Premium Essay

Hr Planning Mid Term

In: Business and Management

Submitted By athenamae
Words 2351
Pages 10
CHAPTER ONE:

CHAPTER TWO:

* Strategy is a planned process whereby organizations can map out a set of objectives and methods of meeting this objectives. * Corporate strategies is a company-wide strategies that are concerned with the long-term view of the organization
* Business strategies focus on one line of business; building a strong competitive position
* Three corporate strategies (Restructuring, Growth and
Stability/Maintenance)
* Strategy is like a game plan in sports or an airline’s flight plan. It is important to have a plan that moves towards goal achievement, however, there must be flexibility and adaptability to adjust to internal and external environmental factors * Mission statement: an articulation of the purpose of the organization and the value it creates for customers
* Vision: Defines the organization’s long-term goals. The vision statements asks the questions “Where are we going?” * Value Statement: the basic beliefs that govern individual and group behaviour in an organization.
* Michael Porter’s Model
* Low Cost Provider Strategy: Low cost - in demand in the market * Broad Differential Strategy: High cost - in demand in the market * Best Cost Provider Strategy: Low/High cost - in demand in the market
* Focus Niche Low Cost
* Focus Niche Broad Differentiation
* Competitive Advantage - the characteristics of a firm that enable to earn higher profits that its competitors
* Tangible Assets - easiest to value and the only ones that appear on the company’s balance sheet, such as land, raw materials, location and cash
* Intangible Assets - these assets are not consumed, and may even grow in value and include company reputation, brands and patents.
* Capabilities - a complex combination of people and processes which represent the firm’s capacity to deploy resources that have been purposely integrated to achieve…...

Similar Documents

Free Essay

Individual Performance Review

...revIew (IPr) Guidelines for Supervisors and employees September 2011 Human Resources IndIvIdual Performance revIew (IPr) 2 Table of conTenTS Individual Performance Review (IPR) Guidelines Definition of Terms CHaPTeR 1: Goals How it works CHaPTeR 2: RevIew How it works n Preparing for the meeting n In the meeting n after the meeting CHaPTeR 3: aPPRaIsal (YeaR-enD aPPRaIsal) How it works n Preparing for the meeting n In the meeting n after the meeting CHaPTeR 4: PeRfoRmanCe RankInG How it works n Preparing for the ranking panel n ranking panel session CHaPTeR 5: ouTComes How it works n Preparing for the discussion n discussion n Performance share nomination n Pay outcomes appendix - factors affecting Performance Ranking 3 4 5 5 6 6 6 6 6 7 7 7 7 7 8 8 8 8 9 9 9 9 10 10 11 within the objectives of simplifying and standardising Hr processes across the Shell Group, these global guidelines are distributed for adoption by Shell Group companies. any resulting changes to current practices may require, in some locations, compliance checks with local legislation and/or consultation with employee representative bodies. no rights can be derived from this guide and the process described within is not contractually binding in relation to terms and conditions of employment or agreements with Trade unions or Staff councils. This guide is intended for managers and employees of the Shell Group and is consequently for internal Shell use only. IndIvIdual......

Words: 2535 - Pages: 11

Premium Essay

Recruitment & Selection of 5 Different Foreign Organizations Operating in Bangladesh

...EXECUTIVE SUMMERY Recruitment and selection is a customized process of each individual organization. As business process differs from organization to organization, different organization fill up different types of employee needs. So the process to build the employee pool and finally making the best choice from candidates differs a lot. The report is presenting a portfolio of five different types of organizations, which manifest the customized process suitable for each organization. For example: British American Tobacco Bangladesh (BATB) do not take written test, but Damco take written test for different levels of candidates. According to Shahriar Mahmood of Reckitt Benckiser (RB) ‘there is nothing called first impression in HR’ but in Standard Chartered Bank (SCB); as it is a financial institution, it has to choose employee who are presentable, so first impression is very important at interview. Damco out source much of their root level job but British American Tobacco (BAT), Standard Chartered Bank (SCB), Unilever, and Reckitt Benckiser (RB) do not out-source job, on the other hand; SCB take many of their employees on contract based. So recruitment and selection follow the required business process of different organizations. In this report we have presented our collected data from both primary and secondary sources, and analyzed them to present the information in a flow, that can clarify the individual characteristic of different organizations and as well as their......

