...developing employees so that they become more valuable to the organization. Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. The world is moving very fast these days with technology and disruptions in geopolitical movements. The globalization of the world economy will be more insensitive and will affect the organizations, no mater how large or small, in both positive and negative ways. Competitive threats and, in particular, opportunities are more and more severe and global. The expanding scope of global competition is forcing a continuous re-examination of how Human Resources can best support the rapid pace of business globalization. In order to catch up with the changes of the world in the future, it is necessary to predict and evaluate the profession of future Human Resource, the possible changes in future Human Resource management in order to make sure that future Human Resource Management will satisfy the demanding requirements of the organizations in the new situations and keep the organizations survived and sustainably developed. Future Human Resource In the world today and in the future, there will be much pressure on the organizations. Such environmental pressures can be seen as increasing globalization, rapid...
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... |6 | |Challenges in performing specific Human Resource function |7 | |Guidelines for Hr professionals |9 | |Do it E-commerce way |10 | |Conclusion |11 | |Reference |12 | PAPER TITLE: “HUMAN RESOURCE CHALLENGES IN E-COMMERCE” ABSTRACT: E-commerce and Internet technology is changing the face of HR and the way companies do business. New technologies are being developed every day, with each new innovation promising increased employee efficiency and greater and greater interactivity. The impact of these new technologies on the human resources professional is both profound as well as challenging. The challenge is to define what the new HR role is and determine how it can best be aligned with evolving business strategies. But the challenge is also whether HR professionals are willing to embrace technology as a competitive weapon and integrate its potential power into the development of solutions-based strategies that...
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...Technological Factors 9 Employee and human relations 10 Human Relations 10 Key Success Variables 10 Employee Relations 10 Key Success Variables 11 Global market value and competitive advantage 11 Internal & external customer satisfaction 11 Key Success Variables 12 Conclusion 12 List of Figures Figure 1: Strategic Human Resource Management Model 6 Figure 2: Traditional HR versus Strategic HR 7 Figure 3: Pest Model 9 Introduction In the current global business environment, the role of HR cannot be neglected. HR consideration is equally important as the knowledge economy expects from their workforce to share their contribution in building the structure of the ideas for the benefits of organization as a whole and at the same time support in compliance of its strategy. HR competent people working in an organization set the benchmark in value additions for the business activities that are undertaken in return to have the desired achievements of goals and objectives. Hence it has been pretty crucial to acquaint with the dynamic HR changes that are happening in an economy. The effective HRM atmosphere is vital to ensure the rise in productivity, performance outcomes and modernization when it comes to analyzing all segments operating within an economy. The need to study HR and its ingredients is a hot issue as the role of HR is being demanded consistently with the span of time for the organizations operating locally or globally, therefore the rapid growth in the...
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...Computing: Benefits to HR Name: Mala Srinivas & Animesh Giri (Assistant Professor, Dept of Information Science technology, PEs Institute of Technology-BSc) Affiliation: III Semester, MBA – HR, PES Institute of Technology – BSc Email: Mala.s44@gmail.com animeshgiri@pes.edu Title: Go-Green with Cloud Computing: Benefits to HR Name: Mala Srinivas Affiliation: III Semester, MBA – HR, PES Institute of Technology – South Campus, Bangalore Email: Mala.s44@gmail.com ABSTRACT Cloud Computing is the hot topic in today’s World. Cloud computing comes with the great advantage of providing higher energy savings, a fact which translates into being environmentally friendly. In the last few years, technology has improved immensely, taking the environment into account and providing a solution for those worrying about carbon footprints and the impact of technology into the environment. In the last couple of decades, HR has re-invented itself from the mundane activities like Industrial Relations, labour etc. to the front of a Company’s Business radar on par with Marketing, Finance, Administration and other departments. HR managers today use hundreds of strategic and collaborative technology tools to keep up the HR function fast moving. But lot of these technology tools is not implemented in a large number of Small & Medium Enterprises (SME) who forms 75% of our country’s market. Why? Because many of the SME’s are of the opinion that HR systems are expensive...
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...Employee Relations and Policy Lead | Req ID | 48932BR | Job category | Human Resources | Sub-category | HR General | Countries (State/Region) | Oman | Location | Muscat | Role synopsis | The Employee Relations and Policy Advisor will be the Subject Matter Expert (SME) and coordinator of Employee Relations activity in Oman. They provide advice and guidance to HR and leadership, and develop and execute the ER plan for the business within the group-wide frameworks, policies and legal boundaries. The ER and Policy Advisor plays a key role in monitoring both the internal and external environment to identify risks, trends and opportunities, and helping define and implement initiatives that ensure a positive and constructive ER environment. | Key accountabilities | Employee Relations Strategy - lead the delivery, and monitoring of the Oman ER Strategy through the engagement of key stakeholders such as Regional President, VPs, HR Team and BP Group ER team. Employee Consultative Committee - support the Employee Consultative Committee in creating a positive and cohesive working environment. Compliance - monitor the external environment to keep track of external employee relations environment and its impact on working environment. Lead the delivery of Employee Risk assessments taking into account both internal and external factors. Will keep abreast of changes in Employment law to ensure the Company’s policies and practices remain compliant. Metrics - track, analyse...
