The document discusses the global human resource management strategies of McDonalds Corporation. It examines McDonalds' goals of employee commitment, flexibility, equality and strategic integration. HRM strategies help attract, hire and retain talented employees, develop their skills, and ensure the workforce achieves organizational goals. The effectiveness of McDonalds' HRM is evaluated in motivating employees, maintaining competitive compensation, conducting employee surveys, and strengthening employer-employee relationships to boost performance and satisfaction.
This document outlines a human resource management plan for Motors and More, Inc. It includes sections on the company background, HR strategic plan, staffing strategy, total rewards strategy, training and development strategy, performance management strategy, and HRIS. The company is experiencing rapid growth and will need to expand its workforce significantly and develop its first HR department. The HR strategic plan focuses on developing the HR department, recruiting and retaining a more diverse workforce, and integrating HR concepts throughout the company.
This document provides information on Profiles Asia Pacific, Inc. and its affiliate companies that offer various human resources solutions. Profiles Asia Pacific was founded in 1998 and has established itself as a premier provider of online workforce assessments in the Philippines. It has since expanded its services to include talent sourcing, training, organizational development, and HR technology solutions. The document outlines Profiles Asia Pacific's mission, vision, services, and strategic alliances with affiliate companies that also provide HR assessments, skills testing, executive search, and more.
Importance of Human Resource Management in 21st Century12inch
Human beings are the most important resource of an organization. These are the people who plan all the activities and then they carry on all the activities. And managing human beings is the toughest duty of the manager as no two persons are alike. Every individual has separate values, aspirations, motivations, assumptions, goals, etc. Today we are discuses about Importance of human resource management in 21st century
The document discusses several issues related to work, wages, and job creation in the UAE during the COVID-19 pandemic. It outlines challenges faced by HR managers like employee layoffs and reduced salaries. It emphasizes the importance of addressing these issues for organizations and the economy to recover. The document also examines perspectives like improving technology to support rather than replace workers and enhancing communication. Finally, it provides recommendations such as developing new jobs, promoting industrialization, and establishing a ministry of happiness.
This document discusses managing human capital through merit pay plans. It begins with an executive summary that outlines the purpose of examining factors influencing merit pay plans and debates arguments for and against them. It then provides sections on reward structures, performance appraisal, compensation/benefits, legal considerations, examples of merit pay plans in practice, and guidelines for establishing successful merit pay plans. While merit pay can positively motivate performance, the document notes it is difficult to objectively measure and evaluate merit, and performance evaluations may differ between management and employees. Overall guidelines and considerations are provided, but it concludes there is insufficient evidence to determine if merit pay definitively enhances performance.
Google developed acquisition and talent retention strategies to attract and retain top talent. They offer extensive employee benefits like on-site services, fun workspaces that encourage collaboration, and manager evaluations to ensure employee satisfaction. Google also uses predictive modeling and analytics to anticipate workforce needs and improve people management.
This document discusses talent management and is presented by three students under the guidance of Dr. Harshitha R. It defines talent management as attracting, selecting, and retaining high-quality employees. It discusses the objectives, purpose, types, key components, recent trends, and importance of talent management for organizations to succeed in today's competitive environment.
This document outlines a human resource management plan for Motors and More, Inc. It includes sections on the company background, HR strategic plan, staffing strategy, total rewards strategy, training and development strategy, performance management strategy, and HRIS. The company is experiencing rapid growth and will need to expand its workforce significantly and develop its first HR department. The HR strategic plan focuses on developing the HR department, recruiting and retaining a more diverse workforce, and integrating HR concepts throughout the company.
This document provides information on Profiles Asia Pacific, Inc. and its affiliate companies that offer various human resources solutions. Profiles Asia Pacific was founded in 1998 and has established itself as a premier provider of online workforce assessments in the Philippines. It has since expanded its services to include talent sourcing, training, organizational development, and HR technology solutions. The document outlines Profiles Asia Pacific's mission, vision, services, and strategic alliances with affiliate companies that also provide HR assessments, skills testing, executive search, and more.
Importance of Human Resource Management in 21st Century12inch
Human beings are the most important resource of an organization. These are the people who plan all the activities and then they carry on all the activities. And managing human beings is the toughest duty of the manager as no two persons are alike. Every individual has separate values, aspirations, motivations, assumptions, goals, etc. Today we are discuses about Importance of human resource management in 21st century
The document discusses several issues related to work, wages, and job creation in the UAE during the COVID-19 pandemic. It outlines challenges faced by HR managers like employee layoffs and reduced salaries. It emphasizes the importance of addressing these issues for organizations and the economy to recover. The document also examines perspectives like improving technology to support rather than replace workers and enhancing communication. Finally, it provides recommendations such as developing new jobs, promoting industrialization, and establishing a ministry of happiness.
