...21st Century HRM Introduction The Essay consist in studying the need for new approach to the management of people in order to reflect the way in which organizations are evolving at the start of the 21st century. To proceed I will first introduce the debate concerning organization evolution and the need for new approaches to manage people. Then I will carry out an review of new methods to managing people in the organisation context, as well as people management philosophy and practices which concentrate on the way in which organisation overall approach of people contribute to the effectiveness. I will conclude with the controversy between the Modernist and Post-Modernist paradigms in regard to management science and empirical research. A fundamental belief in Modernism is that all problems can be solved rationally by the application of scientific and social theory, and thus justify management theories that aim to explain human behaviour. Post-Modernists argue that it is impossible to derive a universal truth, and therefore empirical studies do not reflect the reality within organisations. Main Body Companies change their structures in response to the need to follow their customers overseas, for instance. Therefore, to better understand the Human Resource’s role in organisation today, it’s necessary to understand first how companies themselves are changing and the trend that are causing these change to occur. Perhaps the most important, organisations today are...
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...Read the Chapter 1-1 Case: "Welcome to the World of 21st Century HRM". Once you have read the case, answer the questions that follow the case text. I have reprinted the questions below to assist you in your answers. You can answer these questions and then “save as” your “username_assignmentname”. For example, if I answered the questions I would then save the case as “jrh4_Case1-1” without the quotation marks. Make sure that you save the file in .DOC(or .DOCX) format. Once you have answered the questions to your satisfaction and saved this document as noted above into a Word document, go to the Blackboard Assignment page for this case and click on “Add Attachments” and upload your file. 1. Does Angie have a right to say what she wants on her Facebook page or in her blog? Why or why not? I feel that, yes, Angie has a right to say what she wants on her Facebook page. Everyone should have the freedom of speech. I also feel that one should take into consideration the consequences and effects it may have on you and/or others, depending on what was said. Opinions and actions are two different things that should be taken into account when giving information publicly. The text did not state the exact reason that Angie was fired. Was it because she called her boss an idiot or because she called in “sick” when she actually had a hangover? It is Angie’s opinion that her boss is an “idiot”. Was it ethical of her to make that remark, no, but do not think that would...
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...International Human Resources 1- Is HRM a fashion or is it here to stay? What is the probability that HRM will be the dominant framework for people management in the 21st century? HRM has evolved from a number of different strands of thought and is best described as a loose philosophy of people management rather than a focused methodology. It derives largely from the 20th century but incorporates older notions about the management of people at work. These ideas have many different roots and they do not fit comfortably within one coherent and self-consistent body of knowledge. One major point of debate has been the difference - if any - between HRM and 'traditional' personnel management. The evolution of HRM continues today as new management theories, fashions and fads are developed. Human resource outsourcing has grown considerably in recent years. The Society for Human Resource Management (SHRM) conducted a poll in August 2008 to gauge the prevalence of HR outsourcing as well as the future plans for it. The research, where applicable, compares the results of the 2008 poll with results of a 2004 survey on the same topic. To answer the question ‘Is HRM a fashion or is it here to stay? What is the probability that HRM will be the dominant framework for people management in the 21st century?” we need to talk first about the past and the future of human resources management and the way it evolved this past few years. Human resource management is undergoing a massive...
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...increasingly important to the organization’s performance. Hence HRM is becoming more important as it plays an important role in the people-aspect and social-aspect of the organization. This paper will briefly explain the definition of HRM and its history. Then this paper will list and explain the important functions of HRM. Furthermore, this paper will explain why HRM is becoming increasingly important in 21st century in which the performance of organizations is subject to the performance of individual employees. In addition, this paper will talk about Bentley Motors and its HRM as one of Britain’s TOP Employer in 2012 by Britain’s Top Employers Research. This paper will discuss the strength of Bentley Motors’ HRM and lastly it will provide three further suggestions on BM’s HRM to help it accommodate to possible challenges. What is HRM? HRM is an organizational function that deals with people-related issues, such as recruitment, training and learning programs, performance management, health and safety, compensation programs, wellness and benefits of the work force and employee motivation and communications. (Heathfield, nd) HRM was carried out in the 20th century and the first HRM specialist was a social worker hired by Rowntree in the UK in York in 1896 and was hired to ensure the safety and health of child and women in the operational facilities. (Foot and Hook, 2011) What does HRM do? (The functions of HRM) Nowadays HRM is becoming way more important and plays an important role...
