...Human Resources for SME Competitive Advantage: A Pakistan Survey Questionnaier 12/18/2014 Abdul Salam Khan - 10657 Sara Salim - Amber – Hina – Faiza Naeem - Daniyal Hassan - Course Fascilitator: Dr. Naveed R. Khan Introduction: By Amber Problem Statement: The intention of this report is to focus on the comparative analysis of Human Resources for Small and Medium Enterprises (SME) in Pakistan. Past researches have primarily focused on the relationship between individual human resource (HR) practices and firm performance, but the recent research studies are based on different factors of Human Resource practices and their impact on performance outcomes. In Pakistan, Human Resource Management is in developing stage & most of the companies are trying to adopt the best practices of it. Research Objective: The objective of this report is to highlight the comparative research of Human Reources factors in Small and Medium Enterprises (SMEs) in Pakistan. Research Question: In view of the above discussion the following research question have been constructed: Q1. To what extend do the firm’s apply Human Resource Practices in SMEs. This research question examines the comparative analysis of adoption of HR practices in SMEs. Conclusion: SMEs played a vital and significant role in the development of the country’s economy. Most developed countries provide facilities to...
Words: 6798 - Pages: 28
...Case study – Spanning the globe, Allen D. Engle, Sr. Introduction Eric Christopher was the Associate Director for Global HR Development at Tex-Mark. He got a very good education in Europe, he travelled a lot around the world and he could speak many languages as well. Tex-Mark was a firm in the printer and optical scanner industry. It had international production facilities. Eric had two meetings: one with the Plant Engineer (Fred) and one with the Director. Eric knew also the plans that the company wanted costs cut and the Vice President for HR wants this by having cheaper training programs, shorter expatriate assignments and a faster appointment of HCNs. At the first meeting, Eric realized that Fred’s team did not relate well to their Mexican counterparts and Tex-Mark did not treat the local and national government agencies with enough respect and sensitivity. Although, it seemed that Fred will get a good position in India, but in the last minute, another candidate got it. Eric thought that this was due to Fred’s unwillingness to train and hand over responsibilities to local engineers and his inability to work well with district and federal regulations in India. After the first meeting, Eric prepared for the second one with the Director and gathered all the necessary data. He realized that there is a big need for language training because China is more challenging, but this causes language problems and cultural difficulties as well. He was also thinking on the repatriation...
Words: 1867 - Pages: 8
...facilities. Eric hat two meetings: one with the Plant Engineer (Fred) and one with the Director. Eric knew also the plans that the company wanted costs cut and the Vice President for HR wants this by having cheaper training programs, shorter expatriate assignments and a faster appointment of HCNs. At the first meeting, Eric realized that Fred’s team did not relate well to their Mexican counterparts and Tex-Mark did not treat the local and national government agencies with enough respect and sensitivity. Although, it seemed that Fred will get a good position in India, but in the last minute, another candidate got it. Eric thought that this was due to Fred’s unwillingness to train and hand over responsibilities to local engineers and his inability to work well with district and federal regulations in India. After the first meeting, Eric prepared for the second one with the Director and gathered all the necessary data. He realized that there is a big need for language training because China is more challenging, but this causes language problems and cultural difficulties as well. He was also thinking on the repatriation, so he searched the data on repatriate turnover. HR Analysis The strength of the HR manager department is the innovativeness, they offer many career opportunities for their employees and they also care about them. They have good strategies for expatriate preparation and on-assignment support. They also support the expatriate’s family with job search activities and they help finding...
Words: 1858 - Pages: 8
...2012 Citibank Plans for Changing Staffing Needs The year the Citibank HR manager was given to assess the staffing needs in Australia were important to the success of the bank in this location. It gave time to formulate a plan for the recruitment and selection in hiring of personnel through assessment of all facets of expatriate issues. This would include the recruitment, selection and take into the account of cultural suitability and adjustment that will automatically occur when an expatriate comes to work from another country. Recruitment and selection would be pivotal in creating Citibank as a global presence in Australia. Recruitment is defined as searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs. Whereas, selection is the process of gathering information for the purposes of evaluating and deciding who should be employed in particular jobs. (Dowling, Festing & Engle, Sr., 2009) It is important to note that recruitment and selection are discrete processes and both processes need to operate effectively if the firm is effectively to manage its staffing process. For example, a firm may have an excellent selection system for evaluating candidates but if there are insufficient candidates to evaluate then this selection system is less than effective. Both processes must operate effectively for optimal staffing decisions to be made. (Dowling, Festing...
