...extent has the systems model of training been used? Discuss some of the implications of using this model? Discuss the benefits of the training described in this case for the organization, employees and society? In case one, it provides inadequate information of using systems model of training. First of all, Canadian American transportation System recognize that ferry need highly regulated by U.S Coast Guard and Transport Canada. Therefore, they have to train no experience employees in order to meet the standards of related government officials. They identify two levels of training need to be conducted. One is safety of life at sea (SOLAS), another one is seafarers’ training certification and watch keeping (STCW). Both levels involve a series complicated procedures and trainees need take a lot of responsibilities. * Systems Approach to Training However, in this case, after recognized two levels of mandatory training, the employee were taken to pools to learn a series actions, such as how to jump in to water to get people into safety rafts, and how to use equipment in cold-water conditions. It did not provide information of identifying the needs between employees and organization or designing training program according to the current situation. Therefore, I believe that Canadian American transportation System provide inadequate information of using systems model of training. Theoretically, there are four major parts in systems model of training. These are conducting the need...
Words: 1249 - Pages: 5
...2011 Business Plan B.O.S.S. Brewers – Brew On Site Specialists Retail Brewers Supply Company GM600 – Capstone Instructor – Rich Ottum June 18. 2011 Management Team Charles, Mills, Todd Powell DeAdria Walton, Julie Weglewski Daniel Zimbardi B.O.S.S. BREWERS BUSINESS PLAN Table of Contents June 18, 2011 Executive Summary................................................................................................................. 4 Overview............................................................................................................................. 4 Vision and Mission .............................................................................................................. 4 Marketing P lan .................................................................................................................... 4 Operations Plan ................................................................................................................... 4 Financial Plan ...................................................................................................................... 5 Marketing P lan ........................................................................................................................ 8 Marketing Opportunity ........................................................................................................ 8 Service Description.........................................................................................
Words: 13887 - Pages: 56
...including culture, strategy development and motivation. In the modern environment the HR department may be able to make the firm a "great place to work". Many firms that are acknowledged for their good employee cultures, such as Google and Gore &Associates, place a high level of reliance in the development and maintenance of the employment relationships, with significant input from the HR department and HR strategies. Firms may wish to emulate the strategies which have been so successful, who would not want to have the same level of innovations as Google, or the same level of employee loyalty and commitment seen at Gore? To undertake strategies that will transform a workplace into a great place to work may start by looking at the HR department to determine how the idea HR department would operate and the type of strategies they may use to impact in the corporate culture and practices to make the change. The aim of this paper is to look at the ideal HR department, considering what elements need to be in place and the type of strategies they would pursue and support. The first consideration will be the department infrastructure and support mechanism. The importance of organizational culture and how it will be influenced may then be considered, this will include considerations if the way the basic function of the HR department, including recruitment and change management and the way that change will be approached and managed, training and development, performance management...
Words: 4515 - Pages: 19
...sectors across the world” (2009). Obviously, facing the economical globalization, development of technology, the coming of information age and lowering of trade barriers, as a result firms have to think of new and effective ideas to compete with other competitors. Human capital is the most special asset of a company. It is special because people cannot be separated from their knowledge, skills, health, or values in the way they can be separated from their financial and physical assets (Becker, 2008). The result, organizations’ aim is to make their own human capital special that other organizations cannot copy. Competitive advantage is secured when organizations have skills and capabilities that are unique, difficult to replicate and imitate by competitors (Rainbird, 1995). HRD is a process of developing and unleashing human expertise through organization development, personnel training and development for the purpose of improving performance (Swanson & Holton, 2001). McCracken and Wallace have mentioned in their article that, organizations should ensure any investment which is made in human capital with the promotion of HRD strategy is clearly linked to the wider corporate strategy (2000). Strategic approach to HRD is a relative new concept in HRD and training and development fields. It is not a traditional training and developing view of interventions in response to specific problems of organizations (Beer & Spector, 1998). A strategic approach to HRD is a multi-level concept whose...
