...Four functions affect globalization Planning, Organization, Leadership, Controlling Globalization Over the years, Apple has sustained their presence in the computer business world. Apple was founded in 1976, by Steve Wozniak and Steve Jobs in the USA. Over the years leadership has changed frequently Apple has had four CEO’s . Several changes in its planning and organizing but the focus has been consistent with the gaining the market share in PC. Even through the management changes within the organization as maintained its global presence always rebounding with new innovative products and services. Apple has offices in the USA, Europe, and the Far East. According to Apple holds 4% of the world market of personnel PC’s. Apple employs approximately 17k employees across world. Apple broadened their horizons globally with Japan and China and set up a daughter company branched out of Taiwan-Umax Data Systems that sold Apple products in Asia. The best example of global presence is the development of iTunes. Technology Despite the management issues within Apple Inc., technology was never a problem. Apple since its inception has strived to stay ahead of its competitors. Mismanagement in the leadership of the company never affected the planning and organization of development of technology. The Macintosh PC has been their signature product. Lack of planning in the early caused a severe...
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...Masters Program in Business Administration (MBA 4 SEM) ( Semester IV ) Specializations :- Human Resource Management Note: - Solve any 4 Case Study All Case Carry equal Marks. Case 1 :- Meeting the Challenge of Sexual Harassment At an office of Goldman, Sachs and Company in Boston, some male employees allegedly pasted photos of bare-breasted women on company newsletters, next to biographies of new female employees (suggesting that the photos were pictures of the new staff members). Copies of the newsletters were circulated around the office. Sexist literature such as “The Smart Man’s Creed or Why Beer Is Better Than Women” (“After you’ve had a beer, the bottle is still worth a dime”) was allegedly also distributed. Kristine Utley, a former Goldman sales associate, has made these allegations in a suit charging that the environment at Goldman, Sachs constitutes sexual harassment. Fired for refusing a transfer to a New York office, she is suing to gain reinstatement and damages and to eliminate the harassment. Joanne Barbetta has filed a similar suit seeking damages for harassment caused by an environment that she asserted “was poisoning my system.” Ms. Barbetta reports that during her tenure as a clerk at Chemlawn, male employees circulated pornographic magazines and pinup posters. She viewed a slide presentation that included suggestive pictures (e.g., a nude woman)...
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...DIPLOMA IN BUSINESS MANAGEMENT (DBM) Specializations :- Human Resource Management Note: - Solve any 4 Case Study All Case Carry equal Marks. Case 1 :- Meeting the Challenge of Sexual Harassment At an office of Goldman, Sachs and Company in Boston, some male employees allegedly pasted photos of bare-breasted women on company newsletters, next to biographies of new female employees (suggesting that the photos were pictures of the new staff members). Copies of the newsletters were circulated around the office. Sexist literature such as “The Smart Man’s Creed or Why Beer Is Better Than Women” (“After you’ve had a beer, the bottle is still worth a dime”) was allegedly also distributed. Kristine Utley, a former Goldman sales associate, has made these allegations in a suit charging that the environment at Goldman, Sachs constitutes sexual harassment. Fired for refusing a transfer to a New York office, she is suing to gain reinstatement and damages and to eliminate the harassment. Joanne Barbetta has filed a similar suit seeking damages for harassment caused by an environment that she asserted “was poisoning my system.” Ms. Barbetta reports that during her tenure as a clerk at Chemlawn, male employees circulated pornographic magazines and pinup posters. She viewed a slide presentation that included suggestive pictures (e.g., a nude woman) put there, according to management...
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...TIM 685 STRATEGIC PLANNING COMPANY AUDIT HEWLETT PACKARD Contents Abstract 3 HP Background 3 Company Mission 4 HP’s Corporate Objectives 5 Mission and governance Analysis 5 Recommendations 6 HR Report on HP 7 Recommendation 8 Internal Analysis 8 Recommendation 8 Mergers Acquisitions and Spin-offs 9 Recommendation 9 External and Global Environment 9 External Analysis 10 Recommendation 11 Porter five forces Analysis of HP 12 Recommendation 14 SWOT Analysis 14 Conclusion / Recommendation 15 Reference: 16 Abstract This Company audit was conduct using publicly available information about Hewlett-Packard. The Audit includes mission statement, company philosophy, PEST SWOT, Financial Analysis, market position analysis, corporate governance analysis. The analysis uses industry standards for company audits such as, Porter, SWOT, and PEST as a guideline for the areas to be assessed. HP Background Hewlett Packard is a publicly traded company on the New York Stock Exchange. The firm was started by Bill Hewlett and David Packard. The merger with Compaq was one of HP’s major strategic moves recently. Even in naming the new company the two founders flipped a coin in the famous garage, Dave Packard won the coin toss but conceded to pit Hewlett name at the front. "It is...
