...BRIEF AND ROADMAP REPORT FOR PREPARED BY: Coro Strandberg Principal, Strandberg Consulting MAY 2009 CSR and HR Management Issue Brief and Roadmap 2 ISSUE BRIEF AND ROADMAP OBJECTIVE • To understand the foundational elements that need to be in place to foster a high performance CSR (corporate social responsibility) organization and develop a framework or roadmap for firms wishing to become a high performing CSR organization. AT A GLANCE • Human resource professionals have a key role to play to help a company achieve its CSR objectives. Employee involvement is a critical success factor for CSR performance. Human resource managers have the tools and the opportunity to leverage employee commitment to, and engagement in, the firm’s CSR strategy. • High performing CSR organizations foster a culture of CSR and fully integrate CSR throughout their operations, rewarding and incentivizing CSR decisions and initiatives. • Employees prefer to work for organizations aligned with their values; thus, incorporating CSR into the employee brand can enhance recruitment and retention, particularly in tight labour markets. • CSR can be applied to the HR toolkit, resulting in a roadmap or pathway for human resource practitioners to follow who wish to contribute to the achievement of their organization’s sustainability and business aspirations, thereby improving social and environmental conditions locally and globally. CSR and HR Management Issue Brief and Roadmap 3 CSR...
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...discussion questions, and suggested uses for the PowerPoint slides contained in your Instructor Resources. Instructor’s Manual Highlights: Chapter One Roadmap We hope you find each chapter of your Instructor Manual practical and useful, but also, exciting! You can adapt the chapter text, the PowerPoint, and the video to work in an online class environment, a guided independent study environment, or a face to face or on-ground environment. ✓ When presenting Chapter One, have the students first read the chapter and encourage them to absorb the “big picture” of Human Resource Management. ✓ Use the PowerPoint for Chapter One to frame your lecture. This Instructor’s Manual will provide you with a suggested placement of the PowerPoint alongside your Lectures. ✓ Then, have your students watch the Video Case on the “Creative Corporation,” and facilitate an in-class or an on-line discussion highlighting the lessons contained in that Case. ✓ Have students read and discuss the end-of-chapter Cases and their respective Questions. ✓ Have students validate their knowledge of the chapter by working through the Discussion Questions at the end of the Chapter. ✓ Lastly, have students review, journal, or discuss the Key Vocabulary Terms at the end of the chapter. ROADMAP: THE LECTURE Chapter Summary This introductory chapter provides your...
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... About Mercer About Mercer’s talent management services and solutions Creating a talent strategy to drive engagement in China A global pharmaceutical company had committed to a growth and expansion strategy for emerging markets – China being central to this strategy. While business plans had been rigorously developed and agreed by the board, the organization believed its talent management practices were less robust. To ensure the organization would be successful in China, it knew its talent strategy had to be better aligned to ensure it had a pipeline to meet its goals both now and in the future. Challenge An additional challenge was that this organization operated five unique operating companies (OpCos) each with its own HR programs and practices, creating more complexity around agreeing a way forward. Given this operating model, the organization determined that a talent strategy...
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...Mô hình năng lực Career and Competency Pathing: The Competency Modeling Approach By Maggie LaRocca Introduction Competencies are behaviors that encompass the knowledge, skills, and attributes required for successful performance. In addition to intelligence and aptitude, the underlying characteristics of a person, such as traits, habits, motives, social roles, and self-image, as well as the environment around them, enable a person to deliver superior performance in a given job, role, or situation.Competency modeling is the activity of determining the specific competencies that are characteristic of high performance and success in a given job. Competency modeling can be applied to a variety of human resource activities. This research paper will describe how organizations identify their core competencies and how they are applying this competency data to improve performance. It will also explain some emerging trends in competency modeling. Developing Competency Models Competencies enable employees to achieve results, thereby creating value. It follows that competencies aligned with business objectives help foster an organization's success. Organizations must understand their core competency needs - the skills, knowledge, behaviors, and abilities that are necessary for people in key roles to deliver business results.According to Boulter, et al (1998), there are six stages involved in defining a competency model for a given job role. These stages are: 1. Performance criteria -...
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...1 Roadmap for the Development of a Human Resources Management Information System for the Ukrainian civil service Purpose of Presentation 2 To seek input on the draft document “Roadmap for a Human Resources Information System for the Ukrainian civil service” To discuss desired course of implementation, including a staged approach To confirm overall direction and next steps What is a human resources management information system? 3 It is an application that supports the delivery of HR management, and automates a number of processes with a view to increase efficiency and standardize HRM processes for the Ukrainian civil service. It is comprised of modules, that are interlinked. Comprehensive HR system is a foundational element of HRM Reform project. Background and Context 1 4 This roadmap was developed on the basis of interviews held with Heads of HR and MDCS officials in the spring of 2009, to gather information on data collection, analysis and reporting, and the level of technological support. A review of the NDCS concept paper was also undertaken; Issues identified during this consultation process include: Current systems (Kadry, Kartka) do not meet the needs of HR departments; limited capacity for analysis at the CEGB and government levels; time consuming process for annual reporting to State Statistics Committee; Inconsistent way of recording and maintaining HR information; multiple manual recording systems, Excel spreadsheets...
