...The Importance of Energy Derivative Training It is common for management at energy companies to recognize the necessity of directing significant resources to develop systems that monitor and manage the complex risks experienced in today’s energy markets. Yet when it comes to developing its human capital, arguably the more crucial component dealing with these same complex risks, the commitment is all too often diffuse or misdirected. This situation follows on from some misperceptions about who benefits from training and what type and level of materials match the needs of various candidates. One misguided view is: “hire expert dealers and everyone else will learn from them”. Undoubtedly a great deal of useful knowledge can be acquired by working around veteran traders and other experienced professionals. The trouble with this learning approach is in the major gaps it leaves in the employee’s knowledge base. The real concern is that, more often than not, the employees and even their supervisors can remain unaware of these deficiencies. A substantial risk to an enterprise follows from this: People don’t know what they don’t know! It is also the biggest challenge in identifying an organization’s specific needs for energy risk training. It applies to both individuals and collective groups; to both new hires and seasoned veterans. It is what they don’t know that can really hurt an enterprise. A Lot to Learn Repeatedly over the last decade...
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...Running Head: The two of the biggest challenges facing human resource departments today The two of the biggest challenges facing human resource departments today Class: Human Resource Management Professor: Daniel Jacobson Date: 07/16/2012 In the present day, human resource manager risk great challenges in the workplace. In keeping competitive and successful in today's local and global market, facing diversity, environmental consciousness, keeping current talent and attracting new talent, motivating employees, developing the structure of the workplace, all the while keeping standards, beliefs, values, and ethics of company in mind. Training employees to be more involved in the global market and economy is one of the challenges human resource managers face today. With the growing local and global economy, it is beneficial for the employee as well as the company to be trained and knowledgeable in the customs, beliefs and values of other countries when doing business. This will keep the organization competitive in the market. Also, being aware of the organization's environmental impact is a challenge for the human resource manager. As the company does business and produces its product, the environment should not be ignored. With today's regulations and standards set for environmental protection, the human resource manager needs to be versed in these regulations and ensure to stay within those guidelines. This is on a local level as...
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...Chapter 1 The Problem and Its Settings Introduction Competence is defined as the skills, knowledge and other attributes that lead to success in a chosen area. One of the major factors for students to ponder upon after graduation in college is whether they became competent to the different challenges of the global market. Acquiring techniques or knowledge for new trends is a head start for being a competent employee which can be learned through quality education. Job qualification for Hotel industry is essential in finding a competitive work in the Philippines or even in other countries. Due to the rampant growth in hospitality industry, there has been a major concern for the Hotel and Restaurant Management students to be highly competitive or highly qualified in terms of hotel and restaurant preferences and standards. The job market in the hospitality industry is very competitive, employers will always want new graduates who are ready to “jump in” and start working immediately. Equipped with knowledge on the new trends for today’s hospitality industry, in order to be competitive in this market, newly graduates must possess the maximum skills required to perform efficiently and effectively in the hospitality industry. Industry professionals often claim that what educators teach in the classroom is out dated (Kang, Wu, & Gould, 2005). Technology, the workforce, hospitality and tourism products, and customers are constantly changing. As a result, relevant competencies...
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...ORGANISATION AND STRUCTURE TRAINING HARD ROCKS BEVERAGES UNDER THE GUIDANCE OF VILAS.B.ANNEGIRI SANDEEP KAUR ROLL NO. MBA ACKNOWLEDGEMENT I am indebted to many people who helped me complete the organizational structure training. First I thank the Christ University for giving me the opportunity to do this training. I thank my parents for their constant support and blessings without which this training would have seen the light of the day. Secondly the team members present in the companies who have help a lot during the training. CONTENTS 1. History of the organization. 2. Profile of Products. 3. Mission, objectives and strategies. 4. Organization design and structure. 5. Policies and procedures. 6. Functions of various departments. 7. SWOT Analysis. 8. Key result areas. 9. Key resulting activities. 10. Organization design factors and approach. 11. Employee training measures. 12. HRD Measures. 13. Performance appraisal system. 14. Advantages of the organization 15. Recommendations. 16. Observations. 17. Future plans of the organization. HISTORY OF THE ORGANISATION The Hard Rocks beverage was established in the year 2007 in Jamshedpur as the producer...
