Strategic HR Practices of the Organization In the current era, companies have realized the importance of human resource management. Human resources play an important role in the success of an organization. An efficient and skilled 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, therefore it is essential that companies use strategic human resources practices. The best HR practices used by the organization are: Equal Employment Opportunity Policy and Anti-Discrimination Legislation Management by Objectives Performance Management System Equal Employment Opportunity Law and Anti-Discrimination Legislation: EEO policy aims for equal treatment with all employees and the fair distribution of wages and powers among all employees (Fisher, Schoenfeldt & Shaw, 2004). Anti-discrimination legislation helps attract and retain talented employees. For equal work, the same pay and other benefits are granted. Satisfying employees is necessary if the company wants to succeed and develop its skills. According to these policies, there is no discrimination on the basis of color, sex, caste, race, marital status, etc. (Mabey, Salaman & Storey, 1998). According to EEO regulations, the company follows the following practices and acts: Equal Pay Act of 1963 (EPA): The Equal Pay Act will prohibit wage discrimination based on sex. Under this law, men and women must get equal compensation for significantly equal work performed by them. Age Discrimination in Employment Act of 1967 (ADEA): This law will protect people who are 40 years of age or older from employment discrimination work b ...... half of the document ......ating (Mabey, Salaman & Storey, 1998). Both of these practices can be considered as 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 human resources and motivates them to work with zeal and enthusiasm (Fisher, Schoenfeldt & Shaw, 2004). The MBO approach to management instills a personal commitment to positively respond to the organization's key concerns and human resource development. Under the MBO program, an employee and his or her supervisor meet and define, set, and establish certain goals or objectives that the employee will attempt to achieve within the prescribed time period (Tyson & York, 2000). These practices also enable the organization to develop learning behaviors and implement change in the organization.