...GOOGLE MANAGEMENT 1. The model of GOOGLE’S management The 70/20/10 Model is a business resource management model created by Eric E. Shimit and articulated about Google This model dictates that, to cultivate innovation, employees should utilize their time in the following ratio: * 70% of time should be dedicated to core business tasks. * 20% of time should be dedicated to projects related to the core business.(as part of another team) * 10% of time on projects unrelated to the core business.(something blue sky) Unlike most companies, Google Encourage employees workers to cultivate 20% innovation relate to the project & 10% research out of it, which leads to * The employees output more strategy all the time by considering the consumers first &produce new products up to date * Also, it help the company to keep& stay the talenteted 2. Small Group--sg For some companies, the top-down model results in However, GC operates all products by “small teams”, which is benefit to the improvement efficiently * GC creates the working environment that the employees feel that they are equal and respected to provide ideas They ask Qs directly and answer them patiently. Keeping this environment of working is significant as part of competition in management * in order to get the creative thinking &ideas in different areas, GC hires and choose the workers-high-interests eg: welcome all ideas from parkng system to next...
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...Submitted to Subject Human Resource Management Topic Continuing Case: Carter Cleaning Center (The Job Description) Institute Of Management Sciences, Lahore Human Resource Management Questions 1. What should be the format and final form of the store manager’s job description? There is no standard format as to what should be included in the job description of store manager but most job descriptions cover the following sections • Job identification • Job summary • Responsibilities and Duties • Authority of incumbent • Standards of performance • Working conditions • Job specification 2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? Not all the standards and procedures are important to mention in the body of job description except the ones that are relevant and important for the applicants to know i.e. Performance and Competency standards. Note: It depends upon the type of job under discussion as to what sort of standards to include. 3. How should Jennifer go about collecting the information required for the standards, procedures and job description? First of all Jennifer should conduct a complete job analysis for the job of store manager and she should also check out existing policies and procedures of the company in place, then she should use one or more of the following methods for collecting information about Standards...
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...and the protection of the company's overall reputation. This legacy has to be carried on for every employee and management in order to remain a competitive package delivery company. All of these aspects pertain to this legacy that revolves in human resources department. Name Your Business as a company has become an employer of rewards, opportunity and achievement, and employer of choice. The company's nationally recognized human resources initiatives focus on the idea of keeping the reputation of being the best Business Naming Company in the business. The HR roles and responsibilities have to be followed correctly in order for them to be proper in helping Name Your Business maintain the reputation of having one of the most talented workforces. To define roles of Name Your Business Human Resources organization, the roles represent the interests of NYB administration by actively serving as a leader with the organizational workforce, consultant, resource, and departmental authority on human resource policies, processes, programs, and transactions with support and guidance from management, to support a humane and supportive work environment consistent with the NYB mission and foundation values. In other words, NYB Human resources enforce the policies that the administration establishes and makes sure the policies are interpreted equally and fairly. The Human Resources Department at NYB incorporates several different roles and responsibilities which are; employment training and...
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...Submitted to Name Khuram Shahzad I.D. 083268 Section C Assignment Fourth (4th) Subject Human Resource Management Topic Continuing Case: Carter Cleaning Center (The Job Description) Institute Of Management Sciences, Lahore Human Resource Management Questions 1. What should be the format and final form of the store manager’s job description? There is no standard format as to what should be included in the job description of store manager but most job descriptions cover the following sections • Job identification • Job summary • Responsibilities and Duties • Authority of incumbent • Standards of performance • Working conditions • Job specification 2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? Not all the standards and procedures are important to mention in the body of job description except the ones that are relevant and important for the applicants to know i.e. Performance and Competency standards. Note: It depends upon the type of job under discussion as to what sort of standards to include. 3. How should Jennifer go about collecting the information required for the standards, procedures and job description? First of all Jennifer should conduct a complete job analysis for the job of store manager and she should also check out existing policies and procedures of the company in place, then she...
