The policies practices and systems that influence employees behavior

Human resource management (HRM) refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. Many companies refer to HRM as involving “people practices.” The strategy underlying these practices needs to be considered to maximize their influence on company performance. (Noe, Hollenbeck, Gerhart, & Wright, 2019, p. 4)
The textbook reading for this Workshop One assignment is Chapter 1—“Human Resource Management: Gaining a Competitive Advantage.” The learning concepts in the reading include:

Roles and activities of a company’s human resource management (HRM) function
Implications of the economy, the makeup of the labor force, and ethics for company sustainability
How human resource management affects a company’s balanced scorecard
What companies should do to compete in the global marketplace
How new technology—such as social networking, artificial intelligence, and robotics—is influencing HRM
Human resource management practices that support high-performance work systems (Noe et al., 2019, p. 2)
Upon completion of this assignment, you should be able to:

Discuss human resource management practices that support high-performance work systems.
Assess opportunities to recognize and respond to generational issues through effective HR practices.
Resources
Textbook: Human Resource Management: Gaining a Competitive Advantage
Media: Overview of Human Resource Management–Presentation A
Webpage: What Is a Scholarly Article?
Background Information
The HR department is solely responsible for outplacement, labor law compliance, record keeping, testing, unemployment compensation, and some aspects of benefits administration. The HR department is most likely to collaborate with other company functions on employment interviewing, performance management and discipline, and efforts to improve quality and productivity. Large companies are more likely than small ones to employ HR specialists, with benefits specialists being the most prevalent. Other common specializations include recruitment, compensation, and training and development. Many different roles and responsibilities can be performed by the HR department depending on the size of the company, the characteristics of the workforce, the industry, and the value system of company management. (Noe et al., 2019, pp. 6–7)