...Changes in each individual and organization world becomes a need doing business differently whether from a smaller to larger firm, one position to the next, or just a general big change for many reasons. The transition structure and role of HRM can be a bit costly and reorganization for transition can bring negative and positive factors. In this paper the transitioning role of HRM will discuss and line out the factors that changed the primary role of HRM from that of functional operation to that of strategic partner, the way technology affect HRM, and how HRIS influence organizational culture and change. Factors that change the primary role of HRM from the functional aspect of operation to a strategic partner are the opportunities gaining a momentum as one of the best asset in an organization. As HRM is adopted in the strategic partner relationship the prospect defines a long-term relationship, and objectives well achieve in common aspect and with partners of the organization. The activities in the HRM strategic partnership is an intention to ensure the financial aspect of the organization. According to the strategic human resources website, the website stated that,” Partners do not hinder one another. They support each other to achieve common objectives. This includes business objectives.” Meaning that HRM role as a strategic partner is a positive to the organization, as each individual involve in the business works toward the same goal. Incorporating HRM as a strategic partner...
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... ← The authors of the model also coined it the map of HRM territory. ← The Harvard model acknowledges the existence of multiple stakeholders within the organization. ← These multiple stakeholders include shareholders various groups of employees, government and the community at large. ← The recognition of the legitimacy of these multiple stakeholders renders this model a neo - pluralist model. ← This model emphasizes more on the human/soft side of HRM. ← Basically this is because this model emphasizes more on the fact that employees like any other shareholder are equally important in influencing organizational outcomes. ← In fact the interest of the various groups must be fused and factored in the creation of HRM strategies and ultimately the creation of business strategies. Source : Beer et al (1984 : 16) ← A critical analysis of the model shows that it is deeply rooted in the human relations tradition. ← Employee influence is recognised through people motivation and the development of an organization culture based on mutual trust and team work. ← The factors above must be factored into the HR strategy which is premised on employee influences, HR flows, reward system etc. ← The outcomes from such a set up are soft in nature as they include high congruence, commitment, competencies etc. ← The achievement of the crucial...
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...blog The Harvard Business School Case Study on ClockyIn 2006, Gauri worked with Marketing Professor Elie Ofek on a Harvard Business School case study on our Clocky product. They explored a number of different ‘positioning’ issues surrounding the product. They asked questions like, “Is Clocky for the need market or the fun market?”Since its publication, MBA professors around the country have been teaching the case. Gauri has given talks at Columbia, New York University, and Harvard among other schools to lend her perspective on the entrepreneurial experience. This morning, we received a message from professor Michael Norton at Harvard Business School. He’ll be teaching students about companies who understand some fundamental aspect of human nature, and then students will be asked to apply those principles to other companies and industries. In the case of Clocky, the fundamental aspect is that people have different selves, a want self and a should self; at night the should self sets the alarm for 6am, in the morning the want self turns it off; Clocky fixes the problem.If you’d like more information, or want to order the case study, you can check Harvard Business Publishing. Side note – Professor Ofek and Gauri are working on the follow-up to the original Clocky case. More on that in the next couple of months. | blog The Harvard Business School Case Study on ClockyIn 2006, Gauri worked with Marketing Professor Elie Ofek on a Harvard Business School case study on our Clocky product...
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...There are a number of aspects related to the human elements in management and leadership. In many cases business schools focus only on the technical side of management related to how to manage the project, how to control resources, how to set priorities, and countless tasks that managers are asked to accomplish. However, being able to control or motivate individuals is not the only requirement of being a good manager. The best managers are those who can connect with their employees and allow them to believe that they are in a shared interest in bringing success to the company. Good managers try to find ways to ensure employees are engaged, understand their roles and responsibilities, and know who their team members are. If a manager does not connect with people on an individual level, it will be highly unlikely that the employees will decide to stay. Given the fact that people want interaction on the job, a good manager must understand one of the human aspects of management is simply human interaction. People want to know that you have a vested interest in the company and employees want to see their hard work become recognized. Employees who feel that their work is genuinely appreciated will feel obligated to stay with the organization (Exploring Business, 2014). Also developing good rapport with your employees can make the manager-employee relationship much more comfortable. A great manager should work towards and want to get to know their employees and cultivate a...
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...British Ceramic Tile | Briefly evaluate the key aspects of the role of HR in managing the impact of contemporary business issues and external business influences | Word count 920 | Terri Fenwick 16th March 2015 | HR continuously works in a changing landscape of variables, including technology and legislation. Writing in Personnel Today, Dennehy (2014) states that “every year brings with it numerous legislative changes”. This will force businesses to regularly review their policies and procedures and adjust them accordingly in light of external forces. Technology has advanced significantly and we are now seeing a massive increase in Social Media such as Twitter, Facebook and LinkedIn being used in the Business environment for many things including general business marketing and as a recruiting platform. Employers need to keep up with technology and embrace the changes in order to compete with other Businesses. The key in HR successfully keeping up with these contemporary business changes is Change Management (Massachusetts Institute of Technology MIT 2004) * Planning for change * Implementing change * Supporting continuous improvement following change According to MIT (2004) in order to successfully manage change, HR must always plan for change due to the ever changing environment. It needs to reinvent itself to develop and grow with the change. Human Resource Management comes in different national styles but none of these are ‘free from the pressures...
