...the change process in this corporate context. With the impact of globalisation and the need to remain competitive, companies have had to reassess various departmental activities to meet new organisational objectives (Lawler & Mohrman, 2003). A new strategic role for HR is one of these changes. Cabrera & Bonache (as cited in Lengnick-Hall et al., 2009) argued that Human Resource Management (HRM) practices are an essential part of a company’s corporate business strategy. Combining business strategy and people management together creates a new set of responsibilities, a bigger challenge for HRM and an increase in HR deliverables (Conner & Ulrich, 1996). Therefore, HR professionals must concentrate more on HR strategy, and move away from the traditional HR function that spends time on transactional and administrative activities (Buller & McEvoy, 2012). HR also contributes to an organization by using their expertise to link internal organization and management practices to external business requirements (Conner & Ulrich, 1996). The main economic goal of HRM focuses on providing a cost-effective labour management system which...
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...Strategic Management University of Phoenix Strategic Management The purpose of this paper is to describe the role that the human resources management (HRM) department has by being a strategic partner in corporate restructuring or a merger/acquisition of a health care facility or system. Topics discussed will be recruitment and retention, training and development, employee performance management, regulatory compliance and finally, compensation and benefits. The best description of the human resources management department is to look at is as the rudder of a ship. The main task of the rudder is to keep the ship on course, making sure that the direction is set and on course. This is the case with the (HRM) department and it starts with recruitment and retention of good staff. One way of accomplishing this is by using the current workforce as a tool in attracting the best candidates. Current staff that are top shelf standard know the various rigors of the job, and can recommend the correct staff for the (HRM) to interview and consider for the job. A small finder’s fee would be nice to offer for any staff that are hired and make it through their probationary period. This is of course, one way that recruitment and retention can be handled. Retention of current staff is important when considering mergers and acquisitions, keeping the good staff, and after working with staff that is not meeting expectations possibly finding a position that will work for them...
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...refined and developed, in modern people management literature and practises 3 | Page today. Models such as Pfeffer’s set of best practises echo of Taylor’s “One Best Way” and scientific selection of people, and welfare theorists such as Robert Owen and Elton Mayo’s recognition of the need for, and benefits from, improved working conditions and motivation can be seen as the origins of organisational culture and motivation theory. Just as each theory reflected the influencing environment of its time, both internal and external, the political, social, economic and other changes of the past 20 or so years, has evolved people management to where human resources management (HRM) is today. Over this period, the global and local business environment has prospered and suffered, industry and organisations have grown and retrenched, and against these backdrops, ideas on what approach best yields superior employee/organisational performance has evolved, with HRM the widely supported approach in today’s business environment. The popularity of HRM rose from US theorists in the 1980’s such as Storey, whose “ideal type” of HRM pinpointed 27 differences (Appendixes 1) between the personnel management role, “essentially an administrative support function…perceived as being remote from business performance issues” (Storey, 2007, cited in Beardwell and Claydon, 2010, p. 21) to encompass, “all management decisions and action that affect...
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...GrameenPhone Limited Prepared For M. Nazmul Amin Majumder BRAC Business School, BRAC University Prepared By Sabit Rahman Tanim ID: 12264021, Sec.-01 MBA Program [pic] BRAC University Date of Submission: 20 April 2014 LETTER OF TRANSMITTAL 20 April 2014 M. Nazmul Amin Majumder, Ph.D. BRAC Business School, BRAC University Submission of a Report on HR Practices in GrameenPhone Limited Dear Sir, I am highly pleased to submit my report on “HR Practices in GrameenPhone Limited”. In preparing this report I have tried my level best to accumulate relevant information from all the available sources. This report attempts to describe my observations and learning during the course (HRM-502) period. I am very much glad that you have given me the opportunity to prepare this report for you and hope that this report will meet the standards of your judgment. Any limitations in this report will subject to your kind of full consideration. Yours Sincerely, Sabit Rahman Tanim Acknowledgement First of all I would like to thank almighty Allah who has given me the opportunity to complete this report. After that I would like to thank my honorable course instructor M. Nazmul Amin Majumder for his leadership attitude and kind, co-operation and supervision to give the opportunity to work in an interesting field which is very much helpful for my study and practical knowledge and work. Also I would like to...
