...Singapore Tokyo Contents Preface xxiii Acknowledgments xxvii Introduction to Human Resource Management 2 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes and Features 21 CHAPTER CONTENTS OVERVIEW 22 Part 1: Introduction 22 Part 2: Recruitment and Placement 22 Part 3: Training and Development 22 Part 4: Compensation 23 Part 5: Employee Relations 23 The Topics Are Interrelated 23 4 VII viii CONTENTS CHAPTER SECTION SUMMARIES 24 DISCUSSION QUESTIONS 24 INDIVIDUAL AND GROUP ACTIVITIES 25 EXPERIENTIAL EXERCISE: HELPING...
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...MDI Murshidabad in association with HrUdbhav( HR club of MDIM) organized its first HR Meet “Samanvay’15” on 19th & 20th September, 2015. This very first edition of HR Meet was based on the premise that the overall HR scenario in India and at the global level is undergoing a sea change. HR is no more a staff-function; rather it has acquired an agile role. Subsequently many HR managers, unlike in the past, are becoming strategic business partners. They possess significant leadership qualities and are capable of managing organizational change. They are actively involved in redefining culture of the organization. At the same time, they are facing increasing challenges in their search of high HR performance to retain talents and build engagement in the workplace. This Conclave intended to bring eminent and senior professionals from the industry who has significant achievements to their credit. It acted as a rendezvous for the participants to listen to views and experiences pertaining to the emerging challenges in HR. The conclave also extended an opportunity for individuals associated with the field of HRM, namely the corporate managers, faculty members and students, to learn and interact with each other. This enriched the audience and lead to an awakening among them. The panelists shared their experiences and created learning on the HR related best practices which they have been experiencing in their organizations. The event saw active participation both from industry and academia...
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...Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
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...Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
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...(A): Building a WorldClass HR Organization Your business is only going to be as good as the people you’ve got. You can have the best strategy in the world, but if you don’t have effective execution by people, it’s going to fail. — Harris DeLoach, Sonoco CEO In order to make progress, we had to somehow decide what things were going to be the same across the company and what things could be or needed to be different to support the businesses. There was a balance that we needed to figure out. — Cindy Hartley, Senior VP, Human Resources It was late August 2000. Cindy Hartley, senior vice president of human resources (HR) at Sonoco, a 100-year-old global provider of industrial and consumer packaging and related services, was meeting with five members of her reorganization task force comprising the heads of employee relations and organizational development, the company’s chief labor attorney, and two key divisional HR directors. Looking to cut costs across the company, the company’s newly appointed CEO had asked Hartley to come up with at least two potential new HR structures that would reduce the function’s costs by 20%, or $2.8 million. But there were other equally pressing reasons for the reorganization. Number one was to ensure top-level accountability for talent management and upgrading. The second reason was to provide for a more even distribution of HR talent and support, particularly to the company’s smaller growth divisions. Finally, HR needed to lead the way...
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...2 Enter the World of Business: Starbucks: HR Practices Help Focus on the Brew, Weather the Recession, and Prepare for Growth 3 Introduction 4 What Responsibilities and Roles Do HR Departments Perform? 5 Strategic Role of the HRM Function 7 Demonstrating the Strategic Value of HR: HR Analytics and Evidence-Based HR 10 The HRM Profession: Positions, Education, and Competencies 11 Competitive Challenges Influencing Human Resource Management 14 Key Terms 61 Discussion Questions 61 Self-Assessment Exercise 62 Exercising Strategy 62 Managing People Skill Shortages Make It Difficult to Fill Positions and Customer Orders 63 Twitter Focus 64 Notes 64 Parti The Human Resource Environment 69 2 Strategic Human Resource Management 70 The Sustainability Challenge 14 Enter the World of Business: HP's New Strategy 71 Evidence-Based HR 24 Introduction 72 Competing through Sustainability Volunteerism and Going Green Are Reaping Dividends for Employees, Communities, and the Environment 30 What Is a Business Model? 72 GM's Attempt to Survive 73 What Is Strategic Management? 74 Components of the Strategic Management Process 75 Linkage between HRM and the Strategic Management Process 75 The Global Challenge 44 Competing through Globalization Apple Polishes Its Image through Auditing Overseas Suppliers 47 The Technology Challenge 48 Competing through Technology Connectiveness Enhances HR Practices 51 Meeting Competitive Challenges...
