...CSR and the link to HRM Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization. (3) HRM includes planning, recruiting, retaining, training, developing, salaries, benefits, hiring, firing and evaluating performances. Corporate Social Responsibility plays a big role with HRM. CSR refers to business practices involving initiatives that benefit society. (4) There is a linkage between the two. Companies with more developed HRM, have more developed CSR policies. The goal of HRM in relation to CSR is to understand the foundation that is required to be in place to promote growth of a high performance CSR organization and design a framework for the organization that aims to become a high performing CSR organization. (1) It benefits the company and society as a whole. When you are selecting employees and trying to recruit a certain employee, you want to have CSR and HRM policies stated in stone so you can find the perfect employee to match your criteria. For example, if your company believes that using paper over plastic is better for the environment, you’re going to want to hire an employee who is interested in helping the environment as well. Positive results come from employees who are interested and happy with the company they work for. You want to choose employees that share the same values and interests as you (the company) do. You work better together if you agree with the same policies. Employees who...
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...Problem Solution: Riordan Manufacturing Riordan Manufacturing (Riordan) is a global plastics company owned by a Fortune 1000 enterprise, Riordan Industries. It produces plastic beverage containers in Albany, Georgia, custom plastic parts in Pontiac, Michigan and plastic fan parts in Hangzhou, China. Riordan's Research and Development is conducted in San Jose, California, corporate headquarters. Declining sales and profits has forced Riordan to change its sales processes and adopt a customer-relationship management system (CRM). A team approach was implemented with the expectation that sales will improve. Each sales team consists of a sales person, product engineer, and customer service representative (Apollo Group, Inc., 2004). Riordan's managers have noticed that there is a decline in morale and work ethic. An annual employee survey indicated that employees are dissatisfied with the current reward system as well as benefits and overall satisfaction. The company is concerned that dissatisfied employees will find employment elsewhere. Riordan's President does not feel comfortable with changing the compensation system and the company has allocated $50,000 to hire an independent human resource (HR) consultant to analysis the issues in the employee survey. The HR consultant presented a proposal to redesign Riordan Manufacturing’s compensation and reward system which suggested a salary survey of the company's positions be conducted to determine current market positioning and...
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...Ph.D. Research Proposal Area of Research: Human Resources GREEN HUMAN RESOURCEMANAGEMENT PRACTICES IN ANKLESHWAR CHEMICAL FACTORIES Table of Contents Page No. CHAPTER 1 INTRODUCTION………………………………………………..03 1.1 What is Green?............................................................................................. .04 1.2 What is Green HRM?.................................................................................. .04 1.3 Why HR?...................................................................................................... ...06 1.4 Some Practices and Example…………………………………......................07 1.5 Chemical Industry Profile…………………………………………………..08 CHAPTER 2 REVIEW OF LITERATURE……………………………………09 CHAPTER 3 IMPORTANCE OF THE STUDY………………………………11 3.1 Green HRM Practices……………………………………………………….13 CHAPTER 4 OBJECTIVES OF THE STUDY………………………………..18 CHAPTER 5 HYPOTHESIS……………………………………………………19 CHAPTER 6 RESEARCH METHODOLOGY……………………………....19 CHAPTER 7 BIBLIOGRAPHY AND WEBLIOGRAPHY…………………..20 CHAPTER 8 END NOTE……………………………………………………….20 1. INTRODUCTION GREEN Green is the colour of emeralds,Jade, and growing grass. Green is the colour most commonly associated with nature and the environmental movement, Islam, spring, hope and envy. The term Green is derived from the German word Grun and Grene. The first recorded use of the word as a color as term in Old English dates to AD 700. In (Germanic, Romance...
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...| | | | |Student |: |Khandakar Sayma Nasrin | | | |ID # W101184 | |Supervised by |: |Mrs. Rekha Roy | | | |Executive Accounts, HAMKO Corporation | |Submitted to |: |UCSI University | Preface The mandatory internship in BA (hons) in Accounting program is very beneficial to have practical experience of how things really done in workplace. Being a student who wants to become an accounting professional, the best place to gain practical understanding of accounting was to do internship in the accounting department of any organization. I took the internship with Hamko Corporation that is a prominent Battery & energy storage manufacturer in Bangladesh. I am proud to get the opportunity to work as an intern in the organization and this experience will surely help me in my future as an accounting...