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...The Effects of Human Resource Management Practices on Productivity Research Working in the steel industry can be quite rewarding at times, but when working in human resources one gets to see a different perspective on things. There was an article written about a study of Steel Finishing Lines and their human resource management practices. That study included a thorough investigation of the productivity effects of innovative employment practices using data from a sample of 36 homogeneous steel production lines owned by 17 companies. The production lapses demonstrated how lines using a particular set of innovative work practices have higher production rates than lines that use a more traditional approach with stricter work rules. The main focus of this research is the people. How are people treated and their response to such treatment? Often times, many companies lose focus of what is actually important for their organization which is the people that they employ. Instead they tend to focus more on the numbers; money being made. The people are what make a company successful; whether it be the people that the company employs or the people that the company serves. At the end of the day it is all one big revolving cycle. This study presented evidence on how productivity is measured based upon the employment practices of some steel finishing locations. One of the primary issues in this study though is that it is not based around a broad spectrum. For example, the study...
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...As of the 90’s to currently, the field of Human Resource has shown considerable changes, in the role of the department and how roles of HR professionals differ then compared to now. The state of HR as far as recruiting, in many big corporations today is being downsized because of portal systems. Portal systems are computer programs that are being used in the HR field to submit our candidates; instead of talking on the phone directly to the HR department your resume would go usually straight to the hiring managers or their assistants to review and bring in the candidates. There are replacements of humane job by technology in the HR field, not to mention globalization, where cheaper labor can be allocated with the use of technology. As far as employee in a corporation or company HR is still a big part of a company they are the people that employees can go to. HR takes care of benefit packages, payroll, training and employee reviews; make sure the laws are upheld, new hire paperwork etc. Outsourcing seems to be the future of HR, prior the same thing happened with the benefits department, HRIS, employee relations; all these departments used to be specialized roles then in the mid 90’s we heard the term “Generalist.” Being in HR requires a number of talents; the role brings with it the potential to make a big impact on the lives of individual working for the company. Some HR departments are being eliminated and outsourced, and that does not look good towards student in school...
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...and other literary sources; in addition company analysis examples are also included in this task. The issues discussed in particular are the evaluation of HRM factions in terms of outsourcing. Table of Contents Executive Summary 1 Introduction 3 Discussion 4 Concept of Our Sourcing 4 HR Fuctions Generally Outsourced 5 Recruitment 5 Training 5 Learning 6 Advantages and Disadvantages of HR Outsourcing 7 Advantages of Outsourcing HR 7 Disadvantages of Outsourcing HR 9 E-HRM 10 Role of E-HRM in Outsourcing HRM Function 11 Advice to the Client 13 Case Scenario Summary 13 Advice 13 Conclusion 16 References 18 Report on Outsourcing Introduction The Intelligent outsourcing is the use of contracted resources, assets and capabilities of a third party, guaranteed quality criteria, performance and value levels against the cost, as well as an evaluation method in order to provide services previously performed within the company. Possibly involve the transfer of part of the existing service provider staff, and /or transformation / rejuvenation support business processes and technology. That is, Outsourcing, outsourcing also called, is the process in which a company delegates a portion of its business process to an external...
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...According to Armstrong (1997) personnel management is a traditional approach to managing people at the workplace .It is more rigid and inflexible in nature .On the other hand, Human Resources management is a new approach to people management at the workplace .It takes a more humane aspect in considering employee desires. Personnel and Human Resource Management rely heavily upon each other to make them both succeed. Personnel Management focuses on the recruitment and management of work that an employee has to do, whereas Human Resources Management focuses on the general well being of all employees and any safety issues that employees may have in the workplace. Organisation and industrial management of employees is also included within Human As such these two have similarities and differences which the paper shall discuss in the following discussion. There are two approaches in employee management. They are the Human Resource Management (HRM) and Personnel Management. Although these two approaches seem different at a glance and on the surface, they are somewhat similar to one another in quite a few ways. Armstrong mentioned in his book “The key to improved business performance” it can be argued that the similarities between Personnel Management and HRM are Personnel management strategies, like HRM strategies, flow from the business strategy. Personnel management, like HRM, recognizes that line managers are responsible for managing people. The personnel function provides...