Words: 549 - Pages: 3
...the facts, history, legislative regulations, controversial aspects and opinions Explanation of the facts, history, legislative regulations, controversial aspects and opinions MANDATED NURSE PATIENT RATIO How does it affect you and your loved ones? Nurse patient ratio for safe care means when the staffing between the nurses and the patients are safe to provide the care patients need to get well in the hospital or nursing homes. Why is this important? Several studies have shown that patients get well faster and safer when they receive more nursing care. Even more importantly according to Linda Aiken study (2003), mortality rates and staffing ratios are closely tied. Each additional patient per RN after four patients, chances of dying in the hospital is increased by 7%.Patient on a surgical unit with patient –RN ratio of 8:1 were 31% more likely to die within 30days than those on surgical units with ratios of 4:1.Studies have shown that more infections like UTI, pneumonia, shock or cardiac arrest increases when patients receive fewer hours of nursing care. Medication errors and unsafe hand washing techniques were found more in increased patient workloads. Unsafe staffing gave more job dissatisfaction, job burnout and more nurses quit or drove nurses away from nursing. This increased mandatory overtime and increased nurse...
Words: 3918 - Pages: 16
...Selection is the process of matching individual characteristics such as ability and experience with the requirement of the job. The main two differences between domestic and international selection are that managers should take into staffing orientation of particular company, in other words who should take the key positions in headquarters and subsidiaries also they should take into account laws and regulations of host country. Further in this paper it will be discussed different types of employees, factors that influence stuffing and criteria for candidate selection and validation. In the practical part all the issues mentioned above will be addressed on the example of two companies that are going through changes one of which is the recruitment of the personnel. Theoretical part Staffing orientation As it was said in introduction one of the main obstacles that managers are facing during the selection process of future expatriates is that many companies have predispositions with regard to who should take top positions in headquarter and subsidiaries or in other words Staffing orientation. There are four types of staffing orientation 1. Ethnocentric It is used in companies that have primary international strategic orientation. In this type of staffing orientation headquarters are sending employees from the home or parent countries to the host country. It means that subsidiaries are controlled by stuff from home country and decisions are...
Words: 2599 - Pages: 11
...Management Is My Business By: Course: MGT 330 Professor: Date: Our five senses are essential to our everyday life. They help us navigate, explore and experience things that are new and common to us. Without them we would miss out on a lot of things in life and opportunities. Also, there are ways to overcome certain circumstances where as if one of our senses didn’t function properly, like a stuffy nose or watery eyes. The five functions of management are like our five senses in the business world. Without them, managers and teams all over the world would be clueless on how to manage an organization properly and effectively. If used properly they can lead to positive and long-lasting outcomes within an organization. I’ve been working within my family’s business since the day we bought it back in 2005. We own a 100 room hotel with a bar and restaurant. The main entity that we operate is the hotel, which is independent or non-franchised; the other two are leased out. The hotel consists of four main departments; they are management, front desk, housekeeping and maintenance. In order to get the business up and running to our standards we had to do a lot of trial and error and come up with new ways to make money and save some too. We had to do some planning and come up with some organizational goals. Then we had to organize departments, jobs and responsibilities involved in each department. Next, we had to hire a staff to fill the positions created from organizing. After...
Words: 2387 - Pages: 10
...Binus International University International Business International Human Resource Management Mid Exam Revision 1 – Introduction IHRM Definition • Covers all issues related to management of people in an international context. • IHRM covers a wide range of HR issues facing MNCs in different parts of their organizations and include comparative analyses of HRM in different countries. HRM Activities • Human Resource Planning (Ensure best fit between employees and jobs) • Staffing (Includes Employee Recruitment, Selection and Placement) • Performance Management (Ensure goals met in effective and efficient manner) • Training and Development (Bettering performance of employees in organizations) • Compensation and Benefits (Awarding employees monetarily or non for work done) • Industrial Relations (Dealing with employee relations) • 3 Dimensions of IHRM: 1. Broad human resource activities of procurement, allocation and utilization 2. National or country categories involved in international HRM activities o Host Country – Where subsidiary may be located o Home Country – Where HQs may be located o Other Country – Where labour, finance and other inputs are obtained from 3. 3 Categories of employees of an international firm o PCN – Parent Country Nationals (Nationals where HQ is located) o HCN – Host Country Nationals (Nationals where subsidiary/facility is located) o TCN – Third Country Nationals (Nationals where resources are...
