...while facing challenges within today's economy is a challenge for all types of companies and organizations. When faced with struggling budgets outsourcing and or downsizing are often seen as the only possible solutions for businesses to stay afloat. Trying to maintain competitiveness while downsizing and or outsourcing brings about additional challenges for human resource management organizations. Containing Human Resource Costs During Economic Challenges The current economy brings challenges to every level of a corporation, including human resource management. Maintaining an effective budget is not always easy and becomes even more difficult with the strains of an economic crisis. While the elimination of unnecessary materials and or processes may help in curtailing costs and spending, it is not always an easy task; and an even more difficult task involves the elimination of actual jobs. As companies are faced with having to cut costs, eliminating jobs is sometimes an unfortunate solution. Human resources management is defined as the process of managing human talent to achieve an organization's objectives (Bohlander & Snell, 2010). Being able to effectively execute the process of human resources management relies on several factors. Being able to compete, recruit and staff globally; embrace new technology; manage change; manage talent; respond to the market and contain costs are imperative to a successful human resources management organization In today's...
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...Running Head: CHANGE MANAGEMENT Proposed Change Program for AVIVA [Name of the Writer] [Name of the Institution] Table of Contents Introduction 2 Discussion 2 Leading and managing change 2 Challenges and problem of managing and leading change at Aviva 3 Change strategy for Aviva 4 Change interventions for Aviva 6 Enabling continuous change 7 Change program limitations 8 Conclusion 9 References 9 Proposed Change Program for AVIVA Introduction This assignment aims to analyze the challenges and problems which are being faced by renowned insurance company Aviva following the decision of downsizing due to moving several hundred jobs to India as a outsourcing strategy to remain competitive in the market. The company is facing difficulties while implementing change management programs in their organization. In this assignment, change strategy will be proposed relevant to the problems company is facing and specific interventions would be introduced during the process of change. Moreover, suggestions will be given on sustaining the change for a longer period of time while defining the limitations of the change program. Discussion Leading and managing change Organization change is important for the strategic growth of the organization however, it is always met with employees’ resistance. The repercussion of this resistance put up by employees can be drastic and cause serious disturbance in the organization. It is important for the organization to study...
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...Contemporary Management, 7/e Gareth R. Jones, Jennifer M. George ISBN: 0078112699 Chapter 1 Warning! – Don’t expect all lectures to come straight from the text! What is management? 1. Management is the planning, organizing, leading and controlling of human and other resources to achieve organization goals effectively and efficiency. 2. Managers operate within an organization, a group of people who work together to achieve a wide variety of goals or desired future outcomes. 3. Organizational productivity (performance) is how effectively and efficiently a manager uses resources to satisfy customers and reach organizational goals. a. efficiency measures how well or how productively resources are used. b. effectiveness measures the appropriateness of the goals chosen by a manager. What do managers do? Get things done through others by . . . I. Management functions: A. Planning is the process managers’ use for identifying and selecting appropriate goals and actions for the organization. 1. Planning involves three steps including deciding which organizational goals and courses of actions to pursue; strategies to adopt and deciding how to allocate organizational resources to attain those goals. 2. The strategies determined during planning determine the effectiveness and efficiency of an organization. B. Organizing is the task of structuring working relationships...
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...IMPACT OF GLOBALIZATION ON THE HUMAN RESOURCE MANAGEMENT FUNCTION IN DEVELOPING COUNTRIES: A CASE STUDY OF KENYA PUBLIC CORPORATIONS Hazel Gachoka Gachunga1 Abstract Globalization has a major impact on the management of human resources in developing countries including Kenya. It has led to homogenization and convergence in organization strategies, structures and processes as well as in consumer choice. With accelerating globalization, organizations have had to change and new trends have set in even in the management of human resources. Globalization has led to changes in organization design and organization structures are leaner thus improving efficiency but having a negative impact on staff numbers which have had to be reduced. This means employees have been retrenched in many sectors like telecommunications, the Kenya Railways and the Kenya public service sectors in order for those organizations to gain competitive advantage. Reward management systems have changed and even the human resource planning strategy is to have a leaner staff in the core areas and to hire part time workers in a bid to reduce costs and to enable the business to run profitably and efficiently. The non-core jobs have been outsourced which has led to an increase in independent contractors to service industries. However, the homogeneity that results from globalization has had a major effect in developing countries because of brain drain. Globalization can therefore be said to have had a phenomenal impact...