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...Assignment 2—Career Development PlanIn this assignment, you will recommend the components of a career development planning program and explain how the plan will integrate the organization’s mission and value statements.Consider the following scenario:You work in the HR Department of an electric power company in the southwestern region of the U.S. The company was founded in 1940 and has an excellent reputation as a provider of electricity. It is also considered to be an outstanding corporate citizen and known to be an excellent place to work. It has been ranked among the top three employers in the community for several years.Its mission is to serve customer’s needs for electric power in ways that provide exceptional value to all stakeholders including customers, shareholders, employees, and the communities in which it operates.Its values include providing a safe work environment; fairness and respect for customers, employees, shareholders, and partners; honoring commitments to use resources wisely; providing a high quality of work life for its employees; and striving for excellence and having fun.Given its long history, many of its current employees are children or grandchildren of former employees so there are close family ties to the company as well as a sense of loyalty.However, technological advancements in the power generation business over the years have resulted in jobs being either redesigned or eliminated. For example, in the past, the company had many employees who read...
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...HR Metrics and The Measurement of HR Tony Guse Human Resources Management AL359 Instructor: Mary Felder 5/10/2014 The goal of an effective HR department is to add value, make an organization more viable, and contribute towards the objectives and goals of a business. Human Resources Metrics convey the value added by the HR function; demonstrate the contributions made by human capital; and measure job-related duties. To be considered a strategic partner, HR must understand business. Intrinsic to that understanding are HR metrics. Simply put, metrics are a way to calculate, measure and track key performance indicators. In the same way that a company has a strategy, so must HR. Most HR activities can be measured and benchmarked (Mathis, 58). There are practically an infinite amount of metrics that HR can use spanning recruitment, retention, payroll, compensation, benefits, productivity, and training, among others. Each metric can provide insight in to how HR is performing. Some metrics are more important than others. This is all dependent upon the company’s goals, strategy, and how much useful data is available. There are, however, key questions to consider when establishing metrics: * What metrics are most valuable to the organization? * What data needs to be collected to calculate the metrics? * How will the data from the metrics be analyzed and benchmarked? * How will the data be used to improve processes and develop new action plans? When...
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...Human Resource Management A New Mandate for Human Resources By Dave Ulrich 1 Summary In recent times HR has been perceived as ineffective, incompetent and costly. A need has been felt for creating a new role and agenda to focus on the outcomes and deliverables enrichinhg the organisations value to customers, investors and employees. The four ways which should be adopted by the HR are ← It should partener with the management in executing the strategy ← Develop an expertise in organizing and executing administrative work efficiently. ← Become a medium of transferring employes concerns to the management and develop means to increase employee contribution. ← It should become a change agent, shaping processes and cultures for facilitating change in the organization. The primary role of transforming the HR role lies on the CEO and all line managers who have the main responsibility of achieving the business goals. Thus the line and the HR should form a partnership to make it focused on outcomes rather than activities. 1 Reasons for increase in importance of HR HR can play leadership role in meeting the following competitive challenges Globalisation – The HR must develop understanding and skills in ways of international customers, commerece and competition. It should facilitate the organization in increasing its ability to learn, collaborate and to manage...
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...Army states in its field manual on Training for Full Spectrum Operations, leaders must prepare to operate at the tactical level in operations involving multinational forces.[ii] And as Joint Publication 3-16 states, “US forces cannot assume that the predominant language will automatically be English”[iii] in coalition operations. Recognizing that multinational operations are the inevitable way of the future, the Department of Defense (DOD) acknowledges the importance of language capability among all ranks across the full range of military operations. DOD also recognizes the reality that only “some” servicemembers will be familiar with the language of coalition partners or local nationals.[iv] In its 2005 Defense Language Transformation Roadmap,[v] DOD concedes that “[l]anguage skill and regional expertise are not valued as Defense...
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...state-of-the-art electronics, mission systems integration and other capabilities in the areas of sensing; effects; and command, control, communications and intelligence systems, as well as a broad range of mission support services. They are not only the world’s largest producer of guided missiles, but they are also the fourth largest defense contractor in the United States by revenue. What stands out the most to me when I think of Raytheon is the Patriot Missile from the Persian Gulf War in the early 1990s. Raytheon’s vision is to be the most admired defense and aerospace systems company through their world-class people, innovation and technology. Another thing about Raytheon that really sticks out in my mind is that their Raytheon Professional Services (RPS) is a global leader in training services and outsourcing for over the past 75 years. RPS offers their clients specific training which is tailored to the client and can be a short training session or even a grueling and intense training session. Services covered in this type of training session are: Performance Consulting & Learning Strategy...