Words: 7628 - Pages: 31

Premium Essay

Recruitment and Selection Process

...West University, Dhaka, Bangladesh GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through interviewing the HR employees of GlaxoSmithKline Bangladesh Limited. Findings show that the case study organization is doing a very good practice in recruitment and selection process that could help many other employers in Bangladesh and around the world to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: GlaxoSmithKline Bangladesh Limited, recruitment and selection, pharmaceutical companies Introduction GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years with......

Words: 4466 - Pages: 18

Premium Essay

Report on Staffing Strategy & Hrp Job Analysis Recruitment & Selection Human Resource Forecasting of Texisland

...fulfill a large number of product demands from abroad, it is very crucial for those firms to use their manpower effectively and efficiently. Beside this now in our country there is huge problem is to control the garments workers. Therefore, those firms make sure that they have a structured HR department. The TEXISLAND is one of those business organizations. For a long period of time, they are concentrating to meet their business goal through their employees and they are doing it successfully through their structured HR department. 1 CHAPTER 1 BACKGROUND 0F THE REPORT 2 Background of the Report 1.1 Objective of the study: i) Primary objective: The primary objective of the report is to analyze Textile industries HR functions in the light of Manpower planning and forecasting. Here, we will explore the overall staffing activities of the TEXILAND. ii) Secondary Objective: The secondary objective of this report is to know about the actual scenario of the HR practice in the Textile industries of our country. It will help us to compare our theoretical knowledge with the real HR practices.   How are job objectives/standards set by the company Various job analysis process and role of HR activities that the company is using and reasons for that    How do the companies ensure a fair and equitable evaluation Methods of internal and external recruitment How is the staffing strategies determined for each level/rank of employee Determine the gap and develop action......

Words: 5336 - Pages: 22

Free Essay

International Committee of the Red Cross

...– open to all nationalities but 93% is westerners (1992) Changing expatriate composition – expatriates number increasing – Africa, Asia & Latin America HR Policy – recruitment from Geneva – sent to field with ‘learning by doing’, operate under sense of danger, meeting immediate challenges, focus on short term, quickly develops and reinforces team and team loyalties, rotation every 12 months, no formal training, no continuity for developing people, Career - little career planning, career developed through interpersonal networks & driven by opportunities, most recruits stayed for 2 to 3 years, no management development, those remain and reach top of HQ –mostly Swiss male (old school boys club) CURRENT CHALLENGES – greater diversity in mgmt ranks – more professionals, foreigners and women. NEW STRATEGIC PLAN (2007 -2010) – challenges to HRM. 3 mgmt priorities – 1. Multidisciplinary; 2. Greater accountability & 3. Increased efficiency thru’ results based management. Role of HQ? – Centralised or Decentralised? Policies & Procedures needed to be Standardised to achieve efficiency & operation coherence but ensure flexibility; CHALLENGES FOR HR – Clarify roles and responsibilities; performance based management system; increase staff for rapid deployment, provide mgmt development & career planning, align ind. Interests & competencies with orgn’s needs & priorities; growing diversity especially promo of women to top mgmt positions. HOW ICRC......

Words: 1744 - Pages: 7

Premium Essay

Company Hr Planning in Aci

...responsible application of knowledge, skills and technology for the last 20 years. Though typically identified as a pharmaceutical company, ACI’s FMCG sector has been gaining popularity among the people of Bangladesh with its well known products like ACI Pure Salt, Savlon etc. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through literature review of the documents of ACI HR and from experience of working in the HR department of ACI and personal observation of the process. This case study maybe useful to ACI to identify its loopholes and may allow it to practice good recruitment and selection process that could help the company to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: ACI Limited, recruitment and selection, FMCG Company CHAPTER I: INTRODUCTION 1.1 Recruitment & Selection in Bangladesh Recruitment and selection process is the function of human resource management which brings the human resource in the organization Ongori (2010). Recruitment is the process of generating a pool of applicant to apply for......

Words: 10107 - Pages: 41

Premium Essay

Sada

...laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 1|P age 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain......

