The document discusses best practices in human resource operations for multinational companies. It states that HR operations like recruitment, training, performance management, and compensation play an important role in supporting business operations and goals for multinationals. Some key best practices identified include talent acquisition, training employees, providing healthcare and other benefits, developing internal HR skills, using new technologies, and maintaining good employee relations. Implementing the right HR strategies can help create an effective work environment and motivate employees to contribute to business success.
This assignment look at the role of HR within Tescos supermarkets and further looks at how this role could be improved to better-meet the organisations objectives.
In this presentation, i am present how HRM changes with business environment and taken some important aspects - Recruitment, training, compensation, performance appraisal & organisational communication, tell how they are transform from past to future.......
This assignment look at the role of HR within Tescos supermarkets and further looks at how this role could be improved to better-meet the organisations objectives.
In this presentation, i am present how HRM changes with business environment and taken some important aspects - Recruitment, training, compensation, performance appraisal & organisational communication, tell how they are transform from past to future.......
Strategic human resource management in a changing environmentManoah Baal
Strategic human resource management in a changing environment Chapter 02. A class discussion in Human resource management The process of hiring and developing employees so that they become more valuable to the organization
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
These slides are intended to help the Kannur University MBA - HRM students of MBA. It deals with topics of Challenges in HRM, Managing protean careers, Moonlighting Phenomenon, Workforce Diversity, Employee empowerment, Competitive Challenges,
Abstract:Organizations need to evaluate their employees in a timely manner to
determine the lack of rightwardness in the employees’ effort. By doing so an
organization can reward its employees by giving promotion and other pecuniary and
non-pecuniary benefits. On the contrary, it can punish its employees depending on
some strict performance measuring criteria. This study tries to compare the
performance appraisal system of a local bank with that of a multinational bank.
Both banks are using quantitative and qualitative performance appraisal criteria.
Although objective factors do matter, judgmental approach is widely used by both
banks in their performance evaluation system. Immediate boss plays a significant
role in deciding the fate of the appraisee. It has been seen that though there exists a
good performance appraisal system inboth cases, good amount of training and
counseling still necessary for both the appraiser and the appraisee.
1. Introduction
Summer Internship project presentation. This Power point presentation will help the MBA and other management students of various universities to make an effective presentation at their Viva. The management graduates doing their internship in the telecom and other service will be benefited more from this slide.
Strategic human resource management in a changing environmentManoah Baal
Strategic human resource management in a changing environment Chapter 02. A class discussion in Human resource management The process of hiring and developing employees so that they become more valuable to the organization
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
These slides are intended to help the Kannur University MBA - HRM students of MBA. It deals with topics of Challenges in HRM, Managing protean careers, Moonlighting Phenomenon, Workforce Diversity, Employee empowerment, Competitive Challenges,
Abstract:Organizations need to evaluate their employees in a timely manner to
determine the lack of rightwardness in the employees’ effort. By doing so an
organization can reward its employees by giving promotion and other pecuniary and
non-pecuniary benefits. On the contrary, it can punish its employees depending on
some strict performance measuring criteria. This study tries to compare the
performance appraisal system of a local bank with that of a multinational bank.
Both banks are using quantitative and qualitative performance appraisal criteria.
Although objective factors do matter, judgmental approach is widely used by both
banks in their performance evaluation system. Immediate boss plays a significant
role in deciding the fate of the appraisee. It has been seen that though there exists a
good performance appraisal system inboth cases, good amount of training and
counseling still necessary for both the appraiser and the appraisee.
1. Introduction
Summer Internship project presentation. This Power point presentation will help the MBA and other management students of various universities to make an effective presentation at their Viva. The management graduates doing their internship in the telecom and other service will be benefited more from this slide.
The purpose of this manual is to provide a policy framework and procedural guidelines for the Human Resource Function in the bank. It articulates and provides a record of the significant policies formulated by the Bank from time to time for guiding decisions concerning employee related activities. It also defines the procedures to be followed by the Human Resource Function and other Functions of the Bank in the actual implementation of the prescribed policies.
Pizza hut description and HR policies | project report of pizza hutMian Muhammad Zafar
Its a final report on the topic Pizza Hut.
The file contains a brief description about thee organization and it also contains the mission and vision statement as well as objectives of the organization.
The main content of the report is about the HR policies of the organization.
it don't have any unrelated description and it is very easy and just to the point so u can enjoy this report and it is very helpful for your study carrier
{ To Study the structure and function of HR policy in HCL/ICC,
{ To compare the HR policy of HCL/ICC with other companies of similar profile
{ To find out the key techniques that makes The HR Policy effective and valuable in HCL/ICC and in other organizations.
