...Tenmaeng. They set up a tent and then we walked around the village to invite people. The chief's wife and already told them, but we wanted to let them know as well. I got to go along with Asi Lulu and another boy. Asi Lulu said she wanted to go with me and I wanted to go with her too! It was definitely a mountain village. We climbed up the rocky mountain side. It was really neat. Asi Lulu said she likes me because I am flexible. She said this when we had to go down one little cliff and then we climbed up a rocky cliff. After we were done, we went back to the tent. First they had the kids service. One of the young people, lead songs. The one song made us dizzy, because we had to spin around. :) After Erika told the Bible story about Adam and...
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...overseer of processes and procedures. She feels it is her job to organize the staffing of the stores by conducting interviews and selecting the right personal for the job. McCain also feels she needs to closely monitor the employees performance to ensure the process and procedures that are in place, are properly used and every employee receives proper treatment. As a human resource manager she seems interesting in promoting the organizational performance. She said she is so much busy in defining various gaps and making planning to fill those gaps. She seems much busy in interview and selection process and also helping in training to the new staffs. She is found to be initiating for establishing the systematic disciplinary action. She is also involving in enhancing the performance by creating commission/incentives for the sales person who sales more than breakeven. By all these facts, what I found is she is doing the analysis of the previous gaps and planning and initiating the gap fulfilment strategy but has been suffering staffs and time constraints. But due to the lack of staff in HR section she have to give more time in selection process and not been able to better coordinate with other The most important task that she undertook is actually developing a human resource unit separate from operations and sales. This is an important task because the delineation of tasks enables the managers to focus on their areas. Due to the establishment of the human resource unit, had to slowly...
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...Individual and environmental factors that impact on adult learning INDIVIDUAL ENVIRONEMENTAL POSITIVE Diversity: Adults have experiences that influence their learning, and sharing their life story with other learners makes a training session more interesting by engaging into conversation. Creating a positive learning environment: Make sure that the room temperature is adequate, enough chairs for everyone to sit comfortable and making all the learners feeling relaxed during the entire session. NEGATIVE Language: Having a session with multicultural adults can cause confusion and misunderstanding with some learners. It is important to ask questions if they understood everything and also speak slow and clear. Location of venue: As all learners come from different parts of the country it is important to familiarize them with the location and how to get there. It needs to be close to public transport and have a nearby car park. Also the surrounding should be peaceful as noise from traffic or other factors can impact negatively on the session. Principles of adult learning Principle How the planned activity reflects 1. Adults are internally motivated and self-directed. As all the learners choose the CIPD course it makes them highly motivated and self-directed. 2. Adults bring life experiences and knowledge to learning experiences. Formative assessments throughout the session by questioning learners about their experiences and opinions. 3. Adults are goal oriented...
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...Corporate India in the age of the social media BY: RIYA RASHMI HUMAN RESOURCE MANAGEMENT BATCH OF 2014-16 XLRI, JAMSHEDPUR SOCIALISING HR The report deals with analyzing the past, present and future of HRM with reference to the entering of social media platform in the corporate world. With many of the companies thinking over the issue, it has become very important to evaluate the scope of social media in the field of HR so as to leverage the share of HR as a business partner. Earlier HR being just a cost centered function of a company was into little notice of the stakeholders. But now as the importance of the aspect of people has sparked, the corporate world needs to emphasize on this differentiating function. Sandwiched between the management and the employees, the HR department forms the crux of a corporate. So, the transformation that needs to come through this function shall be of great importance. The use of social media is a very new concept and we need to evaluate the system so as to use it effectively. Table of Contents 1. HISTORY OF HRM IN INDIA - 2 - 2. NEED FOR A CHANGE - 2 - 3. SOCIAL MEDIA AND HRM: - 3 - 3.1. WHY SHOULD HR USE SOCIAL MEDIA? - 3 - 3.1.1. Influence analysis: - 4 - 3.1.2. Engagement and Retention: - 5 - 3.1.3. Employee Onboarding: - 5 - 3.1.4. The modern job “not-posting” - 6 - 4. GIVING A SECOND THOUGHT - 6 - 5. FUTURE PROSPECTS IN...