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...INTERNATIONAL HRM The emphasis throughout this book has been on HRM as it is practice in organizations in the United States. But many of these firms also engage in international trade. A large percentage carry on their international business with only limited facilities and representation in foreign countries. Others, particularly Fortune 500 corporations, have extensive facilities, and personnel in various countries of the world. Managing these resources effectively, and integrating their activities to achieve global advantage, is a challenge to the leadership of these companies. We are quickly moving toward a global economy. While estimates vary widely, approximately 70 to 85 percent of the U.S. economy today is affected by international competition. Recent popular books have suggested that many U.S. companies need to reassess their approach to doing business overseas, particularly in the area of managing human resources. To a large degree, the challenge of managing across borders boils down to the philosophies and systems we use for managing people. In this chapter we will observe that much of what is discussed throughout this text can be applied to foreign operations, provided one is sensitive to the requirements of a particular international setting. The first part of this chapter presents a brief introduction to international business firms. In many important respects, the way a company organizes its international operations influences the type of managerial...
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...RECRUITMENT PROCESS AT TMI GROUP Talent Management Inputs & Services Pvt.Ltd.,Begumpet B.Megha Reddy [pic] Project Report Submitted To Dhruva College of Management In Partial Fulfillment Of PGDM Program (2013-2015 DECLARATION I do hereby give the undertaking that the present study is a bona fide work and I have not submitted it for the award of any degree or diploma in any college or University. (Full signature) B.MEGHA REDDY ACKNOWLEDGEMENT A Good start leads to a Fine end. The ideal way to begin documenting this project work would be to extend my earnest gratitude to everyone who has encouraged, motivated and guided me to make a fine effort for successful completion of this project. I would like to thank Aparna Reddy.B Manager-HR, Ganeshan Madhavi Assistant Manager-HR, Sowmya.G Executive-HR of TM Inputs & Services Pvt. Ltd. for giving me an opportunity by taking me as an internee in their organization. This proved to be a very good learning experience for me, where I could get an exposure to all the aspects of real time Core HR activities. I am very thankful to Dr.U.B.Raju, Dean of Dhruva College of Management for guiding me throughout the project. My sincere Gratitude to the College Management for...
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...Marketing Plan for Above the Rest Arnita McCoy-Dhaamin Dr. Benjamin Bao MKT 500-Marketing Management March 15, 2012 Executive Summary Above the Rest (ATR) is a professional staffing agency specializing in providing only veterans candidates for employment in the workforce. ATR Staffing will serve two distinct customers, companies requiring employees and veterans looking for employment. ATR Staffing will be based in Metro Atlanta, Georgia, but can supply qualified candidates to any location. With the projected increase of veterans exiting the military, there will be a great opportunity not only to assist veterans in acquiring employment but to also assist in supporting President Obama’s initiative of putting veterans to work. Above the Rest will provide candidate for employment positions ranging from skilled laborers to corporate management. Although based in Atlanta, ATR Staffing will look to expand its services into other states and globally after building a large enough market share to support the expansion. Any new expansion will be strategically located in cities with access to large retired and prior service military populations such as Washington, DC, Virginia, San Antonio, TX and Germany. The products that ATR Staffing Agency will offer for purchase will be educational classes that focus on issues that can preclude prior military members from being successful in the workforce, intermediate level computer classes, salary negotiation classes, and a professional...
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...Strategic Management” provides us with a short, concise explanation of the most important concepts and techniques in strategic management. It is a rigorous explanation of many topics and concerns in strategic management. These concepts are clearly explained by citing various examples. Precisely the book deals with the following. • A strategic decision-making model based on the underlying process of environmental scanning, strategy formation, strategy implementation and evaluation and control. • Michael Porter’s approach to industry analysis and competitive strategy • Functional analysis and functional strategies. R & D and R & D strategies which emphasize the importance of technology to strategy and product-market decisions. • Executive leadership and succession, reengineering, total quality management, MBO and action planning. • Social responsibility in terms of its importance to strategic decision making. © www.hrfolks.com All Rights Reserved 2 Basics concepts of strategic management The study of strategic management Strategic management is the set of managerial decision and action that determines the long-run performance of a corporation. It includes environmental scanning (both external and internal), strategy formulation (strategic or long range planning), strategy implementation, and evaluation and control. The study of strategic management therefore emphasizes the monitoring and evaluating of external opportunities and threats in lights of a corporation’s strengths...
