...Slide 2: The environmental forces impacting Human Resource: Two types: 1) Internal * Organizational culture- Organizational culture consists of the core values, beliefs, and assumptions that are widely shared by members of an organization. It serves a variety of purposes: • communicating what the organization “believes in” and “stands for” • providing employees with a sense of direction and expected behaviour (norms) • shaping employees’ attitudes about themselves, the organization, and their roles • creating a sense of identity, orderliness, and consistency • fostering employee loyalty and commitment. Below characteristics captures the essence of organizational culture: * Innovation and risk taking * Attention to detail * Outcome orientation * Team orientation * Aggressiveness * Stability * Organizational Structure * Organizational structure determines how the roles, power and responsibilities are assigned, controlled, and coordinated, and how information flows between the different levels of management. * A structure depends on the organization's objectives and strategy. 2) External * Economic- The economic environment has a major impact on business in general and the management of human resources in particular. Economic conditions affect supply and demand for products and services, which, in turn, have a dramatic impact on the labour force by affecting the number and types of employees required, as well...
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...maximize their resources and staff as organizations look to grow." The Evolution of HR Professionals Coach. Counselor. Employee advocate. Business strategist. As the business world changes, so does the role of HR professionals. Since human resources is a business-driven function, effectiveness depends on a thorough understanding of the strategic corporate direction, as well as the ability to influence key policies and decisions. In addition, human resource management challenges must be defined and solutions determined in order to succeed. Today's Top 10 Human Resource Management Challenges Due to the fluctuating economy as well as local and global advancements, there are many changes occurring rapidly that affect HR in a wide range of issues. In the Survey of Global HR Challenges: Yesterday, Today and Tomorrow, conducted by PricewaterhouseCoopers on behalf of the World Federation of Personnel Management Associations (WFPMA), several challenges for human resource management were revealed. This survey, which concluded that "despite national and regional differences, there was...
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...Running head: Ethical Issues in HRM Strategy HRM 530: Assignment #1 Nakesha Booker Strayer University Dr. Obi Iwuanyanwu July 15, 2012 When hired as a newly HRM (Human Resource Management) consultant, you must first understand your role before you can began assisting with any issues or other areas of overlap. The primary role of a HRM consultant “is to assist the client to identify needs, develop an action plan and facilitate change to enhance the success of your organization. Our management, human resource, and training services are designed to improve productivity, efficiency, communication and employee morale” (Welcome to HR Consultants, Inc., 2009). Once you have a thorough understanding of your duties in this role you can successfully develop an action plan that will aid in the implementation of necessary changes within the organization. Some areas of overlap that you many encounter in a new client organization could include; but not limited to the following: talent acquisition, retention, employee morale, and training. Each of these roles (in my opinion) is vital in the successfulness of any organization. If you, as a HRM consultant can acquire the needed talent, effectively train them while instilling the need of excellent employee morale, you will be able to retain these employees keeping, while maintaining a high retention rate. While not all candidates selected will be successful, the important part is that HRM consultants keep...
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...Importance of HRM Issue 1.When we talk about organizaiton’s management, we cannot ignore the compensation management of HR department. The compensation is directly impact on organization’s budget and employ’s performance. 2.First the first aspect, we all know that organization’s pay level is based on the organization’s goal, market dara, legal requirements and principal fairness. (Noe, Hollenvech, Gerhart, Wright, 2011, p363). Because capital is limited, organization’s HR department often makes the upper limit. However they still want to abstract talent to perform best (work performance management), so there is a balance to keep on the pay level. 3.“Compensation satisfactory degree is a relative concept refers that the employees are to improve the motivation and source of economic progress based on the enterprise, they have occupied absolute proportion in total capital” (Michael Armstong&Helen Murlis2000). 4.Some staff's work enthusiasm is not high. Some employees lack the sense of belonging to a company, resulting in the loss of passion. So companies attach great importance to this problem. To establish a good working relationship, provide the appropriate level of compensation is an important aspect(Kenan S．Abosch and Janice S．Hand，1 998). .“Satisfied or not is one of people’s mood and emotional reactions, from the point of equity in compensation, when determining whether satisfied or not for people, people tend to compared with reference, if people feel input and...
