...model for the process of strategic human resource management is developed in this paper. The three stages cover strategy formulation, implementation and evaluation. The inter-linkages in this dynamic model have been explored. The organisational factors that have enabling or deterring influence on the success of each of these three stages have been discussed. The paper highlights the key role played by HR professionals in these three stages. 2 STRATEGIC HUMAN RESOURCE MANAGEMENT: THREE-STAGE PROCESS AND INFLUENCING ORGANISATIONAL FACTORS Organisations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalisation, changing demographics of the workforce, increased focus on profitability through growth, technological changes, intellectual capital and the never-ending changes that organisations are undergoing have led to increased importance of managing human resources (Devanna, Fombrum, & Tichy, 1981; Wright, 1998). In this scenario, a human resource (HR) department that is highly administrative and lacks strategic integration fails to provide the competitive advantage needed for survival, thus losing its relevance. Huselid and Becker (1997) found that there were noticeable financial...
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...model for the process of strategic human resource management is developed in this paper. The three stages cover strategy formulation, implementation and evaluation. The inter-linkages in this dynamic model have been explored. The organisational factors that have enabling or deterring influence on the success of each of these three stages have been discussed. The paper highlights the key role played by HR professionals in these three stages. 2 STRATEGIC HUMAN RESOURCE MANAGEMENT: THREE-STAGE PROCESS AND INFLUENCING ORGANISATIONAL FACTORS Organisations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalisation, changing demographics of the workforce, increased focus on profitability through growth, technological changes, intellectual capital and the never-ending changes that organisations are undergoing have led to increased importance of managing human resources (Devanna, Fombrum, & Tichy, 1981; Wright, 1998). In this scenario, a human resource (HR) department that is highly administrative and lacks strategic integration fails to provide the competitive advantage needed for survival, thus losing its relevance. Huselid and Becker (1997) found that there were noticeable financial...
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...Project Coordinator of Constructions Inc., was contemplating why the deadlines have still not been met of major projects that he is supervising. He is supposed to have a meeting, in which he has to update his superiors with the progress of the projects and as to why the projects are being delayed. A major project of the company that was due in 2012 is still incomplete and will still take at least 5 years for completion. The project director and Kashif, being the supervisor of this project, are answerable for this delay. According to Kashif, one of the reasons behind this delay is the lack of productivity in employees which could be caused by a number of reasons which he needs to identify. He interviewed a number of managers and employees to come up with a decision and solution in order to improve employee performance and increase employee satisfaction. A decision needs to be made in this regard as it is very vital for the company because it will directly affect the employee’s productivity which in turn will affect company performance. BACKGROUND Constructions Inc. Constructions Inc., a prominent real estate firm based in Pakistan, is a joint venture of a prominent Saudi company. Constructions Inc. has to its credit prestigious commercial and residential projects and strong associations with world-renowned firms. Since Constructions Inc. never had to deal with any major financial problem, thus its management is always geared to meet any challenging situation with confidence...
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...Assignment 1: Organizational Analysis JPMorgan Chase & Co. Brandi L. Freilach Dr. Marla Boulter HR 10/30/2013 References: Vince Lombardi Read more at 1.http://www.brainyquote.com/quotes/keywords/organization.html#8Mp1mhOWuk8TTQwJ.99 2. Nicolas Childers, Chase Bank, Project manager in Lake Mary, Florida 3.http://www.hreonline.com/HRE/view/story.jhtml?id=533351239 4.http://www.jpmorganchase.com/corporate/About-JPMC/client-solutions.htm 5.http://www.jpmorganchase.com/corporate/Corporate-Responsibility/corporate-responsibility.htm 6.http://www.reuters.com/finance/stocks/companyProfile?symbol=JPM.N “The achievements of an organization are the results of the combined effort of each individual,” Vince Lombardi. The role of HR departments in organizations is becoming clearer and I will be researching JPMorgan Chase & Co., for this assignment. I will describe JPMorgan Chase & Co., what they do, the customers they serve and their size. Also, within this assignment I will be researching JPMorgan Chase & Co.’s mission statement, while implementing the role that HR plays in fostering the organization’s mission statement. I will be assessing the common HR challenges facing JPMorgan Chase &Co. I will make recommendations for an HR strategy that I would implement in the organization to overcome the challenges assessed. Lastly, I will determine how effective my recommendation would be to making the organization more competitive. JPMorgan Chase & Co., is the name of...