This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
Running head STAFFING THE HUMAN RESOURCE DEPARTMENT .docxtoltonkendal
Running head: STAFFING THE HUMAN RESOURCE DEPARTMENT 1
STAFFING THE HUMAN RESOURCE DEPARTMENT 7
Staffing the Human Resource Department
Johnell Davis
Dr. L. Love
HRM 599
August 16, 2017
Human Resource Functions and Significance
The Maximum Extermination Pest Control (MEPC) is the company I chose as the key company in trying to create a comprehension of the various human resource functions in the market. For understanding the company’s business strategy, the human resource department developed a strategy made up of staff with detailed information. The staff also comprised of highly innovative and creative individuals with an exceeding initiative. The team comprised of a strong sales status; marketing and recruitment skills; benefits and compensation standards; and a good corporate reputation that defines high-quality customer service. Whenever a firm develops an efficient human resource department, it enables its operations to acquire a good structure and the capability to meet its goals since the department allows it to manage its most valuable resources, employees, and the human capital. Three key human resource functions tend to exist in such a company. The human resource functions possess a significant status when it comes to adding value to the human resource department about the vision and mission of the Maximum Extermination Pest Control Company. The human resource functions also influence the process of recruitment, compliance, and the aspect of benefits and compensation. For the company to acquire the right skills and the specific staff, it should come up with an aptitude to train and develop the needed skills.
The management may have to devise an in-house team for the recruitment process to enable the right strategies in developing the workforce of the company. As with the external recruiters, the responsibilities and their roles need to be advertised to the market to source for the right candidates, screen the applicants, and undertake interviews. The human resource department needs to coordinate with the different managers to influence the final selection of the desired candidates. The success found in the recruitment process and the significance of the roles of the individuals involved is meant to develop the company’s workforce. The different efforts of the individuals found in the human resource department tend to have a positive and desired contribution to the success of the company (Nyberg, Moliterno, Hale Jr, & Lepak, 2014). The company needs to develop a reward system to boost their morale and influence high performance. The performance measures may have a basis on the number of the positions that they need to be filled and the amount of time required filling the positions. The second function of the human resource may comprise of the benefits and compensation function ...
Discussion 1QuestionWhy is it important for HR management to.docxmadlynplamondon
Discussion 1:
Question:
Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?
The main difference between HR management being administrative or strategic is that administrative is reactive and strategic is proactive. It is important to make the human resource management strategic for a variety of reasons such as employee retention, avoiding breaches of the law/policies, and creating a competitive edge.
Some ways to build a strategic HR management system is by pre-planning and goal setting. It consists of shaping current employees into the future leaders of the company. This shows them that they are capable of moving up in the company, which in turn will increase retention rates. Having these experienced employees would give the company a more competitive edge.
It also pre-plans for any type of sexual/race/ethnic issues that could arise to protect the company. Rather than putting rules in place after issues arrive, it builds a protocol. These types of managements are prepared for laws and base policies in line with them. This helps companies not have any breaches of the law. This also helps them deal with issues in a timely manner, since the protocol is already in place.
A strategic human resource management team will have company goals written out. This will ensure that everyone in the company will be working towards the same big picture. Every team member knows the big goal and can set personal goals to help the team. This will increase productivity and prevent people from feeling stale and underappreciated at work. The company can also find a way to celebrate the smaller goals so that employee work is credited. Appreciated employees always work better. Basically, a strategic human resource management is prepared and helps keep the company safe and running in the most productive manner.
Discussion 2:
Question:
Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?
In any organization Human resource department forms an important pillar for attracting, retaining and nurturing the talent thus making it a thriving force behind organization growth. For any organization people management is the core and main foray, if the HR department if properly organized makes the organization function properly and push across to reach new scaling heights. Let’s consider the companies the major innovators like Google, 3M and Facebook have reached the top rung of the ladder as technological and product innovators only because these companies have lot of talented people and management of them nurturing and keeping them motivated with all the necessary things is main challenge and they have successfully overcome it making them leaders on their respective domain.
Human Resource administration plays a key role to transform the company both operational and administrative aspect wise making a market ...
