...Table of Contents Introduction 2 Differences between Domestic and International Human Resource Management 2 What is Expatriate 4 IHRM has three dimensions 4 International assignments create expatriates 5 Increasing Importance of International Human Resource Management 6 Significance of International Human Resource Management 9 Conclusion 11 Reference……. 12 Introduction As we enter the new millennium, more and more companies are recognizing the importance of managing their human resources as effectively as possible. They are also recognizing that doing so, however, cannot be done without recognition and incorporation of the global context. It is virtually impossible to read a business periodical or newspaper anywhere in the world without seeing stories detailing the success of a company due to how effectively it manages its people. As the environment becomes more global, managing people also becomes more challenging, more unpredictable and uncertain and more subject to rapid change and surprise. Thus what we are witnessing within human resource management (HRM) is the rapid appreciation for and development of all aspects of global and international activities and issues associated with and affected by HRM. And because the importance of managing people effectively in the global context is so great, many companies are devoting a great deal more time, attention, skill, and effort into doing it well. To be successful, many firms have to compete...
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...Human Resource Management refers to systematic approach to problems in any organization. Human Resource Management is concerned with all aspects of managing the human resources of an organization. According to Likert,’’Every aspect of firm’s activities is determined by the competence, motivation and general effectiveness of its human organization. Of all the tasks of management, managing the human component is the central and most important task because...
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...organizational level changes to handle the increasing customer demands and planning for the future strategies. Following were the challenges which Ghosh faced when he joined Appex: 1) The organization was initially small and the decision making was centralized among the key executives. All other employees were only involved in developing and selling products. 2) People had expertise in definite sectors but everybody did anything which came to their mind. 3) There was no functional structure, roles were not defined and there was no job description 4) As the market was growing, more projects poured in and people worked on many projects at once 5) The environment started becoming chaotic and the company was spending cash quickly without monitoring its expenses. 6) Employees were only “fire-fighting” with the existing operations and there was no development or underlying planning structure. 7) Customer complaints started increasing and Appex was unable to handle the increasing demand and volume of customer requests. 8) Company started missing the installation dates and fell behind schedules, there were failures in product development. 9) Information flow started becoming difficult, there were clashes in the product development process and coordination and integration started falling apart. 10) There was no financial planning, the operations became unproductive and looseness of projects didn’t work. 2. Evaluate the importance of each of the structural changes Shikhar...
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...(recruitment, retention, professional development etc.) but less has been written about how to develop strategies to leverage diversity in other areas. This study proposes an approach to exploring diversity through the value chain and a tool to help an organization assess its strategy. The Diversity Audit Tool (DAT) was developed from an analysis of current diversity practices in the Information Communications and Technology (ICT) Sector in Canada. This paper will review the dimensions of the tool and compare it to six other diversity lenses. Keywords: Diversity assessment, diversity audit tool, diversity lens, “business” case for diversity. Increasingly corporations in Canada have stressed the importance of embracing diversity and have stressed the benefits of creating inclusive work environments which: Promote the work of all organizational members and ensures that it is acknowledged, respected, and that employees are compensated equitably for it Value diversity both within the organization and outside of it Implement a meritocracy – rather than non-job-related ascribed characteristics – ensuring the need for equality and fairness underpins the organizational culture Emphasize individual accountability at all levels of the organization Constantly communicate the organization’s commitment to diversity both through language and through action and in a clear manner (Digh, 1998; D’Netto & Sohal, 1999; Schmidt, 2004; Beaver & Hutchings, 2005; Conference Board of Canada, 2006; Conference...
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...To be a firm operating in the Twenty-first century requires an organization to continually grow and improve in order to survive in the hugely competitive business climate that exists today. As a result, it is important that a firm knows how to make effective use of all its resources and thus achieve competitive advantage against its competitors. One resource in particular proves to be immeasurable in terms of importance and can be considered a company’s greatest asset - the human resource. Focusing on company structure and culture, acknowledging the role these factors – amongst others – play in attracting, driving and retaining skilled and hardworking employees can make a huge difference for a company’s bottom line ('A treasure too valuable to waste', 2010). Being able to identify promising individuals and differentiating potentials when hiring or promoting staff, establish adaptable organizational structures that encourage work-life balance, promote diversity and inspire employees is an invaluable management skill that allows firms to efficiently make use of its human resources. This type of management is otherwise known as Human Resource Management (HRM) ('A treasure too valuable to waste', 2010). This essay aims to discuss how HRM can be used to increase employee commitment and organisational performance through the use of different human resource management models. The definition of HRM will be further discussed and the different models that firms may use to achieve objectives...
