Complementary Human Resources Policies and

Practices
Training
Training and
and
Development
Development

Staffing
Staffing

Compensation
Compensation

Training and development is a function of human resource management concerned with

organizational activity aimed at bettering the performance of individuals and groups in
organizational settings.
It has been known by several names, including "human resource development", and "learning
and development".

improving an employees performance

developing the group and team skills needed to achieve organizational goals
increasing overall efficiency
improving customer service, which leads to customer satisfaction.

Staffing:

The very first step in staffing is to plan the manpower inventory required by a concern in order to match
them with the job requirements and demands.

Once the requirements are notified, the concern invites and solicits applications according to the
invitations made to the desirable candidates.

This is the screening step of staffing in which the solicited applications are screened out and suitable
candidates are appointed as per the requirements

Once screening takes place, the appointed candidates are made familiar to the work units and work
environment through the orientation programmes placement takes place by putting right man on the right
job.

Compensation:Compensation (also known as Total Rewards) can be defined as all of the rewards earned by
employees in return for their labour. This includes: Direct financial compensation consisting of pay received in the form of wages, salaries,
bonuses and commissions provided at regular and consistent intervals
Indirect financial compensation including all financial rewards that are not included in
direct compensation and understood to form part of the social contract between the employer
and employee such as benefits, leaves, retirement plans, education, and employee services
Non-financial compensation referring to topics such as career development and advancement
opportunities, opportunities for recognition, as well as work environment and conditions

Summary
A high-performance work system is the right combination of people, technology, and
organizational structure that makes full use of the organizations resources and opportunities
in achieving its goals.
A high-performance work system achieves the organizations goals, typically including
growth, productivity, and high profits.
Many conditions contribute to high-performance work systems by giving employees skills,
incentives, knowledge, autonomy, and employee satisfaction.
Organizations can improve performance by creating a learning organization, in which people
constantly learn and share knowledge so that they continually expand their capacity to
achieve the results they desire.
By taking a customer-oriented approach, HRM can improve quality by defining the internal
customers who use its services and determining whether it is meeting those customers needs.
Another way to measure HRM effectiveness is to analyze specific programs or activities.
This analysis can measure success in terms of whether a program met its objectives and
whether it delivered value in an economic sense