Words: 1260 - Pages: 6

Premium Essay

Btec Bi Assignment

...LYNN LTD. COMPANY Introduction Lynn LTD. Is a Company manufacturing and selling women’s Pyjamas. Established in 1995, Damascus, Syria. Focusing on mid-age fashion women’s Pyjamas, with broad vision on the market and the challenges of this domain, it has put a mission react with it vision. It has growth quickly by fulfillment the consumer tendency, with high quality products, with reasonable price. The Lynn board decides choose carefully the location of factory in industrial city, and headquarter, and the outlets, Its capital arranged in cleverness, Employees have been trained to be qualified, finally they have choose maven men to manage the departments of Lynn company. Types of company and Lynn Co.: In general there is many types of companies. Privet type (controlled by individuals), and public type (controlled by government) which provide the essential services not fully provide by the privet sector and prevent the exploitation, avoid the duplication of resource. Cares about the strategic services and goods. Which provide Lynn Co. by cotton fibers and data. There are many choices of privet companies for Lynn when it has been launched. 1- Sole trader: just one owner, the most famous type, unlimited liabilities. Refused because they are a group of businessmen. Despite the success of this type worldwide. 2- Partnership: tow owners to twenty, unlimited liabilities, pay high tax. Not......

Words: 1223 - Pages: 5

Premium Essay

4dep

...The HR Profession Map (HRPM) - Core Functions – 4 DEP The HRPM is provided to give a distinct overview of the specific areas of business that HR personnel are concerned with. The map encompasses 10 professional areas, 8 behaviour areas and 4 bands of professional competence. The specific professional areas are defined by Bands which describe professional competence, with Band 1 being the entry level standard or those working in an administrative role up to Band 4 the HR Manager and elaborates on the transitional constraints between moving bands and how their contribution and ultimate success is measured. As previously mentioned the map includes 10 professional areas two of which are considered to be the ‘core professional areas’ these are ‘Leading HR and ‘Insights, Strategy and solutions’ which by there very nature are applicable to all those working in the HR field of expertise. They define the direction in which a HR profession works and outlines the fundamental aspects and the importance of the HR role to achieve high standards both on a personal level and that of the organisation as a whole. ‘Leading HR’ empowers the HR professional to act as a role model in all they do by maximising the contribution that HR or their particular speciality achieves throughout the organisation both by their own actions and by the process of supporting, shaping and driving forward HR across the spectrum of the organisation. ‘Leading HR’ is defined by 3 main areas encompassing the......

Words: 726 - Pages: 3

Premium Essay

High Speed Rail

...Question: Critically analyse HR planning and develop a recruitment and selection plan for the UK High Speed Railway Project. 1.0 Introduction Within this report, the main influential factors which effect the development and construction of the High Speed Rail Project (HSR), will be identified and explored. Because approximately 20 per cent of all budgeted spending for transport in the UK between now and 2021 is allocated for HSR, strong human recourses and a robust recruitment and selection plan are vital to its success, (gov.uk, 2013). This essay will analyse the strengths of existing HR strategies and choose suitable methods for recruitment, in the context of a large scale, long term national, government backed project. The key decisions will centre round union relations, agency recruitment versus long term employment contracts, potential of hiring from within existing similar industries and taking on employees new to the industry. This essentially pits useful experience of industry employees against employees with fresh perspectives to influence a change in culture, from other railway companies. The findings of this essay will be applicable to the actual HSR project as all theory and studies used within, are based on academic sources. This essay is structured to firstly explore the landscape surrounding this project and human recourse issues in general, before presenting conclusions. 2.0 Development In order to identify the main issues associated......

Words: 2296 - Pages: 10

Premium Essay

Marketing Plan

...MM522: Week 7 – Assignment: Marketing Plan – Victus HR Solutions 06/12/2010 Omolola Adekeye D03211850 Student Keller Graduate School of Management Executive Summary Our company functions as a Human Resources Management Consultancy firm providing specialty human resource services and business immigration to small and midsize business. Professional recruitment services are offered to healthcare and legal professionals. We represent the interests of both healthcare and legal professionals and the facilities that employ them -- matching professionals with their most desirable job openings while supporting employers in their search for skilled, experienced talent in those same professions. Victus HR Solutions is a human resource (HR) consulting company Victus has expertise in a wide range of HR areas and is targeting the emerging company market. Victus HR Solutions will offer this market the ability to compensate it with stock options from their company in lieu of only cash. This will be especially appealing to start-up companies that find capital scarce. Omolola Adekeye, the founder and owner will be leveraging her past and current personal/professional relationships to generate business for Victus HR Solutions. The leveraging of these relationships will be especially fruitful since a large degree of business for emerging companies is based on networking. Omolola has a large number of relationships to utilize having spent over as immigration professional. She also......

