...Human Resource Management Is No More Than ‘Old Wine in New Bottles’. In: Business and Management Human Resource Management Is No More Than ‘Old Wine in New Bottles’. Human resource management is no more than ‘old wine in new bottles’. Discuss. ‘’HRM is regarded by some personnel managers as just a set of initials or old wine in new bottles. It could indeed be no more and no less than another name for PM ’’ ( Armstrong, 1987) First we have to understand the meaning of HRM, but attempts to define HRM precisely have resulted in confusion and contradiction rather than clarity [Price, 1997]. However, according to Storey (1989) Human resource management is a completely different philosophy and an approach contrast to Personnel management. In his view, HRM provides a completely new form of managing personnel and can therefore be regarded as departure from the orthodoxy of traditional personnel management. The normative models of personnel management shows that PM is about selecting, developing, rewarding, and directing employees in such a way that not only will they achieve satisfaction and ‘give of their best’ at work, but by so doing enable the employing organization to achieve its goals. When considering the definition of Human resource management and Personnel management, there are many differences on the perspectives of researchers. Legge (1989) reviewed the definition of a variety of writers. She could come to conclude that there are three features which seems to distinguish HRM...
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...Melissa A. Wilkinson XMGT/230 - Managment Theory and Practice June 2, 2013 Elaine McCarty Organizational Structure Paper At Burns & McDonnell engineering, several different organizational charges are used because of the size of the company. For individual projects, functional organizational charts are used to organize employees within that particular project. Functional organization is the departmentalization around specialized activities such as production, marketing, and human resources (Bateman & Snell, 2011). For the Maine Power Reliability Program, in which Burns & McDonnell functions as the Program Manager for this project, a functional organization is used. At the top of the organizational chart, the lead of the entire project, the program manager is at the top. Underneath the program manager is the assistant program manager, who reports directly to the program manager. From there, everyone else is grouped by functional group which the lead or project manager at the top of that functional group. There is one overhead project manager and underneath this position are the assistant project managers and the technical admins. The next group is led by the substation project manager and underneath him are substation assistant project managers and technical admins. The third functional group is procurement. There is a procurement manager and underneath him are the people who have been assigned to procurement and report to the procurement manager....
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...Submitted to : Maa’m Asmaara Human Resource Managment Assignment # 1 Hrm Functions Of Unilever Submitted by: M. Qamar Adeel FA09-MBA-105 Comsats Institute Of Information Technology Islamabad ACKNOWLEDGEMENT All the praise is for Allah, the most merciful and beneficent, who blessed me with the knowledge, gave me the courage and allowed me to accomplish this task. I am especially indebted to my teachers for instilling in me enough knowledge to be able to carry myself efficiently during my studies. DEDICATION I dedicate this report to my parents and friends especially Shamra teacher in recognition of their worth and to my teachers who are the guiding force for me and it is their effort and hard work that showed me the path of success and prosperity which would be there for me for the rest of my life. “Keep your dreams alive. Understand to achieve anything requires faith and belief in yourself, vision, hard work, determination, and dedication. Remember all things are possible for those who believe.”- Organizational Chart of Unilever Human Resource Management at Unilever: On the entry level the HR Department is mostly taking MBA graduates. According to Unilever their belief is that "Their people are their greatest asset”. The HR team takes great pride in acknowledging the contribution of each employee. Unilever focuses a lot on HR Development and for that the HR team ensures: • Staff of Unilever consists of world class Professionals and ensures...
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...Vermuth University of Phoenix October 4, 2011 Internal Risk Assessment Hewlett Packard Company was founded in January 1939 and was created by Dave Packard and Bill Hewlett. The company’s management uses good listening skills, engaging with customers and employees, and personal involvement for its management techniques. Hewlett and Packard managed the company using a principle called management by objective. According to Bill Packard, “management by objective refers to a system in which overall objectives clearly stated and agreed upon, and give people the flexibility to work toward those goals in ways they determine best for their own areas of responsibility. Hewlett- Packard Company strengths and weaknesses are in marketing, human resources, management, research and development, and finance have a huge impact on the profitability and welfare of it. The Hewlett Packard Company focused strongly on implementing telemarketing as way to reach its customers. Hewlett Packard Company provides its customers with software, solutions and services, and technology products. The change in the marketplace and customer’s expectations, Hewlett Packard focused on the customer insight. Hewlett Packard Company marketing leadership is received by the company creating and dispensing practical, new products, services, and resolutions. These new innovations for the company will allow the company to achieve profits and growth (Hewlett Packard, 2011). Hewlett Packard brand name gives the company...