This document discusses managing human capital through merit pay plans. It begins with an executive summary that outlines the purpose of examining factors influencing merit pay plans and debates arguments for and against them. It then provides sections on reward structures, performance appraisal, compensation/benefits, legal considerations, examples of merit pay plans in practice, and guidelines for establishing successful merit pay plans. While merit pay can positively motivate performance, the document notes it is difficult to objectively measure and evaluate merit, and performance evaluations may differ between management and employees. Overall guidelines and considerations are provided, but it concludes there is insufficient evidence to determine if merit pay definitively enhances performance.
Google developed acquisition and talent retention strategies to attract and retain top talent. They offer extensive employee benefits like on-site services, fun workspaces that encourage collaboration, and manager evaluations to ensure employee satisfaction. Google also uses predictive modeling and analytics to anticipate workforce needs and improve people management.
This document discusses talent management and is presented by three students under the guidance of Dr. Harshitha R. It defines talent management as attracting, selecting, and retaining high-quality employees. It discusses the objectives, purpose, types, key components, recent trends, and importance of talent management for organizations to succeed in today's competitive environment.
Talented employee attraction in hyderabad electronic retail marketingprjpublications
The document discusses talent management practices in the electronic retail industry in Hyderabad, India. It administered a questionnaire to sales managers, promoters, and team leaders working in electronic retail. Key findings include that over 90% of respondents were aware of company policies and procedures, around 64% felt their organization had employee-centered HR policies, and 73% were satisfied with their working hours. The conclusion is that electronic retail in Hyderabad is attracting and retaining talented employees through satisfactory policies, hours, and workloads. This allows the sector to maximize profits from experienced staff. The literature review discusses how talent management is critical for competitive advantage and retaining top performers.
Assess the purpose of strategic human resource management activities in an organisation & evaluate the contribution of strategic human resource management to the achievement of an organization’s objectives
Be able to develop human resource plans for an organisation
Critically evaluate how a human resources plan can contribute to meeting an organization's objectives
Understand human resources policy requirements in an organisation
Explain the purpose of human resource management policies in organisations
managing human capital(MHC) mba 2 semesterSuzan Maharzan
This document discusses managing human capital and outlines several key points:
1. It defines human capital as the collective skills, knowledge, and expertise of employees that contributes to organizational productivity. Managing human capital involves treating employees as assets and investing in them.
2. Some challenges to managing human capital include globalization, workforce diversity, technological advances, and changing political/legal environments. HR strategies like task force, development, turnover, and paternalistic strategies can help address these challenges.
3. Best practices for managing human capital involve recruitment/selection, training, performance management, reward systems, and career development. The document discusses these practices and compares best practice and best fit approaches to human resource management.
HR personal or department DHS Motors Limited Companynowshin naina
This presentation provides an overview of DHS Motors Limited Company in Bangladesh. It discusses DHS Motors' history of being the first distributor of Honda vehicles in Bangladesh since 1994. The presentation outlines DHS Motors' mission, vision, and objectives of providing high-quality, affordable products to satisfy worldwide customers. It also describes the company's hierarchy, findings from an employee survey, a SWOT analysis, and recommendations to develop new products and technologies to satisfy customers during economic challenges. The conclusion restates the company's goal of pursuing mobility and extending joy to more customers.
We Also Provide SYNOPSIS AND PROJECT.
Contact www.kimsharma.co.in for best and lowest cost solution or
Email: amitymbaassignment@gmail.com
Call / What’s App: 9971223030
SHRM AND Greenfield Operations
Hindustan Unilever Limited (HUL) is an Indian consumer goods company and the largest FMCG company in India. It has over 35 brands spanning 20 categories. HUL has its corporate headquarters in Mumbai, which houses over 1,600 employees and provides various facilities. Some of HUL's key HR practices include recruitment and selection through various sources, performance management using 360 degree feedback, training and development programs to improve skills, competitive compensation and benefits, and initiatives to improve employee engagement such as being recognized as the best employer in various surveys. The objective of HUL's HR practices is to gain a competitive advantage through an effective and aligned workforce.
