...Integration vs Generic Approach Sandra Kokke Kaplan University College Composition Integration vs Generic Approach When it comes to human services there are two different approaches that are mainly used. The approaches that are basically used are integration and generic. A lot can be said for integration, but not as much can be said for the generic approach. We will start with integration since that is the topic with the most information. Integration offers a significant opportunity to improve the services that we provide to the people in our communities. Cities now have the authorization and experience to take on integration. We are at the point where we can start to learn from each other. The main committee that decides priorities which is called the steering committee believes that the issue of integration has been talked about so much that now it is time to take action. The committee needed to use an earning process, these implications were reinforced when the research showed that there is little literature on human services integration. There are no “models” to show any evidence of this either. Integration in human services is a system of different services that can be offered to families. They are coordinated to try to fit the needs of the people. The services are supposed to help people maximize their potential, improve the quality of their lives and make contributions to their community. To develop an understanding to peoples’ needs and their participation...
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...Integration vs Generic Approach Sandra Kokke Kaplan University College Composition Integration vs Generic Approach When it comes to human services there are two different approaches that are mainly used. The approaches that are basically used are integration and generic. A lot can be said for integration, but not as much can be said for the generic approach. We will start with integration since that is the topic with the most information. Integration offers a significant opportunity to improve the services that we provide to the people in our communities. Cities now have the authorization and experience to take on integration. We are at the point where we can start to learn from each other. The main committee that decides priorities which is called the steering committee believes that the issue of integration has been talked about so much that now it is time to take action. The committee needed to use an earning process, these implications were reinforced when the research showed that there is little literature on human services integration. There are no “models” to show any evidence of this either. Integration in human services is a system of different services that can be offered to families. They are coordinated to try to fit the needs of the people. The services are supposed to help people maximize their potential, improve the quality of their lives and make contributions to their community. To develop an understanding to peoples’ needs and their participation...
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...© 2005 Intellect Ltd Article. English Language. doi: 10.1386/jots.2.2.83/1 Towards a generic international human resource management (IHRM) model Jie Shen University of South Australia Abstract Keywords Reflecting the prevailing Western literature and based on an empirical study in Chinese multinational enterprises (MNEs), this study develops an IHRM model and argues that it can be widely applicable. The model indicates that an MNE’s IHRM policies and practices are the interaction of the home HRM system, firmspecific factors and host-contextual factors. The firm-specific and host-contextual factors have a differentiated, changing and concurrent impact on IHRM policies and practices. There is also interplay between IHRM policies and practices. Intervening factors and their impact may vary over time and in different contexts. IHRM IHRM model intervening factors Chinese IHRM multinational enterprises (MNEs) Internationalization and the effective use of international human resources are two major issues facing firms in today’s global economy. As more and more firms operate internationally, there is a clear need to develop an understanding of how to manage human resources that are located outside the domestic environment. An IHRM system is a set of distinct activities, functions and processes that are directed at attracting, developing, and maintaining the human resources of a multinational enterprise (MNE). These activities, functions and processes...
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...strategy, and (6) evaluate and control the strategy. Business Policy is a set of prescribed and discretionary statements, limiting actions of individuals in the firm, as set forth in directives and guides. Mission is the reason for which the firm exists, and what it will do. Basically, it describes the products/services to be supplied, the markets to be served, and the technology applied (if important). Vision Statement answers the question, What do we want to become? Goals express the aspirations of the firm, general ends that cannot be measured. Ex. “In unrelenting pursuit of perfection.” Objectives are specific targets to be accomplished by a specified time. Ex. “Profits will grow at the rate of 5% annually for the next five years.” Long-term objectives (5 years or more) are strategic objectives and define the desired character of the company, at the specified time. Strategy is simply the means or general actions to be taken to achieve long-term objectives. Strategic management is the work of the General Manager. General Manager is a person who is responsible for a profit center, as opposed to a functional manager who is responsible only for a cost or revenue center. Generic Strategy is the name for a group of similar specific strategies. Levels of Strategy 1. Corporate level. What types of businesses should we be in? 2. Business level. How do we compete? 3. Functional component level. What should our organization do to synchronize with the business-level strategy? Opportunity is...
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...(2007) in Beardwell, I., Claydon, T. & Beardwell,J. Human Resource Management: A Contemporary Approach, 5th Edition, Pearson Exploring the Relationship between Strategic Management and SHRM: The Best-Fit School of SHRM The Best-Fit (or contingency) school of SHRM explores the close link between strategic management and HRM, by assessing the extent to which there is vertical integration between an organisation’s business strategy and its HRM policies and practices. This is where an understanding of the strategic management process and context can enhance our understanding of the development of SHRM, both as an academic field of study and in its application in organisations. The notion of a link between business strategy and the performance of every individual in the organisation is central to ‘fit’ or vertical integration. Vertical integration can be explicitly demonstrated through the linking of a business goal to individual objective setting, to the measurement and rewarding of that business goal. Vertical integration between business strategy or the objectives of the business and individual behaviour and ultimately individual, team and organisational performance is at the core of many models of SHRM. Inherent in most treatments of fit is the premise that organisations are more efficient and /or effective when they achieve fit relative to when a lack of fit exists (Wright & Snell 1991:757) . This vertical integration or ‘fit’ where ‘leverage’ is gained through procedures...
