Premium Essay

21st Century Hr Organization

In: Business and Management

Submitted By charithcjay
Words 1720
Pages 7
The world of Hayleys was initially started its business in 1878 as Chas P. Hayleys and company in Sri Lanka, was incorporated as Hayleys Ltd in the year 1952. Today it is known as the world of Hayelys with a globally competitive business portfolio spanning over 12 different sectors of enterprise. The main business portfolio of world of Hayley’s fall under seven broad categories such as: * Global market and manufacturing * Agriculture and plantation * Logistics and transportation * Leisure and aviation * Consumer products * Power and energy
Out of the sectors under consumer products comes the Hayleys Consumer Products Limited and the Consumer lighting, Consumer products contributes about 7% of the group’s total turnover. Hayleys Consumer Products limited hosts home for many of the world renown brands in Sri Lanka such as Downy, Gillette, Olay, Whispers, Tide, Pantene, Kiwi, Pringles, Fujifilm, GP Batteries, 3M, Head and Shoulders, Philips and etc. These brands are basically operated under few divisions such as Consumer Lighting, Consumer Imaging and Information, Consumer Healthcare, P&G products, New Business development. There is a supermarket channel owned by the Hayleys consumer named Haymart and there are outlets owned by Hayleys for perspective brands such as Hayleys Café Pixel for consumer imaging and information and Lighting craft for consumer lighting. Hayleys consumer products have reached a range of 70, 000 outlets throughout the country and expanding their business day by day as the corporate leader of the Sri Lankan market.

During the last two years the group has delivered an increase in turnover of Rs.8.1bn from the previous financial year. The group over the years has experienced a steady growth in terms of increased operations and simultaneously increased and favorable numerals. The share prices of the Hayley’s group...

Similar Documents

Premium Essay

Hr Competencies of the 21st Century

...Chenise Wade HRMN 495 05 Oct 2015 HR Competencies of the 21st Century The old-fashioned role of HR in the 21st century is shifting into adding HR into organizational business development, which augments extra elements to the distribution of HR services. “In this new role, HR professionals who are managers and supervisors must take on the evolving roles of business partner, change agent, and leader in new organizational structures different from the past” (Business journal, 2008). The purpose of this paper is to expand upon six competencies that are beneficial to human resource professionals in this day and time. A competency can be described as “the success factors that enable the assessment, feedback, development, and reward processes for individuals to take place” (UMUC, 2015). Essential competencies act as the body of knowledge and expertise that each person requires. These can be established through teachings and are quite simple to recognize. Differentiating competencies differentiate higher performance from mediocre performance. Such competencies consist of self-concepts, personalities, and intentions; and while they are tough to cultivate, they can define lasting attainment in the workforce. “With a valid competency-development methodology, one can define, measure, and reward these competencies. Strategic competencies include those that are "core" competencies of the organization....

Words: 729 - Pages: 3

Premium Essay

Global Human Capital Trends

...Global Human Capital Trends 2014 Engaging the 21st-century workforce A report by Deloitte Consulting LLP and Bersin by Deloitte Contents Introduction | 2 | 7 Global Human Capital Trends 2014 survey: Top 10 findings Lead and develop Leaders at all levels | 25 | 35 | | 45 55 Corporate learning redefined Performance management is broken The quest for workforce capability Attract and engage Talent acquisition revisited Beyond retention | 75 | | 87 97 | 65 From diversity to inclusion The overwhelmed employee Transform and reinvent The reskilled HR team | 107 | 117 Talent analytics in practice Race to the cloud | 127 The global and local HR function Editors | 145 | 146 | | 137 Acknowledgements Global Human Capital leaders Human Capital country leaders 147 | 148 Global Human Capital Trends 2014: Engaging the 21st-century workforce Introduction Engaging the 21st-century workforce S we begin 2014, global organizations have left the recession in the rear-view mirror and are positioning themselves aggressively for growth. Sluggishness has given way to expansion. Retrenchment has been replaced by investment. The need for caution has been superseded by the need to take action. Yet as the economic recovery takes hold, businesses realize that the workforce today has changed. Skills are scarce, workers have high expectations, and Millennials are now in charge. Enter the 21st-century workforce....

Words: 45459 - Pages: 182

Premium Essay

Hrm Essay

...HRM is basically about how one manage its people in a effective way in order to gain more productivity and HR means ‘human resource’ that show the people viewed as a resource in an organization, if effectively managed can bring productivity and can be a competitive advantage for an organization. Before putting an argument on how HRM is influencing in a competitive world we need to realize that HR is more than maintaining personnel functions. Corporate and economic development dictated that businesses to remain competitive, needs to view HRM as an evolutionary function. In this essay certain issues and challenges have been discussed that influence HR to remain competitive in this modern world. Firstly it is told about employees are the competitive advantage of a company and to manage it effectively is the primary goal of an organization. This essay is also about how workforce diversity can bring positive and negative impact on organization it is also about how rapid technological changes and globalization had bring challenge for HR professional. The basic point on which this essay focus is about how HRM is actually influencing in the competitive world. In this modern world, where company’s competitive advantage is its employees, their HR has to act as a strategic partner, According to Herzberg views competent employees are the hygiene factors and high performance work systems are motivator in this today’s business world. (Herzberg 1966)”....

