...Assignment 1 – Human Resource Planning P1 Human resource planning When looking at human resource planning there are 3 main factors to take into account, they are internal planning factors, external planning factors and employee skills. Internal factors Internal planning factors are those that relate to what is already happening inside the business, for instance how the business adjusts to adapt to new systems for working and new request made on it. The internal factors to consider when planning the human resource requirements of the organisation would be looking at new technology, supply and demand, workforce profiles, skills requirement and skills gap. The Organisational needs would be new technology as they need to keep up with the competition. New technology is needed to be able to create new and innovated ways to make their cars so they are able to keep on top of any competition they have developed as technology has allowed them to make cars more refined and robust. New technology such as spray painting machines has now allowed jaguar to get their cars sprayed quicker and more effectively, giving them a better quality in their cars. New technology has also allowed the business to communicate better as they are more ways than ever to do so nowadays for example email, phone call and messages. All this allows the business itself to run smoother as management and employee can communicate better than ever in different ways. Technology has also allowed the organisation...
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...Author: Chieh-Yu Lin (Department of International Business, Chang Jung Christian University, Tainan, Taiwan, Republic of China). Title: Factors affecting innovation in logistics technologies for logistics service providers in China. Source: Journal of Technology Management in China/Emerald Group Publishing. 2) Does it build upon appropriate theories or framework? If so, commend on the theories or framework been used. Yes, this issue had been build upon appropriate framework. This journal had been proving the importance of innovation in the logistics technologies. Through its theoretical details, many definitions of innovation had been given by journal writers all over the world. In order for companies to gain competitive advantage, they must embed the use of both innovation and technologies in running their business. Some defined innovation as a line of discipline, learning, and practicing their capabilities to expand opportunities for running a business or services. However, theoretically innovation is any product or services that are improved and upgraded with a more value added components. The journal is summarized as to have a number of factors influencing the innovation in logistics technologies, which includes the internal factors and the external factors. The internal and external factors are said to be the research framework. The internal framework basically explains on the adaptation of innovation in a business. Hence, the adaptation of innovation in organizations...
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...Changes in each individual and organization world becomes a need doing business differently whether from a smaller to larger firm, one position to the next, or just a general big change for many reasons. The transition structure and role of HRM can be a bit costly and reorganization for transition can bring negative and positive factors. In this paper the transitioning role of HRM will discuss and line out the factors that changed the primary role of HRM from that of functional operation to that of strategic partner, the way technology affect HRM, and how HRIS influence organizational culture and change. Factors that change the primary role of HRM from the functional aspect of operation to a strategic partner are the opportunities gaining a momentum as one of the best asset in an organization. As HRM is adopted in the strategic partner relationship the prospect defines a long-term relationship, and objectives well achieve in common aspect and with partners of the organization. The activities in the HRM strategic partnership is an intention to ensure the financial aspect of the organization. According to the strategic human resources website, the website stated that,” Partners do not hinder one another. They support each other to achieve common objectives. This includes business objectives.” Meaning that HRM role as a strategic partner is a positive to the organization, as each individual involve in the business works toward the same goal. Incorporating HRM as a strategic partner...
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...includes those players whose decisions and actions have a direct impact on the company. Production and selling of commodities are the two important aspects of modern business. Accordingly, the micro environment of business can be divided. The various constituents of micro environment are as under: Suppliers of inputs: An important factor in the external micro environment of a firm is the supplier of its inputs such as raw materials and components. Normally, most firms do not depend on a single supplier of inputs. To reduce risk and uncertainty business firms prefer to keep multiple suppliers of inputs. Customers: The people who buy and use a firm’s product and services are an important part of external micro environment. Since sales of a product or service is critical for a firm's survival and growth, it is necessary to keep the customers satisfied. A concern for customers’ satisfaction is essential for the success of a business firms. Besides, a business firm has to compete with rival firms to attract customers and thereby increase the demand and market for its product. Marketing intermediaries: In the firm's external micro environment, marketing intermediaries play an essential role of selling and distributing its products to the final customers. Marketing provides an important link between a business firm and its ultimate customers. Competitors: Different firms in an industry compete with each other for sale of their products. This competition may be on the basis...
