...University Dean in New Zealand and has worked and presented overseas at conferences and conducted training, research and consulting work for: Malaysia (Telecom Malaysia and Ministry of Education); Russia, South Korea, New Zealand, Australia, Singapore, China, Indonesia as well as the Pacific island nations for the Commonwealth of Learning. Darryl has held senior executive/leadership positions in education and corporate entities as Managing Director, CEO, Head of HR and Senior Lecturer/Dean. Darryl’s key strengths are as follows: • Learning and Development - 17 years’ experience in learning design and development in a range of delivery modes, customised training design and implementation, extensive curriculum design and training needs analysis, as well as technical to leadership competency framework development in alignment with organisational strategy across a wide range of education, government, and corporate organisations. • Strategy into Action - experienced in developing and implementing people and HR strategy as well as succession planning at all organisational levels by aligning strategy with business objectives through the development of integrated frameworks, performance metrics and reporting. Ability to develop implementation plans at interface and ensure high adoption and impact levels are achieved and evaluated. • Talent Management - expertise in the development of integrated talent management systems and solutions to improve processes and...
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...Growth of the company 10 Synergy 10 Diversification and expansion 11 Elimination of competition 11 × REASONS WHY MERGERS AND ACQUISITONS CAN FAIL 12 No common vision 12 Weak leadership and poor governance 12 Poor strategic fit 12 Cultural and Social Differences 13 Incomplete and Inadequate Due Diligence 13 Poorly Managed Integration 13 Overpaying the target company 13 Changing market condition 13 ARTICLE STATING REALITIES OF M&A for HR 14 SUCCESS MANTRA for M & As 15 Cultural integration 15 Change Management 16 Management resources 16 Role of HR in M&A’s 18 Three Stage Model of Mergers and Acquisitions 21 Stage 1-Pre-Combination (HR Issues): 21 Stage 2-Combination and Integration (HR Issues): 22 Stage 3: Solidification and Assessment (HR Issues): 22 Role of the HR Department in M&A Activity 23 INDUSTRY EXAMPLE – Schnieder 26 Challenges due to acquisitions 26 Industry Example – MTS 29 Conclusions 30 At the Company Level 30 At the HR Level 31 REFERENCES 33 EXECUTIVE SUMMARY Mergers and acquisitions, as a means of rejuvenating and restoring business, have become increasingly popular phenomena for quite some time. Instead of starting from scratch for expansion into new territories, companies are spending more on merging with and acquiring existing companies in the target territory. The reality is always not as simple as it seems, and this is true in case of M & As. Merely acquiring a...
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...Indiatimes | The Times of India | The Econom ic Tim es | More | Log In | Join | News The page Stock Quote Follow ITeS Type Company Name You are here: ET Home » Tech » ITeS 24 SEP, 2012, 06.53AM IST, INDU NANDAKUMAR,ET BUREAU Idle staff in US, Europe to drag profits of Indian software companies like TCS, Infosys and Wipro A ds by Googl e The page is blocked due to Vel Tech 3 Tw eet Share 0 Prestige BellaVista Porur PropT iger.com/ - 1 BHK@2 5.2 Lacs, 2 BHK@4 8.9 7 Lacs 3 BHK@7 5 Lacs. Av ail Spl Offer Now BANGALORE: The rising number of idle workers in the US and Europe for Indian software companies could drag profitability lower. This will add to troubles already caused by an uncertain business environment, where clients are delaying decisions around technology projects. The so-called 'bench' consisting of engineers who are not working on any active projects has increased by at least seven percentage points at TCS, Infosys BSE -0.31 % and Wipro, analysts said. Industry executives and analysts are of the view that the swelling bench could shave off up to 150 basis points from operating margins in the coming quarters. Onsite utilisation rates, or the proportion of engineers in client locations assigned to billable projects, have fallen to below 90 per cent from 97 per cent at the beginning of the year. A senior industry executive, who works closely with large IT companies, said that up to 18 per cent of onsite staff are sitting idle at some...
