...1) Based on what you read in this chapter, what do you suggest Lisa and her team do first with respect to training? Why? The manager Lisa should review her employees’ performance evaluation forms to determine whether and where there are gaps in performance. As well, Lisa can review customer feedbacks through short surveys, because they can indicate whether training is needed for a specific area or trait. 2) Have Lisa and the CFO sufficiently investigated whether training is really called for? Why? What would you suggest? No, they did not. Although, large differences exist in such measures, it does not mean training is lacking. On the job training costs little and may be taking place on an informal basis, thus unmeasured. Additionally, such things as employee occupancy may be having an effect on training costs – employees who have been working in Hotel Paris for many years now may require less training than employees of a different hotel with a high turnover. Therefore, Lisa needs to analyze the need of training more thoroughly. 3) Based on what you read in this chapter and what you may access via the web, develop a detailed training program for one of these hotel positions: Security guard, housekeeper, or valet/door person. Working as a housekeeper at a hotel is not as easy as it seems. One has so much to learn and to get right from the start in order that guests entering their room in the evening do not feel that the room has been used before, but instead...
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...1) It is relating to the international human resources management problems between Betty and Frankie. Although Betty and Frankie are grow up in Hong Kong but they are following a different culture at the same place. Betty was finished her study at Form Five and started her work after her succeeded in the secretarial qualification. She was worked at our company for the past ten years. On the other hand, Frankie was finished his high school at Hong Kong then got his first degree at London and a MBA from Harvard. He has great experiences in multinational company because he worked in London, New York, Hong Kong and Shanghai before joining us. It is helping him to build up a good thinking, open mind and the importance of the relationship with other colleagues. Frankie is willing to change in order to assist him achieving the goal but Betty is not willing to change therefore she won’t cooperate with Frankie when he need to change the old style. Sometimes, the communication is complicated. Especially it is related to two different cultures as it is easy to misunderstanding. Betty’s an India lady and got an education in Hong Kong then entered the workforce. Frankie’s a Chinese and got his education at an elite Hong Kong boy’s school then got his higher education in UK. This may made them have a big different in perception and behavior. At the same time, it’s because they are lack of communication, so they’re not knew each other well. It’s also is a problem between them. 2) We could found...
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...Zambia Catholic University. Faculty of Business, Management and Finance. Department of Business Administration. FAMILY NAME: MWENDELA Student ID No: 100001 EVD Due Day: Assignment: 09-04-2013 HRM Essay GIVEN NAME: DAIMON Course Code: Lecturer: No. of pages: BBA 250 Mr J.B Masiye 06 Essay Title: Discuss the view that effective Human Resources Management policies and practices can contribute to positive organizational performance Introduction The Human Resources of an organization consist of all people who perform its activities. For the purpose of this essay, it is important to define further what human resource management is and what it is used for and to establish how it effectively contribute to the positive performance of an organization. "Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function." (Bernadin,H.J.2007). Furthermore, (Armstrong.2006:4) defined it as a strategic and coherent approach of an organization's most valued assets-the people working there, who individually and collectively contribute to the achievements of the objectives of the business. The term Human resource management is therefore also widely known as "Personnel Management" as a description of the process of managing people in organizations. In a constantly changing world, which...
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...monetary award of this type may appear to be a logical solution for increasing employee motivation. It seems many employees have complaints that they are over work and under paid. Is this absolutely a comprehensive way of increasing motivation amongst employees? So, employees will continue to be able to perform at his or her optimal in his or her position? One model that Gratton and Truss refer to is what is known as “three-dimensional model of people strategy” The foundation of this model includes three segments. The first segment of the model is the vertical alignment. This part of the model is about people strategy and business goals. The second segment is the horizontal alignment. This section of the model is about individual Human Resource policies. Last is the Action or also known as the implementation dimension. This final segment is for the greatest part the series of steps that the people strategy will be implemented through daily experiences of the employees and the behavior of the line managers (2003). Vertical alignment is ensuring that the organizations people strategy is relevant and suitable to its goals. What is a people strategy? As defined by Kochanski & LeBlanc “A People Strategy...
