SANDEEP PATTANAIK (159278084) Q1: Do HRM SWOT? Answer: HRM SWOT Analysis Strength Weakeness •Promoted its top leaders from its own rank •Meritocracy-based practices •Emphasis on education (on/off-the-job training) at all levels •Decentralization of authority and responsibility •Ease of switching division/business, location •Good mentoring programs •Can attract good talent because of good brand name •Vitality Curve forced performance classification, which may not always give the
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Case Study 2.1 SK Telecom goes egalitarian in a hierarchical society. Facts of the Case Korea is one of the most homogeneous countries in the world, racially and linguistically. It has its own culture, language, dress and cuisine, separate and distinct from its neighboring countries. Hard work, filial piety and modesty are characteristics esteemed by Koreans. They are proud of their traditional culture and their modern economic success. This paper documents a company which has a hierarchical
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HI 6005: Management and Organisations in a Global Environment Henry Foyal’s contribution to the management Presented by Archan Dhakal | FIR2632 | Surya Pokrel | POK2032 | Pariyar Binaya | TIA2125 | Fahad Iqbal | BCM2092 | Purvika Fofindiwala | PCC2292 | Executive Summary Henri Fayol, the father of the school of Systematic Management, was motivated to create a theoretical foundation for a managerial educational program based on his experience as a successful managing director
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operational divisions vertically integrated with a strong decentralization of decisions. This means that the Transfer price is the market price. That is the base of our problem here. Divisions have the right to buy and to sell the components and products outside the global firm. Basic map of the firm: ECD -> Heidelberg -> ISD 2 divisions are in conflict: ISD and Heidelberg The first problem is a management problem: the organisation of the group is vertical and decisions are decentralised
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| | |Sarah |Principles of organization design |Done my two sections | | |Centralization and decentralization | | |Danie – |Work division Depart metallization | | |Mike |Formal/informal
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intermediate product. For instance, variable production costs, variable and fixed production costs, full costs (including life-cycling costs) as well as some markup. It is useful when market prices are unavailable or too costly to obtain. When a large organisation transfers product across international borders, transfer prices are relevant in the calculation of income taxes, and are sometimes relevant in connection with other international trade and regulatory issues (Horngren, Datar, Foster, Rajan, Lttner
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Marketing Management Preparing the literature: * Summarize the paper and discuss its core findings * Explain and define the core concepts (study variables) * Describe the contribution of the study (take away message) * Explain the reasoning/processes underlying the core predictions / hypotheses Analyse the research strategy * How did the authors attempt to answer their research questions? * What are the advantages/disadvantages of these strategies? * Put
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between classical and critical perspectives on organisation. The organisational regulation of identity, we argue, is a precarious and often contested process involving active identity work, as is evident in efforts to introduce new discursive practices of ‘team-work’, ‘partnership’, etc. Organisational members are not reducible to passive consumers of managerially designed and designated identities. Nor do we assume or claim that the organisation is necessarily the most influential institution
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increased complexity of vertical communication * encouragement of overly tight supervision and discouragement of employee autonomy Centralization - the degree to which decision making is concentrated at a single point in the organization Decentralization - decision making and authority are pushed down to those closest to "the action" * lower-level personnel provide input or are given the discretion to make decisions * action can be taken quickly to solve problems * more people provide
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The impact of information technology on the HR function transformation By Yu Long 0123404 Graduation Committee: First supervisor: Dr. T. Bondarouk Course coordinator: Pro. Dr. J. K. Looise Master Thesis, Business Administration HRM University of Twente March, 2009 Preface This master thesis concludes my life as a student, which is performed under the supervision of Twente University in the Netherlands. The research is the terminal of the program Human Resource Management. Doing this
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