...Job Evaluation at Whole Foods Market Job Evaluation at Whole Foods Market Deb France HR 598 Compensation DeVry University-Keller Graduate School of Management Introduction The goal of any company is to attract and retain employees who share their core values. Whole Foods Core Values include selling the highest quality natural and organic products, satisfying and delighting customers, supporting their Team Members (Whole Food Employees) happiness and growth, creating wealth through profits and growth, caring about the communities and our environment, creating win-win partnerships with their suppliers and promoting the health of their stakeholders through healthy eating education. I will take these core values and apply them to the job analysis and prepared job descriptions when determining the job structure at Whole Foods. Evaluation of Jobs and Job Structure In looking at the job descriptions provided in the case study, I was able to assign job titles in the following manner: Job A- Prepared Foods Team Member Job B- Customer Service Team Member Job C- Prepared Foods Department Team Leader Job D- Prepared Foods Supervisor Job E- Dishwasher Job F-Customer Service Front End Supervisor Job G- Prepared Foods Associate Team Leader Job H- Associate Store Team Leader Job I-Grocery Retail Team Member The job structure that I came up with put the above jobs into two categories: Managerial and Store Support. In the Managerial structure I would place Job C, Job D,...
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...British Airways Case Study [Name of the writer] [Name of the institution] Table of Contents Abstract iii Introduction 1 1.1 HR strategies for an organisation 1 1.2 Assessment of HR strategies and its application 1 British Airways HR strategies 2 2.1 Contemporary issues affecting SHRM 4 2.2 Analysis of contemporary issues affecting SHRM 5 Impact of the merger on SHRM at British Airways 5 Conclusion 6 References 7 Abstract This report is based on the employee relations at British Airways (BA). It includes four main HR strategies which are applicable to British Airways for resolving employee relation issue. Moreover, other HR strategies are also highlighted which are used in the organization. Moreover, merger of BA with Iberia is also discussed and its impact on strategic HRM. Introduction Employee relations with employer have been remained a biggest challenge to British Airways. Due to outsourcing and cost cutting business strategy, BA experienced industrial disputes. Employees go on strikes. It hits the passengers during the peak seasons of New Year or Christmas. Employee relation is a biggest issue. BA employs a diversified workforce, therefore, disputes between employees and employer occurs frequently. There are some HR strategies that are applicable to BA for strengthening relation between employees and employer. 1.1 HR strategies for an organisation There are various HR strategies designed for organization to attract and retain the employees...
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...Singapore Tokyo Contents Preface xxiii Acknowledgments xxvii Introduction to Human Resource Management 2 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes and Features 21 CHAPTER CONTENTS OVERVIEW 22 Part 1: Introduction 22 Part 2: Recruitment and Placement 22 Part 3: Training and Development 22 Part 4: Compensation 23 Part 5: Employee Relations 23 The Topics Are Interrelated 23 4 VII viii CONTENTS CHAPTER SECTION SUMMARIES 24 DISCUSSION QUESTIONS 24 INDIVIDUAL AND GROUP ACTIVITIES 25 EXPERIENTIAL EXERCISE: HELPING...
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...Using the example of one or more types of outsourcing (IT, HR, etc) review the pros and cons of outsourcing and examine its implications for future firm strategic direction. Introduction Outsourcing has become an increasingly popular strategic tool for worldwide organizations. Due to two key phenomena such as technological advances and globalisation, most organizations have be forced to continuously produce goods and services in higher qualities and lower prices. Since the benefits of outsourcing were revealed, it has become an increasingly widespread strategic tool among organizations. A survey reports that up to 90 percent of Australian employers had out sourcing at least one activity and at least half of them had outsourced cleaning, catering, maintenance and transport (Stone, 2005:61). On the other hand, only 5 percent of outsourced organizations had reported highly satisfied with the outsourcing services ( McIvor, 2000). To gain a better understanding of whether outsourcing should be continuously pursued as a strategic tool, the following essay will be divided into four main parts. The first section will contain an outline of the motives of outsourcing. The second will be an exploration of possible advantages and disadvantages associated with the process. The last part will include implications for the strategic direction of the firm. First and foremost, it is essential to define the key terms relevant to the essay. According to Stone (2005,60), outsourcing is an organization...