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...IHRM can be defined as a highly dynamic and constantly evolving field with new themes emerging, which transcends traditional approaches. (G. Hofstede, 2001) The assignment contributes in developing a broad, detailed and rational study of Japanese HRM practices mainly recruitment and selection and also training and development. It tells us about what is the basic essence that makes them quintessentially Japanese. It tells how it is advancing towards a continuous evolutionary change. This assignment also tells the reader about the impact of culture, traditions, socio-economic and politico-legal angles that affect the very basis of Japanese HRM structure. Finally it tells the reader about the different changes in HRM practices due to the current scenario and ultimately leading the way and telling about the implications for Japanese HRM practitioners. Japan is kind of very well designed society there is plans and structure for everything (Doole and Lowe 2000). Japanese management puts stress to secure survival, long term growth of company to benefit all incorporating the organization. It focuses on soft S of Mckinsey 7S concept i.e. staff style, skill and subordinate goal. Overall significance of HRM on management is high. There is a high importance of HR with stress on its strategic meaning. Management in Japan since end of Second World War can be segmented into different stages shuffling between uniqueness and universal practices. Japanese culture strongly influenced by...
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...of observations off the applications of information technology (IT) in the field of human resource management (HRM) in general. This is due to the fact that IT and its wide range of applications have already made their presence felt in this area. This will be followed by a report on the findings of a survey on the present trends in organizations with in the different sectors in Turkey. Although the impact of IT on HRM has long been attracting the interest of academics, no empirical research has ever been realized in this field in Turkey, and few studies have been reported elsewhere. The survey was conducted among the 106 IT managers and professionals from various sectors, based on whose results, the data shows that IT is used extensively in the organizations to perform HRM functions in Turkey's dynamic economy. The results also indicated that, while IT has an impact on all sectors in terms of HRM to certain extent, the types of IT used vary significantly between recruitment, maintenance, and development tasks. However, the empirical results here reveal that these organizations are not applying these technologies systematically and maturely in the performance of HRM functions. Key words: human resource management (HRM), human resource management system (HRMS), human resource (HR), information technology (IT), ANOVA test, chi-square test Full Text: The HRM function in organizations has gained increasing...
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...Can an organization's structure be changed quickly? In most cases organization must generally keep one producing whatever it makes even as it restructures. It cannot simply shut down for as long as it takes to change the organization. This means that the organization must change gradually. If it changes too fast, its operations will be thrown into chaos because no one will know how to operate in the new system. Instead, the organization must change relatively slowly so that its members can get accustomed to the changes and can keep producing as the changes occur. Would you rather work in a mechanistic or an organic organization? Why? I would like to work in organic organization. It’s more interesting to work with team rather alone or separately. More than that, it’s important to have a verbal communication with workers rather than written, not everyone can explain themselves in paper. What types of skills would a manager need to effectively work in a project structure? 1. Managerial skills - kills that are needed to perform the basic managerial function of planning or decision making, organizing and staffing, motivating and leading, and control. 2. Personal skills – improving the personal efficiency of the manager 3. Subject related technical skills -. An engineering manager need to be skilled in methods of engineering manager, and an IT manager need to have appropriate software skills. Boundaryless and learning organization? There are different types of...
