...Contemporary Challenges for IT Managers Tutorial 3 Topic(s): Globalisation, Outsourcing / Offshoring Instructions: Due: Tutorials 1-4 due 4:00pm on Friday of Week 4 Where to submit: Moodle 1. What information is provided or issues raised by the video on the slide titled“Globalisation – Video 1” in the “Globalisation” lecture? 2. What is Globalisation? * Globalization is a new contemporary stage of development of capitalism over the world. It is a process of social change in which geographic and cultural barriers are reduced. Also is the process of transformation of local or regional things or phenomena into global ones. 3. What information is provided or issues raised by the video on the slide titled “Globalisation – Video 2” in the “Globalisation” lecture? 4. How was early globalisation characterised? * The first phase of globalisation in the late nineteenth century was characterised by an integration of markets through an exchange of goods that was facilitated by the movement of capital and labour across national boundaries. * The second phase of globalisation is characterised by an integration of production with linkages that are wider and deeper. 5. Describe the forces that drove globalisation. * Berlin Wall/ Communism * Windows * World Wide Web (WWW) * Work Flow Software / Standards * Uploading * Outsourcing * Offshoring ...
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...Challenges of Human Resource Managers In a time of increasing globalization, economic rationalization, competitiveness, deregulation, technological revolution and changing workforce there is an increasing need for human resource management to be able to capitalize and gain on the challenges that this changing environment will bring. For a company to be able to successfully stay ahead of its competition, human resource management has to be seen as a significant contributor within the company. Human resource management will face many challenges and will operate in a constant environment of change. Two of the most important challenges to the role of human resource management in the future is the capacity to develop and utilize a new set of competencies to fulfill the changing roles and the ability to move to a strategic human resource. In this assignment I will outline how each of these areas have developed to become two of the most important changes for Human Resource Managers and why I believe they are critical to the success of an organization. Strategic Human Resource Management The literature on the changing role of human resource management stresses the requirement to move from an administrative support function, or the more traditional human resource operational management model, to a strategic and facilitative role. To sustain the transformation of the human resource functions to a Strategic Human Resource Management model; it will require human resource...
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...Personal Challenges for Global Managers Building an internationally competent workforce whose members know the business and are flexible and open-minded can take years. Multinational organizations can no longer rely on just a few managers with multicultural experience or a few experts on a particular country to succeed. In short, all employees must have some minimal level of international expertise and be able to recognize cultural differences that may affect daily business communications and working relationships. In general, overseas managers share common traits with their domestic counterparts. Wherever a manager is hired, he or she needs the technical knowledge and skills to do the job, and the intelligence and people skills to be a successful manager. Selecting managers for expatriate assignments means screening them for traits that predict success in adapting to what may be dramatically new environments. Beyond the obvious job-specific qualifications, an organization needs to consider the following qualities and circumstances when selecting expatriates for positions in foreign countries: * A willingness to communicate, form relationships with others, and try new things * Good cross-cultural communication and language skills * Flexibility and open-mindedness about other cultures * The ability to cope with the stress of new situations * The spouse's career situation and personal attributes * The existence of quality educational facilities for the...
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...organisations (MNC’s) manage their geographically dispersed workforce in order to sustain their competitive advantage. Literature shows that globalisation has brought about new challenges and increased complexity for human resource (HR) directors in managing organisational systems in areas of recruitment and selection and training and development (Kayworth and Leidner, 2000; Selmer, 2001; O’Leary, Cummings, 2002). Geographical dispersion has created trends correlated with several challenges IHR managers face when dealing with the global environment. These include issues associated with the Internet, time zones and employee isolation. Being in contact with different geographic locations leads IHR managers to do business with employees of different nationalities and cultures. The challenge for IHR managers is to avoid culture clashes and adequately prepare unit members, specifically expatriates, on adapting in a foreign environment (Tung, 1987; Selmer, 2001; Chauh, Hoffman, Jones and Williams, 2007). This essay will discuss these challenges in relation to IHR directors designing recruitment and selection processes and training and development programs. The essay will also describe briefly the challenges IHRM come across as a result of pressure to rationalise and differentiate their operations, and explain how these challenges prove IHRM to be more complicated than the domestic human resource management (HRM) of large firms. While geographic dispersion is not a new concept it is growing...
