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- MemberNovember 1, 2021 at 2:53 pm
For example of HR practices that were consistent with that of the organization’s strategy would be for the current employer that i am attached with which is a large multinational IT services provider. One of the organization’s strategy is to build internal capabilities and promote internal job movement. This is message is consistent across the organization practices such as adopting a internal first policy for job openings where by the job opening needs to be advertise in the company’s internal portals and communicated to the employees. After a threshold time limit reach and there is no internal applications for the role, the recruiter may then source for an external candidate. L&D also organizers upskilling and cross skilling programs that are open to everyone to participant regardless of their role. This will equip the employee to take one future opportunities when they arise.
For example of HR practices that were not consistent with that of the organization’s strategy would be from my previous employer from the local IT industry. The organization wanted to attract a younger and more diverse work force as the current employees are of a certain age group. However, the HR policies in place did not make the workplace an attractive workplace to attract the younger generation. Polices such as a formal dress code including necktie, strict clock-in / clock-out times (penalties imposed when not adhere) , strict fix lunch hours, no Internet access on work computers. All this policies do not appeal to the younger generation and many of them would leave after a couple of months of joining due to the non-flexibility of the policies.