...1) It is relating to the international human resources management problems between Betty and Frankie. Although Betty and Frankie are grow up in Hong Kong but they are following a different culture at the same place. Betty was finished her study at Form Five and started her work after her succeeded in the secretarial qualification. She was worked at our company for the past ten years. On the other hand, Frankie was finished his high school at Hong Kong then got his first degree at London and a MBA from Harvard. He has great experiences in multinational company because he worked in London, New York, Hong Kong and Shanghai before joining us. It is helping him to build up a good thinking, open mind and the importance of the relationship with other colleagues. Frankie is willing to change in order to assist him achieving the goal but Betty is not willing to change therefore she won’t cooperate with Frankie when he need to change the old style. Sometimes, the communication is complicated. Especially it is related to two different cultures as it is easy to misunderstanding. Betty’s an India lady and got an education in Hong Kong then entered the workforce. Frankie’s a Chinese and got his education at an elite Hong Kong boy’s school then got his higher education in UK. This may made them have a big different in perception and behavior. At the same time, it’s because they are lack of communication, so they’re not knew each other well. It’s also is a problem between them. 2) We could found...
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...Zambia Catholic University. Faculty of Business, Management and Finance. Department of Business Administration. FAMILY NAME: MWENDELA Student ID No: 100001 EVD Due Day: Assignment: 09-04-2013 HRM Essay GIVEN NAME: DAIMON Course Code: Lecturer: No. of pages: BBA 250 Mr J.B Masiye 06 Essay Title: Discuss the view that effective Human Resources Management policies and practices can contribute to positive organizational performance Introduction The Human Resources of an organization consist of all people who perform its activities. For the purpose of this essay, it is important to define further what human resource management is and what it is used for and to establish how it effectively contribute to the positive performance of an organization. "Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function." (Bernadin,H.J.2007). Furthermore, (Armstrong.2006:4) defined it as a strategic and coherent approach of an organization's most valued assets-the people working there, who individually and collectively contribute to the achievements of the objectives of the business. The term Human resource management is therefore also widely known as "Personnel Management" as a description of the process of managing people in organizations. In a constantly changing world, which...
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...monetary award of this type may appear to be a logical solution for increasing employee motivation. It seems many employees have complaints that they are over work and under paid. Is this absolutely a comprehensive way of increasing motivation amongst employees? So, employees will continue to be able to perform at his or her optimal in his or her position? One model that Gratton and Truss refer to is what is known as “three-dimensional model of people strategy” The foundation of this model includes three segments. The first segment of the model is the vertical alignment. This part of the model is about people strategy and business goals. The second segment is the horizontal alignment. This section of the model is about individual Human Resource policies. Last is the Action or also known as the implementation dimension. This final segment is for the greatest part the series of steps that the people strategy will be implemented through daily experiences of the employees and the behavior of the line managers (2003). Vertical alignment is ensuring that the organizations people strategy is relevant and suitable to its goals. What is a people strategy? As defined by Kochanski & LeBlanc “A People Strategy...
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...Human Resource Accounting Human Resource Accounting Literatur Review To measure human value as a part of the goodwill, HRA was introduced in the accounting literature in the 1960s (Flamholtz, 1985). In 1968 Brummet, Flamholtz & Pyle used the term “human resource accounting” for the first time. In 1973 the American Accounting Association’s Committee on Human Resource Accounting defined HRA as “the process of identifying and measuring data about human resources and communicating this information to interested parties. It provides information about human resource costs and values, serves to facilitate to decision making, and motivates decision makers to adopt a human resource perspective (Sackmann et al., 1989,). Research to examine the way in which human resource variables affect the efficiency of firms could be performed in a number of ways including analyzing the association between different aspects of human resources and firm performance (Bassi & McMurrer, 1998; Boudreau & Ramstad, 1997; Grojer, 1998). Looking at different proposals (Conner, 1991), the resource theory considers human resources in a more explicit way. This theory considers that the competitive position of a firm depends on its specific and not duplicated assets. The most specific (and not duplicated) asset that an enterprise has is its personnel. It takes advantage of their interdependent knowledge. That would explain why some firms are more productive than others. With the same technology, a solid human...
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...Human resources policies are a set of practices and procures used to manage interactions between the employer and employee. In general, human resource is primarily focused on employee management, which includes recruitment, hiring, managing, and termination. All companies have human resources policies, as they are typically required by law. In the United States, the Labor Standards Act provides a list of required procedures for all employers. These procedures cover all the major life events for an employee and are mandatory. (Jucious, 1963). There are four generic areas of human resources policies: recruitment, employment standards, discipline, and termination. The Labor Standards Act provides a basic framework, on which all human resource policies are built. The purpose of human resources policy is to clearly communicate the company’s internal procedures, requirements, and consequences. It is worth noting that almost half of all civil lawsuits are a result of a dispute surrounding human resources issues. In recruitment, there are four common human resources policies. When a position is vacant, the length of time applications will be accepted and who can apply is provided in policy. Prioritization of applicants and the granting of preferential status during the application process are common in both union and non-union environments. Non-discriminatory hiring practices based on race, religion, and gender is standard. Checking of references as part of a condition of employment...