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...IMPACT OF GLOBALIZATION ON THE HUMAN RESOURCE MANAGEMENT FUNCTION IN DEVELOPING COUNTRIES: A CASE STUDY OF KENYA PUBLIC CORPORATIONS Hazel Gachoka Gachunga1 Abstract Globalization has a major impact on the management of human resources in developing countries including Kenya. It has led to homogenization and convergence in organization strategies, structures and processes as well as in consumer choice. With accelerating globalization, organizations have had to change and new trends have set in even in the management of human resources. Globalization has led to changes in organization design and organization structures are leaner thus improving efficiency but having a negative impact on staff numbers which have had to be reduced. This means employees have been retrenched in many sectors like telecommunications, the Kenya Railways and the Kenya public service sectors in order for those organizations to gain competitive advantage. Reward management systems have changed and even the human resource planning strategy is to have a leaner staff in the core areas and to hire part time workers in a bid to reduce costs and to enable the business to run profitably and efficiently. The non-core jobs have been outsourced which has led to an increase in independent contractors to service industries. However, the homogeneity that results from globalization has had a major effect in developing countries because of brain drain. Globalization can therefore be said to have had a phenomenal impact...
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...Adversity of Outsourcing: Outsourcing from the Employee’s Perspective Schillen & Steinke Mitigating the Adversity of Outsourcing: Outsourcing from the Employee’s Perspective Sarah J. Schillen Seattle Pacific University USA sschillen@gmail.com Gerhard Steinke Seattle Pacific University USA gsteinke@spu.edu ABSTRACT This paper explores how outsourcing activities and decisions put the well-being of the remaining employees at risk, ultimately affecting productivity and creating further costs to the employer. It highlights four potential threats to remaining employees: trust, job satisfaction, motivation, and stress. The paper provides several suggestions for mitigating these impacts, including communication to retain trust, acting ethically to ensure satisfied employees, seeking an understanding of employee perspectives to build employee motivation, and providing good planning along with training and development to reduce employee stress. INTRODUCTION Globalization provides organizations with more options than ever before. Business leaders are continuously encouraged to adapt, reevaluate, and strategically improve processes and approaches. Best practices are reinvented rapidly in attempt to keep up with market trends. The quest to recognize new methods for increasing revenue has become the inspiration for exploring new management techniques and strategies. One such rising trend in the advent of global markets is that of outsourcing. Common purposes for outsourcing include improvements...
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...the vehicle to HPM and emphases ’soft’ aspects of HRM such as job security, trust, and a strong psychological contract whereas HPM emphasises ‘hard’ aspects of HRM such as restructuring, performance related pay by linking employee effectiveness towards organisational performance. The premise behind HPWS according to Ramsay et al (2000) entails management ceding a degree of control to the workers, thereby attaining the commitment and motivation of the workers through specific ‘bundles’ or ‘systems’ of HRM practices that are mutually supportive and reinforcing, thereby creating a competitive advantage and enhanced organisational success’ (MacDuffie 1994). Basically, the argument is, that while individual practices – for example, self managing teams, total quality management (TQM), performance-based pay systems – might be beneficial in their own right, suites of practices that are mutually consistent will deliver performance outcomes greater...
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...SAIL'S VOLUNTARY RETIREMENT SCHEME Case Code-HROB002 Published-2003 INTRODUCTION At a meeting of the board of directors in June 1999, the CEOs of Steel Authority of India's (SAIL) four plants - V. Gujral (Bhilai), S. B. Singh (Durgapur), B.K. Singh (Bokaro), and A.K. Singh (Rourkela) made their usual presentations on their performance projections. One after the other, they got up to describe how these units were going to post huge losses, once again, in the first quarter[1] of 1999-2000. After incurring a huge loss of Rs 15.74 billion in the financial year 1998-99 (the first in the last 12 years), the morale in the company was extremely low. The joke at SAIL's headquarters in Delhi was that the company's fortunes would change only if a VRS was offered to its CEOs - not just the workers. BACKGROUND NOTE |SAIL was the world's 10th largest and India's largest steel manufacturer with a 33% share in the domestic market. In |[pic][pi| |the financial year 1999-2000, the company generated revenues of Rs. 162.5 billion and incurred a net loss of Rs 17.2 |c] | |billion. Yet, as on February 23, 2001, SAIL had a market valuation of just Rs. 340.8 billion, a meager amount | | |considering the fact that the company owned four integrated and two special steel plants. | | |SAIL was formed in 1973 as a holding company of the government owned steel and associated input companies. In 1978, the| | |subsidiary companies...
