...Orlandus Leonard Human Resources Management vs. Operational Management Kaplan University MT 435 Operations Management Human Resources Management and Operational Management are two very distinct managements that are strangely co-dependent of each other in my view. Operations Management is responsible for designing, operating and improving productive systems or in layman’s terms, systems for getting work done. Operations Managers are found in all walks of life. In anything you basically do or have done there are operations managers. When you go to the store, when you buy gas, in factories, in hospitals, banks even in your government there are operation managers. They are the ones who design systems, who ensure the quality of your products, Produce your products and even deliver them to you. The responsibility of operations managers are far reaching in scope. They work behind the scenes with customers and suppliers. They solve your business problems by reengineering your processes innovating your systems and integrating your processes. Regardless of what you are looking for superior quality or customization of your systems, or getting your operating costs down, whatever it is you are looking for as a business, excellence in your operations can be and is very essential and vital to your success. There are five key operating principles you want to consider in business. The first being communication in a business you have to make sure that your level of communication is clear...
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...Functional Areas Of Business 1 Managers Role In Functional Areas of Business MGT/521 January 12,2015 University of Phoenix Managers Role In Functional Areas of Business 2 According to University of Phoenix MBA overview, businesses have eleven areas within the company that play a major role with its overall success. (University of Phoenix). Without these functional areas working symbiotically, the business would most likely not be able to operate at its fullest potential, and it would ultimately not succeed. Each functional area is important and offers a very specific objective to ensure the organization’s success but what is more important than these functional areas of business is the manager, the person behind the scenes making sure that all of these areas of a business and the employees are operating to the best of their ability in order to make the businesses a success. “Managers perform certain activities or functions as they efficiently and effectively coordinate the work of others (Robbins & Coulter).” In this paper I will discuss three of the functional areas of business management, human resources and marketing and what role a manager plays in that functional area of business. Management is a company’s most...
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...Britni Davis January 21, 2013 HRM 530 Ethical Issues in HRM Strategy Dr. Daniel C. Frost Introduction As a Human Resource Management Consultant you are there to solve the problems of the company that has hired you. Also not only is that the key objective of your job you have to be ethical due to not messing up business relationships with other clients you may have. This paper will focus on different objectives that a HRM Consultant may have while doing his or her job. Identify the areas of overlap in the new client organization with others that you have had as clients. An Area that may overlap in a new client organization with others that you have had as clients would be giving a completive edge to another client. An overlap could be when a HR consultant departs one client and joins another. The knowledge acquired at the previous company can be sensitive and valuable to the new client. This can cause ethical problems for me as the new HRM consultant. Ethical Dilemmas: There are many ethical issues that can come about in the case of HRM consulting. When you have knowledge of the company and previous assignments that can be useful in your new position. As a consultant you can encounter many obstacles some can be being Fair, Competitive Edge and not being biased. Fairness: The wisdom of a consultant improves with experience. An old client‘s project experience has helped the consultant in providing a more wise consultation to future clients. Therefore, whether or not...
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...Comprehensive Report on Global Staffing Strategies Comprehensive Report on Global Staffing Strategies Mergers and acquisitions are increasingly being used by firms to strengthen and maintain their position in the market place. They are seen by many as a relatively fast and efficient way to expand into new markets and incorporate new technologies. Yet their success is by no means assured. To the contrary, a majority fall short of their stated goals and objectives. While some failure can be explained by financial and market factors, a substantial number can be traced to neglected human resource issues and activities (Schuler & Jackson p.1). As the Director of Human Resources for Clearly Heard, a telecommunications company it has been deemed necessary for me to revise the current staffing strategy in order to acquire Scene and Sound, another telecommunications company in Germany. The CEO has required that I prepare a comprehensive staffing strategy for the new expansion in order to prepare for a strategic audit of the HR systems of Scene and Sound. In order to get a complete understanding of the HR system I will also answer the following questions: What HR challenges may arise as a result of this acquisition? What unique cultural and regulatory factors (e.g. EEOC) need to be considered? How will they impact organizational effectiveness? What recruitment and selection practices will be used in staffing Scene and Sound? What mix of expatriates and internationals are expected...