Words: 3116 - Pages: 13

Premium Essay

Is Human Ressources a Fashion or Is It Here to Stay

...What is the probability that HRM will be the dominant framework for people management in the 21st century? HRM has evolved from a number of different strands of thought and is best described as a loose philosophy of people management rather than a focused methodology. It derives largely from the 20th century but incorporates older notions about the management of people at work. These ideas have many different roots and they do not fit comfortably within one coherent and self-consistent body of knowledge. One major point of debate has been the difference - if any - between HRM and 'traditional' personnel management. The evolution of HRM continues today as new management theories, fashions and fads are developed. Human resource outsourcing has grown considerably in recent years. The Society for Human Resource Management (SHRM) conducted a poll in August 2008 to gauge the prevalence of HR outsourcing as well as the future plans for it. The research, where applicable, compares the results of the 2008 poll with results of a 2004 survey on the same topic. To answer the question ‘Is HRM a fashion or is it here to stay? What is the probability that HRM will be the dominant framework for people management in the 21st century?” we need to talk first about the past and the future of human resources management and the way it evolved this past few years. Human resource management is undergoing a massive transformation that will change career paths in as-yet uncertain ways....

Words: 871 - Pages: 4

Premium Essay

Analsyis

...The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.). Competency-based management supports the integration of human resources planning with business planning by allowing organizations to assess the current human resource capacity based on their...

Words: 2858 - Pages: 12

Premium Essay

Hrm 530 Week 3 Assignment 1

...Implementation of HR programs and initiatives is the responsibility of the HR Manager which requires the support of the HR Coordinator to ensure the proper execution (Job Descriptions, 2006). Determine which HR job positions you would prefer and explain why. The preferred HR job position would be the HR Manager. There are many reasons why this is such a vital role. The HR Manager is the key position that can ensure that company leadership has a clear understanding of how important human...

Words: 734 - Pages: 3

Premium Essay

Challenges of Business Leaders and Hr Managers Meeting the 21st Century Workforce

...Challenges of business leaders and HR managers when managing the 21st century workforce ” A company’s workforce represents one of its most valuable resources: for this reason the way this workforce is managed represents a critical element in enhancing internal effectiveness and improving the organization’s competitiveness” (Rennie 2003)”. Introduction Most HR management systems available in most firms were formed at a time when business and technological practices were completely different. As the world is becoming more economic globalized so is the workforce. The 21st century workforce will consist of multi-generational team and a mix of minorities. With a more diverse and complex workforce, the challenges facing the HR managers also expands. There are several issues faced by contemporary business leaders. First is globalization-which is the present flow of capital, goods, services, ideas, people, and information virtually. Second is talent acquisition and talent management issues- HR Administrations are still struggling with managing their talent efficiently.  Most corporate employment and talent meanings are reactive and hardly are they future focused. Third is fruitful human capital administration-the explanation to handling your multi-generational staff....

Words: 1411 - Pages: 6

Premium Essay

Electronic Hrm Practice and Organizational Performance

...Since many years now, information technology seems to be affecting individuals and organizations communication and behaviors. The change in Information Technology is faster than any other processes in the organization. One of the major hurdles which the HR department needs to cross is the changing technological environment. The IT possibilities for HRM are endless; in principle all HR processes can be supported by IT. Computers have simplified the task of analyzing vast amounts...

Words: 2862 - Pages: 12

Premium Essay

Hr Practices in Gp Limited

...A Report On HR Practices in GrameenPhone Limited [pic] [pic] [pic] [pic] HR Practices in GrameenPhone Limited Prepared For M. Nazmul Amin Majumder BRAC Business School, BRAC University Prepared By Sabit Rahman Tanim ID: 12264021, Sec.-01 MBA Program [pic] BRAC University Date of Submission: 20 April 2014 LETTER OF TRANSMITTAL 20 April 2014 M. Nazmul Amin Majumder, Ph.D. BRAC Business School, BRAC University Submission of a Report on HR Practices in GrameenPhone Limited Dear Sir, I am highly pleased to submit my report on “HR Practices in GrameenPhone Limited”. In preparing this report I have tried my level best to accumulate relevant information from all the available sources. This report attempts to describe my observations and learning during the course (HRM-502) period. I am very much glad that you have given me the opportunity to prepare this report for you and hope that this report will meet the standards of your judgment. Any limitations in this report will subject to your kind of full consideration. Yours Sincerely, Sabit Rahman Tanim Acknowledgement First of all I would like to thank almighty Allah who has given me the opportunity to complete this report. After that I would like to thank my honorable course instructor M....