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...YES BANK: Changing the rules of the game” Table of Contents Not just another “ME TOO” 3 History and evolution of banking reforms 4 “Differentiating” is the name of the game 6 Technology 8 Human Capital ' a strategic asset 8 A Successful Market Entry 10 Outlook 11 Promotion 11 Growth Story 11 EXHIBITS 13 References 18 “One of the strengths and differentiating features of Yes Bank is its knowledge banking approach. Our approach is service oriented; we offer what is missing in the market place. We offer choice and convenience to customers.” - Rana Kapoor, Late founder, Yes Bank (Source: “Wireless Banking getting nod”, www.Intel.com./casestudies/yes_bank.pdf) Not just another “ME TOO” It was December of 2006 when businessworld rated Yes Bank as the third largest bank in a survey that included both public and private sector banks. This was not the only award the bank got. It has received a number of accolades since its inception in 2004. Considering a late entry in a industry where all others have a prominent set up in the market and the skepticism it faced from the experts on the announcement of entering into this overcrowded market. The bank differentiated itself from what they called “knowledge banking approach” which has a huge emphasis on technology and human resource. The knowledge banking concept was the main differentiator and using this approach they were planning to give specialized services to...
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...LinkedIn Profile Contrary to popular belief, LinkedIn is not just your online resume. It can be so much more...if you take the time to use it as effectively as possible. Whether you’re a job seeker, consultant, business owner, networker—whatever— your LinkedIn Profile is a good way to give a terrific first impression. Think of it as your initial interview! Did you know that in 2011, HR and recruiting professionals plan to use LinkedIn 87% of the time to research potential candidates?1 Equally important is the fact that 70% of the time, recruiters reject candidates based on online information.2 Therefore, it’s critical to put your best foot forward and to do everything you can to raise yourself above other candidates. Follow the steps outlined in this document to optimize your LinkedIn profile. It’s very important that your LinkedIn profile matches your printed resume...to a point. The goal is to use your resume as a starting point, then go from there. If you’re not looking for a job, you still want to have your profile optimized as it’s a great business tool. Also, nearly 58% of HR and recruiting professionals reported that they found passive job candidates—people not actively seeking employment—via social networks (including LinkedIn).3 Basic Information For your first and last name, use your legal name. However, if you are more commonly known by a nickname, or have a former or maiden name, enter that in the “Former/Maiden Name” box. Enter your current Country...
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...Brief History of Human Resources and HR Management Human Resources is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are crucial for the modern organization. We cannot believe that the successful business could exist without the Recruitment and Staffing, Compensation and Benefits, Training and Development or the Leadership Development. However, in the past the companies did not use any of the HR value added processes. The story of Human Resources started as evidence of all employees. It dealt with issues and requests. Nothing more was expected to be delivered. The HR Management history is fascinating. The wars usually change the path of Human Resources in organizations and society. The history of Human Resourcesstarts to be interesting with the evolution of the large factories. It was in the 18th century. The rapid development of new industrial approach to work changed the world dramatically. The quick and cheap production became a priority for many industries. The factories hired thousands of workers, who worked up to 16 hours a day. Soon, many entrepreneurs discovered that satisfied employees are more...
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...HISTORICAL EVOLUTION AND DEVELOPMENT OF HUMAN RESOURCES AND HR MANAGEMENT. BENSON MWENDWA WAMBUA KENYATTA UNIVERSITY D241/OL/CTY/7935/2014 BBA 032: FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT Abstract Introduction Human Resource Management is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are crucial for the modern organization. We cannot believe that the successful business could exist without the Recruitment and Staffing, Compensation and Benefits, Training and Development or the Leadership Development. However, in the past the companies did not use any of the HR value added processes. The story of Human Resources started as evidence of all employees. It dealt with issues and requests. Nothing more was expected to be delivered. The HR Management history is fascinating. The wars usually change the path of Human Resources in organizations and society. The evolution and background of HR Management It is a paradox of the human history that best things evolve. The history of the modern Human Resources Management is not a deviation from this general rule of the human history. However...