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...Final Review Who should be involved in the new service development process? What are service improvements What is the first step of service development process? * Business Strategy Development or Review: reviewing the organization’s mission or vision. New strategy must fit in the larger strategic mission. What is a business analysis: * An estimate of its economic feasibility and potential profit implication. Including demand analysis, revenue projections, cost analyses and operational feasibility are assessed here What is concept development and evaluation: * To product a description of the service that represents its specific characteristics and then determine initial customer and employee response to the concept What is market testing: * A tangible product might be test marketed in a limited number of trading areas to determine marketplace acceptance of the product as well as other marketing mix variables such as promotion, pricing, and distributing systems What is post introduction evaluation: * The information gathered during commercialization of the service can be reviewed and changes made to the delivery process, staffing, or marketing mix variables on the basis of actual market response to the offering. * Formalizing the review process to make those changes that enhance service quality from the customer’s point of view is critical What is a service blueprint: * A picture or map that portrays the customer experience and the service system...
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... 14 Introduction: A coin has two sides, its universally accepted and there are no argument about it. But when it comes to Human Resource Management and Personnel Management there is a heated argument whether they are two independent sides of a coin, or one is the successor of the other or both are different or are they share mutual processes/ideas. Human resource management is the pillar stone or the rock on which all the managent activities of an organisation or a business rests upon but that does not make it the base of all business activity (Torrington, Hall and Taylor, 2005, p. 1). Personnel mnagement on the other hand was more of an administrative or book keeping function making sure that there were adequate workers to carry out the desired jobs and keeping a check on the relationship between employer and the employee. It is also to be noted that Human resource Management did not evolve on one fine day, it was a long journey starting from absorption and synthesis of various working environments and a combination of pre and modern management principles and theories along with academic researches (Price, 2011). Human resource management has two realms of existence, one being the academic utterance and functions such as in conferences, books, business school subjects and so on whereas the other being the major associated with business practices associated with organizations right from the employment to there...
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...Business briefing series 20 issues for businesses expanding internationally At Ernst & Young, we understand the challenges and we know what it takes to drive sustainable growth because we’ve helped many of the world’s most dynamic and ambitious companies develop into market leaders. Our global network of Strategic Growth Markets professionals are dedicated to serving the changing needs of fast-growth companies. Whether working with dynamic mid-cap companies or early stage venture-backed businesses, our professionals around the world draw upon their extensive experience, insight and global resources to help growing businesses reach their full potential. As well as providing traditional assurance, advisory, tax and transaction advisory services, our professionals work with you to reduce the complexity of legislation, help align your tax strategy with your business goals, expand into new markets and pursue mergers, acquisitions or other strategy transactions to take your business to the next level. We can provide guidance around how to manage and control your risks, so that you can approach the future with confidence. So whether your business thrives on entrepreneurial spirit, innovation or superior customer service – and regardless of your stage of growth – our Strategic Growth Markets team can help you take the next step. It’s not luck that makes leaders. Ernst & Young is a global leader in assurance, tax, transaction and advisory services. Worldwide, our 144,000 people are...
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...Protecting Your Network UMUC CSEC 610 April 16, 2015 David Gianna Introduction According to Beaver (2010), to have a secure operating systems and applications, you need to have a secure network. Devices such as routers, firewalls, and even generic hosts (including servers and workstations) must be assessed as part of the ethical hacking process. There are thousands of possible network vulnerabilities, equally as many tools, and even more testing techniques. You probably don’t have the time or resources available to test your network infrastructure systems for all possible vulnerabilities, using every tool and method imaginable. Instead, you need to focus on tests that will produce a good overall assessment of your network. Beaver (2010), also states that when you assess your company’s network infrastructure security, you need to look at as the following: * Where devices, such as firewalls or IPS, are placed on the network and how they’re configured. * What external attackers see when they perform port scans, and how they can exploit vulnerabilities in your network hosts. * Network design, such as Internet connections, remote access capabilities, layered defenses, and placement of hosts on the network. * Interaction of installed security devices, such as firewalls, IPSes, antivirus, and so on. * What protocols are in use. * Commonly attacked ports that are unprotected. * Network host configurations. * Network monitoring and maintenance...
