...1. Introduction 1.1 Purpose The purpose of this report is to determine, discuss and demonstrate how the management of Wal-Mart Stores, Inc. can apply the concepts of organizing and motivating to reach the organizational objective of resolving the ethical issues regarding wages and employee welfare by June 2012. 1.2 Background Vesilind (1988) defined ethics as the study of systematic methodologies which can assist one in making value-laden decisions when one is guided by his or her individual moral values. Hence, one is said to be practicing ethics when he or she is implementing ethical values in decision-making. When managers and employees do not practice ethical values, an organization will face ethical issues. In this report, the organization that is being discussed is Wal-Mart Stores, Inc. In the United States, Wal-Mart Stores, Inc. run large discount department stores and also warehouse stores. Even though Wal-Mart is the largest groceries retailer, the management of it has caused many ethical issues regarding wages and employee welfare as they did not practice ethical values. Wal-Mart Stores, Inc. paid their workers low wages that are even lower than the federal poverty line. Bianco and Zellner (2003) stated that in 2001, documents filed in a lawsuit that is against the corporation showed Wal-Mart sales clerks earned $8.23 an hour, or $13,861 a year on average. The wages is definitely low and insufficient, especially for a family of three, as the federal poverty line...
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...Internship Report On Human Resource Department Of Radisson Hotel Kathmandu Submitted By: Jackson Subedi PU Registration No.: 2010-2-22-0035 Submitted To: Ace Institute of Management Pokhara University Submitted for the partial fulfillment of degree of Master of Business Administration Kathmandu August, 2012 Internship Report MBAe, VII Term, AIM LETTER OF ACCREDITATION It is hereby certified that this report, entitled “Human Resource Department of Radisson Hotel” Human Hotel Prepared by Mr. Jackson Subedi Is an outcome of the 8 weeks internship undergone at “Radisson Hotel Kathmandu” The facts and ideas presented in this report are an outcome of the students’ hard work and dedication to the project, undertaken as a partial f fulfillment for requirements for degree of Masters of Business Administration The outcome of this project has been highly appreciated. ………………….. ………………….. ………………… Mr. Abhijeet Giri Training Executive External Evaluator Jackson Subedi Page ii Internship Report MBAe, VII Term, AIM ACKNOWLEDGEMENT This dissertation would not have been possible without the guidance and the help of several individuals who in one way or another contributed and extended their valuable assistance in the preparation and completion of this study. I would like to express my gratitude to Ace Institute of Management and Pokhara University for including internship program as a three credit course which has provided an opportunity to gain practical working experience in...
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...TRAINING POLICY - MANAGEMENT TRAINEE (POLICY No.SFPL/CORP-HR/04) (Revised-w.e.f. 01 April 2012) Training is the corner stone of sound management. It is imperative on our part to impart appropriate training to the Management Trainees. Training is actively and intimately connected with all the personnel and managerial activities. If imparted effectively, it leads to: Increase in productivity Quality Improvement Fulfillment of future personnel needs. Improvement of Organizational Climate. Prevention of Obsolescence. Increase in employees’ efficiency and overall effectiveness. An effective training generally fulfills the following objectives: Bridge the gap between institution and the industry. Provide motivation to the trainee to improve his/her job performance. Develop a willingness to change. Provide for active participation by the trainees. Provide feedback. Permit practice where appropriate. OBJECTIVE OF SHEELA GROUP MANAGEMENT/TECHNICAL TRAINEE SCHEME: It is universal truth that fresh recruits who come directly from universities/institutes are having more theoretical knowledge and are not exposed to the practical application of the subject. It is, therefore, essential for any organization to mould them in a manner which suits our industry. The organization has, therefore, devised Management Trainee Scheme to achieve the objective to reducing the gap between institution and industry and to provide them an environment where they learn by doing practical things. SHEELA GROUP...
