...BEST PRACTICE v. BEST FIT How do we know what is an appropriate HR model for a firm? Best Practice Model ! Argument: all firms will see performance improvement if best practice implemented (see empirical evidence) ! Method: identify best practice, give HR a high profile, get top level commitment, sell it, do it, measure it, reward champions ! Advantage: much agreement / tradition on basic best practice. Also recognition of ëbadí practice. Established rules of thumb for selection; training; appraisal methods. No need to re-invent. Itís out there. ! Disadvantage: difficulty arises when we go beyond these straightforward practices. There is great diversity of ëbest practiceí which moves away from uniformity. Pfeffer(1994 listed 16 practices for ëcompetitive advantage through peopleí. Danger of becoming an end in itself at the expense of company goals / interests. Can be conflict between benefit to company & benefit to worker ie reengineering & downsizing. Employees may lose their voice. May not be appropriate in all situations or even in sections of same business. High Performing Work Systems (HPWS) High Involvement ! Ability ñ enhance employee ability & knowledge through good recruitment & training ! Motivation ñ motivate desired behaviours through strong incentives ! Opportunity ñ encourage ideas & contribution from motivated & better trained workers Characteristics of Best Practice Model: Work teams~ flexibility 2-way information ~ comms Care...
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...Project Management Best Practices In the project management world, the development and utilization of best practices is the key to success for projects of all shapes and sizes that yield the highest quality result. Finding the perfect balance between the organization, observing, and governing of projects help organizations reach the goals and objectives set by shareholders and executives. Best practices can be determined by finding simply what works best. Organizations can determine this a couple of ways. One way is to benchmark, or compare practices used by other organizations that are similar to yours. (Veatch, 2011) If a company in your industry is striving, using philosophies or techniques that are commonplace to them should become familiar to your organization. Another way is to use techniques such as postmortem meetings after the closure of projects to determine what worked and what did not. Listening to your resources and determining what was helpful in reaching the goals outlined in the project, or finding out what was an interference can outline practices that will spell success for future projects. Having postmortem meetings itself can be a best practice. It’s always a smart business decision to continue to find ways to improve. David Herron and David Garmus from the Davis Consulting Group, outlined that analysis of quantitative data collected, such as size, effort, duration, and defects along with qualitative data, such as process, methods, skills...
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...Is Best Practice Dead? Abstract In the light of globalization, HRM becoming from being a mere support function to one of strategic importance and researchers have argued that HRM policies and practices are more significant because they can act as mechanisms for co-ordination and control of international operations. Meanwhile, “best practice” on HRM has been acknowledged to constitute a major constraint when MNCs try to implement global strategies, mainly because of the different cultural and institutional framework of each country in which the MNC operates. Some even argue that best practice is dead. This essay will examine that although best fit play an important role in the practice of strategic HR management, best practice is still valuable in the context of a multinational corporation (MNC). Introduction In the light of globalization, HRM is evolving from being a mere support function to one of strategic importance and researchers have argued that HRM policies and practices are more significant because they can act as mechanisms for co-ordination and control of international operations. Strategic Human Resource Management (SHRM) involves the development of a consistent, aligned collection of practices, strategies and policies to facilitate the achievement of the organization’ strategic objectives (Mello, 2002). The theory of SHRM does, actually, advocate two ways of linking HRM to strategy. The “best fit” approach is associated with the contingency approaches....
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...Walmart’s stock has been the poorest performer on the big board since the DJI reached its nadir some 3 years ago. The alarming answer is that Walmart’s traditional everyday low price (“EDLP”) positioning is less competitive in the very economic environment in which it seemed designed to prosper. Consumers are more stressed than ever, but now instead of blindly accepting that Walmart has the lowest prices …always… these struggling digitally enabled cybershoppers are surfing the net comparing Walmart’s prices with their competitors. And there are LOTS of competitors, ultra low priced Dollar Stores and hi-lo food retailers, category killers such as Best Buy and Home Depot. Let me give one simple personal example. Yesterday my wife came home from Publix with two huge boxes of Cheerios, which she bought on special for $5. On its best day, Walmart could not match this price or that of dozens of promo items at numerous retailers including Publix, not exactly recognized as the low price leader in Florida. When the issue is item price and consumers are armed with a price comparison capability, the balance of power tilts away from the EDLP retailer. To its credit Walmart’s management has long foreseen the weakness of EDLP as a consumer positioning. They have clung to it because Mr. Sam himself mandated it and it worked for...
