EPA Doing? 7. What is Sustainable Management? Sustainability Sustainability “creates and maintains the conditions under which humans and nature can exist in productive harmony that permits fulfilling the social, economic and other requirements of present and future generations” (EPA, 2015). Sustainability is also “important to making sure that we have and will continue to have the water, materials and resources to protect human health and our environment” (EPA, 2015)
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debate about whether a convergence in human resources practices will prevail, or a trend of divergence perspective will persist. Building on institution theory, this article helps to explicate this debate by examining how globalization may interact with different dimensions of local institutional forces to lead to convergence, divergence, or crossvergence Correspondence to: Yongsun Paik, PhD, Professor of International Business & Management, Department of Management, Hilton Center for Business, Loyola
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four-part framework can apply to your organization or company. What is Strategic Workforce Planning? Strategic Workforce Planning is a management process that is being increasingly used to plan for future labour needs, changes and challenges. It examines the current workforce and takes a strategic look at what the future workforce demands will be to develop a human resources plan of action. Strategic Workforce Planning involves identifying, assessing, developing and sustaining employee workforce skills
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promotes an extensive variety of human and animal health products. Although Merck is one of the biggest pharmaceutical companies of the world, they still come across problems today while striving to sustain a lead against its competition. Merck has achieved success with its lengthy history of breakthrough drugs and the development of three significant pharmaceutical products: antibiotics, vitamins, and hormones. Merck’s success relies heavily on its management and how they modify the business model
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Alternatives Recommendation Alliance with Microsoft Thank you! Focus on Low cost devices Pros: Even more reduce the cost and controls the emerging market Down structuring the company and operates more efficiently Cons: Smartphone market is rising rapidly Smartphone is replacing cell phone Nokia is still the leader in smartphone market by 2009 Alliance with OS provider Pros: Quick respond time Better compatibility, better performance Improved R&D Brand name Cons: Less control
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decades in Israel. In the face of these changes, human resource (HR) practitioners are currently expected to assume new roles, adopt different work values, and apply appropriate strategies. HR managers in the low-tech industry still adhere to traditional values and strategies, including a reliance on trade unions and an emphasis on job security and the employees’ years of work experience and seniority as key criteria for promotion. In the emerging high-tech sector, HR managers have adopted new values
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to deal with these complexities. What is needed mostly is a strong push and/or commitment to go abroad. A company benefits from these earlier experiences in the subsequent investment decisions. The organisational factors include: • role of the management • motives of the organisation • success at home Other than these internal forces, a number of factors in the environment, outside the organisation, may also force a company to go abroad. These drivers of internationalisation may include:
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specific competencies that are characteristic of high performance and success in a given job. Competency modeling can be applied to a variety of human resource activities. This research paper will describe how organizations identify their core competencies and how they are applying this competency data to improve performance. It will also explain some emerging trends in competency modeling. Developing Competency Models Competencies enable employees to achieve results, thereby creating value. It follows
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CURRENT TRENDS IN HRM Assistant Otilia ALBU University „Ştefan cel Mare”, Suceava, Romania otilia@seap.usv.ro Assistant PhD. Student Lucia MOROŞAN-DĂNILĂ University „Ştefan cel Mare”, Suceava, Romania luciad@seap.usv.ro Abstract: The goal of this article is to establish the importance of human resource management (HRM) and ho w it emerged, to provide some evidence of its context, to discuss its potential and future development. Many specialists underlined the fact that human resource requires
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workforce, and they have realised the importance of diversity as a key of their business in order to quickly respond the needs of customers. Accompanying with the global economic integration, diversity has been a priority on the development of human resource. Creating equal and fair working environment would be significantly associated the profitability of organizations. This essay will mainly review the literature of workforce diversity training from several perspectives: definitions of diversity
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