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...Adrian Payne & Pennie Frow A Strategic Framework for Customer Relationship Management In this article, the authors develop a conceptual framework for customer relationship management (CRM) that helps broaden the understanding of CRM and its role in enhancing customer value and, as a result, shareholder value. The authors explore definitional aspects of CRM, and they identify three alternative perspectives of CRM. The authors emphasize the need for a cross-functional, process-oriented approach that positions CRM at a strategic level. They identify five key cross-functional CRM processes: a strategy development process, a value creation process, a multichannel integration process, an information management process, and a performance assessment process. They develop a new conceptual framework based on these processes and explore the role and function of each element in the framework. The synthesis of the diverse concepts within the literature on CRM and relationship marketing into a single, process-based framework should provide deeper insight into achieving success with CRM strategy and implementation. ver the past decade, there has been an explosion of interest in customer relationship management (CRM) by both academics and executives. However, despite an increasing amount of published material, most of which is practitioner oriented, there remains a lack of agreement about what CRM is and how CRM strategy should be developed. The purpose of this article is to develop a...
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...Adrian Payne & Pennie Frow A Strategic Framework for Customer Relationship Management In this article, the authors develop a conceptual framework for customer relationship management (CRM) that helps broaden the understanding of CRM and its role in enhancing customer value and, as a result, shareholder value. The authors explore definitional aspects of CRM, and they identify three alternative perspectives of CRM. The authors emphasize the need for a cross-functional, process-oriented approach that positions CRM at a strategic level. They identify five key cross-functional CRM processes: a strategy development process, a value creation process, a multichannel integration process, an information management process, and a performance assessment process. They develop a new conceptual framework based on these processes and explore the role and function of each element in the framework. The synthesis of the diverse concepts within the literature on CRM and relationship marketing into a single, process-based framework should provide deeper insight into achieving success with CRM strategy and implementation. ver the past decade, there has been an explosion of interest in customer relationship management (CRM) by both academics and executives. However, despite an increasing amount of published material, most of which is practitioner oriented, there remains a lack of agreement about what CRM is and how CRM strategy should be developed. The purpose of this article is...
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... external and internal performance, financial and non-‐financial performance and different stakeholder perspectives. BCG (Boston Consulting Group) Matrix Tool to assess the organisation’s products in terms of market growth and the organisation’s market share, making it easier to identify any promising product areas that are either core to the organisation or the market, or well positioned for growth. Behavioural approach Suggests that leaders can be trained, as opposed to having the traits of leadership at birth (traits approach). Blue Ocean Strategy Creation of new, undiscovered markets through...
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...including Michael Porter’s generic strategies: cost leadership, differentiation, and focus. Guidelines are presented for determining when it is most appropriate to pursue different types of strategies. An overview of strategic management in nonprofit organizations, governmental agencies, and small firms is provided. Long-term Objectives: Long-term objectives represent the results expected from pursuing certain strategies whereas strategies represent the actions to be taken to accomplish long-term objectives. The time frame for objectives and strategies should be consistent, usually from two to five years. Objectives serve as standards by which individuals, groups, departments, divisions, and entire organizations can be evaluated. Long-term objectives are needed at the corporate, divisional, and functional levels of an organization. They are an important measure of managerial performance. Success only rarely occurs by accident; rather, it is the result of hard work directed toward achieving certain objectives. The Nature of Long-Term Objectives: Objectives should be quantitative, measurable, realistic, understandable, challenging, hierarchical, obtainable, and congruent among organizational units. Each objective should also be associated with a timeline. Objectives are commonly stated in terms such as growth in assets, growth in sales, profitability, market share, degree and nature of diversification, degree and nature of vertical integration, earnings per share, and social...
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...telecom market in the world, all leading firms in each subsectors of Global telecom equipment take this opportunity to invest in china. Huawei, a Chinese challenge, was starting its challenge to Cisco insurmountable leadership position in international telecom equipment industry. Besides, to succeed its challenge Cisco in this industry, Huawei’s needed to show it pin-point company strategy on its capabilities and core competencies, generic competitive strategy framework and international strategy to against Cisco. Huawei’s Capabilities and Core Competencies Huawei’s Resources audit First of all, Huawei’s existing finance funds is large included working capital such as investment on more than US$370 million for its own Code-Division Multiple Access Technologies. On the other hand, Huawei’s have its “guanxi” relationship network to raising funds. For example the bank will give financial support and give favorable credit limit for the company. This showed Huawei’s have enough finance resource to supporting it strategy. Secondly, Huawei’s human resources own total 24,000 employee’s majority of staff have high education level such as bachelors, master or Phd. Furthermore, the overall standard of the staff training is higher because all new employees were put through intensive military-style training for few months. In addition, it affects the intangibles resources such as the morale and business culture. The morale is high because military-style focus on team-success rather...