Words: 2353 - Pages: 10
...and in various ways been attended to, over the ages. 3. Many of the well-known historical figures (e.g. Plato, Aristotle, Charlemagne, Rousseau, and Thomas Jefferson) have expressed “counseling” points of view. 4. Psychology emerged as a field of study and psychiatry as a specialized branch of medicine in the late 1800s. 5. The development of programs of guidance and counseling in American education began in the years just prior to World War I. Frank Parsons is usually credited with much of the success of its early beginnings. 6. Parsons considered three factors necessary for the wise choice of a vocation. They were: (a) a clear understanding of self; (b) a knowledge of the requirements and conditions for success, compensation, and opportunities in different careers; and (b) true reasoning on the relationships between (a) and (b). 7. Other influences on the development of the counseling movement were: a. the development of standardized tests appropriate for assessment of intelligence and other characteristics of youth. b. the renewed interest in mental health as a result of Clifford Beers’ writings. c. the progressive education movement of the 1920s and 1930s. 8....
Words: 3419 - Pages: 14
...coupled with rising costs and financial penalties for failure, makes governing the operations of the organization an increasing challenge. Furthermore, increased competition for limited budgets and resources requires that organizations allocate available funding toward their highest-priority information security investments. LogicManager’s risk based approach helps you to objectively prioritize which business areas require focus and allocation of critical resources. 3.Risk Planning is developing and documenting organized, comprehensive, and interactive strategies and methods for identifying risks. It is also used for performing risk assessments to establish risk handling priorities, developing risk handling plans, monitoring the status of risk handling actions, determining and obtaining the resources to implement the risk management strategies. Risk planning is used in the development and implementation of required training and communicating risk information up and down the project stakeholder organization. 4.The First step in Composite Risk Management process is Planning Risk Management. This is where you will plan how you will handle all the Risks faced by your Project. 5. This is known as an inspection or an audit. You can go through all of the area of the business and look through important paperwork to ensure everything is in order. 6. As you build your retirement portfolio, the risk of outliving your retirement assets should be your key consideration. In order...
Words: 725 - Pages: 3
...“Best Perspectives to Human Resource Management” Author: Arrey Mbongaya Ivo ©2006 African Centre for Community and Development (www.africancentreforcommunity.com ) All rights reserved. Table of Contents 1.0 Introduction, Perspectives in Management and the genesis of Human Resource Management 1.1 Scientific or Closed management, Human Relations or Semi open system, Open System or Contingency system 1.2 Personnel management/ Personnel Manager 1.3 The genesis of Human Resource Management(HRM)/Defining Human Resource Management 1.4 What is ‘Hard’ and ‘Soft’ HRM? 1.5 The Debate between Human Relations(HR) and Human Resource Management(HRM) 1.6 The Human Resource Manager and his role 2.0 Attempting a framework for Human Resource Management(HRM) 2.1 Using HRM as a style, a strategy and an outcome 2.2 Is HRM a restatement of Personnel Management? 2.3 Is HRM a new managerial discipline? 2.4 HRM as a resource-based dimension of management 2.5 The Strategic and international possibilities of HRM 3.0Using some models of HRM to critically assess HRM “Hard” and “Soft” Approaches. 3.1The Harvard Model 3.2The Michigan Model 3.3Guest comparative models 3.4The ‘Choice Model’ and its benefits. 4.0The influence of senior management and their Effectiveness 4.1 policy makers 4.2 senior managers and their frames of reference 4.3 The more effective the better the policies 4.4 The Japanese example 5.0 Conclusion, limitations and proposals 5.1HRM a widespread contemporary, evolving & contingent...
Words: 6510 - Pages: 27
...Module 1_Eve Lawrence What is HRM? Human resource management (HRM) is a complete and clear approach to the development and employment of people within an organization. HRM is structured and supported by a number of theories relating to the behaviour of people and organisations, strongly concerned with ethical employment and how people should be treated in terms of moral values. HRM aims to build good relationships with employees based on trust and personal achievement therefore benefiting the achievement of business goals. HRM deals with all aspects of employees within an organization. Areas of HRM include recruitment, interviews, orientation, induction, motivation, learning, performance reviews, employee relations & wellbeing, training, development, change management and complying with employment law. The core purpose of HRM is to develop and make efficient use of the workforce within an organization. HRM is people management within organizations designed to maximise employee performance focusing on the company’s strategic objectives. Effective HRM enables employees to contribute productively to the overall company direction and accomplishment of the organizations goals and objectives. What was the main message of the Harvard framework? Through my research and understanding I have come to the conclusion that the main message of the Harvard model by Beer et al is that decisions and actions made by line managers have a long term effect on relationships between employees...
