You need to write these 7 Human resources management practices for the company: Deloitte based on HR knowledge and also must connect to analyze the leader (deloitte ceo barry salzberg) stance on HR.

You need to write these 7 Human resources management practices for the company: Deloitte based on HR knowledge and also must connect to analyze the leader (deloitte ceo barry salzberg) stance on HR.
· work culture,
· employee satisfaction,
· employee turnover,
· sexual harassment,
· Training and development,
· Recruitment,
· Functions of HR
Remember don’t not just copy and paste from the online resources, you need to analyze online resources into your own words. And please remember write about Human resources management side in DELOITTE and also his previous CEO Barry Salzberg’s influence in each 7 HR practices listed here. Cite properly and you must put reference page in the end. The total pages for these 7 elements should be 5pages, and you may need to write at least 2 paragraphs each element.
Remember you must need to analyze the CEO Barry Salzberg in each 7 elements listed here, and DELOITTE now is a global company, you need to analyze all as global HRM impacts in deloitte.
HRM functions:
Staffing Function
§Recruiting
•Attracting a pool of qualified applicants that is representative of all groups in the labor market.
§Job analysis
•Determine the knowledge, skills and abilities needed for each job and define essential functions.
§Selection
•Finding qualified candidates for each position.
Training and Development
§Orientation
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•Teach the rules, regulations, goals, and culture of the company.
§Employee training
•Help employees acquire better skills for the job.
§Employee development
•Prepare employee for future position(s) in the company.
§Organizational development
•Help employees adapt to the company’s changing strategic directions.
§Career development
•Provide necessary information and assessment in helping employees realize career goals.
Motivation
§Environment and well-constructed jobs factor heavily in employee performance.
§Performance appraisals:
•Standards for each employee; must provide feedback.
§Rewards and compensation:
•Must be link between compensation and performance.
§Employee benefits:
•Should coordinate with a pay-for-performance plan.
§Maintenance
•Caring for employees’ well-being has a big effect on their commitment.
•Communications and employee relations keep employees well-informed of company doings, and provide a means of venting frustrations.
Structer of HR department:
§Employment
•Coordinates hiring efforts.
§Training and Development
•Helps employees maximize their potential.
§Compensation and Benefits
•Paying employees fairly, communicating and administering benefits packages.
§Employee Relations
•Promoting effective communication and maintaining culture.
Talent HR management:
§Recruit and retain talented employees able to accomplish organizational objectives.
§Uses HRM best practices and technology for:
•Workforce planning
•Recruiting
•Applicant tracking
•Onboarding
•Performance management
•Compensation
•Workforce development
•Career and succession planning
§Sexual Harassment
•Creates intimidating, offensive or hostile environment.
•Unreasonably interferes with individual’s work.
•Adversely affects an individual’s employment opportunities.
§Sexual Harassment takes two forms
•Quid pro quo harassment
§Sexual behavior is expected as a condition of employment.
•Hostile environment harassment
§Workplace environment is offensive enough to interfere with the ability to work.
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