...Slide 2: The environmental forces impacting Human Resource: Two types: 1) Internal * Organizational culture- Organizational culture consists of the core values, beliefs, and assumptions that are widely shared by members of an organization. It serves a variety of purposes: • communicating what the organization “believes in” and “stands for” • providing employees with a sense of direction and expected behaviour (norms) • shaping employees’ attitudes about themselves, the organization, and their roles • creating a sense of identity, orderliness, and consistency • fostering employee loyalty and commitment. Below characteristics captures the essence of organizational culture: * Innovation and risk taking * Attention to detail * Outcome orientation * Team orientation * Aggressiveness * Stability * Organizational Structure * Organizational structure determines how the roles, power and responsibilities are assigned, controlled, and coordinated, and how information flows between the different levels of management. * A structure depends on the organization's objectives and strategy. 2) External * Economic- The economic environment has a major impact on business in general and the management of human resources in particular. Economic conditions affect supply and demand for products and services, which, in turn, have a dramatic impact on the labour force by affecting the number and types of employees required, as well...
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...FEDERAL UNIVERSITY OF AGRICULTURE, ABEOKUTA DEPARTMENT OF AGRICULTURAL ECONOMICS AND FARM MANAGEMENT, P.M.B 2240, ALABATA, ABEOKUTA, OGUN STATE POULTRY FARM SURVEY QUESTIONNAIRE MULTIDIMENSIONAL POVERTY STATUS OF POULTRY MANAGEMENT SYSTEM HOUSEHOLDS IN OGUN STATE Questionnaire Identification Questionnaire Number: _______________ Date Administered: ________________ Name of Community: ____________________________ LGA: _________________________ Administered By: ______________________________Checked by: ______________________ Dear Sir/Ma, This questionnaire is designed to collect data for use in the above stated research. I will be most grateful if you may kindly provide the required information to the best of your knowledge. Be assured that the information provided will be treated with a high level of confidentiality, and will be used for the advancement of the course for which the study is intended. Thank you very much in anticipation of your cooperation SECTION A: FARMERS SOCIOECONOMIC INFORMATION Please tick the choice applicable to you. Household Name: _____________________________________________________ 1. Gender of household head: Male………….. Female…………….. 2. Age of household head (Years)................................... 3. Number of Household members that are still dependent on household head ………………… 4. Marital status of household head: Married...
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...Running head: Ethical Issues in HRM Strategy HRM 530: Assignment #1 Nakesha Booker Strayer University Dr. Obi Iwuanyanwu July 15, 2012 When hired as a newly HRM (Human Resource Management) consultant, you must first understand your role before you can began assisting with any issues or other areas of overlap. The primary role of a HRM consultant “is to assist the client to identify needs, develop an action plan and facilitate change to enhance the success of your organization. Our management, human resource, and training services are designed to improve productivity, efficiency, communication and employee morale” (Welcome to HR Consultants, Inc., 2009). Once you have a thorough understanding of your duties in this role you can successfully develop an action plan that will aid in the implementation of necessary changes within the organization. Some areas of overlap that you many encounter in a new client organization could include; but not limited to the following: talent acquisition, retention, employee morale, and training. Each of these roles (in my opinion) is vital in the successfulness of any organization. If you, as a HRM consultant can acquire the needed talent, effectively train them while instilling the need of excellent employee morale, you will be able to retain these employees keeping, while maintaining a high retention rate. While not all candidates selected will be successful, the important part is that HRM consultants keep...
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...Importance of HRM Issue 1.When we talk about organizaiton’s management, we cannot ignore the compensation management of HR department. The compensation is directly impact on organization’s budget and employ’s performance. 2.First the first aspect, we all know that organization’s pay level is based on the organization’s goal, market dara, legal requirements and principal fairness. (Noe, Hollenvech, Gerhart, Wright, 2011, p363). Because capital is limited, organization’s HR department often makes the upper limit. However they still want to abstract talent to perform best (work performance management), so there is a balance to keep on the pay level. 3.“Compensation satisfactory degree is a relative concept refers that the employees are to improve the motivation and source of economic progress based on the enterprise, they have occupied absolute proportion in total capital” (Michael Armstong&Helen Murlis2000). 4.Some staff's work enthusiasm is not high. Some employees lack the sense of belonging to a company, resulting in the loss of passion. So companies attach great importance to this problem. To establish a good working relationship, provide the appropriate level of compensation is an important aspect(Kenan S．Abosch and Janice S．Hand，1 998). .“Satisfied or not is one of people’s mood and emotional reactions, from the point of equity in compensation, when determining whether satisfied or not for people, people tend to compared with reference, if people feel input and...