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...The Challenge of Managers to Hire the Right People A manager has one of the most demanding roles in the business world. In today’s business environment, he or she is responsible for a wide variety of tasks while facing many challenges. One of these is hiring the right people for an organization. The hiring process is difficult because many people apply for jobs, but very few are actually a good fit for the company. In addition, the replacement of employees is costly. However, exceptional managers are able to create a fairly consistent selection process while applying theories of management in order to face the challenge of hiring the right person. Hiring the right people has become a major challenge for most managers in today’s business world. Eric P. Bloom states, “Everyone employed by the company…is an expense to the company.” (2) Therefore, part of that expense is the cost it takes to replace a new employee through the hiring process, otherwise known as employee turnover. There are countless sources that show varying statistics on exactly how much this costs, mostly depending on the role and salary of an employee. For example, a Center for American Progress (CAP) study showed average replacement costs for a mid-range employee (annual earnings between thirty and fifty thousand dollars) was twenty percent of his or her salary. The study also suggested the cost to replace an executive, such as the CEO of a company, could be up to as much as two hundred and thirteen percent...
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...challenges of hrm manager Human resources managers have three aspects of responsibility to the organizations that employ them. Unlike other departmental managers whose responsibilities focus on running their departments and respective teams of employees, HR managers are responsible for the HR department functions, supervising the HR staff and ensuring that the organization's entire workforce is cohesive, engaged and productive. Compliance Ever-expanding legal considerations, legislation and federal and state laws make compliance an important aspect of running an HR department and determining the extent to which certain laws apply to each workplace. One of the challenges that HR managers face includes staying abreast of the changes and ensuring that the department's strategy coincides with its legal obligations. For example, the Affordable Care Act contains health care reforms that have a serious impact on the way some employers will provide coverage for their employees. The act requires many employers to calculate and report the dollar value of health benefits for employees on their W-2s, according to Ted Lewkowicz, a lawyer who specializes in employee benefits and tax law. In an August 2012 column for HR Specialist, Lewkowicz reminds HR professionals that they're responsible for ensuring that their companies adapt to the changes that the ACA brings. Compliance-related issues require collaboration among HR leadership, compensation and benefits specialists and HRIS, or human...
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...in organizations". OB is also a multi-disciplinary study, taking knowledge from social and behavioral sciences and applying it to real-world situations. Or Actions and attitudes of individuals and groups toward one another and toward the organization as a whole, and its effect on the organization's functioning and performance. Organizational behavior (OB) and its affiliated subjects helps us understand what people think, feel and do in organizational settings. For managers and, realistically, all employees, this knowledge helps predict, understand and control organizational events. There are three determinants of behavior in order to make an organization more effective: individual, groups, and structure. The people within the organization and their behaviors affect the performance of the organization. There are a number of behavioral disciplines that contribute to OB: psychology, sociology, social psychology, anthropology, and political science. There are lot of challenges and opportunities today for managers to use OB concepts. 1.2 Organization behavior concept In every field of social science, or even physical science, has a philosophical foundation of basic concepts that guide its development. There are some certain philosophical concepts in organizational behavior also. The concepts are; Individual differences, Perception, The nature of organization, Social Systems, Mutual interest, Ethics and Motivated behavior. Robbins et al (2004) explain that OB concepts are considered...
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...Central Queensland University Australia | Challenges of an Australian HR manager may face in London | | Subject: HRM in the Global Environment HRMT20022 Subject: HRM in the Global Environment HRMT20022 Over the last few decades the number of expatriates is increasing worldwide. These men and women represent a very important asset for organisations which are developing new business across the world. These expatriates are generally sending abroad to develop strategies or resolve problems in the host country. Consequently, the organisation has to be informed of any issue that expatriates might face and affect the work abroad in terms of international human resource management (IHRM) and industrial relations (IR) issues. Deb (2009) define IHRM as ‘a strategic process of managing a global and diverse pool of talented people in such a way as to achieve aims and objectives of the organisation both at parent and subsidiary level successfully, follow ethical practices on human and business issues and be adaptable to local cultural norms and other human needs and aspirations’. And Dowling, Festing and Engle (2013, p.242) define IR as ‘The board field of study that looks at wider issues of work and employment’. The purposes of this essay are to identify and discuss the IR and HRM issues an expatriate from Melbourne could face while living and working in London. In relation to Industrial relations issues, the role of unions, employment contracts, regulations, visas, taxation...