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...| | |Ethical Issues in HRM Strategy | | | |Raynor | | | |Dr. Morgan | | | |HRM 530 – Strategic Human Resource Management | | | |October 28, 2012 | | ...
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...Ethical Issues in HRM Strategy By: Cynthia Chamberlain Strayer University Professor David Frost Week of Jan. 21, 2013 Identify the areas of overlap in the new client organization with others that you have had as clients. If you have limited experience with these types of problems, be sure to research common issues to complete this question. As an HR function, the areas such as industrial relations, employee relations and employment legislation are intertwined. Whenever an organization engages the services of an outside consultant, they are expecting that consultant to draw on the knowledge and experience gained from working with other companies. Although the new client is experiencing the same problems and situations as former clients, you must handle the new client in a unique manner, tailoring answers to its individual needs. Consultants are often used in the areas of training and development, compensation administration, benefits, staffing, and labor law, and there could be overlaps. If the organization has undergone a merger, rightsizing, or downsizing, employee morale and enthusiasm may be affected. In an article written for the Society for Human Resource Management (SHRM), Sarah Hathorn notes, “People are worried about their jobs and there may be a lot of redundancy and overlapping of responsibilities.” HR consultants can provide stability by exerting leadership when needed and continuously searching for solutions to problems. (Grensing-Pophal, L., 2011) ...
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...HRM Issues/Diversification Strategies Global demand for steel expanded continuously throughout the 1960s, a demand domestic producers elected to not meet, choosing only to match domestic consumption requirements. This presented an opportunity for up-start foreign producers to strengthen themselves without directly competing against producers in the United States. Throughout this expansion, the relationship between management and labor soured. The Nucor Corporation broke into the industry with a workforce that consisted of farmers, mechanics, and other motivated workers. The company experienced various pains, eventually won community trust and respect within the industry. Trends in Steel Industry and how it may Impact Nucor’s Strategy “Due to growing demand for scrap metal, its cost has become increasingly volatile in the 1990s. In 1994, for example, prices climbed as much as $50/ton to $165-170/ton while 10 million tons of American scrap were exported to offshore customers. In 1996 prices reached $200/ton, and were expected to climb, but instead declined to $170-180/ton by the end of 1997” (Boyd & Grove, p. 6, 2000). Like many industries, the slumping global economy has significantly impacted demand in the steel industry as well. As the automotive and construction industries recover, the steel industry should begin to see a gradual upswing in demand. However, the steel industry will encounter difficulty trying to maintain growth revenues greater than 15% until other...
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...HRM Issues Based on Hofstede’s Cultural Dimensions in Ghana Alison C Holt Saint Leo University Abstract This paper will contain information concerning the challenges human resource management faces when the organization decides to go global. Human resource management faces many global issues; however, this paper will look at Hofstede’s cultural dimension theory in the comparison of Ghana and the United States. We will look at three of Hofstede’s five dimensions and see how Ghana is rated to each of the theories. The first dimension, Individualism verses collectivism, focuses on cultures in terms relationships of individuals, families and extended families (Ivancevich & Konopaske, 2013). The second dimension, Power distance, focuses on power relationships within a culture. The last dimension, Masculinity verses femininity, focuses on gender roles within culture (Ivancevich & Konopaske, 2013). In the 21st Century, many organizations have reached out into the global market due to changes in technology, economics and social responsibility. Therefore, interactions between businesses in different countries have become routine. When a company expands globally, new challenges arise due to different laws, customs and characteristics (Ivancevich & Konopaske, 2013). International laws and customs pose numerous challenges for human resource professionals, for example, HRM must supply an adequate amount of top managers with global experience, which is necessary...
