...Literature review As with any terminology, concerning this problems, we cannot say, that here is consensus, clear view on what HRM really is and how can it be treated. Storey, J. in his work New Perspectives on Human Resource Management (London, 1989) gives a narrow definition of HRM and equates HRM to deployment of a workforce. Boxall, and Purcell, give a broader definition (‘Strategic human resource management: where have we come from and where should we be going?’, 2000) and associate HRM with any employment relationship in the firm. “We do not associate HRM solely with a high-commitment model of labour management or with any particular ideology or style of management”. Also, observing numerous literature sources on HRM I came to conclusion,...
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...Article Summary and Critical Review Human Resource Management A New Mandate for Human Resources By Dave Ulrich 1 Summary In recent times HR has been perceived as ineffective, incompetent and costly. A need has been felt for creating a new role and agenda to focus on the outcomes and deliverables enrichinhg the organisations value to customers, investors and employees. The four ways which should be adopted by the HR are ← It should partener with the management in executing the strategy ← Develop an expertise in organizing and executing administrative work efficiently. ← Become a medium of transferring employes concerns to the management and develop means to increase employee contribution. ← It should become a change agent, shaping processes and cultures for facilitating change in the organization. The primary role of transforming the HR role lies on the CEO and all line managers who have the main responsibility of achieving the business goals. Thus the line and the HR should form a partnership to make it focused on outcomes rather than activities. 1 Reasons for increase in importance of HR HR can play leadership role in meeting the following competitive challenges Globalisation – The HR must develop understanding and skills in ways of international customers, commerece and competition. It should facilitate the organization in increasing its...
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...Programme: MBA DL Student Number: Module: Foundations of Knowledge and Professional Skills Assignment Question Part A. Locate, read and review the following article: Tansley, C. and Tietze, S. (2013) ‘Rites of passage through talent management progressions stages: an identity work perspective’, The International Journal of Human Resource Management 24(9): 1799—1815. Part B. Reflect on the discussions that you have engaged in within your study groups on Blackboard. Explain how the lessons that you have learnt from the activities have influenced how you have approached and written your assignment Word Count: Part A: 1,054 Part B: 509 Total: 1,563 Research Questions Addressed by Study The research questions by Tansley & Tietze (2013) are ‘What constitutes rites of passage across successive levels of a talent management programme?’ and ‘What is the role of identity work in ensuring successful advancement through each talent management rite of passage?’ Theoretical Framework Underpinning the Study The study was to build on the literature of talent management at the individual and communal levels since existing talent management literature is mainly concerned with the structural aspect of talent management strategies. Therefore, not much emphasis has been placed on how management strategies and protocols are experienced and responded to by talent at different stages of talent management process and how these responses...
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...sense of confidence in the management and the HR functions of an organisation A healthy HR function in an organisation is as important as the physical and mental well being of a human body. Typically the basic reason why organisations prefer to conduct an HR audit is to get a clear judgement about the overall status of the organisation and also to find out whether certain systems put in place are yielding any results. HR audit also helps companies to figure out any gaps or lapses and the reason for the same. Since every company plans certain systems and targets, an HR audit compares the plans to actual implementation. The concept of HR audit has emerged from the practice of yearly finance and accounting audit, which is mandatory for every company, to be done by external statutory auditors. This audit serves as an examination on a sample basis of practices and systems for identifying problems and ensuring that sound accounting principles are followed. Similarly, an HR audit serves as a means through which an organisation can measure the health of its human resource function. Organisations undertake HR audits for many reasons: 1 To ensure effective utilisation of human resources. 2 To review compliance with tons of laws and regulations. 3 To instill a sense of confidence in the human resource department that it is well-managed and prepared to meet potential challenges and opportunities. 4 To maintain or enhance the organisation’s reputation in a community. An audit is...
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...Ethics Program Company X Part A – Standards and Procedures Dress Code Policy for Company X First impressions are significant to our customer relations. Customers will often form an opinion of the Company by appearance of those providing services, and a favorable appearance is required of every employee of Company X. A professional appearance includes but is not limited to grooming and dress. To maintain the Company’s reputation and image, the Company has established these guidelines. It is also important to note that anytime employees are representing the Company, they should follow the policy regarding appearance even when those times may fall outside of regular business hours. All employees are encouraged to keep a copy of this policy and refer to it as necessary. Failure to comply with this policy may result in disciplinary action up to and including termination. Changes to this policy may occur at the discretion of the CEO. Under Title VII of the Civil Rights Act, employers may determine a dress code policy that differentiates between men and women based on society’s generally accepted principles of what is considered standard dress. The Company has provided guidelines for both male and female employees to reduce ambiguity and personal interpretations of the policy. Male Employees: • Med should wear a button up, collared shirt with tie and slacks. Men should also consider wearing a dress jacket when attending meetings, closing loans, attending...