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...Human Resource Accounting Human Resource Accounting Literatur Review To measure human value as a part of the goodwill, HRA was introduced in the accounting literature in the 1960s (Flamholtz, 1985). In 1968 Brummet, Flamholtz & Pyle used the term “human resource accounting” for the first time. In 1973 the American Accounting Association’s Committee on Human Resource Accounting defined HRA as “the process of identifying and measuring data about human resources and communicating this information to interested parties. It provides information about human resource costs and values, serves to facilitate to decision making, and motivates decision makers to adopt a human resource perspective (Sackmann et al., 1989,). Research to examine the way in which human resource variables affect the efficiency of firms could be performed in a number of ways including analyzing the association between different aspects of human resources and firm performance (Bassi & McMurrer, 1998; Boudreau & Ramstad, 1997; Grojer, 1998). Looking at different proposals (Conner, 1991), the resource theory considers human resources in a more explicit way. This theory considers that the competitive position of a firm depends on its specific and not duplicated assets. The most specific (and not duplicated) asset that an enterprise has is its personnel. It takes advantage of their interdependent knowledge. That would explain why some firms are more productive than others. With the same technology, a solid human...
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...Human Resources Administrative Assistant/Receptionist Hiring Manager: Carlos Jon Job Title: Human Resources Administrative Assistant/Receptionist Job Purpose: The incumbent will provide administrative support to a 10-employee Human Resource office. Incumbent will also act as department receptionist following human resources policies, programs, and practices. Key Responsibilities and Duties: • Type letters, reports, and other correspondence using Microsoft Word on the computer to present professional looking documents. • Reviews and processes personnel action documents for accuracy and accountability of personnel requests or changes. • Files personnel documents submitted to the HR Dept in alphabetical order to maintain personnel files. • Acts as department receptionist, answers phones, transfers calls to appropriate HR employee, provides information, takes messages, and schedules appointments. • Maintain Director’s calendar by scheduling appointments or meetings using Microsoft Outlook on the computer. • Distributes office mail daily by placing mail in designated mail slots for the HR Department. • Monitors staff time and payroll items using Microsoft Office programs on the computer in order to maintain accurate records of attendance and leave for payroll purposes. • Order supplies to keep the HR Dept. fully stocked with office supplies and personnel documents. • Other duties may be assigned if necessary. Skills/Qualifications: • Knowledge of company’s correspondence...
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...Development (R&D): b. Human Resource: c. Finance/Capital: d. Production: e. Marketing/Sale: 3. Cost and differentiation advantage: Samsung had both cost and differentiation advantage over its rivals. Kun Hee Lee, chairman of the Samsung Group, stern advice to his employees were to always demand superiority in product design and price efficiency which were directly related to cost and differentiation advantage. As a high-volume buyer, Samsung benefited discounts offered from raw material suppliers which had resulted Samsung’s cost to manufacture a DRAM chip to be lower than its competitors. Samsung’s ability to produce over 1,200 different variations of DRAM products was a huge advantage which was unmatched by its competitors. Samsung also provided “Specialty products” using customized architecture for niche markets. 4. Describe the resources and capabilities that form the basis of Samsung’s cost or differentiation advantage. a. Resource: Samsung had three types of resources: tangible, intangible and human resources as shown in Exhibit 2. Samsung’s R&D facility and its fab lines were collocated at a single site as opposed to its competitor’s facilities which were located at various locations. Samsung had the capital to invest in its R&D to master new technology, design and marketing of advanced technologies; and which contributed to produce multiple product architecture on each product line and gaining market share. Samsung human resource implemented different ways...