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...ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS A STUDY ON THE IMPACT OF REWARDS ON EMPLOYEE MOTIVATION IN THE TELECOMMUNICATION SECTOR OF PAKISTAN Farheen B. Zaidi 1, Zahra Abbas 2 JULY 2011 VOL 3, NO 3 Abstract A good reward system is necessary to motivate the employees of an organization. This study was conducted in order to investigate the impact of rewards on the motivational level of employees of telecommunication sector of Pakistan. The impact of three independent variables rewards, monetary rewards and non-monetary rewards on the dependent variable motivation was studied. Four dimensions of motivation, focus, determination, effort and satisfaction were considered for the development of theoretical framework. A total of 292 questionnaires were returned fully complete. The research study showed that there exists a strong positive relationship in rewards and motivation among the employees. It was concluded that monetary rewards have greater impact on motivation of employees than the non-monetary rewards. Significant differences in rewards offered to employees and motivation level were found in the analysis of comparison of means with respect to gender, age group, marital status, working duration in the organization and salary. Keywords— Focus, Determination, Monetary Rewards, Non-Monetary Rewards, Motivation, Rewards . INTRODUCTION "Motivation is the art of getting people to do what you want them to do because they want to do it...
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...the driving force behind a successful organization, human resource is one of the most critical ones. A successful organization needs to have the right set of people doing the right kind of jobs. With every profile of work comes an expectation of appropriate compensation. It is more often than not decided based on industry standards. As the company under consideration faces the problems of increased cost and delayed delivery due to increased defects in the product WooWoo, there seems to be a drop in the motivation level and reduced team work between the employees. Organization motivation plan Following are some of the measures that can be taken in designing the motivation plan for the organization – Invest in compensation packages – Since the organization has only 50 employees and considering that the sales of its widget are high, a slight investment in the compensation packages of the employees can be considered to increase motivation, satisfaction and productivity. Increasing the scope of the variable component in the compensation package can serve a good purpose wherein the individual employee and the entire team can be incentivized to increase production and improve product quality Flexible working environment – Employee satisfaction levels can improve by creating a suitable and flexible environment at work. Incentives such as flexible working hours and telecommuting can improve the work-life balance of the employees thereby increasing their satisfaction levels and reduce...
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...of HR as defined in the strategic map. Overall the aim of the paper is to show the possibilities of using the modern Balanced Scorecard method in human capital. Key words: key performance indicators, entrepreneurial sector, HR scorecard, performance, Balanced Scorecard 1. INTRODUCTION Many companies have implemented tools for measuring their performance in order to stay in business and come in contact with tough competition. Organizations must face not only to more demanding conditions but in the current period to the world financial crisis as well. Due to these reasons, the organizations are forced to measure performance of the organization and contribute to the stability of the organization in today´s competitive environment. Organizations try to measure performance according to the financial drivers but in the recent period top leaders attempted to find new performance indicators which would take the “wind from sail” to their rivals in the market. One of these competitive advantages is human capital. As the Tootell et al. (2009) stated “since 1980s there has been an increasing emphasis on the importance of HR measurement.” Yeung and Berman (1997) declared that “HR measures should be impact rather than activity orientated, forward looking than backward looking, and should focus on the entire HR system not just on individual practices.” Toulson and Dawe (2004) identified three obstacles in measuring HR: lack of HR experience and precision and difficulties in measurement. There...
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...is to focus on the importance of the partnership of the human resource department to the success of organization and its workforce. “Profitability is one of the primary reasons why human resources management should be a strategic business partner.” (Ruth Mayhew, 2014) The key question that the authors are addressing is… The key question the authors are addressing is “Why Is It Important for HR Management to Be a Strategic Business Partner?” Recognizing the worth of HR management is a serious step in developing business strategy, and it takes human resources management’s cutting-edge principles and business insight to put those plans into action. Although many HR functions have begun to play a strategic role in guiding succession management, knowledge retention, and other business initiatives, there is still opportunity for such functions to improve and truly transform key influencers and decision-makers. The persistent need for organizations to maintain a diverse pool of talented leaders, capture expertise from exiting employees, and outsource transactional activities to focus on core capabilities has heightened the importance of the HR function. The most important information in the article is… The most important information in this article is providing insight on how human resource departments/manager affects a company’s profitability, funding, perception, balance and value. Another aspect of becoming a strategic partner with the business is demonstrating support...
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...defined in the strategic map. Overall the aim of the paper is to show the possibilities of using the modern Balanced Scorecard method in human capital. Key words: key performance indicators, entrepreneurial sector, HR scorecard, performance, Balanced Scorecard 1. INTRODUCTION Many companies have implemented tools for measuring their performance in order to stay in business and come in contact with tough competition. Organizations must face not only to more demanding conditions but in the current period to the world financial crisis as well. Due to these reasons, the organizations are forced to measure performance of the organization and contribute to the stability of the organization in today´s competitive environment. Organizations try to measure performance according to the financial drivers but in the recent period top leaders attempted to find new performance indicators which would take the “wind from sail” to their rivals in the market. One of these competitive advantages is human capital. As the Tootell et al. (2009) stated “since 1980s there has been an increasing emphasis on the importance of HR measurement.” Yeung and Berman (1997) declared that “HR measures should be impact rather than activity orientated, forward looking than backward looking, and should focus on the entire HR system not just on individual practices.” Toulson and Dawe (2004) identified three obstacles in measuring HR: lack of HR experience and precision and difficulties in measurement...