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...A STUDY OF CAMPUS RECRUITMENT (Term Paper towards partial fulfillment of the assessment in the subject of Human Resource Management) Submitted by: Submitted to: Nikita Gupta Dr. Vedantam Leela Roll Number-- 598 Faculty of Management Semester- IV National Law University, Jodhpur Winter Session (January-May 2010) ACKNOWLEDGMENT ____________________________________________________________ __________________ No work can be perfect without ample guidance. I acknowledge my sincere thanks to Dr. Vedantam Leela, who provided me the opportunity to gain an invaluable knowledge by becoming my project guide. Her dynamic cooperation helped me to excel in this project. I would like to express a deep sense of gratitude and heartiest thanks to the Mrs. Priyanka Agarwal, HR Manager, Inrea Research and the placement-incharge Dr. A.K. Bhatnagar and students of SS Subodh PG College for their help and valuable time they provided me in this project. Cooperation extended by others directly or indirectly for completion of this project is highly acknowledged. Regards! Nikita Gupta (598) TABLE OF CONTENTS ____________________________________________________________ _______________ ACKNOWLEDGMENT ......2 CERTIFICATE ......3 RESEARCH METHODOLOGY ......5 Chapter I: Market Trends of Campus Recruitment ......6 Chapter II: Campus Recruitment: Care and Caution ......12 Chapter III: Introduction to the Company ........
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...Int. J. of Human Resource Management 16:4 April 2005 584– 598 The challenge of international human resource management: balancing the duality of strategy and practice Helen De Cieri, Marilyn Fenwick and Kate Hutchings Abstract Over the last two decades there has been an unprecedented increase in the number of organizations that have internationalized their operations. The international movement of labour that has been concomitant with such expansion of international business has meant that issues associated with the management of human resources across international borders are increasingly important to international human resource managers and academics. The research presented in this paper examines international human resource management (IHRM) pedagogy and practice in Australia. It reports IHRM academicians’ and practitioners’ understanding of the major issues for teaching and practice in IHRM and elucidates current developments and directions for this field. Keywords International human resource management; pedagogy; Australia. Introduction During the last two decades academicians and practitioners of international management have paid increasing attention to the impact of globalization on the management of human resources across national boundaries. International businesses have increasingly turned their attention to issues such as expatriate management (employees being transferred by organizations to work outside their country of origin/permanent residence), managing...
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...J., & Ensher, E. A. (2001). International Journal of Intercultural Relations, 25(3), 261-278. doi: 10.1016/S0147-1767(01)00003-7 Abstract: This study analyzes the effect of two types of work and personal life conflict and organizational support on expatriate employees’ mental well-being. Survey data were obtained from a culturally diverse sample of 118 employees working in Europe. Overall, employees reported higher levels of work interfering with their personal life, than personal life interfering with their work. Results demonstrated that work–personal life conflict was related to employees’ depression and anxiety and personal–work life conflict was related to employees’ concern for their health. Organizational support had significant main effects on well-being and conflict; however, organizational support did not buffer the effects of conflict on expatriates’ well-being. Although organizations are often concerned with the reduction of personal life interfering with work for expatriates (e.g., spouse employment, schooling for children), this study suggests that organizations should also concerned with how work is interfering with expatriates personal lives (e.g., reevaluate extensive travel, long hours.) Thus, programs that address both types of conflict are imperative to retain high quality employees. Finally, this study suggests that informal types of organizational support (e.g., a perception that the organization is concerned with one’s personal life) are important...
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...technology or capital and for its effective management, organization requires effective HRM system. HRM system should be backed up by strong HRM practices. HRM practices refer to organizational activities directed at managing the group of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals. The purpose of this study is to explore contribution of Human Resource Management (HRM) practices including selection, training, career planning, compensation, performance appraisal, job definition and employee participation on perceived employee performance. We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance research on the link between HRM and organizational performance. We identify key unresolved questions in need of future study and make several suggestions intended to help researchers studying these questions build a more cumulative body of knowledge that will have key implications for body theory and practice. This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of firms indicate that these practices have an economically and statistically significant impact on...