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...that led to the study, a description of the Best Practices, LLC research methodology, a summary of the key project findings and recommendations for identifying and closing performance gaps. 2) Topical Chapters – These chapters provide, by subject, a graphical depiction of survey responses, discussion of key trends identified from an analysis of the data and write-ups of best practices harvested from in-depth interviews: Program Management & Organization –Includes sections on Budget, Staffing, Structure, Activities & Events, Hiring Top Talent (including interns and co-ops) and Program Effectiveness. Hiring Top Talent – Discusses best practices for building the talent pool, screening and selecting candidates and managing intern and co-op programs Building Strong Stakeholder Relationships – Covers effective partnership with line staff, practices for sharing candidates across lines of business, developing alumni as recruiting talent, training line recruiters and maintaining long-term relationships with university hires. School Selection & Ranking - Illustrates best practices for choosing core recruiting schools. Technology: Impact & Innovation - Highlights innovative uses of technology in the recruiting process. 3) Appendix – The appendix includes a matrix comparing the features, functionality and feel of university recruiting websites for 19 top companies and a matrix capturing top three best practices and lessons learned shared by survey respondents...
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...ADAPTATION OF BEST PRACTICES THE EXPERIENCE OF THE INSTITUTE OF PUBLIC ADMINISTRATION IN CANADA (Written Report, 2015) AS PARTIAL FULFILLMENT OF THE REQUIREMENT FOR ADMINISTRATIVE INNOVATIONS AND REFORMS (MPA 620) SUBMITTED BY UMAR SHADRACK. J SUBMITTED TO: PROF .SHERWIN WILLIAM A. CUASAY (MPM) UNIVERSITY OF BATANGAS GRADUATE SCHOOL INTRODUCTION A best practice may be a particular method, or it may be a whole program or intervention. “Best practice” status is sometimes conferred either officially – by a government body, professional association, or other authoritative entity – or by published research results. Best practices, in short, are those methods or programs that have been found to be successful in accomplishing their goals and that can be used, or adapted for use, in your circumstances. The standards for choosing a best practice vary tremendously, depending upon who’s doing the choosing. In some cases, almost any program that can show some success is labeled a best practice. In others, the criteria are so strict that only a few are selected (more likely with professional associations that are trying to set or uphold research standards.) Where the standards are relatively loose, programs designated as best practices may be only adequate, rather than truly the best the field has to offer. Where the standards are too strict, many superb...
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...Discuss in the following concepts: (4 pages) 1. Identify your firm/industry Problems (Current HRM practices) 2. Select your firm/industry problems (Current HRM practices) 3. Collect related all data by using interview, observation, structured and unstructured methods (Current HRM practices) 4. (Draw the diagram of Current HRM Module and explain) Focus best of the best theory/concept and method based on class discussion (7 pages): a) Integrated high performance model in your respective firm/industry. b) Managing high performance according to various cases. (You must relate in your respective organization.) c) Should highlighted and describe the world’s best companies high performance and how it can be work in your organization, Bangladesh. d) Solve the problem (you could be facing to adapt the best technique in your organization but you must resolve trying to manage high performance organization)? e) What HRM technique should more viable in Bangladeshi perspective ( Create your own logic and model) You could be formulating the hybrid/neo-contingency diagram for adaptation with Bangladesh environment. Choose either one Module (3 pages) • Exportive model • Adaptive model • Close hybrid model or open hybrid model 1. Include all functions and elements which could be best fit or match in your organization 2. Generate a new diagram which will be effective for respective...
