...Effects of Social Networking Sites to the Study of CLSU 3rd year HRM students As a Partial Fulfillment of the requirements of the subject Methods of Research Submitted to: Submitted by: Lysel Cris C. Agram Mara Katrina C. Cusi December 2011 I Introduction Social networking websites are currently being used regularly my millions of people. The use of social networking sites has been widespread that they have not only caught the attention of academic and industry researchers worldwide but also us, in particular. Social networking sites are now being investigated by numerous social science researchers and an increasing number of academic commentators are becoming more and more interested in studying Facebook, Twitter, and other social networking services, because of their probable impact on society. While the social networking sites have the same key aspects, the cultures and responses around them that become apparent are varied. Most sites help strangers connect with others based on shared personal interests, political and economic views, or simply recreational activities. Some sites accommodate distinct viewers, while others attract people based on similarities, such as common languages or shared racial, sexual, religious or nationality-based identities. Nonetheless, social networking sites have only one common goal. It is to encourage new ways to communicate and share information. Many students have been blaming various social networking sites for their steady...
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...In the recent years the popularity of social media has soared, while these technologies present great opportunities for employees, they also have the potential of legal pitfalls. With all the various advances in technology it is making it easier for people to transport and afford computers and tablets, coupled with the propagation of social media it is rapidly changing the way people communicate. People are afforded the opportunity and means to communicate with their family, friends and even strangers, which until recently were not available. New social media predominantly Facebook, Twitter and LinkedIn have revolutionized not only the way people communicate but also how business is conducted. Employers are now using social media as a way of recruiting and marketing. Due to the large number of users to these social networking sites, it makes it easier and more attractive for recruiters to find a possible source of hire. According to Mello (2012), as of December 2011 Facebook had over 80 million users where half of whom logged on to the site daily and the other half logged on using their mobile device. In the United States alone, there are over 20 million users to Facebook which is two thirds of the user population (New York Times, 2012). According to Social Network and Employment Law (2012), the volume of communication continues to expand for Twitter with over 30 million participants to their site; the article goes on to state that LinkedIn has over 30 million...
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...Case 1 1. How does the Accenture People site help Accenture better serve its customers? By creating social networking site such as Accenture People site will definitely be very helpful for organization to provide efficient service. First, employees would able to access massive information on line in real-time matter to exchange information on work tasks and professional knowledge. Second, a world-wide company such as Accenture can use the site on speeding up their productivities on work procedures and decision making. Third, when there is a problem need to be solved, anyone who works in the company can get on the site and ask for immediate assistances. Above all, when employees use the Accenture’s site to gather correct information in effective way, consequently, they can satisfy their customers with efficient manner. 2. How successful do you think Accenture will be at getting its employees to create their profiles? Nowadays, because of well-developed technologies, organization can use this advantage to create this kind of networking site to cohere employees. Another advantage for Accenture, employees are supposed to have IT background, therefore, it would be easier for them to build up this Accenture’s site. 3. Can you see any drawbacks related to employees creating their own profiles? The major concern for creating personal profile in the organization is privacy. In my opinion, privacy should not be the issue at work place as long as the personal profile and information...
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...University Human Resource Management (HRM) as described by Ivancevich & Konopaske (2013) is the function performed in organizations that effectively uses employees to achieve both organizational and individual goals. Throughout the years HRM has evolved domestically influenced by both business and social events leaving behind a renewed emphasis on human capital. Today’s environment requires business leaders to focus on the financial returns of the company as well as the contributions of strategic HRM to that end. Organizations are continuing to scan the business environment looking for opportunities creating value and differentiation. Increased evidence points to an engaged workforce as a competitive advantage for many companies and more than ever these organizations are looking to expand internationally. Successful global organizations have come to understand that western theories of HRM may not apply to other cultures and as a result have found ways to remain strategic with HRM outside of their domestic borders. Russian culture is primary example where HRM practices must be evaluated in the context of Russian culture and values. Global Human Resource Management (GHRM) refers to the policies and practices that relates to managing people internationally and according to Ivancevich & Konopaske (2013) the external environment of the international organization is one of the most important influences on HRM activities and culture. HR professionals no longer question...