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...ASSIGNMENT #4: HRM ISSUES/DIVERSIFICATION STRATEGIES Introduction This paper presents the analysis of the Nucor Corporation case (Thompson, Strickland, Gamble, 2010, Nucor Corporation, p. C-193). Nucor is one of the largest producers of steel in the United States with a production capacity that exceeds 26 million tons. Nucor was among the first steel companies in the United States to use electric arc furnaces to melt recycled steel. In 2007, Nucor recycled nearly 10 million cars in its production processes, the equivalent of one SUV every four second (Nucor.com). Trends in the Steel Industry Steel Industry Trends are not at all static in this industry and is a very dynamic. The country that is producing the maximum amount of steel may not be in the first position in the coming years. Analysis of the Steel Industry Trends show that from the period starting from 1910 until the year 1960, the first position in terms of producing the largest amount of steel in the whole world was captured by United States of America. During this period, it was observed that almost half of the total steel production around the globe was produced by USA. However, the scenario started to change after the countries like Japan and China came to the fore. Again, in the recent years, India as well as Brazil has shown tremendous performance in the steel production side. According to the recent Steel Industry Trends, China is the largest steel producing nation. However, it has also been seen that the...
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...Priority Lists of HRM Issues Priority #1: Supervisor span of control Justification: Effective span of control for one supervisor typically is 5-8 people depending on the drivers of the department and the experience of the supervisor. In Bob’s case, it may have been more beneficial to begin with him supervising 5 people and taking on more as his experience grew. Or, he should have not been hired. Action to be taken: Evaluate how many direct reports each supervisor currently has and look at realigning or delayering as possibilities. HR Domain: Organizational Design Priority #2: Realigning salaries based on performance measures and not hierarchical job titles Justification: Employees have been promoted into positions and have been unwilling or lacked the skills to be effective employees in their positions. As responsibilities have been taken away the organization has not decreased their salaries to reflect it. Other employees are performing at higher levels while knowing their supervisors are have less responsibilities but high salaries. Star performers will be lost due to frustrations and lack of rewards. Action to be taken: Implement a performance based reward system. Employees that consistently meet their company’s goals and objectives need to be rewarded by moving the ranks at the sacrifice of employees who are not. HR Domain: Performance Management and Appraisal Priority #3: Supervisory training Justification: Two employees were slotted into positions they...
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...Running head: HRM Issues/Diversification Strategies HRM Issues/Diversification Strategies Assignment #4 Nucor Corporation Strayer University BUS599016VA016-1116-001 Strategic Management August 21, 2011 Abstract This paper examines the trends in the global beer market. The paper will also examine the international expansions that were made through strategic partnerships with distributors in local markets. Foreign Market Entry and Diversification Assignment #3 Corona Beer Grupo Modelo’s corporate mission is, “To produce, distribute and sell quality beer, at a competitive price, optimizing resources and surpassing customer expectations, in order to contributeto the economic and social development of Mexico.” Corona Extra brand has become the fifth best selling beer worldwide and the number one imported beer in the United States. Corona is commonly served with a wedge of citrus fruit in the United States, Canada, Australia, and the United Kingdom. Today, Modelo products are available in more than one hundred and forty countries (http://findarticles.com/p/articles/mi_m0BEK/is_7_7/ai_55012912/). Identify and discuss the trends in the global beer markets. The world of beer is changing and evolving. The most interesting tend is happening in Germany. When most people think of beer they think of Germany. Beer production in Germany dropped 1.7% from 2009 to 2010. Beer consumption dropped 3% in Germany because many German consumers would drink coffee...
