Essays on HR Practices

Introduction

The chosen article was titled Impact of Globalization on Human Resource Practices in a Manufacturing Firm in Nigeria. The article was published in 2013 in the European Journal of Business and Management by Akanbi and Itiola. The article was chosen because it reflects on one of the developing countries in Africa and which is among the top countries embracing globalization in the continent. Moreover, the article was chosen since it has featured in a peer-reviewed journal and was published recently. Additionally, the paper has content that easily sparks discussion in the major effects of globalization on the different human ...

HR and Information Technology (HRIS)

Introduction Business undertaking involves various pitfalls such as poor organizational traditions, the big squeeze, identity crisis, and organizational failure. These pitfalls continue to be inevitable in an organization until effective HR is adopted. Research has established that the creation of consistent and sustained competitive advantage is achievable through effective HR (Pouransari, Al-Karaghouli, & Dey, 2016). Human resources must be managed well for the success of an organization. Every individual working in an organization plays a contributory role in its management. Tarawneh (2012) argued that since human resources are needed in all aspects of business operations ranging from production to marketing, ...

Influence of Social Media on HR Practices

Influence of Social Media on HR Practices As authors like Perdue (2010) point out, businesses of all types are getting increasingly involved in social media campaigns in an attempt to reach to new audience and strengthen their ties with existing customers. In the same way, due to the increase in the number of internet users over the past decade across the globe, companies despite their size or nature are forced to come online in order to ensure a wider and better pool of potential employees. The apparent and direct result is that the process of HR has been greatly ...

Abstract

The Kingdom of Saudi Arabian (KSA) has been experiencing dramatic shift and transformation from the simple migrant lifestyle that was pretty synonymous to the KSA society to the current day contemporary lifestyle. The labor market KSA has been heavily reliant on foreign workforce. The expatriate workforce in KSA constitutes two-thirds of the total Saudi Arabian employee base. According to report that was presented by the Saudi Arabia Monetary Agency (SAMA) in the 2008, the expatriate population in the Saudi Arabian private sector constitute to more than 88 % of the total workforce of KSA. The increasing degree of unemployment among ...

Organization design, HR and line manager roles and responsibilities and high-performance work systems (HPWS)

Organisation design denotes how an organisation is structured, including the coordination of activities. It reflects how individual activities are coordinated under leadership towards the achievement of organisation goals. One important lesson I learnt is that organisations are not static hence organisational reviews are important to evaluate the organisation design. The organisation design defines the clarity of the overall objectives of the organisation, the key activities required to achieve the goals, coordination of the activities, clarity of individual roles, among other aspects. HR managers have the responsibility of establishing HR policies while line managers execute the HR practices and supervise ...

Introduction

Within the industry of human resource management, the roles of being an effective strategic partner and an employee champion, or an employee advocate are considered to be mutually exclusive. However, this could be a form of identity crisis throughout the organization because the HR operations may need the company to be a strategic business partner, however, it always will cause a form of conflict to be considered an advocate for the employees of the company Collins & Smith, 2006). For instance, the human resource manager primary focus is to maximize the full capacity of human capital that would strategically be ...

Introduction

Over the recent past, it is worth appreciating that different stakeholders are concerned with the introduction of a more tactical approach to management of people, which is an issue in most governments. For instance, in most places, local governments are experiencing a shift from the traditional HRM (human resource practices) to more advanced strategies that are relevant in the current competitive setting (Gould-Williams, 2003). The change in management strategy is expected to promote improved management practices and productivity in various organizations. Some of the significant changes that will be experienced include devolution of authority and development of HR business ...

Management: Managing Diversity and Equal Opportunities

Part 1 There has been the rise in the number of the financial crisis as well as poor corporate governance problems that have prompted the question as to whether having a corporate world run by women would yield fruitful results. Amid the multiple opinions on the topic of the glass ceiling, some people still contest the advantages of workplace diversity and equality. There has been the long pressing issue of the equality of the treatment of women in a similar manner/ equal to men, in the labor market (Gregory‐Smith, Ian, Main, & O'Reilly 109). According to Adams and Funk ( ...