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...Challenges of business leaders and HR managers when managing the 21st century workforce ” A company’s workforce represents one of its most valuable resources: for this reason the way this workforce is managed represents a critical element in enhancing internal effectiveness and improving the organization’s competitiveness” (Rennie 2003)”. Introduction Most HR management systems available in most firms were formed at a time when business and technological practices were completely different. As the world is becoming more economic globalized so is the workforce. The 21st century workforce will consist of multi-generational team and a mix of minorities. With a more diverse and complex workforce, the challenges facing the HR managers also expands. There are several issues faced by contemporary business leaders. First is globalization-which is the present flow of capital, goods, services, ideas, people, and information virtually. Second is talent acquisition and talent management issues- HR Administrations are still struggling with managing their talent efficiently. Most corporate employment and talent meanings are reactive and hardly are they future focused. Third is fruitful human capital administration-the explanation to handling your multi-generational staff. As we move towards 2020 there will be four generations working side by side, how can we accomplish knowledge transfer and maintain good team work when there exists intergenerational problems due to generational differences...
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...Counter Party Credit Rating Under Basel II-A Challenge for Finance Managers 1 WELCOME Counter Party Credit Rating Under Basel IIA Challenge for Finance Managers 2 Discussion Summary 1. 2. 3. 4. Basel Vs. Risk Management BaselBasel-II Road Map and Objectives BB Guideline of Basel-II implementation BaselCounter Party Rating by ECAI in determining Capital Adequacy of Corporate 5. How to face ECAI by counter parties for good rating 6. Question and Answer 3 Basel Vs. Risk Management • Basel from the view point of Risk Management • Relating to Capital Adequacy of Banks • Reflecting Risk management in Operation of Banks/FIs 4 Risk Management in Banks- Why? © Banks are highly leveraged. © Bank Directors and Senior Management are the agent of shareholders. © International survey reveals that the the Bank Management does not adequately consider the risk management information in strategic decision making. 5 CEO and Directors of Financial Institutions are currently facing … Two Major Challenges 6 Two Challenges First v Creation of Value for the Shareholders v Need to deliver ever increasing returns as per the Expectation of the shareholders Second Keep the Capital without Erosion 7 First Challenge Senior management believes that Superior Risk Management can create value to the shareholders But not Sure - HOW. 84% of the managers believe that the risk management can improve price earning ratios and reduce cost of capital which again...
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...There is a simple saying” the challenges and opportunities are co-existed”. As a new manager, he shall find out what the major challenges and the most valuable opportunities in the chaos, to lead the company into an industry from the right road towards the right direction. Since 2008, the finance crisis has made the whole world economy completely different. The rate of unemployment keeps quite high in most of developed countries, the price of real estate dropped to the historical low in America. Then the following Euro debt crisis again pushes the weak world economy into an unprecedented difficult situation. The fallout from the Greek debt crisis will definitely impact the still weak recovery in Europe, Said Hong Pingfan, the head of the global economic monitoring center of the UN Department of Economic and Social Affaire (DESA) And the a massive aid package and unclear American economy will keep leading to a weaker euro and weaker US dollar in the medium to longer term. So the entire economic environment is not so optimistic, all different industries are being influenced more or less. Comparatively speaking, in fashion marketing, the power of purchasing is relatively reduced since Finance Crisis all over the world. According to the statistics, the Consumer Confidence Index (CCI) has been kept relatively stable in the low level since finance crisis, especially in European countries and America, mainly in the developed countries (Isabella 2010). At same time, it shows the...
