...perspective to human resource management is adopted.” (Armstrong, M.,2008, pg 33) . This journal will explore on the principals of human resource management, analysis of its concepts, models and framework. Explanation of HRM process and build up of strategies. The journal ends with an assessment of roles in strategic HRM. Strategic Human Resource Management (HRM) can be defined as the way through which the organizational goals will be achieved by the people with the help of HR strategies, policies and practices. (Armstrong, M., 2008, pg 33). Other definitions of Strategic Human Resource Management are as follows:- “Strategic Human Resource Management means formulating and executing human resource policies and practices that produce the employee competencies and behaviors that company needs to achieve its strategic aims” – Garry Dessler (Durai,P.,2010,pg 24) “Strategic Human Resource Management is a pattern of planned human resource developments and activity intended to enable a firm to achieve its goals “ – G.C.MacMahan (Durai,P.,2010,pg 24). Models of Strategic Human Resource Management The Harvard model :- The Harvard model was put forward by Michale Beer, Richard Walton, Quinn Mills, P. Lawrence and Bert Spector which draws attention towards the soft aspect of HRM. It lays emphasis on the fact that HR policies should be made keeping in mind the vision, mission, goals and objectives of an organization, and in very few cases external factors should also be considered. To sum...
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...notions of tight strategic control, and an economic model of man according to Theory X, while the soft model is based on control through commitment and Theory Y. We argue that because these assumptions are so divergent, they cannot both properly be incorporated within a single model of human resource management. Human resource management (HRM) has frequently been described as a concept with two distinct forms: soft and hard. These are diametrically opposed along a number of dimensions, and they have been used by many commentators as devices to categorize approaches to managing people according to developmental- humanist or utilitarian-instrumentalist principles (Legge, 1995b). The terms have gained some currency although, from a theoretical point of view, the underlying conflicts and tensions contained within the models have not been sufficiently explored and, from a practical perspective, available empirical evidence would suggest that neither model accurately represents what is happening within organizations (Storey, 1992; Wood, 1995). This leads us to question the value of these dimensions for defining normative forms of HRM. In this paper, we analyse the conflicts and tensions both between and within the soft and hard models,. CONFLICTS AND TENSIONS BETWEEN SOFT AND HARD MODELS...
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...values of the workforce, emergence of the knowledge economy and increasing global competition have created enormous challenges on organizations. To cope with the challenges efficiently, human resource has been considered as one of the most important factors in today’s hypercompetitive market place. The focus of this study is to gain an insight into the current HRM practices and its impact on employee’s satisfaction on the private banking sector in Bangladesh. For conducting this research, 100 bank employees are selected from the chosen banks and out of this 88 employees responses properly, the response rate is 88 percent. The questionnaire consists of different questions on nine HRM dimensions such as recruitment and selection systems, compensation package, job security, career growth, training and development, management style, job design and responsibilities, reward and motivation and working environment. The questionnaire was developed by using a five point Likert scale. In this study, some statistical measures such as Z-test, mean and proportion analysis is used to examine employee’s satisfaction. The study reveals that all HRM dimensions exercised in the private banking sector of Bangladesh does not satisfied to the employees equally. Most of the employees are dissatisfied with compensation package followed by reward and motivation, career growth, training and...
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...values of the workforce, emergence of the knowledge economy and increasing global competition have created enormous challenges on organizations. To cope with the challenges efficiently, human resource has been considered as one of the most important factors in today’s hypercompetitive market place. The focus of this study is to gain an insight into the current HRM practices and its impact on employee’s satisfaction on the private banking sector in Bangladesh. For conducting this research, 100 bank employees are selected from the chosen banks and out of this 88 employees responses properly, the response rate is 88 percent. The questionnaire consists of different questions on nine HRM dimensions such as recruitment and selection systems, compensation package, job security, career growth, training and development, management style, job design and responsibilities, reward and motivation and working environment. The questionnaire was developed by using a five point Likert scale. In this study, some statistical measures such as Z-test, mean and proportion analysis is used to examine employee’s satisfaction. The study reveals that all HRM dimensions exercised in the private banking sector of Bangladesh does not satisfied to the employees equally. Most of the employees are dissatisfied with compensation package followed by reward and motivation, career growth, training and...