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...A human giant * Reduce text size * Increase text size * Print article * Jump to comments * Share this article * Email article to a friend Following major restructuring, Siemens decided it needed to realign its HR strategy with its business goals 15 NOVEMBER 2010 Daniel Shane Siemens’ human capital management system is said to be the largest cloud computing deployment in the world In summer 2008, global technology and engineering conglomerate Siemens announced plans to cut 17,000 jobs, roughly 4% of its total workforce. The company’s rationale was that it needed to become a leaner, more efficient organisation in order to prepare for the global recession that was then looming. To make sure it became more efficient, not less effective, as a result of these jobs cuts, Siemens decided that it needed to align its human resources operations with the strategic objectives of the business. “It was about having the right people for the right job,” recalls Marion Horstmann, corporate vice president of HR, “and linking employment strategy with global business strategy.” Siemens decided that the best way to achieve this was to standardise all of its global recruitment and personal development processes onto a single system. This was no mean feat, as even after huge cutbacks Siemens still employed more than 400,000 people distributed across 190 countries. “We saw strong globalisation in our business, which enforced the need for a common backbone,” explains Siemens...
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...responsibility of the supervisors and managers to utilise available resources to train, qualify and develop their employees. We find that employees had not been provided with sufficient training related to their job role. For example: One of the employee Ms.Ruth Johnson was hired almost two months ago as a machine operator but was not aware of the machine output productivity or its name! Therefore, we can conclude that there was lack of On-Job Training for the employees hired. On-Job training is a primary method used for broadening employees’ skills and increase in productivity. - Hiring Employee: The case study highlights the fact that there is no participation or contribution from the HR Department in terms of hiring new employees, which means that the office does not have any HR Department working. Hence, employees were hired by supervisors direct, who were over occupied with many job responsibilities and believed in the fact that immediate replacement was the initial need of the company. They lacked the actual skills and understanding of successful human resources functions, which means right candidate did not come through and even if they did, then further lack of training, motivation and probably not good wages forced them...
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...Chapter 2—Strategic HR Management and Planning MULTIPLE CHOICE 1. The flawed assumption underlying the creation of the “Job Bank” at GM, Ford and Chrysler in the 1980s was that a. the excess workers could be retrained for new “high tech” positions in the auto plants that would be created as the car manufacturing process was automated. b. the auto unions would trade job training for laid-off workers for reductions in the pension plans for retired auto workers thus reducing the labor cost burden per car. c. the Job Bank would be a temporary benefit to employees who took voluntary severance packages that would be phased out as the manufacturers achieved the optimal workforce size. d. demand for American-made cars would increase and the excess workers could return to their factory jobs. ANS: D OBJ: 1 TOP: Application PTS: 1 DIF: Challenging NAT: AACSB Analytic REF: p. 35 LOC: Strategy 2. ____ refers to organizational use of employees to gain or keep a competitive advantage resulting in greater organizational effectiveness. a. Manpower planning b. Strategic HR management c. HR forecasting d. Operational HR ANS: B OBJ: 1 TOP: Definitional PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking REF: p. 36 LOC: Strategy 3. Which of the following statements is FALSE? a. The organization’s existing employees limit the organization’s choice of strategy. b. Organizations survive and grow by choosing the strategy that will allow them to achieve low costs and innovative products. c. Most competitive...
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...Introduction In this assignment, I will discuss and compare University of KwaZulu Natal (UKZN)’s Human Resource (HR) practices to that of Unilever and Johnson & Johnson (J&J). I will critically analyze the case study provided (Johnson & Johnson vs. Unilever) in comparison to university’s current HR practices. The focus will be on recruitment and selection processes, talent management and diversity management. In the case study between Unilever and Johnson & Johnson, the focus is on recruitment selection of managerial staff and also on development of managerial staff, for UKZN I will focus on general recruitment. RECRUITMENT AND SELECTION Recruitment and selection can be described as a process of identifying and hiring the best candidate who is right suited for the job and its requirements, the organizational environment and its culture. According to Robbins, et al. (2009, p. 450) the most important and critical decision HR personnel has to make is to effectively select the right people by figuring out the right match between individual’s ability, experience, attitude, skills and knowledge and job requirements. This is not always easy and in most cases not achievable as lot of factors like organization’s adherence to recruitment and selection policies, processes used, Government regulations e.g. Employment Equity Act, budget for recruitment and lastly the urgency to fill the position shift the focus of hiring the “best” suited candidates. Recruitment and Selection:...