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...Introduction In today’s world competitive advantage in the business comes not only from the infrastructure setup of the business but from the people who run them. If you’re dealing with the people problems and can’t concentrate properly on running things, your business could suffer. Emergence of different homogeneous sectors in various business clearly indicate huge requirement of proper management of mass human capital with special respect to young and frontline manpower. Effective human resource management in this challenging environment requires professionals with competencies in a variety of specialized areas and functions, who will work together in partnership with line management to develop, implement and monitor human resources strategies, policies and programs. HR Zone is basically a “One Stop Shop” for especially Professional Training & Development and all of your HR related enquiries with ample information on HR articles, definitions, updates regarding policies changes and other services that HR Zone offers. However, the HR Zone is to provide all Corporate and HR professionals with up to date practical information, training resources, advice, reports, assignments, HR glossary guidelines and tools that can be used when dealing with day-to-day issues of Human Resource Management. In fact, it is really easy to gather all the right information at the right time and right format. HR Consultancy Firm: HR consulting firms are available around the world and are designed...
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...Ch. 1.0 Executive Summary 3e Consulting is a strategy and human capital services company. Its services are diversified in Corporate as well as education institutions which include building capability in Sales, Business Performance Measurement, Balanced Scorecard, Strategy Mapping, Scenario Planning, Leadership Development, Training and Advisory Services. In today's increasingly competitive global marketplace, skillfully navigating the commercial and political crosscurrents can make the difference. 3e Consulting work with clients to develop and implement practical, results-oriented solutions to improve the bottom line. The firm was founded on the principle that its success should be measured not just by the quality of our advice but also by their ability to help achieve concrete and timely results . Its aim is to turn seasoned experience into tangible, bottom-line results for their clients. They create value for those seeking the competitive edge. Expertise & Impact 3e Consulting wealth of knowledge covers the world's major industries and the most crucial business issues. Their broad range of expertise and clean-slate approach to finding solutions have led them to develop new ideas that quickly become the standard. Their objective is not simply to...
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...Diversity’s Importance To The Competitive Advantage David Calderone Management 300 Dec. 06, 2011 Table of Contents Cover Page – Pg. 1 Table of Contents – Pg. 2 Analysis of Topic – Pg. 3-9 References – Pg. 10 Appendix – Pg. 11-12 Diversity is important for workplaces to retain a competitive advantage in today’s global economy. “Diversity enriches the workplace by broadening employee perspectives, strengthening their teams, and offering greater resources for problem resolution” (Cox). Diversity is becoming a more common aspect of the business world, but the importance of diversity is often undervalued. “Up to 79% of organizations indicated that they use some form of diversity training” (Madera). Diversity training helps to inform employees about the benefits of diversity, and how you can achieve diversity. According to Barb Peluso “diversity training is becoming a bigger part of the workplace as economies and marketplaces become globally intertwined”. Diversity is a necessary entity in order for a company to achieve a competitive advantage in the economy. Diversity can often have many different definitions. For this paper I will be using the University of Tennessee’s definition. “Diversity is a commitment to recognizing and appreciating the variety of characteristics that make individuals unique in an atmosphere that promotes and celebrates individual and collective achievement” (University of Tennessee). Diversity can be experienced in numerous different ways...
