...(GM) case study whereby the human resource (HR) related issues are identified through GM’s problems and a provision of 3 HR strategies targeting at 3 key HR issues. This paper also address the possible implementation challenges that GM may face so as to mitigate them. However, detailed implementation approaches of these strategies are beyond the scope of this paper. HR Strategies There are growing evidence of positive impact HR strategies have on organisational effectiveness and performance (Boselie, Dietz and Boon 2005; Combs et al. 2006; Guest et al. 2003; Huang 2000). Lee, Lee and Wu (2010) quoted Mondy et al. (2002) on the boundary of HR strategies to include five key functions: staffing, human resource development, compensation and benefits, safety and health, and employee and labour relations. Based on Lee, Lee and Wu (2010)’s own study, which extended Mondy et al. (2002)’s HR strategies to include teamwork, HR planning, performance appraisal and employment security, they concluded that HR strategies do attribute to a company’s performances. The espousals of HR strategies are critical in motivating employees’ commitment towards corporate’s strategic objectives (Buller and McEvoy 2012). GM’s HR Director, Susan Maffat, commented on unclear HR strategy offers an indication of GM’s poor or ineffective/inefficient HR strategies. The following problems currently faced by GM are the manifestation of key HR issues due to deficient HR strategies: GM’s Problems and HR Issues ...
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...Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House, 3741 Mortimer Street, London W1T 3JH, UK The International Journal of Human Resource Management Publication details, including instructions for authors and subscription information: http://www.informaworld.com/smpp/title~content=t713702518 The role of human resource management in international joint ventures: a study of Australian-Indian joint ventures Sharif N. As-Saber; Peter J. Dowling; Peter W. Liesch To cite this Article As-Saber, Sharif N. , Dowling, Peter J. and Liesch, Peter W.(1998) 'The role of human resource management in international joint ventures: a study of Australian-Indian joint ventures', The International Journal of Human Resource Management, 9: 5, 751 — 766 To link to this Article: DOI: 10.1080/095851998340775 URL: http://dx.doi.org/10.1080/095851998340775 PLEASE SCROLL DOWN FOR ARTICLE Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdf This article may be used for research, teaching and private study purposes. Any substantial or systematic reproduction, re-distribution, re-selling, loan or sub-licensing, systematic supply or distribution in any form to anyone is expressly forbidden. The publisher does not give any warranty express or implied or make any representation that the contents will be complete or accurate or up to date. The accuracy of any instructions, formulae and drug doses should be independently...
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...YingJieSheng.COM ............................................................................................................................................5 1.1 .......................................................................................................................................................5 1.2 .......................................................................................................................................................5 1.3 ...........................................................................................................................................................6 1.4 ...............................................................................................................................................6 kpmg ....................................................................................................................................7 2.1 2013kpmg ..................................................................................................................7 2.2 verbal ...............................................................................................8 2.3 Oct.13.2013. KPMG .............................................................................................................................8 2.4 ........................................................................................................................................9 2.5 10.12KPMG ....................................
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...conducted to study the human resource practices that can facilitate the social service organisation to effectively align its employees for efficiently service delivery. For this purpose the HRM theories and concepts as well as the best practices applicable to social service organisations were studied. This facilitated the author to find the strategic role that the HRM can play in engaging the employees and assess how the HR can motivate them and align them towards attaining organisation goals and objectives. The ultimate aim was to evaluate how Leyton health care an elderly home care service provider in London can align its HR and attain its objectives. Interview was held for the managerial level staff and questionnaire was given to the service delivery staff of Leyton Health Care. The total samples used for the study were 12. Out of these 2 were managerial level staff and 10 were service delivery staff. Open ended questions were used for the managerial level participants of the organisation while in case of the service delivery employees, a survey questionnaire which had statements with multiple choice questions i.e., close ended questions were used. The statements that were derived were regarded as themes and the evaluation of results was made by using the method of thematic analysis. Here pie charts were used to indicate neutrality, agreement and disagreement to the statements given. The results of this project indicate that there was a need for HR of Leyton healthcare...
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...ACCOUNTING THEORY AND PRACTICE PRE-REQUISITE : BKAF3073 FINANCIAL ACCOUNTING AND REPORTING IV |Lecturer |Group |Room |Ext. |e-mail | |DR. DHIAA SHAMKI |C & F |3.07 |3740 |dhiaashamki@uum.edu.my | 1.0 SYNOPSIS This course is an advanced level course focusing on financial accounting theory; and as such, it differs from other accounting courses learnt previously. It is designed to further enhance students’ understanding of the concepts and issues in accounting theory and practices. This course involves the study of the practical and theoretical issues involved in the development, implementation and changes in accounting theories and regulatory framework. As this course will be seminal-like, this course will provide students with some generic skills required in the accounting profession such as team working, interaction, leadership, follower-ship, critical and creative thinking skills, decision making skills, analytical skills, communication skills as well as professional demeanor. 2.0 OBJECTIVES Upon completion of this course, students are expected: 2.1 to understand the principles, concepts and issues in accounting theory, financial accounting theory and reporting practices, 2.2 to critically evaluate the development...
