...After reading this chapter, you should be able to: Human Resource Management 2. Explain and give examples of each type of companywide and competitive strategy. TWELFTH EDITION 1 1. Outline the steps in the strategic management process. GARY DESSLER 3. Explain what a strategy-oriented human resource management system is and why it is important. BIJU VARKKEY Part 1 | Introduction 4. Illustrate and explain each of the eight steps in the HR Scorecard approach to creating human resource management systems. Chapter 3 The Manager’s Role in Strategic Human Resource Management Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human Resource Management, 12/e Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human Resource Management, 12/e The Strategic Management Process Business Vision and Mission • Strategic Management 3–2 • Vision A general statement of an organization’s intended The process of identifying and executing the organization’s mission by matching its capabilities with the demands of its environment. direction that evokes emotional feelings in organization members. • Strategy • Mission A chosen course of action. Spells out who the company is, what it does, and where it’s headed. • Strategic Plan How an organization intends to balance its internal strengths...
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...Human Resource Accounting Human Resource Accounting is the process of assigning, budgeting, and reporting the cost of human resources incurred in an organization, including wages and salaries and training expenses. Human Resource Accounting is the activity of knowing the cost invested for employees towards their recruitment, training them, payment of salaries & other benefits paid and in return knowing their contribution to organisation towards it's profitability. Contemporary Issues •Human Resource Audit ◦Objectives and benefits of Human Resource Auditing ◦Human Resource Auditing Process •Human Resource Accounting ◦Methods of Human Resource Accounting •Human Resource Information Systems •Outsourcing and Crowdsourcing •Employer Brand •Temping or Temporary Staffing •Attrition •Call centers •Exit interviews •Stress Management •Balanced scorecard •Competency mapping •Human Resource Benchmarking •Employee absenteeism The American Accounting Association’s Committee on Human Resource Accounting (1973) has defined Human Resource Accounting as “the process of identifying and measuring data about human resources and communicating this information to interested parties”. HRA, thus, not only involves measurement of all the costs/ investments associated with the recruitment, placement, training and development of employees, but also the quantification of the economic value of the people in an organisation. Flamholtz (1971) too has offered a similar...
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...Performance Management in the Toyota India Company Name Institution Introduction In the recent past, most of the organizations have shifted their focus to the use of performance management as a method of ensuring their productivity and improved performance. Performance management has enabled the organization’s management understand their work and employees expectations, goals, identify development and learning issues, evaluate performance outcomes and provide the management with feedback on operations efficiencies. Some of the benefits associated with performance management to the organization include enhancement of continued improvement, adaptation of the employees to the organizational change, promoting creativity and promotes professional development among other benefits. Successful application of the performance management in an organization relies on the adoption of the performance management principles and process. This includes performance planning, daily coaching and feedback, quarterly performance and formal review of performance in an organization. Purpose of this report and scope of this report This report will analyze in detail the performance management system in the Toyota India Company. This will include providing an overview of the organization’s human resource approaches, goals and its structure. Additionally, the report will analyze some of the organization’s management policies and procedures, strategies, policies, tools...
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...This article was downloaded by: [Monash University] On: 27 September 2010 Access details: Access Details: [subscription number 922191555] Publisher Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House, 3741 Mortimer Street, London W1T 3JH, UK The International Journal of Human Resource Management Publication details, including instructions for authors and subscription information: http://www.informaworld.com/smpp/title~content=t713702518 The role of human resource management in international joint ventures: a study of Australian-Indian joint ventures Sharif N. As-Saber; Peter J. Dowling; Peter W. Liesch To cite this Article As-Saber, Sharif N. , Dowling, Peter J. and Liesch, Peter W.(1998) 'The role of human resource management in international joint ventures: a study of Australian-Indian joint ventures', The International Journal of Human Resource Management, 9: 5, 751 — 766 To link to this Article: DOI: 10.1080/095851998340775 URL: http://dx.doi.org/10.1080/095851998340775 PLEASE SCROLL DOWN FOR ARTICLE Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdf This article may be used for research, teaching and private study purposes. Any substantial or systematic reproduction, re-distribution, re-selling, loan or sub-licensing, systematic supply or distribution in any form to anyone is expressly forbidden. The publisher does not give any warranty express...