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...ETHICAL BEHAVIOUR IN TODAY’S BUSINESS ENVIRONMENT Despite the presence of professional ethical codes designed to govern professional conduct in specific industries, there has been numerous cases of unethical conducts which have led to the collapse of great companies in the past such as Enron and Worldcom. In recent times however, many organisations have been taking practical steps to incorporate ethical principles in the daily operations of the business in. The importance of business ethics cannot be overemphasized in the role it plays for any organisations whose objective is to continue in business for the foreseeable future. In the bid to maximize profitability, several managers have failed in their responsibility to act ethically in the conduct of their business because they have given less consideration to the ethical issues, which will have long term impact on the organisations, while focusing on short term financial considerations. Unethical behaviours do not just affect the organisation itself but also negatively affects all stakeholders of the organization – for example, giving bribe to a customer representative does not only affects the company’s reputation but also promotes the societal ill of dishonesty and lack of integrity; when a company is declared insolvent as a result of a fraud perpetrated by senior management, there is a threat to the source of livelihood of the employees of the organisation. Therefore, in order for a business to remain sustainable and relevant...
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...The working world and its environment has always been a complex aspect to consider and as an evolving field, Human resource management has provided a collection of policies, theories and practices which help debate the importance and effect it has on how an organisation’s perform in diverse situations. This assignment will thus seek to explore through the use of models and theories brought forth by scholars; means by which people in organisations should be managed and ways by which those in managerial position could adopt in order to resolve issues in the work place efficiently. Also by using 2 main organisations (provided as case studies), the assignment further seek to bring to clarity certain similar practices shared and also expose certain contrasting means of operation between both organisation in term of: *Organisational design and structure & *Organisational Culture Brook (2003) in his findings has acknowledge the complexity that most organisations finds themselves in and rightly identifies that there are forces which not just influences an organisation but also frames it. So through the PEST model (Political, Economic, Social and Technology), it can be argued on the other side of the coin, that organisations are not only affected by their environment and its forces, however their means of operation (which is classified in other terms as organisational design and culture) can also in return influence the environment in which...
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...FOREIGN TRADE UNIVERSITY | SCIENTIFIC MANAGEMENT AND HUMAN RELATIONS MOVEMENT – APPLICATION IN ORGANISATIONS OF THE 21st CENTURY | BUSINESS CORE INTERGRATED PROGRAMME – MR. TRAN QUOC TRUNG | PHAM THI YEN NHI – 1301BF5038 – K52BFA 5/22/2015 | In recent years, human society is having the most dramatically unmatched development speed. To meet the demand of today modern age and become pioneers or successful managers, each of us must have prompt and sensible ability to realize which changes are occurring and which trends are going to expand in the future. In order to realize those changes quickly and successfully, leaders of the 21st century should base on scientific management and human relations movement, which are respectively basic managing theories of Frederick W. Taylor and Elton Mayo. This leads to management and also art of managing have been playing a significant role in every side of our life. Moreover, to manage a world that never stops changing at present and in the future, managers, manage process and organizational methods will have many differentiations (Management in 21st century, Subir Chowdhury). Therefore, this essay will concentrate on the way how scientific management and human relations are applied in organizations of the 21st century. Some aspects such as: definition, practical examples and the applications of the theories in each circumstance of present will be mentioned. Scientific management is a manage theory developed by F. W. Taylor, based...
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...Cultural Value of Respect in Business Operations: A Case Study of Developing Communities Name Institution of Affiliation Chapter Two: Literature Review Introduction A work environment that is respectful, reasonable, and that values individual differences is a central part of building a positive workplace culture. Casson (2005) asserts that promoting respect is a managerial aspect that oversees workers as it creates a respectful and positive workplace and, consequently, increased employee productivity. Respect at the workplace inspires respectful relationships, courtesy, and decent manners. On another angle, it ensures that employees stay updated with workplace information and consider and value other people’s positions (Casson, 2005). Regan (2004) defines respect as the fair treatment of employees and other stakeholders, fair valuation of contributions of each employee and consistency in the management of the company’s values. However, respect is viewed broadly under the cultural values that every society or business platform foresees. Accordingly, cultural respect has gone further to embrace the protection of human rights, the core driver of the corporates’ social responsibilities and transparency initiatives. Businesses have in the past integrated their cultural values, respect among them, in their endeavors (Regan, 2004). Since diverse business cultures appreciate and recognize other cultures for efficient business transactions, a critical aspect of what respect accords...
