...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...
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...Assignment Grading Course Name Human Resource Policies and Procedures Student’s Name Professor’s Name [optional] University Introduction Policies outline employee behavior expectations within an organization. HR office distributes a uniform arrangement of principles by which all representatives inside of an association must withstand. The approaches normally cover how and when workers are paid, advantage qualification, organization clothing standard, disciplinary strategies and participation desires. Organizations must have plainly characterized and composed approaches to set work environment gauges that can be reliably authorized. HR policies guarantee that all representatives take after the guidelines, as well as that chiefs reliably implement them. This wipe out prejudicial treatment and show partiality of representatives by obliging that a pre-established chain of disciplinary activities to be followed if an arrangement has been disregarded. All representatives who confer the same or comparable activity must be taught in the same way. Overview of the organization Syntel, Inc. is a U.S. based multinational supplier of coordinated technology and business administrations. Headquartered in Troy, Michigan, Syntel administrations its customers through 17 worldwide advancement focuses on India and the United States. It is a worldwide supplier of Information Technology (IT) and Knowledge Process Outsourcing (KPO) arrangements. Its authors were Bharat Desai, an Indian graduate...
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... INSTITUTE OF BUSINESS ADMINISTRATION JAHANGIRNAGAR UNIVERSITY SPRING 2014 Term Paper on HRM Practices of Nestlé Bangladesh Ltd. TO: Shahriar Kabir Course Instructor HRM 201: Human Resource Management BY: Group members | ID | Zerin Tasnime | 1521 | Syeda Rifat Ara | 1531 | Mabia Khatun | 1538 | Yeasmin Akter | 2357 | S.M. Arifur Rahman | 2601 | Date of Submission: 03-03-2014 Letter of Transmittal March 3, 2014 TO Shahriar Kabir Institute of Business Administration Jahangirnagar University Subject: Submission of HRM practices by Nestlé Bangladesh Limited Dear Sir, This is our pleasure to submit the term paper on Nestlé, world’s largest health, nutrition and Wellness Company. We have prepared there on the reports is of the Study on Human Resource planning and personnel policies of Nestlé Bangladesh Limited. This term paper is prepared on the basis of both primary and secondary data. Primary data was collected by questioning the concerned people of the company during the period of the working hour; while secondary data was collected from various printed documents like annual report etc. of the company. Although...
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...1) Based on what you read in this chapter, what do you suggest Lisa and her team do first with respect to training? Why? The manager Lisa should review her employees’ performance evaluation forms to determine whether and where there are gaps in performance. As well, Lisa can review customer feedbacks through short surveys, because they can indicate whether training is needed for a specific area or trait. 2) Have Lisa and the CFO sufficiently investigated whether training is really called for? Why? What would you suggest? No, they did not. Although, large differences exist in such measures, it does not mean training is lacking. On the job training costs little and may be taking place on an informal basis, thus unmeasured. Additionally, such things as employee occupancy may be having an effect on training costs – employees who have been working in Hotel Paris for many years now may require less training than employees of a different hotel with a high turnover. Therefore, Lisa needs to analyze the need of training more thoroughly. 3) Based on what you read in this chapter and what you may access via the web, develop a detailed training program for one of these hotel positions: Security guard, housekeeper, or valet/door person. Working as a housekeeper at a hotel is not as easy as it seems. One has so much to learn and to get right from the start in order that guests entering their room in the evening do not feel that the room has been used before, but instead...
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...Overall Human Resources Management (HRM) scenario in the local public banks of Bangladesh and probable Recommendation Bangladesh is a developing country and from the date of birth, it is having financially strong state owned banks / public banks. But these banks are not updating themselves as time passes and for that reason the present human resources of these banks are becoming obsolete in comparison with modern days banking concept. Most of the senior bankers of these banks are not technology oriented persons and they do have lacking of having modern banking concepts as well. From my professional banking experience, I have found some problems - Lack of coordination was there between several departments and lack of professionalism was there as well. Besides, all the employees are not professionally trained enough in the computer literacy part. For that reason, the EOP (Expected Organizational Performance) is always much below than the AOP (Actual Organizational Performance). So, the triggering effect always indicates to provide training upon basic computer literacy to each and every individual worker of the whole bank. Moreover, the modern HR practice is absent in the bank and the total HRM working is very much centralized in the head office. Problems of Human Resources Management in the local public banks of Bangladesh in bullet form: • Competency level of the employee of these banks is poor than of some competent banks. • Organizational culture is not highly developed...
