...Musgrave Retail Partners Ireland 2010 Human Resource Management A competitive advantage Jennifer O’ Hagan Table of Contents How can good HRM practice become a source of competitive advantage for organisations in the retail sector? 3 Introduction: 3 Definitions: 3 Main functions of a HRM system: 4 Key functions of a HRM system: 6 Learning and development and performance management: 6 Induction: 6 Staff appraisals/review systems: 7 Hertzberg Two factor theory 8 Motivational factors 8 Hygeine factors 8 HRM eveloution 9 Why is HRM such an important tool in organisations today? 10 References 11 How can good HRM practice become a source of competitive advantage for organisations in the retail sector? Introduction: The purpose of this study is to discuss how good HRM (human resource management) practice can become a source of competitive advantage for organisations in the retail sector. To help me examine this, I will explain what defines HRM and the main functions of a HRM system. I will also examine why it is such an important tool for many organisations today. Definitions: Human Resourse Management has been defined as ‘a strategic approach to managing employment relations between employee and employers, which emphasises that leveraging peoples capabilities is critical to achieving competitive advantage, acheived through a distinctive set of integrated employment practices.’ ‘Strategy denotes an activity that organisations perform...
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...REPORT ON HUMAN RESOURCE POLICIES OF NTPC LTD AND MARUTI IN INDIA Submitted to Prof. J L GUPTA By Team: Kumar Gaurav Gholam Rabbani Ghause Vinod Jain 15PGDM04A008 15PGDM05A011 15PGDM07A016 NTPC SCHOOL OF BUSINESS (NSB) (A unit of NTPC Education and Research Society) Plot No. 5-14, Sector 16-A, NOIDA- 201301 (U.P.), INDIA E-mail: nsb@ntpc.co.in; Website: www.nsb.ac.in S.No. Topics Page No. 1. EXECUTIVE SUMMARY 3 2. NTPC HR POLICIES 5 3. NTPC IN NUTSHELL 6 4. HR DEPARTMENT AT NTPC 8 5. HUMAN RESOURCE CENTER (HRC) 9 6. RECRUITMENT 12 7. COMPENSATION POLICY 13 8. EMPLOYEE APPRAISAL 18 9. TRAINING AND DEVELOPMENT 19 10. EMPLOYEE DEVELOPMENT 21 11. ANALYSIS OF NTPC HR POLICY 27 12. MARUTI HR POLICIES 30 13 HUMAN RESOURCE IN MARUTI SUZUKI 31 14 RECRUITMENT FOR FRESHERS 32 15 SOURCES OF RECRUITMENT 33 16 SELECTION 34 17 COMPENSATION 37 18 TRAINING AND DEVLOPMENT 40 19 PERFORMANCE APPRAISAL 42 20. BIBLIOGRAPHY 46 Human Resource Management Page| 2 Executive Summary NTPC strongly believes in achieving organizational excellence through Human Resource. In order to meet Organizational Goals, NTPC leverages the potential of its 24,546 employees by following “People first approach” and states “ People over PLF”. HR functions have formulated an integrated HR strategy which...
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...TEGA INDUSTRIES LTD. Human Resource Management Performance Management – Appraisal System Parthapratim Chakraborty 11/1/2011 PART – 1 : Performance Appraisal System Introduction : Performance Appraisal is an objective system to judge the ability of an individual employee to perform his tasks. A good performance appraisal system should focus on the individual and his development, besides helping him to achieve the desired performance. This means that while the results are important the organization should also examine and prepare its human capital to achieve this result. This holds true even for new inductees. There is a strong linkage between induction, training and appraisal. In a large number of firms worldwide, a new recruit is expected to discuss his schedule of work in achieving his induction objective. This schedule of work becomes a part of his job for the next few months. Objectives of Appraisal Almost all organizations practice performance appraisal in one form or another to achieve certain objectives. These objectives may vary from organization to organization or even within the same organization from time to time. It has been found that there are two primary objectives behind the use of this methodology. One is to use it as an evaluation system and second, to use it as a feedback system. The aim of the evaluation system is to identify the performance gap. This means that it helps determine the gap between the actual performance of the employee and that...