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...head: KUDLER FINE FOODS: HR FOCUS Kudler Fine Foods: HR Focus Name School Business Systems II 502 Instructor Date Kudler Fine Foods: HR Focus Kudler Fine Foods is owned and operated by Kathy Kudler. It is a local upscale specialty food store that provides high quality domestic and imported foods. In the San Diego metropolitan area, the company has three locations; in La Jolla, Del Mar, and Encinitas. La Jolla is the Kudler Fine Foods headquarters. With Kudler’s current growth, the store is in need for an upgrade to their Human Resources (HR) management system (Apollo Group Inc, 2012). To get an idea as to what Kudler Fine Foods requires in a new HR system, an understanding of the store chain’s current system will be needed. For Kudler’s payroll system, the store uses Quick Books and outsources the processing of payroll to Intuit. Intuit tracks each employee’s information in their own database, which includes (Apollo Group Inc, 2012): * Personal information, such as name, address, marital status, birth date, etc. * Pay rate * Personal exemptions for tax purposes * Hire date * Seniority date (which is sometimes different than the hire date) * Organizational information (store for budget purposes, manager’s name, etc.) If there are any changes that are required of an employee’s records, the employee’s supervisor must submit a form in writing, where an accounting clerk with Intuit can enter the changes in their system. The accounting clerk of...
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............................................................................................... 4 OVERVIEW ..................................................................................................................... 5 HR AS A STRATEGIC PARTNER .................................................................................. 5 A GLANCE AT STRATEGIC HUMAN RESOURCE MANAGEMENT ............................. 7 VARIOUS HR STRATEGIES EMPLOYED BY ORGANIZATIONS ................................. 7 Fig 1 Strategic Framework for Human Resources .......................................................... 8 LOYAL SOLDIER (INTERNAL/COST HR STRATEGY) .............................................. 8 BARGAIN LABORER (EXTERNAL/COST HR SRATEGY) ......................................... 9 COMMITTED EXPERT (INTERNAL/ DIFFERENTIATION STRATEGY) .................. 10 FREE AGENT (EXTERNAL/DIFFERENTIATION HR STRATEGY) .......................... 10 ALIGNING HR STRATEGIES WITH COMPETITIVE BUSINESS STRATEGIES ......... 11 Table 1 Compitetive strategies and HR strategies ........................................................ 11 SHRM & ORGANISATIONAL PERFORMANCE ........................................................... 12 DEVELOPING & IMPLIMENTING A HIGH PERFORMANCE WORK SYSTEM (HPWS) ...................................................................................................................................... 14 Fig 2 Integrating Core functions to create a HPWS ................................
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... How International Business Affected HRM Introduction Changing trends within globalization, technology, and e-business has caused for diversity to have an impactful effect on each & every aspect of business involving human resource management. Furthermore, there has been the enhancing demand for organizational flexibility. Human resource management has been very challenging within international regard. This has been the discipline, which trusts totally on the people, and its behavior has been decided through shared values. As values change from one generation to the next, from one country to another, and from one culture to the next, rules of human resource management have been regularly altered ("Going Global: Managing the HR Function across Countries and Cultures.," 2009). The effect of globalization combined with internationalization within increasingly competitive business arenas is required to be evaluated. This particular paper will give insight to how human resource management fits in along with contributes towards companies international business strategy, as well as discussing important factors that influence international human resource management with regards to globalization. • How has the growth in international business affected human resource management? A major outcome to internationalization is that organizations should increasingly be managed worldwide. However, this confronts managers creating many challenges (Perks, 2004). Market...
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...5 10 70 References • Chandra P.(2002), Projects: Planning, Analysis, Financing, Implementation & Review, Tata McGraw-Hill Publishing. • Meredith J.R. & Mantel S.J., Jr.( 2000), Project Management: A Managerial Approach, Ed. John Wiley & Sons. • Machiraju H.R.(2001), Introduction to Project Finance: An Analytical Perspective, Vikas Publishing House Pvt. Ltd. • Patel B.M.(2000),Project Management: Strategic Financial Planning Examination & Control, Vikas Publishing House Pvt. Ltd. • Finnerty J. D.(1996), Project Financing: Asset-Based Financial Engineering, Wiley • Newbold C.R.,(1998), Project Management in the Fast Lane: Applying Theory & Constraints, St. Lucie Press • Anthony R.N. & Govindrajan V.(1998), Management Control Systems, Tata McGraw-Hill • Desai V.(1997), Project Management, Himalaya Publishing House MBA 412: COMMERCIAL BANKING Credit Units: 03 Course Objectives The aim of this course is to give the student an overview of banking industry and prepare him for various roles in the banking...
