...simultaneously attempting to attain other societal and individual employee objectives” (2007). HRM is also the new frontier in developing competitive advantages. “…[F]irms can develop sustained competitive advantage only by creating value in a way that is rare and difficult for competitors to imitate. Although traditional sources of competitive advantage such as natural resources, technology, economies of scale, and so forth, create value, the resource-based argument is that these sources are increasingly easy to imitate, especially in comparison to a complex social structure such as an employment system. If that is so, human resource strategies may be an especially important source of sustained competitive advantage” (Becker, and Gerhart 779-801). Human Resources can also hinder a company and provide a...
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...12 months internship training program for Hospitality Industry Introduction Proposed Research Topic: This proposal seeks to investigate the effectiveness of the 12 months internship training program of ABC Hospitality Group. Organizational Outcomes: Intern’s higher satisfaction as well as supervisor’s satisfaction according to trainees’ performance and high retention rate of interns. In this project, I will explore intern’s satisfaction with company’s internship training system as well as supervisor/manager’s satisfaction of intern’s performance. In particular, I will focus on how the training system influence the retention rate as well as the effectiveness of the program it self. Desired outcome from company’s perspective view would be higher satisfaction rate from both trainee and their supervisors and in the end, retaining successful trainees. Literature review [Train interns their first day on the job—and every day thereafter—to make them better employees.]. [Katie Willoughby spent the first four weeks of her internship last summer in Kansas City, Mo.-based Hallmark Cards Inc.’s marketing department accompanying her boss from one meeting to the next and gathering background information for her data analysis project. She loved every minute of it. Janell Rodriguez, a 2005 engineering intern at National Instruments in Austin, Texas, was able to field complex customer questions on the workings of her company’s data acquisition technology after spending...
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...attention span may be due to decrease in oxygen) chest pain, weight changes (possible fluid retention) . Signs from assessment are fast or difficult breathing, irregular or fast heartbeat, leg edema, neck veins that are distended, sounds “crackles” from fluid buildup in lungs heard through a stethoscope. (http://www.ncbi.nlm.nih.gov/pubmedhealth/PMH0001211/) 3. Diagnostic studies for CHF include an echocardiogram, cardiac stress test, heart catherization, MRI of the heart, Nuclear heart scans. 4. The primary management of CHF are: Limit salt intake, exercise, lose weight (if overweight) lower cholesterol, get enough sleep. Medications taken can help the heart pump more efficiently, anticoagulants, lower cholesterol, vasodilate or slow HR so the heart does not need to work as hard, replace potassium, and rid body of excess fluid and salt. Some medication names are Ibuprofen, Naproxen, Sildenafil, Tadalafil, Vardenafil. There are some surgeries that may be acceptable such as Coronary bypass surgery, heart valve surgery, a pacemaker...
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...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. It argues that firms must what constitutes a good HR strategy will depend on the specific context. On contrast, the “best practice” speculates that there is a exact set of human resource practices that can been applied in almost any organizational context that helps to improve the performance, thus helps to deliver outcomes that are valuable for all the stakeholders, particularly...
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...C O U R S E 5 6 5 Networking Technologies Volume 1 This document should only be used by a Novell-certified instructor. Ifyouthinkthisdocumentwaspirated,call1-800-PIRATESor1-801-861-7101. Networking Technologies Instructor Guide (Volume 1) Education INSTRUCTOR GUIDE 100-004273-001 Revision 1.0 Proprietary Statement Copyright © Novell, Inc. 1994, 1997, 1998. All rights reserved. No part of this publication may be reproduced, photocopied, stored on a retrieval system, or transmitted without the express prior consent of the publisher. This manual, and any portion thereof, may not be copied without the express written permission of Novell, Inc. Novell, Inc. 1555 North Technology Way Orem, Utah 84097-2399 Disclaimer Novell, Inc. makes no representations or warranties with respect to the contents or use of this manual, and specifically disclaims any express or implied warranties of merchantability or fitness for any particular purpose. Further, Novell, Inc. reserves the right to revise this publication and to make changes in its content at any time, without obligation to notify any person or entity of such revisions or changes. Further, Novell, Inc. makes no representations or warranties with respect to any NetWare software, and specifically disclaims any express or implied warranties of merchantability or fitness for any particular purpose. Further, Novell, Inc. reserves the right to make changes to any and all parts of NetWare software...