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...Business briefing series 20 issues for businesses expanding internationally At Ernst & Young, we understand the challenges and we know what it takes to drive sustainable growth because we’ve helped many of the world’s most dynamic and ambitious companies develop into market leaders. Our global network of Strategic Growth Markets professionals are dedicated to serving the changing needs of fast-growth companies. Whether working with dynamic mid-cap companies or early stage venture-backed businesses, our professionals around the world draw upon their extensive experience, insight and global resources to help growing businesses reach their full potential. As well as providing traditional assurance, advisory, tax and transaction advisory services, our professionals work with you to reduce the complexity of legislation, help align your tax strategy with your business goals, expand into new markets and pursue mergers, acquisitions or other strategy transactions to take your business to the next level. We can provide guidance around how to manage and control your risks, so that you can approach the future with confidence. So whether your business thrives on entrepreneurial spirit, innovation or superior customer service – and regardless of your stage of growth – our Strategic Growth Markets team can help you take the next step. It’s not luck that makes leaders. Ernst & Young is a global leader in assurance, tax, transaction and advisory services. Worldwide, our 144,000 people are...
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... it is devote the principles and still retain such of its original authoritative merit. To the military student able to adapt its principles to modern warfare, it even now, twenty-five centuries after its preparation, is a valuable guide for the conduct of war. Although the chariot has gone and weapons have changed, this ancient master holds his own, since he deals with fundamentals, with the influence of politics and human nature on military operations. He shows in a striking way how unchanging these principles are. Therefore, Sun Zi Art of War contain with 13 chapters. There are: 1) Detailed Assessment and Planning 2) Waging War 3) Strategic Attack 4) Disposition of the Army 5) Forces 6) Weaknesses and Strengths 7) Military Maneuvers 8) Variations and Adaptability 9) Movement and Development of Troops 10) Terrain 11) The nine Battlegrounds 12) Attacking with Fire 13) Intelligence and Espionage Sun Zi’s Art of War is not only an art of war, but also a teaching material for MBA and applied into the business by modern businessperson today. Therefore, it is important to understand the exact meaning and implication of the work, in order to be familiar with the circumstances prevailing at the time. The topic we had chosen is Chapter 1-Detailed Assessment and Planning. In general, this chapter is thorough analysis before war and war is about deception. Sun Zi said: “The conduct of war is a matter of vital important to the nation...
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...as dynamic and complex social systems where changes need to be done as whole within the organisation system. Today, OD is counted on to improve organisations that are operating in a quite different environment than that of the 1960s. The nature and forms of organisations are changing dramatically. The field of organization development requires its own evolution to accommodate the evolution of organisations. 2.0 The Philosophy of Change Management In order to understand change management we need to look it as strategy and strategic management. According to Viljoen (1994) defines strategic management as “the process of identifying, choosing and implementing activities that will enhance the long term performance of an organisation by setting direction and by creating ongoing compatibility between the internal skills and resources of the organisation, and the changing external environment within which it operates. Change Management is the process of aligning an organisation‟s people, processes, and culture with changes in business strategy, structure and systems. It can be reactive or proactive and strategic or operational in nature. “Organization Development is the attempt to influence the members of an organisation to expand their candidness with each other about their view of the organisation and their experience in it, and to take greater responsibility for their own actions as organisation members. 1 The assumption behind OD is that when people pursue both of these...
