...CURRENT TRENDS IN HUMAN RESOURCES MANAGEMENT If we trace back the history of business environment, in the early years, trading patterns and markets were stable, technology was static, customers were passive, speed in getting to market was secondary, competition was limited to sectors and regions, and hierarchies were generally accepted in all walks of life. No more, since 1960’s, America and much of the rest of the world has been almost continually buffeted by change. Customers demand that businesses do it better, faster, cheaper; employees want to control more than the “Stop” button on the assembly line. The twentieth century saw nations around the world become part of the global village, with trade barriers between them reduced or removed completely. Globalization of trade and economy are taking deep roots in India. The holistic paradigm shift to a single global company has opened up new economic opportunities. Events of the last five years of the previous century have focused our attention on knowledge industries. Quality human resources have therefore become an important base with which to respond to the emerging environment. The knowledge workforce in particular has a vital role to play in the emergence of the digital economy. A look at the trends in managing people in this dynamic industry reflects that Attracting, Managing, Nurturing talent and Retaining people has emerged to be the single most critical issue in lieu of the enormous opportunities spun off by the market...
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...Journal of Chinese Human Resource Management Emerald Article: Chinese HRM in action: an interview with Wayne Chen of Hay Group China Boyi Wang Article information: To cite this document: Boyi Wang, (2011),"Chinese HRM in action: an interview with Wayne Chen of Hay Group China", Journal of Chinese Human Resource Management, Vol. 2 Iss: 1 pp. 61 - 68 Permanent link to this document: http://dx.doi.org/10.1108/20408001111148739 Downloaded on: 04-05-2012 References: This document contains references to 2 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 1212 times. Access to this document was granted through an Emerald subscription provided by UNIVERSITY OF SUSSEX For Authors: If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service. Information about how to choose which publication to write for and submission guidelines are available for all. Additional help for authors is available for Emerald subscribers. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com With over forty years' experience, Emerald Group Publishing is a leading independent publisher of global research with impact in business, society, public policy and education. In total, Emerald publishes over 275 journals and more than 130 book series, as well as an extensive range of online products and services. Emerald is both COUNTER 3 and TRANSFER compliant...
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...Trends in the Workplace: HRM, Laws, Aging, Diversity, and Flexibility Dornisha Freeman Dr. Jo-Rene Queensberry HRM 500 Human Resource Management Foundations January 25, 2014 Trends in the Workplace: HRM, Laws, Aging, Diversity, and Flexibility Functional Areas It is necessary in today's time that organizations have a HR unit. The HR unit started off as a department with less duties and responsibility. Now the HR unit has evolved. According to McNamara, Human Resource Management (HRM) includes an array of functions and activities. Some activities include compensation, employee records, policies, and managing approach. “Human resource management refers to the practices and policies you need to carry out the personal aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employees” (Dessler, 2009, p.2). According to Dessler, such practices and policies include recruiting applicants, selecting candidates, train employees (new and current), job analysis, and planning. The major functional areas of Human Resources Management are planning, staffing, employee development, and employee maintenance. These areas and their contributions share the same objective to furthering organizational goals. In the planning function, the number and types of employees are determined. Planning requires collection and analysis of information to predict needs...
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...Trends in the Workplace Patsy N Simmons Professor Perkins Strayer University BUS 500 February 2, 2016 Trends in the Workplace As an HR professional, I am responsible for interviewing and selecting candidates, appraising employee performance, recommending pay increases and promotions, being able to communicate policies and practices all while motivating employees with pay, benefits, and other rewards. I am also responsible for ensuring organizations know how to fully respond to evolving trends, are complying with federal and state regulations, and know how to manage workplace flexibility. Technology today is growing at a rapid speed and this is causing global environment changes; which needs to be addressed as soon as possible in order to prevent any issues. Specify the key functional areas of Human Resources Management. Explore the manner in which each function contributes to the overall performance of an organization. Support your response with specific examples of the activities for which HRM is typically responsible. Human Resources Management (HRM) is the policies, practices, and systems that influence employee’s behaviors, attitudes, and performance (Noe, 2013). HRM has six functional areas: employment, employee relations, training/development, compensation, benefits, and labor relations. Employment is typically responsible for recruiting, job postings, interviewing, testing, coordinating the use of temporary labor. This area...
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...1. How does McCain view her role as Human Resource Manager? 2. What is Harrison’s business strategy? 3. What is the structure and staffing of HR? 4. Analyse the data in Exhibit 1.5. What are its implications? 5. Given the organisation’s size and strategic goals, evaluate the development of the human resource function at Harrison Brothers. What problems do you see? How could its 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...