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...Human resource accounting Human Resource Accounting is a method to measure the effectiveness of personnel management activities and the use of people in an organization. Historical cost approach This approach is developed by Brummet, Flamholtz and Pyle but the first attempt towards employee valuation made by R. G. Barry Corporation of Columbus, Ohio in the year 1967. This method measures the organization’s investment in employees using the five parameters: recruiting, acquisition; formal training and, familiarization; informal training, Informal familiarization; experience; and development. The costs were amortized over the expected working lives of individuals and unamortized costs (for example, when an individual left the firm) were written off. Limitations * The valuation method is based on false assumption that the dollar is stable. * Since the assets cannot be sold there is no independent check of valuation. * This method measures only the costs to the organization but ignores completely any measure of the value of the employee to the organization (Cascio 3). Replacement Cost approach This approach measures the cost of replacing an employee. According to Likert (1985) replacement cost include recruitment, selection, compensation, and training cost (including the income foregone during the training period). The data derived from this method could be useful in deciding whether to dismiss or replace the staff. Limitations * Substitution of replacement...
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...International HRM analyses for Haelec Products Ltd | February 25 2014 | An analyses which will allow Haelec Management Team to implement an expansion programme in terms of establishing HR Policies abroad. | Jason Clark | 1.0 Introduction Since 1990, Haelec Products Ltd has grown from strength to strength in the production and manufacturing of various products including its latest creation of the Wireless Atomic Weather Station (WAWS). The demand for this product from Institutions and Governments had lead the need for the company to look into manufacturing the product overseas to be able to keep up with demand. This increased demand has main came from countries in and around the Indian Ocean and South China Sea, so it would seem beneficial to look into these countries for the consideration of setting up a production facility there. The countries that should be looked at include:- Indonesia India China These countries make up 70% of the orders from the area, so it would make sense to set the production facility in one of these countries. At present moment the current HR Policies and Procedure have worked extremely well for the company. However, these policy and procedures are very much tailored to the UK market and when a company is looked to expand abroad it might not all be suitable to implement the same policies into the country that you are moving to. Therefore, this report looks at the various aspects a company needs to look at when considering moving...
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...International Human Resource Management | Module Tutor – Chris Collins | | | The Human Resource Management in three countries, with distinctive cultural context activities (India, Pakistan and China). Approx – 5ooo words | Deepen Gurung : u0976207 | 12/16/2010 | | IHRM 2010/11 CONTENT INTROODUCTION .............................................................................................................. 3 .*Figure 1. Typical structure of HR function in a Med-size Org ..................................... 4 .*Figure 2. Typical structure of HR department in Large-size firm ................................ 5 .* Objectives of HRM .......................................................................................................... 5 .*Table 3. Div. Of Responsibility for HR activities ........................................................... 7 .*Indian Implementation of HRM Practices ...................................................................... 8 .*Selection ........................................................................................................................... 8 .*Selection Process..................................................
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...A Cross-Cultural Perspective on Labor Relations Flavia Melo Pilar Asensio Pollyana Sobreira Stephanie Rais Thi Minh Vo I. INTRODUCTION 1. Practical Issues to be considered II. INTERNATIONAL HUMAN RESOURCE MANAGEMENT III. COMPANY EXAMPLE: Mc DONALD’S 1. Background 2. Managing Diversity 3. Competitive Advantage IV. Mc DONALD’S IN INDIA V. Mc DONALD’S IN CHINA 1. Training Local Staff 2. Fast Food wages scandal in China VI. CRITIQUES 1. Arguments in defense VII. CONCLUSSION VIII. REFERENCES I. INTRODUCTION The report is a discussion of the different perspectives of labor relations in McDonalds located in 2 different countries, which are India and China. Our report is partly based on some aspects of ‘Managing Diversity’ in the workplace and also about International Human Resource Management. The topic is quite complex. The management of this global company involves dealing with cultural issues but at the same time sharing similar practices. The first part of this report contains the case study which involves some aspects of how McDonald’s manages diversity and also the techniques in the HR department which allow the company to leverage diversity to their advantage. The main point that should be considered in the analysis of the organization is whether or not McDonald’s is effectively integrating...