Running head ON-BOARDING On-Boarding .docxtoltonkendal
Running head: ON-BOARDING
On-Boarding
ON-BOARDING
2
MEMORANDUM
From:
To: Human Resource Director
Date
Subject: On-Boarding Process
On-boarding is the process of aligning, acquiring, accommodating, assimilating, and
accelerating new team members whether they come from inside or outside the organization
(Lundby and Joltn, 2010). On-boarding is the mechanism in which new employees receive the
necessary access and knowledge to be a competent employee. The purpose of this memorandum
is to discuss the on-boarding process and discuss the critical elements associated with on-
boarding in the global environment.
On-boarding Process
1. Develop an outline of the proposed on-boarding program: an effective on-boarding
program begins before the first day of employment. A successful program should focus
on a company’s goals and objectives and link back to their mission and vision.
2. Employee Engagement: employee engagement is crucial to the success of a new
employee. Engagement should be a representation of the organization’s culture. This is
an opportunity to introduce new hires to team members, the leadership team and
members of Human Resources.
3. Training and Resources: this phase includes new hire training such as system training,
protocols, and applicable workflows. It also provides an overview of the job
responsibilities and duties. It should also provide the employee with a list of resources.
ON-BOARDING
3
4. Practicum: this step provides the new hire with on the job training. They will actually
work with a senior employee to observe and have an opportunity to do the job before
being released to work independently.
5. Follow-up: the final step of the on-boarding process consist of the employee meeting
with their direct supervisor to discuss all aspects of the job and what they have learned
thus far. This gives the supervisor an opportunity to determine if the on-boarding was
successful and evaluate if the employee will continue on with their employment.
Critical elements to consider
It is important to identify the direction and purpose of the of the employees role and
responsibilities. Secondly, the on-boarding program should consider the culture and home
country of the incoming employee and compared to the company’s country and culture.
.
ON-BOARDING
4
References
Lundby, K. M., & Jolton, J. (2010). Going global: practical applications and recommendations
for HR and OD professionals in the global workplace. San Francisco: Jossey-Bass.
Running head: CULTURE CHECKLIST 1
Merging Corporate Culture
Student’s Name
Institution
Date
CULTURE CHECKLIST 2
Merging Corporate Culture
When two companies with completely different corporate cultures merge there is likely to
be a lot of conflict between the individual organizations that may cause a reduction in the overall
productivity (Badrtalei& Ba ...
Over the past few years, companies have been struggling with prevalent complexities in the
corporate environment. The forces that facilitate globalization compel companies to expand their
diverse operations past the national and local boarders so that they can achieve and maintain a
good competitive edge. To multinational entities, human resources no longer serve the supportive function only;
they have also evolved into the asset of the organizations with great strategic importance.
- See more at: http://www.customwritingservice.org/blog/international-human-resourcemanagement/
Running head FRAMEWORK OF STRATEGIES FOR IHRM FUNCTIONS. .docxwlynn1
Running head: FRAMEWORK OF STRATEGIES FOR IHRM FUNCTIONS.
The Framework of Strategies for IHRM Functions
Woodrow Rowell
10/6/19
FRAMEWORK OF STRATEGIES FOR IHRM
FUNCTIONS 2
Overcoming International Talent Acquisition And Workforce Development Challenges
The international market demands that companies acquire a talented workforce and
develop them so that they can remain relevant in the business and organizational setting.
However, various challenges make it quite hard for firms to hire and maintaining a talented
workforce. Some of the challenges include a satisfying job environment, a gratifying salary,
diversified workforce who can work in any country, and the ability to better the skills of the
workforce.
The enhancement of suitable hiring of people with talent requires that there be
multichannel sourcing of the workforce through both the social media and digital process
because it allows a company to have significant numbers of applicants that the company has to
evaluate, compare and pick from (Oracle, 2017). Often, the interview process should cover all
the essential aspects of the expected duties and objectives of the company. With the simulation
systems and automated digital sources, organizations successfully source, assess, and hire top
talent that boosts acquisition of efficiency and effectiveness in the organization (Edmans,
Gabaix, & Genter, 2017). Cloud solutions enhance multitiered screening and evaluation tools to
enhance the interview and requisition of management to have recruiters and hiring process as
positively impressive as possible. Once the workforce who are talented are hired, a company
should work to train and offer them learning opportunities that will make them both more
efficient in their line of specialization and related ones.