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...American multinational corporation that is engaged in the design, development, manufacturing and worldwide marketing and selling of footwear, apparel, equipment, accessories and services. The company is headquartered near Beaverton, Oregon, in the Portland metropolitan area, and is one of only two Fortune 500 companies headquartered in Oregon. It is one of the world's largest suppliers of athletic shoes and apparel and a major manufacturer of sports equipment, with revenue in excess of US$24.1 billion in its fiscal year 2012 (ending May 31, 2012). As of 2012, it employed more than 44,000 people worldwide. The brand alone is valued at $10.7 billion, making it the most valuable brand among sports businesses. The company was founded on January 25, 1964 as Blue Ribbon Sports by Bill Bowerman and Phil Knight, and officially became Nike, Inc. on May 30, 1971. The company takes its name from Nike (Greek Νίκη), the Greek goddess of victory. Nike markets its products under its own brand, as well as Nike Golf, Nike Pro, Nike+, Air Jordan, Nike Skateboarding, and subsidiaries including Hurley International and Converse. Nike also owned Bauer Hockey (later renamed Nike Bauer) between 1995 and 2008, and previously owned Cole Haan and Umbro. In addition to manufacturing sportswear and equipment, the company operates retail stores under the Niketown name. Nike sponsors many high-profile athletes and sports teams around the world, with the highly recognized trademarks of "Just Do It" and the Swoosh...
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...| Syllabus School of Business HRM/319 Version 1 Human Resource Information Systems | Copyright © 2009 by University of Phoenix. All rights reserved. Course Description This course focuses on the interface of the human resource management functions of an organization with computer technology. It identifies issues involved in creating, implementing, and maintaining human resources systems and the benefits of human resources systems. The class explores key topics in depth using computer analysis models to aid in managerial decision areas such as staffing, employee development, position management, total compensation, outsourcing options, and professional development. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Ceriello, V. R., & Freeman, C. (1998). Human resource management systems: Strategies, tactics and techniques revised and expanded edition (2nd ed.). Hoboken, NJ: John...
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...Instructor’s Manual for Fundamentals of Human Resource Management, 4th edition Chapter One: Managing Human Resources [pic] Welcome to your guide to teaching Chapter One, Managing Human Resources! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions, suggested use of internet exercises and self-assessments from the online learning center, video resource notes and discussion questions, and suggested uses for the PowerPoint slides contained in your Instructor Resources. Instructor’s Manual Highlights: Chapter One Roadmap We hope you find each chapter of your Instructor Manual practical and useful, but also, exciting! You can adapt the chapter text, the PowerPoint, and the video to work in an online class environment, a guided independent study environment, or a face to face or on-ground environment. ✓ When presenting Chapter One, have the students first read the chapter and encourage them to absorb the “big picture” of Human Resource Management. ✓ Use the PowerPoint for Chapter One to frame your lecture. This Instructor’s Manual will provide you with a suggested placement of the PowerPoint alongside your Lectures. ✓ Then, have your students watch the Video Case on the “Creative Corporation,” and facilitate an in-class or an on-line discussion highlighting the lessons contained in that Case. ✓ Have students read and discuss the end-of-chapter...