Executive Summary

British Petroleum (BP) has to design and implement a change management program with immediate effect. This is to convince the workforce that the proposed massive job cut is vital for the survival of the organization. As part of this program, the BP management has to make some key changes to its HR policies and practices. The organization should rely specifically on mobile-based e-learning platforms and social media learning in order to promote HR training and development. In addition, the company may use tools such as recognition, perks, and gifting for rewarding employees who go beyond their responsibilities. Finally, the ...

Executive Summary3

Analysis and evaluation of alignment4 Strategic Contribution 5 Personal Credibility 5 HR Delivery Metrics6 Key Performance Measurements6 Action Plan7 HR Mission 9 HR Vision 10 Conclusion11

References 14

Executive Summary This project report is a Human Resource Strategy for an organization in the power electric industry named Titan Electric, Incorporated. A human resource strategy is a model which begins with research into employment and moves into a framework which articulates the organization's and the human resources department main values. The HR strategic plan consolidates and presents the policies of the department in light of how individual functions operate. It then explains ...

Organization’s HR strategy is a system of HR management that has the ultimate goal of increasing the company’s overall performance through effective employees’’ performances (Guidelines, p.3). It should not be confused with the company’s recruitment system used when hiring personnel, but a system of internal HR management that encourages the personnel to do their best for the company by supporting them in terms of health, family, high salaries etc. or other methods of motivation (Guidelines 4). For instance, IBM motivates its employees through providing performance based opportunities, leadership building, the surrounding environment of diverse and talented ...

Introduction

Human Resources policies have played an essential role in the success of an organization. It is important for any organization to plan its HR policies according to the laws and regulations that govern it. Before the formation of National Labor Relations Board, labor unions use to play an important role in protecting the rights of the employees. The NLRB took over the labor union by establishing several laws developed by the federal government to safeguard the rights of the employees. These laws help to protect the employees from injustice as well as provide the employers with regulations that may ...

Abstract

Onboarding is an essential HR process that extends for several months after hiring a new employee. Onboarding provides positive outcome in terms of better employee retention, improved process consistency, faster new employee ramp-up, and better acculturation. Ya Ya Kitchen has experienced initial success in its business, but the company is facing a huge problem in quality product and service delivery due to poor employee retention policy. Since Ya Ya Kitchen has no defined HR practices, trying to implement a full scale HR system will not be fruitful. Therefore, the company should first implement a robust onboarding program, which will ...

I. Introduction

Human resource management (HRM) is a field that is susceptible to cultural influences. Although there are standard practices to reckon in the practice of HRM, it is important to understand that differences in culture may provide different variations. What many human resource (HR) professionals may think as standard procedures to their line of work may not actually be the same in different settings, given that there are various cultural stimuli connected to the nature of the industries they serve and the ...

Introduction

Human Resource Management is a critical department in the construction industry. Most of the construction companies do not understand the importance of human resource management in developing and utilizing the employees in the pursuit of optimum organizational performance, and consider making an investment in HR practices as a ‘luxury’, and ‘pen pushers’ (Wilkinson, Johnstone, and Townsend, 2012). In this industry, extensive labor outsourcing takes place, creating an opaque and transient employer-employee relationship. This cyclical nature of demand for the labor force makes the process of HR more difficult.

This sector works with subcontractors, joint ventures and alliances, and creates ...

MNCs are more likely to pursue global uniformity or differentiation

Introduction The Multinational Corporations (MNCs) are an essential part of the world in terms of an economy that is directly associated with the employment and trading. The performance of the multinational corporations is based on its employment structure and the human resource capability. The employees are the primary factor to achieve competitive advantage based on their knowledge and skills. The realization of the importance of the human resource management is directly resulting in the best practice of the human resource policies. As the multinational corporations are operating in a number of countries, therefore, such organizations face several kinds ...

Zappos, an online retailer in Las Vegas that sells shoes, handbags, watches and other accessories online is challenged to be online service leader. Sustainability in the global market is one of the biggest challenges for Zappos. The call center employees need to have a lot of imagination skills, and the HR in Zappos recruits people who can convince the customer to buy different products. Human resource systems develop organizational competencies, such as managerial, input-based, and transformational, which yield sustained competitive advantage for a firm (Lado, Wilson 1994). In my opinion, the HR practices can meet these challenges by recruiting the suitable ...