FRAMEWORK OF STRATEGIES FOR IHRM
FUNCTIONS 3
Additionally, the provision of high compensation is another thing a company should offer
even though it is important the compensation suits within the budgetary estimates and is reliably
assessed before one is offered the amount (International Labour Office, 2011). Such a process
will discourage flaws and motivate every worker to do their best (Oracle, 2017). The threat is
that the company has to be quite efficient in choosing the digital solution and assessing the
workforce. Overall, the international HR management sector will increase performance,
productivity, and boost the reputation of the company. The process can also enhance efficient
global management of the workforce and generation of objectives in the international business.
Integrating Self-Managing Teams and HR Processes
Self-Managed Teams have been projected to be a productivity step forward for
organizations since the 1990s. Several businesses have reported on the success result from the
self-managed teams, and the SMTs have also received momentum from people .
Running head COMPREHENSIVE MANAGEMENT REPORT .docxsusanschei
Running head: COMPREHENSIVE MANAGEMENT REPORT 1
COMPREHENSIVE MANAGEMENT REPORT 21
Comprehensive Management Report
Nicholas J Ceo
American Military University
17 January 2017
An Overview of MTS Systems Corporation
MTS Systems Corporation is a supplier of test systems as well as industrial position sensors all over the globe. The company deals with hardware and software solutions with the aim of accelerating and improving the design, development, and manufacture of products and structures. MTS operates in two segments, where in one segment it deals with sensors and in the other, with tests. The test department focuses on providing testing solutions that include software, hardware, and testing services. The sensors segment is keen on providing products to be used in mobile equipment and industrial tools manufacture in order to automate their operations, thus enhancing safety and productivity of the end users. The organization also provides tools to measure displacement in fluids, for instance, liquid levels for clients in industrial processes.
The organization provides a solution is an organization that seeks to pioneer in technology and provides unmatched expertise. Engineers depend on accuracy, certainty, and measurements to do their work, to conduct research and transform ideas into results that are tangible and working. MTS Systems is a corporation that is fully dedicated to this transformation in a manner that is faster, more efficient, easier and more successful. The company was established in 1966 with its headquarters at Eden Prairie, Minnesota, and has since worked in partnership with engineers worldwide.
MTS Systems has posted an impressive performance over the years, with revenues of about seven hundred and eighty million dollars in the 2016/2017 financial year, up from six hundred and fifty million dollars the previous financial year. This represents a 38.4% growth in revenue. Its profitability has also grown over the years, and the strong performance is expected to continue into the near future. However, it is important to note that the performance would be much better if the existing management problems were dealt with comprehensively and conclusively.
In order to arrive at a conclusive solution to the management problems facing MTS Systems, the company must begin with a comprehensive needs assessment that will open the eyes of the management to the reality facing their company. Oftentimes, managers just know that their organization is facing some challenges, but are likely to ignore such problems or fail to take their time to understand the gravity of such problems until they bring an organization to its knees. This is because it takes effort to carry out a needs assessment that ends up solving a problem in a company. Following below is a detailed needs assessment of the management problems bedevilin ...
What is Human Resource Management (HRM)? Brief Introduction!Assignment Task
Acquire a more in-depth understanding of Human Resource Management (HRM) from experienced professionals. HRM is a holistic and strategic approach to effectively managing individuals and cultivating a positive work environment. For top-notch and immediate assistance, come to us.
Case study is a research method that involves detailed examination of a particular case. It involves descriptive and exploratory analysis and in-depth investigation of the selected case.
Operation management is important for the business entity which helps in running the business smoothly and make the more productivity in the corporation.
Management plays important role within the organisations to determine goals and objectives. It includes performing, planning and controlling functions in the enterprise which is related with goals and objectives.
The contemporary technological environment e-business is gaining a significant aspect in distributing and selling a wide variety of products to global customers.
Business management support to every activity of the organization which concerns with acquiring maximum prosperity with minimum efforts. Report on how to manage business activities to achieve results.
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Various principles of costing and regulatory requirements are helpful to manage financial resources in health and social care sector. Read this report to know about Managing Financial Resources.
Structure and culture both plays key role in goal accomplishment for organization development. Read this report to know more about Organization structure.
Textual analysis is mostly used while conducting scientific studies on some relative topics of social science where it is mainly implicated by the researchers in the subjective area of communication.
Proper induction in the organization will make effective role of the employees. Sample report on how reflective account help in organization development.
Commercialization is procedure of launching new product into commerce, making it available in market and Innovation is result of successful commercialization. Read this document to know more about innovation and commercialization.
