Strategic HR Practices of the OrganizationIn today's era, businesses have realized the importance of HRM. Human resources play an important role in the success of an organization. An efficient and competent human resources department can ensure huge success for the organization. Nowadays, developing quality throughout the company is an important function of the human resource management (HRM) department. It is therefore essential that companies use strategic HR practices. The best HR practices used by the organization are: Equal Employment Opportunity Policy and Anti-Discrimination Legislations Management by Objectives Performance Management SystemEqual Employment Opportunity Act and Legislations anti-discrimination: the policy of equal opportunities for all employees and the equal distribution of salaries and powers among all employees (Fisher, Schoenfeldt & Shaw, 2004). Anti-discrimination legislation helps attract and retain talented employees. Equal pay and other benefits are provided for equal work. It is necessary to satisfy employees if the company wants to succeed and develop its skills. According to these policies, there is no discrimination on the basis of color, gender, caste, race, marital status, etc. (Mabey, Salaman & Storey, 1998). In accordance with the Company's EEO regulations, the Company follows the following practices and acts: Equal Pay Act of 1963 (EPA): The Equal Pay Act will prohibit wage discrimination on the basis of sex. According to this law, men and women must obtain equal remuneration for substantially equal work performed by them. ...... middle of paper ......ating (Mabey, Salaman & Storey, 1998). These two practices can be considered one of the best strategic HR practices because they develop a feeling of satisfaction and equality. among employees. With the help of this practice, the organization manages the manpower resources and motivates them to work with zeal and enthusiasm (Fisher, Schoenfeldt & Shaw, 2004). The MBO approach to management instills a personal commitment to respond positively to the major concerns of the organization as well as to the development of human capital. Under the MBO program, an employee and his supervisor come together and define, establish and set certain goals or objectives which the employee would attempt to achieve within the prescribed time frame (Tyson and York, 2000). These practices also enable the organization to develop its learning behavior and implement change in the organization..