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...Labor unions have long been argued to be the primary institutions of workers in the United States, providing not only improved wages and benefits but also rights and protections related to the exercise of authority and ultimately to the realization of democratic values at work (Chamberlain and Kuhn 1965; Sinyai 2006). Union decline might therefore be seen, in this respect, to represent a diminishment of American democracy (Kochan 2005). According to CNN, only about 12% of workers are union members, down from 20% in 1983, according to federal data. In the private sector, the plunge has been even steeper: union membership has dropped from 17% in 1983 to 7% today. That's partly because certain unionized industries have become a smaller part of the overall work force, particularly in manufacturing. It's also a result of government action. Michigan has become the 24th state to adopt a right-to-work law, which removes the requirement for people to pay unions to work at unionized agencies, effectively decreasing union funding and making it less likely that workers choose to organize. Allowing employees to form unions to bargain collectively over wages and employment conditions is consistent with economic freedom, and any government intervention preventing unionization would be a violation of economic freedom (Holcombe p.1). The Shrinking Unions I would like to think in 2014 that workers would be able to do something as simple as strike without some sort of...
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...The major issues & challanges faced by HR Manager are: Health & Welfare, retirement, change management, compensation, Employee rewards, HR effectiveness measurement, HR technology selection & implementation, industrial relations, Leadership development, Learning and development, Legal/Regulatory compliance, M&A integration/restructuring, Organizational effectiveness, Outsourcing, Staffing: mobility of employees, Recruitment and availability of skilled local labour, retention and succession planning. Health & Welfare of the employees is a big challenge. If health of the employees of an organization is sound, they are able to perform well. Change Management represent a particular challenge for personnel management staff, as this expertise has generally not been a consistent area of focus for training and development of HR professionals. An intensified focus on training may be needed to develop added competencies to deal with change management. Leadership development also proves to be a big challenge HR professionals continue to wrestle with understanding the best ways to keep people in the pipeline and develop leaders for future succession planning. HR professionals are expected to provide the essential frameworks, processes, tools and points of view needed for the selection and development of future leaders. Across the globe leadership development has been identified as a critical strategic initiative in ensuring that the right employees are retained...
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...Handling HR issues in Greece Vicki Sweet Saint Leo University Human Resource in Management MBA 533 Dr. Sherbert July 14, 2013 Handling HR issues in Greece In the ever-changing business climate, utilization of global human resources continues. Whether a multinational corporation or a global corporation, cultural complexities play a dominant part in the handling of HR issues. Cultural differences are a factor in the determination of an organization’s fit within the foreign culture and as such, must be closely examined to succeed in the international business market. According to Myloni et al. (2003), “HRM practices are grounded in cultural beliefs that reflect the basic assumptions and values of the national culture in which organizations are embedded.” (Myloni, Harzing, & Mirza, 2003, p. 7) Professor Geert Hofstede‘s 1984 cultural dimensions research established four dimensions of national culture: power distance, individualism versus collectivism, avoidance of uncertainty, and masculinity. The fifth dimension of long-term versus short-term orientation was later added. (The Hofstede Centre, n.d.) These dimensions represent cultural differences between countries and exhibit how culture influences work behavior and the effectiveness of HRM policies and procedures. Utilizing Hofstede’s cultural dimensions information, this paper will examine how HR issues might be handled in Greece. The first cultural dimension, power distance, refers to the emphasis placed upon...
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...“Problems to solve by lucy kellaway & the Financial Times” Do I have to invite co-workers to my wedding? This is a very interesting question. When you see it if no one asks you to think about it one is likely to think “what a stupid question, that has an obvious answer”, but you would be wrong. A person that works in a company will most likely spend more time there then at home. It shouldn't be to much of a predicament if the person holding the wedding gets is friends with everyone at work, which might happen if you work for a small company, and the work space consists of a small work force. What if you don’t like some one in your work place? or even if one feels that the time they spend with their colleagues is more then enough? It really depends on the person who is about to take the ultimate step in a relationship. One can invite everyone and just have to deal with those who are not to their liking, which will prevent any future resentments. One can invite just the ones they get along with, this with the notion that others will find out about the happening, and might result in future quarrels in the future. A politically correct approach can be taken by not inviting their co-workers to the wedding using the expenses as an excuse. As a person that has never worked in an office environment, and hasn’t even pondered on the idea of getting engaged, it is hard to considered the approach that I would take. Based on school environment birthdays, I believe if I was eccomicly...