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...Management of Human Resources HR is the key to organizational success or failure. HR policies and practices must be tired to overall organizational strategy. Discuss with examples, how the organization can develop competitive advantage through superior Human Resource Management. In order to ensure organizational success, there are various things to keep in mind. Firstly we need to define the organization strategy. What is an organizational strategy? Kay states that strategy is about the achievement of competitive advantage which, in his view, is based upon an organizational identifying, developing and applying to relevant markets its distinctive capabilities, which are most often derived from the unique character of its relationships with its suppliers, customers or employees.’ The strategy would include aspects such as cost minimization which would involve optimum utilization of resources at minimum possible cost, this a traditional approach, on the other hand an organization could adopt profit maximization strategy which would involve taking risks and thus a more unconventional approach. Typically once the strategy is prepared the focus is on accomplishing these objectives. But how can this be done? Do you remember the first day at work? It’s a mixed feeling of nervousness and excitement. You get all geared up to commence our first assignment and go to the managers cabin and get all the required details of the assignment. But what is the most crucial thing in order...
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...Master of Business Administration International Programme Managing People in Organizations ASSIGNMENT OCTOBER 2010 – SEPTEMBER 2011 Prepared by Karim Saied Ibrahim Mahmoud El Sisi Submitted on 22 of August 2011* Introduction The success of any organization is depending on a lot of factors, but the most important factor is the management. Management is like the maestro of the musical band. Can you imagine band without maestro, like company without management. So in recent decades, all the organizations start to recognize the importance of management. So there are a lot of books and studies investigate the importing of management and the type of management. What is the management According to According to Harold Koontz, “Management is an art of getting things done through and with the people in formally organized groups. It is an art of creating an environment in which people can perform and individuals and can co-operate towards... Task 1 Research Task 2 Report Report Section A – Communication Practices: Benefits of effective communication on organisation: Communication is one of the basic functions of management in any organization and its importance can hardly be overemphasized. It is a process of transmitting information, ideas, thoughts, opinions and plans between various parts of an organization.” Communication is the process of conveying information from a sender to a receiver with the use of a medium in which the communicated information...
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...Importance of Training in the Workforce Ardelia Houston HRM/326 April 6, 2015 Dennis Heins Importance of Training in the Workforce The importance of training in the workplace stems from motivation, because it is an essential part of the employee, and the organizational success of a business. In most business employees tend to get irritated or frustrated when he or she works for a long period of time. Most employees of an organization get frustrated from working for a long period time, therefore, it is up to the company to create training courses to encourage its workers, and their quality of work. Motivation is a drive that helps increase the performance of productivity of an organization. It is important for businesses to achieve a pattern of training goals or objectives for employees to learn legal aspects of the company, and learn to work in a diverse environment create growth or profits. In order for a company to become successful in the marketplace, it is important for training courses to take place. When training course occurs it can increase, motivate, and provide potential growth for the employee. Training sessions help to build career development that produces a healthy image for the business, and the consumer. Human resource use learning classes to achieve long, and short-term objectives, and goals. A strong sense of cooperation, and teamwork, and urgency to learn when staff members have the proper training. Employees work together as a unit, and team...
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...The Importance of Organizational Resources MGT/330 October 18, 2011 Kathy Pennington The Importance of Organizational Resources An organization is a collective group of people, thoroughly structured and managed to convene a need or to pursue shared goals on a long-term basis (Business Dictionary, 2011). Organizations have a management structure that will help establish communication between the functions and the positions. Further, the management structure is divided into parts and assigns roles, tasks, and ability to carry out defined responsibilities. The organizing function of management impacts many levels of a company’s operation, and it also helps clarify the role positions of managers. Knowledge and human resources are two key resources that can help a company work more efficiently and effectively (Bateman & Snell, 2009). In this paper I will evaluate the organizing function of management if the retail company Gap Inc, as it relates to knowledge and human resources. Gap Inc. was founded in 1969, in San Francisco, California. It currently has about 3,100 stores and more than 134,000 employees across the United States, United Kingdom, Canada, China, France, Ireland, Japan, and Italy. The company's executive management team is focused on restoring the shape of the brands and reaching a goal for opportunity growth (Gap, 2011). Knowledge In today’s globalized and highly competitive business...
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...i) The Importance of SERVQUAL The importance of the SERVQUAL, is that it is widely used within service industries to understand the perceptions of target customers regarding their service needs. As well as to provide a measurement of the service quality of the organization. It may be also be applied internally to understand employees’ perception of service quality, with the objective achieving service improvement. “Despite numerous criticisms, SERVQUAL continues to appeal to both academics and practitioners. Originally developed and tested in the consumer retail environment, more recent replications have extended to the industrial market, the public sector, information systems, real estate, hospitals and the legal profession.” Advantages A Comprehensive and thorough examination of service needs and service quality provides an invaluable approach to improving service quality. The SERVQUAL provides detailed information about. • Customer perceptions of service( a benchmark established by your own customers) • Performance levels as perceived by customers • Customers comments and suggestions • Impressions from employees with respect to customers’ expectations and satisfaction “Lewis et al. (1994) have explored and identified a number of possible benefits service organisations can look forward to when they pursue service quality. Service organisations are competing to achieve sustainable competitive advantage through providing a high-quality service to their existing...
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