...world” (2009). Obviously, facing the economical globalization, development of technology, the coming of information age and lowering of trade barriers, as a result firms have to think of new and effective ideas to compete with other competitors. Human capital is the most special asset of a company. It is special because people cannot be separated from their knowledge, skills, health, or values in the way they can be separated from their financial and physical assets (Becker, 2008). The result, organizations’ aim is to make their own human capital special that other organizations cannot copy. Competitive advantage is secured when organizations have skills and capabilities that are unique, difficult to replicate and imitate by competitors (Rainbird, 1995). HRD is a process of developing and unleashing human expertise through organization development, personnel training and development for the purpose of improving performance (Swanson & Holton, 2001). McCracken and Wallace have mentioned in their article that, organizations should ensure any investment which is made in human capital with the promotion of HRD strategy is clearly linked to the wider corporate strategy (2000). Strategic approach to HRD is a relative new concept in HRD and training and development fields. It is not a traditional training and developing view of interventions in response to specific problems of organizations (Beer & Spector, 1998). A strategic approach to HRD is a multi-level concept whose contribution to...
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...Introduction This assignment is based on the strategic management and leadership and it is discussed about the McDonalds. There are different types of skills such as personal skills and professional skills and as a manager it is required to have both types of skills to achieve personal goals and professional goals. From this assignment it is identifying the company strategic goals and the required personal and professional skills to achieve those strategic goals. Same time it is mentions the learning styles of those skills and evaluates the skills. It is mentioned personal development plan including budget reports, resources and time framework. It is important to evaluate the developments and the progress of the skills and it is able to use several methods to evaluate. There are several impacts from the self learning and it is affected for the strategic goals achieving. Therefore it is discussing all these areas based on the McDonalds case study and it is significant to get a clear idea about the skills of the individuals. Task 2 2.1. Personal skills audit evaluating strategic skills needed to meet current and future leadership requirements According to Boselie et al. (2005:4) there are different types of skills which should have with an individual and it is supports to perform in the business. Therefore it is required to have personal skills as well as professional skills to perform in the job. As a manager it is significant to have leadership skills with him and it supports...
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...Human Resource Professionals The first thing to understand about HR professionals is that their responsibilities can vary considerably. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions. In smaller companies, one or two human resources professionals may be hired to handle all of the company’s HR needs. In larger organizations, the duties are divvied up between several employees or an entire department. A few of the most common things that HR professionals are involved with include * Hiring Employees – From advertising vacancies to interviewing job candidates, HR professionals play a key role in hiring employees. In larger companies, there may be recruitment specialists on staff who are strictly there to look for new talent. * Terminating Employees – No one likes having to fire anybody, but it has to be done sometimes. This responsibility often falls into the laps of HR professionals, so you have to be willing to tackle this unpleasant task if you’re serious about pursuing a career in human resources. * Coordinating Promotions and Reassignments – HR professionals work to keep a company operating as smoothly and efficiently as possible. One way they make that happen is by making sure that the right people are handling the right tasks. A fun part of the job is offering promotions...
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...The impact of information technology on the HR function transformation By Yu Long 0123404 Graduation Committee: First supervisor: Dr. T. Bondarouk Course coordinator: Pro. Dr. J. K. Looise Master Thesis, Business Administration HRM University of Twente March, 2009 Preface This master thesis concludes my life as a student, which is performed under the supervision of Twente University in the Netherlands. The research is the terminal of the program Human Resource Management. Doing this research not only improves my skill on literature searching, information analysis, but helps me to gain more profound knowledge about e-HR. During the research, I have got great support from several persons, and now, here is the opportunity to thank them. At first, I give special thanks to Jiajie Li, my boyfriend. He accompanies with me during the whole research period. Besides dealing with my impatient and anxious attitude, he also put great effort on improving my thesis. His optimistic and serious attitude influences me, and makes me continue the research with better and better results every time. His support is very meaningful for my research period. Secondly, I would like to thank Ms. Tanya Bondarouk, and Prof. Jan Kees Looise for their excellent support, feedback and guidance. Both of them give me fruitful advice on how to improve my work. And they always give me timely feedback on my work, which encourages and makes me belief that I can hand in a satisfactory report under the effort...
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...Level 7 Diploma in Strategic leadership and management Tutor Name: Maxine Shaverin Assignment Name: Professional Development for strategic managers DRAFT Introduction It is now commonly accepted that a firm and holistic commitment to the continued professional development of employees and managers alike is highly beneficial, not only for the continued success of a business or organization but for the well being and personal development of individuals. Megginson and Whitaker (2007:3) reflect on the personal opportunities afforded through CPD: ‘ It challenges us to make time for personal reflection and review. It reminds us that we have responsibility for developing ourselves…’ Remaining competitive in this ever changing global market is becoming increasingly difficult, putting pressure on managers to deliver consistently high standards of product/service delivery. Guskey (2001) asks that we recognise that professional development is a purposeful and intentional process, which is designed to evoke positive change within organisations. In order to maintain an effective and efficient workforce and to ensure that managers’ skills reflect this commitment to professional development then it is imperative that we, as managers, set personal and professional targets to ensure that our skills accurately reflect organisational goals and direction. Section 1: Demonstrate how you would assess personal and professional skills required to achieve strategic goals There exists...