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...505: Communication Technologies April 28, 2013 Meeting the Information Requirements of Management From the Requirements for the Corporate Computing Function, the fifth computing facility fulfillment point reads, “Meet information requirements of management” (Stallings, 2009, p. 58). Stated in another way, this Chief Information Officer’s (CIO) mission statement’s component implies that company information can be utilized by management for a great deal of things. While the security of all company-owned data is immensely important to the success of the organization, some of the information carries significant value when used by management in order to allow the company to make better informed decisions to keep the company competitive in today’s market and to comply with the organization’s legal responsibilities. Today’s markets are vastly competitive. “To succeed in multi-channel, high-speed environments, organizations need to leverage the data they have at their disposal. Organizations today have access to almost unlimited amounts of data - sales, demographics, economic trends, competitive data, consumer behavior, efficiency measures, financial calculations, etc” (Kennerley, 2008, p. 4). Understanding the company’s data metrics is the job of the management tiers of the organization so that better decisions can be made for the direction of the company as a whole. If management does not acquire or understand company-related information, the business is essentially setting...
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...topic. CRS is a commitment made by a corporation to develop and adhere to policies that are socially responsible in areas of work, community welfare, ecology, human rights, and family life. Today’s businesses realize an ingredient in being successful is through respect and confidence of their customers. A company can obtain respect and confidence through being socially responsible. Through social responsibility corporations manage their business processes to produce a positive impact on society. The growth of easing problems in society such as; child abuse, hunger in America, homelessness, gun violence, and equality in human rights has grown. Corporations can gain loyal customers through corporate social responsibility and giving back to society and the communities that they serve. Commitment of the company can be defined by its employees, the company’s treatment of the environment and community in which it is located. Today’s society is concerned with the global environment which puts pressure on today’s businesses to participate in being socially responsible. When a company or corporation does not contribute to the society that they serve and/or not environmentally conscientious, that company or corporation may experience loss of product loyalty and possible consumer boycotts. In today’s business world nationally and internationally it has become standard quo to have a reputation as a good corporate citizen. Being a good corporate citizen means improving the lives of your...
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...AND RESPONSIBILITIES PAPER HR Roles and Responsibilities Paper Letitia Newbold University of Phoenix Week 1 – MGT/431 Professor Richard Dettling March 13, 2006 HR Roles and Responsibilities Paper Human resource management (HRM) in public organizations is changing as there are numerous policies, procedural and structural reforms underway. Human resource management studies have focused primarily at the state and federal levels, with relatively fewer comprehensive views of county governments. HR has therefore become a huge investment for medium and large companies across industries. This paper will define human resource management and describe the changing roles of Human Resource (HR) management in response to trends in globalization, technology, diversity, e-business, and ethics. The function of the Human Resources Management (HRM) includes a variety of actions required by the Human Resource Department. The key goal of HRM is deciding what staffing needs, whether to use independent contractors or hire employees to fill the needs of the company by recruiting and training the best employees and ensuring they are high performers. HRM also deals with performance issues and ensure personnel and management practices conform to the various regulations when rectifying issues. Other activities include managing the approach to employee benefits and compensation, employee records and personnel policies. Small businesses (for-profit or nonprofit) usually...
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...head: Human Resources Verses Operations Comparing Operations Project and Human Resources Management Principles Tami Webb Kaplan University MT 435- Operations Management June 22, 2015 Comparing Operations Project and Human Resources Management Principles The purpose of this paper is to discuss and compare the project principles of operations management (OM) to those of human resource management (HRM). OM and HRM have historically been separate parts of an organization. Competencies that were once defined by OM have now integrated with the HR professionals behavioral and technical competencies required to perform a specific role. I will begin with discussing operations program management principles and then follow with human resource management principles. Both areas are strategic initiatives for organizations to continue growth over time and both are keys to a company’s success. Success or failure in either area can make the difference in the overall effectiveness of the company goals and vision. Creating standardizations or certifications for particular skill sets is necessary for specialized work. Operations Project Management When organizations have a culture that encourages knowledge transfer and an atmosphere centered on professional growth, they create a value that encourages buy-in of company goals and visions. Knowledge transfer is not just on the job training, but rather a precise and methodical transfer of wisdom and insight from key professionals...