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...| 2013 | | Team Project Plan Part AProject Management Establishing a new café, Devine Beverages in Norwest business park | Table of Contents Executive summary 3 Purpose of the document 3 Project background 4 Scope Statement 4 Project Name: 4 Project Sponsor 4 The project sponsors for Café Divine are Divine Beverages Pty Ltd. 4 Project objectives 4 Description of the project 5 Project deliverables (Figure 1) 5 Milestones 6 Legal Requirements 6 Location Sourcing 6 Financial 7 Human Resources 7 Marketing 7 Technical Requirements 7 Projects Constraints/Limits and Exclusions 8 Customer Review/ Monitoring and Controlling 8 Work Breakdown Structure 9 References 13 Appendix 13 Figure 1: 13 Project Charter 14 Team contract 17 Executive summary The aim of this report is to detail how Divine Beverages Pty Ltd will be establishing its first café. The location of the café will be in Norwest Businesses Park. Management have determined that the construction of Northwest Rail link, will in turn lead to a large and sustained growth of business clientele within the Norwest/Bella Vista area. The café management also determined that their competitive difference will focus upon providing an exotic blend of kopi luwak coffee, coupled with a multilingual workforce who can fluently converse with foreign corporate clientele. Divine Beverages management have determined that there are seven major deliverables each with its own major milestones...
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...Individual Assignment Fear of Feedback by John M. Jackman and Myra H. Strober Human Resources Managment Author: me Instructor: Filipa Castanheiro Grader: Isabel Albuquerque 2 October, 2014 “Being able to access where you are in your company/organization is critical for someone success in his/her career.” Feedback is the key for setting, measuring and evaluating the performance of an organization, it allows a manager to know, what is expected from the unit, to set the right goals for him/ herself and for the employees. There are managers with great relationships with their superiors therefore they receive feedback on a regular basis and use it to improve their performance. But that is not the typical case! In most organizations feedback is merely an annual performance review, there is a two-way of fear that overthrows feedback. In one hand bosses avoid and fear giving feedback, why? It is all about emotional issues: fear of not being liked that subordinate start talking behind their backs; fear of uncomfortable situations - furious employees or tears. Subordinates on the other side are terrified and hate criticism. Psychologists have many theories in why pointing down our imperfections raises such emotions but the truth is as referred before liking it or not feedback is critical for the growth of a professional and well function of a business. Without training, feedback may lead to practice destructive, maladaptive behaviors: Procrastination...
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...The Terms and Conditions of Employment for Employees at the New Queensland Factory Prepared for Chief Executive Officer of FreshFirst Canning Company by Ahmet Mithat Ozpinar, HR Department August, 2012 FreshFirst Canning Company Executive Summary The purpose of this report is to analysis the terms and conditions of employment for employees at the new Queensland factory. This report includes many suggestions for ways in which to selection and employment of Greenfield factory employees, as well as doing this in the Fair Work Act (2009) frame. The suggestions are: (The following is a sampling of recommendations; implementation details are contained in the full report) * Team should be structured in self managing with responsible manner. * Job rotaion schedules should be planned. * People who want to work in new Queensland factory should be prepared to be transferred to there. * Performance based payment should be considered. * Orientation training should be started as soon as possible. * Job analysis should be made. * Promotions should be concluded. * Safety at workplace issues should be finalized. FreshFirst Canning Company can not force an employee to work more than 38 hours in a week. It is a -must be- to provide a statement that contains all the information about NES, Termination of Employment and Modern Awards to all employees. If request is accepted by employee over time fees must apply. When making an agreement with a employee...
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...Internal and External Factors Priscilla Salazar MGT/230 September 18, 2014 Rodney Walton Internal and External Factors The four factors of management in my organization were basically out the door. My last civilian job I worked at was for a brief time and I think it was because of the lack of the four important factors of management. Planning, Organizing, Leading, and controlling were never the key factor at Brother’s Optical. This place was a family owned company and they specialize in making eye glasses. They basically ran off of orders that they received from online orders and few doctor offices that they had built a partnership with. When I say partnership I mean “I’ll send my customers to you if you send your customers to me”, type of business. I didn’t find this place to be professional. This place is owned by two brothers, John and Joe. John who is the quiet one and in charge of the office and Joe is the stern one and runs more of the lab. I’ll start with planning of the business for the day or even the week. I was never given a plan or a goal for the day or week. I basically walked in, clocked in and got to any work that was left from the night before. The only plan I had was the plan I set for myself to do on a daily basis to help me get through my day. I worked alone in my department and had to juggle my day around to help me get to all I needed to have done. There were certain things that were a MUST to be done on a daily basis and things that I could let...