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...UNIVERSITY OF MALAWI THE POLYTECHNIC FACULTY OF MANAGEMENT STUDIES MBA GROUP 16 PROGAM HUMAN RESOURCES MANAGEMENT Alignment of Mis-Alignment of HR Strategies in an Organisation PRESENTED BY: PRESENTED TO: DATE : Human resource management (HRM) is in its simplest form how the human resource within an organisation is managed in line with the organisations strategic goals. The management of Human resources starts from the recruitment of the employees and then moves on to the management of these employees. It is a function within an organisation that deals with the hiring of employees, the compensation of these employees, management of the employees performance, the wellbeing of the employees etc. Storey (1995) defines HRM as a distinctive approach to employment which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. A key thing to note in the definition is the strategic deployment of a highly committed and capable workforce in order to achieve competitive advantage. This definition leads us to one of the other fundamental concepts in HRM: Strategic Human Resource Management (SHRM) or also referred to as Human Resource Strategy. Various authors have attributed the emergence of SHRM in the field of HRM as one of the reasons why HRM has become so fundamental towards the attainment of the business strategy...
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...Comparative study of HR Policies and Practices of Indian IT Sector: An Analysis of TCS, WIPRO, Cyberthink & Pitney Bowes - Sunita Shukla, Dr. Akshat Dubey and Dr. Savita Singh Abstract: This article provides an comparative analysis of HR practices followed by high growth IT Industry. Four major IT companies wiz. Tata Consultancy Services (TCS), WIPRO Infotech, Cyberthink infotech Pvt. Ltd., Pitney Bowes Map info were selected for the purpose of the study. HR policies and practices of these four IT companies were compared on the different HR functions i.e. recruitment and selection, selection process, training and development, performance appraisal, employee benefits and compensation management system, to analyze whether these companies resemble or differ with each other when it comes to the application of these terms into practice. Key Words: Information Technology, HR policies and practices, recruitment and selection, selection process, training and development, performance appraisal, employee benefits and compensation management system Introduction: The Indian information technology (IT) industry has played a key role in putting India on the global map and is now envisioned to become a US$ 225 billion industry by 2020. Over the past decade, the Indian IT-BPO sector has become the country’s premier growth engine, crossing significant milestones in terms of revenue growth, employment generation and value creation, in addition to becoming the global brand ambassador...
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...organizational theory and Justification for application Conclusion References 1. Introduction: - This report is based on a case study of Google’s HR practices. Google Inc. is located at Mountain View, California is not simply known for its unique workplace culture but it also known for its advance innovation approach and HR programs. The HR practices at Google which are named as ‘people operations’ is intended to describe that HR is not merely an administration but rather it makes sure the strong relationship between employee and employer. The case encourages discussion on whether the company’s culture is truly emphasis on attracting and motivating the best employees or it is with a business motive. In order to present critical review of the case study , the concept of HRM as a new strategic approach to the management of people is discussed and two different approaches “best practices” and “best fit” is explained. In the end of the report, the case study is presented from “best fit” HRM perspective .Thus this case study helps us to analyze the two different HRM approaches are applied in the organizations. 2. Two perspectives on SHRM: - HRM has experienced a drastic change over the last few years. “Influenced by many internal and external factors HRM has enlarged its work and activities from administration like making HR policies and practices to become a strategic partner in the organization, its work is to align its functions with the business goals of the organization”...