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...Shanghai JJS Garment Accessory Company’s HR department. This practical part will be evaluated the basis of my practical experience and submitted to my supervisor. The topic of the report is “HRM Practices in Shanghai JJS Garment Accessory Mfg. Co. Ltd. As a part of my internship program for my BBA I got the opportunity to do internship in a garments manufacturing company named Shanghai JJS Garment Accessory Mfg. Co. Ltd. My internship period started from 10th February 2015, and ended at 10th may 2015. In Shanghai JJS Garment Accessory Mfg. Co. Ltd I was assigned in the Human Resource department. My project topics covered the aspects of the HR department and the various issues related to it in respect to the company. The topic was approved by my university supervisor Ayesha Binte Safiullah (lecturer of University of Information Technology & Sciences (UITS). 1.2 Background of the Study It is a great opportunity to learn about the corporate culture during the internship as an Assistant Manager of Shanghai JJS Garment Accessory Mfg. Co. Ltd. I got a chance to prepare my internship report on the topic HRM Practices Shanghai JJS Garment Accessory Mfg. Co. Ltd. This opportunity helps me to learn about the administrative and HR Directorate. Shanghai JJS Garment Accessory Mfg. Co. Ltd. is a Garment company.. During the job I got enough knowledge about the functions of various departments and the functions of HR & Admin. It’s really impossible to highlight all the activities of the...
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...How to Manage People in SMEs in Context (Walkers Engineering Ltd. Case Study) Introduction and background of the case Walkers Engineering Ltd. is a small and medium family-run enterprise with 225 employees, and is partially unionized. The company manufactures plastic mouldings and bins, enjoying a good reputation for its quality. In order to remain profitable and a leader position in the market, the company plans to take some radical changes in new technology, working practices and reorganization of the workforce. The strategic agenda for Walkers Engineering is to start pilot scheme from the manufacturing section with acute problems and then to transform organization-wide. In this assignment, based on the overall situation of Walkers Engineering, specific problems in the organization, especially from manufacturing department will be discussed, and realistic solutions affecting the company will be addressed in according to the practice and management knowledge. Meanwhile, the relevant implementation would be introduced for comparison provided this organization was operating in China. Main problems in Walker Engineering As many people have mentioned, nothing is perfect in the world and ‘there is always a room for improvement (Cheetham, 2009). As one of functional department full of shop floorers in Walker Engineering, manufacturing section is involved in producing bins and packing and dispatching them. It gets many problems indentified, which partly reflect the management...
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...Introduction Human resource management is a field that is concerned with issues that relate to employees. The employees are the main resource for the company as they determine the success or failure of the company. The needs and expectations of these employees should be taken with a lot of concerns in the long run. Human resource management is a process of managing people in the best way so that they can contribute towards attaining the goals of the company. This is meant to manage people in the best way possible and also award them well with an aim of motivating them to be more productive. Task 1 Some people claim that there no differences between personnel management and human resource management. Both of them are important management sectors that work together for the growth of the organization, by managing and serving their employees. It was found that, nowadays, HRM has a broader scope than personnel management. Personnel management involves planning for a short time period while human resource management is concerned with long term planning. 1. Personnel management deals with employees, their payroll and employment laws. On the other hand, Human Resources Management deals with the management of the work force, and contributes to an organization’s success. 2. HRM basically deals with developing personnel management skills. It is Human Resources Management that develops a team of employees for an organization. 3. While Personnel management is external for the locus of...
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...Assignment 2: Toyota BUSI2701H Name: Ronnel Belda Student CUID: 100847861 Executive Summary: With thorough understanding of the benefits and cost involved in allowing Toyota to operate in the country, it is apparent that the company should be permitted to expand in the country. This proposal was based on the numerous benefits that exceed the risks associated with the operation. These benefits include the mass production that will upsurge the country’s export and employment, and help produce supporting industries. In 2012, Toyota manufactured 9.75 million vehicles1. In addition, Toyota’s large sales will generate high tax revenue. In 2012, Toyota’s net revenue was $226,106 million2. Moreover, Toyota provides training to individuals that will improve the country’s level of knowledge. Furthermore, Toyota’s competitiveness will influence its rivals to operate in the same country. In addition, Toyota also operates in non-automotive business. Lastly, Toyota can improve its products and services in the country. Company Description: Toyota Motor Corporation, established by Kiichiro Toyota in 1937, is a Japan-based automaker company headquartered in Toyota, Aichi, Japan3. The company offers various types of vehicles such as sedans, minivans, 2BOX cars, sport-utility vehicles, and trucks, as well as car related parts and accessories. Moreover, Toyota extends its corporation to non-automotive business, including housing, financial services, communications...