Words: 5428 - Pages: 22
...STAFFING AT WAL-MART Staffing at Wal-mart Christopher Rogers Grand Canyon University AMP-34 Human Resources 8/15/10 Staffing at Wal-Mart Title VII is an amendment to the Civil Rights Act of 1964. Discrimination was abundant prior to the amendment. Discrimination was not just limited to race but was becoming clear that gender was as well. As time went on several additions to the act was also incorporated. Discrimination against pregnant women, handicapped people, race, religion just to name a few was a common practice. Title VII was the beginning of many changes to combat discrimination. The government established Equal Employment Opportunity Commission (EEOC) to enforce the anti-discrimination laws. They were allowed to levy fines and other penalties to those employers that discriminated against the protected groups. The EEOC also established a training and information program to assist employers to avoid discriminating. Basically Title VII was to ensure that everyone had the same opportunity regardless of gender, race, handicapped, or any of the other protected groups. At Wal-mart gender equality is still an issue.” Statistics show that females lag behind men in almost all categories. From 1996 to 2001 Wal-Mart had a 50% increase in employment yet, the number of women during the same period declined from 67% to 64%”. (Mark 2003) The Dukes vs., Wal-mart discrimination suit filed in 2000 is still pending. “The case started in 2000, when a 54-year-old Wal-Mart worker...
Words: 843 - Pages: 4
...that human resources play an important role in developing and sustaining a competitive advantage in today’s highly competitive global business environment. As a result, Multinational companies increasingly use expatriates on short-term and long-term international job assignments for a variety of purposes, such as to acquire and transfer knowledge, to manage a foreign subsidiary, to fill a staffing need, to maintain communication, coordination, and control between subsidiaries and corporate headquarters, and to develop global leadership competence. Given this, successful expatriate assignments are indispensable to Multinational companies for both developmental and functional reasons. Training: An expatriate’s success in the host country is largely determined by his or her cross-cultural adjustment to the host country. While immersed in the new culture, expatriates are ‘removed from the comfortable environment of their parental culture and placed in a less familiar culture’ and are susceptible to adjustment problems because of numerous challenges that inhibit their cross-cultural adjustment like the need to speak the foreign language, to cope with culture shock, to understand different laws and customs, and to interact with local nationals. Scholarly research that has been conducted in recent years suggests that expatriates who are not prepared to confront the challenges (e.g., to cope with culture shock) find it difficult to adjust and hence incur, and impose on others, costly...
Words: 3728 - Pages: 15
...years, but are now beginning to merge. With more and more Western companies opening offices in China, managers are using hybrid styles of management. The combining of Chinese and Western styles of management have helped both companies and managers to become successful. This is due to the positive manager-employee relationships that develop and lead to high job satisfaction. Chinese managers are creating strong relationships and social networks not only within their company, but with other mangers working at different companies throughout the world. Companies that open offices in China often use expatriates to manage employees and set the corporate culture. When using expatriates, companies want to ensure that the very best are sent to work in China. These managers are able to build strong relationships and interact within the Chinese culture and with Chinese managers. The development of combined management styles is what has helped China to become the world’s leader in the current market setting. Traditional Management Styles of the United States versus China Introduction In recent decades, the rapid economic development of Asia is one of the most important events in history. This development continues today, and there is every reason to anticipate that it will continue indefinitely, unless derailed by possible but unlikely international conflicts. At the core of China’s economic development are business managers who sustain and create Chinese companies. Their current...