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...HR Planning and Recruitment Report Year - 2014 ABC Contents 1. What is Human Resource Management? 3 2. Brief Introduction of Abu Dhabi Aviation 3 2.1. Structure of the Organization 3 2.2. Strategic Plans of the Company 4 2.3. Overview of HR Planning and Management 5 3. Strategic HR Plans and Organizational Structure. 5 4. Challenges that are faced by Human Resources Department 6 4.1. Managing Workforce and Retention 6 4.2. Work Culture and Diversity 6 4.3. Stress 6 4.4. Maintaining Ethics and Values 6 5. Internal Factors affecting Human Resource 6 6. External Factors affecting Human Resource 7 7. Emerging Human Resource Trend in UAE 7 8. Recruitment Trends 7 Bibliography 8 1. What is Human Resource Management? Human Resource Management is a department of an organization that focuses on internal factors of the organization like recruitment, management of employees and provides direction to the workforce. Human Resource Management also takes care of the benefits of the employees such as compensation, safety, wellness, training and motivation towards work. In other words, Human Resource Management is comprehensive and strategic approach to manage workplace people and maintain the environment of the organization effectively. (Susan, 2014) 2. Brief Introduction of Abu Dhabi Aviation Abu Dhabi Aviation is the one the largest commercial helicopter operator in the Middle East situated in Abu Dhabi, United Arab...
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... Kenyan ID No. 12754448 Marital Status: Married Religion: Muslim CAREER OBJECTIVE To work in a challenging and dynamic position in an area of Professional Human Resources training, development and Knowledge management, with a view of integrating creativity, team work and research to provide practical way forward that will map comprehensive strategies for human capacity development PERSONAL PROFILE • Good communication and interpersonal skills with ability to relate to people at all levels. • Ready to learn and take instructions. • Strong team leadership character, trustworthy and reliable personality. • Excellent endurance and ability to work under pressure and dead lines. • Able to mix and socialize quickly with people of diverse cultures and background. • Strong ambitions for success with equally focused determination and stamina to achieve. EDUCATIONAL BACKGROUND Date Institution/Award 2007 – 2012 Jomo Kenyatta University of Agriculture and Technology, School for Human Resource Development. Doctor of Philosophy in Human Resource Management 2005 – 2007 Jomo Kenyatta University of Agriculture and Technology, School of Human Resource Development. Master of Science in Human Resource Management 2002 – 2005 Egerton University – Njoro Bachelor of Education, Second Class (Honors) Upper Division 1995 – 1997 Kagumo College ...
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...STUDY: Human Resource Management issues at Xrok Co. The president of Xrok Co. has called a meeting to get your feedback on Jack, a department manager. Jack is what some people call “from the old school” of management. He is gruff, bossy, and often shows an “it’s my way or the highway” attitude. Jack is about five years from retirement. Jack has a high labour turnover rate in his department. There have been several complaints on company surveys about him from his department and from outside his department. People have commented on the fact that Jack is “rude” during meetings and doesn’t let others contribute. There are times when he has belittled people in meetings and in the hallway. He also talks about his staff “critically” or “negatively” to other managers. But Jack also is a brilliantly talented person who adds a vast amount of needed knowledge and experience to the company. He is extremely dedicated to the company and lets people know this by his arrival each day at 6:30 a.m. and his departure at 6:00 p.m. He has been with the company for 32 years and he reports directly to the president. Jack has gone to the HR department and complained that the people his supervisors hire are not a good fit for the company. The new employees don’t listen and they have a poor work ethic. Jack feels that HR should do a better job screening people. 2.0 QUESTION 1 “Jack feels that HR should do a better job screening people”. Before reaching the stage of “Screening”, Human Resource...