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...1. Labour or Industrial Relations. The term labour relations, also known as industrial relations, refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules for the governance of work relationships. It also describes a field of study dedicated to examining such relationships. The field is an outgrowth of the industrial revolution, whose excesses led to the emergence of trade unions to represent workers and to the development of collective labour relations. A labour or industrial relations system reflects the interaction between the main actors in it: the state, the employer (or employers or an employers’ association), trade unions and employees (who may participate or not in unions and other bodies affording workers’ representation). The phrases “labour relations” and “industrial relations” are also used in connection with various forms of workers’ participation; they can also encompass individual employment relationships between an employer and a worker under a written or implied contract of employment, although these are usually referred to as “employment relations”. There is considerable variation in the use of the terms, partly reflecting the evolving nature of the field over time and place. There is general agreement, however, that the field embraces collective bargaining, various forms of workers’ participation (such as works councils and joint health and safety committees) and mechanisms...
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...25-YEAR REVIEW Y O C H A N A N A LT M A N A N D S U S A N S H O R T L A N D Women’s progress into management and, more specifically, into the world of expatriates, is the subject of this review. Despite advances in equal opportunities legislation, women failed to embark on expatriate missions in significant numbers during the 1980s. In the 1990s, more women were offered international assignment opportunities but they remained a negligible minority compared to men. The first decade of the twenty-first century has witnessed a gradual increase in the number and visibility of women in international assignments. Through a comprehensive review of the literature over the period from 1980 to now, this article charts the emerging themes and changes in the tone of discourse: from when organizations were debating whether to “give women a chance” through attempts to identify and remove “blockages” to women’s progress to, most recently, structural changes in the expatriate assignment and claims for women’s superior affinity to operating internationally. We highlight gaps in the current literature and propose a platform for future research. We conclude with recommendations for practice. © 2008 Wiley Periodicals, Inc. Introduction T he last two decades of the twentieth century and the early years of the twenty-first saw a significant rise in cross-border international business activity, driven by globalization and the domination of multinational corporations (MNCs): of the 100 largest...
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...m w e a n Business Strategy and Human Resource Management: Setting the Scene Ed van Sluijs & Frits Kluytmans MERIT Open University This article is based on a journey through the wilderness of strategic human resource management. Part 1 gives an overview of the recent literature on this topic, particularly pertaining to the two issues which received have most attention until now: the relational aspects and the content aspects. In part 2, we go deeper into the wilderness and explore the least known aspect of strategic human resource management, namely the process aspects. This exploration is based on the simultaneous study of the (scarce) literature and four cases. Finally, the connection between the three aspects is investigated. INTRODUCTION Increased integration between human resource management and business strategy is one of the most important demands that are placed upon modern strategic human resource management. In both the management and the academic literature, it is generally acknowledged that the strategic deployment and management of personnel can contribute to the success and continuity of the firm. Some go even further by stating that a firm’s human resources form the basis of the firm’s competitive advantage. In this view, the human resources are the most important assets of an organisation. At the same time, in addition to the importance of the human resources as such, it is believed to be important that the management of the human resources should be in perfect...
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...------------------------------------------------- * ------------------------------------------------- Submissions ------------------------------------------------- * ------------------------------------------------- Archive ------------------------------------------------- * ------------------------------------------------- Search RESEARCH AND PRACTICE IN HUMAN RESOURCE MANAGEMENT * Volume 3: Issue 1 * Editorial * Regular Papers * Practitioner Focus * Reviews ------------------------------------------------- Highlight, copy & paste to cite: ------------------------------------------------- ------------------------------------------------- http://rphrm.curtin.edu.au/1995/issue1/banking.html Wilkinson, A., (1995). Towards HRM? A Case Study from Banking, Research and Practice in Human Resource Management, 3(1), 97-115. Towards HRM? A Case Study from Banking Adrian Wilkinson Abstract ------------------------------------------------- HRM has been much talked about and written about in recent years. For some, it heralds a new age where human resource issues at last become significant in the consideration of business strategy, and HRpractitioners at last attain a place in the sun. However, much of the debate has been conducted in purely theoretical terms covering HRM definitions and meanings. But, what is happening on the ground? Are HRMideas changing policies? Are policies translated into...
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