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...| | |Ethical Issues in HRM Strategy | | | |Raynor | | | |Dr. Morgan | | | |HRM 530 – Strategic Human Resource Management | | | |October 28, 2012 | | ...
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...Ethical Issues in HRM Strategy By: Cynthia Chamberlain Strayer University Professor David Frost Week of Jan. 21, 2013 Identify the areas of overlap in the new client organization with others that you have had as clients. If you have limited experience with these types of problems, be sure to research common issues to complete this question. As an HR function, the areas such as industrial relations, employee relations and employment legislation are intertwined. Whenever an organization engages the services of an outside consultant, they are expecting that consultant to draw on the knowledge and experience gained from working with other companies. Although the new client is experiencing the same problems and situations as former clients, you must handle the new client in a unique manner, tailoring answers to its individual needs. Consultants are often used in the areas of training and development, compensation administration, benefits, staffing, and labor law, and there could be overlaps. If the organization has undergone a merger, rightsizing, or downsizing, employee morale and enthusiasm may be affected. In an article written for the Society for Human Resource Management (SHRM), Sarah Hathorn notes, “People are worried about their jobs and there may be a lot of redundancy and overlapping of responsibilities.” HR consultants can provide stability by exerting leadership when needed and continuously searching for solutions to problems. (Grensing-Pophal, L., 2011) ...
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...HRM Issues/Diversification Strategies Global demand for steel expanded continuously throughout the 1960s, a demand domestic producers elected to not meet, choosing only to match domestic consumption requirements. This presented an opportunity for up-start foreign producers to strengthen themselves without directly competing against producers in the United States. Throughout this expansion, the relationship between management and labor soured. The Nucor Corporation broke into the industry with a workforce that consisted of farmers, mechanics, and other motivated workers. The company experienced various pains, eventually won community trust and respect within the industry. Trends in Steel Industry and how it may Impact Nucor’s Strategy “Due to growing demand for scrap metal, its cost has become increasingly volatile in the 1990s. In 1994, for example, prices climbed as much as $50/ton to $165-170/ton while 10 million tons of American scrap were exported to offshore customers. In 1996 prices reached $200/ton, and were expected to climb, but instead declined to $170-180/ton by the end of 1997” (Boyd & Grove, p. 6, 2000). Like many industries, the slumping global economy has significantly impacted demand in the steel industry as well. As the automotive and construction industries recover, the steel industry should begin to see a gradual upswing in demand. However, the steel industry will encounter difficulty trying to maintain growth revenues greater than 15% until other...
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...HRM Issues Based on Hofstede’s Cultural Dimensions in Ghana Alison C Holt Saint Leo University Abstract This paper will contain information concerning the challenges human resource management faces when the organization decides to go global. Human resource management faces many global issues; however, this paper will look at Hofstede’s cultural dimension theory in the comparison of Ghana and the United States. We will look at three of Hofstede’s five dimensions and see how Ghana is rated to each of the theories. The first dimension, Individualism verses collectivism, focuses on cultures in terms relationships of individuals, families and extended families (Ivancevich & Konopaske, 2013). The second dimension, Power distance, focuses on power relationships within a culture. The last dimension, Masculinity verses femininity, focuses on gender roles within culture (Ivancevich & Konopaske, 2013). In the 21st Century, many organizations have reached out into the global market due to changes in technology, economics and social responsibility. Therefore, interactions between businesses in different countries have become routine. When a company expands globally, new challenges arise due to different laws, customs and characteristics (Ivancevich & Konopaske, 2013). International laws and customs pose numerous challenges for human resource professionals, for example, HRM must supply an adequate amount of top managers with global experience, which is necessary...
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...Systems Consideration in HRIS In today’s knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities,...
