...Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western © STONE/GETTY IMAGES chapter 15 International Human Resources Management After studying this chapter, you should be able to objective Identify the types of organizational forms used for competing internationally. objective 1 2 3 4 5 6 7 8 Identify the unique training needs for international assignees and their employees. objective Explain the economic, politicallegal, and cultural factors in different countries that HR managers need to consider. objective Identify the characteristics of a good international compensation plan. objective Explain how domestic and international HRM differ. objective Reconcile the difficulties of home- and host-country performance appraisals. objective Discuss the staffing process for individuals working internationally. objective Explain how labor relations differ around the world. PART 6 Expanding Human Resources Management Horizons 639 Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western 640 PART 6 Expanding Human Resources Management Horizons W hen you pick up a newspaper or turn on the TV, you’ll notice that stories are constantly being told about companies competing globally. These stories might include mergers of U.S. and international companies, such as Daimler-Benz and Chrysler a few years ago. Or they might highlight companies expanding into other...
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...Introduction Human resource management is an important area for the organization. Regarding human resource management, it is important for the organization to make sure that it is working for the purpose of making sure that it has efficient employees working for it, and the employees carry out the organizational activities in a proper manner. With the help of achievement of targets within the organization, there will be a case that the organization shall be in the position to have its targets achieved in case, there will be a situation that the organization will ensure that it provides good opportunities to the employees and cares for the safety of the employees to a larger level in the future. Key Functional areas of Human Resource Management The first functional area of human resource management is training provided to employees within the organization. Training is a process which is designed for providing knowledge to employees and skills for the purpose of carrying out the organizational activities. Second functional area is compensation and benefits for the employees (Martin, 2008). Regarding compensation and benefits, the employees in the organization are provided rewards for their better performance in the workplace at a point of time. The rewards are provided to the employees for the purpose of motivating them to a larger level. Third functional area is regarding safety and health of employees. The organization ensures that the activities of the organization are...
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...Human Resource Management Introduction Human resources management is defined as a scheme of activities and strategies that focus on how to manage employees successfully at all levels of an organization to achieve organization objectives (Byars & rue 2006). According to Stone (2005) HRM is important to determine the effective and efficient use of people in achieving the organization’s strategic, business objectives and the satisfaction of individual employee needs. In order to have a successful HRM it is important to have a strategic HRM, strategic HRM is the process of interconnecting the HR purpose with the strategic objectives of the organization in order to increase performance (Bratton 2013). There is several importance of strategic HRM which is to focus on performance and consistency of its business, bridge between business strategies and human resources practices, identifying and analyzing the external opportunities and threats may impact to the organization, and help companies work harder to meet the needs of their employees (Mathanas 2011). SWOT analysis is part of strategic HRM due to SWOT can determine the future of an organization that are referred to strategic factors. SWOT analysis in HRM is defined as a tool that helps organization assist issues within external which includes assessment of strength, weaknesses, external opportunities and threats, and provides an outline for strategic decision making in HRM (Colbert 2013). According to Chen & Brunenski...
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...Unit 6.1 Human Resource Management Level 6 15 Credits Sample Assignment To succeed in this unit, you are required to complete two assignments. You must ensure that you cover all the assessment criteria for this unit over the two assignments as indicated. . Assignment One You have been invited to contribute an article to the journal ‘Personnel Today’. The journal is commissioning a series of articles introducing principles of Human Resource Management (HRM) to senior managers from other functional management areas. The first article is entitled ‘Ensure the success of your business through effective human resource strategies’ Your article must be suitable for senior managers and written in a style appropriate for a professional journal. You should refer to relevant theory. You may use diagrams and illustrations if you wish. The article must cover: • A definition of strategic human resource management and a comparison of at least two models of strategic HRM • Reasons for the importance of HRM in organisations • Explanation and analysis of an HRM framework • Explanation of the HRM process and how strategies are developed • An assessment of the roles in strategic HRM This assignment covers assessment criteria 1.1, 1.2, 1.3, 2.1, 2.2, and 2.3. A bibliography must be attached. Assignment Two Case Study Read the information about British Airways. Carry out further research by reading the latest BA annual report and articles related...
