...Preface Introduction to Human Resource Management and the Environment Human Resource Management A Brief History of Human Resource Management Strategic Importance of HRM HRM and Organizational Effectiveness Objectives of the HRM Function Helping the Organization Reach Its Goals Efficiently Employing the Skills and Abilities of the Workforce Providing Well-Trained and Well-Motivated Employees Increasing Employees' Job Satisfaction and Self-Actualization Achieving Quality of Work Life Communicating HRM Policies to All Employees Maintaining Ethical Policies and Socially Responsible Behavior Managing Change Managing Increased Urgency and Faster Cycle Time Who Performs HRM Activities Outsourcing The Interaction of Operating and HR Managers HRM's Place in Management HR Department Operations HRM Strategy Clarifying Meaningful HRM Objectives HRM Policy HRM Procedures Organization of an HR Department Plan of the Book Summary Key Terms Questions for Review and Discussion Notes The Human Resource Manager and Managing Multiple Responsibilities Careers in HRM A Strategic Management Approach to Human Resource Management A Model to Organize HRM How to Take a Diagnosic Approach to HRM External Environmental Influences Government Law and Regulations The Union Economic Conditions p. iv p. 1 p. 2 p. 5 p. 7 p. 9 p. 10 p. 11 p. 11 p. 12 p. 12 p. 12 p. 12 p. 13 p. 13 p. 13 p. 14 p. 14 p. 15 p. 16 p. 16 p. 16 p. 17 p. 19 p. 19 p. 19 p. 21 p. 22 p. 22 p. 23 p. 23 p. 25 p. 28 p. 30 p. 33 p. 34 p. 35...
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...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 Introduction S trategic human resource management (hereafter strategic HRM) theory centers on a basic premise that HR practices have the potential to make direct, bottom-line contributions to organizational effectiveness. This is a radical departure from more traditional viewpoints in which HR practices are seen as transactional, administrative, and legalistic routines. Considerable...
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...Assignment on HRM Introduction Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives Objectives of HRM Whilst the precise HR objectives will vary from business to business and industry to industry, the following are commonly seen as important HR objectives: |Objective |HR Actions | |Ensure human resources are employed|Pay rates should be competitive but not excessive | |cost-effectively |Achieve acceptable staff utilisation | | |Minimise staff turnover | | |Measure returns on investment in training | |Make...
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...Organizational Change (HRM) 587 | Shunita Rhodes | 5/28/2016 | Abstract I will provide an overview of the Six-Box organizational model and how ACS used this diagnostic tool to develop a framework to understand their purpose, company operations, and future presence. Also, included is a SWOT analysis of ACS change management plans/programs. Diagnosing ACS Organizational Change 2 Table of Contents Diagnostic Model ……..…………………………………………………………………..…3-4 SWOT……………………………………………………………………………………..……4 Resistances of Change …………………………………………………………………...…..5-6 Recommendations……………………………………………………………………………...6 References…………………………………………………………………………….………..7 Diagnosing ACS Organizational Change 3 Star Organizational Model American College of Surgeons (ACS) wanted to evaluate their organizational performance. The evaluation became an important part of putting together a strategic vision for the future of the organization. ACS wanted to ensure they would continue to be a valuable resource to the healthcare field for an additional 100 years to come. “CHANGE” was the only way to be certain this would happen but in order to change ACS would have to diagnose the changes that would needed. A new values model was the change ACS started to implement company wide. The values would change the way they do business adding a new sense of value across the atmosphere with their fellow and employees. The Star organization model by Jay Galbraith is the diagnostic approach chosen...