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...Abstract In this briefing paper I will critically examine the challenges and choices HR managers now face in regard to work life balance and wellness. I will analyse the main choices that HR managers have in order to deal with wok life balance and wellness and how they benefits the employees. This briefing paper is an overview of what I will include in my individual paper in which I will discuss the main choices in more detail. 2. Background This briefing paper is to prepare me for my final academic paper. This briefing paper will be correctly referenced and will inform my tutor on how I will complete my final paper due in week 14. Once I have completed this paper I will write an action plan which will give the details of the various tasks I will undertake and I will also allocate deadlines in order to complete those tasks. For my individual paper I have chosen to critically examine the challenges and choices HR managers now face in regard to work life balance and wellness. My briefing paper will focus on the above title and I will cover many areas which include what I know about the subject already, what my arguments could be and my supporting evidence, drafting the final individual paper and I will also include a paragraph which will be the introduction to the final paper. 3. Findings 3.1 - What the assignment is asking me to do This assignment is asking me to critically examine the challenges and choices HR managers now face in regard to work life balance and wellness. In...
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...Chapter 01 The Exceptional Manager: What You Do, How You Do It True / False Questions 1. | Virginia Rometty, CEO of IBM, believes that her success is due in part to her ability to take risks. True False | 2. | Exceptional managers have a gift that cannot be taught. True False | 3. | Management includes integrating the work of people through planning, organizing, leading, and controlling the organization's resources. True False | 4. | To be efficient in management means to use resources wisely and cost effectively. True False | 5. | Efficiency and effectiveness are terms used interchangeably and equivalently in management. True False | 6. | Automated telephone systems are typically both very effective and very efficient. True False | 7. | An effective manager has a multiplier effect on the organization, meaning his or her influence is multiplied beyond the results achievable by just one person. True False | 8. | John Hammergren's compensation of $145 million in 2010 as CEO of health care technology firm McKesson is typical for CEOs in North America today. True False | 9. | Studying management is likely to help you once you are in a manager role, but is unlikely to be beneficial before then. True False | 10. | One of the payoffs of studying management is an improved understanding of how to deal with organizations as a customer. True False | ...
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...Functions of Managers Managers are tasked with the role of ensuring that there is order in the organization and that everything runs in the way it is expected to. For this reason, managers have specific functions that they are expected to execute for smooth running of the organization. The first function is planning and it is the first and the most important function in management as all the other functions depend on it. If this function is not executed properly, the other functions which will be based on planning will fail. Planning involves developing action plans aimed at achieving certain organizational goals. For example if an organization intend to expand its market, it is the responsibility of the manager to come up with a plan on how the expansion will be done. The manager can come up with strategies such as aggressive marketing into the new markets, partnering with other distributors, setting a new outlet among others. All these are action plans that a manager can develop to ensure that the organizational goals are achieved. Organizing refers to the process of instituting measures to ensure that the set plans are put to action. The manager comes up with strategies on how the plan that he has developed is to be implemented. In this process, the different roles and tasks are determined and assigned to different employees for execution. These tasks are usually delegated with authority to ensure that the employees are able to make their decisions. Leading is the third...
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...Regan Yee 6/16/2013 IS4600 A LOOK INTO THE CHALLENGES OF MANAGING VIRTUALIZED TEAMS Table of Contents I. Introduction 3 II. Why Virtual Teams? 3 III. Are Virtual Teams For Me? 4 IV. Virtual Team Challenges and Best Practices 4 1. Communication Challenges 5 A. Cultural and Global Communication Challenges 6 2. Management and Leadership Challenges 7 V. On The Flip Side: Virtualized Project Managers 9 VI. Conclusion 9 Appendix 1: Source: Solomon, 2010, p. 10 11 Appendix 2: Source: Solomon, 2010, p. 12 12 I. Introduction As globalization becomes more prevalent in organizations and telecommunications infrastructure improves, virtual teams are becoming more and more of a reality. Collaboration of work and sharing of knowledge is becoming increasingly important as businesses promote more agile and just-in-time production. Many businesses realize that virtual teams can provide them with these competitive advantages. However, as virtual teams grow in popularity (Cascio et al., 2000), the challenges that come with managing these teams become more apparent. This is due to problems that naturally come from a virtual environment, such as communication deficiency, lack of motivation, and non-transparent management. This report is intended to inform project managers and IT professionals about the challenges of virtual team management and provide best practices for handling these challenges. In this paper, we will be looking at managing three different...
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