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...Within the past 100 years organisations have seen significant changes in the markets they operate within. Increasing flexibility, globalisation and fierce competition from emerging economies have been the fundamental drivers modelling the human resource management field to become what it is today. Motivation has always been an issue for many businesses, and the ‘traditional’ methods of attempting to solve this problem have been to slightly increase the employee’s wages, in the hope that they would respond by increasing their effort. However in the UK, nearing the end of the nineteenth century, firms such as Cadburys and Quakers began providing accommodation and education for their workers (Wilton, 2011). This marked the initial shift in the nature of the employment relationship, and drawing on Maslow’s hierarchy of needs it can be seen that this would help satisfy the two basic tiers of ‘psychological’ and ‘safety’ (Maslow, 1954). This essay aims to critically evaluate the concept of the psychological contract, then analyse why in managing the modern day employment relationship and understanding of the psychological contract is important, relevant theories and academic models will be used where appropriate. The question will be addressed in three sections; firstly the concept and history of the psychological contract will be briefly covered, secondly and critical focus will be shown towards the concept of the contract, and finally we will examine the practicality of utilising...
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...1.0 INTRODUCTION Good strategic Human Resource Management (HRM) policy contributes to the overall business strategy. HRM seeks to strategically integrate the interests of an organisation and its employees, it is much more than a set of activities relating to the coordination of an organisations human resources (Stone 2010). HRM can either assist a company achieve great outcomes or it can be the underlying issue. HRM is either part of the problem or part of the solution in gaining the productive contribution of people. (Stone 2010) I chose Training and Development as it is at the heart of HRM in maintaining standards and performance. Training also has to support the companies underlying direction and ethos, as well as support Key Performance Indicators for its staff. There are many challenges and changes that are occurring in the workplace worldwide. Corporations are structured differently requiring different approaches, some are very much pyramidal while others like Apple who have very much a flat structure and employees are now able to become more autonomous and work from home or even work from other countries. I will discuss some of the inherent challenges within organisations and the HR response to them. 2.0 CHALLENGES Training challenges will often occur through poor HR policy. Poor employee selection often results in training programmes which produce poor results and limited outcomes. This happens when you employ the wrong people. The wrong people...
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...Human Resources Management Midterm Exam: Training and Development Plan for the Holiday Inn Human Resources Management Training and Development Plan for the Holiday Inn There are a variety of employees who may come to work for Holiday Inn which are experienced and others whom are non-experienced. Some individuals require more training than others but everyone is required to go through training. Training and development is a key concept for Holiday Inn because this depends on how much knowledge and skills an employee will develop for their assigned role. We are sure that the time we are putting in for training will become an enormous benefit for Holiday Inn’s future and reputation. Our training and development plan includes hiring 50 employees whom will assume the roles in front desk operations, housekeeping, and general administrative duties. Since there is a large number of Spanish speaking individuals in Miami, training will be offered in English and Spanish. Training and development will begin on an online basis where employees may access training modules at anytime. Training will also include hands-on training pertaining to each individual’s job role. As we plan our strategic approach for training and development, the following four phases will be implemented; (1) needs assessment based on the firm’s competitive objectives, (2) program design, (3) implementation, and (4) evaluation. Phase...
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...According to Pilbeam and Corbridge Human Resource Development can be defined as the activities involved in organizing individual and collective learning processes aimed at the development of both employees and the organization. This is concerned with the provision of learning, development and training opportunities in order to improve individual, team and organizational performance. The Human Resource Development process main intention is to improve employees’ career goals and achieve the organization’s objectives in the long run. Organizational learning and development is defined as, the organizational process of developing people which involves the integration of learning and development processes. This process involves enhancing personal competence, adaptability and employ ability. Human Resource Development seeks to improve the skills of the workforce which would positively contribute to the overall success of the organization. A Learning style refers to an individual’s habitual and preferred way of perceiving, organizing, and retaining knowledge and it explains individual differences for stimuli recognition and processing. The learning styles preferred and adopted by individuals often differ therefore, HR must be aware of individual preferences in learning, employee training and development programs in order to design and implement effective programs. The two learning style models that has the most relevance in management are Kolb (1984) and Honey and Mumford (1986). ...