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...HR Performance Issue and Motivation McClelland’s Needs Theory BUS 610: Organizational Behavior Heidi Marshall Dr. Diane Hamilton-Instructor Dwight D. Eisenhower once said “Motivation is the art of getting people to do what you want them to do because they want to do it.” In the workplace, motivation is a highly studied concept that managers are always seeking to better understand. Knowing what motivates employees can lead to improved productivity, loyalty, and overall employee job satisfaction. Companies like Google are known for a culture of keeping employees happy by offering countless perks such as free health and dental benefits, first class dining facilities, on-site oil change, car wash, dry cleaning, massage therapy, stylists (Cook, 2012). Google understands that people are not motivated by just extrinsic rewards but intrinsic rewards as well. Having no real hierarchy and tiny work groups allow for more independence (Cook, 2012). Google’s success is a reflection of the employee friendly culture that has been fostered and embraced throughout the company. While companies like Google give their employees several reasons to be motivated, many other employers struggle to keep employees engaged and productive. Not every person is motivated by the same thing and the key to keeping employees motivated is knowing what that motivating factor is. Motivation can be very fluid and what motivates an employee today may be different in six months. There are many theories on...
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...English final Name Professor Course Date Part I Anna Wintour, the editor in chief of the American Vogue Magazine is one of the characters depicted in the film The September Issue. The film is a documentary by R.J Cutler and his crew as they followed the daily routine of Wintour, which includes consulting with designers such as Oscar Del La Renta. In the film, Cutler gains access to her home and viewers can see her climbing chauffeur driven luxury cars. As the film opens, Wintour explains that fashion can make people nervous at time. In the film, Wintour lives to her reputation of being cold and detached. Wintour’s character is further highlighted by her relationship with Grace Coddington, Vogue’s creative director. According to The Independent (2014), Coddington’s character is opposite that of Wintour because she is approachable and cheerful. Wintour’s attitude towards her subordinates is further shown by the way she treats Coddington. She sometimes embarrassingly rejects her concepts and remains devoted to her lead feature: Sienna Miller. One of her signature looks is cutting her hair into the bob hairstyle, which she has retained since the 1960s. The September Issue follows Wintour during her shows and it highlights her demanding nature when she got the Milan Fashion Week moved another date to suit her schedule. This shows that Wintour not only runs a fashion magazine, but the entire fashion industry. At one instance, she meets the leading designer of Yves Saint Laurent...
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...Examining HR Issues Based on Hofstede’s Cultural Dimensions In United States and India In today’s global market, external environment is a large influence on HRM activities. One of the factors that contribute significantly to this external environment is culture. Hofstede’s five dimensions can be used as the indices to compare and contrast the HR issues faced in United States and India. 1. Individualism versus collectivism : The typical traits of individualism include individualists viewing themselves as independent of the group that they are a part of. Goals and objectives to individualists involve prioritizing their own objective over group objective. Outlook and behavior includes placing one’s own personal attitude over social outlook. Individualists look after themselves and their direct families only. Collectivists on the other hand, identify themselves as a part of a group and are dependent on the group. Goals and objectives are group oriented. Outlook and behavior are driven by social norms. (Kulkarni, Hudson, Ramamoorthy, Marchev, Georgieva-Kondakova, Gorskov, 2010) When we identify this dimension to United States and India, United States is considered highly individualistic in culture. They are independent; individual rights take priority over obligations to others. They stay true to their own values and beliefs and pursue individual goals and interests. Indian culture on the other hand, is interdependent, collectivistic, where people are emotionally, economically...
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...The issues that our company has to address is setting up a for profit business in a place where there are the many disasters and calamities that are affecting the area. Another issue is that there are environmental elements that cause damage to the island which can in turn jeopardize the economy due to the fact that the majority of the resources that are used to support the country come from agricultural means. Along with the many instances of environmental threats, there are also external and internal disasters that have affected the island. Upon arrival I am greeted with the aftermath of a set of disasters that has recently ailed Kava. The objective of the company is to set up business here and in doing so give some of what has been taken away back to the country. This is easily said than done. There are a lot of things to consider in solving the problem. The main concentration at this point will be organizational processes, human resources, and ethics. The organizational processes of the company are to flow together to do the best thing for the people involved in the company while also making profit. In order for us to be successful, our organizational processes need to aim for the most beneficial way to introduce and do business here in Kava. Having the company here will help to bring in a new additive to the economy. There will be new area of work opened to the people here The decision-maker weights the previously identified criteria in order The various key...