Words: 1786 - Pages: 8
...Environment Our commitment to good environmental stewardship is shaped firstly by the need to respond appropriately to global imperatives concerning climate change, biodiversity conservation, energy use and water security; and secondly by our belief that the sustainable management of the natural environment is key to the future prosperity of all the countries where we operate. Our approach to managing environmental issues is built on the effective integration of the environment discipline into our core business and the development of appropriate policies and tools to aid their implementation. This process is underpinned by our ISO 14001 compliant management systems. Within this framework we develop holistic management solutions individually tailored to the environmental, social and economic contexts of each of our operations. This in turn means that we are sensitive to local needs and place particular emphasis on forging strategic partnerships with governments, local communities and Non-Governmental Organisations to find creative solutions to environmental challenges wherever we operate. In addition to our focus on developing effective management systems, our ongoing investment in building the capability of the environment discipline across the Family of Companies has also enabled us to respond to environmental challenges beyond the traditional mining focus area of land rehabilitation. Biodiversity, energy and water management are now specific areas of...
Words: 8578 - Pages: 35
...A security risk management approach for e-commerce M. Warren School of Information Technology, Deakin University, Geelong, Australia W. Hutchinson School of Computer and Information Science, Edith Cowan University, Mt Lawley, Australia Keywords Electronic commerce, Risk analysis, Information systems Introduction Information systems are now heavily utilized by all organizations and relied upon to the extent that it would be impossible to manage without them. This has been encapsulated by the recent development of e-commerce in a consumer and business environment. The situation now arises that information systems are at threat from a number of security risks and what is needed is a security method to allow for these risks to be evaluated and ensure that appropriate security countermeasures are applied. Abstract E-commerce security is a complex issue; it is concerned with a number of security risks that can appear at either a technical level or organisational level. This paper uses a systemic framework, the viable system model (VSM) to determine the high level security risks and then uses baseline security methods to determine the lower level security risks. Security methods The aim of the research was too combine a information systems modeling method with a baseline security method to form a hybrid security method. This method could be used to evaluate high and low level security risks associated with e-commerce. The methods used in this model are the viable...
Words: 2218 - Pages: 9
...the job, that can be measured against well-accepted standards, and that can be improved via training and development.” People or the organization should possess the core competencies to excel in work’s performance and hence be improved in the future to achieve effectiveness in work and organization’s goal (Ibid). Why have the idea of competency become so important? Organizations today identified the key to business success through strategic human resource management (SHRM) (Compton 2009). To achieve SHRM, the strategic plans have to be pro-active and be open to changes in the organization’s external environment such as its competitors and globalization (Ibid). Having a deeper understanding about competencies is critical, as it will allow the organization to focus on achieving organizational goals and responding to the external environment (Lucia & Lepsinger 1999). The Harvard Analytical framework for HRM Figure 1. (Source: Beer et al. 1985) The Harvard analytical framework for HRM in Figure 1 above consists of five main components, which are situational factors, stakeholder interests, HRM policy choices, HR outcomes and long-term consequences (Beer et al. 1984). As shown in Figure 1, in order to satisfy the shareholders’ expectations, organizations must have the HR outcomes that follow from HR policy choices that will allow it to implement business strategies successfully (eds. Ferris, Rosen & Barnum 1995). Key members...
Words: 2462 - Pages: 10
...parks across the United States through the company's family entertainment division, Busch Entertainment Corporation. It is headquartered in St. Louis, Missouri. AB’s objectives as a corporation are: * To increase domestic beer segment volume and per barrel profitability which, when combined with market share growth will provide the source for earnings per share growth and improvement in return on capital employed. * To provide a great tasting fresh beer to our consumers by limiting self life to 110 days, and providing a “born on date” on all our products. * To build a high-performing, diverse workforce, while providing a safe, productive and rewarding work environment, in which all our employees can benefit. * To be a good corporate citizen and good neighbor in every community where we do business and promote the responsible consumption of our products. * To preserve and protect the environment and support communities where we do business, by complying with all applicable environmental laws, regulations, and permits. Products and Services Anheuser-Busch's best known beers include brands such as Budweiser, Busch, Michelob, Bud Light, and Natural Light. The company also produces more than 100 beers, import beers, specialty beers, nonalcoholic brews, malt liquors ( such as King Cobra and Hurricane), and flavored malt beverages (e.g. the Bacardi Silver family and...