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...came out to analyze HRM in Malaysia( Osman et al.,2011). Osman et al.’s research aim to examine HR practices among firms in Malaysia by provide HRM history and current HR practices in Malaysia ,examine the trend of HRM practices among Malaysia firms and try to find out the relationship between HRM practices and firm performance in Malaysia. However, although the research is effective to help finding out the link between business and HRM, there are some limitations in this research. These limitation are identified in the definition of HRM, research design, result and result discussion. This paper will identify these limitations and analyze the disadvantages using in this research, then evaluate the limitations. The first limitation in this research is the definition of the HRM. As the research mentioned in the history of Malaysia and current HR practices in Malaysia, the author outlined the time when Malaysia organizations began to use human resource practices, how many HR practices were find, about 11,585,000 people were employed in 2009 and Malaysia suffered a 3% deficit in 2009 because of the world economic crisis( Osman et al.,2011). However, the definition of HRM are not clear, three parts of HRM were included in 2009 which are training and development, performance appraisal management and career planning and development. But no definition was included in current HR practices in Malaysia, it is not clear about HRM, what are the HRM about and how to use HRM and what the consequence...
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...I. Current Situation a. Current Performance i. How did the corporation perform the past year overall in terms of ROI, market share, and profitability? b. Strategic Posture What are the corporation’s current mission, objectives, strategies and policies? i. Are they clearly stated, or are they merely implied from performance? ii. Mission: What business is the corporation in? Why? iii. Objectives: What are the corporate, business, and functional objectives? Are they consistent with each other, with the mission, and with the internal and external environment? iv. Strategies: What strategy or mix of strategies is the corporation following? Are they consistent with each other, with the mission and objectives, and with the internal and external environments? v. Policies: What are the corporation’s policies? Are they consistent with each other, with the mission, objectives, and strategies, and with the internal and external environment? vi. Do the current mission, objectives, strategies, and policies reflect the corporation’s international operations, whether global or multi-domestic? II. Corporate Governance a. Board of Directors i. Who is on the board? Are they internal or external members? ii. Do they own significant of stock? iii. Is the stock privately held or publicly traded? Are there different classes of stock with different voting rights? iv. What do the board members contribute to the corporation in terms of knowledge, skills background, and connections?...
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...PEST Analysis in strategic Human Resources Planning Hamid Reza Qasemi Islamic Azad University of Iran, Aligoodarz Branch Hamid-reza@myway.com Abstract: The present complex world require as far as is feasible, it consider impact of important factors related to organizations in strategic planning. The strategic planning of business includes all functional subdivisions and forwards them in a united direction. One of these subsystems is human resource management. Strategic human resource management comes after the strategic planning, and followed by strategic human resource planning as a major activity in SHRM. In strategic human resource planning, it can use different analytical methods and techniques that one of them is PEST analysis. This paper introduces how to apply it in a new manner. This manner is result of practical case of application of SHRP in an organization. Key words: PEST Analysis/ Strategic Human Resource Planning/ Strategic Human resource Management. 1. Introduction: Planning is about change and change management is a difficult. Rise and fall of strategic planning indicates organizations find tools to help to navigate organization's ship into the uncertain water of change. Success of a program is difficult to assess, as changing objectives and goals and the results are not simply measurable (Martinez: 1999). The organizations always are attempting to coordinate their resources, feasibilities, tools and capital in certain framework for...
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...employee and organizational goals. Forces at various levels influence changes in human resources strategies and directions. Those with the most direct effect include changes in the nature of the organization’s mission, work and overall policy direction. Other forces are internal to the organization itself (its culture, work organization and management style), while still others originate outside the organization and are related to the global economy and other changes in society. Training and development helps an organization to equip each employee with the knowledge and skill needed to perform his/her job effectively. This project will evaluate the effectiveness of the training and development programs offered by the HRtrainingCenter.com. A HRM company which provides training and certification services Marketing Environmental Forces That Affect Human Resource Management Industry Introduction As with any market there are external environmental forces that directly and/or indirectly impact an organization. Changes in the environment can create opportunities as well as threats for that organization. These outside factors can impact the success or failure of marketing a product/service. Human resource management is a business function...
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...Resources Management It used to be that human resource was only thought of as the department who hires employees and safe keeps the clerical part of the organization. Human Resource is much more involved in the entire structure of the organization then just the clerical part of it. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The HRM department is responsible for three major areas including staffing, employee compensation and benefits and defining and designing work. HRM works for the benefit of the organization through managing its greatest business asset which is the employees. The task of managing employees of an organization brings many challenges, how HRM must remain focused on recruiting, retaining and engaging their organizations leaders and workforce to be successful. Several new trends are affecting how HRM make their hiring decisions. Two recent trends important to HRM leaders are leadership compensation/competencies and workforce engagement. In the setting of limited resources and new government mandates, healthcare is moving toward value-based care. HRM is now challenged to adjust executive compensation to keep in step with the industry change. In a population health model, physicians receive a value-based reimbursement to care rather than a fee for services. The physicians’ performance needs to be continually monitored in order to accurately compensate them across...