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...GSBS6040 Human Resource Management PBL Assessment 2a. Ethical Dilemma: The Padding That Hurt [pic] Sue Davenport, Human Resources Director stared out of her office window and contemplated her future. Her thoughts were on her position in the company and her need to support her family of four children. As a sole parent she feels her options are limited. Her dilemma began just a few weeks ago. She had learned from Robert Drew, the internal auditor, that an employee had reported to him possible expense account abuses by one of the company’s most senior managers. Robert said that this employee had accompanied Dan Murphy, a senior vice-president, on many business trips. The employee said Murphy had some curious habits: When getting out of a taxi, he would ask for extra blank receipts, and in restaurants, he would often do the same. Robert had followed up this tip. He examined Murphy’s travel file and found numerous irregularities: multiple receipts from the same taxi companies for the same days, extremely expensive meals, and duplicate meal receipts for the same days and other suspicious charges for several hundred dollars each billed to an unknown company. Robert has estimated he could safely document a minimum of $30,000 worth of phony charges over the last three years. When Robert told Sue Davenport what he had found, she said: “The guy makes over half a million a year in salary and yet he evidently is hitting us for at least $10,000 a year in completely fake...
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...Fundamentals of human resource management African Studies Centre / University of Groningen / Mzumbe University African Public Administration and Management series, vol. 2 Fundamentals of human resource management Emerging experiences from Africa Josephat Stephen Itika Published by: African Studies Centre P.O. Box 9555 2300 RB Leiden asc@ascleiden.nl www.ascleiden.nl Cover design: Heike Slingerland Photos: Evans Mathias Kautipe Printed by Ipskamp Drukkers, Enschede ISSN 2211-8284 ISBN 978-90-5448-108-9 © University of Groningen / Mzumbe University, 2011 To all those who believe that African countries, organisations and people have a contribution to make in the meaningful adaptation and application of Eurocentric concepts, theories, assumptions, principles, techniques and practices and in anticipation that such contributions will liberate African managers from mismanagement and inefficiencies. Preface This book is not just one of the many introductions to Human Resource Management that are published, year after year, for use in HRM classes. Authors of those introductions face many challenges, such as the need to produce something that is both theoretically sound and practically valuable, or to find a way to integrate discussions on a variety of topics into one comprehensible teaching tool. The author of this book took up those challenges by, on the one hand, closely following the conventions that HRM scholars all over the world adhere to with regards to the demarcation...
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...Human Resource Management Roles Your Name Course Instructor Date University The people who work for any organization are known as human resources, often referred to as personnel. During the past decade, the term personnel has been changed to human resources when discussing employees since the combination of these two words better describes how important people are to any organization. The main role of the human resources manager is to ensure that the organization make the most of its workforce in a manner that will provide the organization with a competitive edge. This is recognized as a human resource strategy. This paper will discuss several of the human resources manager’s roles. The human resources manager holds the largest responsibility within the organization and must complete more duties than any other employee. The human resources manager must ensure that the required work and- or services are accomplished in a timely and efficient routine. When an employee does not come to work for whatever reason, the human resources manager must perform the tasks of that employee’s job or delegate the tasks to another employee who is able to fill in for the absent employee’s shift. All managers manage human resources. The human resources department’s role is to assist any manager who performs in the human resource functions. Many programs have...
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...Human Recourse Management (HRM) BUS 303 Human Resource Management November 28, 2010 An important aspect of an organization’s business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vision of the company. Human Resource Management Managers plays the role of carrying out the functions of HRM department within an organization. The importance of HRM Manager’s role within an organization cannot be over emphasized. However, before evaluating their roles, there is need to know what Human Resource Management is, and the objectives of human resource management within an organization. uman resource management (HRM)is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals.(Ivancevich, 2010). Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training . In a short way to say about HRM is putting the right people to the right task and vice-versa to get the maximum output for an organization in a process. The people/workforce is represents one of its most potent and valuable...