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...Apple’s Make-vs.-Buy Decision Nekima M. Gilliam Dr. Linda Force HRM 500 November 7, 2012 Based on the information given but in your own workds, explain what approaches to recruiting might be best suited for Apple’s talent acquisition? Based on the information, however given in my own expressions, I will attempt to explain what approaches to recruiting might be best suited for Apple’s talent acquisition. I personally feel that advertising through a large scale employment security agency would be the most rewarding type of advertisement to get the attention of job seekers. The employment would screen applicants and only process applications for individuals who are better suited for the job. Working with Apple you are entrusted with very confidential information. I feel recent college graduates or individuals whom have worked jobs in which they have had hands-on- experience assembling electronics would better candidates for a job offer within Apple. These energetic, inspired recent graduates are the future to these companies such as Apple. They are innovative and have a drive to advance their knowledge of technology. These new recent graduates are full of ideas and dreams that could carry Apple to an all new level, in regard to technology. The textbook also provides us with another way in which Apple hunts for talent through LinkedIn, a networking site in which it allows the individual to post their job histories. (Noe, Hollenbeck, Gerhart, Wright 2011, p. 153)....
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...light bulb moments where I would reflect on my decision making process in personal relationships, but also business relationships. This book assisted me in identifying a new way in which I process information and how I make decisions. Asking the Right Questions, gives you the tools and skills to carefully approach questions and the ability to skillfully think through tasks. Critical thinking as defined by Browne and Keeley consists of an awareness of a set of interrelated critical questions, the ability to ask and answer critical questions at appropriate times and the desire to actively use the critical questions. This assignment, which focused on the PDQ Memorandum (Mark Headlee, personal communication, October 1, 2011), was an interesting discussion to use for the critical thinking process. Initially, when I thought about critical thinking as a task, my mind immediately focused on a problem and a solution. It most often times in my experience has been a lengthy discussion which resulted in numerous steps in the process. The model used by Browne and Keeley, is a different approach than what I was familiar with, however, it was quite unique when applying it to the PDQ CEO compensation evaluation. The PDQ scenario was very unique, because there was some background information provided which helped to frame the case of the writer. Without knowing the background information and why the task was being assigned, it would have been difficult to ascertain why the memo was...
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...We Goggled You Case Study Abstract The CEO of the luxury apparel retailer Hathaway Jones, Fred Westen is planning to expand to China market. He needs someone with the skill sets needed to make it a successful. Fred’s old friend’s daughter Mimi Brewster wants to be part of the move, she believes with her Chinese background and her experience in the field, she would be the right candidate for the job. However, the vice president of human resources, Virginia Flanders found some compromising posting on the internet when she goggled to search information about Mimi Brewster that can jeopardize their plans in china. Fred does not know if hiring Mimi Brewster is the right step to take or not. He believes Mimi is the right person to be on board with them. He thinks internet posting of more than eight years ago is not something to really take serious and at the same time fears that the china plan might fail because of Mimi’s posting on the internet. We Goggled You Problem The CEO of Hathaway Jones, Fred Westen is under pressure to or not to hire an applicant, Mimi Brewster for the new branch to be opened in china due to her compromising posting on the internet found by Virginia Flanders, the vice president of human resources. Assumptions * Virginia Flanders does not want Fred to hire Mimi because of the internet posting. * Mimi Brewster did not think her past internet...
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...processes with the business strategy in order to provide value to the organization (external fit), and that the policies and processes are mutually reinforcing (internal fit). HR planning follows the same pattern as organizational strategic planning, and hence the two processes are complementary. • In order to evaluate the effectiveness of strategy, it is imperative to take the ‘people side’ into consideration. Sole reliance on financial documents (e.g., financial statements, cash flow statements, income statements) largely ignores investment in human capital. Learning objectives • Identify the advantages of integrating human resources planning and strategic planning. • Understand how an organization’s competitive environment influences its strategic planning. • Understand why it is important for an organization to do an internal resource analysis. • Describe the basic tools used for human resources forecasting. • Explain the linkages between competitive strategies and human resources. • Understand what is required for a firm to successfully implement a strategy. • Recognize the methods for assessing and measuring the effectiveness of a firm’s strategy. Why is this chapter important? The purpose of this chapter is to highlight the nexus of strategy and HR planning. It emphasizes the use of planning as a means of ensuring that qualified employees will be available to meet staffing needs when and where they occur. Moreover, it...