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...thorough examination of the struggles faced by the organization to secure their position of their stores in China through an HRM perspective, as well as a set of recommendation. Wal-Mart’s strategies to retain and attract customers are based on a set of fundamental premises envisioned by its founder Sam Walton. These premises are: to provide excellent customer service to its clients, make every effort to attain excellence at all levels, and to always respect the individuals. To accomplish these goals Sam Walton established a rule for its organization, the 10 foot rule, in which every employee is expected to engage with every customer that they find within a 10 feet distance with the purposes of providing assistance with their purchases and provide the best possible customer service experience. The analysis of this case study attempts to point out and explain the challenges experience by Wal-Mart in China and to provide a series of possible recommendations for the organization to overcome such challenges. The goal is to provide them a series of strategies for the organization that will allow it to successfully compete in this market. Analysis of the Situation and Pending Decision Problem Wal-Mart’s founder strongly believed that one of the best ways to serve its customers was by providing low prices every day (Farhoomand, 2006). To achieve this goal Sam Walton understood that the company had to always pursue avenues to control the operating costs so that these savings could then...
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...Individual report Q) In which of WalMart’s principal functions and activities (namely: purchasing, distribution and warehousing, instore operations, marketing, IT, HRM, and organization and management systems/style) do WalMart’s main competitive advantages lie? A) Over the period of 1991 to 2011 Wal-Mart went through vast expansions internationally (According to Table 1 from the case study). This incremental expansion resulted in large economies of scale, giving them the advantage to obtain supplies from various vendors for lower prices (Hicks, 2007). Thus they have an edge in their principal function of purchasing. They are able to reflect this cost savings on their prices provided to their customers. Wal-Mart’s increased geographical expansion facilitated their storage capacity and their distribution function. Q) Identify the distinctive resources and capabilities in each of these functions/activities. A) Organization and management style: * Even after the death of Walton in 1992, the company continued to adhere to his initial beliefs and business principles. * Wal-Mart practices a close relationship between management and headquarters, promoting faster communication amongst members of the organization and also allows headquarters to keep a better track of individual stores. HRM * Walton introduced a unique spirit of motivation and employee involvement by giving them responsibilities, trusting them, keeping high expectations, providing clear incentives...
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...Abstract Strategic human resource management (SHRM) has emerged as a significant issue in tandem with the increasing focus being given by the companies to strategy. Faced with an accelerating changing and unsteady environment, the response of the corporation has been to attempt to create a sound internal configuration that includes human resource management (HRM) systems. The key to providing an effective response is to have an HRM system attuned to strategic requirements. The philosophical and academic bases for SHRM, proposed during the past three decades, have followed differing paths. This project attempts to bring together the differing approaches to SHRM and presents a consolidation and evaluation of these viewpoints. A discussion highlights the problem of semantics and pinpoints the controversies and contradictions implicit in the different viewpoints. This project underscores the emerging area of agreement viz. the increasing emphasis on the strategic nature of HRM and considering human resource as a strategic resource to be used to create and sustain a competitive edge for organizations. Definition Strategic Human Resource Management is essential to every firm and organization to define its plans and strategies on how the company vision and goals should be aligned and attained through people. It is founded on the following propositions: 1- Human resources is a key source of competitive advantage 2- Employees are those who implement the strategic plans 3-...
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...XXXXX XXXXXXXXXXX Keller graduate school of management | hrm 586: labor relations ------------------------------------------------- Case study 10 An Anti-nepotism policy XXXXX XXXXXXXXXXX Keller graduate school of management | hrm 586: labor relations ------------------------------------------------- Case study 10 An Anti-nepotism policy CASE OVERVIEW Mr. Keith Walton applied for a job at Manatee Power plant by filling out application form (C-1) on January 5, 1999. The (C-1) form specifically asked the applicant whether or not he/she had any relatives employed at the company, to which Mr. Walton answered “no”. He was hired by Manatee Power Plant on April 30, 1999 where he worked until his release on November 2, 2006. Mr. Walton was discharged after the company learned in October 2006 that Mr. Walton did, indeed, have a relative employed with the company. At the time of the application, Mr. Walton did not know that his uncle, Bill Williams, worked for the company as well and there is no dispute regarding this fact and no question about Mr. Walton’s truthfulness on the application. UNION POSITION The Union makes several arguments in defense of Mr. Walton. First, the Union argues that the employee manual is not made readily available to employees. The Union testifies that, “….they had very limited knowledge of and access to the Company’s General Operations Manuals…” and that it is only in these relatively unknown manuals that this policy is in written form...