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...Overview 4 Organization Description 4 The Company Mission 4 The Organization – SEAD 4 The CEO – Jon Shreve 5 Leadership Practices 6 Relationship Between Leadership and Organizational Culture 7 SWOT Analysis 9 Organizational Strengths 9 Technical Skills 9 Strategic Thinking 10 Organizational Weaknesses 11 Under-developed Leadership 11 Failing to deliver quality results 11 Organizational Opportunities 12 Political Forces - Obamacare 12 Economic Forces - Cloud Computing 13 Organizational Threats 14 Leadership Evaluation 16 Leadership Strengths 17 Innovative Thinking 17 Future-Facing 17 Managing Relationships 18 Leadership Weaknesses 19 Lack of formal higher education in executive staff 19 Weakness of Human Skills 19 Lack of Systems Thinking 20 Recommendations for Leadership Development 21 Lead with Humility (Level 5 Leadership) 21 Engage in Interactive Leadership 22 Practice Authentic Leadership 22 References 23 Organization Overview The focus of this section is to provide a description of the Software Engineering and Development (SEAD) organization at MCG, the leadership practices of the company’s CEO, and the link between the CEO’s leadership practices and the SEAD organizational culture. This department and leader were chosen for two reasons. First, the SEAD organization underwent many changes over the past 3 years due primarily to the CEO’s leadership decisions, including a complete reorganization to align to Agile methodologies...
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...Functional Areas of Business Managment 521 May 4, 2013 Functional areas of business Technical assistance has become one of the most important aspects of business over the past ten years. More and more companies are implementing and or improving their technical use within the company. Whereas technical support is important, incorporating supportiveness throughout the business helps to make the work environment tranquil. Employees, no matter what age, who are comfortable and happy to come to work, are going to work effectively, efficiently, and diligently. Thus, helping the company excel and strive for greatness. Even though the older generation needs more training and support to gain technical knowledge, the importance of technical support within a business and management because technical support is needed for the advancement of a company and technical support is needed for running the business's day-to-day operations. Technical support is one of the major growing areas across a majority of businesses in the world today. There are an abundance of companies trying to implement new and advanced technology into their field. “According to statistics Canada (1996) less than one quarter of employed people used computers at work during the early 1980s; this figured increased to 48% in 1994” (Methot, 1998). Take the medical field for example; they are rapidly trying to change from actual paperwork to electronic paperwork. Not only to make the searching of data and information...
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...I.INTRODUCTION Experiencing low cost traditional surgical procedures, Advanced Medical Technology Corporation (AMT) wants to broadcast this tagline by manufacturing well designed medical instrument based on a massive researching. Taking into account the efforts and allowances spilled by AMT on its research and development aspect, and in invading new markets, it is not unexpected that it had gained an extraordinary growth and rapid expansion of its sales force for just a few years of being established. Like any other companies who were in their infancy/growth stage, it is a normal thing to put the best shoe forward in order to gain an A+ mark. But the aggressiveness nature of the decisions made by Peter Haskins, president of the AMT, had, to the conclusion of some lenders, contributed to several tribulations that impede the continuous growth of the company. Though AMT had gained extraordinary growth through their well done researches, it tends to risk its financial aspect by exhausting too much fund just to develop and produce its product. Its mismanagement of its assets had made potential creditors to deny its loan requests. These facts had led to the perfection of this study. It aimed to analyze the problems faced by the company, the cause of these problems and how the company will trounce these problems. II. EXECUTIVE SUMMARY Advance Medical Technology Corporation (AMT) developed, manufactured and sold scientific medical instruments, needles, and catheters that allowed...