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...Resource Management (HRM) interventions targeted at developing, integrating and supporting the employees in an organization. These interventions operate on the premise that employee development and well-being can lead to increased organizational performance. There are three main HRM interventions: Performance Management, Developing Talent and Managing Workforce Diversity and Well-Being. 1. PERFORMANCE MANAGEMENT “Performance management involves goal setting, performance appraisal, and reward systems that align member work behavior with business strategy, employee involvement , and workplace technology” (Cummings &Worley, 2009). Research has shown that organizations with a fully functional performance management system outlive those...
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... the Human Resources Director at Lifespan Corporate Services assisted me by proclaiming that, “…as globalization and the information age continue to advance, organizations need to adapt to the changes in technology and the changing issues in management of people.” Furthermore, he stated that managing globalization is a critical issue for human resource managers. Due to globalization and expected changes in technological and the social environment it has become critical for human resource managers to effectively and efficiently handle the competitive environment that affects the performance of organization at domestic as well as global platforms. “Globalization represents the structural making of the world characterized by the free flow of technology and human resources across national boundaries as well as the spread of Information Technology and mass media presenting an ever-changing and competitive business environment” (Česynienė, 2008). Furthermore, the challenge of human resource managers managing globalization has a slippery slope effect to the challenge in managing a demographic workforce. Managing a demographic workforce is an emerging issue for any organization and its HR department. At domestic and global levels, there are many policies and regulations that affect the recruitment policy of an organization to manage...
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...HR Assessment – Task 2 Outcomes 2 & 3 Escape to the Wild Report To ensure Escape to the Wild’s continued successful and profitable expansion, the Managing Director has expressed his wish for the company to take on a more Strategic approach to the way it recruits trains and promotes its employees. To implement this new strategic approach a human resource function should be introduced. The following describes four activities the human resource function will undertake in order to support the company’s expansion and success: Recruitment & Selection The purpose of recruitment and selection is to reduce the risk of poor selection and attract well qualified candidates to the job. Systematic planning and preparation will increase the likelihood of employing the right person for the job. Recruitment and selection is crucial to the organisations success and selection techniques such as psychological tests, practical tests and numeracy tests can be used to determine the best candidate for the job. Recruitment and selection activities include: employment law, job descriptions, personal specifications, advertising, applications, interviews, tests, references and acceptance/rejection letters. The implementation of a recruitment and selection process within the human resource function for Escape to the Wild would reduce the amount of work for the Finance Director and the finance section. The Finance Director would no longer have to issue all employment contracts...
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... HRM-Human Resource Information Systems 15 April 2014 Introduction Human Resource Information System (HRIS) is software used for tracking, entering and storing of data needs by Human Resources within an organization. There are many companies that sell HRIS software with each form having different features. An effective HRIS provides comprehensive information on all the current employees, former employees and the potential employees (Obeidat, 2012). Two Commercial HR Database Systems HR Quik® by Data Ingenuity, Inc. is a simple human resource employee database system. The HR Quik database system can be loaded onto the company’s server, network, hard drive or cloud based. HR Quik offers an on-line applicant website with the program. Just link the application website to the company website. Then, when employment applicants click on "Jobs", they will be directed to the application website with the company’s logo. The applicant can complete an on-line application, submit their resume, and complete EEO data. The hiring manager can process applicant as Hire, Decline, Pending, etc. Hired applicants can be imported into HR Quik where offer letters and other new employee paperwork can automatically be generated (dataingenuity.com). BambooHR is the second HR database system researched. Their system is a flexible HRIS system and pricing that adapts to the company’s...
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...Employees Involvement Strategy Executive Summary Leading and managing people are an important concept in HR now days. Every company follows this concept in order to retain the employees along with that to have a proper flow of work within the organization. On the other hand maintaining an employee involvement strategy is also an important task of every organization. The given study will help to generate an idea about the mentioned countries which are China, India and Germany address the related issues regarding leading and managing people. By conducting these studies an overall idea about the communication strategy of the organization will also be identified. Table of Contents Executive Summary 1 Introduction 3 Employee’s Involvement Strategy within the Organization 3 Concept of Leading and Managing People 4 Theoretical exploration of potential opportunities/challenges in China, India and Germany 5 Communication Taking Place in the Organization 7 Relevant scenarios in terms of opportunities and challenges of HR 8 Recommendations 10 Conclusion 12 References 13 Introduction One of the main notions of the given study is to provide a brief overview about the topic related to leading and managing people. The situation of this study is designed in such a way where it has been told that after getting a promotion to be the head of the HR department with its other branches in China, India and Germany it is asked to do a research study in which it is important to...
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