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This free course is about the interplay between decision making about people management and the environments within which such decisions are made. The underlying premise is that, normally, better choices are made when they are informed by an understanding of the multiple contexts which are relevant to those choices (Storey, Wright and Ulrich 2009).

The underlying contention is that the management of human resources (HR) is normally (and needs to be) different depending on an organisation’s business strategy; that it is rather different in small compared with large businesses; that it varies depending on the national context, which is likely to involve different employment law and different cultures and practices; it varies depending on the nature of the workforce and the employment sector (Storey 1992; 2007). So, fitting HR decisions to business objectives and to other aspects of context represent two core elements. Another is that strategic HRM involves taking a long-term perspective rather than simply making HR decisions in an ad hoc and short-term manner.

All of that said, there is a counter-argument, which asserts that there is, despite these variations, some common base of ‘good practice’ irrespective of context. This proposition rests on the idea that there are certain fundamentals when managing people. These include fair play, involving the workforce, investing in the workforce so as to increase the value of its contribution and a number of other approaches. This suggests the idea of a basic universal formula based on good professional and ethical practice. It is sometimes labelled the ‘one best way’. There has been some research which suggests a link between such a generic best practice approach and a set of performance outcomes.

So that sets the scene for a debate which has persisted in the HR field for some time. Nonetheless, even if the idea of a basic set of good practices were to be accepted, few people would argue with the additional idea that different contexts are also likely to be important and that the basic approach may need to be adapted to cope with, for example, an economic recession, a shift in market conditions, new technology and so on.

Additionally, whatever the ‘prescriptive’ approach might be, there can be little doubt that in practice there are notable variations in the way human resources are managed and that these variations are often patterned and can be shown to relate to context.


The division of a company that is focused on activities relating to employees. These activities normally include recruiting and hiring of new employees, orientation and training of current employees, employee benefits, and retention. Formerly called personnel.

Who is an HR 

What is ‘Human Resources (HR)’ Human resources is the company department charged with finding, screening, recruiting and training job applicants, and administering employee-benefit programs.

Duites of HR

Their work, which is often decidedly administrative in nature, involves documenting grievances, terminations, absences, performance reports, and compensation and benefits information. Beyond administrativeduties, however, HR assistants are also often involved in recruiting, hiring, and training new employees.

Skills of HR

9 In-demand human resources skills

  • Employee relations. …
  • Human Resources Information Software (HRIS) …
  • Performance management. …
  • Teamwork and collaboration. …
  • Customer service. …
  • Project management.

What are the competences do HR professional Nedded.

Essential HR Manager Skills and Competencies

  • Human Resources Knowledge. Today’s job seekers have access to more information than ever before. …
  • A Commitment to Ongoing HR Learning. …
  • Communication Skills in Human Resources. …
  • Critical Thinking Skills. …
  • An Ethical Approach for Human Resources. …
  • Human Resources Organizational Skills.


What it’s all about: Some of the best HR blogs focus on one topic…to help you become an expert on it. This one is all about recruiting, whether it’s job searching, sourcing, tactics, or technology. Each post explores the nebulous and constantly changing world of recruiting, so you can expect something new every time you land on the blog.

“We want to hire you to create a Talent Management blog . Like the HR Recruiting,Core HR, but without all the boring HR stuff like legal issues and employee relations tactics are mainly focused to develop you More for your future success 



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