Words: 4627 - Pages: 19

Free Essay

Smc 5 Year Plan

...Five Year HR Plan 2006-2011 Planning Committee: Five Year Plan Introduction SMC Company is becoming a leader in manufacturing ergonomic office equipment. The company is located in a small mid-western town of 30,000 people with a local labor market population of approximately 40% minority. SMC has been successful in diversifying its labor force; two-years ago the racial demographic makeup of the company was 90% white, now SMC has a bilingual workforce. SMC is faced with the challenge of remaining competitive in the local labor market where unemployment rate is lower than 2.2%. Over the past two years SMC have experiences many changes such as a shrinking local labor market, rising labor cost, bilingual workforce, accident rate increase of 50%, and SMC’s CEO is terminally ill. Furthermore, demand for SMC’s product continued to increase and the company has experienced unsuccessful labor organizing activities. The plan will address all aspects of what SMC needs to do in the next five years, with the emphasis on five major areas: staffing, employee development and training, compensation and benefits, employee relations, and safety and health. Ongoing issues of technological advances and diversity and demographics are also addressed. Staffing In an ongoing effort to address many of the challenges associated with staffing, the leaders at SMC identified a plan to utilize the “Strategic HRM” competency approach. Utilizing this approach allows the......

Words: 3693 - Pages: 15

Premium Essay

High Speed Rail

...Question: Critically analyse HR planning and develop a recruitment and selection plan for the UK High Speed Railway Project. 1.0 Introduction Within this report, the main influential factors which effect the development and construction of the High Speed Rail Project (HSR), will be identified and explored. Because approximately 20 per cent of all budgeted spending for transport in the UK between now and 2021 is allocated for HSR, strong human recourses and a robust recruitment and selection plan are vital to its success, (gov.uk, 2013). This essay will analyse the strengths of existing HR strategies and choose suitable methods for recruitment, in the context of a large scale, long term national, government backed project. The key decisions will centre round union relations, agency recruitment versus long term employment contracts, potential of hiring from within existing similar industries and taking on employees new to the industry. This essentially pits useful experience of industry employees against employees with fresh perspectives to influence a change in culture, from other railway companies. The findings of this essay will be applicable to the actual HSR project as all theory and studies used within, are based on academic sources. This essay is structured to firstly explore the landscape surrounding this project and human recourse issues in general, before presenting conclusions. 2.0 Development In order to identify the main issues associated......

Words: 2295 - Pages: 10

Premium Essay

Human Resource Management

...individually and collectively contribute to the achievement of its objectives. From this definition, we can deduce that HRM or simply HR is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives (Johanson, 2009). HR is primarily concerned with how people are managed within organizations, focusing on policies and systems (Collings & Wood, 2009). HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems) (Paauwe & Boon, 2009). HR is also concerned with industrial relations, that is, the balancing of organizational practices with regulations arising from collective bargaining and governmental laws (Klerck, 2009) HRM is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, ethical considerations, diversity and inclusion. These, among other initiatives......

Words: 6796 - Pages: 28

Premium Essay

Instructor’s Manual Erp

...Instructor’s Manual Enterprise Resource Planning, 1/E CHAPTER 1: A FOUNDATION FOR UNDERSTANDING ENTERPRISE RESOURCE PLANNING SYSTEMS CHAPTER OBJECTIVES 1. Develop an understanding of how ERP systems can improve the effectiveness of information systems in organizations. 2. Understand the business benefits of enterprise resource planning (ERP) systems. 3. Understand the history and evolution of ERP. CHAPTER OUTLINE 1. A Foundation for Understanding Enterprise Resource Planning Systems a. The Emergence of Enterprise Resource Planning Systems 1. What is ERP? 2. The Evolution of ERP 3. The Integrated Systems Approach b. Business Benefits of ERP c. ERP Modules d. ERP Design Alternatives e. The Business Case for ERP 1. Cost-Benefit Analysis for ERP 2. Can ERP Provide a Competitive Advantage? f. The Challenge of Implementing an ERP System g. Summary ANSWERS TO END-OF-CHAPTER QUESTIONS Questions for Discussion: 1. Use on-line library databases to identify articles in trade publications which provide case studies of ERP implementations. These articles may provide some insight into each of these questions. a. How widespread is the use of ERP across certain industries? b. What are the benefits reported from implementing ERP? c. What are its limitations? 2. Research and learn about the implementation of ERP. Use trade publications and on-line library databases (e.g. ABI Inform, ProQuest, First Search, Wilson Select Plus, available......

Words: 8305 - Pages: 34