...What is Human Resource Management? Human Resource Management (HRM) involves the practice of managing people and has been practiced since the first century “with Columella, a Roman farmer and former soldier whose De Rustica featured one of the earliest tracts on people management” (Rowley and Jackson, 2011 p.xx). HRM covers a broad spectrum of employee related affairs, ranging from selection and recruitment to training and development, employee reward, and performance management (Beardwell and Clark, 2010). Some of the objectives of Human Resource (HR) are to ensure staff motivation, to effectively manage change in the organisation and most importantly to maintain good employee/employer relationship. This essay seeks to give a general overview on the origins and meaning of HRM, reviewing the main models of HRM, the link between HRM and performance, and finally assessing the impact of HRM in multinational corporations. The origins of HR in the UK traces back to the 80’s when government reforms were been implemented to reshape the framework of industrial relations in the country. Due to “the restructuring of the economy” there was a decline in manufacturing industries, a “rise the service sector” and an increase in “new industries based on high tech products and service” (Beardwell and Clark, 2010 p.7). The economic changes were promoted by “the political climate of Thatcherism” through “entrepreneurialism and antiunion legislations which encouraged firms to introduce new labour...
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...Patient Safety Goals (NPSG) in the following areas: staff is using 2 identifiers when providing care, correctly transfusing patients, maintaining a healthy patient care environment by complying with the Center for Disease Control (CDC) and World Health Organization (WHO) hand hygiene guidelines, continuing evidence-based best practice to prevent or reduce the risk of catheter-associated urinary tract infections (CAUTI), identifying patients at risk for suicide. Within the rest of the accreditation requirements the facility was compliant with the following elements: EM-emergency management HR-Human Resources IC-Infection Prevention and Control IM-Information Management MS-Medical Staff PI-Performance Improvement RI-Rights and Responsibilities of the Individual TS-Transplant Safety Trends of noncompliance within the healthcare system From the list of recorded finding there are several trends identified in which the hospital is will need to address to meet the Joint Commission (JC) standards. The list is divided into direct and indirect impact. There are 4 indirect impact issues that need to be addressed and 1 direct impact issue. Indirect Impact Trends Verbal Orders-Verbal orders are not being authenticated within the 48 hours on several units. The hospital audits should show a 100% compliance regarding verbal orders. The audit shows the hospital has not been compliant during the past 12 months. The highest percentage was 90%. On 3E, 4E, ED, PI data and telemetry are...
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...Applying Risk Management Table of Contents 1 Introduction 2 2 Aspect 1: Risk Analysis 2 3 Aspect 2: Risk Monitoring and Control Stage 3 4 Conclusion 5 5 Reference 6 1 Introduction In our attempt to cover all areas of the Risk Management process within such a small time frame, some areas of this Project Management principal were briefly covered or overlooked. In my opinion the following two key aspects could have been better managed by our group towards the contribution of the final presentation: • Risk Analysis Stage within the Risk Management Cycle (Refer to Figure 1 and 2) and, • Risk Monitoring and Control Stage (Refer to Figure 1 and 2). 2 Aspect 1: Risk Analysis In our final video submission we specifically focused on one of the two methods used to undertake Risk Analysis, which was qualitative. The qualitative approach is the most used method due to its usually rapid and cost effective means of establishing priorities for Risk Response Planning (PMBOK,2004), thus the reason for our focus. But there are two problems with this approach first their meaning can be widely interpreted and secondly you cannot do much with them except to have biased rules about combining them and taking this as an indicator of the overall significance of the risk.(Department of Commerce, 2004) The Quantitative method is the other technique used in Risk Analysis which was only briefly mentioned in the final presentation due to reasons discussed...
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...Trends and Challenges Paper Team Member’s name MGT 431 date Teacher Trends and Challenges Paper In the world of business the use of performance management systems or annual performance appraisals is one that is viewed differently by each organization and management team. Although these two methods have some of the same characteristics, they also contrast in many ways. Performance appraisals can be an effective tool for organizations but along with many business techniques can be problematic. Another important method that should be practiced by organizations is the management of turnover rates. A swinging door of employees leaving and entering can quickly become a costly routine for an organization. In this, the organization must make sure the employee is respected, treated fairly, and given an opportunity to speak his or her concerns. In a business world with labor laws employers have more competition of safe and friendly work environments. Safety and health management must be made a priority in all organizations. Safety and health regulations are put in place by laws and it is management’s job to ensure they are understood and followed regularly. These are just some of the responsibilities and challenges of management and will continue to change. Management should take steps to prepare for certain future challenges that may arise. Management system versus annual performance appraisals Performance management systems and annual performance appraisals are two controversial...