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...Riordan Manufacturing: Information System ProposalThe service request sR-rm-004 to analyze the human resource system from John Korzeniowski was received on May 14, 2008. The IT team will examine the current information system and the possible design and development of an integrated, robust application in accordance with Riordan’s vision, mission, time-frame and strategic growth plan. AnalysisIn order to design and development an integrated state-of-the art human resources information system, the initial step is to define Riordan’s business needs and its current technical resources. Riordan’s ERP system was installed in 1992 and independent from its branch offices. This system is an integral part of the finance and accounting application. Riordan employs over 550 people and has offices located in California, Michigan, Georgia, and China. Each branch office has an independent finance and accounting system that is consolidated at the corporate headquarters in San Jose, California. A brief overview of Riordan’s current information system and dependent software applications confirmed a business need for an integrated, high-performance information system. The factors that suggest the business needs are documented employee dissatisfaction, labor intensive procedures, and pertinent data located in various locations. This proposal will ensure that Riordan’s present and future business needs are met in a cost-effective manner without diminishing its requirements and effectiveness. Prior...
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...to remain the industry leader in identifying customer trends, Riordan Manufacturing is looking at ways to maximize its operating efficiency within the company by designing and implementing a new system in accordance with System development Life Cycle (SDLC). The Chief Operating Officer (COO) Hugh McCauley sent a memorandum to the Human Resources Integration Product Manager approving a project proposal for Human Resource department. This project will integrate state-of-the-art technology with Human Resource department to support Human Resources functions. A review and system analysis of the Human Resources system is as follows. System Analysis When a company such as Riordan request for the addition of a newly integrated system, a system analysis will aid one to answer some of the most basic questions such as how this new system will work, who would use it, and how the company current system handles the work are some of the important aspects to consider. Integrating technological tools into the Human Resources, systems will enable Riordan to perform basic functions such as keeping track of employee information such as resumes, performance reviews, polices, and financial data. The main objective of system analysis and design is to improve organizational systems, typically through applying software that can help employee’s accomplish key business tasks more...
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...2009 Suparn Sharma, Jyoty Sharma, Arti Devi 205 CORPORATE SOCIAL RESPONSIBILITY: THE KEY ROLE OF HUMAN RESOURCE MANAGEMENT Suparn Sharma (PhD),Joity Sharma (PhD), Arti Devi Abstract Business organizations have waked up to the need for being committed towards Corporate Social Responsibility. But still majority have just been taking up some form of philanthropic activities for its stakeholders. Nurturing a strong corporate culture which emphasizes Corporate Social Responsibility (CSR) values and competencies is required to achieve the synergistic benefits. The employees of an organization occupy a central place in developing such a culture which underlines CSR values and competencies. The present study, therefore, is an attempt to explore the engagement of human resource management professionals in undertaking Corporate Social Responsibility. It also suggests Human Resource Management to take a leading role in encouraging CSR activities at all levels. The combined impact of CSR and human resource activities, which reinforce desirable behavior, can make a major contribution in creating long term success in organizations. Sharma S., Sharma J. and Devi A. - Corporate Social Responsibility: The Key Role of Human Resource Management 206 Business Intelligence Journal January Introducción Business houses, right from the inception of human race, have been regarded as constructive partners in the communities in which they operate. Though they have been instrumental...
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...upsurge in the use of social media. As a result, many tourism organizations that include hotels, travel agencies, and airline companies have started using the internet as one of the important tools in marketing and communication strategies. Many businesses within the hospitality industry rely on good reviews from their customers, and social media is offering this as a natural marketing tool (Bennet, 2012). The use of social media have become very widespread, and the travelers use these sites consistently to brag about their great experiences as well as express displeasure with poor experiences. This is a natural way through which the social media is impacting the hospitality and tourism industry. After realizing the power of social media, businesses are also leveraging on the wide presence of customers in social media to communicate, engage, and market their services and products to the customers (Guzel & Sengun, 2015). The growth of social media has had immense impacts on social media that range from marketing, communication, and even corporate social responsibility. This paper conducts a literature review on the effects of social media on hospitality and tourism. Literature Review According to Mahmood A Khan (2012), the benefits of social media can be very helpful in marketing and management in hospitality and tourism. He states that social media has been an option for hospitality because it provides opportunities for managing and presenting business content and helps in identifying...
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...Georgia College and State University Human Resource Management Human resource management (HRM) is an area that is vitally important for any public agency to function properly. Within HRM there is a very significant relationship that must exist between the employees and the organization itself. One must be able to focus on the moral values of the organization, as well as the values that could be incorporated through positive relationships. Georgia College and State University operates under the University System of Georgia along with many other renowned universities within the State of Georgia. However, even though these institutions operate under the same system, they each have their own unique human resource department with specialized goals that pertain to their particular institution. Just like other universities within the University System of Georgia, Georgia College is dedicated to it’s own respective mission that is focused on having the institution thrive to it’s fullest extent. “The most important of all, for a company, is still the human resource and this is because without it, it would be impossible to accomplish the mission or to attain a specific vision within a company,”(Dumitrana, Mihaela, et al.) Human resource management is, like previously stated, vital to the growth and success of a public agency. Georgia College is not immune to this idea. In order for a human resource department to prosper, there must be lasting relationships between the department and...