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...minutes to answer each question, 1 or max 1.5 pages for each question) 1. What do we mean by the terms ‘Best fit’ and ‘Best practice’ to describe SHRM (Strategic Human Resource Management). Which is better? Use any short case examples to illustrate your discussion? Answer: By Definition ‘SHRMis that approach of HRM that refers that how all the aims and the objectives of the organization can be achieved through the people of the organization itself. It is a very critical approach of HRM. These objectives are realized by the employees of the organization, where each employee is given some objectives to achieve. Through this the employee also showcases his performance and thus grows.’ Two approaches of SHRM are: 1) Best Fit 2) Best Practice Discussing both here below, Best Fit Approach: takes into consideration all the circumstances that the organization is facing and hence create a best fit of strategies to best solve the problems. These circumstances that the approach takes into account could be internal as well as external to the organization. The people working in the organization become the center to the approach and it is these people that help is sort out the circumstances. The strategies thus developed under this approach focuses on the needs of the organization and the people. This approach is said to be important and one of the best practices because it keeps into consideration the hard as well as the softer aspects that make up any organization...
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...organization's practices and performance against those of others. It seeks to identify standards, or "best practices," to apply in measuring and improving performance. It is the process of comparing one's business processes and performance metrics to industry bests or best practices from other industries. Dimensions typically measured are quality, time and cost. In the process of best practice benchmarking, management identifies the best firms in their industry, or in another industry where similar processes exist, and compares the results and processes of those studied (the "targets") to one's own results and processes. In this way, they learn how well the targets perform and, more importantly, the business processes that explain why these firms are successful. Benchmarking is used to measure performance using a specific indicator (cost per unit of measure, productivity per unit of measure, cycle time of x per unit of measure or defects per unit of measure) resulting in a metric of performance that is then compared to others. Also referred to as "best practice benchmarking" or "process benchmarking", this process is used in management and particularly strategic management, in which organizations evaluate various aspects of their processes in relation to best practice companies' processes, usually within a peer group defined for the purposes of comparison. This then allows organizations to develop plans on how to make improvements or adapt specific best practices, usually with...
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...http://tqmgroups.blogspot.com/p/benchmarking.html “Benchmarking is simply the process of measuring the performance of one's company against the best in the same or another industry. Benchmarking is not a complex concept but it should not be taken too lightly. Benchmarking is basically learning from others. It is using the knowledge and the experience of others to improve the organization. It is analyzing the performance and noting the strengths and weaknesses of the organization and assessing what must be done to improve. REASONS FOR BENCHMARKING There are several reasons that benchmarking is becoming more commonly used in industry; • Benchmarking is a more efficient way to make improvements. Managers can eliminate trial and error process improvements. Practicing benchmarking focuses on tailoring existing processes to fit within the organization. • Benchmarking speeds up organization’s ability to make improvements. • Compare business practices with those of world class organizations • Challenge current practices and processes • Create improved goals and practices for the organization • Change the perspective of executives and managers. OBJECTIVES OF BENCHMARKING ϖ Becoming competitive ϖ Improving industry best practices ϖ Defining customer requirement ϖ Establishing effective goals and objectives ϖ Developing the measures of productivity ...
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...STRATEGIC PLAN FORMAT & TEMPLATE PART ONE: The Writing Process The formal plan should be written using the following parts: 1. Cover Page (contains the school name/logo, title of your paper (STRATEGIC PLAN for name of your company), submitted to: name of your professor, in partial fulfillment of the course requirement Business Policy and Strategy 2. Acknowledgment (contains expression of thanks or gratitude to persons that helped make possible the completion of your plan.) 3. Table of Contents 4. Chapter 1 – Company Profile 5. Chapter 2 – STRATEGIC PLAN 6. Bibliography (list all your references or sources of ideas. This is a MUST!) Other Writing Mechanics 1. Double space your work observing correct spacing rule. 2. Use pagination. 3. Use Arial font 4. Use font size 12. 5. Book bind 3 copies (only upon approval of your draft submission). 6. Others: Send as PDF copy to me (only upon approval of your draft submission). PART 2 STRATEGIC PLAN FORMAT and TEMPLATE 1. Present your company 2. History (how did it come about) [pic] Note: All Strategic plan proposals should be accompanied with a ‘Table of Contents’ and should be in the order depicted below. Executive Summary | | |Give brief outline of the (Org/Dept). ...