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...the Human Resource department in order to improve effectiveness and partnership within the hospital. Current trends for hiring should be analyzed in order to ensure that hospital practices are up to date and relevant to today’s pool of prospective applicants. One current trend that has been growing for several years is the use of social media in researching applicants prior to an invitation to interview. “A recent Aberdeen Group study shows 77% of HR, staffing, and recruiting professionals use an online career site for talent acquisition. Online content - especially popular social networking sites like Facebook, Twitter and LinkedIn - has created a new and rich information source for HR, staffing, and recruiting practitioners sourcing and screening candidates. Social networks offer a free way to identify passive candidates (those not actively looking for a new job), verify a candidate’s résumé claims, unearth undesirable behaviors, and gain insight into a candidate’s skills, personality, and cultural fit.”(Glenn, 2015) Using social media as a hiring tool is not without its challenges and the HR department should take precaution to ensure that managers and interview committees are not making decisions based on race, gender or age, which are all protected classes. “HR managers can show that they’re complying with the law by posting nondiscriminatory hiring policies on their companies’ websites for job seekers to see. The Fair Credit Reporting Act requires HR to get job candidates’...
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...Beckmann, 2011; Weaver, 2005). With the extended facilities offered, competitive pricing and aggressive marketing campaigns we think our cruise business will give its guests an elite type of vacation which they can remember for their rest of life. HR Strategy of Cruise Business Cruise business is simple managing a floating resort. This business is very closely related with hospitality rather than sport, recreation, entertainment, beauty, health and therapy. On the other hand if the human resource management is not proper in such case this would not bring any effective result for such kind of business. The HR personnel of this cruise will also maintain different partnerships with different department of this cruise liner in order to serve all parties in the best interest of the business. By confronting different issues and getting feedback it will report to the manager so that the performance of the overall team can be better. HR personnel also should develop business strategies that are in alignment with the cruise’s business objectives, by focusing on all aspects of the human asset. Continuously improving the HR practices of the cruise business, by keeping a pulse of the cruise’s culture is another major role of this department. Working on a cruise ship in different than working on a land based hotel for some reasons. It is because the social interactions of the employees are limited and their activities are managed over long period of time inside of the workplace. The...
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...tourism industry that before. Good human resources management can help the organisation to be successful. Line managers are the important aspect of HR department that can accomplish the organisation’s objective. There are three major level of management structure in the organisation, respectively top level (i.e. president and CEO), middle level (i.e. marketing vice president, finance vice president, and human resources vice president), and bottom level (i.e. different line managers of training & development). There is a possible evolving HR organisation example, which will be indicated the following article. Business policy and code of ethics are very important to the organisations that can help the firms to be more competitive. Human resources department is responsible for formulation of policy, approved by senior management, and the daily implementation of this policy and the monitoring of its effectiveness, and employment and career development of all individual employees in the organisation. Line managers should monitor and correct the situations of training staffs and normal working of staffs. The Role of Line Managers and (HR) Human Resources • Roles Line manager should authorise to direct the work of subordinates and has the responsibility to accomplish the organisation’s objectives (Stone, 2005). As the traditional work of HR managers decreases, line managers are stepping up and performing some duties typically done by human resource professionals (Mondy, 2007). Line...
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...Resources Department is structured, organized and equipped to provide overall strategy, direction and effective management of the organization's human resources function to accomplish organizational objectives. 2. Does the senior-level human resources manager report to the same level position as all other major staff and line departments within the organization? _____ 3. Does the senior human resources manager participate in addressing the organization's strategic, tactical and policy issues?_____ 4. Does the senior human resources manager integrate all HR activities with the organization's strategic business plan. _____ 5. Does the Human Resources department demonstrate a clear understanding of organizational and customer needs? _____ 6. Are HR services and functions aligned and prioritized to organizational and customer needs? 7. Has a department mission statement been developed explaining its purpose within the organization? Has this mission statement been communicated to all management personnel? _____ Has this mission statement been communicated to other customers throughout the organization? _____ If so, to whom?______________________________________ How?______________________________________________ 9. Does the Human Resources department take a lead in striving for a more empowered and participative work force (productivity improvement, cost reduction, quality improvement and improved quality of work life programs)? _____ 10. Has a Human Resources department organization...
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... 1. Define human resource management. 6. Outline several potential challenges and contributions that an increasingly diverse workforce presents. 2. Describe the functions of human resource management. 7. Discuss the role of human resource managers in the future. 3. Summarize the types of assistance the human resource department provides. 8. Explain how human resource managers can affect organizational performance. 4. Explain the desired relationship between human resource managers and operating managers. 9. Summarize several guidelines to follow when communicating human resource programs. Chapter Outline Communicating Human Resource Programs Guidelines for Communicating Human Resource Programs Human Resource Functions Who Performs the Human Resource Functions? The Human Resource Department Challenges for Today’s Human Resource Managers Diversity in the Workforce Regulatory Changes Structural Changes to Organizations Technological and Managerial Changes within Organizations Human Resource Management in the Future Organizational Performance and the Human Resource Manager Metrics and the HR Scorecard Summary of Learning Objectives Key Terms Review...