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...commercial vehicles under its own name. The company sales various automobiles and vehicles by the use of “Ford” brand and luxury car under the “Lincoln” brand. The company has employed around213000 employees in its ninety plants so that it can give its best result to its customers and to the society at large. Ford Motor Company provides a golden as well as incredible opportunity for most of the Human Resource professionals which they have never experienced in terms of cultural and global considerations. The company provides many opportunities to experience the expertise and technical knowledge for the manufacturing and design facilities. The company provides various training to the employees to deal with the complex business issues. The company does not leave any chance of their employees’ motivation and promotion. The company provides various opportunities in Labor relations, Business Operations, Work force planning and recruiting them, in Personnel Relations and learning and Development. Question 2. Describe the HR position and the responsibilities listed for that HR department. The Human Resource Department of the company is very strong and ambitious in whole of the world because the company stresses upon the individual performance and emphasis is laid upon the team work for achieving predetermined goals of the company and harmony at workplace. The company lays a special attention on the effectiveness of the Organization for...
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...Introduction to Portfolio Management Investing in securities such as shares, debentures, and bonds is profitable as well as exciting. It is indeed rewarding, but involves a great deal of risk and calls for scientific knowledge as well artistic skill. In such investments both rationale and emotional responses are involved. Investing in financial securities is now considered to be one of the best avenues for investing one savings while it is acknowledged to be one of the best avenues for investing one saving while it is acknowledged to be one of the most risky avenues of investment. “It is rare to find investors investing their entire savings in a single security. Instead, they tend to invest in a group of securities. Such a group of securities is called portfolio”. Creation of a portfolio helps to reduce risk, without sacrificing returns. Portfolio management deals with the analysis of individual securities as well as with the theory and practice of optimally combining securities into portfolios. An investor who understands the fundamental principles and analytical aspects of portfolio management has a better chance of success. Portfolio Management An investor considering investment in securities is faced with the problem of choosing from among a large number of securities and how to allocate his funds over this group of securities. Again he is faced with problem of deciding which securities to hold and how much to invest in each. The risk and return characteristics...
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...Sawchuk (2004), continuous learning is “a key element of the learning organization” (p. 85). With continuous learning, employers and employees are able to maintain a competitive advantage by keeping up with the trends and changes within the environment. In order to remain invested and involved with markets and competition, a level of ongoing development must occur, leading to the introduction of the learning organization as a remedy to change. To adapt to changes, organizational learning is the process in which the learning principles are applied to the learning organization. “Organizational learning is focused on learning in the organization” whereas a learning organization “centers on learning for the organization” (Bratton et al., 2004, p. 83). In brief, organizational learning contributes to the establishment of a learning organization. Among literature discussing the principles of learning organizations, Peter Senge is considered one of the most prominent ‘guru’s’ in the field (Bratton et al., 2004, p. 91). His aim was to evaluate the elements necessary to allow organizations the flexibility and knowledge to survive inevitable changes (Bratton et al., 2004, p. 91). Senge proposed that “creating a strong learning organization would lead to a positive performance for the...
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...by Kerry S. Webb, PhD Assistant Professor of Management Texas Woman’s University School of Management P.O. Box 425738, CFO 413 Denton, TX 76204-5738 940-898-2104 kswebb@twu.edu Electronic copy available at: http://ssrn.com/abstract=1948065 2 ABSTRACT Business leaders impact their subordinate performance and attitudes through their leader behaviors and attitudes. This study discusses the potential impact of leader behaviors via emotional intelligence attributes on employee satisfaction and commitment to their leader and to the organization. The findings suggest strategies for enhancing leader behaviors to maximize positive individual- and organization-level outcomes. Methodology This study presents a brief review of emotional intelligence and summarizes the current research on organizational leadership regarding how leader behaviors impact employee and organizational outcomes, especially employee satisfaction and commitment, two variables of interest in this study. Study data was collected via survey methodology, utilizing workers with full-time work positions across multiple industries. Implications This article contributes to the field of management by determining the impact and effect of leader behavior on employee satisfaction and commitment. Vast research to date has shown the overwhelming importance of high satisfaction and commitment among employees ─ both with their job and organization ─ toward improved performance, increased motivation, and reduced absenteeism...