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...1 Lesson: 2 HRM functions Contents: Elements of HRM functions Importance of HRM functions Personnel functions HRM vs. Personnel Functions HRD Instruments HRD Processes HRD Outcomes Appendix: 2 Articles on HRD Learning Objective this Unit By the end of this Unit, you should be able to: Give concise definition for HRM functions. Clearly articulate the difference between HRM and Personnel philosophy and functions. Describe the various instruments/functions of HRM. Know the processes resulting from the instruments and the final outcomes. 1. 2. 3. MS 22B - Eddie Corbin, Lecturer 2 2 Dear students, hope the first lesson gave you a fair idea of what the field of HRM holds for us. Today let us know a little bit more about the same. You all keep hearing about personnel management. You must be wondering what’s the difference between personnel management and HRM and what is HRD?? So in this lesson we are going to tackle the same question. Let us begin by having a systemic view of HRM .Let us understand this with the help of a slide: Stakeholder Interest •Shareholders •Management •Employees •Government •Community •Unions HRM Policy •Employee influence •HR flow •Reward systems •Work systems Situational Factors •Workforce Characteristics •Business strategy •Management philosophy •Labour market •Unions •Task environment •Laws/social values HR Outcomes •Commitment •Competence •Congruence •Costeffectiveness Long-Term Consequences •Individual well-being...
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...1.1 Introduction: We study organizational behavior, so it is very important in an organization. We choose a company which name is Popular Pharmaceuticals Ltd. Popular develops several modern GMP standard production lines and are capable of producing a number of preparations separately in its different plants. Our capabilities and expertise in manufacturing finished formulations are exemplified by its wide range of dosage forms and packages. 1.2 Method : Popular Pharmaceuticals Ltd They follows the custodial model. They have an organization and they follow their rules and regulation. Manager follows their employees they soon recognized that although autocratically managed employees never talk back to their boss. Employee wants to say many things and sometimes they did say them when they quit or lost their tempers. Employees were filled with insecurity, frustrations and aggressions toward their boss. So they could not vent these feelings directly sometimes they went home and vented them on their families and neighbors, so the entire communication might suffer from this relationship. To satisfy the security needs of Employees Company have welfare programs. In this organization they extreme in order to show its emphasis on materials rewards, security and organizational dependence. 1.3 Limitation : In our Pharmaceutical Company here limitation are very few. We can not develop or product at the perfect time of the market due to the shortage of our raw materials. We think...
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... COMSATS INSTITUTE OF INFORMATION TECHNOLOGY, LAHORE CAMPUS CHAPERT 1 Abstract Human Resource is the most important asset for any organization and it is the resource of achieving competitive advantage. Managing human resources is very challenging as compared to managing 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...
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...HRM FOR CUSTOMERS: HOW TO MANAGE CUSTOMER INVOLVEMENT FOR MAXIMUM INNOVATIVE CAPABILITY 1JM06 – Essay N.F.J. Hubbers 0752194 Eindhoven University of Technology June 4, 2012 Abstract The role of the customer is changing. Nowadays customers demand an even more sophisticated role in the production process. Organizations can benefit from this change in role by using user knowledge in the innovation process. However this change in role has influence on both the existing HRM activities directed at the employees as well on new HRM activities directed at the customers. This research shows most important changes within the HRM functions: Reqruitement, Performance appraisal and rewarding. Key words: Lead user involvement, HRM, customer employee interaction 1JM06 – N.F.J. Hubbers – HRM FOR CUSTOMERS Introduction Within the technical innovation environment we see an up march of the involvement of the so called lead users, which are users of a product or service that currently experience needs still unknown to the public and who also benefit greatly if they obtain a solution to these needs (Von Hippel 1986). New perspectives within organizations have emerged over the past decades focusing on the co-creation of value as more leading companies acknowledge the potential benefits from attracting important stock holders (such as lead users) into the innovation process. Since this involvement results in mutual influence on both the employees within the organization as well on these...