Words: 5687 - Pages: 23
...A Case Study in Staffing (Note that this Case Study was included in the First Edition of the text, but was removed from the Second Edition for space considerations). Metropolitan Motor Company (MMC) decided to open a new assembly plant in southwest Tennessee for their new compact passenger car line. The plant would require a workforce of approximately 1700 production workers, 370 supervisors and managers, 125 engineers and engineering technicians, and 110 administrative and office personnel. The cafeteria and security functions would be outsourced to independent contractors. Below, we describe the sequence that was used to staff the hourly production positions in this new facility. Before announcing the location of the facility, MMC did some investigation of the educational characteristics of the labor force in Tennessee, as well as a review of the secondary school system in a five county area surrounding the plant site. It decided to give first priority in employment for entry level and skilled positions to residents in the five county area, then to Tennessee residents, and finally to anyone, regardless of place of residence. The VP of corporate HR took several trips to talk to state and local officials about locating the facility in the area. State Department of Labor officials agreed that the state employment offices would accept and screen applications for entry level positions, using criteria developed by MMC. To ensure an adequate pool of applicants, MMC posted...
Words: 943 - Pages: 4
...stiff competition from stores such as Wal-Mart and Target. Costco, a members’ wholesale retail store, was founded in 1983 in Washington by Jeffrey Brotman, who serves as the current Chairman of the board of directors and James Sinegal, the current company president. Costco has not been spared by the current global economic conditions. They have affected it in a number of ways that have made the company’s management respond in a manner that is meant to ensure that the business not only survives but grows even stronger. First, Costco has taken strong measures to keep enough employee numbers. Customers are better served by employees who are in good health. Employees are not going to be in good health if they work long hours and cannot visit a doctor when sick. Costco employees work normal hours since there are enough employees to serve the company’s customers. While other stores such as Wal-Mart have seen it fit to downsize their workforces, Costco has moved to ensure that employees are of the right numbers all over its stores within and without the United States. Secondly, the current tough global economic conditions have driven Costco into extending good salaries to its employees. The good compensation has ensured that employees are well motivated and ready to serve customers in a better manner. As counter intuitive as this approach sounds excellent customer service to members has led to expansion of membership and an increase in profitability. It has also followed labor laws...
Words: 4526 - Pages: 19
...Marco’s Restaurant Problem Solving Report 1. Current Business Status Marcro’s restaurant business in recent years is not as satisfactory as before. Its monthly net profit fell dramatically form ￡3,500 to ￡50 between 1994 and 2005. What is worse, starting form 2006 , the restaurant has been suffering negative profits from -￡200 to -￡50 in 2009. As the poor situation described above, Marcro’s restaurant may face bankruptcy in next half a year. In order to return the company back to be profitable, effective actions must be taken immediately. In this report, Measures are proposed based on the problems the restaurant has currently in different aspects which are: costing, menu, opening hours, staffing kitchen customer service, restaurant décor and atmosphere, competition and management style. 2. Problems and Suggested Actions 2.1 Cost and Menu Current problems: ➢ The menu is too elaborate which contains 15 types of pasta 25 types of pizza and 12 types of desserts. This leads to high costs and wastage of ingredients every day. ➢ The Menu is all written in Italian that confuses customers when ordering food. ➢ From the perspective of some customers, the menu is a bit dated which has been kept the same all the time. Besides, they think the food is comparatively higher than food in similar restaurants. Suggested actions: ➢ Conduct a survey among customers to get feedback about their favorites. According to the survey, simplify the menu and select 8 most popular types...
Words: 1594 - Pages: 7
...Melonie Miller Organizational Systems and Quality Leadership Task 1 A: Delivering quality care is the priority of the nursing profession as an institution and in order to facilitate this, data driven indicators are employed to measure how effective the care environment is. These nursing sensitive indicators include complications such as urinary tract infection, patient falls, surgical complications, length of hospital stay, restraint prevalence, incidences of failure to rescue, patient satisfaction, pressure ulcers and nursing satisfaction. In the case of Mr. J, the demented rabbi, who as a nurse supervisor I am responsible for, nursing sensitive indicators are crucial in monitoring the level of care and making adjustments so that the patient will recover as quickly as possible. Modern nursing, aided by linear flowcharts uses the Pareto principle that states 80% of process or system problems come from 20% of the possible causal factors (Cherry, 2011). This means that by identifying the key and most obnoxious causal factors and focusing effort on relieving them, the problems can have viable solutions. An example of the need to focus on nursing sensitive indicators is the fact that restraints were used on the patient despite only having mild dementia and no previous incident as well as the restraints causing a pressure ulcer would indicate that the patient isn’t receiving the care he deserves. From these two metrics I would assign a CNA to watch over him periodically and release...
Words: 1097 - Pages: 5