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...of Human REsouRcE managEmEnt and Human REsouRcE infoRmation systEms The Role of InfoRmaTIon Technology Mohan ThiTe, Michael J. Kavanagh, and RichaRd d. Johnson EDITORS’ NOTE The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT) and to the combination of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use in managerial decision making of results and reports from an HRIS. The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM), as is discussed in this chapter. This first chapter will lay the groundwork for the remainder of this book, and, consequently, it is important to understand thoroughly the concepts and ideas it presents. This chapter contains definitions for a number of terms in common use in the HRM, IT, and HRIS fields. (Note that a glossary defining these terms is also provided at the back of this book.) The central themes 2 Chapter 1 Evolution of Human Resource Management and HRIS 3 ...
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...Acknowledgements 7 Executive Summary 8 Chapter 1: Introduction 12 1.1 Background 12 1.2 Policy context 13 1.3 Rationale for the study 14 1.4 Research terms of reference and approach 14 1.5 Report structure 15 Chapter 2: Key Concepts from the Strategic HR Literature 17 2.1 Introduction 17 2.2 What is strategic HR? 17 2.3 From personnel management to strategic HRM 18 2.4 The impact of strategic HRM 21 2.5 The implementation of strategic HRM in the public sector 23 2.6 Key chapter findings 26 Chapter 3: The Developing Concept of Strategic HR in the Irish Civil Service 28 3.1 Introduction 28 3.2 Background to HR reform in the civil service 28 3.3 From policy to practice 31 3.4 Key chapter findings 33 Chapter 4: Strategic HR Practice in the Irish Civil Service 35 4.1 Introduction 35 4.2 Evidence of HR as a strategic partner 36 4.3 Evidence of HR as an administrative expert 45 4.4 Evidence of HR as an employee champion 49 4.5 Evidence of HR as a change agent 54 4.6 Key chapter findings 55 3 Chapter 5: Implementing Strategic HR Outside the Civil Service 57 5.1 Introduction 57 5.2 HR reform in Dublin City Council 57 5.3 HR...
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...REPORT The impact of change in B&H Precision Tooling Ltd Introduction B&H Precision Tooling is a world class supplier of Tooling for the aerospace industry. This report will identify how internal and external factors drive our company to change. How change will impact on both the company and employees. It will identify how important our HR department is to the success of change. Vision People working together as a global enterprise for aerospace tooling leadership. Mission To continually meet our customer’s demands by providing a high level of customer satisfaction through technical innovation. Objective To achieve the above and goals and fulfil B&H Precision Tooling’s mission. Methodology To produce this report I used the secondary methods CIPD website, book and internet. Why B&H Precision Tooling needs to Change Findings – Our business needs to change so we can grow and develop to achieve our goals and meet the demanding market. Change is important for our business because, without change would we lose our competitive edge and fail to meet our customer’s demands. External Factors which has an impact on how are company changes Political – Government: change of government in power the introduction of new policies based on the aerospace industry can have an impact on the need to produce new aircrafts. Economic – Aerospace tooling rely heavily on Airbus requirements to produce new aircrafts a decline on growth may...
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...Human Resource Management Challenges The rapidly transforming business landscape means that there are currently many human resource management challenges which will continue to evolve for years to come. Tom Marsden, Director of Professional Services at Alexander Mann Solutions says that HR departments really need to be adding real business value to their organizations. "Although the restrictions of the recession aren't over yet, companies are recognizing that in 2010, they will need to take steps to retain their workforce. This could be through an increased emphasis on training and engagement programs or by investing in areas that will optimize expenditure, such as integrated technology systems or improved candidate attraction schemes. The signs are that HR departments are preparing to 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...
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...Restructuring of SWIFT & HR implmt planSinhdt@gmail.com Topic: 1. A restructuring of SWIFT, with maximum 7 staff reporting to Thanh. Include the activities that are now being executed by Thanh, but which are invisible in the chart. 2. An HR implementation plan, including HR Planning for 1-3 years, recruitment, career planning, performance management, HR policy and compensation. I. SWIFT RESTRUCTURING PLAN 1. Analysis of SWIFT operations. SWIFT is a small and medium enterprise with the organization has more than 200 employees, including function departments and factory. SWIFT is still working well. They have a chance to dominate and expand their market share. But with the specialization is not high, lack of planning consultant position, do not have the decentralization in their main activities of the organization so CEO is stress due to cover all activities of the company. CEO directly involved in everything from personnel decisions, financial, business, public relations... Not all problems in the company need CEO to listen to the report and making decision. In the long term, along with company the expansion of production and business of the SWIFT, this HRM model will not meet the needs of development. Therefore, restructuring to meet the effective operation in the new stage of development is actually needed for SWIFT. CEO want to relieve pressure, they must accept to delegate his power to the junior managers and limit the range that they are free to decide and report back upon maturity...