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...OF THE HR POLICY OF THE WORLD BANK | | COURSE CODE AND TITLE: HUM 501 (HUMAN RESOURCE MANAGEMENT) | REGISTRATION NUMBER: SB/MHR/11/0004DATE: 14TH OCTOBER, 2011 | UNIVERSITY OF CAPE COAST SCHOOL OF BUSINESS UNIVERSITY OF CAPE COAST SCHOOL OF BUSINESS TOPIC WHAT IS A HUMAN RESOURCE POLICY? Generally, a policy, according to the Oxford Advanced Learner’s Dictionary, 7th edition (2007), is a plan of action agreed on or chosen by a political party, a business, etc. en.wikipedia.org describes policy as a principle or rule to guide decisions and achieve rational outcome(s). From these definitions, one can therefore deduce that policies are plans of action, principles, or rules which are meant to serve as guidelines to decision making in order to achieve a rational outcome. Policies are generally adopted by the Board of or senior governance body within an organization. That is to say that adopting the policies of any company does not lie with just anybody because policies serve more or less as guidelines as to what should be done and why they should be done; therefore they should come from the senior governing members of an organisation. Policies can be formulated to serve specific people or situations, depending on the purpose for which it must serve. They can come from either the government of a country, board of governors of a company or even an international control body. Human resource policy is a typical example of policies. “Human Resource Policies are continuing...
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...excellence and exemplary governance practices, our progressive and innovative Human Resources Policies and systems have created an enabling milieu which facilitates recruitment, retention and nurturing of world class human capital for leadership in energy business. We believe that HR Policies and interventions have the inherent responsibility of organizational transformation and effective change management through progressive adoption of techniques and structures that accord precedence to action oriented goals and continuous resource development. It is with this goal in perspective that our Human Resource policies focus on key areas like talent acquisition and retention, training and development, compensation management and social security. The company hires the best available talent in various disciplines through a rigorous selection process. It also visits the campuses of leading educational institutions to head hunt the critical talent based on its requirements. Training and Development of human resources is another priority area. The training infrastructure comprises of ONGC Academy located at the Headquarters in Dehradun as well as Regional Training Institutes (RTIs) at other locations. Apart from regular in-house training programs, various management development programmes are organized in association with the best management institutes of the country to keep the executives updated with latest management philosophies and concepts. Other HR initiatives like mentoring and coaching...
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...1. 1. Introduction ICM Communication PLC is an organization that provides creative solutions for developmental, governmental, non-governmental organizations and UN agencies. The organization is a private limited company registered under the Ethiopian business law on March 2011. Although a fairly young organization, ICM has made its name in brand development, graphic design, creation of promotional materials and printing in the Addis Ababa and Ethiopia market. ICM utilizes sustainable communication methods when providing services to clients. Sustainable communication is about making the best possible use of people and money to deliver maximum impact from minimum resources. It is the Perfect approach to take any organization cares about people, is concerned about climate change and wants to get the best possible return for investment. ICM collaborates with our clients to develop breakthrough insights, strategies, and tactics that communicate, engage and inspire, ultimately making a lasting social impact. ICM Communication Plc believes that to address social and behavioral change, communication initiatives should be supported both at community and institutional levels, as cross cutting strategies to establish common platforms for multiple communication objectives. This will improve the enabling environment, increase access to essential hardware and commodities, strengthen the capacities of service providers and stimulate demand for services, promote adoption of appropriate...
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...CROSS CULTURAL MANAGEMENT The interaction of people from different backgrounds in the business world, cross culture is a vital issue in international business, as the success of international trade depends upon the smooth interaction of employees from different cultures and regions. A growing number of companies are consequently devoting substantial resources toward training their employees to interact effectively with those of companies in other cultures in an effort to foment a positive cross-cultural experience. Cross culture can be experienced by an employee who is transferred to a location in another country. The employee must learn the language and culture of those around him, and vice-versa. This can be more difficult if this person is acting in a managerial capacity; someone in this position who cannot effectively communicate with or understand their employees' actions can lose their credibility. In an ever-expanding global economy, cross culture and adaptability will continue to be important factors in the business world. Cross-culture tries to bring together such relatively unrelated areas as cultural anthropology and established areas of communication. Its core is to establish and understand how people from different cultures communicate with each other and the culture of a society comprises the shared values, understandings, assumptions, and goals that are learned from earlier generations, imposed by the members of the present day society and passed on to the succeeding...
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...HR policy: HR policy is the strategic deployment of plans that the human resource department introduce in the organizations. The focus of such policies is to enable the organization cope up with the changing conditions and better comprehend the business and trade mechanism by hiring and maintaining highly professional employees in the panel of workers. It is very necessary that effective human resource policy is deployed by the organization in order to run it effectively. In other word, Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning. Each company has a different set of circumstances, and so develops an individual set of human resource policies Purposes of HR policies: HR policies allow an organization to be clear with employees on: • The nature of the organization • What they should expect from the organization • What the organization expects of them • How policies and procedures work • What is acceptable and unacceptable behavior • The consequences of unacceptable behavior The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst...