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...Chapter 01 Human Resource Management: Gaining a Competitive Advantage True / False Questions 1. | Companies have historically looked at HRM as a means to contribute to profitability and quality. True False | 2. | Orientation and skills training are responsibilities of HR personnel involved in analysis and design of work. True False | 3. | The three product lines of HR as a business are administrative services and transactions, business partner services, and strategic partner roles. True False | 4. | The amount of time that the HRM function devotes to administrative tasks is decreasing, and its role as a strategic business partner is increasing. True False | 5. | Advances in technology have decreased HRM's role in providing self-service to employees. True False | 6. | HR functions related to benefits administration such as health plan eligibility status, relocation, and payroll are usually not outsourced. True False | 7. | When a firm shifts to evidence-based HRM, it should stop using workforce analytics. True False | 8. | Evidence-based HR refers to the demonstration that human resources practices have no impact on the company's bottom or key stakeholders. True False | 9. | Intangible assets are equally or more valuable than financial and physical assets, but they are difficult to duplicate or imitate. True False | 10. | In a learning organization, improvements...
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...with e-business and how it is done, and how it may affect the ethical standards of the organizations. About Human Resource Management Firstly, in order to explain the different roles of human resource management or (HRM) the author has to define what human resource means. Now according to "HR Certification Institute" (2010-2012), “Human Resources refers to the individuals and support systems within an organization responsible for personnel hiring and firing, applicant tracking, skills development, training, benefits administration, and compliance with government regulations. Management is all about managing people. All together human resource management means managing the availability of limited and scarce skilled people in the organization” (What is Human Resource Management). In order for the human resource manager to succeed within an organization, HRM has to understand the environment the work is done. The role of HRM is to; (1.) Be the enforcer, which means to make sure that everything is in compliance with state and federal and local laws. (2.) Be a compliance officer, by mitigating employee’s complaints. These can be anywhere from harassments to discrimination to wrongful discharge. (3.) Strategic partner is a new role that has come about within the HRM....
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...XLRI, Jamshedpur 'Outside-In' - Cultural shift in Human Resource Management in Corporate India in the age of the social media BY: RIYA RASHMI HUMAN RESOURCE MANAGEMENT BATCH OF 2014-16 XLRI, JAMSHEDPUR SOCIALISING HR The report deals with analyzing the past, present and future of HRM with reference to the entering of social media platform in the corporate world. With many of the companies thinking over the issue, it has become very important to evaluate the scope of social media in the field of HR so as to leverage the share of HR as a business partner. Earlier HR being just a cost centered function of a company was into little notice of the stakeholders. But now as the importance of the aspect of people has sparked, the corporate world needs to emphasize on this differentiating function. Sandwiched between the management and the employees, the HR department forms the crux of a corporate. So, the transformation that needs to come through this function shall be of great importance. The use of social media is a very new concept and we need to evaluate the system so as to use it effectively. Table of Contents 1. HISTORY OF HRM IN INDIA - 2 - 2. NEED FOR A CHANGE - 2 - 3. SOCIAL MEDIA AND HRM: - 3 - 3.1. WHY SHOULD HR USE SOCIAL MEDIA? - 3 - 3.1.1. Influence analysis: - 4 - 3.1.2. Engagement and Retention: - 5 - 3.1.3. Employee Onboarding: - 5 - 3.1.4....
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...differences between management practices and management styles between Australia and Italy. In Australian management style, it is not expected for managers to see themselves in any way superior to their colleagues. It adopts a consultative style of management which is inclusive of every person’s opinions and which encourages an open debate of ideas. In open meetings challenging ideas of the boss is not seen as rude or disrespectful but as a sign of a fully committed approach. Pragmatism is seen as a key attribute, getting the job completed quickly is more important than the quality of protocol or hierarchy. Italy tends to focus more on a Paternalistic management style. This type of management style is when managers give more attention to the social needs and views of their workers. A manager is expected to act like a manager and appear authoritative and in control. However this desire for managers to be...
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...Behavioral Sciences Operations & Decision Science CODE 868 FIN 013 ECO SUBJECT Financial Accounting and Analysis Microeconomics: Firms, Markets & Behavior (Economics Analysis For Business Decisions) Individual Dynamics & Leadership Statistical Analysis for Business Decisions 870 HRM 871 OPS TRIMESTER – II (OCTOBER – DECEMBER) Finance Information Systems Marketing Human Resources & Behavioral Sciences 882 FIN 061 INS 105 MKT 881 HRM Management Accounting & Control Information Systems for Management Marketing Management Group & Organization Dynamics TRIMESTER – III (JANUARY – MARCH) Finance Economics Operations & Decision Science Human Resources & Behavioral Sciences 647 FIN 013 ECO 879 OPS 223 HRM Corporate Finance Macroeconomics Decision Analysis & Modeling Human Resources Management SECOND YEAR TRIMESTER – IV (July -September) AREA Business Policy Communication Marketing 210 SPL 122 MKT CODE SUBJECT Strategy Formulation Business Communication Marketing Management II Operation & Decision Science TRIMESTER – V (OctoberDecember) Business Policy Business Policy CSR Business Policy 889 OPS Managing Business Operations Legal Environment of Business Strategy Implementation Corporate Social Responsibility Research Methodology TRIMESTER – VI (January -March) Finance Business Policy Information systems Business Policy Business Policy Corporate Taxation Research Methodology Enterprise Planning Systems Environment Management (0.5) Emergency Response Management (0.5) ...
