...Journal of Chinese Human Resource Management Emerald Article: Chinese HRM in action: an interview with Wayne Chen of Hay Group China Boyi Wang Article information: To cite this document: Boyi Wang, (2011),"Chinese HRM in action: an interview with Wayne Chen of Hay Group China", Journal of Chinese Human Resource Management, Vol. 2 Iss: 1 pp. 61 - 68 Permanent link to this document: http://dx.doi.org/10.1108/20408001111148739 Downloaded on: 04-05-2012 References: This document contains references to 2 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 1212 times. Access to this document was granted through an Emerald subscription provided by UNIVERSITY OF SUSSEX For Authors: If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service. Information about how to choose which publication to write for and submission guidelines are available for all. Additional help for authors is available for Emerald subscribers. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com With over forty years' experience, Emerald Group Publishing is a leading independent publisher of global research with impact in business, society, public policy and education. In total, Emerald publishes over 275 journals and more than 130 book series, as well as an extensive range of online products and services. Emerald is both COUNTER 3 and TRANSFER compliant...
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...efficiency which help contribute to higher profits for the organization. Some other outcomes include; high quality, customer satisfaction, and low employee turnover all of which help to keep the overall costs of doing business down. •Discuss the role of HRM technology in high-performance work systems. The use of HRM technology usually involves automation and collaboration which aids in information processing which helps to aid in helping the organization meeting its goals. Some of the technologies that are now being used are transaction processing, decision support systems, and expert systems. All of which help aid the organization in reviewing HRM decisions and practices, help managers solve problems, and help support decision rules used by people who are considered experts. •Identify ways to measure the effectiveness of HRM. There are a few way in which to measure the effectiveness of HRM. First would be through an audit which is a formal review of the outcomes of the HRM functions. Another way to measure is through analyzing specific programs or activities. This helps to measure the program’s success in terms of whether it achieved it objectives and was able to deliver value. •From the O’Toole chapter, discuss which future trends of the workplace you find most...
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...PEST Analysis in strategic Human Resources Planning Hamid Reza Qasemi Islamic Azad University of Iran, Aligoodarz Branch Hamid-reza@myway.com Abstract: The present complex world require as far as is feasible, it consider impact of important factors related to organizations in strategic planning. The strategic planning of business includes all functional subdivisions and forwards them in a united direction. One of these subsystems is human resource management. Strategic human resource management comes after the strategic planning, and followed by strategic human resource planning as a major activity in SHRM. In strategic human resource planning, it can use different analytical methods and techniques that one of them is PEST analysis. This paper introduces how to apply it in a new manner. This manner is result of practical case of application of SHRP in an organization. Key words: PEST Analysis/ Strategic Human Resource Planning/ Strategic Human resource Management. 1. Introduction: Planning is about change and change management is a difficult. Rise and fall of strategic planning indicates organizations find tools to help to navigate organization's ship into the uncertain water of change. Success of a program is difficult to assess, as changing objectives and goals and the results are not simply measurable (Martinez: 1999). The organizations always are attempting to coordinate their resources, feasibilities, tools and capital in certain framework for...
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...--------------------------------------------------------------------------------------------------------------------- Prelude Six activities are needed to achieve efficiency and efficacy in the system of management for an enterprise. These include: Procurement, Production, Personnel, Finance, Marketing and Research & Development (R & D – Now getting replaced through a term entitled: “Innovation”). Synergistic approach on a holistic basis is needed to achieve high performing purpose of an organization. This piece looks at HRM / HRD from futuristic point of view. This piece looks at: Changing Scenarios for countries and organizations, HRM Inretrospect, futuristic trends, HR – traditional and E – HR and conclusion. Five boxes present interesting information with comparative positions. These aspects are now reviewed. Changing Scenarios Change is the need of the day. Fast track changes are taking place and every enterprise needs to read future trends and accordingly develop their plans to meet the future challenges. Outlooks are changing. Mind set is changing. Innovation is bringing heavy pressure which is resulting in shortening the product life cycle. The following box gives some idea regarding changing scenarios for countries and organizations: | | *Founder and Principal, Hailey College of Banking & Finance, University of the Punjab, Lahore Pakistan,...
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...Resources Management It used to be that human resource was only thought of as the department who hires employees and safe keeps the clerical part of the organization. Human Resource is much more involved in the entire structure of the organization then just the clerical part of it. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The HRM department is responsible for three major areas including staffing, employee compensation and benefits and defining and designing work. HRM works for the benefit of the organization through managing its greatest business asset which is the employees. The task of managing employees of an organization brings many challenges, how HRM must remain focused on recruiting, retaining and engaging their organizations leaders and workforce to be successful. Several new trends are affecting how HRM make their hiring decisions. Two recent trends important to HRM leaders are leadership compensation/competencies and workforce engagement. In the setting of limited resources and new government mandates, healthcare is moving toward value-based care. HRM is now challenged to adjust executive compensation to keep in step with the industry change. In a population health model, physicians receive a value-based reimbursement to care rather than a fee for services. The physicians’ performance needs to be continually monitored in order to accurately compensate them across...