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...Advancing Effective Communication, Cultural Competence, and Patient- and Family-Centered Care A Roadmap for Hospitals Quality Safety Equity A Roadmap for Hospitals Project Staff Amy Wilson-Stronks, M.P.P., Project Director, Health Disparities, Division of Quality Measurement and Research, The Joint Commission. Paul Schyve, M.D., Senior Vice President, The Joint Commission Christina L. Cordero, Ph.D., M.P.H., Associate Project Director, Division of Standards and Survey Methods, The Joint Commission Isa Rodriguez, Project Coordinator, Division of Quality Measurement and Research, The Joint Commission Mara Youdelman, J.D., L.L.M., Senior Attorney, National Health Law Program Project Advisors Maureen Carr, M.B.A., Project Director, Division of Standards and Survey Methods, The Joint Commission Amy Panagopoulos, R.N., M.B.A., Director, Division of Standards and Survey Methods, The Joint Commission Robert Wise, M.D., Vice President, Division of Standards and Survey Methods, The Joint Commission Joint Commission Mission The mission of The Joint Commission is to continuously improve health care for the public, in collaboration with other stakeholders, by evaluating health care organizations and inspiring them to excel in providing safe and effective care of the highest quality and value. The inclusion of an organization name, product, or service in a Joint Commission publication should not be construed as an endorsement of such organization, product, or services, nor is failure...
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...The Evolution of HR: Developing HR as an Internal Consulting Organization Richard M. Vosburgh, Mirage Resorts, MGM MIRAGE A s the role and impact of the HR profession continue to evolve, we have reached a critical crossroad. Together and now, business leaders and HR professionals have the opportunity to understand the history that brings us to our current situation, to be informed by predictable trends, and to make the transformation necessary to result in organizational competitive advantage and HR functional viability. Over the last hundred years, the HR profession evolved dramatically, usually in response to external conditions. Unquestionably we are changing—the issue in front of us is whether we will define that future or simply react to the changes that continue to occur in the economy and in our business models. Human ResouRce Planning 30.3 11 If we do not step forward with compelling HR leadership, the future will be determined for us. When the June 2005 Business Week reports “Why HR Gets No Respect,” the August 2005 Fast Company proclaims “Why We Hate HR,” and the “evil personnel director” in Dilbert continues to get knowing laughs, something is going on that the HR profession needs to address. This set of issues goes beyond the never-ending lamentations about lacking a seat at the table for the top HR person—this is about the future of HR in total. We present a historical review and conclude that HR’s greatest opportunity is to develop the organizational...
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...EPG SHRM Foundation’s Effective Practice Guidelines Series HRM’s Role in Corporate Social and Environmental Sustainability Produced in partnership with the World Federation of People Management Associations (WFPMA) and the North American Human Resource Management Association (NAHRMA) HRM’s Role in Corporate Social and Environmental Sustainability This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM®). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2012 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part...
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...------------------------------------------------- Course Code: ACC501 Course Title: ACCOUNTING FOR MANAGERS ------------------------------------------------- Course Instructor: Sukhpreet Kaur ------------------------------------------------- Academic Task No.: 1 Academic Task Title: Company Based Assignment ------------------------------------------------- Date of Allotment: 08/30/2014 Date of submission: 9/12/2014 ------------------------------------------------- Student’s Roll no: RQ1405B58 Student’s Reg. no: 11401812 ------------------------------------------------- Evaluation Parameters: Solely based on the basic introduction and overview of the business of Hexaware Technology ltd. Learning Outcomes: From this task we came to know about the overview of company, History of the Company, Business of the Company, Management of the Company, Competitors, Future plans of the Company, SWOT of the Company. Declaration: I declare that this Assignment is my individual work. I have not copied it from any other student’s work or from any other source except where due acknowledgement is made explicitly in the text, nor has any part been written for me by any other person. Student’s Signature: Evaluator’s comments (For Instructor’s use only) General Observations | Suggestions for Improvement | Best part of assignment | | | | Evaluator’s Signature and Date: Marks Obtained: _______________...
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...2.0 RECRUITMENT INTRODUCTION Recruitment is a process of attracting relevant people with specific requirements and appropriate qualifications to apply for jobs with a company; in this case, Best Glove (M) the leading glove manufacturing company in Malaysia which now planning to open new branches in Penang and Sabah. One of the criteria to be taken care of is recruitment methods that is best to be used for the company. Thus, below are the report on two (2) methods that are mostly used among the manufacturing industries; weighed for which is the most efficient and effective for Best Glove (M). 2.1 ONLINE RECRUITMENT Online recruitment also known as e-recruitment, cyberuiting and internet recruiting; which are all is external recruitment. This kind includes a various process from advertising job vacancies to receiving curriculum-vitaes till the extent of creating and building human resource database of candidates (Dhamija, 2012). There were arguments from Caggiano (1999) and Borck (2000) that the practice of the new trends of internet recruiting will not able to replace the traditional ways yet the strategy will increase effectiveness of recruitment process itself (Dhamija, 2012). However, there are also agreements for the practice that supports the idea that it involves overall recruit and select strategy tool (Dhamija, 2012 cited Cullen, 2001). Top Glove Malaysia- one of the leading glove manufacturers in Malaysia has been seen recruiting its people online. Not only through...
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