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...identifies common pitfalls in many current whistleblower and compliance programs, and it offers recommendations on how audit committees can strengthen them. Government investigations, bankruptcy receiver reports, and numerous books provide a rich source of information about the major corporate disasters of the first decade of the twenty-first century. Although the financial implosions, starting with Enron and ending with Lehman Brothers, have significant differences, one common corporate governance theme can be seen: The board, and, in particular, the independent directors, did not have the information required to properly perform their oversight duties, even though such information was known to various members of management. In almost all the cases, the directors claimed they were misinformed or “duped” by the CEO or CFO.1 In this respect, these disasters were partly the result of corporate governance failure and, in particular, a failure to establish a robust whistleblower system as an internal control. Those 1 Frederick Lipman, Whistleblowers: Incentives, Disincentives and Protection Strategies, (Hoboken: John Wiley & Sons, Inc. 2012), pp. 82-83. failures also offer evidence that the independent directors of companies that suffer shareholder debacles tend to lose their business reputation and their other directorships.2 The audit committee members and other independent directors of these companies relied heavily on the fact that the company was receiving clean audit...
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...HRM LITERATURE REVIEW Most of the literature and research summarized below is fairly recent although some earlier seminal pieces of research and commentary are included. The selection is by no means exhaustive – a tremendous amount of research is carried out in HRM. ------------------------------------------------- Topics ------------------------------------------------- ------------------------------------------------- HRM general Strategic HRM ------------------------------------------------- The HR function Line managers and HR ------------------------------------------------- Human capital management Impact of HR on performance ------------------------------------------------- International HRM Corporate social responsibility ------------------------------------------------- Knowledge management Lean working ------------------------------------------------- High-performance work systems Psychological contract ------------------------------------------------- Organizational behaviour Motivation and job satisfaction ------------------------------------------------- Engagement Commitment ------------------------------------------------- Selection methods Retention ------------------------------------------------- Talent management Flexible working ------------------------------------------------- Balancing work and family life Learning and development ------------------------------------------------- Performance management...
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...IMPACT OF HR AND BUSINESS STRATEGY ALIGNMENT ON JOB PERFORMANCE AND EMPLOYEE SATISFACTION Abstract A company’s success is determined to a large extent by the nature of its employees as well as the level of devotion that employees demonstrate. Due to this, the top managers and executives are given the responsibility for maintaining control on employee’s activities as well as the employee’s management policies through the development of the Human Resource Management Department. This shows that how important role HR plays in maintain the employees satisfied within any organization. This research study is focused on studying the impact of HR and business strategy alignment on job performance and employee satisfaction. This research used deductive approach as this study find out the impact of aligning HR with business strategy and effect of job environment on employee satisfaction. The survey questionnaire method is used to get reliable and valid results based on close ended questions having a 5-Likert scale to measure the attitude of employees and employers towards the impact of aligning HR with business strategy and effect of job environment on employee satisfaction at Siemens. The research used SPSS for analysing quantitative information by using descriptive analysis and inferential analysis. Research shows that Siemens align HR practices and business strategy. From regression analysis, it is found that alignment of Human Resource practices with the business strategies of...
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...Journal of International Development J. Int. Dev. 22, 890–905 (2010) Published online 12 November 2009 in Wiley Online Library (wileyonlinelibrary.com) DOI: 10.1002/jid.1639 MANAGEMENT OF MICROFINANCE INSTITUTIONS: DO SUBSIDIES MATTER? MAREK HUDON* ´ libre de Bruxelles, Belgium and Burgundy School of Business, France CERMi, Universite Abstract: It is estimated that donors commit between US$ 800 million and US$ 1 billion to microfinance per year. This paper analyses the management of microfinance institutions (MFIs) and its relationship with donors’ subsidies. The results show that the level of subsidies granted per year is related to the management quality but not the subsidies divided by the gross loan portfolio or the total equity. Well-managed MFIs are larger and regulated organisations but not significantly older. The organisational structure or the experience of the MFI however does not play a role in determining its financial effectiveness, except for cooperatives. Copyright # 2009 John Wiley & Sons, Ltd. Keywords: microfinance; subsidies; management; governance; nonprofit JEL Classification: L31; M54; O16; Q14 1 INTRODUCTION Formal financial institutions have neglected a large part of developing country populations. Considered as high-risk clients, the poor have been denied access to financial services. Microfinance has been praised during the last twenty years as a new development policy tool serving people who have been excluded from the formal banking system. The...