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...Introduction :- Human Resource Management (HRM) is a relatively new approach to managing people in any organisation. People are considered the key resource in this approach. it is concerned with the people dimension in management of an organisation. Since an organisation is a body of people, their acquisition, development of skills, motivation for higher levels of attainments, as well as ensuring maintenance of their level of commitment are all significant activities. These activities fall in the domain of HRM. Human Resource Management is a process, which consists of four main activities, namely, acquisition, development, motivation, as well as maintenance of human resources. Scott, Clothier and Spriegel have defined Human Resource Management as that branch of management which is responsible on a staff basis for concentrating on those aspects of operations which are primarily concerned with the relationship of management to employees and employees to employees and with the development of the individual and the group. Human Resource Management is responsible for maintaining good human relations in the organisation. It is also concerned with development of individuals and achieving integration of goals of the organisation and those of the individuals. Northcott considers human resource management as an extension of general management, that of prompting and stimulating every employee to make his fullest contribution to the purpose of a business. Human resource management is not something...
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...Models ORGDYN-404; No. of Pages 9 Organizational Dynamics (2011) xxx, xxx—xxx a v a i l a b l e a t w w w. s c i e n c e d i r e c t . c o m journal homepage: www.elsevier.com/locate/orgdyn Emerging HR management trends in India and the way forward Pawan S. Budhwar, Arup Varma INTRODUCTION Over the last decade or so, India has emerged as a major player on the global economic front. To a great extent, India’s enhanced global economic importance is due to the economic reforms that were initiated in 1991. The reforms have been instrumental in creating tremendous opportunities for businesses, in particular for foreign operators. Bodies like the World Bank predict that if India can sustain its economic growth over the next decade, then it is likely to become one of the leading economies of the world. Needless to say, there are many issues that still need urgent attention — among these, development of infrastructure, control over corruption and bureaucratic red tape, opening-up of key sectors for foreign investments, political and legal reforms, enhancing employable skills in new graduates, control over increasing poverty, internal and external security, and divestments in the public sector, etc. In addition, issues related to the management of human resources have become crucial for India’s sustained economic growth. The liberalization of economic policies calls for a switch from labor intensive to more capital-intensive methods of production, and thus requires organizations...
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...Organization of Natural Resources a unique citation on Waste Management For Sustainable Livelihoods *Mrs. T.Kumuthavalli All humans do not understand natural resources, Most humans do not value natural resources! Yet we live only because we have the natural resources. “Houston, we have a problem!” Abstract - This introductory note sets the tone for what follows in the subsequent pages on natural resource management linked sustainable development of human and other resources, with special reference to waste management. India is endowed with a rich and vast diversity of natural resources. Its development and management plays a vital role in production and development. Integrated Natural Resource Management is vital for fulfilling our millennium development goal of poverty reduction, environmental sustenance and sustainable economic development. National and International Policies on Management of Natural Resources envisages that the Natural resources of the country should be developed and managed in an integrated manner by applying effective waste treatment. The basic framework for applying a socio-ecological system approach to natural resource management has been set, which forms the basis for what follows in the subsequent pages. Keywords – Natural Resources, MGDs, Waste Management, NRM Introduction India is the second most populous country, which has about 16% of the world population and 25% of the land area. Rapid industrialization last few decades have...