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...going to be put under the microscope, divulging into the many aspects and rules of an expert witness and the opinion they give. A In the Criminal Procedure Rule, it terms an expert witness a person who is required to give expert evidence for the purpose of criminal proceedings, including evidence that is to determine the fitness to plead or for the purpose of sentencing. For example one may call on a police officer that is experience in collision investigations may offer his expert opinion on how the accident transpired. There are also times when an expert witness is not required, where a judge or jury can form his or her own views and inferences without the help of an expert. Expert witnesses can be called to testify on a variety of issues, such as DNA analyses, engineering, architecture, handwriting, fingerprints, psychologists, pathologist, etc. “When knowledge of a technical subject matter might be helpful to a trier of fact, a person having special training or experience in that technical field, is permitted to state his or her opinion concerning those technical matters even though he or she was not present at the event.” Expert witness will give an opinion of the facts that are presented in the relevant court case. It is known as...
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...CREATING SHARED VALUE BUSINESS POLICY ASSIGNMENT - 2 Executive Summary Creating Shared Value - Reinventing Capitalism By Michael Porter & Mark Kramer According to Michael Porter and Mark Kramer, "Creating Shared Value" can be defined as Policies and operating practices that enhance the competitiveness of a company while simultaneously advancing the economic and social conditions in the communities in which it operates. The concept of shared value which focuses on the connections between societal and economic progress has the power to unleash the next wave of global growth. Shared value involves creating economic value in a way that also creates value for society by addressing its needs and challenges. The purpose of the corporation must be redefined as creating shared value, not just profit per se. This will drive the next wave of innovation and productivity growth in the global economy. Moving Beyond Trade‐Offs Solving social problems has been ceded to governments and to NGOs. Corporate responsibilities programs a reaction to external pressure have emerged largely to improve firms’ reputations and are treated as a necessary expense. Fair trade aims to increase the proportion of revenue that goes to poor farmers by paying them higher prices for the same crops. Though this may be a noble sentiment, fair trade is mostly about redistribution rather than expanding the overall amount of value created. The Roots of Shared Value A business needs a successful community...
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...Social Problems in Societies Caroline Muthoni Kagane Kenyatta University Social Problems in Societies. A social problem is an issue that has an impact on members of society. It either affects members directly or indirectly. These are problems that a community agrees to be acceptable or unacceptable. Things like abortion, poverty, drug abuse and domestic violence can be listed as examples of social problems (Linda, David , & Caroline , 2012). Drug abuse is excessive, irrational and self-damaging use of a substance resulting to continuous craving, psychological damage, illusion or death. Drug abuse is a societal problem mainly affecting the youth both in school and out. Most youths engage in drug abuse out of peer pressure from friends who recruit each other into cults. The use of drugs in societies is high where the level of literacy is low. Nana (2006) notes that learned youths who are struggling to find good job after they are through with their education, get frustrated and engage themselves in use of drugs. This is one of the major problems in many societies where people cannot find job that match their level of education hence find comfort in use of drugs. Easy availability of drugs in today’s society makes it effortless for many people to get access to drug resulting to even small children using drugs. There are so many outlets where people can get drugs at a cheaper price hence so many people engaging themselves in drug abuse (Bosco & Moses...
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...A social issue (also called a social problem or a social ill) is an issue that relates to society's perception of people's personal lives. Different societies have different perceptions and what may be "normal" behaviour in one society may be a significant social issue in another society. Social issues are distinguished from economic issues. Some issues have both social and economic aspects, such asimmigration. There are also issues that don't fall into either category, such as wars. Thomas Paine, in Rights of Man and Common Sense, addresses man's duty to "allow the same rights to others as we allow ourselves". The failure to do so causes the birth of a social issue. Personal issues versus social issues[edit] Personal issues are those that individuals deal with themselves and within a small range of their peers and relationships.[1] On the other hand, social issues threaten values cherished by widespread society.[1] For example, the unemployment rate of 7.8 percent[2] in the U.S. as of October 2012 is a social issue. The line between a personal issue and a public issue may be subjective, however, when a large enough sector of society is affected by an issue, it becomes a social issue. Although one person fired is not a social issue, the repercussions of 13 million people being fired is likely to generate social issues. Caste system[edit] Caste system in India resulted in most oppressed Untouchables on earth for the past 3000 years . UK recently banned caste system[1] and US is...
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