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...planning with HR is ensuring that the HR staff recognize their roles as change agents and strategic business partners. This may be particularly difficult in a rapidly changing organization where the lack of stability tends to leave people with the feeling that they are victims of change rather than champions of it. However, one key to creating a successful HR function is to organize the chaos caused by change. This can be accomplished by forging ahead with innovative strategic plans that add value to the company instead of retreating into comfortable, traditional roles that will not effectively improve a company's bottom line (Cipolla, 1996). Effective strategic planning involves analyzing current data and identifying trends that may affect a company's future performance. Next, it involves mapping out a strategy that will most likely result in a company's success over the long term. A study by Eichinger and Ulrich (1995) indicates that in the next five to seven years at least 10 profound changes will alter the course of businesses and the function of HR. They identify these changes as (1) global economic and financial, (2) technological, (3) political, (4) structural (to the business organization), (5) educational, (6) labor-related, (7) social, (8) conflicts due to globalization, (9) environmental, and (10) crime-related. These changes are dominated by the shrinking world, as telecommunication, travel, information, ideologies, partnerships, and businesses are becoming global...
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...+ Models ORGDYN-404; No. of Pages 9 Organizational Dynamics (2011) xxx, xxx—xxx a v a i l a b l e a t w w w. s c i e n c e d i r e c t . c o m journal homepage: www.elsevier.com/locate/orgdyn Emerging HR management trends in India and the way forward Pawan S. Budhwar, Arup Varma INTRODUCTION Over the last decade or so, India has emerged as a major player on the global economic front. To a great extent, India’s enhanced global economic importance is due to the economic reforms that were initiated in 1991. The reforms have been instrumental in creating tremendous opportunities for businesses, in particular for foreign operators. Bodies like the World Bank predict that if India can sustain its economic growth over the next decade, then it is likely to become one of the leading economies of the world. Needless to say, there are many issues that still need urgent attention — among these, development of infrastructure, control over corruption and bureaucratic red tape, opening-up of key sectors for foreign investments, political and legal reforms, enhancing employable skills in new graduates, control over increasing poverty, internal and external security, and divestments in the public sector, etc. In addition, issues related to the management of human resources have become crucial for India’s sustained economic growth. The liberalization of economic policies calls for a switch from labor intensive to more capital-intensive methods of production, and thus requires organizations...
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...Brief History of Human Resources and HR Management Human Resources is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are crucial for the modern organization. We cannot believe that the successful business could exist without the Recruitment and Staffing, Compensation and Benefits, Training and Development or the Leadership Development. However, in the past the companies did not use any of the HR value added processes. The story of Human Resources started as evidence of all employees. It dealt with issues and requests. Nothing more was expected to be delivered. The HR Management history is fascinating. The wars usually change the path of Human Resources in organizations and society. The history of Human Resourcesstarts to be interesting with the evolution of the large factories. It was in the 18th century. The rapid development of new industrial approach to work changed the world dramatically. The quick and cheap production became a priority for many industries. The factories hired thousands of workers, who worked up to 16 hours a day. Soon, many entrepreneurs discovered that satisfied employees are more...
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...operations, whether global or multi-domestic? II. Corporate Governance a. Board of Directors i. Who is on the board? Are they internal or external members? ii. Do they own significant of stock? iii. Is the stock privately held or publicly traded? Are there different classes of stock with different voting rights? iv. What do the board members contribute to the corporation in terms of knowledge, skills background, and connections? If the corporation has international operations, do board members have international experience? v. How long have members served on the board? vi. What is their level of involvement in strategic management? Do they merely rubberstamp top management’s proposal, or do they actively participate and suggest future directions? b. Top Management i. What person or group constitutes top management?...
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...the task of researching employment prospects for the next three, five, and ten years- I felt that I could do more than that in this paper. My finished product is a cursory overview of some of the roles and functions of Human Resource Management. I cover challenges in the industry/role, trends in the Human Resource segment of the employer market, and finally give a review of job prospects per the initial assignment. I believe that by producing a finished product with this scope and depth, I have learned much more than I would have by simply drilling down to the job prospects data. The first areas I provide commentary on are challenges that Human Resource Managers face on a daily basis in their job duties, specifically: * Challenge #1- Leadership Development * Challenge #2- Retaining and Rewarding the Best Employees * Challenge #3- Development of a Positive Corporate Culture Next, I transition to covering three interesting trends/innovations that Human Resource Management needs to understand to be successful in the workplace today: * Trend & Innovation #1- Employee Loyalty and Methods to Establish * Trend & Innovation #2- Work/Life Balance and Strategies * Trend & Innovation #3- Growing Diversity in the Workplace Third, I dive into data that shows the job trending for Human Resource Management: * General prospects for Human Resource Management * Prospects for the target state of Minnesota * Prospects for the target state of South...