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...Running Head: ALIGNMENT OF HRM AND BUSINESS STRATEGIES 1 Alignment of HRM and Business Strategies Name Professor Travis Davidson Strayer University HRM 530 – Strategic Human Resource Management January 22, 2015 Propose how you would ensure the HR strategy is in alignment with the business strategy. In order to ensure the HR strategy is aligned with the business strategy, HR needs to be proactive. It is HRs responsibility to identify the necessary skills to do the job and successfully recruit, promote, and evaluate based on those skills. According to the VP of the Center for Workforce Preparation at the U.S. Chamber of Commerce, Beth Buehlmann, she says that 75% of today’s workforce will need additional training “just to keep the jobs they have today” (Morden, 2013). Every company’s HR strategy needs to have a vision which is a picture of the anticipated future, a mission that is strong and convincing, goals that lead to the achievement of the needs and wants, strategy to achieve those goals, and initiatives to implement the strategy (Wheeler, 2012). Describe the HR job position and the responsibilities listed for that HR department. The Marriott HR department position is headed up by the HR Coordinator. This position is responsible for supporting recruitment, training, benefits, payroll, performance appraisals, and career development. Implementation of HR programs and initiatives is the responsibility of the HR Manager which requires...
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...1.0 Introduction: The pharmaceuticals sector is one of the potential as well as capital oriented sectors in Bangladesh. The pharmaceutical industry in Bangladesh is also one of the most developed sectors within the country's economy. Pharmaceutical industry is technologically the most developed manufacturing industries in Bangladesh and the third largest industry in terms of contribution to government’s revenue. The industry contributes about 1% of the total GDP. The pharmaceuticals market is almost self-sufficient in meeting local demand as 97% of the drugs are manufactured locally while the remaining 3% are imported from abroad. The industry manufactured about 5,600 brands of medicines in different dosage forms. Due to recent development of this sector we are exporting medicines to global market including European market. Square Pharmaceuticals Limited is the largest pharmaceutical company in Bangladesh .The Company was founded in 1958 by Samson H. Chowdhury along with three of his friends as a private firm. It was converted into a public limited company in 1991. It is engaged in the manufacturing of branded generic pharmaceutical products and also other ethical drugs and medicines. The company formulation facilities include Pabna Unit, Dhaka Unit, Pesticide Unit, Cephalosporin Unit and Animal Health Unit. Square Pharmaceuticals Limited has extended its range of services towards the highway of global market. It pioneered exports of medicines from Bangladesh in 1987 and has...
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...HRM ESSAY HOW IS HRM INFLUENCING IN A COMPETITIVE WORLD BY MARIA MEMON BBA 5C SUBMITTED TO:MS SALEHA HAROON "In a global competitive world, you gotta win. When you win, you give back." ~ Jack Welch~ Human Resource management or the personnel management, in a sense means getting things done by its people. It is an essential role that is eventually played by every manager. HRM is basically about how one manage its people in a effective way in order to gain more productivity and HR means ‘human resource’ that show the people viewed as a resource in an organization, if effectively managed can bring productivity and can be a competitive advantage for an organization. Before putting an argument on how HRM is influencing in a competitive world we need to realize that HR is more than maintaining personnel functions. Corporate and economic development dictated that businesses to remain competitive, needs to view HRM as an evolutionary function. In this essay certain issues and challenges have been discussed that influence HR to remain competitive in this modern world. Firstly it is told about employees are the competitive advantage of a company and to manage it effectively is the primary goal of an organization. This essay is also about how workforce diversity can bring positive and negative impact on organization it is also about how rapid technological changes and globalization had bring challenge for HR professional. The basic point on which this essay focus is about...