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... Entrepreneurial Leadership has different definitions as well as different philosophies behind them. Successful leaders such as Steve Case, Peter Drucker and James Kouzes have all developed philosophies, associated attributes and best leadership practices to be successful in today’s fluid marketplace. There are commonalities and a leader can pick portions of different practices or beliefs to form a hybrid philosophy for leading change within their organizations while following Tarabishy’s (n.d.) recommendations for entrepreneurial leadership in today’s dynamic markets. Leadership is comprised of different styles. Organizations are different and so are the traits and styles of its leadership. While leaders want to accomplish the same thing, a successful organization, the methods of authentic, transformational and transactional leaders are different. As organizations and the associated leaderships differ, there are tools and resources that can help leaders in achieving its organizational goals. The Small Business Administration and Counselors to America's Small Business (SCORE) are two organizations that provide resources to assist leaders such as mentoring, starting a business, loans and training. Once leadership styles are understood and a philosophy is created, a leader can then develop a list of best leadership practices that best suits the leader and guides the organization to meeting its vision and goals to achieve competitive advantages and dominance. References ...
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...In today’s highly competitive global business environment, businesses must aggressively compete in new markets for top talent to develop and sustain a competitive edge globally. The new global economy has changed the dynamics of the workforce and employee training is essential for organizational success. Training is vital for the following reasons: education of workers for the effective use of technology, to ensure career development and personal growth, and for increase productivity and profitability. Global organizations must find ways to accommodate specialized training and explore best practices as it relates to: conflict management, effective multicultural leadership and management skills, and stress management in global environments. CONFLICT MANAGEMENT The effective management of conflict is an important competency required by leaders in globalized business environments. However, developing this skill is more difficult in multicultural team environments than in team building among individuals from the same culture. Therefore, it is essential for multi-international businesses to understand the impact of conflict management on team building and implement targeted training programs. Targeted Conflict Management Training Programs should address the following: • Differences in work styles • Integrated language • Understand how cultural influences workplace relationship building • Specific cultural barriers that could potentially impact team building • Personality...
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...does diversity training teach? Today’s workforce is very different than it was in the past. It is not at all uncommon to see women not only making up a large percentage of the workforce, but also in top management positions. Diversity training was designed to focus not only on legal compliance but also improving the relationships among workers. Research shows, however, that diversity training programs may not be delivering the expected outcomes. 1. I think diversity training programs are effective in improving representation in management, because they include strategies to measure the representation of women and minorities in management positions, and they hold managers accountable for achieving more demographically diverse management teams. 2. One-shot diversity training does not have any strategies to encourage effective diversity management back on the job. Organizations that provided one-shot diversity training sessions were not consistently more likely to have women and minorities in upper management positions than organizations that did provide diversity training, which makes the training ineffective. 3. One of the most important obstacles to overcome in the effectiveness of diversity training programs is strong representation in top management. Ineffective communication of company policies and practices also leads to ineffective diversity training programs. 4. If I designed a diversity program, it would involve strong representation in management as well as...
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...improvement and construction product retailer. It operates stores in all fifty states, the District of Columbia, Puerto Rico, the Virgin Islands, Guam, Canada and Mexico. It is the largest home improvement retailer in the United States, next to Lowes. Founded in 1965, PepsiCo is an American food and beverage corporation formed between the merger of Pepsi-Cola and Frito Lay. PepsiCo has gone on to expand to include Tropicana, Quaker Oats, Gatorade and many more. Each generating sales of one billion dollars each and distributed in more than 200 countries (PepsiCo). As of 2011, PepsiCo employs approximately 297,000 people worldwide (PepsiCo). This paper will assess the above mentioned companies areas of leadership, management, organizational learning (training), and culture and compare and contrast to the structure The United States Army and Macy’s Department Store. Home Depot Leadership: In 2000 Marcus and Blank were replaced with Robert Nardelli, who pushed hard to make the company more efficient, bringing with him many new metrics to centralize operations, and to meet quarterly goals he even cut jobs of associates. Nardelli, a former General Electric top executive, arrived at Home Depot with a leadership style that was already outdated, an autocratic top –down style of command and control. Under Nardelli, Home Depot went from a retail business to a new contracting business. Nardelli devastated the retail side of Home Depot by getting rid of knowledgeable and great salespeople...
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