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...External/Internal Factors-Target Learning Team A MGT/330 June 11, 2012 William Roman External/Internal Factors-Target 2 External/Internal Factors-Target At Target, a well-known corporation that offers a variety of high-quality products to a broad range of consumers, there is much going on behind the scenes. Target’s mission statement, “Our mission is to make Target the preferred shopping destination for our guests by delivering outstanding value, continuous innovation and an exceptional guest experience by consistently fulfilling our Expect More. Pay Less. ® brand promise,” reflects the internal and external factors that affect the four functions of management, the impact of other factors on these functions, and delegation through management (Target Brands, Inc, 2012). Target is an organization that believes in embracing diversity, giving back to the community, and incorporating its positive morals, values, and ethics into its business, and these principles apply to the four functions of management within the organization- planning, organizing, leading, and controlling (Bateman & Snell, 2009, Chapter 4). Target uses these functions to determine which goals are accomplished and how the available resources strive to achieve these goals (Bateman & Snell, 2009, Chapter 4). The main internal and external factors that influence these functions of management at Target are human resources, marketing, operations, stakeholders, technologies, and industry...
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...Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business. Human Resource Management Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business. Human Resource Management Contents Introduction 2 PESTEL Analysis 3 The argument 4 Technology 4 Talent management 5 Globalization 6 7’s Model 8 Is Human Resource Management a key part of the future? 10 Conclusions 11 Authors comment 11 Refrences 12 Introduction Human resource management has no future! At least, in the way it has been performing in the past. Human resource management nowadays is not limited with the boarders of their clerical role. Nowadays, human resource management has to deal with such responsibilities as recruitment, training and benefits administration. To make this job easier we use technology to carry these amounts of information and to process them. Furthermore, IT has changed the way we communicate with the employee, how we train them and expanded the possibilities. Nonetheless, it creates a framework for us to deal with them when working with similar issues. In such an easy way, technology has changed the way Human Resource Management is structured. Undoubtable, there are cons as well- it has become harder to keep up with these changes...
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...Chapter 1: Business Now: Change Is The Only Constant: Powerpoint: Business: Organization or activity that provides goods and services in an effort to earn a profit. Sales=Revenues: Money coming into a company. Expenses: Bills companies have to pay in order to operate. Earnings=Income=Profit: Money companies can “put in the bank” at the end of the year. Profit: Money earned in sales/revenue, minus expenses. Sales – Expenses=Profit or Loss. Loss: When expenses are greater than sales/revenue. Non-Profits: Business-like establishments that employ people and produce goods and services. +Aim to contribute to the community rather than generating financial gain. +Produce goods and services to support economic stability and growth in a region. -GoalGenerate long-term profits by delivering unsurpassed value to the customers. Value: Relationship between the price of a good or a service and the benefits that it offers its customers. -Thriving Business improves standard of living of people, contributes to higher quality of life. Standard of Living: Quality and quantity of goods and services available to a population. Quality of Life: Overall sense of well-being experienced by an individual or a group. Consumer: Buys goods and services for their own personal consumption. U.S. Economy: 70% of the Gross Domestic Product (a measure of the size of the U.S. economy) comes from consumer purchases. Entrepreneurs: People who risk their time, money...
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...Individual Project MKTG 205 – Principles of Marketing August 25, 2012 Abstract Human resource development has become an essential component in the developmental process of any organization. In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in an organizational environment. Human resource training is of growing importance to companies seeking to gain an advantage among competitors. Training has an effect on both the employee and organizational goals. Forces at various levels influence changes in human resources strategies and directions. Those with the most direct effect include changes in the nature of the organization’s mission, work and overall policy direction. Other forces are internal to the organization itself (its culture, work organization and management style), while still others originate outside the organization and are related to the global economy and other changes in society. Training and development helps an organization to equip each employee with the knowledge and skill needed to perform his/her job effectively. This project will evaluate the effectiveness of the training and development programs offered by the HRtrainingCenter.com. A HRM company which provides training and certification services Marketing Environmental Forces That Affect Human Resource Management Industry Introduction As with any market there are external...