This presentation is about googles HRM practices and the following topics are covered in this presentation:
Introduction(Google's)
Job Analysis & Design
Recruitment and Selection
Training
performance Management
Compensation and Career Development
Google focuses on talent retention through motivation and rewarding employees. It utilizes a needs-based approach, providing benefits and rewards. Employees are encouraged to collaborate through purposeful groups and a flexible work structure that allows creativity and innovation. Google achieves a balance between employee needs and productivity through a total reward system and flexible work policies like side projects and flextime.
Tesco uses both internal and external recruitment methods to fill vacancies. Internally, they use job postings and promotions to transfer current employees, while externally they advertise on their website and in publications. For selection, candidates first attend an interview and then an assessment center run by managers to further evaluate suitability. Job descriptions and specifications help guide the recruitment and selection process to identify qualified candidates for roles.
This document provides a summary of a project on HR practices in the FMCG sector in India. It includes comparisons of recruitment sources, selection processes, compensation and benefits, performance appraisal, and training and development across several major FMCG companies in India. The key HR challenges in the FMCG sector are also outlined, such as managing knowledge workers, technological changes, developing leadership, and managing change. Overall, the document finds that while practices vary between companies, the FMCG industry in India follows modern approaches to HR.
Organizational Reflection and Integration at
McDonald’s Corporation ,academic projects,academic writing professionals,dissertation assistance,dissertation help,organizational reflection and_integration,thesis help,uk dissertation help,, www.sparklessoft.com
Skype sparkles.soft
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1. Introduction
Beginning with Burgers in 1954, McDonald’s corporation is one of biggest chain of fast food restaurants with its specialty of hamburger, operating in more than 58 (fifty eight) Million customer on daily basis (Mieth, H. 1999:3). Today, McDonald has more than 32,000 branches in more than 117 countries with more than 1.7 million of employees serving about sixty (60) million people (McDonald, 2011). With its unique symbol of the “golden arches” McDonalds operates through franchisee selected through very tough training procedure. Further, commencement of business in foreign environment, corporation has to focus on multiple dimension both in introducing its products and services and engages people to work for them.
The document is a cover sheet and table of contents for a 14 page assignment on developing a strategic human resources plan for Jameson Irish Whiskey to enter the Chinese market over the next two years. It provides background on Jameson as the top selling Irish whiskey in the world and outlines that China is a rapidly growing market for alcohol. The strategic HR plan will address strategic resourcing, reward management, performance management, and learning and development to recruit and retain qualified employees in China, where there is a lack of talent meeting foreign companies' needs. The best fit HRM model will be applied to the Chinese market context.
This document discusses the importance of human resources in modern business and the role of HR. It explains that HR ensures a productive work environment by implementing strategies and practices to effectively manage employees. These include recruitment, training, performance management, and creating policies. The document also outlines the importance of companies being equal opportunity employers. It states that providing equal opportunity and a discrimination-free workplace increases employee motivation, satisfaction, and loyalty, which benefits the organization.
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.
This document discusses the recruitment and selection process of sales personnel at Hemas, a Sri Lankan healthcare product distributor. It outlines Hemas' objectives in recruitment which include acquiring and retaining the best talent. The selection process is described in 7 stages from pre-interview screening to induction. Key factors like sources of recruitment, criteria for medical representatives, and a survey of factors affecting recruitment policy are also summarized. The conclusion emphasizes that selecting the right person for the right job is important for pharmaceutical companies to face market challenges.
Employee Profile & Perception of Talent Management in Indian Organizationsiosrjce
This document discusses talent management in Indian organizations. It begins with an abstract that outlines how talent management is important for organizations but can also create perceptions of unhealthy competition among employees. The document then provides background on talent management and discusses how factors like age, gender, education level, and work experience can impact an employee's perception of talent management practices. A survey of four different industries in India found that age, education, and region most significantly affected perceptions, while gender, experience, and job role did not have as large an impact. The document advocates for further study of talent management in India.
1. The document proposes a research study on employee branding as a tool for organizational effectiveness at Kanmani Engineering Corporation International Limited.
2. The study would assess employee branding processes, their role in maintaining the company brand image, and their impact on recruitment, organizational effectiveness, and suggestions for improvement.
3. Primary data would be collected through questionnaires distributed to a sample of employees, and secondary data collected from literature and company sources, to analyze the role of employee branding.
Nike has over 45,000 employees worldwide and invests heavily in training and developing its staff. It launched an online learning platform called NikeU to provide over 175,000 web-based training sessions annually in multiple languages. Nike also improved its recruitment process by implementing an e-recruitment system called ActiveRecruiter to streamline hiring. Both Nike and Google place strong emphasis on retention programs that include competitive compensation as well as intangible rewards to motivate employees. The document provides details on Nike's human resources practices and compares them to those of Google, Adidas and Puma.
