...MEMON BBA 5C SUBMITTED TO:MS SALEHA HAROON "In a global competitive world, you gotta win. When you win, you give back." ~ Jack Welch~ Human Resource management or the personnel management, in a sense means getting things done by its people. It is an essential role that is eventually played by every manager. HRM is basically about how one manage its people in a effective way in order to gain more productivity and HR means ‘human resource’ that show the people viewed as a resource in an organization, if effectively managed can bring productivity and can be a competitive advantage for an organization. Before putting an argument on how HRM is influencing in a competitive world we need to realize that HR is more than maintaining personnel functions. Corporate and economic development dictated that businesses to remain competitive, needs to view HRM as an evolutionary function. In this essay certain issues and challenges have been discussed that influence HR to remain competitive in this modern world. Firstly it is told about employees are the competitive advantage of a company and to manage it effectively is the primary goal of an organization. This essay is also about how workforce diversity can bring positive and negative impact on organization it is also about how rapid technological changes and globalization had bring challenge for HR professional. The basic point on which this essay focus is about how HRM is actually influencing in the competitive world. In this modern...
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...a more strategic role? 4. INTRODUCTION There has been a dramatic shift in the role of human resource management (HRM) in recent decades. Traditionally, the HR function has been viewed as primarily administrative, focusing on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich, 2001), with the basic premise that improvements in individual employee performance will automatically enhance organizational performance. In the 1990s, an emphasis on strategy and the importance of HR systems began to emerge. Both researchers and practitioners began to recognize the impact of aligning HR practices with organizational strategy. HR has now emerged as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are closely aligned with each other and also with the overall strategy of the organization. This new approach of managing human resources has introduced a more strategic role of HRM in an organization. Globalizations, technological advance, changes in the nature of work, changes in workforce demographics are the factors that demand more strategic role of HRM in management. In order to play a more strategic role as a HR manager you need to involve in many tasks like creating strategy execution role, creating formulation execution role, creating a strategic HRM system, creating high-performance-work system, translating strategy into HR policy...
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...As David Mankin mentioned in his book, “Inevitably globalization is having a huge impact on the role, nature, and purpose of HRD in organizations of all sizes and sectors across the world” (2009). Obviously, facing the economical globalization, development of technology, the coming of information age and lowering of trade barriers, as a result firms have to think of new and effective ideas to compete with other competitors. Human capital is the most special asset of a company. It is special because people cannot be separated from their knowledge, skills, health, or values in the way they can be separated from their financial and physical assets (Becker, 2008). The result, organizations’ aim is to make their own human capital special that other organizations cannot copy. Competitive advantage is secured when organizations have skills and capabilities that are unique, difficult to replicate and imitate by competitors (Rainbird, 1995). HRD is a process of developing and unleashing human expertise through organization development, personnel training and development for the purpose of improving performance (Swanson & Holton, 2001). McCracken and Wallace have mentioned in their article that, organizations should ensure any investment which is made in human capital with the promotion of HRD strategy is clearly linked to the wider corporate strategy (2000). Strategic approach to HRD is a relative new concept in HRD and training and development fields. It is not a traditional training...
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...Emerging Issues in Human Resource Management Organizational growth and excellence is driven by strategic and effective human resource management (HRM). The start of the global economy has brought awareness that the only permanent competitive advantage is an organization’s ability to effectively exploit human resources. HRM has become a significant factor in the management for organizational success. While there are many emerging HRM issues, there is one particular area that I found to be most concerning. Thomas Singleton, 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). ...
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...Impact of Globalization on Human Resource Management Bhushan Kapoor, Professor and Chair, Information Systems & Decision Sciences, Cal State University, Fullerton, USA ABSTRACT The roles and responsibilities of Human Resources departments are transforming as the modern business faces pressures of globalization. The global supply of talent is short of its long-term demand, and the gap is a challenge for employers everywhere. The shortage between the demand and supply of talent is likely to continue to increase, notably for high skilled workers and for the next generation of business executives. Now organizations need to place greater emphasis on attracting human capital rather than financial capital. Global staffing and management of a workforce diverse in culture and language skills, and dispersed in different nations are the key goals of global human resources. Only those multinational enterprises willing to adapt their human resource practices to the changing global labor market conditions will be able to attract and retain high performing employees. Companies with the ability to foresee their business needs and their workforce needs – especially for high skills – will gain the decisive competitive advantage. Keywords: Human Resource Management, Globalization, Data Analytics, Data Warehouse, Online Analytical Processing, Data Mining, Key Performance Indicators, Dashboards, Scorecards. INTRODUCTION Human Resources departments are transforming as the modern...