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...CHAPTER ONE: CHAPTER TWO: * Strategy is a planned process whereby organizations can map out a set of objectives and methods of meeting this objectives. * Corporate strategies is a company-wide strategies that are concerned with the long-term view of the organization * Business strategies focus on one line of business; building a strong competitive position * Three corporate strategies (Restructuring, Growth and Stability/Maintenance) * Strategy is like a game plan in sports or an airline’s flight plan. It is important to have a plan that moves towards goal achievement, however, there must be flexibility and adaptability to adjust to internal and external environmental factors * Mission statement: an articulation of the purpose of the organization and the value it creates for customers * Vision: Defines the organization’s long-term goals. The vision statements asks the questions “Where are we going?” * Value Statement: the basic beliefs that govern individual and group behaviour in an organization. * Michael Porter’s Model * Low Cost Provider Strategy: Low cost - in demand in the market * Broad Differential Strategy: High cost - in demand in the market * Best Cost Provider Strategy: Low/High cost - in demand in the market * Focus Niche Low Cost * Focus Niche Broad Differentiation * Competitive Advantage - the characteristics of a firm that enable to earn higher profits that its competitors * Tangible Assets - easiest to value and the only ones that ...
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...Global Communications’ Case Analysis University of Phoenix Introduction The business of global communications has experienced an increase in services due to new and ever expanding changes in technology. “The past decade has seen a tremendous increase in internet use and computer-mediated communication” (Wright, 2005). With the newest advantages in telecommunication, consumers have the ability to make changes to their services over the internet at the touch of a button. According to the Bureau of Labor Statistics, the telecommunications industry delivers services to customers that include television, Internet, telephone and other services through broadband and cable providers. “The largest sector of the telecommunications industry continues to be made up of wired telecommunications carriers. Establishments in this sector mainly provide telecommunications services such as such as wired (landline) telephone, digital subscriber line (DSL) Internet, and cable TV and Internet services” (United States Department of Labor, 2009). Global Communications leadership team includes: Katrina Heinz: Chief Executive Officer Sy Rodriquez: Executive Vice President of Consumer Marketing and Sales Nancy Everhardt: Executive Vice President of Small Business and Marketing Sales Joel Thompson: Executive Vice President of Human Resources and Public Relations In generating solutions, there are nine steps in the decision-making process that leadership teams must take into consideration...
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...deliberate plan and sometimes the result of emergent actions based on reactions to environmental changes or shifting of assumptions iii. Ploy: specific manoeuvre at the tactical level with a short time horizon iv. Position: the location of an organization relative to its competitors and other environmental factors v. Perspective: gestalt or personality of the organization HR Planning Notebook 1.1 – Description of Strategy Strategy: declaration of intent (considered as both plan and purpose) Strategic Intent: tangible corporate goal; point of view about the competitive positions a company hopes to build over a decade Strategy Formulation: entire process of conceptualizing the mission of an organization, identifying the strategy, and developing long-range performance goals Strategy Implementation: activities that ees and managers of an organization undertake to enact the strategic plan and achieve the performance goals Objectives: the end, the goals Plans: product of strategy, the means to the end Strategic Plan: written statement that outlines the future goals of an organization, including long-term performance goals Policies: broad guidelines to action, which establish the parameters or rules Strategic Planning: systematic determination of goals and the plans to achieve them (requires thinking about future) - must be viewed as a dynamic process that can respond to changes in the environment (Logical Incrementalism) Figure 1.1 – The Reality of the Strategic...