Companies face certain effects when any new changes are introduced in their organisational structure. Read this sample to know more about developments in business and management.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
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Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
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Best Practice in Human Resource Operations for Multinationals Assignment Sample
1. BEST PRACTICE IN HUMAN
RESOURCE OPERATIONS FOR
MULTINATIONALS
Email: help@instantassignmenthelp.com Phone: ( +44 ) 203 5190 272
Website: http://www.instantassignmenthelp.com/
2. In the current era of globalization, there is a very important role of human resource operations in
the success of every local as well as multinational business organization (McSweeney, 2002).
HR operations refer to all the services provided by human resource department to the business
operations including recruitment, job analysis, training, pay determination, performance
appraisal, employee relationship management, administrative services, etc. The current research
essay is on the topic of best practices in human resource operations for multinationals. In the
subsequent research essay, it will be discussed that whether pursuing of best practices in HR
operations makes sense for multinational companies.
A multinational business organization, also known as an international company, can be
defined as an organization that is registered in more than one nation or has operations in more
than one nation. They are large corporations that produce as well as sell goods and services in
various countries. A variety of practices are required to be performed by the HR department for
to effectively contribute in the success of the multinational company such as recruitment and
selection, training, relationship management, communication with and motivation of employees,
pay determination, performance appraisal, etc. All these HR practices play very important roles
in supporting management and staff members for effectively performing various day to day
business activities as well as significantly help to achieve organizational goals and objectives of
a multinational business organization (Faulkner, Pitkethly and Child, 2002).
There are a variety of Multinational Corporations headquartered in UK such as Vodafone
Group Plc, Tribal Group, River Island, Tesco group plc, BT Group, Unilever, Standard
Chartered, BP plc, IBM, etc. All these MNCs get a wide variety of benefits from their HR
practices. There are a variety of changes made in the international business environment that has
significantly affected the Multinational Corporations and increased the role of human resource
management in MNCs such as increase in competition, takeovers and mergers, changes in labor
market, increased mobility of employees, etc (Bartlett and Ghoshal, 2002). He has given the
solution for managing various changes in global business environments, but its research is not
covering only some type of changes like innovations in different countries. It has not focused on
the role of HRM during changes like takeovers and mergers, changes in labor market, etc. Due to
1
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3. all these changes, the requirement of managing human resources of the companies has been
increased significantly and it led to increase in demand of HR departments and operations in the
business organizations, especially in MNCs. For example, Vodafone Group Plc operates in over
30 countries and employs more than 85000 people. Hence there is a very high requirement of HR
departments for the purpose of managing the large numbers of employees in all over the world.
This is Sample Assignment, for
complete Assignment kindly
contact at
help@instantassignmenthelp.com
The talent acquisition is also one of the best practices in human resource operations in
Multinational Corporations, as most of MNCs are focused on recruiting and hiring best and
talented individuals, which significantly helps them to improve the performance level of the
company and to successfully achieve various organizational goals and objectives. Furthermore
providing effective training by the international business organizations to the employees is
another best practice which is achieved with the help of use of effective techniques and
procedures according to requirements of employees, which lead to effective development of the
employees (Hollon, 2011) and improves their skills and abilities. For example, Tesco group Plc
uses a flexible and structured approach for trailing and development that adapts according to
individual employee requirements. It significantly helps the company to develop its employees
as well as to meet the objective of expand and diversify the needs of people in the business at
right time and on right place. Tesco group plc has separate training program for every major as
well as minor career at Tesco.
2
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4. The Multinational Corporations are providing healthcare benefits to the employees, which is also a
good practice in human resource operations in Multinational Corporations, as it significantly
improves the morale and satisfaction of employees at the company and greatly enhances their
performance and productivity level (Kang and Moon, 2012). The companies are providing
various paid leave incentives to the employees as well as retirements benefits to the people who
worked previously for the firm. It is also one of the best practices of HR in Multinational
Corporations as it enhances the loyalty of the employees towards the MNCs and lead to provide
best contribution in the achievement of organizational goals. For example, Unilever is providing
various types of on job rewards as well as retirement benefits like Unilever UK Pension fund and
other incentives to its employees.
Implementing right HR philosophies is also one of the best practices in human resource
operations in Multinational Corporations, as MNCs wants to create an effective work
environment that enables the employees to prosper as individuals as well as to the contributors of
the business. For example, The HR policy of IBM is about making a holistic approach to HR,
including talent advisors, actionable analytics, strong governance, integrated processes and
technology solutions. They want to develop a positive employee environment and communicate
these in their HR philosophy and mission. Most effective philosophies focus on promoting
innovation and collaboration as well as on creating best workplace in the organization, on the
other hand, least effective philosophies focus on efficiency and cost cutting efforts (Gunnigle,
Lavelle and McDonnell, 2007). Furthermore the best practices in human resource operations in
Multinational Corporations include development of internal HR skills also (Romani, 2011). It
significantly helps in improving skills and abilities of the employees as well as leads to enhance
the productivity of employees as well as of the international business organization.