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...A business report on accounting Many companies across the world have introduced the business literacy program in their organisation in order to ensure to improve the performance within the organisation by means of pay per performance programs and it is very clear that the success of this program or even any other program is possible only once the employees are aware about the program and can work accordingly. Many big concerns like the Soft Drink Giant PepsiCo has been making use of Visual to conduct the learning program for their employees in order to initiate the success of the new ideas within the context of the company. Many leaders and managers in the company prefer to align the educational system and its offerings with the goals and objectives of the organisation which is not an easy task to do, so it is a must that communication initiates are reinforced along with proper training and education so that this will help the employee to understand the goals of the organisation very clearly and also develop their skills and motivate them to contribute and perform at their best. The leaders have to draw a clear picture by means of literacy programs in order to ensure that the employees are very clear and work form heart and soul and also for rewards obviously. Learning and its relationship to the Organisation Even if an organisation concludes that learning provides the answer to its further development it has to consider, not only the approach, but also how people learn in...
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...Title of Assignment Globalization and HRM Strategies Name Professor’s Name Dr. Danielle Camacho Course Title BUS 325 Date 01/31/2014 Globalization and HRM Strategies Walmart-Multinational Enterprise Introduction Multinational enterprises must always consider several subjects. In addition, to the background and goals of the company, other factors such as the international business strategy, and the impact of globalization, cultures, and labor markets on human resource management function must also be addressed. There are also international human resource management functions that can be improved upon to better the productivity and competiveness of the multinational enterprise. The multinational enterprise that I have chosen to research and examine is Wal-Mart. A brief description of the enterprise Wal-Mart is considered to be the world’s third largest public corporation. It is family owned by the Walton family. Founded by Sam Walton in 1962, it is headquartered in Bentonville, Arkansas. In the 1980s, Wal-Mart continued to grow rapidly and by its twenty-fifth anniversary, there were over a thousand stores. In 2005, Wal-Mart had over six thousand stores around the world and employed over one million associates. As, the largest grocery retailer, Wal-Mart has over eight thousand stores in fifteen names under fifty-five different names. Wal-Mart is currently estimated to save families over two thousand dollars per year within the United States...
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...------------------------------------------------- case study 1-nepotism HRM 586 September 14, 2014 by Rosmery Soto September 14, 2014 by Rosmery Soto Case Study-Nepotism Issues in the case: 1. The first issue would be the no-relative rule, which the company is arguing, to be a long-standing policy, and has been enforced consistently in the past with the less-senior employee being terminated in each case. The anti-nepotism policy in the company predates World War II, and has been in writing since 1977. It was officially incorporated in the manual in 1995, and has been a part of the employees’ handbook since 1998. Paragraph 4 of the collective bargaining agreement gives the company the power to exercise full control and discipline over its employees without any restriction to enforce no-relative policy. The issue to be considered is If this long-standing no-relative rule by the company was properly enforced as well as what consistency exists between the company’s no-relative rule and Anti-nepotism Policy, and does Paragraph 4 violates the employee’s right to provide justification for the alleged offence. 2. The second issue to be considered is that whether the Union is attempting to change the Anti-nepotism; the union has brought issues the company Is alleging were previously rejected by them during the 2003 bargaining period, and thus, according to Co. Brief, p.14, the Union cannot attempt to obtain through arbitration what it has failed to do through negotiations...