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...172 Journal of Basic & Applied Sciences, 2013, 9, 172-177 Removal of Methylene Blue and Malachite Green Dye Using Different Form of Coconut Fibre as Absorbent Y.C. Wong*, M.S.R. Senan and N.A. Atiqah Faculty of Agro Based Industry, Universiti Malaysia Kelantan, Jeli Campus, Locked Bag 100, 17600 Jeli, Kelantan, Malaysia Abstract: In this study, coconut fibres are grounded and sieved into the size of 150 μm granular form and filament form of uniform size 2.0 cm for absorption test of methylene blue and malachite green dye in single dye solution were studied. As a result, granular form of coconuts have higher percentage removal dye of methyelene blue and malachite green blue which is 98.3% and 99.0%. This study shows a major approach of turning the agricultural waste to an added value product which is absorbent for wastewater treatment especially in textile industries sector. Keywords: Coconut fibre, absorption, melethylene blue dye, malachite green dye. 1. INTRODUCTION Water pollution has become a serious problem around the world including Malaysia. Malaysia is one of the country that fall into this negatively impacts on the sustainability of water resources. Many industries sector in Malaysia such as textile, paper, paint, pharmaceuticals, food, leather, cosmetics, tannery, printing and plastics used wide verieties of dye in order to color their product for example such as batik in textile industry. Among those industries sector in Malaysia, textiles industry ranked...
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...TABLE OF CONTENTS: 1.0 Introduction and Background Of The Study 4 1.1 Statement Of The Problem 6 1.2 Main Objectives 7 1.2.1Specific Objectives: 7 1.3 Research Questions 7 1.4 Significance Of The Study: 7 1.5 Limitation Of The Study: 7 2.0 Literature Review Of Succession Planning 8 2.1 Theoretical reveiw 8 2.1.1 Key Steps Towards Effective Succession Planning 9 2.1.2 Measures For Effective Succession Planning 13 2.1.2.1 Part A Measures: Group 1 -- Basic Plan Usage Factors. 13 2.1.2.2 Part A Measures: Group 2 -- Assessing Whether Your Plan Contains Key Design Features 14 2.1.2.3 Part B Measures: Group 3 -- Operational Indications Of Plan Success. 15 2.1.2.4 Part B Measures: Group 4 -- Measures Of Direct Business Impacts 16 2.1.2.5 Part B Measures: Group 5 -- Indications Of Plan Failure 17 2.2 Empirical Studies Of Succession Planning 18 3.0 Research Methodology 20 3.1 Introduction: 20 3.2 Research Design: 20 3.3 Area Of The Study: 20 3.4 Unit Of Enquiry: 20 3.5 Sample Size And Sampling Procedure: 21 3.5.1 Sample Size. 21 3.5.2 Sampling Technique 21 3.6 Data Collection Methods: 22 3.6.1 Questionnaires: 22 3.6.2 Interview: 22 3.6.3 Participant Observation: 22 3.6.4 Documentation: 22 3.7 Work Plan and Research Budget...............................................................................22 3.7.1 Research Activities & Work Plan.....................................................................22 3.7.2 Budget………………………………………………………………………...
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...Summer Project Report Study of MDA (malondialdehyde) as abiotic stress marker in CSV-17 variety of Sorghum bicolor. Submitted in partial fullfilement of the requirement for B.Tech. Biotechnology Semester VII AMITY INSTITUTE OF BIOTECHNOLOGY AMITY UNIVERSITY RAJASTHAN JAIPUR 2011 Supervised by: Dr Ajit Kumar Sr. Research Officer S.P. Institute of Biotechnology, Jaipur Submitted by: Ravi Pareek DECLARATION I hereby declare that the project report entitled “Study of MDA (malondialdehyde) as abiotic stress marker in CSV-17 variety of Sorghum bicolor” is a record of the work compiled by me under the supervision and guidance of Dr. Ajit Kumar, S.P. Institute of Biotechnology, Jaipur as a part of my 45 days summer training. Ravi Pareek (B.TECH-BIOTECHNOLOGY) (AUR0821094) ACKNOWLEDGEMENT First of all with due regard to my respective god with whose kindness and blessing we could be able to accomplish the task of training. Mr. Sourabh Pareek, for his kind permission to allow me to undergo my major project at S. P. Institute of Biotechnology, Jaipur. I am overwhelmed with rejoice to take this opportunity to evince my profound sense of reverence and gratitude to my esteemed supervisor respective Dr. Ajit Kumar, for giving his regular advice and excellent suggestion which have helped us for completing the study. His regular assistance and guidance really helped me to bring formidable task in successful manner. Sincere thanks to Dr. Sonali Jana and Dr. Neha Upreti for their cooperation...
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