...Chapter 01 Human Resource Management: Gaining a Competitive Advantage True / False Questions 1. | Companies have historically looked at HRM as a means to contribute to profitability and quality. True False | 2. | Orientation and skills training are responsibilities of HR personnel involved in analysis and design of work. True False | 3. | The three product lines of HR as a business are administrative services and transactions, business partner services, and strategic partner roles. True False | 4. | The amount of time that the HRM function devotes to administrative tasks is decreasing, and its role as a strategic business partner is increasing. True False | 5. | Advances in technology have decreased HRM's role in providing self-service to employees. True False | 6. | HR functions related to benefits administration such as health plan eligibility status, relocation, and payroll are usually not outsourced. True False | 7. | When a firm shifts to evidence-based HRM, it should stop using workforce analytics. True False | 8. | Evidence-based HR refers to the demonstration that human resources practices have no impact on the company's bottom or key stakeholders. True False | 9. | Intangible assets are equally or more valuable than financial and physical assets, but they are difficult to duplicate or imitate. True False | 10. | In a learning organization, improvements...
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...Split Up HR? Mind the Talent Management Gap: HR-A and HR-LO Abstract Human Resources has gone through ever-evolving changes over the years. They have been transitioning from transactional to becoming a strategic business partner with the high level executives of businesses. They are moving towards becoming the corporate centers of excellence by developing the right metric and analytics, the right talent and understanding how much human capital impacts successful business results. This paper analyzes the trends, contributions, skills and challenges that HR professionals have been and are going through to become the effective Strategic Partner. Mind the Talent Management Gap: HR-A versus HR-LO Ram Charan, a worldwide business adviser and speaker, suggests to eliminate the position of Chief Human Resources Officer and split human resources into 2 strands for the sake of practicality in helping HR build business intelligence to help organizations perform best. One strand would be called something like HR-A for administration, would manage compensation and benefits, and report to the CFO. This strand would view compensation to attract talent and not just a large cost. The other strand would be called something like HR-LO for leadership and organization, would focus on talent development and performance and report to the CEO. High potential line managers from operations or finance with business expertise and people skills would lead HR-LO. Leading employees from HR-LO would...
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...MGT/431 HUMAN RESOURCE MANAGEMENT Prepare a 700- to 1,050-word paper describing the changing role of HR management in response to trends in globalization, technology, diversity, e-business, and ethics. Use at least five references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper Format your report according to APA standards GLOBALIZATION The globalization of Human Resource is characterized and challenged by increasing levels of decentralization. Most international and domestic organizations address this challenge by maintaining one primary Human Resource department with independent regional departments. The primary HR department (particularly in international organizations) faces the challenge of consistency across all locations and offices. The top three challenges include: 1. Variations in social, political, and economic circumstances. 2. Different locations/offices have their own way of doing things and are resistant to change. 3. The perceived value of the HR function varies across locations/offices TECHNOLOGY The increasing complexity of the Human Resource role has prompted managers to find modern solutions to new challenges. Software vendors have stepped up to the plate with software that will streamline information, saving countless hours HR workers previously spent compiling information. New software programs allow employees to have access to personal information...
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...Workforce Differentiation and Strategic Human Resource Management Mark A. Huselid Rutgers University Brian E. Becker State University of New York at Buffalo In this article, the authors focus on the challenges and opportunities associated with integrating the macro and macro domains of the strategic human resource (HR) management literature. Their specific focus is on the development of a differentiated HR architecture in support of strategy execution as a key organizing theme. A focus on strategic capabilities and strategic jobs as the focal point of workforce management system design represents a significant potential source of value creation for most firms. But, also, differentiation by strategic capability instead of hierarchical organizational level represents potential implementation challenges for managers, and theoretical and empirical challenges for academics. Keywords: high-performance work systems; workforce differentiation; strategic human resource management; strategic capabilities A significant divide between the micro and macro levels of theory and analysis is evident in many areas of the organizational sciences. While increasing levels of specialization are often associated with disciplinary growth and maturity, the consequences of this trend can be unfortunate, as answers to important questions in an increasingly global and complex business context will require scholars to draw on the strengths of both perspectives. Corresponding author: Mark A. Department...