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...The HRM Models ← There are a good number of models that have been postulated by various scholars to describe the HRM concept. ← However, as shall be seen these various models either fall under the soft or the hard approach of HRM. The Harvard Model ← The Harvard Model was postulated by Beer et al (1984) at Harvard University. ← The authors of the model also coined it the map of HRM territory. ← The Harvard model acknowledges the existence of multiple stakeholders within the organization. ← These multiple stakeholders include shareholders various groups of employees, government and the community at large. ← The recognition of the legitimacy of these multiple stakeholders renders this model a neo - pluralist model. ← This model emphasizes more on the human/soft side of HRM. ← Basically this is because this model emphasizes more on the fact that employees like any other shareholder are equally important in influencing organizational outcomes. ← In fact the interest of the various groups must be fused and factored in the creation of HRM strategies and ultimately the creation of business strategies. Source : Beer et al (1984 : 16) ← A critical analysis of the model shows that it is deeply rooted in the human relations tradition. ← Employee influence is recognised through people motivation and the development...
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...Human Resource School Unit 7 Project Organizational Development for Healthcare Tatiana M. Owens February 28, 2012 HA510-01 Carry DeAtley It’s amazing how people are affected by many factors in the workplace. From management all the way down to self worth. Many times good employees leave companies due to feeling unworthy of the skills they present to the organization. In today’s economy it’s not easy to pick up and move to the next company this is also why there’s a lot of unhappy staff working in organizations just for a paycheck every two weeks. Adopting the human resource theory can definitely help hiring managers to hire the best candidates for the position. Personally I can identify with the Human Resource Management School style by being an employee. I work many people who have different views about their job. You have the theory x people who are lazy and irresponsible and need direction, you have the theory y people who are responsible and work well if rewarded, and you have theory z which are people who feel important especially when making decisions on the job. In today’s economy many people are taking whatever job they can get their hands on just to have a paycheck but are not happy with their duties. This causes decrease efficiency and lack of motivation which can lead to high turnover for organizations and bad reputations for hiring the wrong people. This is why organizations need to plan “the Storey model,...
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...20th century — promoting interest in efficiency Societal: growing acceptance of theory of evolution changed way people thought of communities and societies Protestant work ethic: supported capitalism (became basis of society) Psychology: undergoing change, accepting scientific method Frederick W. Taylor Frederick Winslow Taylor was primarily interested in removing all inefficiency from the workplace, and he targeted his efforts toward the manual worker, aiming to increase their productivity and reduce their judgment. As a result he invented scientific management, which was based on four principles (Beder, 2000, p98): The most efficient way of doing a task should be worked out scientifically; Workers should be carefully selected and trained to do the work in this way; Workers should do their work under the close supervision and control of management and be paid a bonus for doing exactly what they say; Management should take over the planning and thinking part of the work. Taylor considered the manual worker to be stupid, slow and unintelligent, with little or no thinking abilities. The ‘thinking’ part of any job, he claimed, was for intelligent, educated people, and the workers’ job was to “follow instructions about what to do, how to do it and how much time to spend doing it” (Beder, 2000, p98). His approach removed thought, skill, pride and enjoyment from the work process, breaking up tasks and leaving the worker with only the bare necessities. Beder (2000) states...
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...secure structure to assist youth that end up in troublesome situations. Introduction The public service of assisting youth may be one of the most difficult jobs around. Not only does the job have to consider what is in the best interest of the child but it also has to satisfy the child’s parents. Therefore choosing the right individuals to fulfill the dynamic roles within this public service is vital. The South Carolina Department of Juvenile Justice (DJJ) is an agency dedicated to assisting at risk youth with correcting negative behaviors so that they can one day become more responsible members of the community. In order for this agency to accomplish this goal they have to seek resources from many different avenues. Moreover, they have to assure that the quality of life for the housed youth are humane. This is done through proper care, continuous education, and providing the right rehabilitative services possible to name a few. This means drawing in a wide range of candidates to fill positions. DJJ has a very precise hiring process and requires 100 percent of its employees to pass criminal background checks along with history of child abuse examinations. This is to ensure that those working with the agency can provide a safe environment across the board. Furthermore, DJJ takes pride in its ability to generate funding in many different ways. Another important facet of DJJ is its use of...