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...Project Report On Human Resource Management in Banking Sector ―STATE BANK OF INDIA‖ [Submitted in partial fulfilment] [M.BA Second Semester – January to May 2013] As a part of the Curriculum of MASTER OF BUSINESS ADMINISTRATION [MBA] From Bhai Parmanand institute of Business Studies, Delhi. Guru Gobind Singh Indraprastha University, Delhi. If you want this project word jamiabbs@gmail.com I will sent you file copy then mail me at -1- TABLE OF CONTENTS Chapter No 1 1.0 1.1 Particulars Human Resource management Meaning of Human Resource Management Page No. 1 1 2 3 5 5 6 8 9 9 13 20 20 20 21 1.2 Characteristics of Human Resource Management 1.3 Need and Development of Human resource management 2 2.0 2.1 2.2 2.3 3 3.0 3.1 3.2 4 4.0 4.1 4.2 4.3 Human Resource Management in Banking What is a Bank HRM Background and Practices HR Practices and Methods Job analysis, Job design, and Job evolution Job analysis Job design Human Resource Planning Recruitment Selection Placement -2- 4.4 5.0 5.1 5.2 5.3 6.0 6 6.1 6.2 Induction & Orientation Human Resource Development Management Development Career Planning & Development Organizational Development Compensations Management Compensation Compensations and Benefits 21 23 23 23 24 25 25 26 7 8 7.0 8.0 8.1 8.2 8.3 8.4 8.5 Human Relations Human Resource Management in Bank HRM in Cooperative Banks HRM in Regional Rural Banks (RRBs) HRM in Public Sector Banks HRM in Private Banks & Foreign Banks HRM in...
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...“Problems faced by State Road Transport Corporations in India” Dr.A.B.Dadas Prof.Anuja Ashtewale Director Asst.Professor Nevile Wadia Institute of Management Studies and Research (RGBS, Pune) ______________________________________________________________________________ Abstract- Road Transport plays a very important part in overall development of any nation. In India Cultural, Social and Economic development is directly dependent on road transport. Road transport is considered as one of the method of economic development of the nation. Passenger road transport has a very significant role in road transport. In India SRTC’s are facing various management problems. In this research researcher has made an attempt to find out various management aspects and problems faced by various state road transport Corporations in India. ______________________________________________________________________________ Key words- Road Transport, Management problems, State Road Transport Corporation (SRTC) Introduction- Road Transport is one of the important mobility function of any nation. Road transport is the strong backbone of economy and society at large. Road transport is instrumental in providing connection to various markets, businesses and people...
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...Write up on Case Study of Air India Airlines Group Members: Anukriti Dave Nitu Thomas Vishwa Patel Air Indian Airlines into trouble 1. Introduction Success of the Airline Industry depends on cordial relationship between the employers and the employees. Inflexibilities in deployment of the workforce, supported by rigidity in labor legislation, have all added to the woes and have now begun to affect employment generation as well. All these changes are believed to have impacted employment and employee relations and therefore, resulted in catastrophic breakdowns in industrial relations across the country. Being held at a time when the business scenario is proving to be a challenge for both employees and employers as businesses come under increasing pressure to keep stakeholders satisfied. These changes have implications both for the organization and the employees. As a consequence the nature of relationship between the employees and the employer is impacted. Industrial disputes are a menace to industry and society. Managing an Airline is unique and challenging, the quality of services of Airline heavily depends on the quality of human resource it deploys. Airline companies must have potential human resource policies that help the organization to attain its goals, enable it to employ the skills and abilities of the workforce efficiently, assist to bring about employees job satisfaction and self-actualization and establishing and maintaining harmonious Employer-Employee Relations...
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...Universal Hunt SM has evolved as one of the fastest growing Global Human Resource Solutions brand with expertise in services like "Premium Recruitment Consulting - Retained Executive and Board Search", "Turnkey Recruitment Projects", "Interim Management" and "Top Level Corporate Training". We find leaders who build winning business. As passionate experts in the executive search industry we build leadership teams for our clients every day. Orchestrating a process that ends in the hiring of world-class talent requires a true partnership with a trusted outside advisor. Maximise your exposure to the global executive talent pool and fully leverage the experience of our executive search consultants. We are the only consulting firm with our own non-commercial online Job Portal www.universalhunt.com. We have built a databank of more than 4 Million candidates over a period of time, which allows us absolute success in any mandate in shortest time span with 100% client satisfaction. We serve more than 900 international clients across all sectors and industries. We have clients in UK, Germany, Belgium, South Africa, Netherlands, Singapore, India, United Arab Emirates, Saudi Arabia, Bahrain, Oman, Qatar, Yemen, Libya, Tanzania, Kazakhstan, Tunisia, Jordan, Nigeria, Kenya and Malaysia, Uganda, Hongkong, Australia, USA and many other countries. Specialties Executive Search, Interim Management, Turn Key Recruitment, Corporate Training, Resume Writing Service Universal Hunt Private...
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