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...HR Roles and Responsibilities Human resources (HR) are one of the most important departments of an organization. The human resources department usually deals with hiring, terminations, training, federal regulations, employee benefits, and anything employee related. The main part f their job is focused on the employees. The functions of an HR Professional are to make sure that all employees are treated fairly and equitably and that the needs of the business are balanced against the needs of the employees (Adamson, 2009). The roles and responsibilities of the HR department are crucial to the company’s success. This department must be resilient and adaptable because the business world is constantly changing in regard to globalization, technology, diversity, e-business, and ethics. Globalization Globalization is occurring more frequently these days than in the past and has a major impact on human resources management (HRM). When a business goes global, they need to consider these important factors: employment laws, culture, terminology, and corporate social responsibility ("How globalization effects," 2011). The HR managers are recruiting and selecting from around the world, not just nationally. Other challenges that HR managers must face are managing a diverse workforce, managing pressures for more labor rights in third world countries, managing outsourcing of employees, more part-time temporary work, managing productivity and quality, downsizing the workforce, and coping...
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...THE CHALLENGES OF GLOBALIZATION AND THE ROLE OF HUMAN RESOURCES. Muhammad Aminu Bawa (1) Dr Juhary Ali (2) ABSTRACT The current financial crisis, which has engulfed East Asia since July 1997 and has subsequently spread to Russia and Brazil, is one of the most pressing challenges facing countries and businesses in today's global business environment. Globalization represents the structural making of the world characterized by the free flow of technology and human resources across national boundaries as well as the spread of Information Technology (IT) and mass media presenting an ever-changing and competitive business environment. Two major limitations are observed in the treatment of the twin issues of the responses to the East Asian economic crisis and the coverage of the literature on globalization. While the response to the crisis has focused on macroeconomic aspects, the issue of globalization has been addressed predominantly in and with respect to the developed economies of Western Europe, North America and Japan. This paper is an attempt to address these two limitations. Since the human factor is the key in the new era of globalization (Hassan, 1992; Sims & Sims, 1995), the primary objective of this paper is to present a conceptual framework for effective management of human resources as a response to the growing interaction of globalization and business performance. Three central arguments are made in this paper. (1) That a growing body of evidence converge...
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............................................................................... 4 QUESTION ..................................................................................................................... 4 OVERVIEW ..................................................................................................................... 5 HR AS A STRATEGIC PARTNER .................................................................................. 5 A GLANCE AT STRATEGIC HUMAN RESOURCE MANAGEMENT ............................. 7 VARIOUS HR STRATEGIES EMPLOYED BY ORGANIZATIONS ................................. 7 Fig 1 Strategic Framework for Human Resources .......................................................... 8 LOYAL SOLDIER (INTERNAL/COST HR STRATEGY) .............................................. 8 BARGAIN LABORER (EXTERNAL/COST HR SRATEGY) ......................................... 9 COMMITTED EXPERT (INTERNAL/ DIFFERENTIATION STRATEGY) .................. 10 FREE AGENT (EXTERNAL/DIFFERENTIATION HR STRATEGY) .......................... 10 ALIGNING HR STRATEGIES WITH COMPETITIVE BUSINESS STRATEGIES ......... 11 Table 1 Compitetive strategies and HR strategies ........................................................ 11 SHRM & ORGANISATIONAL PERFORMANCE ........................................................... 12 DEVELOPING & IMPLIMENTING A HIGH PERFORMANCE WORK SYSTEM (HPWS) ...........................................................................................................