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...Section A Part One Multiple Choices: 1. c – Ethnocentrism 2. d – Job Description 3. b – Minimum Wages Act, 1948 4. b – Placement 5. b – Training 6. a – Planned Change 7. d – Performance Management System 8. c – Rating Scale 9. a-Human Resources 10. c- Management Game Part Two: Q1. Importance of Career Planning: ❖ It attracts and retains talent by offering careers, not jobs. ❖ Use human resources effectively and achieve greater productivity. ❖ Reduce employee turnover. ❖ Improve employee morale and motivation. ❖ Meet the immediate and future human resource needs of the organisation on a timely basis. ❖ It gives benefits to Employee, Organisation and their relations. Importance of Career Planning in Employee level: ❖ The employee has advance knowledge of career opportunities within the company. He knows where he stands, where he wants to go, who is ahead of him, how to scale the corporate ladder. This helps him set his career goals more realistically and take appropriate steps to realise them. Importance of Career Planning for Organisation: ❖ Organisations can base their decisions more systematically. Fast tracks for stars could be arranged, training to slow movers can be provided, replacements can be planned in advance, hard working, talented people can be retained through offering attractive career options and compensation...
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...Diagnosing the Change Natalie Howard DeVry University HRM/587 Jay Egger June 1, 2014 Diagnosing the Change This paper will discuss the use of a diagnostic model identifying the performance aspects of the two organizations that I chose. Chevron/Texaco and Coca-Cola are the two companies that I will be looking into to get an understanding of some critical cultural issues and to see what strategies were being used to correct the companies’ complaints about racial discrimination. Nadler Congruence Model I chose to use the Nadler congruence model to identify cultural problems within both organizations’ environment. Nadler uses a model that is based on the principle that an organization’s performance is derived from tasks, culture, structure, and people. It’s a systematic way to use the root elements to drive a force to an organization’s performance. In the case of Chevron/Texaco and Coca-Cola, we will be looking at managerial and the social aspects of both organizations (Nadler’s Congruence Model, 2013). It’s a useful model because it provides an effective checklist to those who are involved in creating change in the workplace. I consider it to be more of a problem-focused model to troubleshoot any problems that could cause an organization’s vision not to be achieved. Chevron/Texaco The problem identified with Chevron/Texaco is racial comments being made toward African Americans and complaints of being paid low wages and not being considered for promotions...
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...The international BCC Corporation, one of the world’s largest corporations, was formed in 1987 by a merger of two national electro-technical companies, the first step in an attempt to restructure a traditionally conservative and nationally based engineering industry into a fully international industry. From this Western base, the group has grown by ‘going East’, investing in and acquiring new companies in Eastern Europe, Russia, South-east Asia and China. The group has attempted to achieve both global scale and decentralised local presence, with component businesses divided into several thousand profit centres, with remarkably few corporate managers at the top, or at Headquarters. English is the designated company language. A strategy of mergers and acquisitions in order to achieve market leadership and, in selected markets, global dominance, has since characterised the company. BCC: The nature of the business BCC now employs more than 200,000 people and last year total sales amounted to US $28,300 million. The group is organised in five Business Segments: Power station design and build Power transmission and distribution Industry systems and building systems Transportation Financial services The five Business Segments are then subdivided into about 50 international Business Areas. Within Power Transmission and Distribution, for example, there are Business Areas responsible for cables, transformers, high voltage switchgear, network control, network installation...
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...the Rest Nathaniel J. Wilson Dr. Robert Waldo HRM 532 – Talent Management May 4, 2014 Introduction A door to door merchandise company that began well over a century ago flourishes and then almost crumbles to its knees. Why you might ask, well it’s very simple; when major companies continue to grow faster than the structure will allow, they simply cannot keep up with the consumer demand. Avon Products Inc., a global cosmetics and fragrance company that have a rich history for well over 120 years tried to do the unthinkable or should I say the fundamental movement. As stated by Goldsmith & Carter, they tried to integrate globally while building a larger foundation (2). The company started with one man going door to door selling books and as a consolation would give women samples of perfumes to keep them buying; fortunately turned into a multi-billion dollar empire of women’s goods. Avon grew into a household name that is still very profitable today. While operating in over 40 countries the company never defaulted and stayed true to the brand. Unfortunately, they began to notice that they were unable to operate at the same structure as previously. Companies must evolve and change with the needs of the consumer and the need of the market. Fear of any company will develop imbalance in structure and leadership of the company. Not to be overshadowed by the changes the executives began to shift and restructure of the company for the betterment of the brand and...
