...different countries to work various roles within the international company’s foreign operations; these employees are called expatriates, who temporarily work and live in a foreign country. For a human resource department to operate in international HRM, they must participate in a variety of activities, such as international taxation, administrative services for expatriates, and services for language translation (Dowling/Festing/Engle, 2013). The second difference between domestic and international HRM, is that IHRM requires a greater involvement in the personal life of the employees. The HRM are responsible for making sure the expatriate understands all the benefits of the compensation package, including the cost of living, premiums, taxes, etc. In the domestic HRM, the involvement with an employee’s family is narrow and may not spread past providing employee and immediate family health benefits. Another example of proving assistance to a domestic employee may be providing transportation and assistance relocating from one...
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...1 of 17 Organizational Strategy: High Performance Organization vs. Learning Organizations? Electronic copy available at: http://ssrn.com/abstract=1839985 2 of 17 Introduction The High Performance Organization and the Learning Organizations are two concepts that have been studied extensively in the organizational change and improvement literature. This paper will compare and contrast these two perspectives on organizational effectiveness. These paradigms then will be related to a real organization with consideration given to practical approaches at improving effectiveness drawn from these paradigms. Survey of High Performance Organization A recent global study defines high performance organizations as ones where the following conditions hold: “people are valued, critical thinking is optimized, and opportunities are seized”(Annunzio, S. pg 3, 2004). The most common characteristics of high performance organizations are the following: “Flatter, horizontal structure instead of vertical hierarchy, work done by teams organized around processes; teams empowered to make decisions so management is decentralized and participative, empowered workers with high skill levels and cross-training; rewards for team performance, collaboration among teams, between labor and management, with supplier, focus on customers, quality, and continuous improvement, and flexible technologies (Kerka, S., 1995). Another study entitled “The High Performance organization: An Assessment of Virtues and Values”...
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...guidelines for Kaplan Open Learning and the University Of Essex, and declare that this assignment conforms to all of the rules and regulations contained therein. Halcrow Group’s strategy. Halcrow Group Limited (HGL) is a consulting group specialised in planning, design and management of services for infrastructure development around the world. It operates through a network of 29 UK and 32 international offices. The company operates as four main business groups: consulting, property, transport and water. Those groups functions as a matrix structure across eight geographical regions around the world. HGL argues that it has a purpose instead of a mission statement. The purpose is to ‘sustain and improve the quality of people’s lives (Milmore, Lewis, Saunders, Thornhill and Morrow, 2007). Its purpose emphasises on series of values that are pivotal to the groups: skills and innovation, enjoying what we do, delivering within time and budget, codes of business behaviour, and business principles. The group operates with professional engineers who take pride in jobs well done. One of the competitive edges the company has embraced is technical excellence that has preceded its commercial success. Linkages between Halcrow Group’s Strategy and its strategic human resource management. In 2004 Halcrow initiated change within the organisational hierarchy that would change the way things are done both at domestic and international level. The group’s strategy is to sustain and improve...
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...EMPLOYEE MPLOYEE INVOLVEMENT NVOLVEMENT Report produced for the EC funded project INNOREGIO: dissemination of innovation and knowledge management techniques by Apostolos Apostolou D. of Production Engineering & Management Technical University of Crete J A N U A R Y 2 0 0 0 EMPLOYEE INVOLVEMENT 1 Contents 1 1.1 1.2 1.3 1.4 1.5 1.6 2 2.1 2.2 2.3 2.4 3 3.1 3.2 4 Description What is Employee Involvement and Empowerment Objectives Methodology Alternative techniques Expected Results / Benefits Characteristics of firms and service providers Application Where the technique has been applied Types of firms / organizations concerned Duration and Implementation cost European Organizations Supporting the implementation of the method Implementation Procedures Steps / Phases A few obstacles and recommended solutions Bibliographic References Annex INNOREGIO project A. Apostolou Technical University of Crete EMPLOYEE INVOLVEMENT 2 1 DESCRIPTION When an organization truly wants to create a positive work environment that is based on high trust, exceptional customer service, collaborative teamwork, operational excellence, and creative problem solving, then the leadership team must begin to understand, invest in, and be responsive to the needs of the group that represents the organization’s most valuable assets, and is also one of its most important customers, the employees. The return on such nominal investments will come in the form of higher...
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...personal accidents and individual health insurance. In 1981, the company started to expand its activities by offering non-life insurance activities and group life & medical insurance. In 1989, the company merged with Rifco Life Insurance and resulted in the well-known Al-Nisr Al-Arabi Insurance Company. Inspired by the features of the eagle, the bird that represents strength and protection, the company retained the name "Al Nisr Al-Arabi" which was chosen to enhance Arab cooperation in the insurance field. Mission Statement “Dedicating our resource towards providing our clients with the Finest Service at competitive terms; satisfying our shareholders with Sustainable Growth and optimum return; rewarding our employees amid a Continuous Learning and personal development environment; Partnering with our society to create a Better Tomorrow.” About Al-Nisr Insurance The company is a multicultural corporation thereby containing multiple cultures, each with different morals, values and beliefs. The corporation tries to bring in the advocacy of equal respect to the various cultures in its society; with policies to promote the maintenance of cultural diversity. Any blooming business must include strict...