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...firm and holistic commitment to the continued professional development of employees and managers alike is highly beneficial, not only for the continued success of a business or organization but for the well being and personal development of individuals. Megginson and Whitaker (2007:3) reflect on the personal opportunities afforded through CPD: ‘ It challenges us to make time for personal reflection and review. It reminds us that we have responsibility for developing ourselves…’ Remaining competitive in this ever changing global market is becoming increasingly difficult, putting pressure on managers to deliver consistently high standards of product/service delivery. Guskey (2001) asks that we recognise that professional development is a purposeful and intentional process, which is designed to evoke positive change within organisations. In order to maintain an effective and efficient workforce and to ensure that managers’ skills reflect this commitment to professional development then it is imperative that we, as managers, set personal and professional targets to ensure that our skills accurately reflect organisational goals and direction. Section 1: Demonstrate how you would assess personal and professional skills required to achieve strategic goals There exists a plethora of models to evaluate personal and professional skills but if we are to construct the most accurate and objective overview of our own development needs we must ensure that we do not interpret...
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...Human Resource Management Professionals Submitted to: Atty. Arturo V. Umbac Submitted by: Danial Hosseinzadeh December 19, 2010 I. The HRD specialist as change agent Human Resource Development plays the most critical role in the company as they are the main people who know the circulation structure of each organization within, events and employees credibility from the start. These people have a very sharp knowledge on their profession, as specialist of an institution, they have extensive skills and training to perform different task to be applied in the company’s reputation and success. They are called the change agent for they are authorized to implement what are new policies and procedures, in which both can benefit. There are two types of changes in an organization that HRD involved in, the macro and micro. A macro change intends to ultimately improve the effectiveness of the organization while micro is directed to individuals, small groups and teams. So the HRD professional may also be directly involved in carrying out the intervention strategy, such as facilitating a meeting of the employees responsible for planning and implementing the actual change process. II. The HRD Executive as strategic Manager The HRD executive/manager has primary responsibility for all HRD activities. HRD must integrate programs with the goals and strategies of the organization, and normally assumes a leadership role in the executive development program, if one exists. If...
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...Care July 21, 2013 1. Analyze two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Provide support for your analysis. Two trends in health care affecting human resources management that may likely impact your hiring decision as an HR manager are recruitment and retention and technological change. Recruitment and retention of the appropriate staff who meet the job requirements is very important. Currently as we know, there is a shortage of qualified healthcare professionals, especially nurses. Health care is growing at a rapid rate and finding skilled, qualified health care professionals is a challenge. Regardless of how rapid the growth, the challenge containing cost of the organization makes it difficult for HR managers to fill current positions (Pizzi, 2011). So not only is it difficult to find and recruit qualified health care professionals, maintaining current professionals is also difficult because of the requirement to contain cost. It leaves little room to pay appropriate salaries or provide raises to current professionals. Another trend is training and development to handle the technological changes in health care. The many advances and changes in health care require constant training and development for employees to remain effective and maintain the standards for health care (Pizzi, 2011). With the constant advances in technology, requirements consistently change for...
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...program manager with an accomplished career, demonstrating expertise in pursuing new business opportunities and effective team building. Strong management and leadership skills, experienced working with cross-functional teams in complex environments. Creative and innovative problem solving skills and clear decision-making abilities in pressured situations. Accomplished in the successful presentation and negotiation of complex, high value, concepts at senior level. Proven track record in strategy, business planning, budgeting and performance management. Over thirty years in the Information Technology and Communications industry with extensive international business experience. CORE COMPETENCies Leadership: One of thirteen...
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...SESSION 6 DISCUSSION PAPER 3 THE ROLE OF HUMAN RESOURCE MANAGERS IN THE PUBLIC SERVICE IN PROMOTING PROFESSIONALISM AND IMPLEMENTING THE CHARTER FOR PUBLIC SERVICE IN AFRICA A Paper Presented During The Capacity Building Workshop on “Promoting Professionalism in the Public Service; Strengthening the Role of Human Resource Managers in the Public Sector for effective implementation of the Charter for Public Service in Africa”, In Addis Ababa, Ethiopia – 14 - 18th March 2011 Adah. K. Muwanga (Mrs.) Director Human Resource Management Ministry of Public Service P.O. Box 7003, Kampala - Uganda (i) EXECUTIVE SUMMARY In the paper on the role of Human Resource Managers in the Public Service in promoting professionalism and implementation of the Charter for Public Service, it is noted that although the Charter was adopted a decade ago, its implementation has been slow and uneven in the various African Countries. The paper reviews the Charter for Public Service with special focus on the underlying principles, the Code of Conduct for public servants, and the obligations of the Public Service as an employer. Note is taken to the fact that: (a) The Charter aims to enhance the image of the Public Service by upholding professionalism and ethical values in Public Service delivery. (b) The Charter is a broad framework, so the implementation strategies may be customized to suit the peculiarities of a given Country. (c) Sound Human Resource...
