Human Resources: A case study of must-have HR Policies, Hypothetical cases, Employment Legal Cases and their Worst-Case Analysis

For decades, human resource management has been seen as a cost, and overhead that does not contribute to revenue growth or the organization’s overall strategy. However, in the recent past, there have been drastic changes in perception, with management recognizing its importance.

Human resource management and the role it plays in contributing to the organization’s overall strategy. Today, top management in many organizations views human resources as a profit center. The Human Resources department must do more than traditional HR activities and take a more strategic approach. Kaplan and Hurd (2002) define strategic human resource management as a set of activities and processes shared by line managers and human resources to solve people-based business problems. Michie and Sheehan (2005) define strategic human resource management as the standard of human resource tasks and planned developments to improve an organization to achieve its goals.

Human resources policies are the fundamental basis for the strategic management of human resources in any organization, regardless of its size. Define guidelines for the behavioral behavior of employees and the organization’s approach to managing legal situations. This research article summarizes the most important HR policies that every organization should have to ensure a harmonious work culture, hypothetical case studies of critical issues that every organization should address in its policies, and real cases

Studies that provide an overview of real employment law cases and their respective worst-case analyses. This research paper is based on secondary data with research data collected from previous research papers, journals, and various other secondary sources.

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