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...concise definition for HRM functions. Clearly articulate the difference between HRM and Personnel philosophy and functions. Describe the various instruments/functions of HRM. Know the processes resulting from the instruments and the final outcomes. 1. 2. 3. MS 22B - Eddie Corbin, Lecturer 2 2 Dear students, hope the first lesson gave you a fair idea of what the field of HRM holds for us. Today let us know a little bit more about the same. You all keep hearing about personnel management. You must be wondering what’s the difference between personnel management and HRM and what is HRD?? So in this lesson we are going to tackle the same question. Let us begin by having a systemic view of HRM .Let us understand this with the help of a slide: Stakeholder Interest •Shareholders •Management •Employees •Government •Community •Unions HRM Policy •Employee influence •HR flow •Reward systems •Work systems Situational Factors •Workforce Characteristics •Business strategy •Management philosophy •Labour market •Unions •Task environment •Laws/social values HR Outcomes •Commitment •Competence •Congruence •Costeffectiveness Long-Term Consequences •Individual well-being •Org. effectiveness •Societal well-being Systemic View of HRM Can anyone come and explain this slide? Now let us proceed by understanding the following: Elements of HR functions Importance of HR functions Personnel functions HRM versus Personnel functions HRD instruments Processes, and finally Outcomes...
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...some of the wealthiest organizations (including many software companies and consulting 1irms) have few physical assets. Banks are selling off their corporate headquarters because their competitive advantage ‐‐ their source of wealth ‐‐ is found in knowledge. Mining companies are also outsourcing several aspects of physical assets. Their ships and rail cars are often owned by others. The digging equipment is leased or owned by companies that specialize in drilling. The major oil companies today are mainly in the knowledge business – prospecting for minerals or marketing what others have found and extracted. This question also suggests a subtle misunderstanding by the executive about knowledge management. Although much corporate knowledge resides in the brains of its employees (called human capital), it also resides in the...
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...3.5 Methods of Selection for the most Senior and Junior Positions Methods of Selection: We will take after two techniques for selecting the most senior and junior representative. Those are: 1. Structured meeting: An organized meeting, once in a while called an institutionalized meeting, involves the organization of a meeting calendar by a questioner. The point is for all interviewees to be given precisely the same setting of addressing. This implies that every respondent got precisely the same meeting boost as whatever other. Questioners should read out inquiries precisely and in the same request as they are imprinted on the timetable. Inquiries are generally extremely specific and frequently offer the interviewee a fixed scope of answers. The organized meeting is the run of the mill type of meeting in review research. 2. Unstructured meeting: In an unstructured inquiries are not prearranged, taking into consideration suddenness and for inquiries to create throughout the meeting. "Unstructured meeting is similar to rehashed vis-à-vis experiences between the analyst and the sources coordinated toward comprehension witnesses' point of view on their lives, encounters, or circumstances as communicated in their own words" * Selection technique for most senior post: For the most senior post will organize a Structured Interview for the short recorded candidates. We will make an Interview Panel. This will be an eye to eye meeting. Typically, for organized meeting there...
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...As an interviewer, how should you conduct an effective employment interview? Design 10 question you will use interview candidates for any job of your choice. INTRODUCTION In a company, human resource departments is important to responsible for personnel sourcing and hiring, applicant tracking, skills development and tracking, benefits administration and compliance with associated government regulations. Interview activity is part of employee selection to responsible from human resource department. Interviewing is one of the most important steps in hiring a new employee. It is an opportunity to evaluate an applicant’s work experience as well as a chance to review the applicant’s specific skills and abilities (as prescribed by the job description). Interviews provide an opportunity to evaluate the applicant’s interpersonal and communication skills and to get a “feel” for their personality. The interview can also be used to verify qualifications and education as indicated on the resume. As an interviewer, we should conduct an effective employment interview and an offer to someone who's ultimately not the right fit for our company. The interviewer must have fair judgment to select employees into the company. CONTENT For a company, recruiting a good employee is very important. If the company that to recruit right people, is an opportunity and lucky. That can be made success to the company. In the other way, if to recruit the wrong people that it is a pity and sorrow...
