Download A Handbook of Human Resource Management Practice 10th by Michael Armstrong PDF

By Michael Armstrong

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They become the so-called ‘flexible firms’. The ultimate development of this process is the ‘virtual’ firm or corporation, where through the extensive use of information technology a high proportion of marketing and professional staff mainly work from home, only coming into the office on special occasions to occupy their ‘hot desks’, and spending more time with their customers or clients. 26 ❚ Managing people Another response to competitive pressures is business process re-engineering (BPR), which examines the process that contains and links those functions together from initiation to completion.

2. Aligning HRM policies with business policies and corporate strategy. 3. Developing a close fit of HR policies, procedures and systems with one another. 4. Creating a flatter and more flexible organization capable of responding more quickly to change. 5. Encouraging team working and co-operation across internal organizational boundaries. 6. Creating a strong customer-first philosophy throughout the organization. 7. Empowering employees to manage their own self-development and learning. Human resource management ❚ 11 8.

5. Encouraging team working and co-operation across internal organizational boundaries. 6. Creating a strong customer-first philosophy throughout the organization. 7. Empowering employees to manage their own self-development and learning. Human resource management ❚ 11 8. Developing reward strategies designed to support a performance-driven culture. 9. Improving employee involvement through better internal communication. 10. Building greater employee commitment to the organization. 11. Increasing line management responsibility for HR policies.

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