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...------------------------------------------------- Course Code: ACC501 Course Title: ACCOUNTING FOR MANAGERS ------------------------------------------------- Course Instructor: Sukhpreet Kaur ------------------------------------------------- Academic Task No.: 1 Academic Task Title: Company Based Assignment ------------------------------------------------- Date of Allotment: 08/30/2014 Date of submission: 9/12/2014 ------------------------------------------------- Student’s Roll no: RQ1405B58 Student’s Reg. no: 11401812 ------------------------------------------------- Evaluation Parameters: Solely based on the basic introduction and overview of the business of Hexaware Technology ltd. Learning Outcomes: From this task we came to know about the overview of company, History of the Company, Business of the Company, Management of the Company, Competitors, Future plans of the Company, SWOT of the Company. Declaration: I declare that this Assignment is my individual work. I have not copied it from any other student’s work or from any other source except where due acknowledgement is made explicitly in the text, nor has any part been written for me by any other person. Student’s Signature: Evaluator’s comments (For Instructor’s use only) General Observations | Suggestions for Improvement | Best part of assignment | | | | Evaluator’s Signature and Date: Marks Obtained: _______________...
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... and the 20th century was the century of manufacturing, then the 21st century is surely the communications century. Hundreds of millions of people are being pulled from poverty around the world – in particular in China and India. As we pass this milestone of fundamental human development we can turn to higher aspirations and goals beyond basic human needs and enrich our society through development of Information Technology. This will deliver increasing luxury in entertainment, education, information and communications. The physical goods industries lay the foundations of our modern economy; now Information and Communications Technology (ICT) and cloud computing can help enable the full flowering of human potential. A large percentage of global GDP is reliant on ICT – this is a critical issue as we strive to decouple economic growth from emissions growth. The carbon emissions reducing potential of cloud computing is a thrilling breakthrough, allowing companies to maximize performance, drive down costs, reduce inefficiency and minimize energy use – and therefore carbon emissions – all at the same time. The early days of the computer revolution saw a great deal of money invested into ICT – one of the most important economic sectors in the...
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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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...Electronic HRM Practice and Organizational Performance Introduction: The processing and transmission of digitalized HR information is called electronic human resource management (e-HRM). E-HRM is the application of IT for HR practices which enables easy interactions within employee and employers. It stores information regarding payroll, employee personal data, performance management, training, recruitment and strategic orientation. Information technology is changing the way HR departments handle record keeping and information sharing. It decreases the paperwork substantially and allows easy access to voluminous data. The employee can also keep track of his/her achievements without having to go through litigious procedures. It uses intranet or other web technology channels. It can also be used for implementation of different HR strategies. The authorization of different HR functions can be distributed through E-HRM. Competitive business environments have compelled the organizations to think speedily to innovate and excel for their survival. Technology advancement is one of the powerful driving forces. It has reshaped the way we communicate, live, work and also the way a business is conducted. Corporations need to shift from physical technology to information technology, from capital centered economy to human centered economy, and further from conflict to cooperative working relationships. Since many years now, information technology seems to be affecting individuals and organizations...
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...THE APPLICATION OF CHANGE MANAGEMENT THEORY TO HR PORTAL IMPLEMENTATION IN SUBSIDIARIES OF MULTINATIONAL CORPORATIONS Cataldo Dino Ruta HR portals are complex information technology (IT) applications that can be accessed by all employees of a given organization. By placing more applications and information online, HR portals reduce the reliance employees have on HR personnel. Given this relational change, from human to computer, the HR portal implementation process must take into account the challenges of both change management and technology acceptance. By integrating change management theories with IT user acceptance models, this article adds to HR’s collective knowledge of ways to effectively implement HR portals. In addition, this article describes the cross-national challenges that exist when a global firm attempts to implement an HR portal around the world. Thus, this article will present a model that (1) integrates change management theories and IT user acceptance models and (2) illustrates the ways in which change management plans may need to be adapted to be effective in various subsidiaries. A case study of Hewlett-Packard’s (HP’s) worldwide implementation of their @HP Employee Portal in the Italian subsidiary of HP illustrates the key issues of these theories. © 2005 Wiley Periodicals, Inc. Introduction Human Resources Portal Applications In recent years, the World Wide Web has revolutionized the way individuals in organizations access information. In addition...
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...analysis the various challenges which are emerging in the field of HRM.The managers today face a whole new array of changes like globalization, technological advances and changes in political and legal environment. changes in Information technology. This has lead to a paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper also analysis how to overcome with these challenges. These challenges can overcome through cross cultural training, technological and informational training of HR people and motivation of employees through various techniques Objective of paper To study the details of emerging challenges To find out the various methods and techniques through which HR can overcome the challenges of present business scenario Methodology – The analysis of this paper is totally depend upon secondary data like journal, books and various website from internet Introduction HR managers are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on HR managers to attract, retain and nurture talented employee. HR professional can’t ignore these challenges rather they ought to be line to design and execute innovative mechanisms of developing skills and competencies of human resources to prepare them to accept...
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