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...ASSIGNMENT #4: HRM ISSUES/DIVERSIFICATION STRATEGIES Introduction This paper presents the analysis of the Nucor Corporation case (Thompson, Strickland, Gamble, 2010, Nucor Corporation, p. C-193). Nucor is one of the largest producers of steel in the United States with a production capacity that exceeds 26 million tons. Nucor was among the first steel companies in the United States to use electric arc furnaces to melt recycled steel. In 2007, Nucor recycled nearly 10 million cars in its production processes, the equivalent of one SUV every four second (Nucor.com). Trends in the Steel Industry Steel Industry Trends are not at all static in this industry and is a very dynamic. The country that is producing the maximum amount of steel may not be in the first position in the coming years. Analysis of the Steel Industry Trends show that from the period starting from 1910 until the year 1960, the first position in terms of producing the largest amount of steel in the whole world was captured by United States of America. During this period, it was observed that almost half of the total steel production around the globe was produced by USA. However, the scenario started to change after the countries like Japan and China came to the fore. Again, in the recent years, India as well as Brazil has shown tremendous performance in the steel production side. According to the recent Steel Industry Trends, China is the largest steel producing nation. However, it has also been seen that the...
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...Priority Lists of HRM Issues Priority #1: Supervisor span of control Justification: Effective span of control for one supervisor typically is 5-8 people depending on the drivers of the department and the experience of the supervisor. In Bob’s case, it may have been more beneficial to begin with him supervising 5 people and taking on more as his experience grew. Or, he should have not been hired. Action to be taken: Evaluate how many direct reports each supervisor currently has and look at realigning or delayering as possibilities. HR Domain: Organizational Design Priority #2: Realigning salaries based on performance measures and not hierarchical job titles Justification: Employees have been promoted into positions and have been unwilling or lacked the skills to be effective employees in their positions. As responsibilities have been taken away the organization has not decreased their salaries to reflect it. Other employees are performing at higher levels while knowing their supervisors are have less responsibilities but high salaries. Star performers will be lost due to frustrations and lack of rewards. Action to be taken: Implement a performance based reward system. Employees that consistently meet their company’s goals and objectives need to be rewarded by moving the ranks at the sacrifice of employees who are not. HR Domain: Performance Management and Appraisal Priority #3: Supervisory training Justification: Two employees were slotted into positions they...
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...Running head: HRM Issues/Diversification Strategies HRM Issues/Diversification Strategies Assignment #4 Nucor Corporation Strayer University BUS599016VA016-1116-001 Strategic Management August 21, 2011 Abstract This paper examines the trends in the global beer market. The paper will also examine the international expansions that were made through strategic partnerships with distributors in local markets. Foreign Market Entry and Diversification Assignment #3 Corona Beer Grupo Modelo’s corporate mission is, “To produce, distribute and sell quality beer, at a competitive price, optimizing resources and surpassing customer expectations, in order to contributeto the economic and social development of Mexico.” Corona Extra brand has become the fifth best selling beer worldwide and the number one imported beer in the United States. Corona is commonly served with a wedge of citrus fruit in the United States, Canada, Australia, and the United Kingdom. Today, Modelo products are available in more than one hundred and forty countries (http://findarticles.com/p/articles/mi_m0BEK/is_7_7/ai_55012912/). Identify and discuss the trends in the global beer markets. The world of beer is changing and evolving. The most interesting tend is happening in Germany. When most people think of beer they think of Germany. Beer production in Germany dropped 1.7% from 2009 to 2010. Beer consumption dropped 3% in Germany because many German consumers would drink coffee...
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...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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...ETHICS IN HUMAN RESOURCE MANAGEMENT QUESTION Identify any ethical issues most likely to take place in the function of HRM in an organization Introduction The term ‘organizational justice’ refers to the extent to which employees perceive workplace procedures, interactions and outcomes to be fair in nature. These perceptions can influence attitudes and behavior for good or ill, in turn having a positive or negative impact on employee performance and the organization’s success. The concept of organizational justice extends traditional models of work behaviour that tend to conceptualize job demands, job control and social support as the main factors determining individual well-being and productivity. ‘Fairness’ is a largely subjective construct, which captures more basic elements of the social structure in which these other characteristics operate. Often the notion of organizational justice will only become relevant and tangible when a violation of said justice occurs. Examples of perceived injustices within an organization might include: • unequal pay for men and women doing the same job • performance reviews being conducted by someone with whom the employee has had little previous contact • the use of personality inventories to select new staff • arbitrary dismissals. Work psychologists have highlighted three distinct, though overlapping, types of organizational justice: distributive, procedural, and interactional. Each will be briefly described...
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