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...[pic] Lecturer: Melanie Ahmad Email: melanie.ahmad@auscampus.net Semester 2, 2011 1.0 Subject information at a glance |Academic and support staff: | |Enrolment requirements: |Assumed entry skills and knowledge: | |Credit points: 15 |It is assumed that students undertaking this subject already possess a | |Prerequisite: Human Resource Management (MGT2HRM) |sound understanding of basic human resource management. | |Delivery mode and location: | | | |Assessments: | |Two assignments 2500 words (total word count) 30% | |Final examination 2 hours 70% | | ...
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...ITS IMPACT ON HEALTH OF YOUTH: A STUDY OF STUDENTS IN INDORE DISTRICT Dr. Ashish Pathak, ** Prof. Maneesh Soni, *** Dr. Kumbhan Khandelwal *Professor, Shri Atal Bihari Vajpayee Government Arts and Commerce College, Indore. **H.O.D (Dept. of Mass Communication), Renaissance College of Commerce and Management, Indore. ***Professor, Shri Atal Bihari Vajpayee Government Arts and Commerce College, Indore. Abstract In the present time the introduction of modern technological gadgets has created the attention of global population. The dependency of people on these hi-tech gadgets and services provided by these has reached at such level that, without these, they can't think a step forward in the direction of their growth. Which also leading to addiction or we can say obsession of the tech-devices and services. Youth is the most defenseless group among the population to be addicted to technology. The study was designed to examine the use of techdevices by youth i.e. the time spent with the gadgets, the purposes behind use, and its impacts on mental health and life style. Using structured questionnaire, unstructured interviews and observation based on primary data collected from 300 respondents in Indore especially from various undergraduate colleges showed that most of the young respondents spend a large amount of their time with their tech-gadgets and services provided by the technological environment. The purposes of use in most cases are pleasure driven rather than ...
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...ASSESSING HUMAN RESOURCE PRACTICES ALIGNMENT: A CASE STUDY HERBERT G. HENEMAN III AND A N T H O N Y T. M I L A N O W S K I Research has established the link between HR practices and organizational performance, suggesting that the HR system has great strategic potential to drive organizational effectiveness. To capitalize on this potential, the organization must design and deliver HR practices that focus on necessary employee performance competencies, creating an HR system with vertical and horizontal alignment around those competencies. Doing this requires that the organization first assess how its HR practices are currently aligned and then develop ideas for improving HR practice that will be alignment enhancing. We call this diagnostic process Human Resource Alignment (HRA) assessment. We describe an HRA assessment process we developed and applied in a large public school district for the key job of teacher. The assessment was based on the district’s formal teacher performance competency model used, and was conducted by a group of human resources and instructional job experts from the district. These experts rated the degree of vertical and horizontal alignment and then developed suggestions for HR practice changes that would improve alignment. After describing the process and results, we present a series of lessons learned and directions for future research. © 2011 Wiley Periodicals, Inc. Keywords: strategic human resource management, human resource alignment assessment ...
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...HR Managers’ Roles & Contributions in Merger Processes Khalil Al Jerjawi Faculty of Business School of Management University of Western Sydney, Australia E.mail: mr.jerjawi@gmail.com Accepted: August 12, 2011 DOI :10.5296/ijhrs.v1i1.896 As companies have engaged in domestic and international mergers over the last few years in order to match the macroeconomic trends operating on a worldwide and more recently to cope with the current global financial crisis, human resource managers have been encouraged to play a more strategic role in their organizations, especially in the case of extensive and radical organizational change such as merging process. This study addresses and works on the existing research gap by investigating the roles of HR managers among the different roles which were defined at the fist by Dave Ulrich. This paper demonstrates that HR managers are an essential part of merger and that HR practices should be given an extensive emphasizing throughout such organizational change “the merger process”. Keywords: HR practices; HR manager roles; Merger process. 64 www.macrothink.org/ijhrs 1. Introduction In recent years human resource managers have been triggered to play a more strategic role in their organizations, especially in making strategic decisions and going through radical organizational changes such as merging process (Bjorkman & Soderberg, 2003). Nowadays this requirement is even more urgent and acute due to the fact that past decade has been characterized...
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...CASE STUDY 10 | SHRM Table of Contents EXECUTIVE SUMMARY ........................................................................................................................ 2 ANNEXURE ............................................................................................................................................ 3 INTRODUCTION ................................................................................................................................... 9 INTRODUCTION TO THE COMPANY ................................................................................................. 9 QUESTIONS ......................................................................................................................................... 10 QUESTION 01: ................................................................................................................................... 10 QUESTION 02 ................................................................................................................................... 12 QUESTION 03 ................................................................................................................................... 14 QUESTION 04 ................................................................................................................................... 16 CONCLUSION.....................................................................................................................................