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...International Business HRM – Final Paper Human Resource Management: A Research Case about Microsoft in India Over the past several years, the environment for competitive business opportunities in India has grown drastically, especially within the major technological, pharmaceuticals, and biotechnology industries. As a newly appointed manager for Microsoft Corporation, within the Global Human Resource Management (HRM) division, it is my responsibility to ensure that these opportunities for business growth and expansion for Microsoft in India are approached in the most effective manner. I have prepared a comprehensive discussion on my agenda to carry out this responsibility. First, I discuss the current and projected future business environment within India, including cultural and societal trends and best practices for HRM. Second, I discuss how Microsoft can strategically and effectively take advantage of business opportunity and growth within India, from a global HRM perspective. Third, I discuss my specific strategies related to HRM as a newly appointed manager for Microsoft. And finally, I provide a summary of my discussion. It is estimated that India will have a population of 1.45 billion people by 2030, made up of a labor force of approximately 986 million people (Chatterjee). This rapidly growing labor force is comprised of primarily young people, as over 1.1 billion people in India’s population are below the age of 25. Furthermore, by 2050 India is projected to...
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...The Annals of The "Ştefan cel Mare" University of Suceava. Fascicle of The Faculty of Economics and Public Administration Vol. 9, No. 2(10), 2009 CURRENT TRENDS IN HRM Assistant Otilia ALBU University „Ştefan cel Mare”, Suceava, Romania otilia@seap.usv.ro Assistant PhD. Student Lucia MOROŞAN-DĂNILĂ University „Ştefan cel Mare”, Suceava, Romania luciad@seap.usv.ro Abstract: The goal of this article is to establish the importance of human resource management (HRM) and ho w it emerged, to provide some evidence of its context, to discuss its potential and future development. Many specialists underlined the fact that human resource requires more attention and careful management then any other resource of an organization. The role of the HR manager must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer -centered. Within this environment, the HR professional must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development. Keywords: management, human resource, personnel administration, talent management, sk ills, knowledge, international HRM, HRM trends, policies, motivation, relation, HR manager JEL classification: M12 INTRODUCTION Human resource management is a process of bringing people and organizations together so that the goals of...
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...TOYOTA MOTOR MANUFACTURING COMPANY The purpose of this paper is to clarify the role of Human Resources in an organization. The research will discuss the social responsibility track record, the environmental factors, the strategy, mission, and vision statement of Toyota Motor Manufacturing Canada Inc. (TMMC). An organization could function and could perform high qualitative services only if that company own the human capital. Human capital gives the economic value of the organization. Human resources management (HRM) has the responsibility to manage human capital, planning and making recruitment, staffing and training, communicate and compensate, looking for benefits and labour relations. Toyota Motor has a great impact around world by its brand and not only. As Kimberly Gardiner, the national interactive marketing manager, said” Toyota and who wants to assure customers that we are making every effort to do the right thing. ... It humanizes the brand.” Social responsibility of Toyota Motor TMMC started its activity in 1988 when they built 153 vehicles. Today, they hold the ability to build 500000 vehicles annually. Their activities have been appreciated with a total of 11 Plant Quality awards including Platinum and 6 Gold awards. Knowing this short history about TMMC, it is easily observable that the company’s reputation was improved, so the percentage of people who would recommend that this company increase. The company showed up with the most innovative commercials,...
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...Technology, Yola ABSTRACT This paper introduces the development of Human Resource Management (HRM) from a historical perspective and explains the debate between HRM and personnel management. Thus, the paper identifies the historical developments and their impacts on HRM, outlines the development and functions of HRM, explains the differences between HRM and Personnel Management, evaluates ‘hard’ and ‘soft’ approaches to HRM, illustrates how diversity is an issue in Human Relations (HR) practice and finally considers HRM as an international issue. It concludes with a discussion about ‘hard’ and ‘soft’ models of HRM and its implications for the human resource manager. INTRODUCTION The term "human resource management" has been commonly used for about the last ten to fifteen years. Prior to that, the field was generally known as "personnel administration." The name change is not merely cosmetics. Personnel administration, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned the technical aspects of hiring, evaluating, training, and compensating employees and was very much of "staff" function in most organizations. The field did not normally focus on the relationship of disparate employment practices on overall organizational performance or on the systematic relationships among such practices. The field also lacked a unifying paradigm. HRM developed in response to the substantial increase in competitive pressures American business...
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... One change that has affected human resource personnel is quality of employees to staff correctly. To apply for a good position in an organization, a person usually has to have a degree or at least a good history of work experience in the related field. Sometimes the work experience doesn’t mean much in these current changing trends and organizations prefer someone who knows their job by learning it in a classroom. Employers are looking for candidates that show a good sense of teamwork also referred to by many as “a team player”. HRM analyzes this and knows that everyone wants a team player because it makes everyone’s job easier and an organization flows smooth. It’s all about the consumer and HRM personnel know this. Keeping a team player on board also makes for a good person who can speak with clients if needed. Back when there were no computers, all paperwork would have to be done by hand and stored in a file, locked, and secured so that personal information wouldn’t be mishandled. With changes to technology, HRM now has computers with software that can store all employees’ information. This is a great technological advance that helps HRM because files may be accessed quicker and problems that may arise can also be resolved quicker. Not only does this technology advance help for files, but now business can be done straight from a person’s phone or computer....
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