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...Birmingham Business School Student ID Number: 1258841 Programme: MSc Human Resource Management Module Title: Training and Development Assignment Title: The benifits and barriers of employers adopt strtegic approach to Human Resource Development. Module Leader: Helen Rainbird Deadline: 10/12/2012 Total words (except reference): 2137 Introduction: ‘The number of countries affected, the volume of trade, and the rate of growth are far greater than in any previous phase’ (Stark, 2005). ‘Inevitably globalization is having a huge impact on the role, nature, and purpose of HRD in organizations of all sizes and sectors across the world’ (2009, David Mankin), Globalization is the characteristic of New Economy, it provide a broader opportunities to new economy development. As an organization, employers must consider a strategic process to compete with other competitors and survive under globalization underground. Organisation need ever-improving performance to survive and prosper in today’s competitive world: individual and organisational performance improvements are the keys to competitive advantages. (Raymond J.Stone 2008). A formal planning procedure and a right position in the competitive arena have been seen as the main strategic concerns of the top management. (Mikko Luoma, 2000). With the time passed from the early days of strategic management, there are some evolution has taken place in strategy (Mikko Luoma, 2000). As David Mankin mentioned in his book...
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...The Reaction of Corporate Human Resources Management to the Economic Crisis Finding the ways-out in HR KINGA ILONA BÁRDOSa - ERIKA VARGAb Dobó István Grammar School Széchenyi út 19, Eger 3300, Hungary cetebe@hotmail.com b Károly Róbert College Mátrai út 36, Gyöngyös 3200, Hungary evarga@karolyrobert.hu a T he cyclical movement of the economy is a natural process but, fortunately, a global economic crisis is a rare phenomenon. The credit crunch starting in September 2008 has grown into a global one primarily affecting car manufacturing and then it has its percussions in the whole economy-gradually reaching all the players. The crisis management in human resources implies layoffs, redundancies or shorter working hours and weeks. In many cases there were not wellthought corporate strategies for crisis management as managers as well as employees had to face a problem they had never experienced before. One of the corporate operative steps is to examine and realise how deeply the organisation itself is affected in the crisis. Our objective is to present what theoretical and practical solutions were or are invented besides the ones already mentioned. Keywords: crisis management, human resources management, atypical employment 1. About the crisis in general About a year ago the credit crunch became widespread primarily hitting the financial institutions worldwide and had its impacts felt in the motor industry reaching all players of the economic life. There were no companies...
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...University Marshall Digital Scholar Management Faculty Research Management, Marketing and MIS 1-1-2001 Employee Relations Ethics and the Changing Nature of the American Workforce Chong W. Kim Marshall University, kim@marshall.edu Dennis Emmett Marshall University, demmett@marshall.edu Andrew Sikula Sr. Marshall University, sikula@marshall.edu Follow this and additional works at: http://mds.marshall.edu/mgmt_faculty Part of the Business Law, Public Responsibility, and Ethics Commons, and the Labor Relations Commons Recommended Citation Kim, C.W., Emmett, D., & Sikula, A., Sr. (2001). Employee relations ethics and the changing nature of the American workforce. Ethics & Behavior, 11 (1), 23-38. This Article is brought to you for free and open access by the Management, Marketing and MIS at Marshall Digital Scholar. It has been accepted for inclusion in Management Faculty Research by an authorized administrator of Marshall Digital Scholar. For more information, please contact zhangj@marshall.edu. clash between entrepreneurship and stewardship or capitalism and spiritualism remains. The war between economics a~d ethics continues, using newer concepts as surrogates for past phrases (Rice, 1994). However, whether explained by global competition, continuous improvement, reengineering, telecommunications, virtual employees, pay-for-performance, management by objectives, management by results, Total Quality Management, or value added situations, bottom-line...
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