FEMSA – Organization Development – HR Sustainment Intervention Fomento Economico Mexicano, known as Femsa (FMX) sustainability program keeps evolving with new acquisition and joint business ventures. In 2011, FEMSA and business segments required an organization development planned change to improve the corporation’s sustainability. Our research will focus on the corporations five core areas: ethics and corporate values; quality of life in the company; health and wellness
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director. (Head of Group Internal Audit; Head of Risk Policy, Governance and Reporting) The organization regularly review and update the whistleblowing policy. Once it is updated, it is communicated to all the employees about the recent changes. (Head of HR Business Partnering) The non-executive director is responsible for the whistleblowing process and it provides the independence in the oversight. (Head of Group Internal Audit; Head of Risk Policy, Governance and
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Superior human capital Decentralized & flat structure with autonomy to plant General managers without information system overload. HR policies for encouraging innovation & optimum productivity Tolerance to experimentation & willingness to take risk Approach to control : Information system : Weekly reports, Monthly reports, Meeting of all plant GM’s 3 times a year Metrics based Incentive plan based on nature of job Important aspects of Nucor’s overall approach to organization and control & their
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issue is board members demanding that Jan seek ways to decrease employee cost before approving any future plans. Employee cost consists of things such as recruiting cost, income, training, and benefits. As a result, Jan is forced to choose between HR Vice-President John Nosmas practices or the board, both who affect her maneuvering power for future plans. John Nosmas defends his practice of paying higher wages along with providing expensive benefit programs because he believes in hiring the best
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Case 5 Harrah’s Entertainment Inc 1. What problems has Marilyn Winn faced as HR Director at Harrah’s Entretainment? The first problem Winn faced as human resources director was the group of senior managements who wanted her to focus mainly on executive compensations instead of addressing the needs of the field. The group of managers represented management, not leadership since the last human resources director didn’t understand the gaming industry and wasn’t interested in addressing the
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Challenge of embedding Sustainability in Organizations: The role of HRM and Leadership INTRODUCTION In the last decade, the importance of sustainability in any part of business in any industry has increased. Sustainability needs to move from being an add-on to a way of life at the firm such that companies can balance their social, financial and environmental risks and obligations. While companies have begun identifying the need to ingrain sustainability into the organisation, most business
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Identifying and Understanding HR Competencies and their Relationship: Researchers in the field of strategic human resource management have emphasized that human resource (HR) practices may lead to higher firm performance and be sources of sustained competitive advantages. Competing in today’s tumultuous global economy provides additional challenges to the HR function in creating the expected value to create and sustain competitive advantages. To function effectively, HR professionals must master
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executives and leaders on how to solve the puzzle of bridging skill gaps in order to meet up with the fierce market. This requires the ability to attract, hire, develop and retain a qualified and agile workforce using Human Resource analytics and metrics (Pace, 2010). It involves having the right capabilities, with the right competencies in the right position and at the right time (Silzer & Dowell, 2010). Talent management analytics help organizations to uncover the performance gap between high potentials
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HR design in a volatile world – human resource planning in the 21st century The increasing globalisation of the marketplace combined with an increasing shortage of skilled staff and advances in technology have resulted in large scale changes in recruitment practices. Recruitment is the process of finding and attracting appropriate job candidates capable of effectively filling the job vacancies available within an organisation. For successful recruitment, the human resources department needs to
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the human resource (HR) department is setup and the leadership within this department determines the viability of this department and whether or not they are perceived as an asset to an organization. Often times there are organizations that have a really good HR department that is valuable to the organization, then there are HR departments that are seen as a waste of money and should be outsourced (Marr, 2014). As with most employees, everyone has expectations of what a HR department should be
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