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..."Welcome to the World of 21st Century Hrm". Read the Chapter 1-1 Case: "Welcome to the World of 21st Century HRM". Once you have read the case, answer the questions that follow the case text. I have reprinted the questions below to assist you in your answers. You can answer these questions and then “save as” your “username_assignmentname”. For example, if I answered the questions I would then save the case as “jrh4_Case1-1” without the quotation marks. Make sure that you save the file in .DOC(or .DOCX) format. Once you have answered the questions to your satisfaction and saved this document as noted above into a Word document, go to the Blackboard Assignment page for this case and click on “Add Attachments” and upload your file. 1. Does Angie have a right to say what she wants on her Facebook page or in her blog? Why or why not? I feel that, yes, Angie has a right to say what she wants on her Facebook page. Everyone should have the freedom of speech. I also feel that one should take into consideration the consequences and effects it may have on you and/or others, depending on what was said. Opinions and actions are two different things that should be taken into account when giving information publicly. The text did not state the exact reason that Angie was fired. Was it because she called her boss an idiot or because she called in “sick” when she actually had a hangover? It is Angie’s opinion that her boss is an “idiot”. Was it ethical of her...
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...Electronic HRM Practice and Organizational Performance Introduction: The processing and transmission of digitalized HR information is called electronic human resource management (e-HRM). E-HRM is the application of IT for HR practices which enables easy interactions within employee and employers. It stores information regarding payroll, employee personal data, performance management, training, recruitment and strategic orientation. Information technology is changing the way HR departments handle record keeping and information sharing. It decreases the paperwork substantially and allows easy access to voluminous data. The employee can also keep track of his/her achievements without having to go through litigious procedures. It uses intranet or other web technology channels. It can also be used for implementation of different HR strategies. The authorization of different HR functions can be distributed through E-HRM. Competitive business environments have compelled the organizations to think speedily to innovate and excel for their survival. Technology advancement is one of the powerful driving forces. It has reshaped the way we communicate, live, work and also the way a business is conducted. Corporations need to shift from physical technology to information technology, from capital centered economy to human centered economy, and further from conflict to cooperative working relationships. Since many years now, information technology seems to be affecting individuals and organizations...
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...Evolution of Human Resource Management 21st Century HR Helping to determine the companies' overall direction, HR departments focus on building organizational capabilities using employee management and development strategies that align with organizational goals. World War I & The emergence of HRM as profession (1911-1914) 20th century witnessed severe labor unrest due to the employment-at-will doctrine and yellow-dog contracts that allowed employers to fire employees at will. Quality of Work life Era (1960s-1990s) HR as an asset and not a liability Prevalence of Labor unions became significant and the personnel department was used to resolve wage-related issues and other differences between the union and management. The personnel manager was responsible for employee attendance, labor-dispute management and general compliances of employee health and safety requirements. Recruitment section of the personnel department dealt mainly with selecting labor employees, along with a few salaried professionals. The Personal Management (1935-1970) Prevalence of Labor unions became significant and the personnel department was used to resolve wage-related issues and other differences between the union and management. The personnel manager was responsible for employee attendance, labor-dispute management and general compliances of employee health and safety requirements. Organizations set up management teams to handle various facets of business. Personnel department’s...