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...critical analysis of the model shows that it is deeply rooted in the human relations tradition. Employee influence is recognised through people motivation and the development of an organization culture based on mutual trust and team work. The factors above must be factored into the HR strategy which is premised on employee influences, HR flows, reward system etc. The outcomes from such a set up are soft in nature as they include high congruence, commitment, competencies etc. The achievement of the crucial HR outcomes has got an impact on long term consequences, increased productivity, organizational effectiveness which will in turn influence shareholder interests and situational factors hence making it a cycle. It is thus important to note that the Harvard model is premised on the belief that it is the organization’s human resources that give competitive advantage through treating them as assets and not costs. The Michigan/Matching Model The Michigan model was propounded by Fombrun Tichy and Devanna (1984) at the Michigan Business School. They also named this model a matching model of HRM. Precisely, the matching aspect of this model demonstrates that the model is inclined towards the harder side of HRM. This is because the matching model emphaizes more on “tight fit” between the HR strategy and the buisness strategy. NB It demands that available human resources must be matched with jobs in the organization. The HR strategy...
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...direction of the company. In the beginning it is important for the employee to possess the necessary talent in order to compete for a position. Training the new employee on the job function will be the responsibility of the training office of the organization. The next level of training would consist of training the employees for expansion. If a company develops a new system or bring in a new product the employee must be proper trained. This falls again on the training office to ensure steps are taken to successfully incorporate training into the employees file. The demand for proper training of skillful employees will begin in a meeting with the organization and the training office whether it is hiring employees or expanding the business or products. Employee methods and benefits Company...
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...clothes have helped formulate a unique value and shape Zara’s current business model. Zara’s business model is based on three aspects: * Zara’s fundamental concept is to maintain design, production, and distribution processes that will enable Zara to respond quickly to shifts in the consumer demands, even so where the consumer demand is difficult to forecast. They have a fast production and distribution strategy that allows them to offer the latest fashions in less than three weeks. This increases customer visit frequency which consequently increases sales and adds value to their product. * Zara’s unique approach to advertising and marketing is an additional factor within their business model that adds to their success. Zara spends 0.3% of total revenues on advertising and marketing. Hence, Zara maintains a cost advantage to their competitors in marketing activities. In order to effectively compete with their peers Zara uses store layout, location and short product lifespans to act as their marketing tool in order to attract consumers. * The senior managers of Zara wanted to capitalize on the knowledge and the decision making skills of the employees throughout the organization, instead of relying on a small group. This trust gave them a wider vantage in understanding the general population’s perception of fashion which gave them the edge in manufacturing the right apparel. 2. The fashion business is turbulent with unpredictable demand and consumer preferences. To...
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...A HBR Book Review FINANCIAL INTELLIGANCE FOR HR PROFESSIONALS Human Resources professionals areoften viewed asonly having a policy and procedure role focusing mainly on compliance and legal issues or Henchmen for Top Management. They are considered as support functional team having little influence in the overall strategy of the company.HR like most other aspects of business, including marketing, research and development, and strategy formulation is at least partly subjective, a matter dependent on experience and judgment as well as data. But finance and Accounting? The numbers produced by these departments are objective, black and white, and indisputable. According to John Hofmeister, president of Shell Oil Company “If you’re going to be in business and you’re going to work in HR, then you better understand finance, To be blunt, everything that a business line manager should understand.”HR people should be able to read and understand their company’s income statement, balance sheet and that they should be able to deal with the whole budgeting process, capital investments so on. The art of accounting and finance is the art of using limited data to come as close as possible to an accurate description of how well a company is performing.The bottom line of the income statement is net profit.These are the numbers that senior managers use to gauge a business’s performance. They are the basis for many of the fundamental decisions a company’s leaders must make day in and day out...
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...HRM is the responsibility of every manager. Human Resource Management refers to the policies and practices involved in carrying out the people or the human resource aspects of a management position and are defined as the process of acquiring, training, appraising and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. The components of Human Resource Management are Selection, Motivation, Productivity, Trade Unions, Training, Rewards System, Development, Discipline, Employment Legislation and Recruitment. Basic Human Resource concept states that HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals. The intensely competitive nature of business today means human resource managers must defend their plans and contributions in measurable terms. Current economic challenges require that HR managers develop new and better skills to effectively and efficiently deliver and manage HR services. The personnel aspects of a HR manager’s job include conducting job analysis, planning labor needs and recruiting job candidates, selecting job candidates, orienting and training new employees, managing wages and salaries, providing incentives and benefits, appraising performance, communicating, training and developing managers, and building employee commitment. Also, the HR manager’s today should also know and be concerned about notions such as equal opportunity and affirmative...
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...RMIT International University Vietnam Bachelor of Commerce Program ASSIGNMENT COVER PAGE Your assessment will not be accepted unless all fields below are completed |Subject Code: |BUSM3311 | |Subject Name: |INTERNATIONAL MANAGEMENT | |Location where you study: |RMIT Vietnam – City Campus | |Title of Assignment: |Literature Review | |File(s) Submitted |BUSM3311_G2_s3245939_LiteratureReview_Negotiation.docx | |Student name: |Nguyen Van Thanh | |Student Number: |S3245939 | |Student Email Address: |s3245939@rmit.edu.vn | |Learning Facilitator in charge: |PETER TRAN | |Assignment due date: |16/5/2011 ...
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