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...EPG SHRM Foundation’s Effective Practice Guidelines Series HRM’s Role in Corporate Social and Environmental Sustainability Produced in partnership with the World Federation of People Management Associations (WFPMA) and the North American Human Resource Management Association (NAHRMA) HRM’s Role in Corporate Social and Environmental Sustainability This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM®). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2012 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part...
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...Effective Human Resource Management Practices Name University Affiliation Effective Human Resource Management Practices BINZ Limited is a manufacturing company that deals with plastic containers, however recently it has been experiencing managerial problems. Fred is an expert in consultation and in this day, he has paid a visit on invitation to help the firm solve some of its managerial issues. According to the executives of BINZ Inc, the major problems they are facing as a company is meeting the set target on output of about ten thousand units per month, currently the maximum average output is six thousand units per month. Another problem the company is facing is production of substandard goods that are not surpassing the set quality standards, according to Barney; about four to five percent of the outputs are defective thus discarded. This and other hurdles experienced in day-to-day operations of BINZ Inc are lowering profit margins and overall income. Having the problems facing BINZ Inc and assuming the role of Fred as a consultant, I will take my time to listen to the executives for me to understand the problems deeply as I prepare to give the relevant advice on what is to be done. Secondly asking more questions can be a fundamental step of understanding the company’s operations well. Some of the questions that I may be interested to ask are about the relevant skills and qualification of various staff personnel, inventory management methods used and remuneration...
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...Team Project Unilever: HRM Strategies Unilever HR Team Fengho Natalya Raul Acsenda School of Management Professor: Pomponia Martinez, M.A.M. BHRM490: HRM STRATEGIES AND WORKPLACE DEVELOPMENT April 28, 2015 Table of Contents Introduction………………………………………………………………………………3 Strategic Directions and Priorities………………………………………………………4 Strategic Action Plans……………………………………………………………………5 Forecasting and SWOT Analysis…………………………………………………………5 Alternative 1 (hire more employees)………………………………………………7 Alternative 2 (create Green technology inspires innovative products)…………….8 Alternative 3 (new techniques to help increase its productivity)…………………..8 Alternative 4 (technological advancement “Automation and Robotics”)………….9 Recruitment………………………………………………………………….………….…10 Training and Development……………………………………………………………….11 Sustainable living plan ………………………………………………………………….15 Performance Management…………………………………………………………………17 Recommendation …………...……………………………………………………………18 Conclusion………………………………………………………………………………….19 References………………………………………………………………………………….19 Introduction Unilever is a multinational company, headquartered in London and Rotterdam. Its products include cleaning agents, personal care, food and beverages. Among their brand are Dove, Axe, Rexona, Magnum and other. The company operates in more than 190 countries and is used by over 2 billion people every day. Their main competitors are Nestlé, Procter & Gamble, L’Oréal, Danone. Unilever is publicly traded...
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...Measuring the impact of HRM on organisational performance Anastasia A. Katou University of Macedonia (GREECE) akatou@uom.gr Received September 2008 Accepted December 2008 Abstract: The purpose of this paper is to measure the impact of HRM on organisational performance in the context of Greece. Data were collected from 178 organisations using a questionnaire survey in the Greek manufacturing sector, and analysed using the ‘structural equation modelling’ methodology. The results indicated that the relationship between HRM policies (resourcing and development, compensation and incentives, involvement and job design) and organisational performance is partially mediated through HRM outcomes (skills, attitudes, behaviour), and it is influenced by business strategies (cost, quality, innovation). Thus, the contribution of this study for academics and practitioners is that HRM policies associated with business strategies will affect organisational performance through HRM outcomes. Keywords: HRM policies, organisational performance, Greece 1 Introduction Over the last ten years significant steps forward have been made in identifying the HRM – performance relationship. However, serious gaps in our understanding still remain with respect to the causal ordering of the variables involved in the HRM – performance relationship (Purcell, Kinnie, Hutchinson, Rayton, & Swart, 2003; Wright, Gardner, Moyniham, & Allen, 2005). Specifically, in analysing the impact of HRM on organisational...
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