Introduction

This paper discusses the factors that influence the evolution of HR practices. There have been profound shifts in the marketplace that has led to a change in the way organizations perceive business strategies and processes. Major factors that have influenced future evolution of HR practices are the advancement in technology, customer needs, demographic factors and globalization leading to more competition .

Factors affecting evolution of HR practices

Below are three major factors that can have a major influence on future evolution of HR practices: Technological factor Technology plays a vital role in affecting future of HR practices. With the increasing use of technology in today’s era ...

Management

What are the four key roles for HR departments made by Ulrich in the readings for this week? Which ones does your organization do well, and which ones, not so well; with what consequences? Human resource management is another crucial department within the premises of the organization that plays a foremost role to attain competitive advantage. It can originate effective methods to execute numerous functions of an organization that is integrated to establish favorable employment relationship. The Human resources are engaged in providing labor regulations, hiring and firing, performance evaluation, ascertain fiduciary relationship, compensation and dealing with employee issues. ...

Overview

It is designed to ensure that you have goals and objectives planned for what you want to achieve from your Co-operative Education Placement (CPO) organisation and to provide you with a solid foundation for the rest of the academic programme.

Please note that throughout your Learning Framework you must:

- apply concepts, models, frameworks, theories and/or technical competencies from your major, and other areas of study - use authoritative sources - provide in-text references in APA (6th ed.) - update your Reference List with the full reference (APA 6th ed.)

Throughout Co-operative Education you will be focusing on how you are achieving the BBus Learning Goals set out below:

Learning Goal 1:Be self-directed, reflective learners Learning Goal 2: Be knowledgeable in their major field ...

MEMORANDUM

Below, please find a report on HR best practices as you requested. The environment in which a business operates keeps on changing. Businesses should, therefore, upgrade their way of operation. Human Resource is one of the major departments in any organization. The department should, therefore, ensure that it integrates new systems of operation as time passes. A reliable, effective and good-performing Human Resource department makes the organization to be successful. The Human Resource management should ensure that they apply best practices in this field of human resources. The best practices here also include the set standards that the human resource department ...

Through this research paper, it is going to be discussed how to create a sustainable organizational climate and what is the formal relationship between organizational climate and organizational performance. This topic is constituted for many other factors, which will help an organization to be workable. A good working environment is directly connected to the performance of a company. Since there is much competition among companies, so they have to strive hard to intimate products, and this is a need of the day to adopt the fast changes within the organizational climate. In order to sustain the tough competition, it is also ...

Part 1: Group dynamics3Section 1: Working in groups and team.3

Section 2: Conflict and negotiation.5 Section 3: Management and leadership.6 Part 2: The organization system.7Section 1: Organization structure7 Part 2: The organization system.9Section 1: Organization structure..9

Section 3: HR policies & practices11

Conclusion...12

References13

Introduction Group dynamics in organizations revolve around the relations between employees and managers and how they interact in groups. These groups and teams may be formal or informal, and they may be set for specific tasks or for general tasks. Group dynamics determine the chances of success of an organization as far as team work is concerned. In this paper, Wal-Mart is the organization for the study. This ...

Introduction

The Ford Motors Company is a global company having 100 plants located in 38 countries with 15,800 dealer network in 200 markets. The company’s net income is US $ 20.21 billion and total assets are valued at US $ 178.35 billion both as of 2011. This paper is a business case study of Ford Motor Company (Ford). Ford’s Model A car was the first to be produced on mass scale and sold in the U.S. in 1903. The other two to follow suit were General Motors and Chrysler Motor Company in the early 1900s. Ford was founded by Hendry Ford ...

Aditya Birla group

Executive Summary The Aditya Birla Group is one of India’s leading business groups that is also renowned for its adherence to strict traditional values. The company has followed a strategy of diversification and dilution of risk since its inception and continues to do so today. While its approach towards HR and personnel management was highly orthodox, the company is now in a state of a conscious change towards a more liberal HRM policy, encouraging innovation, empowerment and entrepreneurship amongst its workforce. This paper traces the strategy of diversification followed by the AV Birla Group and its current product portfolio. It will ...