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... Describe each of the four approaches to strategy making and discuss how their integrated to HRM Classical approach The classical approach is the most prominent of the four approaches to strategy. It is a rational and deliberate approach to strategy formulation with a unitary objective of profit maximization (Whittington, 2001). The classical approach assumes the business environment to be predictable and so designs a rational and logical approach that will enable the organization to achieve its goals and objectives. For the Classical approach, planning can adapt to and anticipate market change. Strategy is a rational process of deliberate calculation and analysis, designed to maximize long-term advantage profit-maximization. This is done by objective decisions at one remove from the business battlefield itself. The classical approach uses rational planning methodology such as PESTLE analysis to craft strategy (Mullins, 2007). Evolutionary approach The evolutionary is an emergent approach to strategy formulation, it relies on the ability of the market to secure a unitary goal of profit maximization. It believes that 'evolution is nature's cost benefit analysis' (Einhorn & Hogath 1988:114 cited in Whittington 2001, p.16) and so it does not matter whatever the strategy the manager puts in place, it is the market that will decide the best. For the Evolutionary approach, markets are too tough and too unpredictable for heavy investments in strategic plans. They expect markets...
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... BY NAME: IREDIA OSAGIE MODULE: SERVICES STRATEGY TABLE OF CONTENT 1. Abstract 2. Introduction to Strategy 3. Industry and Market in which Santander competes 4. Structure and dynamics of the market in which Santander competes 5.1 The threat of entry 5.2 Bargaining power of Supplier 5.3 Bargaining Power of Buyers 5.4 Threat of Substitutes 5.5 Rivalry among existing competitors 5. Critical success factors for competing in the industry 6. Its resources, competences, capabilities and how Santander differentiates itself from competitors 7. Its sources of competitive advantage 8. The major Macro/Micro environmental strategic marketing issues facing Santander, its view as an opportunity or threat, time frame for which each issue will be most relevant and the level of priority to be assigned to them 9.6 Political issues 9.7 Environmental issues 9.8 Social issues 9.9 Technological issues 9. To what extent can Santander’s strategy be described as being marketing oriented, what other strategic orientations could be considered 10. Other strategic orientation that could be considered 11. Strategy evaluation methods utilised 12. Similarities and differences of the different schools in analysing Santander 13. Appropriate strategy approach 14. Other issues that would minimise...
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...literature review presents a critique of research material that provides the basis for the project. This material includes a number of texts, journals and research papers as well as additional information sourced from the Web. As drawn from the literature, the subject areas covered include; history and background to modern biometrics; technological, social, organisational and environmental influences; key technologies in the market today; design issues, including security, performance and testing. In chapter 3, attention turns to requirements analysis for the development of a fingerprint recognition system. The process follows a requirements engineering approach to development by formally establishing user requirements and allowing continuous requirements assessment throughout the project life-cycle. The design approach and methodology used to model the problem are also addressed here. Chapter 4 deals with high level design issues such as requirements engineering in the solution domain; assessment and selection of technology options; project management and implementation strategy and evaluation of user requirements. Acknowledgements...
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...relation to Autoglass 13 Task 3 15 3.1Analyze possible alternatives strategies relating to substantive growth, limited growth and retrenchment 15 3.2 Select an appropriate future strategy for Autoglass 18 Task 4 20 4.1 Compare the roles and responsibilities for strategy implementation of Autoglass 20 4.2 Evaluate resource requirements to implement a new strategy for Autoglass 21 4.3 Discuss targets and timescales for achievement for Autoglass to monitor a given strategy 21 Conclusion 22 References 23 Executive Summary Autoglass has been able to emerge itself as a reliable source of repairing centre of windscreen as it ensures the most effective and long lasting repairing service for its customers. Performing several result. It shows that Autoglass is happily providing services 92% of the customers. At the very beginning when they have started to operate their business, they have given prior on the necessities and also offering any kind of modification needs as far as the windscreens are concerned. So within about no time, Autoglass has been successful in their business operation and at present they have now around five hundred branches all over the Europe. Task 1 1.1 EXPLAIN THE ROLE OF STRATEGY, MISSION, VISIONS, OBJECTIVE, GOALS AND...
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...CHECKLIST 10 5.1 Key considerations for effective workforce planning 10 6 UNDERPINNING KNOWLEDGE FOR WORKFORCE PLANNING 12 Introduction Workforce planning is the continuous process of ensuring that the right people are in the right place at the right time, in order to accomplish the organisation’s mission now and into the future. Its fundamental purpose is to align and integrate the organisation’s workforce with its strategic goals and objectives. The degree to which the organisation has the appropriate skills, the correct numbers and the right talent mix to achieve its mission in a dynamic external environment will be crucial to its continued success. It is also about the sound management of human capital processes, including recruitment, retention, development, redeployment, and retirement planning for minimal loss of knowledge. Workforce planning can assist TAFE Institutes anticipate the staffing and skill requirements of the changing VET environment. This is essential if the TAFE sector is to adequately meet the changing demands of its operating environment and specific markets. Some Institutes are already taking action to shape their future workforces, thus ensuring their continued ability to deal with business challenges in the medium to longer-term. A range of approaches and...
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