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POSSIBLE HUMAN RESOURCE MANAGEMENT STRATEGIES




WORK FLOWS

Organize for efficiency or innovation
Organize for control or flexibility
Use specialized or broad job categories
Use detailed or loose work planning


STAFFING

Use internal or external recruitment
Who makes hiring decision
Whats important in hiring


EMPLOYEE SEPARATIONS

How to downsize
Hiring freeze
Support for terminated employees
Preferential or non-preferential rehiring process


PERFORMANCE APPRAISAL

Customized or uniform appraisals
Appraisal for developmental or control purposes
Multipurpose or focused appraisals
Use multiple or one input


TRAINING AND DEVELOPMENT

Buy or develop skills
Individual or team-based training
On-the-job or external training
Job-specific or generic training


COMPENSATION

Fixed-pay or variable system
Job-based or individual pay
Seniority-based or performance based system
Centralize or decentralize pay decisions

EMPLOYEE AND LABOR RELATIONS

Top-down or bottom-up communications
Interactions with labor unions
Adversarial or cooperative relationship


EMPLOYEE RIGHTS

Use discipline as control or learning
Protect employees or organizations rights
Formal or informal ethics program


CURRENT HRM STRATEGIES

Employees as significant resource
High-tech human resources approach


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