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...You should write the case study in such a way that you start your answers from line 1. That is, there is no need for large introductions that we see in essays. You should apply the principles you have learned from lecture material/tutorials/readings that are specific to the case study. Case study 1 answers should be written in narrative form (i.e. sentences not bullet points), and should be 2000 words long, single spaced. Each case study should be referenced and show evidence of recommended readings as set out in the Guidelines to Case Study 1. You should use a minimum of 10 references for your case study. Questions for the case can be found at the conclusion of the case. Individual case study 1 You need to clearly demonstrate how you will solve the following problem. Problem statement: John Tomey (fictional name) is a business manager that is responsible for several divisions of Wesfarmers, a large Australian conglomerate of mixed businesses. Some facts include over 30 managers and 500 factory and distribution staff. Approximately half the managers work in Head Office on normal functions such as marketing, accounting, technical, and HRM functions. The other half of managers work in the factories. In a new restructure, John will lead up Wesfarmers Chemicals, Energy and Fertilisers. John’s CEO has asked him to grow the business by more than 20 per cent over the next three years. His other tasks include taking the existing business which just ‘plodded along’ to new heights by...
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...Report based on case study “ A successful business development”. Contents: 1. Types of business entity 2.1. Explanation of each entity 2.2. Advantages and disadvantages of each type of entity 2.3. Objectives of each entity 2. Stakeholders 3.4. Definition of stakeholder 3.5. List of stakeholders of each entity 3.6. Interest of each stakeholders 3. Organizational structure 4.7. Comparison of two structures presented in the case study 4. Human Resource Management 5.8. The role of HR within the structures presented in case study 5.9. Different methods of HR functions has been delivered of each type of entity 5. Reference 1. Types of business entity In the attached case study we have examples of following business entity: * Section 1: Sole trader * Section 2: Partnership * Section 3: Company: Private Limited Company * Section 4: Public Limited Company Sole trader: Sole trader is an individual who is run his own business. It is a self-employed person who bears risks and losses and takes the profits and the benefits. Partnership: Partnership is type of entity which is organized and managed by at least two people and where all profits and debts are share between the partners. Private limited Company: Private limited is type of business entity which is run and managed by shareholders who has limited liability and shares are exchange privately. There are restrictions define...
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...IBT Journal of Business Studies (Formerly Journal of Management & Social Sciences) Vol. 10, No. 1, (Spring2014) 83-101 Human Resource Management Practices: A Case Study of South Asian Countries Rafique Ahmed Khan Faculty of Management Science Bahria University Karachi, Pakistan Mohammad Khasro Miah School of Business North South University Dhaka, Bangladesh Amir Manzoor Faculty of Management Science Bahria University Karachi, Pakistan ABSTRACT Purpose: The central point of this study was to demonstrate the similarity and difference of Human Resource Management (HRM) practices amongst the countries in South Asia. Through this paper, an in-depth study was undertaken to evaluate the validity of existing HRM practices in South Asian (SA) countries. An effort was made to examine the influences from the economic emergence in South Asia, force of colonization, historical panorama, cultural similarities and dissimilarities, legal, economic and political factors causing the change.. Methodology/Sampling: The study is based on secondary data collected through extensive research on present and past literature available on the topic. Findings: HRM is in a reforming process towards the development of organizational transformation in South Asia. In addition, contextual and contingency factors are determining the outcome of restructuring HRM practices in South Asia, identified as FDI, foreign MNCs’ influence, and bilateral relations among the SAARC members...
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...Table of Contents: Abstract 1. Introduction- statement of problem 2. Two perspectives on SHRM (i) Best Practices (ii) Best Fit 3. Best approach in different contexts 4. Summary – Google case study 5. Contingency perspective of 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....
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...1. Proposed Title Role of Human Resource Information System (HRIS) in an Organization The purpose of this research is to identify business organizations that have faced human resources issues in regards to information technology. Through the study, we can learn how business organizations have handled certain human resources issues related to information technology, information systems, new technology, and data security. With the changing world and constant new technology that is available, managers need to be aware of the technology that will increase effectiveness in their organization. 2. Introduction HRIS refers to software packages that address HR needs with respect to planning, employee information access, and employer regulatory compliance. The following text begins with a discussion of human resource planning, followed by human resource management systems. Human Resource Information Systems (HRIS) have become one of the most important tools for many businesses. Many firms do not realize how much time and money they are wasting on manual human resource management (HRM) tasks until they sit down and inventory their time. HRIS is advancing to become its own information technology (IT) field. It allows companies to cut costs and offer more information to employees in a faster and more efficient way. Especially in difficult economic times, it is critical for companies to become more efficient in every sector of their business; human resource (HR) is no exception. HRIS...
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