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...MGT/431 HUMAN RESOURCE MANAGEMENT Prepare a 700- to 1,050-word paper describing the changing role of HR management in response to trends in globalization, technology, diversity, e-business, and ethics. Use at least five references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper Format your report according to APA standards GLOBALIZATION The globalization of Human Resource is characterized and challenged by increasing levels of decentralization. Most international and domestic organizations address this challenge by maintaining one primary Human Resource department with independent regional departments. The primary HR department (particularly in international organizations) faces the challenge of consistency across all locations and offices. The top three challenges include: 1. Variations in social, political, and economic circumstances. 2. Different locations/offices have their own way of doing things and are resistant to change. 3. The perceived value of the HR function varies across locations/offices TECHNOLOGY The increasing complexity of the Human Resource role has prompted managers to find modern solutions to new challenges. Software vendors have stepped up to the plate with software that will streamline information, saving countless hours HR workers previously spent compiling information. New software programs allow employees to have access to personal information...
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...Application of HR in the Global Environment Analyze Personnel Needs to Support Globalization Efforts Marie Getty Cornet Northcentral University Abstract In these days of age Globalization plays a major role in businesses. More and more companies are conducting businesses overseas because of many factors such as competition between companies, low cost, demand, faster services and they also represent the main factors that had contributed in the success of Globalization. It has a positive side when all rules and regulations are being observed and a negative side when there is exploitation, contraband, low labor, maltreatment, political and cultural differences etc. That said I have been chosen to hire a new manager for the Scandinavian division and also to explain the process. It could be a long process for Management to find that person and know how to retain them at the same. In the following few lines I will demonstrate the most important skills and qualifications that a candidate must possess to be approved for an overseas assignments, the danger of doing business abroad and how to transmit the message to HR manager as well as the senior leadership team. Application of HR in the Global Environment What is Globalization and why is it being done by many companies globally? As describe from Wikipedia “The term Globalization (or globalization) refers to processed of international integration arising from the interchange of world view, product, idea, and other...
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...HR Roles and Responsibilities Human resources (HR) are one of the most important departments of an organization. The human resources department usually deals with hiring, terminations, training, federal regulations, employee benefits, and anything employee related. The main part f their job is focused on the employees. The functions of an HR Professional are to make sure that all employees are treated fairly and equitably and that the needs of the business are balanced against the needs of the employees (Adamson, 2009). The roles and responsibilities of the HR department are crucial to the company’s success. This department must be resilient and adaptable because the business world is constantly changing in regard to globalization, technology, diversity, e-business, and ethics. Globalization Globalization is occurring more frequently these days than in the past and has a major impact on human resources management (HRM). When a business goes global, they need to consider these important factors: employment laws, culture, terminology, and corporate social responsibility ("How globalization effects," 2011). The HR managers are recruiting and selecting from around the world, not just nationally. Other challenges that HR managers must face are managing a diverse workforce, managing pressures for more labor rights in third world countries, managing outsourcing of employees, more part-time temporary work, managing productivity and quality, downsizing the workforce, and coping...
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...The Changing Role of Human Resources Management According to Hollenbeck, Gerhart, and Wright, human resources management are “the policies, practices, and systems that influence employees’ behavior, attitudes, and performance” (2007, p. 2). The role of human resources management within businesses has been evolving since the 1950s. These changes have brought about a significant increase in competition along with the awareness that human resource management must play a larger part of the strategic role within every company (Tyson and Fell, 1995). The following paragraphs will discuss the changes that have taken place in human resources management due to transformations and trends in globalization technology, diversity, e-business, and ethics. Affects of Globalization, Technology, and E-Business Businesses around the world have not been able to escape the process of globalization and technology. This process has forced many businesses to turn to international markets to remain competitive. This means many new objectives for the human resources department. For example, the outsourcing of labor, training new employees globally, the possibility of new positions, and the creation of new global policies. However, along with these new objectives comes new challenges, such as trying to create a consistent corporate culture, creating a multicultural human resources team, and the “potentially complicated responsibilities of multiple-currency payroll, multi-country dispersion,...
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...Changing Role of Human Resources Management In: Business and Management The Changing Role of Human Resources Management The Changing Role of Human Resources Management According to Hollenbeck, Gerhart, and Wright, human resources management are “the policies, practices, and systems that influence employees’ behavior, attitudes, and performance” (2007, p. 2). The role of human resources management within businesses has been evolving since the 1950s. These changes have brought about a significant increase in competition along with the awareness that human resource management must play a larger part of the strategic role within every company (Tyson and Fell, 1995). The following paragraphs will discuss the changes that have taken place in human resources management due to transformations and trends in globalization technology, diversity, e-business, and ethics. Affects of Globalization, Technology, and E-Business Businesses around the world have not been able to escape the process of globalization and technology. This process has forced many businesses to turn to international markets to remain competitive. This means many new objectives for the human resources department. For example, the outsourcing of labor, training new employees globally, the possibility of new positions, and the creation of new global policies. However, along with these new objectives comes new challenges, such as trying to create a consistent corporate culture, creating a multicultural human resources...