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...tracking, skills development and tracking, benefits administration and compliance with associated government regulations. (Entrepreneur.com) The human resources (HR) role is becoming increasingly important in the business world. Human resources includes the combination of traditionally administrative personnel functions with performance management, employee relations, and resource planning. The field draws upon concepts developed in industrial/organizational psychology. In the past, HR personnel did a lot of administrative work. This is changing with the global shift to service-based industries. As the role evolved, HR practitioners wanted to become business partners and actually engage more in the organization’s core business. At present, we see the function of HR going beyond being that of just a business partner to being at the forefront and, in some instances, heading business initiatives (Jones, 2012). We became interested in the field of HR for several reasons. One, it offers an attractive area of employment for business students. Also, it requires a good mix of interpersonal and analytical skills, rather than just number-crunching abilities like in more quantitative areas. And it is an area with promising growth for the future, especially for people interested in international careers. Furthermore, HR is especially important in Singapore, which is small and lacks natural resources. It has based its economic growth of providing superior human skills and...
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...------------------------------------------------- INNOVATIVE HR PRACTICES IN it/ites INDUSTRY HRM ASSIGNMENT -3 sUBMITTED BY - SAYANI COOMAR (ROLL NO: 2) SHRADDHA PATIL (ROLL NO: 5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) sUBMITTED BY - SAYANI COOMAR (ROLL NO: 2) SHRADDHA PATIL (ROLL NO: 5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) TABLE OF CONTENTS SL NO. | TOPIC | 1 | INTRODUCTION | 2 | CHALLENGES FACED AND THE NEED FOR GOOD HR PRACTICES IN ORGANIZATIONS | 3 | INNOVATIVE HR PRACTICES | 4 | FOUR CRITICAL DIMENSIONS OF BEST PRACTICES | 5 | INNOVATIVE PRACTICES IN DIFFERENT HR AREAS | 6 | CREATIVE THAT LEADING COMPANIES USE TO MAXIMISE THE POWER OF PEOPLE | 7 | ORGANIZATIONS THAT TOP THE LIST FOR THE BEST ADOPETED HR PRACTICES | 8 | LATEST NEWS ON THE INNOVATIVE HR PRACTICES ADOPTED ACROSS VARIOUS ORGANIZATIONS: | 9 | CONCLUSION | INTRODUCTION India was declared itself open to Liberalization in the year 1991. This paved the way for industrialization and rapid transformation in the Industry and Business sector. Liberalization also meant change in the working style of the people and hence organizations needed to innovate the HRM practices in an effort to ensure survival in an increasingly hypercompetitive environment. The key challenges of any HR department are employee acquisition, retention, developing employees, performance management, and talent-management according. Seeking, developing and engaging and keeping talent is a big challenge for today’s organizations...
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...Labor Relations, Rutgers University, Piscataway, NJ 08854 The authors identify the key challenges facing strategic human resource management (SHRM) going forward and discuss several new directions in both the scholarship and practice of SHRM. They focus on a clearer articulation of the “black box” between HR and firm performance, emphasizing the integration of strategy implementation as the central mediating variable in this relationship. There are direct implications for the nature of fit and contingencies in SHRM. They also highlight the significance of a differentiated HR architecture not just across firms but also within firms. Keywords: strategy; human resources; black box; implementation; differentiation The field of strategic human resources management (SHRM) has enjoyed a remarkable ascendancy during the past two decades, as both an academic literature and focus of management practice. The parallel growth in both the research literature and interest among practicing managers is a notable departure from the more common experience, where managers are either unaware or simply uninterested in scholarly developments in our field. As the field of HR strategy begins to mature, we believe that it is time to take stock of where it stands as both a field of inquiry and management practice. Although drawing on nearly two decades of † We are grateful to Steve Frenkel, Dave Lepak, and seminar participants at Monash University for comments on an earlier version...
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