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...• A better way to make a product faster and easier • A safer way • A less expensive way • They examine and analyze to find better ways to solve the problem Industrial Engineers Find a Better Way… in many industries Industrial Engineers Find a Better Way… in many industries Harley Davidson air brushed gas tank for the Ergo Cup competition for process improvement in human factoring Industrial Engineers Find a Better Way… in many industries Industrial Engineers . . .what they do • Manage projects by mapping out who does what, when, and look for ways to do it BETTER. Industrial Engineers . . . what they do • Improve process (way something is done) The Boeing Company demonstrating a better way to lift and move into place an airplane door for assembly. Industrial Engineers . . . what they do • Improve process (way something is done) IEs made the lines at amusement parks more efficient so you can have fun! Industrial Engineers . . . what they do • Speed up delivery through “supply chain” Industrial Engineers . . . what they do • Improve operations – safety and human factors Example of better way to lift and move heavy items Not true about engineering Only the “super-smart” can become engineers. All engineers are shy. Engineers have no outside interests. All engineers are men. Industrial Engineers . . . • Know how to have fun… Would I like industrial engineering? • Do you enjoy knowing how things work? • Do you think of...
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...Case Study: Joie de Vivre Hospitality Human Resource Management Professor Dr. Ed Sherbert What is Joie de Vivre’s Philosophy on advertising for its hotels? How does this support the firm’s strategic aims? Many hotels fundamentally discovery themselves struggling to just fulfil the basic expectations of the guest they serve. Receiving feedback through predictable surveys based on quality performance metrics, such services, room comfort, maintenance, property conservation, friendliness and efficiency of the staff is important. Chip Conley believed without underestimating the importance of these variables, what matters most and differentiates hotels from competition is fulfilling unrecognized needs. Chip called this exercise: "identity refreshment". In his words, "you do not only get inside the customer's head, you get inside his heart” Joie de Vivre business model is based on strategic marketing. Resulting in a more powerful marketing approach and is grasped after a deep understanding of the needs and desires of the current and prospective customers. One that understanding of the customer needs and desires are achieved you then develop the business model around products, services, outreach, customer experience and branding, outreach with a goal to meet and exceed customer´s needs and desires. Utilizing this form of out-side in management versus tactical marketing strategies by creating a hotel product, basically copying others hotels and then concentrate efforts in advertisement...
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...Human Resource Management Roles Nan Stangland HCS/341 September 7th 2012 Tracie Mileski Human Resource Management Roles The importance of managers and the way they look to the staff is important. This is very important. Does the team know their manager? Are they available? Is staff able to approach them and not feel afraid to talk to their manager giving credit too those under him/her uplifting the team and this means “all of” the shifts. Things that human resources does Environment Challenges, Organizational Challenges, Individual Challenges, Strategic HR planning challenges. Environment Challenges A study called “Survey of Small and Mid-Sized Businesses Trends for 2000” prepared by Arthur Andersen looks at the challenges and opportunities faced by small business. This report “looks” at the impact, of the “Internet” and technology. According to the study, small business considers finding and retaining qualified workers the most significant challenge to the growth and survival of their business. Other major concern is state and federal regulations economic uncertainty and keeping up with technology, plus access to adequate capital. Let us look at the ever-changing technology this has become a barriers in the fact of it changes all the time. The cost for this change is high. Then to have the staff that understands and can work with computers and do PowerPoint and Word, excel, spreadsheets and e-mail in a professional manner takes training...
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...1.0-Introduction of International Human Resource Management International Human Resource Management (IHRM) is a field of growing importance in human resources arena and there are a growing number of UK organizations that operate in more than one country. The different between domestic HRM and international HRM is the additional activities such as taxation, expatriate remuneration, cross-cultural training, homecoming and international relocation. Besides that, it will increase the complexities of differing labours laws, foreign HR policies and practices and currency fluctuations. Furthermore, it will also increase the involvement in employee’s personal life which included voter registration, health and safety, personal taxation, housing and others. Next, the more complex employee mix which mean mix of more people from more different cultures and ethnic backgrounds as a more significant part of the workforce and the more complex external influences which included different cultures, political systems, ethics and laws which will increased the risks, such as emergency exits for illness, personal security, kidnapping and terrorism. (Paul Banfield & Rebecca Kay, 2008) 1.1-Background of FedEx FedEx was founded by Frederick Wallace Smith which was originally known as federal express delivery company in the world and the largest in the world in Memphis, Tennessee. FedEx Corp. was formed in January 1998 with the acquisition of Caliber System Inc. FedEx sought to build on...
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