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...(Print) e - ISSN 1857- 7431 HOW FAR DOES HRM DIFFER FROM PM Habib Allah Doaei Ferdosi University of Mashhad Rahim Najminia Ferdosi University of Mashad Abstract It is clear from the literature that HRM represents a shift in focus and strategy and is in tune with the needs of the modern organization. HRM concentrates on the planning, monitoring and control aspects of resources whereas Personnel Management was mainly about refereeing between the management and employees. Many scholars view Personnel Management as being workforce whereas HRM is resource. The differences between these two terms have to be viewed from many perspectives through the times and in context of the industry that is being studied. Keywords: Human resource management, Personnel management, SHRM Introduction Many researchers have been arguing recently the difficulty of distinguishing clear differences between Personnel management and Human resource management. Some authors believe that the difference is just a change of label as Torrington (1989cited in Koster 2007) said and there is no different in the content of Human resource management. On the other hand, there are researchers such as Guest (1987 cited in Arsmtrong, 1999) who argued that Human resource management is differentiated from traditional Personnel management. However, HRM is concerned with performing the same functional activities traditionally carried out by personnel function, but HRM approach performs these functions in a qualitatively...
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...A brief analysis of the situation and pending decision problem, as presented in the case Sam Walton opened his first Wal-Mart store in 1962 in Rogers, Arkansas. He believed in the action of selling quality goods for low prices. Kmart and Target also started their operations around that time. Walton took advantage of the opportunity and established a discount retail company. Soon after opening his first store, he expanded into the south where not many other retailers would go. Walton strived to have a retail store that others would seek after for their continuing low prices. Just five years after opening the first Wal-Mart, Walton decided to expand quickly and strategically so that he could edge out his competition. In 1970s, the retail industry became extremely competitive, but in addition, the economy became weak because of inflation. Sears was the leading retailer in the nation during the 1970s, however, the recession of that time and inflation affected Sears negatively. While Sears appealed to the masses, Wal-Mart was able to keep its overhead low and continued to offer even lower prices. Wal-Mart has continued to only grow during their long tenure as a major retailer. Wal-Mart has proven to have a strong business strategy and is still the biggest retailer in the world. It has the highest gross profits of any company and the highest net profits. Wal-Mart has also topped the Fortune 500 4 times. Identification of the major issues surrounding the organization or individuals...
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...HRM level 2_ Module 1_Eve Lawrence What is HRM? Human resource management (HRM) is a complete and clear approach to the development and employment of people within an organization. HRM is structured and supported by a number of theories relating to the behaviour of people and organisations, strongly concerned with ethical employment and how people should be treated in terms of moral values. HRM aims to build good relationships with employees based on trust and personal achievement therefore benefiting the achievement of business goals. HRM deals with all aspects of employees within an organization. Areas of HRM include recruitment, interviews, orientation, induction, motivation, learning, performance reviews, employee relations & wellbeing, training, development, change management and complying with employment law. The core purpose of HRM is to develop and make efficient use of the workforce within an organization. HRM is people management within organizations designed to maximise employee performance focusing on the company’s strategic objectives. Effective HRM enables employees to contribute productively to the overall company direction and accomplishment of the organizations goals and objectives. What was the main message of the Harvard framework? Through my research and understanding I have come to the conclusion that the main message of the Harvard model by Beer et al is that decisions and actions made by line managers have a long term effect on relationships...
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...The Phrase ‘commitment’ is frequently used by HRM practitioners in the control of absenteeism and its contribution to business objectives. Evaluate the evidence to reinforce commitment and reduce absenteeism. Mowday et al have defined organizational commitment as “ the relative strength of an individual’s identification with an involvement in an organization” (Chapter 7 Attitudes at work, Page no, 265 Work Psychology, Understanding Human Behaviour in the Workplace by John Arnold (ft) fourth edition) Commitment is very powerful human concept as if a person is committed to an organization; therefore he or she has a strong identification with it and will turn out to be a long-term employee for the organization. Sir Richard Branson is an example of someone’s commitment towards its work. He born in an ordinary established family but it was his commitment, which led him to build the virgin empire and now he is one of the richest man in the world. Controlling the absenteeism is the objective of nearly every business organization and the phrase commitment is regularly used by HRM practitioners in order to control the absenteeism, In this essay I will explain the above statement in more details and also provide the evidence to support it. The question arises here why absenteeism is important? Absenteeism is important because it’s not only costly but it also affects the morale of other employees. The cost of absenteeism is greater than the...
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