Use of latest technologies is also an effective practice in HR operations for MNCs, as it
significantly helps in improving communication and accessibility in the organizations, which in
turn lead to improve the productivity of the employees and save time and money in the
organization (Hilb and Brewster, 2007). For example, Standard Chartered is using HR
management system software, electronic applicant tracking and Internet based payroll. Use of
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5. these new technologies and electronic systems results in saving time and money as well as
improve the accuracy and efficiency of the organization. Furthermore effective motivation of the
employees is also one of the major practices in human resource operations in Multinational
Corporations, as it significantly help in improving satisfaction level of the employees as well as
their contribution in success of business organizations. For example, MNCs like River Island is
effectively motivating its employees through use of various types of monetary and non-monetary
incentives as well as effectively fulfilling their needs and requirements. It leads to improve the
morale and motivation level of the employees and improves their contribution in the
achievement of the objectives of providing best and latest looks to the customers (Bamber,
Lansbury and Wailes, 2011).
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Tesco evaluates the performance of every employee, and on the basis of their
performance improvements in the salaries are made and other incentives are provided to the
employees. It leads to improve the performance of the employees as well as help to achieve
organizational objectives of Tesco.
Efforts for maintaining good relations in the business organizations is also an effective
practices in human resource operations in MNCs. Various MNCs like BT Group, Vodafone
Group Plc, River Island, Tribal Group, Tesco group plc, BP plc, Standard Chartered, Unilever,
etc. are using various techniques for improving employment relations in the business
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6. organizations, which in turn lead to improve the efficiency and performance level of the
employees and the companies as well as lead to get competitive advantages and achievement of
organizational objectives (Harzing and Pinnington, 2011). For example, Vodafone Group Plc is
providing incentives to its employees on good performance, which in turn not only improve the
performance but also the employment relation in the organization.
It can be said that there are a variety of best practices in human resource operations in
Multinational Corporations, which help them to effectively achieve various competitive
advantages as well as to meet organizational goals and objectives (Edwards and Rees, 2011).
Recruitment and selection, training, relationship management, communication and motivation,
pay determination, incentives, etc are some of the best practices HR operations in Multinationals.
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7. Booksandjournals
REFERENCES
Bamber, G. J., Lansbury, R. D. and Wailes, N., 2011. International and Comparative
Employment Relations: Globalisation and Change. London: Sage Publications.
Bartlett, C.A. and Ghoshal, S., 2002. Managing across Borders: The Transnational Solution.
London: Random House.
Edwards, T. and Rees, C., 2011. International Human Resource Management: Globalization,
National Systems and Multinational Companies. London: FT/ Prentice Hall.
Faulkner, D., Pitkethly, R. and Child, J., 2002. International acquisitions and mergers in the UK
1985-94. International Journal of Human Resource Management. 13(1). pp.106-22.
Harzing, A. W. and Pinnington, A. H., 2011. International Human Resource Management,
London: Sage Publications.
Hofstede, G., 2001. Culture’s Consequences: Comparing Values, Behaviors, Institutions and
Organizations Across Nations. CA: Sage.
Kang, N. and Moon, J., 2012. Institutional complementarily between corporate governance and
corporate social responsibility: a comparative institutional analysis of three capitalisms.
Socio-Economic Review. 10 (1). pp.85–108.
McSweeney, B., 2002. Hofstede’s Model of National Cultural Differences and their
Consequences: A Triumph of Faith – A Failure of Analysis. Human Relations. 55(1).
pp.89-118
Romani, L., 2011. Culture in International Human Resource Management’, in: A.-W. Harzing
and A.H. Pinnington. International Human Resource Management. London: Sage.
Tayeb, M. H., 2005. International Human Resource Management: a Multinational Company
Perspective. Oxford University Press.
Online
Bruce, S., 2013. Top 10 Best Practices in HR Management for 2013. [online]. Available through:
<http://www1.unisg.ch/www/edis.nsf/wwwDisplayIdentifier/2840/$FILE/dis2840.pdf>.
[Accessed on 30th
December 2013].
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