Words: 6000 - Pages: 24
...management that focuses on how to attract, hire, train, motivate and maintain employees. Strong employees become a source of competitive advantage in a global environment facing change in a complex ways at a rapid pace. DeCenzo et al (2010:1) • "Human resource/personnel management may be defined as the planning, organizing, directing and controlling of the procurement, development, compensation, integration and maintenance and separation of human resources to the end that individual, organizational and societal objectives are accomplished." Edwin B.Elippo • ‘All those activities associated with the management of employment relationships in the firm’ Boxall and Purcell (2003: 1) • ‘The management of work and people in organizations’ Boxall et al (2007.7) HRM as ‘an inevitable process that accompanies the growth of organizations’ Boxall and Purcell (2010: 29) • The policies, practices, and systems that influence employees’ behavior, attitudes, and performance. Noe et al (2011.1) HRM covers activities such as • human capital management, • knowledge management, • organization design and development, • resourcing (workforce planning, recruitment and selection, and talent...
Words: 2651 - Pages: 11
...Business Culture and Strategy Submitted by Ma Yudian (Candidate No.095512658) International College Central South University of Forestry and Technology October 2010 contents 1. INTRODUCTION…………………………………………………………………….…..3 2.1 PESTEL……………………………………………………………………….…..3 2.2 SWOT analysis……………………………………………………………………4 2.3 How to conduct SWOT analysis…………………………………………….…….5 3.1 Organisation culture in JD Wetherspoon………………………………………….5 3.2 The type of culture that J D Wetherspoon has…………………………………….6 3.3 relationship between organizational culture and organizational behavior in J D Wetherspoon…………………………………………………………………………..7 3.4 different culture in company………………………………………………………7 4 Conclusion……………………………………………………………………….….8 5 REFERENCES…………………………………………………….………………..9 1.Introduction The report is about the change in the external environment in JD wetherspoon. It analysis the PESTEL and SWOT of the J D Wetherspoon. It also analysis the relationship between organisational culture and organisational behavior in the JD wetherspoon. J D Wetherspoon plc was founded by Tim Martin who opened the first J D Wtherspoon pub in1979. It now has over 600 pubs, which means that it has expanded on average at the rate of about one new pub each week. 2.1 PESTEL Social-cultural: J D Wetherspoon provide children’s cutlery with children’s meals to convenience children. Most pubs now have a dedicated family dining area where children and adults can eat together. The...
Words: 1824 - Pages: 8
...business through effective human resources strategies” As Baird and Meshoulam (1998) remark “Business objectives are accomplished when human resource practice, procedures and systems are developed and implemented based on organisational needs, that is, when a strategic perspective to human resource management is adopted.” (Armstrong, M.,2008, pg 33) . This journal will explore on the principals of human resource management, analysis of its concepts, models and framework. Explanation of HRM process and build up of strategies. The journal ends with an assessment of roles in strategic HRM. Strategic Human Resource Management (HRM) can be defined as the way through which the organizational goals will be achieved by the people with the help of HR strategies, policies and practices. (Armstrong, M., 2008, pg 33). Other definitions of Strategic Human Resource Management are as follows:- “Strategic Human Resource Management means formulating and executing human resource policies and practices that produce the employee competencies and behaviors that company needs to achieve its strategic aims” – Garry Dessler (Durai,P.,2010,pg 24) “Strategic Human Resource Management is a pattern of planned human resource developments and activity intended to enable a firm to achieve its goals “ – G.C.MacMahan (Durai,P.,2010,pg 24). Models of Strategic Human Resource Management The Harvard model :- The Harvard model was put forward by Michale Beer, Richard Walton, Quinn Mills, P. Lawrence...
Words: 2905 - Pages: 12