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...containers, automotive parts, aircraft related parts, and appliance related parts (Riordan Manufacturing, n.d.). The company's revenue exceeded $1 billion and is a Fortune 1000 enterprise (Riordan Manufacturing, n.d.). Due to current declines in sales and "uneven profits", Riordan embraced changes that included adopting a customer-relationship management system and a Six Sigma quality approach (Riordan Manufacturing, n.d.). While these changes were developed to combat the developing issues with the business end of the company vision and needs, it unfortunately brought about decreases in production and employee satisfaction. In order to combat the issues related to the necessary changes in company practices, Riordan Manufacturing must build human resource planning that address the needs of the employees and brings them on board with the goals and needs of the company. In order to better understand the issues and opportunities facing...
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...PROJECT APPROACH This section describes the nature of solution that can be established through the project and/or the scheme of conveying that solution. This approach identifies the setting, solution and commitment to which the project will be delivered. The content of project approach are Measured Options also known as (Options Considered), chosen options, Objectives and Practically HRIS is a system used by human resources departments to track employees and information about them. A HRIS is often a database system or a series of inter-related databases. Toolwire’s proud to inform you that our software application will combines many human resources functions, incorporating benefits administration, payroll, recruiting and training, and performance analysis and review into one package. Any organization that needs to keep track of a larger number of employees than they can handle with paper records or spreadsheets may be in need of a human resource information system software application. I typically say that companies with greater than fifty active employees, probably needs to at least start looking into what is available within the HR software market. HRIS software has pricing structures that can solve more complex or short statement that you may have can. Author: TEAM B Owner: TOOLWIRE Client: RIORDAN MANUFACTIRUNG'S Document Number: 001002003 Project name RIORDAN MANUFACTIRUNG'S HRIS UPGRADE Draft/ Final Release Date: 11-10-2011 Document History ...
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...GenRays Project Charter Human Resources Information System (HRIS) Project Charter GenRays 15 May 2014 Table of Contents Project Title Purpose Description Objective Success Criteria or Expected Benefits Funding Major Deliverables Acceptance Criteria Milestone Schedule Approval Requirements Project Manager Authorized by Project Title GenRays Human Resources Information System (HRIS) Purpose GenRays’ recent success implementing their financial system as produced cost saving that senior management like to fuel additional growth and expansions to improve the work place. Management has expressed the possibility to implement a new Human Resource Information System (HRIS) with the ability to interact with the payroll functions. The current HR process has several draw backs that are impacting GenRays. In Addition, the payroll function currently does not interact with the HR process effectively. GenRays’ current human resource functions has several drawbacks that has hindered the company from growing and expanding. The First drawback is the ability to recruit the best applicants for positions both internally and externally. Internally, employees are limited on their ability to apply for positions with the business and monitor where they are in the hiring process. Additionally; management does not have the capability to search those applicants and match them to positions that need to be filled. Another factor limiting...
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...GBA 363 MW-12:30 Employee Employment Appraisals 1.01-Purpose An employee appraisal system provides feedback and understanding of an employees job. The feedback allows managers information to asses their performance as well as the employees. These appraisals can also help promote individual needs as well as work objectives and the standards of an acceptable performance. “Performance management should be based on five areas: planning work and setting expectations, continually monitoring performance, developing the capacity to perform, periodically rating performance in a summary fashion, and rewarding good performance.” 1.02-Developing Employee Appraisal Plan First step is to develop guidelines for employees and what they are expected to accomplish. During a rating period there should be a clear set of standards that should be measurable, and achievable. 1.02.01-Elements of Appraisal The areas to be evaluated will consist of: achievements related to set objectives, key strengths that need to be maintained and enhanced, opportunities that should be addressed, attitude and motivation, initiative, organizational ability, and overall work quality. 1.02.02-Standards for Element Criteria Quality, dealing with the manor and how well work was performed. All around the total usefulness and effectiveness of the work. Quantity, how much is expected if this was met, if employee went beyond duty. Timeliness, if deadlines were consistently met. Cost effectiveness, reducing...
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...location can have a high level of compatibility through a standardized operating system. They will begin to implement the new system in six months, and it will be operational by next year's second quarter. Riordan's HRIS system will be updated by a developing team, who will come up with a project plan and tell management what resources they need. To understand the project goal, the problem's domain and stakeholders must be identified. Interviewing different users will pinpoint particular problems in the system and begin to develop a possible solution. “Requirement elicitation must focus on the creation of requirements, not design activities, in order to adequately address users’ concerns and not just developer needs” (Christel & Kang, p. 18, 1992). Sometimes it is an indefinite goal to gather a problem's requirements, and it is possible that design language makes the unclear specifications unverifiable. The following techniques will be used to find specific user requirements. * Workshops- that facilitating meetings with many stakeholders. * Surveys – collecting information from stakeholders anonymously. * Documentation review – using company data to find requirements. Data flow diagrams can help illustrate the system's information. * Prototyping – coming up with models of the project at different stages of development. * Observation – developing requirements by observing natural users. * Focus groups (JAD sessions) – collaborative interviews...
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