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...CERTIFIED HR PRACTITIONER Module 1 – Day 1 © KPL/2012 LEARNING OUTCOMES 1. Explain what human resource management is and how it relates to the management process. 2. Show with examples why human resource management is important to all managers. 3. Illustrate the human resources responsibilities of line and staff (HR) managers. 4. Briefly discuss and illustrate each of the important trends influencing human resource management. © KPL/2012 LEARNING OUTCOMES 5. List and briefly describe important trends in human resource management. 6. Define and give an example of evidencebased human resource management. © KPL/2012 HRM - Definition Human Resource Management (HRM) is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns. © KPL/2012 THE MANAGEMENT PROCESS Planning Controlling Leading Organizing Staffing © KPL/2012 HRM PROCESS Acquisition Training Fairness Health and Safety Labor Relations Human Resource Management (HRM) Appraisal Compensation © KPL/2012 PERSONNEL ASPECTS OF A MANAGER’S JOB • Conducting job analyses • 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 • Building employee commitment © KPL/2012 PERSONNEL MISTAKES • • • • • Hire...
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...International Business HRM – Final Paper Human Resource Management: A Research Case about Microsoft in India Over the past several years, the environment for competitive business opportunities in India has grown drastically, especially within the major technological, pharmaceuticals, and biotechnology industries. As a newly appointed manager for Microsoft Corporation, within the Global Human Resource Management (HRM) division, it is my responsibility to ensure that these opportunities for business growth and expansion for Microsoft in India are approached in the most effective manner. I have prepared a comprehensive discussion on my agenda to carry out this responsibility. First, I discuss the current and projected future business environment within India, including cultural and societal trends and best practices for HRM. Second, I discuss how Microsoft can strategically and effectively take advantage of business opportunity and growth within India, from a global HRM perspective. Third, I discuss my specific strategies related to HRM as a newly appointed manager for Microsoft. And finally, I provide a summary of my discussion. It is estimated that India will have a population of 1.45 billion people by 2030, made up of a labor force of approximately 986 million people (Chatterjee). This rapidly growing labor force is comprised of primarily young people, as over 1.1 billion people in India’s population are below the age of 25. Furthermore, by 2050 India is projected to...
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...Applying Organizational Behavior When Motivating Employees ADM 521 Applied Administration Concepts Dr. Michael Provitera 2/26/2014 Chauvaunia Goodman 1. Introduction Employee motivation can be regarded as one of the key practices for an organization to build long-term sustainability in any respective business industry. In relation to the recent phenomenon, the performance of employees significantly depends upon a number of factors including employee motivation, employee satisfaction, performance appraisal, compensation, training and development (T&D) along with adequate security of job role and organizational structure among other factors (Muogbo, 2013). However, the specific area of this study is focused on employee motivation, which tends to highly influence employee performance within an organization. In relation to the rapidly growing global business environment, marketers have been widely witnessed to implement a number of strategic measures in order to keep the workforce more optimistic with regard to their specific roles and responsibilities within the organization. In this regard, Organizational Behavior (OB) has long been observed to play an essential role for the entrepreneurs to develop strong workforce in accordance with the vision and postulated business goals (Tishman et al., 2012). Emphasising the notion of OB to play as an essential role in employee motivation, the primary objective of this report is to critically analyse the practice of OB by...
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...Human Resource Management Table of Contents Consultant Report 1 2 Introduction 2 Human Resource Theories and Current Market Place Trends 5 Human Resource Theories 5 Current Market Place Trends 9 Strategies To Be Implemented For The Next Ten Years 11 Recommendations 12 Conclusion 13 References 14 Consultant Report 2 17 Introduction 17 Human Resource Theories and Current Market Place Trends 19 Human Resource Theories 19 Current Market Place Trends 22 Strategies to Be Implemented For the Next Ten Years 24 Recommendations 26 Conclusion 28 References 29 Consultant Report 3 32 Introduction 32 Human Resource Theories and Current Market Place Trends 34 Human Resource Theories 34 Current Market Place Trends 38 Strategies to Be Implemented For the Next Ten Years 40 Recommendations 41 Conclusion 42 References 43 Consultant Report 1 Introduction The term ‘trade union’ is referred as an association which includes variety of members consisting of both workers and union leaders among others, integrated to defend and endorse the universal interests. Trade union acts as a weapon for the labourers or workers to fight for their own rights against the management of an organization. The prime objectives of a labor union may include bargaining about wages and provisions of working circumstances, legalizing the relations in between workers and owner, taking necessary actions for implementation of the policies of communal bargaining...
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...explain why human resource planning is important. What are they? Internal factors- These are factors that the HRM have control on and can be changed or adapted. External factors – Whereas external factors are factors that cannot be controlled they are factors that are ‘outside’ the business/organisation. Demand for new products and services: Internal factors are usually factors that can potentially affect the college. These are factors that can be changed, for example the trend off students choosing a course in Luton sixth form changes every couple or few years this may change for many reasons but one of the main reasons why it may change is Luton sixth form not offering specific qualifications for jobs that are available and therefore the human resource management has too adapt too this, they may have to recruit qualified teachers to adapt to the course trend or they could possibly could train already existing teachers too be able to teach the course that is in trend. A real example of this has happened before too LSFC, when a couple of years back the course ‘travel and tourism’ that still exists today was very popular although today this has changed dramatically, a fall in ‘travel and tourism’ has lowered due to the limited job available with the course, because of this more students have chosen other courses such as ‘Business & IT.’ The impact on HRM means that they would have to train existing employees to adapt to the trending subjects or recruit new teachers;...
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