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...Consensual Relationship Agreements… For or Against? In this day and age things are moving extremely quickly and everyday something new change. Women have gone from house wives, cooking and cleaning, taking care of the children, preparing the home at the rate their partners see fit, to home providers. Technology has gone from typewriters and pagers to laptops and smart phone, while opening up a whole new way of dating from social networks to text messaging. One in five relationships start online, however in my young years, I could recall at time when dating once meant receiving a phone call at home, and later being asked out for potentially a dinner and a movie. Now, dating begins with sending an inbox through Facebook, while “liking” and commenting on status messages, following or “tweeting” a person on twitter, or commenting on how good pictures look on this new world wide epidemic called instagram. In addition to the fast pace environment we live in, people are spending a lot more time working. Whether it’s working to take care of single family homes which are growing more and more by the year, or working to take care of self with the cost of living rising each day. Each week people spend a minimum of at least five days and forty hours a week in the workplace as considered as fulltime. In a world moving at such a fast pace one must one wonder how or where is the best place to form relationships, and if it’s ideally okay to form relationships in the work place. More...
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...Can Go Video Analysis Report Jessica Peace Dustin Peterson Julissa Rivera Mitchell Rodriguez Jesse Sanchez Busn 460 Senior Project DeVry University Professor Mozinski 09/11/2015 Revamped Vision Video Analysis Report 1. CanGo lacks a strategic business plan. A strategic business plan is a clear guide that a business puts together to achieve it business goals and objectives both short-term and long-term (Lorette, n.d.). 2. Corrective action I. 3. To achieve this they must first implement a distinctive mission, vision and value statement. The mission and vision statements are central to the strategic planning process because they provide a company’s reason for existence and what it wishes to achieve. The value statement serves as a moral compass for the company and its staff helping with decision making and forming a standard (SHRM, 2012). Once the mission, vision and value statements are determined we can focus on the next phase of strategic issues that need to be addressed in the planning process. 4. 5. CanGo lacks a defined company culture. While some take their work very seriously, others look at their work as just a job. It is time for CanGo to define their Company Culture. 6. Corrective action II. 7. Having a strong and healthy company culture can create a powerful and long lasting competitive advantage. This kind of advantage is difficult to detect by your competitors, and will become one of the most important motivators...
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...153.4 million mobile phone units in 2013, compared to Samsungs 313.9 million units. This gave Apple a 15.3% markets share in the mobile phone market compared to Samsungs 31.3% market share. http://www.idc.com/getdoc.jsp?containerId=prUS24645514 Fortune magazine names Apple the most admired company in the United States in 2008, and in the world it was the most admired company from 2008 to 2012. http://archive.fortune.com/galleries/2008/fortune/0802/gallery.mostadmired_top20.fortune/index.html http://archive.fortune.com/magazines/fortune/most-admired/2012/snapshots/670.html?iid=splwinners In 2013 Apple became the worlds most valuable brand in the Omnicoms "best Global Brands" report, overtaking the likes of Coca-Cola and Google. This broke a thirteen year run by Coca-Cola being number one. The report extimates Apples brand to be worth $98.3 billion in 2012 and upto $118.9 billion in 2013 still making them ranked in 2014. http://www.nytimes.com/2013/09/30/business/media/apple-passes-coca-cola-as-most-valuable-brand.html?_r=3& http://www.bestglobalbrands.com/2014/ranking/ Apple has over 400 retail stores in 14 countries, as well as the Apple Store online and the iTunes store. The iTunes store is the worlds largest...
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...with over 1200 lines of products today. The founder, Anita Roddick, was known as an avid social activist and she largely promotes and supports causes such as ending animal testing In 2006, The Body Shop was bought by L’Oréal SA for £652m. The Body Shop- Managing Public Relations Anita Roddick was quick to recognise that there was a market for natural-based skin products that were free from chemicals and were not tested on animals. After gaining awareness on public’s position, The Body Shop took steps in building an effective public relations programme. This programme includes marketing its brand as one that is socially responsible, their core values being: against animal testing, support community trade, activate self-esteem, defend human rights, protect our planet. With clearly defined core values, the business was able to influence consumer’s imaginations, and perceive The Body Shop as an ethical business presence. In 1990, upon conducting environmental analysis, Anita Roddick took a different approach in promoting her products, claiming that she was uninterested in seducing consumers with expensive images. Instead, she established the environmental projects and community care department to portray the company as one that is socially responsible. This was part of its business plan of adopting free media publicity for the company, since positive actions would naturally gain attention. The Body Shop had took aggressive steps in ensuring that its company maintains a strong...
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