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...advantages & disadvantages. Control Process and its constituents. Introduction to Human Resource Management HRM planning & steps in planning process. HRM process Recruitment, selection, Training and development. Performance Appraisal and issues in human resources Leadership concept and some leadership theories. Leadership theories. Leadership Models. Leadership Development and Motivation. Motivational theories Suggested Readings: 1. Harold Koontz & Heinz Weihrich, Essentials of Management, Tata McGraw Hill 2. Stoner, Freeman, Gilbert Jr., Management, Prentice Hall 3. Bhatt & Kumar, Principles of Management, Oxford Publications PRINCIPLES OF MANAGEMENT PRINCIPLES OF MANAGEMENT COURSE OVERVIEW Management is the organizational process that aids us in that many layers of management-particularly middle manage- creating a service or product from the raw materials we have at ment-are disappearing in modern organizations hand. It is the sum of the input processes that allow us to Managers, regardless of their particular job, generally all perform mold something useful from what otherwise is a disarray of some degree of the following activities-Planning, Organizing, human resources and raw components. The output of this Staffing, Leading, and Controlling....
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...foundation. Different approaches and systems of management, Types of skills, roles and modern challenges. Management Planning Process. Managerial decision Making Introduction to Organizing Organizational Structure and Its Dimensions. Different Types of Organizational Design and Their Advantages and Disadvantages. Nature and types of control in organizations. Introduction to Controlling Controlling Techniques, Types and its advantages & disadvantages. Control Process and its constituents. Introduction to Human Resource Management HRM planning & steps in planning process. HRM process Recruitment, selection, Training and development. Performance Appraisal and issues in human resources Leadership concept and some leadership theories. Leadership theories. Leadership Models. Leadership Development and Motivation. Motivational theories Suggested Readings: 1. Harold Koontz & Heinz Weihrich, Essentials of Management, Tata McGraw Hill 2. Stoner, Freeman, Gilbert Jr., Management, Prentice Hall 3. Bhatt & Kumar, Principle and Practices of Management, Oxford Publications PRINCIPLESOF MANAGEMENT COURSE OVERVIEW Management is the organizational process that aids us in creating a that many layers of management-particularly middle service or product from the raw materials we have at hand. It is the manage-ment-are disappearing in modern organizations sum of the input processes that allow us to mold something useful Managers, regardless of their particular...
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...STONE/GETTY IMAGES chapter 15 International Human Resources Management After studying this chapter, you should be able to objective Identify the types of organizational forms used for competing internationally. objective 1 2 3 4 5 6 7 8 Identify the unique training needs for international assignees and their employees. objective Explain the economic, politicallegal, and cultural factors in different countries that HR managers need to consider. objective Identify the characteristics of a good international compensation plan. objective Explain how domestic and international HRM differ. objective Reconcile the difficulties of home- and host-country performance appraisals. objective Discuss the staffing process for individuals working internationally. objective Explain how labor relations differ around the world. PART 6 Expanding Human Resources Management Horizons 639 Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western 640 PART 6 Expanding Human Resources Management Horizons W hen you pick up a newspaper or turn on the TV, you’ll notice that stories are constantly being told about companies competing globally. These stories might include mergers of U.S. and international companies, such as Daimler-Benz and Chrysler a few years ago. Or they might highlight companies expanding into other markets, such as Starbucks in Asia or Wal-Mart in Mexico. Or the stories might focus on international...