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...major human resource functions be improved? The Role of HR Manager The continuous and dynamic competition in the global business arena has been very stiff and complex. In this regard, the organization must be able to utilize a strategy and management system that will enhance the performance of the business so as to outgrow its rivals (Pearce & Robinson 2000; Thompson & Strickland 2003). One of the contemporary management concerns in the business world today is the concept of a good manager. What makes a good and functional manager? The job of every manager involves all the elements of what is known as the functions of management: planning, organizing, directing/leading, coordinating and controlling (Matthews and Scott 1995; Witzel 2003; Roney 2004). These functions are goal-directed, interrelated and interdependent with each other. They also are viewed as being critical and universal for all levels of managers, from supervisor to CEO in all types of organizations – business, government, educational, charitable, etc. – of any size. This is usually called the universality of management. The basic process of management is the same, even though the context within which it is practiced is very different from management level to management level and from organization to organization (Alvesson 2002). A good manager is not based on an honorary and academic achievement. Instead, a good manager is a person who possesses the ability to do the job effectively and efficiently at the...
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...Edilberto G. Enriquez Jr Busineess Ethics: Final Paper THE PEPSI COMPANY All corporations operate with a license from society, and it’s critically important that we take that responsibility very, very seriously. We have to make sure that what corporations do don’t add costs to society. - Indra Nooyi, CEO PepsiCo The first job of management is, therefore, to identify and to anticipate impacts – coldly and realistically. The question is, Is what we do right, in the best interest of the customer and society? - Peter F. Drucker, Management: Tasks and Responsibilities Company Background In 1965 the Pepsi-Cola company and Frito-Lay companies merged to form PepsiCo,Inc. Pepsi-Colas roots extended back to the 1890’s, when a North Carolina druggist had begun to produce and sell the carbonated soft drink of the same name. Frito-Lay was itself the product of the 1961 merger of two snack companies, the H.W. Lay Company, which had begun selling potato chips in 1938, and the Frito Company, which began its corn chip business in 1932. The combined company, which had 1965 sales of $510 million and employed 19,000 people, expanded rapidly over the next several decades. By 2009, it was the second largest food and beverage business in the world, with revenues of $43 billion and approximately 200,000 employees. It boasted some of the world’s most recognizable brands, including Pepsi-Cola, Tropicana, Quaker Oats, and Frito-Lay. The company’s expansion...
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...to the needs of their consumers, while encouraging new ideas and reaching beyond what they already know. According to Cornell University’s HR Spectrum, Amazon’s mission statement states: “Our HR mission has been quite simple: to find, grow, and keep the Earth’s best talents. Rather than be bound by a set of organizational competencies--which might help an organization duplicate its current successes but can ultimately be self-limiting--at Amazon, we stay focused on customer need and develop the new competencies that we think are needed to adapt to changing needs, that has helped us stay innovative, reaching beyond what we already know” (Cornell University, 2012). Amazon.com’s CEO, Jeff Bezo wanted his employees to be invested in the company, that means being 100% committed to the company and wanting success for everyone, not just themselves. The President of Human Resources, Tony Galbato, along with Bezo has a lot of faith in the company and its employees stating, “We have lots of smart people with lots of positive energy, driven by the need to build and continually improve the customer experience” (Cornell University, 2012). That seems to be the trend with Amazon; taking care of its customers and offering the best possible quality without the additional cost. To promote innovation within the company, Bezo relies on a group of skilled HR professionals to find the right individuals for the job. They focus on finding those who will take pride in their job and will want to...