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...HRM 6003 Human Resource Management Week 1: Case Study By Week 1: Case Study Strategy is defined as: a way of doing something, or a game plan or plan of action. As a HR manager you must possess the ability to look at things from a strategic approach (Anthony, Kacmar, & Perrewe', 2010). Over the years the whole approach to HR has changed drastically and continues to change. This approach requires an employer to see human beings as a resource to the organization. The development of people is now the most important asset of improving the performance of an organization; this is accomplished through improving designs and methods of Human Resource Management. Organizing means to structure, or put together in an orderly form. Organization design is the process of aligning an organizations structure with a mission. This process requires you to look at the complex relationships between tasks, workflow, responsibility and authority, and to make sure these all support the objectives of that business, agency or company (Organizational Design). Generally a company would have an HR Director or Manager to lead and manage the department. This person would be in charge of developing a relationship with senior management in order to align the HR goals for the organization. Next, you would need an Organization Development Specialist who would be a facilitator of organizational change. A company would also need an Employment Staffing Specialist which conducts interviews...
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...products, but also educate and train clients in the customer’s organizations. In preparation for the launch, leadership must evaluate the skills and talents within the organization and determine the needs to realize the new strategy. Extensive research, training and development will need to occur quickly in order meet the targeted 90-180 day goal of launching the marketing blitz. Situation Analysis Issue and Opportunity Identification The current organizational structure does not support the new strategy. The current sales staff lacks the skill set to excel in the future company focus. “High-performing firms display a greater commitment to training and skill development than their lower-performing counterparts. This practice, a core HRM activity, is related to other ideas about the need for continuous improvement and development over time. Thus, firms must take care to select people with the ability and willingness to learn and develop, and they must establish reward practices that encourage employees to participate in training activities.” (Dreher & Dougherty, 2001, ch.1, p.13-14). Organizational behavior should be monitored and controlled as much as possible. Identifying job candidates who possess not only the ability to be top performers but also the motivation to work hard and the desire to stay at a company represents another difficult challenge. Both the motivation to perform and the motivation to stay are determined by a complex interaction between the outcomes associated...
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...Week 3 1. Discuss how the Internet and culture interact, which most affects the other and how? Give some examples Culture is the knowledge which acquired by people and use to interpret their experiences and generate certain agreed social behaviour. Certain values, attitudes and behaviours are generated from the knowledge. People under the same culture have the tendency to share values, assumptions and understandings which are obtained from the previous generations. One of the most important advantages of internet to the world is that the implementation of internet reduces the time for people to acquire information they need, previously, the learning of different culture only can be done via limited forms such as living in a foreign country, reading books and so on, they are both effective ways to learn different cultures but they are also not available for most of people, the implementation of internet provides an time saving method for spreading and learning different culture without going to the foreign country physically, most of the people can obtain and learn different culture even without leaving their home. The internet becomes an important force to push globalization and cultural harmonization; it provides the speed and convenience for people who are willing to learn and experiment foreign cultures which never exist before, and for instance, people can watch major events like Olympic game online and also learn knowledge about the host country. 2. Discuss the...
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...Week 3 1. Discuss how the Internet and culture interact, which most affects the other and how? Give some examples Culture is the knowledge which acquired by people and use to interpret their experiences and generate certain agreed social behaviour. Certain values, attitudes and behaviours are generated from the knowledge. People under the same culture have the tendency to share values, assumptions and understandings which are obtained from the previous generations. One of the most important advantages of internet to the world is that the implementation of internet reduces the time for people to acquire information they need, previously, the learning of different culture only can be done via limited forms such as living in a foreign country, reading books and so on, they are both effective ways to learn different cultures but they are also not available for most of people, the implementation of internet provides an time saving method for spreading and learning different culture without going to the foreign country physically, most of the people can obtain and learn different culture even without leaving their home. The internet becomes an important force to push globalization and cultural harmonization; it provides the speed and convenience for people who are willing to learn and experiment foreign cultures which never exist before, and for instance, people can watch major events like Olympic game online and also learn knowledge about the host country. 2. Discuss the...
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