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...acknowledgements Tour of the book HRM as I see it: video and text feature Publisher’s acknowledgements Key topics grid xviii xx xxi xxii xxv xxxiii xxxiv xxxvi xxxviii xl 1 2 2 2 3 3 3 4 5 6 8 9 9 13 16 17 18 18 20 22 22 24 25 27 30 I the arena of contemporary human resource management 1 the nature of contemporary HRM John Bratton Outline Objectives Introduction The development of HRM Keynesianism: collectivism and personnel management HRM in practice 1.1: A new role for HR professionals Neo-liberalism: individualism and HRM Management and HRM The meaning of ‘human resource’ The meaning of ‘management’ The nature of the employment relationship Scope and functions of HRM Theoretical perspectives on HRM HRM in practice 1.2: Twenty-first-century senior HR leaders have a changing role The Fombrun, Tichy and Devanna model of HRM The Harvard model of HRM The Guest model of HRM The Warwick model of HRM The Storey model of HRM HRM and globalization: The HRM model in advancing economies? Ulrich’s strategic partner model of HRM Studying HRM Critique and paradox in HRM viii contents ix Case study: Canterbury Hospital Summary, Vocab checklist for ESL students, Review questions and Further reading to improve your mark 33 34 37 37 37 38 38 39 41 44 44 45 46 48 50 52 54 55 56 56 58 60 62 65 66 69 69 69 70 70 71 72 72 73 73 74 77 78 80 81 88 92 2 corporate strategy and strategic HRM John Bratton Outline Objectives Introduction Strategic management Model of strategic management Hierarchy...
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...Journal of Human Resources Education 13 Volume 3, No. 3, Summer 2009 STRATEGIC HRM AT THE MAYO CLINIC: A CASE STUDY Sunil Ramlall Hamline University Tripp Welch, Jennifer Walter, and Daniel Tomlinson The Mayo Clinic ABSTRACT For many decades, Mayo Clinic has been ranked as one of the top medical institutions in the world. The entire health care industry has been experiencing immense challenges. Given the current and historic success of Mayo, what does Mayo need to do from an HR perspective to maintain this standard of excellence? This case identifies the strategies used by Mayo to achieve excellence in employee and patient satisfaction. The case describes how this complex service organization fosters a culture that exceeds customer expectations and earns deep loyalty from both customers and employees. The role of HR is analyzed to explain how strategic HRM enables the organization to achieve its strategic business objectives. INTRODUCTION Mayo Clinic is the first and largest integrated, not-for-profit group practice in the world. Doctors of every medical specialty work together to care for patients, joined by common systems and a philosophy that "the needs of the patient come first." More than 3,300 physicians, scientists and researchers and 46,000 allied health staff work at Mayo Clinic, which has sites in Rochester, Minnesota, Jacksonville, Florida, and Scottsdale/Phoenix, Arizona. For many decades, Mayo Clinic has been ranked as one of the top medical...
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...INDIAN AUTOMOBILE INDUSTRY The automobile industry is one of the core industries in Indian economy, whose prospect is reflective of the economic resilience of the country. With the Liberalization of the economy, India had become the playground of major global automobile majors. The automobile industry in India is gradually evolving to replicate those of the developed countries. The report focuses on the trends that are emerging in the Industry across segments, namely, passenger cars/multi-utility vehicle, commercial vehicles, two wheelers and Tractors. The qualitative analysis of the various trends reveals that industry offers immense scope even for allied industries and those looking at investing in the automobile Industry. Indian automotive industry has become more competitive in the export market due to its Technological and quality advances, so much so that in quality conscious market as such as Europe and America, Indian automotive industry is emerging as a major player judging by its performance. India today exports engine and Engine parts, Electrical parts, Drive transmission and steering parts, Suspension and braking parts among others. Automobile industry in India is still in its infancy but growing rapidly. The opportunities in the automobile industry in India are attracting big names with big purse and they are investing vigorously in infrastructure, design and development and Marketing. Automobile industry in India is today poised for the big leap. It...
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...STRATEGIC HRM AT THE MAYO CLINIC: A CASE STUDY Sunil Ramlall Hamline University Tripp Welch, Jennifer Walter, and Daniel Tomlinson The Mayo Clinic ABSTRACT For many decades, Mayo Clinic has been ranked as one of the top medical institutions in the world. The entire health care industry has been experiencing immense challenges. Given the current and historic success of Mayo, what does Mayo need to do from an HR perspective to maintain this standard of excellence? This case identifies the strategies used by Mayo to achieve excellence in employee and patient satisfaction. The case describes how this complex service organization fosters a culture that exceeds customer expectations and earns deep loyalty from both customers and employees. The role of HR is analyzed to explain how strategic HRM enables the organization to achieve its strategic business objectives. INTRODUCTION Mayo Clinic is the first and largest integrated, not-for-profit group practice in the world. Doctors of every medical specialty work together to care for patients, joined by common systems and a philosophy that "the needs of the patient come first." More than 3,300 physicians, scientists and researchers and 46,000 allied health staff work at Mayo Clinic, which has sites in Rochester, Minnesota, Jacksonville, Florida, and Scottsdale/Phoenix, Arizona. For many decades, Mayo Clinic has been ranked as one of the top medical institutions in the world. Over the past few years, the entire health care industry...