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...Seligram and Managerial Accounting Wrap-Up 15.501/516 Accounting Spring 2004 Professor S. Roychowdhury Sloan School of Management Massachusetts Institute of Technology May 10, 2004 11 Seligram ETO ¾ ETO: A support department / cost center ¾ Who are ETO’s customers? – the departments producing ICA, ICB, Capacitor, Amplifiers and Diodes ¾ Customers have to bear the cost of maintaining and operating ETO. ¾ Any signs of problems? 12 Main Questions ¾ Is the current costing system – using direct labor dollar as the single allocation base - adequate? Are there signs in the case that it is not? ¾ Why does the current system exist? ¾ As time has passed, which kind of testing within ETO is actually causing overheads for other departments? What are overheads being allocated by? ¾ Therefore, getting which kind of testing (basic or advanced) done internally has a cost advantage over outside markets? Departments that use basic testing are “overcosted” Departments that use advanced costing are “undercosted” ¾ What happens if departments that are mainly getting basic testing done leave? Excess capacity – our old enemy, the death spiral 13 1 The Two Alternate Allocation Systems ¾ Each takes total overheads of $4,714k and splits it into two parts: 685k, to be allocated based on direct labor dollars 4,029k, to be allocated based on machine hours ¾ The second further splits the 4,029k into Main Test...
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...Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin Tanjila ID: 05304024 BRAC Business School Acknowledgement I would like to take this opportunity to convey my heartfelt appreciation to them whose blessing and cooperation was important to bring this report in light. First I would like to pay my gratitude to the Almighty...
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...in Aarong & AAF Submitted to Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin Tanjila ID: 05304024 BRAC Business School Acknowledgement I would like to take this opportunity to convey my heartfelt appreciation to them whose blessing and cooperation was important to bring this report in light. First I would like to pay my gratitude to the Almighty Allah who made...
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...The HR activities which differentiate multinational and domestic firm include the following: 1.) More HR activities. To operate in an international environment, a human resources department must engage in a number of activities that would not be necessary in a domestic environment. Examples of required international activities are International Taxation, International Relocation and Orientation, Administrative Services for Expatriates, Host-Government Relations and, Language Translation Services. Expatriates are subject to international taxation, and often have both domestic (i.e. their home-country) and host-country tax liabilities. Therefore, tax equalization policies must be designed to ensure that there is no tax incentive or disincentive associated with any particular international assignment. The administration of tax equalization policies is complicated by the wide variations in tax laws across host countries and by the possible time lag between the completion of an expatriate assignment and the settlement of domestic and international tax liabilities. In recognition of these difficulties, many MNEs retain the services of a major accounting firm for international taxation advice. The United States Department of the Treasury and the Internal Revenue Service (IRS) would be providing more guidance on the International Taxation issues starting 2014-15. International relocation and orientation involves the following activities: * Arranging for pre-departure training; ...
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...Business Strategies: Feasibility of HR Department in a Public Sector University Shomayl Chowdhury (BS29 2330) Research Methodology (GMAG 301) Final Project Part 2 Dr. Syed Arshad Imam Table of Content Title Page …………………………………………………………………………………1 Question 1…………………………………………………………………………………2 Question 2…………………………………………………………………………………3 Question 3…………………………………………………………………………………7 Question 4………………………………………………………………………………..12 Question 5………………………………………………………………………………..14 Feasibility of HR Department in a Public Sector University Shomayl Chowdhury (BS29 2330) Greenwich University Q1. What research methods have been used by the author in the research paper? Ans1. The current paper discusses and lays lime light on the current situation and the possibility of establishing HR department in a Public Sector University as no HR department is to be found in Public Sector Universities. The paper focus on the marketing, financial and operational aspects of the university and furthermore it also focuses on the importance of an HR department, the level of support and assistance that is provided by the HR department to the entire university and above all to the organizational environment at hand and lastly the cost of establishment and implementation of a HR department. Descriptive study has been undertaken to address this paper due to the absence of HR department in the university. Through this study feasibility of an HR department is inquired. The methods used for data...
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...of The Human Resources Department 5. Recruitment and selection processes 6. Learning and development 7. Improving HR in Focus Group: 10 key elements 8. Conclusions 9. References 1. Abstract Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (http://humanresources.about.com/od/glossaryh/f/hr_management.htm) 2. Introduction In our project we choose to study the human resources department in the company Focus Consult Group from Bucharest. We had as a main advantage the fact that one of us did an internship at this company last year and had the opportunity of observing how the HR department actually works within this firm. Moreover, another important reason was the fact that one of us assisted to a job interview. In this way it was easier for us to gather information about the recruitment and selection processes. The goal of this project is to find “What Is the Human Resource Department?” and how it actually performs its tasks. In order to answer this question we decided to study 3 main aspects regarding the HR department in the company: the recruitment and selection processes, the learning and development methods and ways of improving the HR in the company. ...
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