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...Blue-collar, operation workers, and clerical workers are paid based on time-based pay method. Non- Executive workers normally required to work overtime. This is due to cater with the high workload during specific time. For example, normally clerical worker need to work overtime at the end of the year in order to close the account or to finish any unsettled work before they start new task at the beginning of the year. Overtime work is normal in Sime Darby since the workload among Non- Executives workers seem inconsistent throughout the month and year. The workload could be very low at the beginning of the month, but it turn to be so much work to do at the end of the month. For example, compensation team under Human Resource Department will be at ease at the beginning of the month because all of business units will send all compensation instruction or they called “movement” in the middle of the month. Therefore, started from middle of the month on ward compensation processing team will get busy. During this peak hour, some of compensation processors have to stay back until late night in order to catch the dateline based on schedule which is in accordance to compensation processing procedure. This additional working hour perform by this office workers need to be paid in the form of overtime...
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...TERM PAPER ON: HRM: HRM PRACTICES BY NESTLÉ BANGLADESH LTD. i INSTITUTE OF BUSINESS ADMINISTRATION JAHANGIRNAGAR UNIVERSITY SPRING 2014 Term Paper on HRM Practices of Nestlé Bangladesh Ltd. TO: Shahriar Kabir Course Instructor HRM 201: Human Resource Management BY: Group members | ID | Zerin Tasnime | 1521 | Syeda Rifat Ara | 1531 | Mabia Khatun | 1538 | Yeasmin Akter | 2357 | S.M. Arifur Rahman | 2601 | Date of Submission: 03-03-2014 Letter of Transmittal March 3, 2014 TO Shahriar Kabir Institute of Business Administration Jahangirnagar University Subject: Submission of HRM practices by Nestlé Bangladesh Limited Dear Sir, This is our pleasure to submit the term paper on Nestlé, world’s largest health, nutrition and Wellness Company. We have prepared there on the reports is of the Study on Human Resource planning and personnel policies...
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...organisations and the role of human resources Unit 3HRC Workbook Cullen Scholefield Maxwelton House 41 Boltro Road Telephone: 0800 0185 052 Fax: 01444 459 221 Haywards Heath West Sussex Website: www.csgconsult.com Cullen Scholefield Limited a company registered in England No: 3298304 RH16 1BJ United Kingdom eMail: develop@csgconsult.com Contents Introduction 4 New qualifications 4 Overview of 3HRC Understanding organisations and the role of HR 6 Section one - Organisation context, purpose, aims and objectives 7 Section two - Different types of organisation 13 Section three - Understand how HR activities support an organisation 20 3HRC © Cullen Scholefield Page 2 of 27 This page is intentionally blank 3HRC © Cullen Scholefield Page 3 of 27 Introduction New Qualifications The Chartered Institute of Personnel and Development (CIPD) has introduced new qualifications in 2010 to reflect the knowledge and skills specified in the CIPD HR Profession Map and revised membership criteria The changes offer greater flexibility to you and providers, introduce a whole new suite of Intermediate level qualifications, and will meet the requirements of the new Qualifications and Credit Framework (QCF). What is the QCF? The QCF is a new way of recognising achievement through the award of credit for units and qualifications. At present, it is hard to understand all the different types of qualification that learners...