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...AN INTERNSHIP REPORT ON Human Resource Policies and Practices of IFIC Bank Ltd. Submitted To: Submitted By: Mr. Dr. Md. Saiful Islam Md. Sohorab Hossain Professor ID No.: 11251014 Department of Management EMBA 7th Batch Studies Major: Human Resource Rajshahi University Management Rajshahi University Date of Submission: Letter of Transmittal Date: Mr. Dr. Md. Saiful Islam Professor Department of Management Studies Rajshahi University Subject: Submission of Internship Report Sir, It is my great pleasure to submit the internship report titled “Human Resource Policies and Practices of IFIC Bank Ltd.” which has been prepared as an integrated part of the course requirement of my MBA program. I did my internship at IFIC Bank Limited, Rajshahi Branch. It will be highly appreciated if you kindly accept the report. Your positive action regarding this matter would be very much helpful for my academic career. Sincerely yours Md. Sohorab Hossain ID: 11251014 EMBA 7th Batch Department of Management Studies Rajshahi University Student’s Declaration I hereby announce that the extensive study entitled “Human Resource Policies and Practices of IFIC Bank” (Conducted in IFIC Bank Limited, Rajshahi Banch). Prepared in partial accomplishment of the requirement for the award of the degree Masters of Business...
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...1) It is relating to the international human resources management problems between Betty and Frankie. Although Betty and Frankie are grow up in Hong Kong but they are following a different culture at the same place. Betty was finished her study at Form Five and started her work after her succeeded in the secretarial qualification. She was worked at our company for the past ten years. On the other hand, Frankie was finished his high school at Hong Kong then got his first degree at London and a MBA from Harvard. He has great experiences in multinational company because he worked in London, New York, Hong Kong and Shanghai before joining us. It is helping him to build up a good thinking, open mind and the importance of the relationship with other colleagues. Frankie is willing to change in order to assist him achieving the goal but Betty is not willing to change therefore she won’t cooperate with Frankie when he need to change the old style. Sometimes, the communication is complicated. Especially it is related to two different cultures as it is easy to misunderstanding. Betty’s an India lady and got an education in Hong Kong then entered the workforce. Frankie’s a Chinese and got his education at an elite Hong Kong boy’s school then got his higher education in UK. This may made them have a big different in perception and behavior. At the same time, it’s because they are lack of communication, so they’re not knew each other well. It’s also is a problem between them. 2) We could found...
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...Title: Discuss the view that effective Human Resources Management policies and practices can contribute to positive organizational performance Introduction The Human Resources of an organization consist of all people who perform its activities. For the purpose of this essay, it is important to define further what human resource management is and what it is used for and to establish how it effectively contribute to the positive performance of an organization. "Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function." (Bernadin,H.J.2007). Furthermore, (Armstrong.2006:4) defined it as a strategic and coherent approach of an organization's most valued assets-the people working there, who individually and collectively contribute to the achievements of the objectives of the business. The term Human resource management is therefore also widely known as "Personnel Management" as a description of the process of managing people in organizations. In a constantly changing world, which requires flexible responses, with strong competition from nearly every continent, due to increased globalization, it is important for organizations to have some kind of competitive edge. Especially in the service industry, but more generally spoken throughout every industry, the human capital is the most contributing factor...
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...HR Policies & Practices: Gender Diversity, Equality, & Leadership Abstract The number of women obtaining higher levels of education and positions in their careers has increased, but the number of women obtaining management and executive positions has remained stagnant. Human resource policies and practices’ follow ethical guidelines, but in practicality are more difficult to apply in the workforce. Human resource practices and policies may be influenced by the overall mindset of a company. The barriers that prevent women from achieving management and executive positions are the same barriers that prevent human resource policies and practices’ from being applied. The gaps in gender equality and wages, created by the barriers, can be discouraging to women from achieving high-level positions. Overcoming the barriers is a task in undoing the mindset that has been instilled deeply within society. Introduction Studies have shown that companies who promote female gender equality surpass their competitors on every measure of profitability, yet women are failing to attain high-level positions. Possible reasons for the persistent wage and gender gap between men and women in senior leadership positions can be found by reviewing current data on women in the workplace, studies on the correlation between gender diversity in senior management and company performance, and literature on gender behavioral differences in the workplace. Women play an increasingly significant role...
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...relationship is viewed as one between the individual and the organization. P1.2 Compare the differences between Storey’s definitions of HRM, personnel and IR practices: Storey defines HRM as a strategic and coherent approach to the management of an organization’s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives. Storey also distinguished between hard and soft forms of HRM: * HARD HRM: It emphasises the need to manage people in ways that will obtain added value from them and thus achieve competitive advantage. Thus it concentrates on quantitative, measurable criteria, control and performance management. * SOFT HRM: The soft model of HRM is based upon human...
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...Abstract In this assignment I am going to evaluate how organisation might view internal labour markets and also find out how significant the internal labour market is for analysing the human resource practices and policies in an organisation. This will help me to find out how are they going to secure committed and productive workforce, in order to do this I will choose an organisation that I am familiar with it. Introduction The internal labour market (ILM) is a useful method that Tesco’s uses to analyse the interplay of rules, norms, power and custom within the organisation. The Internal labour market is highly structured and regulated, and has employment systems that confer significant advantages to those already employed in the organisation compared to outsiders. This basically means the people who are currently working for the organisation will be offered higher position within the organisation, for example, in Tesco more senior jobs are filled by internal promotion or transfer. The internal recruitment method gives organisation, such as Tesco, a good opportunity to look at their employee and asses their skill and ability. Tesco’s understands the importance of internal recruitment and they tend to use this process to reduce recruitment cost and by employing workers within the organisation to fill up more senior position. Here is a diagram shows how internal labour market works: Training The reason Tesco are willing to spend money in training internal employees...