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...1.0 Introduction 1.1Organizational behavior Schermerhorn et al (2005) define organizational behavior (OB) as "the study of human behavior in organizations". OB is also a multi-disciplinary study, taking knowledge from social and behavioral sciences and applying it to real-world situations. Or Actions and attitudes of individuals and groups toward one another and toward the organization as a whole, and its effect on the organization's functioning and performance. Organizational behavior (OB) and its affiliated subjects helps us understand what people think, feel and do in organizational settings. For managers and, realistically, all employees, this knowledge helps predict, understand and control organizational events. There are three determinants of behavior in order to make an organization more effective: individual, groups, and structure. The people within the organization and their behaviors affect the performance of the organization. There are a number of behavioral disciplines that contribute to OB: psychology, sociology, social psychology, anthropology, and political science. There are lot of challenges and opportunities today for managers to use OB concepts. 1.2 Organization behavior concept In every field of social science, or even physical science, has a philosophical foundation of basic concepts that guide its development. There are some certain philosophical concepts in organizational behavior also. The concepts are; Individual differences, Perception, The...
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...or may not respond well to these changes. This paper focuses on the effects of Downsizing (effective way of restructuring the organization) and employee empowerment on the production and operation functions in the manufacturing industry. Employee empowerment has a positive impact on Production functions under specific conditions and with more of trust and social relationship between the management and employees. Empowerment is a boon to the manufacturing industry, as the in-depth knowledge of technical employees in operations is well utilized by the management. The Operation functions brings together raw materials with the production process to make products that customers need, here employees form the core, around which these processes revolve. Downsizing creates opportunities to identify, train and develop capable employees to fulfill more responsible roles in production and operation departments. Downsizing, from a company perspective, is a very positive event targeted to make their products better, increase their profit, and streamline operations. In organizations that have restructured, many do not handle the process of downsizing well and can suffer serious long term damage as a result. Skilled employees need to be recognized and retained for dependency on these employees in critical situations. Decision making is a central role of operation managers largely, thus managing continuity of operations is a prime consideration while downsizing or involving employees. On a long...
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...stages of HR planning CORPORATE PLAN HR Plan Demand Supply Internal Auditing Forecasting Forecasting External Auditing Labour Surplus Or Labour Deficit Action Plan Evaluation Analysing utilization • Manpower inventory • Due to pressure of reducing cost, improving quality, measuring/analyzing & improving performance, innovative job design and reward system Forecasting demand • Involves reviewing and estimating HR requirements in terms of quantity and type of employees by referring to corporate plans, forecasting output requirements and projected productivity changes. • Staffing required both for short-term and long term operational commitment. Several problem anticipated: 1. uncertainty due to pace and discontinuous nature of change; 2. volatility of industrial sector; 3. conglomerate nature of current business; 4. no clear relationship between projected increase in product demand and its implication on employment. • Techniques involved; informal conversations, formal techniques involving managerial judgements....
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...National University of Ireland, Dublin Bachelor of Science (MARKETING) Bsc20 (A) Module: Human Resource Management TOPIC: STRATEGIC HUMAN RESOURCE MANAGEMENT Submitted by: Low Yun Sheng Winston Student Number: 13208652 Lecturer: Mr Dipan K Mehta Submission Date: 15 NOVEMBER 2013 Word Count: 1329 TABLE OF CONTENTS i. ii. iii. iv. v. vi. Introduction Advantages Challenges Evaluation Conclusion Referencing Pg 1. Pg 2. Pg 3. Pg 4. Pg 5. Pg 6. ! i. Introduction Starting off as an administrative function processing paperwork primarily, Human Resource Management (HRM) has reinvented and developed throughout these years to implement strategic changes in both policies and practices, in the hopes of achieving excellence within the organization (George F. Dreher, 2001). Now, HRM has taken a step forward in ensuring its functions and purpose, aligns with the missions and vision of an organization, making sure that its HR practices lead to intrinsic value and tangible results. Beyond that, their level of engagement now places more emphasis on the contributions and well-being of its people. This, in turn, largely motivates and inspires the workforce. Efficient HRM implementation creates a valuable competitive advantage by recruiting and retaining the top talents and rewarding its employees while ensuring the organization complies with the federal rules and regulations. 1! ! ii. Advantages 1. Training and development Developing and implementing training programs...
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