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...TRANSFORMATIVE HR PRACTICES AT PIRAMAL GROUP- ALIGNMENT OF VALUES , HR PROCESSES AND EMPLOYEE ENGAGEMENT CHUNDURU SRINIVAS and MEENU BHATIA By MIRIYALA VENKATA SAIRAM MAYANK GOEL MIRZA ASGAR ALI About the Authors : Chunduru Srinivas : He has been with the Piramal Group for over a decade and is currently working as President – Human resources and Strategy . His areas of interest include new business opportunities ,M&A ,Investor relations ,Performance Management systems and Strategic planning. He is a regular speaker and has shared his views on skill building , challenges of learning organizations ,Employee engagement , Performance management system etc. Mentoring and teaching has been a passion and he has been addressing students since 13 years. He as been a speaker at prestigious management schools to name a few S.P.J.I.M.R , XLRI ,IIM – lucknow etc. He regularly mentors about 2500 MBA students yearly. Meenu Bhatia : She has been with piramal group since last three years and is currently managing the Learning and Development and Employee Engagement initiatives for the Piramal Group . She has spent more than 10 years in the HR domaon pursuing her passion in integrated development , content designing, Organizational development etc. Meenu is also a certified MBTI practitioner . She is also a core team member and an advisor to Umang foundations ,an NGO that works...
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...An additional pro resultant from clear and accurate documentation is that the ” one common thread in all the medical malpractice cases I’ve studied, we would have to say the single most important way to protect yourself as a nurse lies in your documentation”(Mayer & Mayer, 2011, p. 20). If you document the exceptional care that you provide in a way that is understandable to the general public, that documentation can in the end protect you and your licensure during legal proceedings and board reviews (Mayer & Mayer, 2011). A third positive of high-quality documentation is the fostering of quality improvement with its use,” the chart provides a means for risk management and performance improvement committees to evaluate the quality” of nursing care provided (Sullivan, 2004, para. 1). “The medical record is also used by third-party payers for reimbursement purposes and by administrative agencies for accreditation or licensing review” (Sullivan, 2004, para. 1) is a fourth affirmative point in regard to documentation. We are all familiar with the dreaded state, Medicare and JCAHO reviews; it is often strong and precise documentation that provides us with a positive outcome from these...
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...achievement and contribution; conducting business with uncompromising integrity; common objectives through teamwork; innovation and flexibility. The company’s founder put focus not only on to make creative products but also to create supportive corporate culture. The Company has many personnel policies and internal structures which support these values and each policy complement and support each other. The activities of HP employees are guided by a comprehensive system of management by objectives (MBO). The greatest advantage of MBO is that objectives are goals, not specific tasks handed out by management. Goals can be achieved in multiple ways and it is expected from employees to find their own best ways to meet these goals. Job autonomy encourages creativity in the workplace and increase the sense of accountability to employees. From the beginning HP instituted participative management style to foster teamwork, trust, openness and cooperation. Teamwork is practiced within divisions between R & D, manufacturing, marketing, and finance. Through participative decision-making HP is able to support the involvement and closeness of all departments through effective cooperation within organizations, even as it has grown into a big enterprise. Employees are able to use their discretion and maintain teamwork. The employees are encouraged to pursue corporate...
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...Resource Management Activities in Retail Sector: A Study of Saudi Arabian companies Dr. Abdalelah S. Saaty Dean, College of Business (COB), King Abdulaziz University, Rabigh, Saudi Arabia Mohammed Owais Qureshi Lecturer, Human Resource Management, College of Business (COB), King Abdulaziz University, Rabigh, Saudi Arabia Email: drzaidansari@gmail.com ABSTRACT Human resource management (HRM) generates competitive advantage for a company and also the subsequent performance of a company is influenced by a set of effective human resource management activities. The success evident in the Saudi Arabian retail industry is attributable to numerous lucrative activities undertaken by respective human resource departments. This ranges from planning endeavors to appropriate grievance handling mechanisms. In this study, we intend to assess the human resource practices in retail companies in the Kingdom of Saudi Arabia. Primary data based on 355 respondents were analyzed to assess human resource activities being practiced by retail companies in Saudi Arabia. Six factors were analyzed. ‘Human resource planning and recruitment’ was fairly practiced in retail organizations. Recruitment practices observe transparency and equality and thus offer due opportunities. It was also observed that human resource planning incorporated knowing and sourcing when, where, and how potential employees will be attained to meet the business demands. ‘Selection’ was also found to be moderately practiced. Though...
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