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...monetary award of this type may appear to be a logical solution for increasing employee motivation. It seems many employees have complaints that they are over work and under paid. Is this absolutely a comprehensive way of increasing motivation amongst employees? So, employees will continue to be able to perform at his or her optimal in his or her position? One model that Gratton and Truss refer to is what is known as “three-dimensional model of people strategy” The foundation of this model includes three segments. The first segment of the model is the vertical alignment. This part of the model is about people strategy and business goals. The second segment is the horizontal alignment. This section of the model is about individual Human Resource policies. Last is the Action or also known as the implementation dimension. This final segment is for the greatest part the series of steps that the people strategy will be implemented through daily experiences of the employees and the behavior of the line managers (2003). Vertical alignment is ensuring that the organizations people strategy is relevant and suitable to its goals. What is a people strategy? As defined by Kochanski & LeBlanc “A People Strategy...
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...Human Resources Administrative Assistant/Receptionist Hiring Manager: Carlos Jon Job Title: Human Resources Administrative Assistant/Receptionist Job Purpose: The incumbent will provide administrative support to a 10-employee Human Resource office. Incumbent will also act as department receptionist following human resources policies, programs, and practices. Key Responsibilities and Duties: • Type letters, reports, and other correspondence using Microsoft Word on the computer to present professional looking documents. • Reviews and processes personnel action documents for accuracy and accountability of personnel requests or changes. • Files personnel documents submitted to the HR Dept in alphabetical order to maintain personnel files. • Acts as department receptionist, answers phones, transfers calls to appropriate HR employee, provides information, takes messages, and schedules appointments. • Maintain Director’s calendar by scheduling appointments or meetings using Microsoft Outlook on the computer. • Distributes office mail daily by placing mail in designated mail slots for the HR Department. • Monitors staff time and payroll items using Microsoft Office programs on the computer in order to maintain accurate records of attendance and leave for payroll purposes. • Order supplies to keep the HR Dept. fully stocked with office supplies and personnel documents. • Other duties may be assigned if necessary. Skills/Qualifications: • Knowledge of company’s correspondence...
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...Human Resource Accounting Human Resource Accounting Literatur Review To measure human value as a part of the goodwill, HRA was introduced in the accounting literature in the 1960s (Flamholtz, 1985). In 1968 Brummet, Flamholtz & Pyle used the term “human resource accounting” for the first time. In 1973 the American Accounting Association’s Committee on Human Resource Accounting defined HRA as “the process of identifying and measuring data about human resources and communicating this information to interested parties. It provides information about human resource costs and values, serves to facilitate to decision making, and motivates decision makers to adopt a human resource perspective (Sackmann et al., 1989,). Research to examine the way in which human resource variables affect the efficiency of firms could be performed in a number of ways including analyzing the association between different aspects of human resources and firm performance (Bassi & McMurrer, 1998; Boudreau & Ramstad, 1997; Grojer, 1998). Looking at different proposals (Conner, 1991), the resource theory considers human resources in a more explicit way. This theory considers that the competitive position of a firm depends on its specific and not duplicated assets. The most specific (and not duplicated) asset that an enterprise has is its personnel. It takes advantage of their interdependent knowledge. That would explain why some firms are more productive than others. With the same technology, a solid human...
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...Development (R&D): b. Human Resource: c. Finance/Capital: d. Production: e. Marketing/Sale: 3. Cost and differentiation advantage: Samsung had both cost and differentiation advantage over its rivals. Kun Hee Lee, chairman of the Samsung Group, stern advice to his employees were to always demand superiority in product design and price efficiency which were directly related to cost and differentiation advantage. As a high-volume buyer, Samsung benefited discounts offered from raw material suppliers which had resulted Samsung’s cost to manufacture a DRAM chip to be lower than its competitors. Samsung’s ability to produce over 1,200 different variations of DRAM products was a huge advantage which was unmatched by its competitors. Samsung also provided “Specialty products” using customized architecture for niche markets. 4. Describe the resources and capabilities that form the basis of Samsung’s cost or differentiation advantage. a. Resource: Samsung had three types of resources: tangible, intangible and human resources as shown in Exhibit 2. Samsung’s R&D facility and its fab lines were collocated at a single site as opposed to its competitor’s facilities which were located at various locations. Samsung had the capital to invest in its R&D to master new technology, design and marketing of advanced technologies; and which contributed to produce multiple product architecture on each product line and gaining market share. Samsung human resource implemented different ways...
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