Introduction

Carbonated Soft Drinks (CSD) have a long history. Carbonated soft drinks have dominated the non-alcoholic beverage market for more than half a century. Coca Cola and PepsiCo are the two main competitors in this industry. Over the period of last 50 years Pepsi and Coke have enjoyed duopoly in the CSD market. Apart from the exception of one Dr. Pepper product, Pepsi or Coke always filled up the top ten selling brands in the CSD business. Coke and Pepsi have battled against each other fiercely to gain market share and brand loyalty. If in some decades Pepsi succeeded, Coke succeeded in ...

Motivation is a substantial factor in many organizations - there are many approaches to provide that motivation such as better pay, incentives and good working conditions, etc. If an employee is properly motivated, it leads to high levels of job performance, job satisfaction, reduced turnover and greater productivity. Those organizations that recognize their employees and motivate them properly are bound to have a satisfied and productive staff. One way in which many organizations are choosing to create greater productivity is high-performance work systems (HPWS), which consist of a combination of HR practices that are meant to make employees more effective. These include ...

Abstract

Human Resource is an important component of an organization. Culture plays a big part in influencing the operation of human resource management. It is important for a human resource manager to be aware of different cultural nuances existing in the world to manage diversity in the work place. Before determining the effect of cultural influence on human resource management it is very important to view cultures on the basis of certain criterions such as power distance, individualism, collectivism, masculinity, femininity and uncertainty avoidance. This paper has highlighted how the predominance of these criterions has shaped the HRM practices in different countries ...

Critically evaluate the extent to which the culture of different countries affects the way that HR is managed. Illustrate your answer with reference to at least three different countries. The influence of culture is felt at every stage of Human Resource Management right from the selection and recruitment of staffing to training, evaluation, feedback and exit interviews. It is very important, therefore, to be aware of the differences in cultural nuances to effectively work in a culturally diverse organization. It is not possible to know every cultural norm of different cultures but an awareness of the existence of these ...

Abstract

This report discusses about one of the most important topics related to human resource management. The report discusses about the cross cultural management and the focus of the report has been on cultural shock. The report analyses one of the leading retailers of UK, Tesco and how this retailer has been managing diverse workforce. The report analyses the human resource practices that Tesco has used and applied in order to manage the cultural differences of its employees.

Introduction

Cross cultural management is one of the major ingredients for success for organizations in this challenging environment (Yamazaki & Kayes, 2004). As ...

Approaches of SHRM

Human Resource Management (HRM) encompasses undertaking management practices and decisions that have a direct impact on human resources of an organization. The market environment has become increasingly competitive characterized by a plethora of complex and dynamic operating environments. To maintain sustainability and competitive advantage, firms have to develop strategies focusing on the core competencies and points that differentiate them from their competitors (Becker, and Huselid, 2006). This form of using strategy to improve the competitive advantage is Strategic Human Resource Management (SHRM). While HRM focuses on the general management of human resources or people in organization, SHRM focuses on the effective ...

Introduction statement

Does human resources management add value? In the past, human resources professionals could only theoretically express employees’ commitment, turnover, and morale as products of human resources efforts (Ramlall, 2003). Moreover, the function of human resources was never taken as being a value added partner, but as an administered function and regularly as an expense-generator (Philips 2003). Nevertheless, a complete paradigm shift has been experienced to the field of human resources. Firms started to recognize that their people are a source of competitive advantage (Pfeffer, 1994). As a result of the criticism that HR does not add value and to measure the impact of ...

Article Reviews

Strategic HRM Practices and Their Impact on Company Performance in Chinese Enterprises Summary

In the article Strategic HRM practices and their impact on company performance in Chinese enterprises, Akhtar, Ding, & Ge (2008) “examined the factorial validity of strategic human resource management practices and their effects on company performance” (Akhtar et al., p. 15) by sampling 465 Chinese organizations. They conducted a study using the best practices approach in order to determine the influence of HRM practices on company performance “in the context of Chinese enterprises using a large sample” (Akhtar et al., p. 16). The best practices approach included “internal ...