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...Human resources policies are a set of practices and procures used to manage interactions between the employer and employee. In general, human resource is primarily focused on employee management, which includes recruitment, hiring, managing, and termination. All companies have human resources policies, as they are typically required by law. In the United States, the Labor Standards Act provides a list of required procedures for all employers. These procedures cover all the major life events for an employee and are mandatory. (Jucious, 1963). There are four generic areas of human resources policies: recruitment, employment standards, discipline, and termination. The Labor Standards Act provides a basic framework, on which all human resource policies are built. The purpose of human resources policy is to clearly communicate the company’s internal procedures, requirements, and consequences. It is worth noting that almost half of all civil lawsuits are a result of a dispute surrounding human resources issues. In recruitment, there are four common human resources policies. When a position is vacant, the length of time applications will be accepted and who can apply is provided in policy. Prioritization of applicants and the granting of preferential status during the application process are common in both union and non-union environments. Non-discriminatory hiring practices based on race, religion, and gender is standard. Checking of references as part of a condition of employment...
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...OF THE HR POLICY OF THE WORLD BANK | | COURSE CODE AND TITLE: HUM 501 (HUMAN RESOURCE MANAGEMENT) | REGISTRATION NUMBER: SB/MHR/11/0004DATE: 14TH OCTOBER, 2011 | UNIVERSITY OF CAPE COAST SCHOOL OF BUSINESS UNIVERSITY OF CAPE COAST SCHOOL OF BUSINESS TOPIC WHAT IS A HUMAN RESOURCE POLICY? Generally, a policy, according to the Oxford Advanced Learner’s Dictionary, 7th edition (2007), is a plan of action agreed on or chosen by a political party, a business, etc. en.wikipedia.org describes policy as a principle or rule to guide decisions and achieve rational outcome(s). From these definitions, one can therefore deduce that policies are plans of action, principles, or rules which are meant to serve as guidelines to decision making in order to achieve a rational outcome. Policies are generally adopted by the Board of or senior governance body within an organization. That is to say that adopting the policies of any company does not lie with just anybody because policies serve more or less as guidelines as to what should be done and why they should be done; therefore they should come from the senior governing members of an organisation. Policies can be formulated to serve specific people or situations, depending on the purpose for which it must serve. They can come from either the government of a country, board of governors of a company or even an international control body. Human resource policy is a typical example of policies. “Human Resource Policies are continuing...
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...excellence and exemplary governance practices, our progressive and innovative Human Resources Policies and systems have created an enabling milieu which facilitates recruitment, retention and nurturing of world class human capital for leadership in energy business. We believe that HR Policies and interventions have the inherent responsibility of organizational transformation and effective change management through progressive adoption of techniques and structures that accord precedence to action oriented goals and continuous resource development. It is with this goal in perspective that our Human Resource policies focus on key areas like talent acquisition and retention, training and development, compensation management and social security. The company hires the best available talent in various disciplines through a rigorous selection process. It also visits the campuses of leading educational institutions to head hunt the critical talent based on its requirements. Training and Development of human resources is another priority area. The training infrastructure comprises of ONGC Academy located at the Headquarters in Dehradun as well as Regional Training Institutes (RTIs) at other locations. Apart from regular in-house training programs, various management development programmes are organized in association with the best management institutes of the country to keep the executives updated with latest management philosophies and concepts. Other HR initiatives like mentoring and coaching...
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...CROSS CULTURAL MANAGEMENT The interaction of people from different backgrounds in the business world, cross culture is a vital issue in international business, as the success of international trade depends upon the smooth interaction of employees from different cultures and regions. A growing number of companies are consequently devoting substantial resources toward training their employees to interact effectively with those of companies in other cultures in an effort to foment a positive cross-cultural experience. Cross culture can be experienced by an employee who is transferred to a location in another country. The employee must learn the language and culture of those around him, and vice-versa. This can be more difficult if this person is acting in a managerial capacity; someone in this position who cannot effectively communicate with or understand their employees' actions can lose their credibility. In an ever-expanding global economy, cross culture and adaptability will continue to be important factors in the business world. Cross-culture tries to bring together such relatively unrelated areas as cultural anthropology and established areas of communication. Its core is to establish and understand how people from different cultures communicate with each other and the culture of a society comprises the shared values, understandings, assumptions, and goals that are learned from earlier generations, imposed by the members of the present day society and passed on to the succeeding...