Vision Consulting is an Indian management consulting firm with offices in India, Saudi Arabia, and Qatar. It provides consulting services in areas like management strategy, marketing research, corporate social responsibility, and corporate training. The firm was founded in 1994 with a vision of integrating theory and practice of management to help organizations improve performance. It works with corporate, government, non-profit and multilateral clients on projects like organizational restructuring, marketing strategy, CSR implementation, and leadership training. Vision Consulting has experience in diverse industries and an extensive client portfolio including public and private sector organizations in India and globally.
Vodafone needed to improve the efficiency of its IT operations across Europe and reduce its large supplier base. It partnered with Ricoh to consolidate networking and IT support. Ricoh now manages these services across 11 European countries for Vodafone through a single contract. This has improved customer service, reduced costs, and simplified operations by replacing over 40 supplier contracts with a single partner. The success of the initial partnership led to expanded contracts with Ricoh for additional IT and document management services across more European countries.
This case study explains the plethora of problems and challenges faced by the coal behemoth - Coal India Limited, in revamping its coal production to serve India's growing energy needs
Talented employee attraction in hyderabad electronic retail marketingprjpublications
The document discusses talent management practices in the electronic retail industry in Hyderabad, India. It administered a questionnaire to sales managers, promoters, and team leaders working in electronic retail. Key findings include that over 90% of respondents were aware of company policies and procedures, around 64% felt their organization had employee-centered HR policies, and 73% were satisfied with their working hours. The conclusion is that electronic retail in Hyderabad is attracting and retaining talented employees through satisfactory policies, hours, and workloads. This allows the sector to maximize profits from experienced staff. The literature review discusses how talent management is critical for competitive advantage and retaining top performers.
Assess the purpose of strategic human resource management activities in an organisation & evaluate the contribution of strategic human resource management to the achievement of an organization’s objectives
Be able to develop human resource plans for an organisation
Critically evaluate how a human resources plan can contribute to meeting an organization's objectives
Understand human resources policy requirements in an organisation
Explain the purpose of human resource management policies in organisations
managing human capital(MHC) mba 2 semesterSuzan Maharzan
This document discusses managing human capital and outlines several key points:
1. It defines human capital as the collective skills, knowledge, and expertise of employees that contributes to organizational productivity. Managing human capital involves treating employees as assets and investing in them.
2. Some challenges to managing human capital include globalization, workforce diversity, technological advances, and changing political/legal environments. HR strategies like task force, development, turnover, and paternalistic strategies can help address these challenges.
3. Best practices for managing human capital involve recruitment/selection, training, performance management, reward systems, and career development. The document discusses these practices and compares best practice and best fit approaches to human resource management.
HR personal or department DHS Motors Limited Companynowshin naina
This presentation provides an overview of DHS Motors Limited Company in Bangladesh. It discusses DHS Motors' history of being the first distributor of Honda vehicles in Bangladesh since 1994. The presentation outlines DHS Motors' mission, vision, and objectives of providing high-quality, affordable products to satisfy worldwide customers. It also describes the company's hierarchy, findings from an employee survey, a SWOT analysis, and recommendations to develop new products and technologies to satisfy customers during economic challenges. The conclusion restates the company's goal of pursuing mobility and extending joy to more customers.
We Also Provide SYNOPSIS AND PROJECT.
Contact www.kimsharma.co.in for best and lowest cost solution or
Email: amitymbaassignment@gmail.com
Call / What’s App: 9971223030
SHRM AND Greenfield Operations
Hindustan Unilever Limited (HUL) is an Indian consumer goods company and the largest FMCG company in India. It has over 35 brands spanning 20 categories. HUL has its corporate headquarters in Mumbai, which houses over 1,600 employees and provides various facilities. Some of HUL's key HR practices include recruitment and selection through various sources, performance management using 360 degree feedback, training and development programs to improve skills, competitive compensation and benefits, and initiatives to improve employee engagement such as being recognized as the best employer in various surveys. The objective of HUL's HR practices is to gain a competitive advantage through an effective and aligned workforce.
This presentation is about googles HRM practices and the following topics are covered in this presentation:
Introduction(Google's)
Job Analysis & Design
Recruitment and Selection
Training
performance Management
Compensation and Career Development
Google focuses on talent retention through motivation and rewarding employees. It utilizes a needs-based approach, providing benefits and rewards. Employees are encouraged to collaborate through purposeful groups and a flexible work structure that allows creativity and innovation. Google achieves a balance between employee needs and productivity through a total reward system and flexible work policies like side projects and flextime.