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...Managing HR Systems Traditional HR Compared to E-HR --------------------------------------------------------------------------------------------------------------------- Prof. Dr. Khawaja Amjad Saeed * Emails: principal@puhcbf.edu.pk professor@kamjadsaeed.edu.pk --------------------------------------------------------------------------------------------------------------------- Prelude Six activities are needed to achieve efficiency and efficacy in the system of management for an enterprise. These include: Procurement, Production, Personnel, Finance, Marketing and Research & Development (R & D – Now getting replaced through a term entitled: “Innovation”). Synergistic approach on a holistic basis is needed to achieve high performing purpose of an organization. This piece looks at HRM / HRD from futuristic point of view. This piece looks at: Changing Scenarios for countries and organizations, HRM Inretrospect, futuristic trends, HR – traditional and E – HR and conclusion. Five boxes present interesting information with comparative positions. These aspects are now reviewed. Changing Scenarios Change is the need of the day. Fast track changes are taking place and every enterprise needs to read future trends and accordingly develop their plans to meet the future challenges. Outlooks are changing. Mind set is changing. Innovation is bringing heavy pressure...
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...I.T.S - INSTITUTE OF MANAGEMENT GREATER NOIDA Announces National Seminar on Ethical Imperatives for Contemporary Business Organisations 20th & 21st January, 2012 Venue of the Seminar Seminar Hall, I.T.S- Institute of Management 46, Knowledge Park III, Greater Noida-201308 Ph: 0120-2331000/1062/1069, 9212180556 E Mail ID: imseminar@its.edu.in Website: www.itsim.edu.in About I.T.S-The Education group I.T.S is a fast growing education group in Northern India. Established in 1995 with its first campus at Ghaziabad, the Group has more than 700 faculty members and 9000 students in 8 Institutions located at 4 campuses. With the prime objective of providing quality education and building on its reputation, the l.T.S Group has evolved as a brand amongst the premier educational institutions in the field of Management, Information Technology, Engineering, Dental, Biotechnology, Pharmacy, Paramedical Sciences and related vocational courses. The vision of I.T.S - The Education Group is "Creating a Thinking Professional Order", and the group makes incessant endeavors to create learning processes in response to the changing managerial paradigms. About ITS-Institute of Management I.T.S - Institute of Management aims to provide excellence in management education and intends to become first choice for management aspirants. The Institute is strategically located at Knowledge Park III, Greater Noida in National Capital Region (NCR). Greater Noida was strategically conceptualized to...
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...What is HR consultancy firm- A Human Resource consultant not only concentrates of compliance issues and following best practices, but will also assist in employee programs and training and development. National PEO, for example, provides Human Resource services ranging from employee handbooks to compensation analysis. Professional Employer Organizations (PEO) has the staff and expertise to make business run more efficiently. They have special tax rules that company needs to utilize. Their employers are trained in the special needs that an HR consultancy business have. For example, Axis consultancy firm of bd have detailed knowledge pertaining to that community and its trends. It’s best to have a consultant that can take care of your local (city) needs along with whatever the state may require. Most major cities and even a few small metropolitan communities have Human Resource consulting firms. Knowledge or rules, laws and regulations are not the only things PEOs offer. Human Resource consulting needs are certain differ from business to business and city to city. They also provide any sort of service for employ’s background and other record checking. To recapitulate in short, whatever your particular business needs may be a reliable professional employer organization can be the key to your business running more efficiently and with a higher profit margin Arizona, Tuscon, Phonix, Las vegas are the most renowned international HR firm. Locally we have some renowned HR firms as...
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...+ Models ORGDYN-404; No. of Pages 9 Organizational Dynamics (2011) xxx, xxx—xxx a v a i l a b l e a t w w w. s c i e n c e d i r e c t . c o m journal homepage: www.elsevier.com/locate/orgdyn Emerging HR management trends in India and the way forward Pawan S. Budhwar, Arup Varma INTRODUCTION Over the last decade or so, India has emerged as a major player on the global economic front. To a great extent, India’s enhanced global economic importance is due to the economic reforms that were initiated in 1991. The reforms have been instrumental in creating tremendous opportunities for businesses, in particular for foreign operators. Bodies like the World Bank predict that if India can sustain its economic growth over the next decade, then it is likely to become one of the leading economies of the world. Needless to say, there are many issues that still need urgent attention — among these, development of infrastructure, control over corruption and bureaucratic red tape, opening-up of key sectors for foreign investments, political and legal reforms, enhancing employable skills in new graduates, control over increasing poverty, internal and external security, and divestments in the public sector, etc. In addition, issues related to the management of human resources have become crucial for India’s sustained economic growth. The liberalization of economic policies calls for a switch from labor intensive to more capital-intensive methods of production, and thus requires organizations...