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...1. 1. Introduction ICM Communication PLC is an organization that provides creative solutions for developmental, governmental, non-governmental organizations and UN agencies. The organization is a private limited company registered under the Ethiopian business law on March 2011. Although a fairly young organization, ICM has made its name in brand development, graphic design, creation of promotional materials and printing in the Addis Ababa and Ethiopia market. ICM utilizes sustainable communication methods when providing services to clients. Sustainable communication is about making the best possible use of people and money to deliver maximum impact from minimum resources. It is the Perfect approach to take any organization cares about people, is concerned about climate change and wants to get the best possible return for investment. ICM collaborates with our clients to develop breakthrough insights, strategies, and tactics that communicate, engage and inspire, ultimately making a lasting social impact. ICM Communication Plc believes that to address social and behavioral change, communication initiatives should be supported both at community and institutional levels, as cross cutting strategies to establish common platforms for multiple communication objectives. This will improve the enabling environment, increase access to essential hardware and commodities, strengthen the capacities of service providers and stimulate demand for services, promote adoption of appropriate...
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...Rus Wane Equipment Case Study Joint Venture In Russia Michael G Rutkowski Upper Iowa University Abstract Wane Machines Inc. engages in the manufacturing, installation, and maintenance of large scale heating and cooling equipment for office and apartment buildings. In February 1990 a joint venture was formed called Rus Wane Equipment with NLZ, a medium sized factory outside Moscow, that manufactured similar equipment, but of much lower quality. This case shows the difficulties that can arise if a company does not follow the organizational structure, management systems, and the human resources policies of the company. And how changing government legislation in a rapidly changing business environment like Russia, can have serious financial impacts and decline the advantages of a joint venture. This case shows the situations and difficult problems that can arise from a joint venture between Wane Machines, Inc and NLZ the Soviet partner company. Wayne Machines started in New York City and specializes in manufacturing, installing, and maintaining large scale heating and cooling equipment. The corporation is divided into four divisions that unite 50 companies in 160 countries. After exploring markets in Eastern Europe and the Soviet Union a Soviet-Belgian joint venture was formed in February 1990, called Rus Wane Equipment. Rus Wane established another joint venture with a St. Petersburg partner, to install and service its products in Russia. The market potential in the...
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...Assignment Grading Course Name Human Resource Policies and Procedures Student’s Name Professor’s Name [optional] University Introduction Policies outline employee behavior expectations within an organization. HR office distributes a uniform arrangement of principles by which all representatives inside of an association must withstand. The approaches normally cover how and when workers are paid, advantage qualification, organization clothing standard, disciplinary strategies and participation desires. Organizations must have plainly characterized and composed approaches to set work environment gauges that can be reliably authorized. HR policies guarantee that all representatives take after the guidelines, as well as that chiefs reliably implement them. This wipe out prejudicial treatment and show partiality of representatives by obliging that a pre-established chain of disciplinary activities to be followed if an arrangement has been disregarded. All representatives who confer the same or comparable activity must be taught in the same way. Overview of the organization Syntel, Inc. is a U.S. based multinational supplier of coordinated technology and business administrations. Headquartered in Troy, Michigan, Syntel administrations its customers through 17 worldwide advancement focuses on India and the United States. It is a worldwide supplier of Information Technology (IT) and Knowledge Process Outsourcing (KPO) arrangements. Its authors were Bharat Desai, an Indian graduate...
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...HR policy: HR policy is the strategic deployment of plans that the human resource department introduce in the organizations. The focus of such policies is to enable the organization cope up with the changing conditions and better comprehend the business and trade mechanism by hiring and maintaining highly professional employees in the panel of workers. It is very necessary that effective human resource policy is deployed by the organization in order to run it effectively. In other word, Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning. Each company has a different set of circumstances, and so develops an individual set of human resource policies Purposes of HR policies: HR policies allow an organization to be clear with employees on: • The nature of the organization • What they should expect from the organization • What the organization expects of them • How policies and procedures work • What is acceptable and unacceptable behavior • The consequences of unacceptable behavior The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst...
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