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...Human Resources Management This paper will examine human resource strategies, policies and practices and how they relate to the JetBlue Airways case: Starting from Scratch, by Jody Hoffer Gittell and Charles O’Reilly, 2001. We will identify national equal employment opportunity laws that impact JetBlue's hiring practices. We will take a look at their internal and external recruitment methods, personnel selection process’, and their use of the 360-degree feedback evaluation as a performance appraisal method. Lastly, we will discuss discretionary employee benefits and how JetBlue incorporated at least three discretionary employee benefits in their start-up and ramping up process. National Equal Employment Opportunity Laws The National Equal Employment Opportunity Laws began in this country after the end of the Civil War, with the Civil Rights Act of 1866 that is based on the Thirteenth Amendment to the U.S. Constitution. The act declared that "all persons born in the United States not subject to any foreign power, excluding Indians not taxed," were citizens of the United States. Such citizens were "of every race and color" and "without regard to any previous condition of slavery or involuntary servitude." As citizens they could make and enforce contracts, sue and be sued, give evidence in court, and inherit, purchase, lease, sell, hold, and convey real estate and personal property. Persons who denied these rights to former slaves were guilty of a misdemeanor, and...
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...development of personnel and human resource management; also differentiate between personnel and human resource management. Use at least two sources for your research Personnel management Standard definition given by expert “It is that phase of management which deals with the effective control and use of manpower as distinguished from other source of power.” Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. Historical development of personnel management Tyson & Fell (1986) suggest that personnel management has its roots in four traditions, rising from development in the employment over the last 150 years. * Industrial relation tradition * Welfare tradition Welfare tradition Personnel function can trace back to the benevolent attempt by some employers in the letter half of the nineteenth century to improve the working conditions and circumstances of employees, who had been hit by the first wave of industrialization and urbanization. The welfare tradition of personel management arose from the period when work and responsibilities of the personnel officer was absorbed towards the benefits of employees, rather than to the strategic concerns of the enterprise and management. In certain areas of...
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...Human Resource Management Is No More Than ‘Old Wine in New Bottles’. In: Business and Management Human Resource Management Is No More Than ‘Old Wine in New Bottles’. Human resource management is no more than ‘old wine in new bottles’. Discuss. ‘’HRM is regarded by some personnel managers as just a set of initials or old wine in new bottles. It could indeed be no more and no less than another name for PM ’’ ( Armstrong, 1987) First we have to understand the meaning of HRM, but attempts to define HRM precisely have resulted in confusion and contradiction rather than clarity [Price, 1997]. However, according to Storey (1989) Human resource management is a completely different philosophy and an approach contrast to Personnel management. In his view, HRM provides a completely new form of managing personnel and can therefore be regarded as departure from the orthodoxy of traditional personnel management. The normative models of personnel management shows that PM is about selecting, developing, rewarding, and directing employees in such a way that not only will they achieve satisfaction and ‘give of their best’ at work, but by so doing enable the employing organization to achieve its goals. When considering the definition of Human resource management and Personnel management, there are many differences on the perspectives of researchers. Legge (1989) reviewed the definition of a variety of writers. She could come to conclude that there are three features which seems to distinguish HRM...
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...1.0 Introduction Human Resource Management (HRM) is the process of people management within companies and organization, as well as that of managing Inter-personal relationships. Both of these processes are important for ensuring business growth and success. The research question of this study is on how the recruitment policy coherence initiative on employment in Malaysian industry. The previous research that was done by Jomo K. S. and Wee Chong Hui on this topic is lack of explanations on how the companies use the recruitment process to attract, screen, and select the qualified person for the job. For this research the hypotheses that can recruit the right person for the right position to improve the work place. 2.0 Research question How effective is a recruitment process in the government sector? 3.0 Importance of the research This research is important as to prove that right recruitment of employees do have impact on their job performance. This study will help the employers to understand the importance of the right recruitment of the employees especially for those who are working in the government and private sector. In other hand employers can use this research study as guideline to recruit the employees. 4. Literature Review 4.1. E-recruiting process Finding a job in government sector can be a frustrating experience for many people; the process is long and convoluted, and can be very confusing especially when the government uses e-recruiting...