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...Human Resource Management Practices & Talent Management in Response Towards Globalisation: A Comparative study on Telecommunication Company within BIMP-EAGA region Abstract The unprecedented pace of globalisation, coupled with trade liberalisation, and capital movement has posed a serious challenge for organisations within BIMB-EAGA region to compete and excel in an open market. Talent management is a fundamental factor in responding towards globalization. Retaining and training good employees is important, especially organization within BIMP-EAGA due to brain drain in pursuit to better opportunities. The industry trend of competitiveness enhances the importance of talent management in developing human capital with good leadership and Human Resource Management (HRM) practice for organisations to survive in current globalized economy. The establishment of BIMB-EAGA is indeed a progressive effort to enhance cooperation and to accelerate the socioeconomic development of less developed, marginalized and geographically in the four countries, Brunei, Indonesia, Malaysia and Philippines. However, globalization and inefficient HRM practices pose threat to the achievement of BIMB-EAGA objective. As a results, organization within this region lack competitive advantages. A comparative study on telecommunication companies within BIMP-EAGA highlights the importance of talent management by incorporating good HRM practice. Strategy and approach embarked by the organisations within the...
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...Hupnan Resource Management GAINING A COMPETITIVE ADVANTAGE The Ohio State University JOHN R. HOLLENBECK Michigan State University University of Wisconsin-Madison ) Cornell University McGraw-Hill Irwin ENT; Preface vi 1 Human Resource Management: Gaining a Competitive Advantage 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...
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...Human Resources Management Trends and Challenges The Human Resources (HR) Management role has changed dramatically over time. With globalization of business and advances in technology, the HR role has grown into a necessary function of all business today. According to Fundamentals of Human Resource Management the HR management is “The policies, practices, and systems that influence employees' behavior, attitudes, and performance.” (Gerhert, Hollenbeck, Noe, Wright, 2003, p. 3). This role is so important because of the financial impacts of polices, practices, and employee behavior. This paper will discuss some existing trends and challenges in today’s HR management role with emphasis on a complete performance management system compared to annual performance appraisals, managing turnover, safety and health management issues, and a discussion of future trends and challenges that may arise. The HR management role is broken into many different functions. The HR managers of today usually specialize or work in one or two of these many parts of the HR role: recruiting, hiring selection, training and development, performance guidelines and measurement, compensation, and employee relations (Gerhert, Hollenbeck, Noe, Wright, 2003, p.2). Each of these functions is impacted by the challenges of technology, globalization, and diversity. Each of these challenges present opportunities to improve performance monitoring, turnover management, and health or safety issues. Globalization has grown...
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...Chapter 1 Introduction 1. Background Strategic Human Resource Management (SHRM) has been, and remains, one of the most powerful and influential ideas to have emerged in the field of business and management during the past twenty-five years. Policy makers at government level have drawn upon the idea in order to promote ‘high performance workplaces’ and ‘human capital management’. Within business corporations, the idea that the way in which people are managed could be one of, if not the most crucial factor in the whole array of competitivenessinducing variables, has become a widely accepted proposition during this period. Many management consultancy firms – both large and small – have built substantial businesses by translating the concept into frameworks, methodologies and prescriptions. And, not least, academics have analysed, at considerable length, the meaning, significance and the evidence base for the ideas associated with SHRM. The central idea – broadly stated – is that while for much of the industrial age, ‘labour’ was treated as an unfortunate ‘cost’, it became possible to view it in an entirely different light; as an ‘asset’. Economists and accountants routinely classified labour as one the main ‘variable costs’. Accordingly, procedures and managerial systems were aligned with this view. Labour was seen as plentiful and dispensable. Little thought was given to its recruitment, little investment was made in its development...
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...The Role of Human Resources Management XXXXXXX XXXXXXXXX BUS303: Human Resources Management XXXXXXXX XXXXXXXX 27 XXX 2014 Human Resources – better known as the backbone of all businesses – leads the way for company success. This brainchild is not just responsible for recruitment and payroll; they are accountable for every employee within the organization, to include training, mentoring, and guidance. Plus, they maintain incredible amounts of knowledge in order to ensure compensation and benefits, affirmative action, safety and health, equal employment opportunity, and employee and labor relations all work in harmony. Human Resources is continually evolving on many diverse levels, facing challenges – both internally and externally – that cause them to constantly engage, adjust, realign, and/or refocus to safeguard associate morale and confidence in the company they work for. After all, “human assets (HR associates) are the only ones capable of managing all the other assets (employees) to accomplish organizational goals” (Youssef, C.M. 2012). We’ve learned how HR planning is “the process of managing an organization’s most valuable asset – its people”. HR must ensure there are not too few – or too many – workers; and they must assist managers with employees and jobs so that the organization works harmoniously in reaching its goals. HR must carefully analyze and review jobs, fill those positions with talented individuals that come from a pool of applicants, continually work...
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