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...The Effect of HRM Practices on the Perceptions of Organizational and Market Performance of the Firm • 185 THE EFFECT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON THE PERCEPTIONS OF ORGANIZATIONAL AND MARKET PERFORMANCE OF THE FIRM Gedaliahu H. Harel and Shay S. Tzafrir The purpose of our study is to extend the emerging empirical literature on the firm-level impact of human resource management practices. Results based on a national sample of organizations from private and public sectors in Israel indicate that these practices have a significant impact on both the perceived organizational and market performance of the organization. The single independent variable found to be statistically significant in affecting perceived organizational performance was training practices. In the case of perceived market performance, we found that, in addition to training practices, employee selection practices also significantly affected the perceived market performance.1 © 1999 John Wiley & Sons, Inc. Introduction In today’s world, organizations are in a constant state of competition. The intensity of competition increases annually and the need to continuously improve organizational performance has never been greater. Managers must be on a constant lookout for ways to maximize their organizations’ strategic resources. The resource base approach contends that the organization can develop a sustained competitive advantage only if its activities create value in a unique way, one that...
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...the roles of the leaders and employees who hold the organization together. Organization design is the process of selecting a structure for the tasks, responsibilities, and authority relationships within an organization. An organization’s design influences communication patterns among individuals and teams and determines which person or department has the political power to get things done. The structure of an organization influences the behavior of employees. Therefore, an organization’s design plays a critical role in the success of an organization. Every organization’s design decision solves one set of problems but creates others. Organization design decisions often involve the diagnosis of multiple factors, including an organization’s culture, power and political behaviors, and job design. Organization design represents the outcomes of a decision-making process that includes environmental factors, strategic choices, and technological factors. Specifically, organization design should: • promote the flow of information and speed decision making in meeting the demands of customers, suppliers, and regulatory agencies; • Clearly define the authority and responsibility for employees, teams, departments, and divisions; and • create the desired balance between integration (coordination) and differentiation to account for responses to changes...
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...SECTION 1 Career/ Manpower Planning and Recruitment Among the highlights are: advice on effective new employee induction programmes; a comparison of general management and technical roles, skills and career paths; a look at succession planning at AT&T; a report on recruitment and development of international managers; and an examination of age discrimination in recruitment. Personnel Review, Vol. 22 No. 5 1993, pp. 5-14. ©MCBUniversity Press, 0048-3486 Employment effects of changing multinational strategies in Europe J. Hamill in European Management Journal (UK), Sep 92 (10/3): p. 334 (7 pages) Presents a broad overview of changing multinational enterprise strategies in Europe in recent years—such as the shift from multiple-domestic to globally/regionally co-ordinated production/logistics systems; the wave of cross-border mergers, acquisitions and strategic alliances; the rapid increase in foreign direct investment, mainly by Japanese companies and by emerging MNEs in sectors such as IT and electronics; and transnational strategies involving dispersion of product/market responsibilities to regional centres of excellence—and their associated positive and negative employment effects. WF18 Manpower Planning and Recruitment 7 Focus from the start (new employee induction) J. P. McCarthy in HRMagazine (USA), Sep 92 (37/9): p. 77 (4 pages) Based on the experience of Metropolitan Property and Casualty Insurance, which recently reviewed its strategy for introducing new...
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...The Impact of HR Focused TQM Practices on Employee Satisfaction & Loyalty in the Financial Sector of Pakistan Burhan Nawaz Butt, Aamir Daraz, Nauman Imtiaz, Junaid Jameel, Ali Raza, Zunair Akram, Tauqeer Ahmad, Farhat Abbas, Israr Khan Niazi, Javeria Mehmood, Irum Naz Department of Management Sciences, Mohammad Ali Jinnah University, Islamabad, Pakistan Abstract: Introduction: * Research Objectives: * Financial Sector of Pakistan: Literature Review: * TQM and its Importance: It has been argued that the use of TQM practices has a synergistic impact on organizational performance (Schonberger, 1986; Cobb, 1993). Some studies have found that the use of TQM practices reduces manufacturing process variance, eliminates reworks and scraps, and improves quality performance (see Daniel and Reitsperger (1991), Flynn et al. (1995) and Schmenner and Cook (1985). In addition, there is considerable anecdotal evidence (Crosby, 1984; Hayes and Wheelwright, 1984; Gerwin, 1987; Harmon and Peterson, 1990) on the extent to which TQM initiatives enhance the potential for firms to improve their performance. More recently, empirical evidence suggests that there are direct and indirect relationships between the adoption of TQM practices and firms’ performance levels (Hendricks and Singhal, 2001; Kaynak, 2003). Fortune 1000 companies surveyed indicated that firms achieved greatest success when they pursued both TQM and employment involvement simultaneously. Kevin...
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