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...HUMAN RESOURCES PROFESSION IS VERY CHALLENGING IN BANGLADESH INTRODUCTION The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources. The new millennium has brought about new challenges for human resources departments and practitioners around the world. These new challenges raise questions about the nature HR practices and the role of HR professionals, and imply new approaches for the HR function in product and service delivery. Organizations recognize the critical importance that human capital means for competitiveness, and ultimately survival in the modern era. In Bangladesh ‘the concept of HR’ is not very old. But within last 7 to 10 years it is widely practiced and now maximum large company keeps a department of Human Resource Management. As we move into the 'new economy', the focus on people and knowledge has steadily increased. Today, companies face new challenges in dealing with issues such as the scarcity of talent, the value of ideas/knowledge and the changing preferences of the labour market. Consequently, successful HR strategies are needed more than ever. With the increase in competition...
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...Executive Summary This report traces the evolution of the HR function from its traditional role of personnel management into what is known today as Strategic Human Resources Management (SHRM) and the role that devolution has played in this evolutionary cycle. From the research, it was observed that the devolution of HR responsibilities to line managers has enabled the HR function to take on a more strategic role as a business partner of the organization. It is also observed that devolution has benefited both line managers and employees alike by reducing bureaucratic red-tape and providing a faster approach to decision making and problem solving. The limitation of this report is that the negative aspects of devolution as noted by many researchers are not covered due to limitations in the length and scope of the assignment. Table of Contents No Title Page i Cover Page 1 ii Executive Summary 2 iii Table of Contents 3 1.0 Introduction 4 2.0 The Evolutionary Cycle of Human Resources 5 3.0 The Effects of Devolution towards Strategic Human Resources Management 11 4.0 Conclusion 14 5.0 References 15 1.0 Introduction In the last few decades, there have been extensive changes and transformations in the perspective of organizational behaviour as a whole. To quote Smilansky (1997), “organizational change has become a permanent state of affairs”. The rapid changes in the technology...
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...REF CODE: Admin & Clerical FOR OFFICE USE ONLY Job Title: Business Manager Position No: Existing Grade: Band 8A Approved Matching Classification CSC: Surgery & Cancer Job Analysis Unit: Surgery Job Evaluation Location: Alexandra Hospital Band code: Reports to: General Manager Accountable to: General Manager Entered By: Job Purpose 1. 2. 3. 4. 5. 6. To lead the operational and service delivery agenda in partnership with clinical colleagues, to meet the agreed plans standards of care and priorities within available resources for these inpatients and outpatient led services. To manage and support the delivery of Cancer and RTT performance standards for the Trust, including administration of performance management and monitoring, ensuring development of systems and processes to ensure the achievement of key national and financial targets, and local objectives within the CSC, including the development of action/ recovery plans, and the implementation/ monitoring thereof. To contribute to the achievement of the Divisional and Trust strategic and operational objectives. Development of robust business cases, working with the finance and performance business partners, making use of income and expenditure information to support service strategy. Supporting the development of the annual business plan for the Clinical Service Centre. Project management of service improvement and process improvement...
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...deliver it commenced in June of that year. The support of Department for International Development (DfID) during the years 2007 and 2008 has been fundamental in facilitating the achievement of major elements of the strategy. For the years 2009 and 2010, whilst the key themes of the human resources strategy remain in place, the focus of action shifts to building on achievements to date to cement them into the regular operating practices of the Federation. This is particularly the case in the seven zone offices that sit at the heart of the new operating model. In the context of the 2008 to 2010 strategy, and like the years 2007 and 2008, additional financial resources will be required to support key strategic interventions that will enable the HR department to implement and then operationalise major changes that can be absorbed into the regular operating budget of the department. The Federation can only move forward on HR initiatives by building consensus amongst leaders and the HR community on priorities and approaches. Through a target audience of HR professionals in the Secretariat and National Societies, the programme above will facilitate better recruitment, retention, motivation and management of international and local staff throughout the world and, in turn, the better performance of the Federation against the Global Agenda Goals. In particular, a fundamental part of the HR development programme is to better identify and develop talent from under-represented groups at all...
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...Silky Road (SR), has success in the electronic industry, as a general manager. The main office is located in the Kyout Ta Tar Township. We imported high quality electronic items such as Hand phone, telephone, TV, laptop, computer, DVD, etc., from Thailand, South Korea, Hong Kong, USA. We are now 5th place in the market. Therefore we interest in expanding our market share not only in Yangon but also Mandalay and other cities. Vision Our vision is to be the most successful company among top 3 companies in Myanmar by distributing our high quality electronic items to our valuable customers. And we aim to expand our market the whole Myanmar. Mission - To provide high quality items to our customers. - To give the best service to customers. Objective - In 5 years, we must get our aim of to become one of the top companies. Organization structure In this organization structure, my position is under CEO. I am responsible for my under departments, marketing, finance, HR, IT and warehousing. In this assignment I am going to discuss my personal development plan and how I will develop my personal skills which will help me in my current situation. Personal development plan (PDP) is a structured and supported process undertaken by an individual to reflect upon their own learning, performance and achievement and to plan for their personal, educational and career development. In accordance with the requirement of Task 1, it is needed to identify...
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