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...Personnel Management and Human Resource Management: 3 LO1-1.2: The function of Human Resource Management in contribution to Organisational Purposes: 3 Introduction An organization is driven by human capital and the quality and effectiveness of the organisation is determined by the quality of the people that are employed. the resources of men money material and machine are collected and coordinated through people. Without people organisation cannot exist. Success for most organisations depends on finding the employees with the skills to successfully perform the tasks required to attain the company’s strategic goals. Management decisions and processes for dealing with employees are critical to ensure that the organisation gets and keeps the right staff. Personnel management refers to the managerial function of estimating and classifying of human resources requirements for meeting organisational goals. It involves strategies that ensure sufficient staff, a right combination of talent and performance in jobs. Human resource management (HRM) is the governance of an organization’s employees. HRM is sometimes referred to simply as human resources (HR). A company’s human resources department is responsible for creating, implementing and/or overseeing policies governing employee behaviour and the behaviour of the company toward its employees. Human resources are the people who work for the organization; human resource management is really employee management with an emphasis...
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...introduction: In the world of Human resources we are quite familiar of the term ‘’ Human capital’’ which basically refers to all employees. Human Resources Practitioners play a crucial part in organizations and their ultimate responsibility is to provide well-being and sincerity into the workplace. So, what is the secret to succeeding and achieving our objectives and goals? Today it is about investing and training new talent to met expectations of the organisation. It will also consist of good practice, experimenting different work cultures and motivating employees which will sustain good working relationships between HR and employees. How THREE WAYS HR Activities support the Organizations STRATEGIES? Recruitment Activities: Human Resources practioners main priority is to make sure the business and the organization are fully staffed and attracting the right talent. Most managers tend to expect employee to attract talent, however, they do depend on the HR personnel to assist them in finding the right candidate. Without the continuous support from HR, managers would have the responsibility to perform all staff activities and staff performance for reaching goals. Here are some of technical responsibilities that HR supports us in the recruitment process * Job descriptions (nature of the job, company values, salary range) * Assigning a fair rate of pay for present and new employees * Interview screenings- They can recommend the qualifying...
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...Background of the Report My internship program is an educational requirement of MBA Program under an assigned faculty of Business of University of Chittagong, which is a professional degree. MBA students have to do an internship program as a practical orientation to the workplace where he/she can amalgamate the traditional hypothetical knowledge with practical work experience. I have completed my MBA from Chittagong University however my streams were Human Resource Management, I have done my internship Report on HR practices in Equity Property Management Ltd.and tried to find out its performance and Projection. Rationale of the Report The internship program is aimed to give the MBA students convenient point of reference where they can apply their traditional hypothetical knowledge. As professional degree holders under the Business Faculty, MBA students are the future managers of the organizations. A MBA graduate student also requires that they get exposure to International & Marketing aspects. Accordingly, I have chosen a local company, EPML on behalf of my internship report, which is one of the leading developers in Bangladesh. I consider myself very lucky to work in HR & Admin Department of such a large company where I got the exposure to competitive–level standards of HR activities in a highly competitive and dynamic business atmosphere. My internship report is based on the experiences as well as learning’s that I have gathered through working with this organization...
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...Retention Plans in Talent Management: Corporate practices in Bangladesh The Reason of Research:- Focusing in HRM for the betterment of production is not in lag behind in recent times. With the course of time, it is being the centre of the organization that some revolutionary steps are being preference for updating status. Retention plans is one of them. Not only this, those sectors which are in mainstreaming stair of an organization-such as marketing, finance and accounting, HRM is also involve within those hand and globes. Consequently, the recruitment and selection, compliance, labor market, wage and salary, retirement, organizing, required skills and attitude to meet current and future organizational needs are not the main elements rather developing and retaining people is the significant and sophisticated issues for moving ahead at the plot of HR. Surely, this trend pushes us to elaborate discussion about it later on. But that does not mean that rest others are least importance. Basically, above all important issues make HR effectively. Nevertheless, in some vital organizations cannot judge retention plan very sincerely. Despite having lots of prosperity why retention plan cannot reach their exemplary and satisfactory threshold in our country I will also give preferences in our term paper for understanding in depth in the part of limitations. Why do we Select retention plan for managing talents for doing Research:- Before going to the deep look of the topic now we...
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