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...1. Choose three ‘best practice ‘models and outline the similarities and Differences between them . Ans The best practice approach This approach is based on the assumption that there is a set of best HRM practices that areuniversal in the sense that they are best in any situation, and that adopting them will lead tosuperior organizational performance.A number of lists of ‘best practices’ have been produced, the best known of which was pro-duced by Pfeffer (1998a), namely:1. employment security;2. selective hiring;3. self-managed teams;4. high compensation contingent on performance;5. training to provide a skilled and motivated workforce; The best practice approach is based upon the concept that there is a set of best humanresource practices, adoption of which will lead to superior organisational performance.Pfeffer, in Competitive Advantage Through People, listed seven human resource practiceswhich he identified as commonly adopted by successful companies:1. Employment security. This means that employees are not quickly made redundant during periods of economic downturns or poor performance of the organisation as awhole. This is a tactic that fits with the concept of high performance management,which, you will recall, involves careful recruitment and selection procedures, extensivetraining, information sharing and delegation. Such practices involve high expenditure and organisations adopting them would expect employees to stay with them for sometime so that the investment...
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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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...13 Table of Contents 1. Introduction1 2. HRM Transformation in general terms2 2.1 HRM phenomenon 3 2.2 Trends driving it3 3. HRM formulation for the manufacturing company 4 3.1 About the company4 3.2 Harvard HRM model 4 3.3 Situational and Stakeholders Aspects 5 3.4 Defining business strategy6 3.5 HRM policies 8 3.6 HRM Delivery9 4. Recommendations and Conclusions 10 4.1 Interpretational model and recommendations10 4.2 Conclusion13 References14 1. Introduction The first part of the report will provide an insight to what circumstances triggered HRM transformation. Then we’ll explore the complex issues debated around HRM transformation at present and attempt to examine some theoretical perspectives and approaches that may be suitable in advising CEO what HRM transformation would mean for the manufacturing industry. We’ll emphasize in our report that restructuring and retrenchment should be practiced only when relevant. In the last section of our report we’ll present an interpretational model amalgamating figures and some rhetorical findings analysed in the earlier sections of the report and based on the analysis of the same model we’ll provide recommendations and conclusion as to how HRM transformation might achieve both cost cutting and increased effectiveness. 2. HRM transformation in general terms 2.1 HRM phenomenon During Margaret Thatcher’s administration we observed ‘an ascendancy of a new political and economic...
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...A RESEARCH STUDY TO DETERMINE THE REASON CHANGE MANAGEMENT HAS A 70 PERCENT FAILURE RATE by Craig W. Johnson A research project report submitted to the faculty of Brandman University in partial fulfillment of the requirements for the degree of Bachelor of Arts in Organizational Leadership December 2012 TABLE OF CONTENTS Page Abstract 3 Introduction 6 Statement of the Issue 6 Background 6 Purpose 7 Research Questions 8 Significance of the Study 9 Conclusions 9 Literature Review 10 Research Question 1 10 Research Question 2 16 Research Question 3 23 Conclusions and Recommendations 26 Conclusions: Research Question 1 26 Conclusions: Research Question 2 28 Conclusions: Research Question 2 29 Recommendations 31 References 33 Abstract The purpose of this paper is to review current information on the reasons and circumstances why change management projects have a 70% failure rate. Since change management projects are perceived, planned, approved, communicated, and implemented within organizations at an alarming rate, it is important to reveal individual and group interests behind the ideologies of change management. This research provides insight into the characteristics of management, management’s approach to effective communication, the politics, power, and ideologies of change management implementation, the behavior of organizations...
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...Final Exam MGMT365 July 2, 2015 Abstract The new economy has ushered in both great business opportunities and great turmoil. Not since the Industrial Revolution have the stakes of dealing with change been so high. Most traditional organizations have accepted, in theory at least, that they must either change or die. And even Internet companies such as eBay, Amazon.com, and America Online recognize that they need to manage the changes associated with rapid entrepreneurial growth. Despite some individual successes, however, change remains difficult to pull off, and few companies manage the process as well as they would like. Most of their initiatives (installing new technology, downsizing, restructuring, or trying to change corporate culture) have had low success rates. The brutal fact is that about 70% of all change initiatives fail (Beer, 2000). This paper will discuss the two change theories E and O. Final Exam Research shows that the reason for most change initiative failures is that in their rush to change their organizations, managers end up immersing themselves in an alphabet soup of initiatives. They lose focus and become mesmerized by all the advice available in print and on-line about why companies should change, what they should try to accomplish, and how they should do it (Brown, 2005). This proliferation of recommendations often leads to muddle when change is attempted. The result is that most change efforts exert a heavy toll, both human and economic. To improve the...