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...computer applications that were tasks considered to be easy, to a very complex Human Resource information system that houses lots of different applications that assist the HR dept in functioning effectively. This paper will describe how HRIS has progressed from the personnel administration field to a business-driven human capital management organizational unit. The paper will include the factors that have changed the primary role from that of an operation to that of a strategic partner. The paper will talk about technology and its affect in the HRM field and how a company’s culture has been influenced by HRIS. Human Resource Management has been recognized by different names in the past, it used to be recognized as a separate and important function. Some of the different names this position has been called has been personal relations then employee relations and then to human resources. Along the way employment laws have changed the scope of the Human Resource functions. National Cash Register developed a department that would handle employee complaints, wage management and other employee related functions. That took place in the year of 1902. In 1935 the Wagner's Act (aka National Labor Relations Act) was enacted. It seemed organizations changed their focus from efficiency of the workers to the efficiency through employees gaining satisfaction from their jobs. Sometime between 1960 and 1970 the Human Resource Management transformation was taking place, this was because several...
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...Internal and External Factors MGT/230 Internal and External Factors Introduction To be successful organizations rely on the four functions of management: plan, organize, lead, and control. However, implementing these functions is not easy when other factors come into play. External and internal factors such as, globalization, technology, innovation, diversity and ethics all affect the four functions of management. If an organization wants to be successful they must adapt to these different factors. One company that has been able to do so is Starbucks Corporation. The adaptation and utilization of these many different internal and external factors has helped to make the company very successful. Globalization Globalization is the integration and exchange of worldwide cultures and resources. “Corporations operate worldwide, transcending national borders” (Bateman, & Snell, (2011), pp. 4). Advancement technology has led to advances of transportation and telecommunication, and these advances have led to connections and interactions between people that may not have encountered each other. Globalization has also led to an increase of available resources to companies around the world. When it come to the four functions of management and how globalization affects them, an organization must plan a companies goals and mission according to whether or not they want to globalize, export or import, then they must organize their company and departments to help implement...
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...Their organization vividly recognizes the significance of its technology, human resources, monetary and physical assets. They’ve been so successful because they combine their resources and use them effectively in satisfying their customers and employees in every possible way they can. Their management has been able to utilize the organization function by doing those things and maximizing their full potential. In addition, this is what has allowed Wal-Mart to earn the name of the greatest retail store. Wal-Mart includes the latest technology in relation to the needs and interest of customers. It is the greatest tool this organization has to stay ahead of their many competitors, as well as stay up to date with the many expectations of their customers. Their company has developed better technologies to change ways the customers shop. They’re there largest retailer in the world who provides various opportunities worldwide with projects, investments, training and development. Wal-Mart also helps improve resources for customers such as operations, back room systems and providing products for customers all across the globe. Technology is constantly changing and Wal-Mart is able to keep up with it as fast as possible. That opportunity is what helps continue to save people money so they can live better. With the help of enhanced data analysis, Wal-Mart can predict what technologies customers may want or need. Wal-Marts human resources team is depended on to understand the connection between...
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...Common Principles and Practices Used to Successfully Manage the 21st Century Technology-Intensive Organization. VIJENDRA KALYAN CHAKRAVARTHI NANDURI CWID: 50116137 Assignment #1 TMGT 599 01W Management of Technology in Organizations Presented to: Dr. Jerry D. Parish, Professor of Technology Management October 8 Abstract Effective use of Technology provides a competitive edge. Technology is a means, not an end. People are the most important resources. Most projects fail due to poor management. The lessons learned from the traditional business management practices and principles which lead for the today’s technology – intensive organizations are * Imbalance between technology generation and technology diffusion in the Industries * Requirements of international facility location and technology transfer * Technology will be useful only when it is used. * More emphasis needs to be placed on adoption, adaptation, and exploitation of technology. Technology refers to the theoretical and practical knowledge, skills, and artifacts that can be used to develop products and services as well as their production and delivery systems...
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