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...RULES AND REGULATIONS OF M.B.A. PROGRAMME – 2010 The Master of Business Administration (M.B.A.) is a Post-Graduate course offered as: I. II. Two-year i.e., four semester Full time Day programme Three year, i.e., six semester Part-time programme offered to Working Executives and employees. 1. ELIGIBILITY CONDITIONS 1.1 M.B.A. (Day) Candidate seeking admission into Full Time M.B.A. (Day) programme must be: 1. Bachelor degree holder of Osmania University or a degree recognized by the university as equivalent thereto and /(or) as per the rules laid down by the University; 2. The candidate seeking admission must qualify in the Entrance Examination, conducted by the appropriate authority in the year of admission as per the norms prescribed by the University. 3. The admission of Non-resident Indians and candidates admitted in lieu of them will be as per the University Rules in force on the date of the admission. 4. Foreign candidates’ admission is based on the Screening Process of the University currently in vogue. 1.2 M.B.A. (Evening) Candidate seeking admission into Part-Time M.B.A. (Evening) Programme has to satisfy the following Conditions: 1. Must be a Bachelor Degree holder of Osmania University or a Degree recognized by the university as equivalent thereto and/ (or) as per the Rules laid down by the University. 2. The candidate seeking admission must qualify in the entrance examination conducted by the appropriate authority in the year of admission as per the norms prescribed...
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...Intermediate textbooks published by CIPD in September 2012 Many of our centres are providing students with all the resources required to succeed in their chosen qualification. CIPD offer bespoke textbook collections written by chief examiners and module authors to meet the needs of your students. To organise a collection specifically relevant for your students please email publishingmarketing@cipd.co.uk for more information. Introduction These three titles cover the content of the CIPD intermediate level core units in human resource management and development. The books are written and edited by CIPD accredited experts and offer a wealth of experience in teaching, writing and examining, whilst covering the unit learning outcomes. They also include a wide range of learning features such as reflective activities, annotated further reading, and case studies. Reviews Studying Human Resource Management ‘Through the successful collaboration of the core modules of the intermediate qualification into one text, a valuable resource to both learners and tutors has been created. It enhances the continuing alignment of educational objectives and the CIPD’s professional development framework to deliver and develop outstanding HR professionals.’ Ian Chapman, CIPD course leader, Warrington Collegiate ‘This is a clearly written text which successfully bridges the gap between theory and practice. Coverage of the core modules of the CIPD Intermediate qualification is...
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...CHAPTER 1 – STRATEGIC MANAGEMENT STRATEGY Strategy: formulation of organizational missions, goals, objectives and actions plans (how the organization intends to achieve its goals Mintzberg’s 5 P’s of Strategy: i. Plan: intended course of action a firm has selected to deal with a situation ii. Purpose: consistent stream of action that sometimes are the result of a deliberate plan and sometimes the result of emergent actions based on reactions to environmental changes or shifting of assumptions iii. Ploy: specific manoeuvre at the tactical level with a short time horizon iv. Position: the location of an organization relative to its competitors and other environmental factors v. Perspective: gestalt or personality of the organization HR Planning Notebook 1.1 – Description of Strategy Strategy: declaration of intent (considered as both plan and purpose) Strategic Intent: tangible corporate goal; point of view about the competitive positions a company hopes to build over a decade Strategy Formulation: entire process of conceptualizing the mission of an organization, identifying the strategy, and developing long-range performance goals Strategy Implementation: activities that ees and managers of an organization undertake to enact the strategic plan and achieve the performance goals Objectives: the end, the goals Plans: product of strategy, the means to the end Strategic Plan: written statement that outlines the future goals of an organization...
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