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...------------------------------------------------- INNOVATIVE HR PRACTICES IN it/ites INDUSTRY HRM ASSIGNMENT -3 sUBMITTED BY - SAYANI COOMAR (ROLL NO: 2) SHRADDHA PATIL (ROLL NO: 5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) sUBMITTED BY - SAYANI COOMAR (ROLL NO: 2) SHRADDHA PATIL (ROLL NO: 5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) TABLE OF CONTENTS SL NO. | TOPIC | 1 | INTRODUCTION | 2 | CHALLENGES FACED AND THE NEED FOR GOOD HR PRACTICES IN ORGANIZATIONS | 3 | INNOVATIVE HR PRACTICES | 4 | FOUR CRITICAL DIMENSIONS OF BEST PRACTICES | 5 | INNOVATIVE PRACTICES IN DIFFERENT HR AREAS | 6 | CREATIVE THAT LEADING COMPANIES USE TO MAXIMISE THE POWER OF PEOPLE | 7 | ORGANIZATIONS THAT TOP THE LIST FOR THE BEST ADOPETED HR PRACTICES | 8 | LATEST NEWS ON THE INNOVATIVE HR PRACTICES ADOPTED ACROSS VARIOUS ORGANIZATIONS: | 9 | CONCLUSION | INTRODUCTION India was declared itself open to Liberalization in the year 1991. This paved the way for industrialization and rapid transformation in the Industry and Business sector. Liberalization also meant change in the working style of the people and hence organizations needed to innovate the HRM practices in an effort to ensure survival in an increasingly hypercompetitive environment. The key challenges of any HR department are employee acquisition, retention, developing employees, performance management, and talent-management according. Seeking, developing and engaging and keeping talent is a big challenge for today’s organizations because of innumerable...
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...Human Resource Challenges November 27, 2009 Human Resource Challenge Human Resource Departments play a very important role in the success of a business. They are the ones who help keep employees in line, help companies establish and maintain company standards and polices and assist with recruiting and bringing in top quality employees. One of the toughest roles that involve human resource departments is laying off employees in this struggling economy. With the many problems people and businesses are facing in the current struggling economy having to lay off employees is not a fun detail in the job description for human resource departments. Many HR departments today have had to completely change their usual focus. On top of dealing with employee issues, company policies and training they are now having to deal with layoffs and some companies large masses of layoffs. When determining the layoffs, HR departments need to make sure the flow of productivity is not interrupted. An article titled, HR Challenges in 2009 mentions, “Rather than conducting blanket downsizing, human resources management strategies must preserve essential functions and high-performing employees. Downsizing must be blended with employee retention plans.” (par.6) HR departments need to think about the business now but they must also take into consideration what is going to happen once the business is back in its normal state. HR departments have...
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...careful attention to human resources. Within today's business world the focus on human resources has increased tremendously in recent years. Companies have realized the importance of human resource to administer employers relations with employees. Such human resources services involve the recruitment for a company as well as over seeing benefit and compensation packages, temporary and permanent placement of qualified workers and ensuring training and future development are observed and meet the company's qualifications. Employment policies must take into account court decisions and legislations pertaining to a wide range of issues - age, race and disability discrimination; health and safety requirements, employment security, confidentiality; and sexual harassment, to name a few. Tyson suggests that the aim of the HR strategy process is concerned with devising ways of managing people, which will assist in the achievement of organizational objectives. Within these processes HR assists management in development and implementing policies, practices and philosophies to benefit the organization. Tyson recognizes that there is a lack of importance placed on the actual process that leads to the success of organizations and therefore could be seen as changes in the policies, practices and philosophies of organizations. Kane and Stanton realize that the planning process of the human resource function is key to the challenges of the future to organizations. They also discuss...
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...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. As we move towards 2020 there will be four generations working side by side, how can we accomplish knowledge transfer and maintain good team work when there exists intergenerational problems due to generational differences...
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