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...HR Strategy and Organizational Performance [Name of Writer] [Name of Institution] HR Strategy and Organizational Performance Introduction Human resource management is in the selection of policy and techniques related to human resource management agency. Taken together, these techniques and preferences are messages to employees, managers and interested persons abroad about the value of the agency placed on human resources. Unfortunately, international managers have had to adopt sensible policies in the field of organization for fixing the responsibility and cost control. First, employers continue to place administrative employees, Professional, scientific and technical through the civil service systems for important positions. The state of relatively high positions, security, payment and benefits that go with these positions are considered essential for productivity and long-term retention of these employees. This includes preventive education through programs for employee wellness and treatment plans by employee health. Second, employers have attempted to put caps on benefit costs and legal liability risks by increasing the use of working mechanisms secondary (such as employment contract or contingent) to pair the changing job titles. While the phenomenon of the working contingent recognized as characteristic of the modern workforce, the precise number of contingent workers are in dispute between staff and managers economists. Estimates ranging from 2 percent to 16 percent...
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...Executive Summary The “Dream” team will recommend Ann Rhoades to emphasize her presentation to focus on strategically developing and leveraging human capital architecture for executing JetBlue Airlines mission and vision, while striving towards sustainable strategic success. JetBlue is invested in executing and aligning resources and processes to providing every patron the ultimate flying experience. As a result of this commitment, JetBlue has achieved the acme of being ranked highest among low cost carriers for eight consecutive years by patrons within the airline industry for customer satisfaction dating back since 2005 (Mutzabaugh, 2012). JetBlue has strategic alignments in place that can replicate South West Airlines success when it comes to managing and sustaining congruent and horizontal fit human capital architecture. The portability of executive employees from South West Airlines to JetBlue has created an organizational advantage by incorporating successful components of HCA, while avoiding disadvantageous philosophy of closed culture to innovation using their retrospective experiences to make prospective decisions. This was the first step in securing valuable company specific pivotal human capital which translates into achieving a commitment to attaining and sustaining a competitive advantage. Resource support through innovative approach financial investment and industry experience has been integral for JetBlue’s successful start. JetBlue was started up with...
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...The bill officially titled “Unemployment Insurance Reauthorization and Job Creation Act of 2010 (HR 4853),” extended many of the Bush era tax cuts of “The Economic Growth and Tax Relief Reconciliation Act of 2001” (EGTRRA) that then President Bush signed into law. As per the announcement on Desire to Learn, I’ll call this new bill “The Bush Tax Cut Extension.” The bill was signed into law December 17, 2010. I am happy with most of the provisions and cuts as they positively affect most individuals’ lives in this country, including mine. The Bush Tax Cut Extension applies to small businesses as well but I will focus on the laws that affect mainly individuals. Working people, both rich and poor, will be able to save more with the tax brackets not increasing. They will pay less in taxes on capital gains from stock investing, continue to get credit for college tuition paid, continue to get a deduction for student loan interest, have a one year decrease of 2% for 2011 in the Social Security tax paid up to income of $106,800, continue to be able to deduct mortgage insurance premiums on a qualified mortgage as mortgage interest, and have many other benefits. This bill definitely helps students, homeowners, families with children, and both an average salaried worker making $35,000/yr. to a worker earning over $100,000/yr. I like the extensions and think it was important, if not necessary, to extend these tax cuts, however, I wish they were extended beyond the two years that most...
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...Strategic Integration of Recruitment Practices and Its Impact on Performance in Indian Enterprises Ashok Chanda, Trapti Bansal & Rupal Chanda Abstract Recruitment and selection is a foundation of human resource management (HRM) practices and its integration to business is critical to achieve organisational strategic goals. However, little research has to date examined strategic integration in this specific human resource (HR) practice, and, therefore, little is known about the level and application of recruitment and selection strategic integration a situation that warrants greater investment due to the economic growth in India in a corresponding expansion of Indian enterprises. Consequently, this study investigates the level at which recruitment and selection practices integrate with business strategies and the relative effects of different levels of such strategic integration on organisational performance in 259 Indian enterprises. The results show the majority of Indian enterprises had a high level of recruitment and selection strategic integration in business strategy formulation and implementation. Moreover, the level of recruitment and selection strategic integration was positively related to growth in market share, profits and sales, employees’ satisfaction, employees’ productivity, and negatively related to employees’ turnover. The implications for HRM practitioners and further research are discussed. Introduction Recruitment and selection is the process of attracting...