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...Rus Wane Equipment Case Study Joint Venture In Russia Michael G Rutkowski Upper Iowa University Abstract Wane Machines Inc. engages in the manufacturing, installation, and maintenance of large scale heating and cooling equipment for office and apartment buildings. In February 1990 a joint venture was formed called Rus Wane Equipment with NLZ, a medium sized factory outside Moscow, that manufactured similar equipment, but of much lower quality. This case shows the difficulties that can arise if a company does not follow the organizational structure, management systems, and the human resources policies of the company. And how changing government legislation in a rapidly changing business environment like Russia, can have serious financial impacts and decline the advantages of a joint venture. This case shows the situations and difficult problems that can arise from a joint venture between Wane Machines, Inc and NLZ the Soviet partner company. Wayne Machines started in New York City and specializes in manufacturing, installing, and maintaining large scale heating and cooling equipment. The corporation is divided into four divisions that unite 50 companies in 160 countries. After exploring markets in Eastern Europe and the Soviet Union a Soviet-Belgian joint venture was formed in February 1990, called Rus Wane Equipment. Rus Wane established another joint venture with a St. Petersburg partner, to install and service its products in Russia. The market potential in the...
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...Human Resource Management Case Study Report Ernst and Young Lauren Dixon - 18174 Ernst and Young Background to Human Resources and Strategy: Definition of HR Human Resources is the sector of a company that is attentive on actions relating to its employees. Some of these activities can include recruiting and hiring of new employees, training of current employees, orientation, employee benefits and firing. Definition of Strategy A strategy is way of devising a route to reach a specific goal. It can be seen as a way of gaining a possible advantage over an opponent. As there is no was to predict the future, strategy is likened to a set of possibilities rather than a set idea. Relationship between HR and Strategy Human resources and strategy will always have an extremely essential bond. Every company’s human resources sector will want to be able to provide sound strategy’s to implement upon their employees. Company’s want to be able to say that they have the best equipped staff for their jobs, that their strategy’s are extremely successful in training staff; increasing sales, reaching goals, and different types of recruitment. Making a company strive comes from having human resources aware of what strategies need to be created and implemented appropriately. An operational human resources sector of a business should be able to organise staff to efficiently and effectively reach its company’s goals and aims. Background to Ernst and Young Ernst...
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...of suggested reading websites, industry journals and forums provided. Read each of the practical activity assessments for this unit of competency before commencing. 2. Answer all of the requirements of the practical activities. Keep in mind you are studying a Nationally Recognised Diploma unit of competency. Your answers must reflect the depth of knowledge and understanding expected of a person who can work without supervision and demonstrate a level of judgement and decision making. 3. This assessment is to be conducted in your own time. 4. Notes, textbooks and computers may be used. Be prepared to: • View www.youtube.com • Utilise search engines like www.google.com.au • Research the websites of organisations specialising in business, management, technology and similar 5. You must complete all your own work without assistance from other persons: • The assessor will take steps /...
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...Running head: WORTHINGTON INDUSTRIES CASE 12-3 1 Worthington Industries Case 12-3 MBA Worthington Industries Case 12-3 Worthington Industries has a long history of success in steel processing and metals-related businesses. From 1995 to 1999, they increased sales consistently yearover-year. During 1995, the company reported net sales of $1.126 billion. By 1999, net sales grew to $1.763 billion, an increase of 57 percent (Anthony & Govindarajan, 2007). There are four key factors of their management system that have helped them exceed their competitor’s performance. These four factors include their values, organizational structure, human resource policies, and their reward systems. Values The first key factor is the company’s values. The company founder developed these values and they have remained at their core ever since. There are eight rules or statements that make up the company’s philosophy. These eight statements include earnings, their golden rule, people, customers, suppliers, the organization, communication and citizenship. The heart of these values is the golden rule of treating others the way you want to be treated. They apply this rule to their customers, employees, investors, and suppliers. The first priority for the company is to earn money for their shareholders (employees are also encouraged to become shareholders through the company’s profit sharing plan) and increase the value of their investment. They measure this through growth earnings per share. From...
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...An Assignment on Strategic administration of human resource, knowledge and change Submitted To: Submitted By: 2013 Date of Submission: Contents Introduction 3 Appropriate Organizational Structure and Process 3 The approaches help the company to implement changes and overcome resistance to change 7 Evaluation of the company’s Human resource planning and Recruiting and Selection process 9 The contribution that Human resource management and Knowledge management could enhance individual and organizational performance 9 Recommendation for reward and performance strategy 10 Suggestion regarding initiatives that will help to develop a harmonious and trusting employment relationship within existing and new company 12 Summary 13 References 14 Introduction ABC limited is a small and growing company in IT sector. Despite of difficulties in economic environment, it wants to expand market and considered to establish a new base in one of the new expanding countries in EU. The company offers a greater range of product and service to remain competitive. Until now the company follows an ad hoc strategy in human resource policy and procedure, which means that it makes their strategy for only any specific purpose. That improves only the performance of the selected time. But while expanding their market to a new base, it faces some problems. In addition, other small firms also appear strong competitor to ABC. It also takes reactive forward planning and strategic planning. But in the...
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