Words: 7227 - Pages: 29

Premium Essay

Evolution of Hrm

...Evolution of Human Resource Management 21st Century HR Helping to determine the companies' overall direction, HR departments focus on building organizational capabilities using employee management and development strategies that align with organizational goals. World War I & The emergence of HRM as profession (1911-1914) 20th century witnessed severe labor unrest due to the employment-at-will doctrine and yellow-dog contracts that allowed employers to fire employees at will. Quality of Work life Era (1960s-1990s) HR as an asset and not a liability Prevalence of Labor unions became significant and the personnel department was used to resolve wage-related issues and other differences between the union and management. The personnel manager was responsible for employee attendance, labor-dispute management and general compliances of employee health and safety requirements. Recruitment section of the personnel department dealt mainly with selecting labor employees, along with a few salaried professionals. The Personal Management (1935-1970) Prevalence of Labor unions became significant and the personnel department was used to resolve wage-related issues and other differences between the union and management. The personnel manager was responsible for employee attendance, labor-dispute management and general compliances of employee health and safety requirements. Organizations set up management teams to handle various facets of business....

Words: 432 - Pages: 2

Premium Essay

Shrm

...Moreover, Michie and Sheehan (2005) provide the definition of strategic human resource management as is the process of structurally planned HR tasks and deployment with the intention of enhancing an organization or company to gain its aims. 2.0 Strategic Human Resource Management Strategic human resource management is established through the process of analyzing and design of work, human resource planning, recruiting of employees, selecting employees, training and developing employees’ skills, compensating, performance managing, and employees relating (Noe, 2007). In order to produce certain products and services, tasks that needed to be carried out would need to be grouped together to form jobs. As ideally, jobs would be grouped together with the meaning of operating efficiently in the company’s best interests, analyzing and designing jobs is the first step of SHRM. With this step, fully...

Words: 1615 - Pages: 7

Premium Essay

Case

...Rapid globalization and the transformation of business models in virtually every industry will affect workforce needs in the future, and the implications for senior business executives and their HR leaders.” (Retrieved from http://www.towerswatson.com/en/Press/2012/07/Companies-Facing-a-Global-Shift-in-the-Supply-and-Demand-of-Talent 2. What’s the meaning behind the “search for the purple squirrel” in relation to spotting talent? Is this relevant to non-tech companies, as well? Discuss. “A purple squirrel is a metaphor used by recruiters and human relationship managers to describe the perfect job candidate. Because squirrels in the real world are not often purple, the implication is that finding the perfect job candidate with exactly the right qualifications, education and salary expectations can be a daunting – if not impossible -- task.” (Retrieved from http://whatis.techtarget.com/definition/purple-squirrel) As pressure has mounted on businesses to find qualified employees, the search for the “perfect” candidate has become increasingly competitive. This company calls this “search...

Words: 666 - Pages: 3

Premium Essay

Hr Themes

...The main theme of HR SHARE 2014 is “HR Change and Transformation” It has several sub-themes too. The conference is designed around themes and topics which are aligned to the various complexities that surround business. Main Theme: HR CHANGE AND TRANSFORMATION To accelerate organizational growth and be able to compete on a regional scale and beyond, human resources managers cannot simply follow the traditional paths they used to get the organization where it is today; instead, they need to transform themselves. In other words, HR practitioners need to expand their perspective and explore the world beyond the general HR attributes -- the overall business landscape, the clients as well as the competition. The various challenges facing hr are: Workforce diversity, mobility of talent, problems related to emerging world, strategic talent management etc. The transformation also poses a new challenge to the various HR practitioners that is to develop and demonstrate a new set of competencies to fulfill their changing roles and responsibilities. The implication for HR leaders is clear: HR must be capable of responding to the company's evolving human capital-related needs through the delivery of HR programs and services. What are the steps that should be taken to design intervention for this transformation? How can HR processes are being re-thought, and organizational designs are being re-drawn?...

Words: 2400 - Pages: 10

Premium Essay

Tort and Regulatory Risk

...What can human resources (HR) do to ensure employees are competitive in the 21st century business world? How has HR’s role change over the past few years? Nowadays the direction of human resources goes beyond the staff direction; the human factor has a great weight in the formulation and implementation of strategies, given its capacity to help to strengthen the competitiveness and development of enterprises in a turbulent environment. The human factor is considered a decisive factor in the development of the companies, employee motivation, efficiency and productivity. To ensure the employees competitiveness, the human resources management must understand and adapt to the changing workplace of the 21st century companies. The construction of alliances between companies and the use of technology are also the key to progress. The vision of human resources should be directed towards network style hierarchies instead of the traditional pyramid. The integration of customers, suppliers, collaborators and employees provides companies the advantage of working direct and quickly with what consumers really wants and need. Not only human resources must attract and retain the right and talented people. It is necessary to create and maintain the best working culture that delivers quality, safety and motivation to employees to remain faithful and productive....

Words: 349 - Pages: 2

Premium Essay

Emerging Trends of Human Resource Management

...So, HR manager should use technology to collect, store, analyze and disseminate the data or information regarding HR. Fourth one is Not all HR tools are created equal; by assessing technology used in HRMS (Human Resource Management System) effectively and efficiently which helps to enhance the capabilities of the HR manager. It is the 21st century; all aspects of business become complex and complex, so for HR manager it is opportunity and...

Words: 592 - Pages: 3