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...1. Introduction The objective of this report is to provide what and how human resource strategies can be implemented in some organisations, thus these organisations will have a higher performance work system and increase the economic value to the organisation. There are eight strategic human resource management practices that can be chosen, such as analysis and design of work, HR planning, recruiting, selection, training and development, compensation, performance management, and last but not least, employee relations. The terms human resources (HR) and human resource management (HRM) have greatly substituted the term personnel management as a definition of the process involved in managing people in the organisations. (Armstrong 2006, p.27) In this report, the author will be discussing about how human resource management practices can be implemented in BreadTalk Group Ltd. BreadTalk Group Ltd was founded as a food and beverage operator in Singapore around July 2000 and listed on the Singapore Exchange (SGX) in 2003. BreadTalk Group Ltd has quickly expanded to become as one of distinctive household brand owner that has been creating its mark on the world stage with its restaurant, bakery and food atrium footprints. In this further report, the author will focus more on BreadTalk Bakery. (BreadTalk Group Ltd 2013) 2. Strategic Human Resource Management Practices BreadTalk Bakery is one of the biggest organisations in Singapore. As discussed above, they are already operating...
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...Coventry university Business school Human Resources Management M47BSS COURSE: MBA Management Best Practice VS Best Fit A Case study of United Bank for Africa (UBA) By Name: Foluso Akintunde Fapohunda Student Id: 5471799 Contents 1.0 INTRODUCTION 2 2.0 LITERATURE REVIEW 4 2.1 Human Resources Management (HRM) 4 2.1.1 Best Practice as an Approach in HRM 4 2.1.2 Characteristics of best practice 5 2.1.3 Advantages of Best Practice: 6 3.0 ANALYSIS AND DISCUSSION 9 3.1 Distinct Human Resources Practice: 9 3.2 Hofstede Model of Cultural Dimension: 10 3.2.1 Power Distance: 10 3.2.2 Uncertainty Avoidance: 10 3.2.3 Individualism: 11 3.2.4 Masculinity: 11 3.3 HRM Best Fit Model 11 3.4 Differences between Best Practice and Best Fit 12 3.5 Key Issues in Implementing HRM Strategies 13 4.0 CONCLUSION 14 5.0 RECOMMENDATION 15 REFERENCES 16 1.0 INTRODUCTION The battle for survival among companies such as in the banking Industry in Nigeria has led to the liquidation, amalgamation, merger and acquisition of banks. This in effect brought down the number of banks in Nigeria to 25 solid banks (Gunu, 2009). The manufacturing and aviation industries have also incorporated the adoption of many principles, plans, forecast and strategy practices in the day to day trading activities. So many authors have written different reviews and articles on Best Practice and Best Fit as strategic tools of achieving the...
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...and legal state. The companies has to face problems in global ventures, due to the lack of managing workforce among different ethnicity. * Most of the industries stake their growth plans on expanding globally, so for that they have to increase consistency for approaching the capabilities of talent management, leadership development and HR policies. At the same time the companies have to face issues when they are relocating to overseas. HRM ISSUES HR covers many various activities related to organizations employees; * Firstly HR will focus on staffing, as it is the basic need of the company. When relocating the business, HR has to consider whether staff members are the company employees or external contractors. * Training and recruiting employees, HR has to train employees to work in an international projects, they need to train technical skills to the employees such as cultural values, social customs, languages and reward system in the host country. * HR management also face the issues in managing the company’s benefits and compensation, personnel policies and employee records as employees from different backgrounds have different expectations. HUMAN RESOURCE AND INTERNATIONAL BUSINESS CHALENGES: With more employees living in abroad, HR department have to face new global challenges. * Deployment: To find out the right skills which organizations need despite of geographic...
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