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...Introduction Human Resource Management ('HRM') is a new term of people management in the 21st century which formerly known as Personnel management. It defines as the administrative discipline of hiring and developing employees so that they become more valuable to the organization. The scope management of Human Resources are as follows:- 1) Conducting job analyses; 2) Planning personnel needs and recruitment; 3) Selecting the right people for the job; 4) Orienting and training; 5) Determining and managing wages and salaries; 6) Providing benefits and incentives; 7) Performance Appraisal; 8) Resolving disputes; 9) Communicating with all employees at all levels. HRM is a strategic and production model approach to the acquisition, motivation, development and management of people. It is a specialized field that attempts to develop programs, policies and activities to the satisfaction between employer and employee. The personnel policies and procedures of the organization are closely linked with and make a major contribution to the achievement of corporate needs, goals, objectives and strategic plans. The corporate culture and organizational values may need to be changed or reinforced in order to get them accepted and acted upon. The HRM model is characterized as being employee-oriented with an emphasis on the maximization of individual skills and motivation through consultation with the workforce so as to produce high levels of commitment to...
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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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...HR plays small role in organization’s success. 10 Employee engagement and communication for rainy days 11 Glass ceiling 12 Find out the various strategies followed by the various companies during recession 13 Creating a leadership pipeline 14 Sustaining high performance teams 15 Challenges in Recruitment 16 Need of cross cultural negotiations 17 Effectiveness of variable pay packages 18 Golden Handshake :the need of an hour 19 Management Development programs and its benefits. 20 The See-Saw of work and life 21 Women Empowerment in corporate world 22 Whistle Blowing – an ethical dilemma in HRM 23 Collective bargaining in global business environment 24 Outbound Training-beyond fun 25 Impact of recession on HR practices 26 Succession Planning in Indian Organization 27 HR Management in 21st Century: Challenges for the future. 28 HRM in small and medium sized enterprises -A comparative analysis 29...
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...21st Century Organizations and Unions HRM/531 February 6, 2012 Introduction Today’s organizations face a variety of challenges and changes with technology and globalization playing the largest role in a 21st century business. No longer are the days of conference room board meetings and higher paid multiple in-house factory workers. CEO’s and managers are conducting meetings from their laptops or iPhones while lying on the beach with their families and factory jobs are being outsourced to underdeveloped countries in an effort to cut labor cost here in America. These challenges and changes within organization’s can cause miscommunication and misunderstanding between management and employee and sometimes require the intervention and protection of employment laws. Human resources management is the bridge that helps to guide and enforce these laws (Cascio, 2010). Throughout this paper, the writer will discuss the role human resources management plays in the unionized company and the nation’s number one pure grocery chain, Kroger. 21st Century Organizations and Unions The Kroger Company was founded in 1883 by Barney Kroger who invested his life savings to open the grocery store in downtown Cincinnati, Ohio. Today the chain operates 2,500 supermarkets in 31 states with sales of $70 billion and is considered the nation’s current largest retailer and is known as a unionized company (Corporate News, History,). A union is explained as being...
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...HRM Issues Based on Hofstede’s Cultural Dimensions in Ghana Alison C Holt Saint Leo University Abstract This paper will contain information concerning the challenges human resource management faces when the organization decides to go global. Human resource management faces many global issues; however, this paper will look at Hofstede’s cultural dimension theory in the comparison of Ghana and the United States. We will look at three of Hofstede’s five dimensions and see how Ghana is rated to each of the theories. The first dimension, Individualism verses collectivism, focuses on cultures in terms relationships of individuals, families and extended families (Ivancevich & Konopaske, 2013). The second dimension, Power distance, focuses on power relationships within a culture. The last dimension, Masculinity verses femininity, focuses on gender roles within culture (Ivancevich & Konopaske, 2013). In the 21st Century, many organizations have reached out into the global market due to changes in technology, economics and social responsibility. Therefore, interactions between businesses in different countries have become routine. When a company expands globally, new challenges arise due to different laws, customs and characteristics (Ivancevich & Konopaske, 2013). International laws and customs pose numerous challenges for human resource professionals, for example, HRM must supply an adequate amount of top managers with global experience, which is necessary...
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