(Frenkel, 2006). International mobility has emerged in that context as a key competitive differentia- tor of organizational success in the global economy. Women’s international careers thus become a natural focus of attention for scholars and practitioners alike. This article contributes to
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preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), creating a positive work environment (employee relations), and supporting the organization’s strategy (HR planning and change management). 1. BACKGROUND OF COMPANY 1. JUSCO Store JUSCO is the acronym for Japan United Stores Company, a chain of "general merchandise stores" (or hypermarket) and the largest of its type in Japan. The various
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is increasing with a drastic increase in health care consumables’ cost and number viz. drugs, disposable equipment and prostheses. This increasing expense can seriously affect the ability of publicly-funded system to hire and sustain effective practitioners. Key Roles of HRM in Health Care Field Human resource management represents the core building block of the field of health care. Human resources in health care field include nurses, dentists, physicians, midwives, social health workers, community
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www.sciedu.ca/jms Journal of Management and Strategy Vol. 1, No. 1; December 2010 Talent Management in HR Preeti Khatri (Corresponding author) HCTM, Kaithal-Ambala Road, NH-65, Kaithal, Haryana (136027), India Tel: 099968-56761 E-mail: pkhatri2010@rediffmail.com Shikha Gupta HCTM, Kaithal-Ambala Road, NH-65, Kaithal, Haryana (136027), India Tel: 098131-81836 E-mail: shikha_gupta40@yahoo.com Kapil Gulati HCTM, Kaithal-Ambala Road, NH-65, Kaithal, Haryana (136027), India Tel: 09812-04737
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between human resource (HR) practices, firm strategy and firm performance, limited research attention has been paid providing empirical evidence in support of them. This study investigates the relationships between HR practices, human resources management (HRM) - firm strategy fit and the firm performance of 63 small and medium sized firms located around Kocaeli and Gebze from both theoretical and empirical perspective. The findings indicate a strong relationship between different HR practices and HRM-firm
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The study of International Human Resource Management (IHRM) has focused mainly on the policies, practices and strategies of Human Resource practitioners in individual multinational firms. The goal of this special issue is to move beyond this narrow focus at the enterprise level and situate HRM within wider economic, organizational, political and institutional contexts. HRM differs across countries but to date the comparative literature has tended to focus on cultural issues. Research that systematically
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LEVELS OF RESPONSIBILITY: a. Human Resources management is controlled and managed overall by the Head of Human Resources at the Nodal Office, reporting to the Country Manager. b. Planning and requisitioning for projects is taken care by the HR head in conjunction with the concerned operations head or the projects head –from time to time. c. Based on the technical specifications provided, sourcing, identifying, initial
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place and file tracking systems were often lacking. Many times the HR personnel in public service had no means of finding who had a file at any particular time, and files could not be retrieved without a major search being launched. This Human Resource information is key to making effective strategic decisions. Therefore, the use of Human Resource Information Systems (HRIS) has been advocated as an opportunity for human resource (HR) professionals to contribute to organizational strategy. According
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Prepared by: Eshita Iman CHAPTER 1: INTRODUCTION 3-6 1.1 EXECUTIVE SUMMARY 3 1.2 SCOPE & OBJECTIVE OF THE STUDY 4 1.3 PURPOSE OF THE STUDY 5 1.4 METHODOLOGY OF THE STUDY 5 1.5 LIMITATION OF THE STUDY 6 CHAPTER 2:COMPANY CRFONOLOGIES 7-9 2.1COMPANY OVERVIEW 7 2.2 VISON 8 2.3 MISSION 8 2.4 KEY COMPANY INFORMATION 8-9 CHAPTER 3:HUMAN RESOURCE MANAGEMENT 10-11 3.1HUMAN REROURCE MANAGEMENT 10 3.2 HRM PROCESS 11 3.3 HRM PLAN & FORECASTING IN BPL 11 CHAPTER 4:
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STRATEGIC HUMAN RESOURCE MANAGEMENT – HRM 3138 LECTURE NOTES 2AGEM Strategic management deals with the managerial aspect of strategy. A number of concepts that are often confused will have to be considered, namely, strategic decisions, strategy, and strategic management. 1. Strategic Decisions These are the decisions that affect the long-term well-being of the organisation. Such decisions involve major resource commitments and are difficult to reverse, implying a long-term commitment. Decisions
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