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...TERM PAPER REPORT PROCESS IMPROVEMENT Process improvement refers to making a process more effective, efficient, or transparent. It is a continuous process. Process improvement helps an organization to view process value through the eyes of the customer. It helps to define, manage, and measure a process in order to regularly evaluate it using data-driven information. It reduces unnecessary business costs. The primary goal is to identify and understand issues in order to recognize solutions and implement improvements to stay aligned with customer needs and expectations. The Process Improvement Methodology serves as a common framework for understanding the ongoing nature of a process. It provides a set of phased activities for analysis of an existing process for the specific purpose of identifying improvement opportunities. Finally, it provides direction as to appropriate process management and periodic process review and evaluations geared toward ongoing improvement. The recommended tools you use will vary depending on scope of effort or size of process. Process improvement is an ongoing effort. Why is Process improvement important? All companies need to improve all their processes all the time. The ideal outcome is that jobs can be done cheaper, quicker, easier and most importantly safe. Experience also confirms that process improvement brings a significantly positive return on investment ROI and improvement...
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...organization are the driving forces for these immerging implantations. The imminent theory of supply chain segmentation has become an ensuring practice to boost profits. Organizations around the world have begun practicing segmentation and have displayed great success. Some would even describe segmentation as the next “best practice” in supply chain management (Dyer). Segmentation is a complex practice that involves many of the stakeholders of an organization to properly implement. So, what exactly is segmentation? What are the practices involved within segmenting the supply chain? And finally, what are some real life examples of segmentation strategies carried out by organizations? The elementary concept of supply chain segmentation is to develop operations to cater to each customer’s individual needs; refrain from a one-size fits all approach. However, a less general realistic annotation revolves around superior practices and strategic purposes designed for discrete groups based on characteristics of the business. An organization must analyze customer needs and interests and disperse them into subsets in order to design and implement these best strategies for the customer. In addition to analyzing customer needs, the organization must also do the same for its suppliers in order to differentiate the characteristics of the suppliers and characterize best...
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...Best Practices Manual for Supervisors Student SUPERVISION AND LEADERSHIP George Reinoehl July 19, 2008 Contents INTRODUCTION ....................................................................................................3 PART ONE: COMMUNICATION SKILLS ..............................................................5 PART TWO: ORIENTATION AND TRAINING .......................................................7 PART THREE: PRODUCTIVITY ............................................................................10 PART FOUR: PERFORMANCE APPRAISALS .....................................................12 PART FIVE: RESOLVING CONFLICTS .................................................................14 PART FOUR: EMPLOYEE RELATIONS ................................................................16 PART FOUR: REFERENCES .................................................................................18 Introduction “Best Practices” is a term that has spawned in the business world in past recent years that explains what the best processes are and why these processes should be adhered too. Best Practice is defined as “a technique or methodology that, through experience and research, has been proven to reliably lead to a desired result.” (Whatis.com, 2008) Within management best practices, there are five important components: Skills, Processes, Solutions, Resources, and Improvement. Dissemination is what allows best practice programs to impact an organization...
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...DIRECTORATE STRATEGY TO CHANGE CULTURE SCHOOL PARTNERSHIPS FOUNDATION LEARNING TIER ADDITIONAL LEARNING SUPPORT Contents Page College Vision, Mission and Values 3 Existing Cultures 4 Overarching College Priorities 4 Bringing about culture change 5 The 5 step journey 6 Roles & Responsibilities 8 Communication & embedding the values 9 Benchmarking 9 Training & Development needs 9 Significant barriers and overcoming them 10 Priorities 11 College Vision, Mission and Values The Strategic Vision For The Merged College Is: “An inspirational organisation that delivers excellence” Mission Statement: “To provide high-quality education and training that is inclusive, and which matches and supports the needs of our diverse learners and the local and regional economy” Corporate Values: ▪ Place learners at the heart of everything we do ▪ Promote a progressive, inspirational and dynamic approach to teaching and learning which responds to learners ▪ Create an environment and ethos which encourages learning and skills development ▪ Promote and provide opportunities for successful participation in education for people from all backgrounds and abilities ▪ Strive for excellence in all aspects of college business ▪ Encourage staff to embrace challenging professional standards and raise...
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