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...ETHICS IN HUMAN RESOURCE MANAGEMENT QUESTION Identify any ethical issues most likely to take place in the function of HRM in an organization Introduction The term ‘organizational justice’ refers to the extent to which employees perceive workplace procedures, interactions and outcomes to be fair in nature. These perceptions can influence attitudes and behavior for good or ill, in turn having a positive or negative impact on employee performance and the organization’s success. The concept of organizational justice extends traditional models of work behaviour that tend to conceptualize job demands, job control and social support as the main factors determining individual well-being and productivity. ‘Fairness’ is a largely subjective construct, which captures more basic elements of the social structure in which these other characteristics operate. Often the notion of organizational justice will only become relevant and tangible when a violation of said justice occurs. Examples of perceived injustices within an organization might include: • unequal pay for men and women doing the same job • performance reviews being conducted by someone with whom the employee has had little previous contact • the use of personality inventories to select new staff • arbitrary dismissals. Work psychologists have highlighted three distinct, though overlapping, types of organizational justice: distributive, procedural, and interactional. Each will be briefly described...
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...Assignment #4: HRM Issues/Diversification Strategies BUS 599 Strategic Management Conduct an Analysis of Case #10 Nucor Corporation and prepare a (4-5 page report). Discuss the trends in the steel industry and how it may impact Nucor’s strategy. The trend had been major steel production using blast furnaces. New technology using arc furnaces adopted by Nucor led to increased production and cost savings. The arc furnace technology took less labor, increased production, and was considered the new most cost-effective strategy among the steel industry. It was Nucor’s decision to adopt this process and be the first to introduce this new process to the United States. Many steel companies were going out of business due to reduced demand for steel and failing economies across the globe in the late 90s into the 2000s. Nucor chose to buy these failing plants when easily convertible to their production lineup. This also in many cases was a cheaper route than building new plants. The acquisition strategy proved to be essential as these failing firms were already setup for steel production at mass quantities and Nucor was able to inherit their ties and partnerships as well as their presence in their surrounding geographical area. The constant drive for efficiency and cost effective production was another strategy chosen to increase competitive advantage, market share, and ultimately become the number one steel producer among heavy competition. Discuss the organizational structure and...
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...Assignment #1 Ethical Issues in HRM Strategies You have just been hired to consult with a new client organization. This organization is similar to others for whom you have served in an HRM consulting role and experiences many of the same problems and situations that the other organizations have had. You have a wealth of knowledge about other organizations’ HRM strategies. Describe your approach to this new client in terms of relying upon knowledge you have gained working with other similar situation. 1. Identify the issues of overlap in the new client organization with others that you have had as client. 2. Explain the ethical dilemma(s) that may arise if you use your expert knowledge of other organizational HRM strategies with the new client. 3. Discuss your approach to customizing HRM strategy to business strategies. 4. Emphasize the importance of establishing HRM strategies to improve a competitive advantage. Issues of overlap in a new client organization. According to Stewart & Brown (2012) good human resource management practices help successful organizations meet the needs of their employees, customers owners and society. .A company must have a strategic plan to for dealing with important changes that are likely to occur both in the marketplace and among its workforce. Employee productivity increases when organizations hire and motivate employees effectively. Good human resource practices create more satisfied employees who in turn...
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...related to links between corporate strategies and HRM and identify issues which organisations need to address that make such a link work effectively in aligning HRM and corporate goals Over the years, there has been increased recognition and awareness that business needs to match its business strategies according to the human resource functions and practices. The main reason behind this is that economy has changed from manufacturing based to knowledge based economy. Many organizations’ competitive advantage now stems more from their human assets (Bal et al., 2013). This concept of integrating business strategy and human resource management is called strategic human resource management where it gradually became well known in the 1980s (Azmi, 2011) This paper discusses evidences related to links between corporate strategies and human resource management and issues that needs to be identified for the link to work effectively. According to Liao (2005), “a strategy is an integrated and coordinated set of commitments and actions designed to exploit core competencies and gain competitive advantage”. Whereas, strategic human resource management involves creating and applying a set of internally consistent guidelines and practises that safeguard a firm’s human capital, which directly contributes to the achievement of its corporate goals (Baird & Meshoulam, 1988). Bal et al. (2013) describe this approach of linking business concept and HRM practices as “bridging” between business strategy...
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