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...Assignment 1: Case Study, Jack Nelson’s Problem3. b) What HR functions would then be carried out by the supervisors and other linemanagers? 1. The Supervisors and line managers of each bank should cooperate witheach other and with the HR unit, so that they have a one goal in solving the problems thatthey are facing. 2. Supervisors and line managers must ensure that all employees work together as a team. They can do this by having group discussions, workshops andencourage everyone to get involved, so that no one feels left out. They must also be ableto handle conflicts between employees and ensure that it does not affect the team spirit. 3.Supervisors and line managers must also keep each individual motivated and make themfeel appreciated by showing interest in their work, communicating and interacting withtheir employees. Another method to keep the morale of the employees high is torecommend them for promotion and nominate them for an award. 4. Supervisors and linemanagers must lead by example and communicate and interact with all employees andencouraging them to do so as well. Better communication with each other will have a positive effect on all employees and the bank’s branches. The problems could have beenidentified and solved sooner if the supervisors had communicated to each other. Assignment 1: Case Study, Jack Nelson’s Problem3. c) What role should the Internet play in the new HR organization? 1. HR informationtechnology and software is essential for any HR organization to...
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...Brief History of Human Resources and HR Management Human Resources is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are crucial for the modern organization. We cannot believe that the successful business could exist without the Recruitment and Staffing, Compensation and Benefits, Training and Development or the Leadership Development. However, in the past the companies did not use any of the HR value added processes. The story of Human Resources started as evidence of all employees. It dealt with issues and requests. Nothing more was expected to be delivered. The HR Management history is fascinating. The wars usually change the path of Human Resources in organizations and society. The history of Human Resourcesstarts to be interesting with the evolution of the large factories. It was in the 18th century. The rapid development of new industrial approach to work changed the world dramatically. The quick and cheap production became a priority for many industries. The factories hired thousands of workers, who worked up to 16 hours a day. Soon, many entrepreneurs discovered that satisfied employees are more...
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...& TECHNOLOGY – ROLE IN RECRUITMENT & MOBILITY Abstract— Human resources have been called the “key ingredient to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation while drawing attention to the notion...
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...INTRODUCTION The main objective of this paper is to explore the scope and usage of social media and social networking sites in recruitment and selection process. It primarily intends to provide an insight into good practices and usage of social networking services in HRM . In addition to this, it aims to identify if social networks can help in cost reduction of an organisation’s HRM activities . .“The Internet has drastically changed the face of recruitment. Employers must now actively market themselves by instituting a well-implemented e-recruitment program to find better quality candidates and improve hiring decisions, all in less time and at a lower cost.” (Smith and Rupp 2004) social networking service (also social networking site, SNS or social media) have revolutionized communication methods, both privately and increasingly, at work. Communication through social media involves the use of an online platform or website (a social networking site) that enables people to communicate, usually for a social purpose, through a variety of services, most of which are web-based and offer opportunities for people to interact over the internet, e.g. via e-mail and ‘instant messaging’ (a form of real-time, direct text-based communication between two or more people using personal computers or other devices). Kaplan and Haenlein (2010) define social media as “a group of Internet-based applications that build on the ideological and technological foundations of Web 2.0*, and that allow...
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...decades, more and more companies are entering global markets by building facilities in various countries and exporting their goods. Since the companies set up their operations overseas, it would decrease their operating cost and attract more new customers. On the other hand, according to the textbook (p.458), the international business increase and change the demands on human resource management, and companies and employees have to understand the different cultures and laws in foreign countries. As the textbook (p.462) says, there are four factors affecting HRM in the global markets, and they are culture, education, economic systems and political-legal systems. Among these four factors, the culture would be the most significant consideration if the companies operating facilities overseas. According to the textbook (p.462), culture often determines the other three international influences and the effectiveness of various HRM practices. For example, people with different culture background would have different opinions about how decision should be handled and what motivates employees. Additionally, according to Geert Hofstede study of culture, there are five dimension of culture, and they are Individualism/collectivism, power distance concerns, uncertainty avoidance, masculinity/feminist and long-term/short-term orientation. As the textbooks demonstrates (p.463), “ in Germany, managers achieve their status by demonstrating technical skills, and employees look to managers to assign...
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...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 through HRM Practices 56 Organization of This Book 59 A Look Back 60 Summary 60...
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