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...The organizations behavioural strategy needs to transform from a bureaucratic to a learning organisation where employees operate in high performance teams and where good communication and free flow of information flourish (Pieter Steyn & Erik Schmikl, Pg 112 – Pg 113). The organisation does not address any sort of training, employee development, relationships with customers and other factors bearing on quality. Instead it focuses on mistakes and condemns them instead of viewing them as opportunities for growth and learning. Top leadership failed by not providing a culture of trust, support, cohesion and lacked motivational leadership. Arbitrary induction of methodologies believing it would solve the absence of management acumen. The project manager found himself in an activity trap; he spent more time preparing paperwork, reports and projection, which was needed for his weekly meeting with the corporate, instead of managing the project. (Harold Kerzner, Ph.D. Project Management A System Approach to Planning Scheduling and Controlling, Pg 265) In order to resolve some of these inherent problems, we propose the organisation consider the Organic Structure .The organic structure tends to work better in dynamic environments where managers need to react quickly to change. An organic structure is a management system founded on cooperation and knowledge-based authority. The corporation will need to identify its strategy and communicate the strategy to the organisation. The Balanced...
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...continued to add programs and services to meet the many needs of their consumers. These programs and services include: Residential Treatment, Outpatient Treatment, Youth Services, Community Support & Housing, Adult Day Rehabilitation, PIER, Veteran Services, and Open Studio/Writers’ Workshop. CenterPointe employees 102 individuals throughout their facilities, along with 9 contractual professionals and numerous community volunteers (CenterPointe, Inc., 2012. About us). Q#2 From your research of the organization, identify a single Business Process Change that the organization will need to contemplate and undertake in the coming year. These changes can result from new technologies, economic issues, or changes in the marketplace. CenterPointe relies on Federal, State, County, Medicare/Medicaid, fundraising, grants, and client fees for support of costs associated with...
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...further when the organization is flat - that is when there exists a very limited hierarchy to connect the operating elements. Despite these challenges organizations which create ways to enhance their learning can respond to change and posture themselves for success. Sharing knowledge in organizations has long been recognized as a challenge. S.L.A. Marshall, a preeminent military historian, noted in his book Men Against Fire about World War II that, "a good company idea in tactics is likely to remain confined to one company indefinitely, even though it would be of benefit to the whole military establishment" (Marshall, 1947). The challenges at this time were exacerbated by limited technology; discussion and writing with little reproduction and distribution capability were the main ways to share knowledge. Organizational Learning from Experience Today more than ever the pace of change requires that organizations continuously learn in order to remain ready and relevant. To do this organizations must scan the environment to ascertain the pulse of changes and the impact of such changes on their organizations. They must encourage their people to try new methodologies and stay abreast of the techniques and procedures of colleagues and competitors alike. Without a focused approach to learning, organizations at best...
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...of increasing involvement in international operation. * Internationalization envelops all activities that a company undertakes with regards to its relations with foreign markets. * Internationalization can take many forms, such as investing in a foreign country (foreign direct investment), forming partnerships with foreign companies, subcontracting foreign experts, taking part in international networks, and many more. * Why consider going international? * To increase overall customer base * To offset seasonal fluctuations in local markets * To minimize risk of losing market share to clients who themselves use internet to find goods\ services in overseas markets * To offset increasing costs of doing business at home * To gain prestige with customers at home * Why STARBUCKS? In a globalized world where every company has the opportunity to explore the world in search of other profitable markets, there are different challenges and opportunities faced. I would like to explain this by focusing on Starbucks, one of the world’s leading coffee chains. Starbucks has come a long way from a coffee bean retailer to one of the world’s most recognized coffee houses. All throughout the years, Starbucks have expanded both domestically and internationally. In this answer, I would like to explain about the process of internationalization that Starbucks employed and continues to employ. The aim is to analyze the strategies of Starbucks in...
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...2 Organizational Behavior An organization consists of individuals with different tasks attempting to accomplish a common purpose. (For a business, this purpose is the creation and delivery of goods or services for its customers.) Organizational behavior is the study of how individuals and groups perform together within an organization. It focuses on the best way to manage individuals, groups, organizations, and processes. Organizational behavior is an extensive topic and includes management, theories and practices of motivation, and the fundamentals of organizational structure and design. From the smallest nonprofit to the largest multinational conglomerate, firms and organizations all have to deal with the concept of organizational behavior. Knowledge about organizational behavior can provide managers with a better understanding of how their firm or organization attempts to accomplish its goals. This knowledge may also lead to ways in which a firm or organization can make its processes more effective and efficient, thus allowing the firm or organization to successfully adapt to changing circumstances. This chapter will help you better understand the theories and structures of organizational behavior. The chapter begins by discussing some of the basic characteristics of managers and management. It then Chapter 18 TLFeBOOK describes some of the popular theories and practical applications related to motivation and helps answer the question “What motivates ...
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