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...PROPOSAL FOR Ph.D. THESIS Area of Study MANAGEMENT IN THE LOCAL GOVERNMENT Proposed Title: FACTORS RELATED WITH THE IMPLEMENTATION OF MAINTAINING AND DEVELOPING COMPETENCIES IN THE MANAGEMENT OF HUMAN CAPITAL IN NEWLY ELECTED OFFICIALS IN LOCAL AUTHORITIES IN GREATER LONDON 1. Introduction: A new term for managing employment is Human Resource (HR) has gained rapid and widespread acceptance in worldwide. But still there is some ambiguity remains in between HR and traditional Personnel management. HRM’s main principle is “our human resources are our most important asset”. Others emphasize that it is all about matching employment practices to an organization’s strategy. Since the mid- 1980s, HRM has become very popular in the UK- in job titles, in conference programmes, in business courses in universities and colleges, and in the titles of lecturer posts, although the field of HRM is still in the process of forming (Hendry C., 1995). HRM is the role within an organization that spotlights on staffing of, management of, and given that direction for the people who occupied in the organization. The United States appears to be strewn with evidence of managerial failure. Whole industries – autos, steel, consumer electronics and others – have decreased victim to more aggressive, more efficient overseas competitors. The American economy is afflicted with stagnating productivity, high unemployment and the debilitating...
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...Electronic Submission Coversheet * Please complete and insert this form as the first page of your electronic submission. * Submit the assignment with attached coversheet electronically through the Wolf E-submission gateway * Please make sure you keep a copy of your assignment. Student Details Surname | ADEYEYE | Given name | BABATUNDE .K. | Student Number | 1015631 | Email | meet_tunashi@yahoo.com | Assignment Details Module name | Managing Human Resources | Module Code | 7HR011 | Managing Human Resources | | 7HR011 | Dr Anosike. U. Paschal | Due date | 8/01/12 | | Assignment title | Task 2 | All forms of plagiarism, cheating and unauthorized collusion are regarded seriously by the University and could result in penalties including failure in the unit and possible exclusion from the University. If you are in doubt, please read the following web page. Student’s Declaration By submitting this assignment I SIGNAL & DECLARE my knowledge and agreement to the following: - Except where I have indicated, the work I am submitting in this assignment is my own work and has not been submitted for assessment in another unit or for any other purpose. This work conforms to the instructions and submission guidelines as contained in the assessment briefing and the module guide respectively. This submission complies with University of Wolverhampton policies regarding plagiarism, cheating and collusion. I acknowledge and agree that the...
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...Muhammed Mughni Atique B.sc (Hons), Business Administration Gift University Gujranwala IMPACT OF HUMAN RESOURCE PRACTICES ONORGANIZATIONAL PERFORMANCE: A STUDY OF BANKING SECTOR OF GUJRANWALA Keywords: Organizational Performance, Employee Satisfaction, Recruitment &Selection, Training & Development, Performance Appraisal and Compensation Abstract: The purpose of this study is to evaluate HRM practices and their impact on organizational performance in banking sector. People believe that HR is not important it’s just a sunk cost and have no significant positive effect on org. performance. The aim of this study was to check the impact between Human resource management and organizational performance. The research was conducted in banking sector of Gujranwala .We have evaluated the impact of functions of HR like Selection, Training, Appraisal and Compensation (as Independent Variables) on Organizational Performance (Dependent Variables). We have done research with the help of questionnaires. The conclusion and results are presented at the end of this paper. The analysis showed the positive relation between the dependent and independent variables. Introduction: Our financial sector evolved very differently from banks in the developed world. For nearly a year after partition, Pakistan had no central bank. Habib Bank – established in 1941 – filled this gap initially, until the State Bank of Pakistan (SBP) was set up in 1948 under quasi-government ownership. Commercial...
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