Tesco uses both internal and external recruitment methods to fill vacancies. Internally, they use job postings and promotions to transfer current employees, while externally they advertise on their website and in publications. For selection, candidates first attend an interview and then an assessment center run by managers to further evaluate suitability. Job descriptions and specifications help guide the recruitment and selection process to identify qualified candidates for roles.
This document provides a summary of a project on HR practices in the FMCG sector in India. It includes comparisons of recruitment sources, selection processes, compensation and benefits, performance appraisal, and training and development across several major FMCG companies in India. The key HR challenges in the FMCG sector are also outlined, such as managing knowledge workers, technological changes, developing leadership, and managing change. Overall, the document finds that while practices vary between companies, the FMCG industry in India follows modern approaches to HR.
Organizational Reflection and Integration at
McDonald’s Corporation ,academic projects,academic writing professionals,dissertation assistance,dissertation help,organizational reflection and_integration,thesis help,uk dissertation help,, www.sparklessoft.com
Skype sparkles.soft
sparklessoft@gmail.com
1. Introduction
Beginning with Burgers in 1954, McDonald’s corporation is one of biggest chain of fast food restaurants with its specialty of hamburger, operating in more than 58 (fifty eight) Million customer on daily basis (Mieth, H. 1999:3). Today, McDonald has more than 32,000 branches in more than 117 countries with more than 1.7 million of employees serving about sixty (60) million people (McDonald, 2011). With its unique symbol of the “golden arches” McDonalds operates through franchisee selected through very tough training procedure. Further, commencement of business in foreign environment, corporation has to focus on multiple dimension both in introducing its products and services and engages people to work for them.
The document is a cover sheet and table of contents for a 14 page assignment on developing a strategic human resources plan for Jameson Irish Whiskey to enter the Chinese market over the next two years. It provides background on Jameson as the top selling Irish whiskey in the world and outlines that China is a rapidly growing market for alcohol. The strategic HR plan will address strategic resourcing, reward management, performance management, and learning and development to recruit and retain qualified employees in China, where there is a lack of talent meeting foreign companies' needs. The best fit HRM model will be applied to the Chinese market context.
This document discusses the importance of human resources in modern business and the role of HR. It explains that HR ensures a productive work environment by implementing strategies and practices to effectively manage employees. These include recruitment, training, performance management, and creating policies. The document also outlines the importance of companies being equal opportunity employers. It states that providing equal opportunity and a discrimination-free workplace increases employee motivation, satisfaction, and loyalty, which benefits the organization.
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.
This document discusses the recruitment and selection process of sales personnel at Hemas, a Sri Lankan healthcare product distributor. It outlines Hemas' objectives in recruitment which include acquiring and retaining the best talent. The selection process is described in 7 stages from pre-interview screening to induction. Key factors like sources of recruitment, criteria for medical representatives, and a survey of factors affecting recruitment policy are also summarized. The conclusion emphasizes that selecting the right person for the right job is important for pharmaceutical companies to face market challenges.
Employee Profile & Perception of Talent Management in Indian Organizationsiosrjce
This document discusses talent management in Indian organizations. It begins with an abstract that outlines how talent management is important for organizations but can also create perceptions of unhealthy competition among employees. The document then provides background on talent management and discusses how factors like age, gender, education level, and work experience can impact an employee's perception of talent management practices. A survey of four different industries in India found that age, education, and region most significantly affected perceptions, while gender, experience, and job role did not have as large an impact. The document advocates for further study of talent management in India.
1. The document proposes a research study on employee branding as a tool for organizational effectiveness at Kanmani Engineering Corporation International Limited.
2. The study would assess employee branding processes, their role in maintaining the company brand image, and their impact on recruitment, organizational effectiveness, and suggestions for improvement.
3. Primary data would be collected through questionnaires distributed to a sample of employees, and secondary data collected from literature and company sources, to analyze the role of employee branding.
Nike has over 45,000 employees worldwide and invests heavily in training and developing its staff. It launched an online learning platform called NikeU to provide over 175,000 web-based training sessions annually in multiple languages. Nike also improved its recruitment process by implementing an e-recruitment system called ActiveRecruiter to streamline hiring. Both Nike and Google place strong emphasis on retention programs that include competitive compensation as well as intangible rewards to motivate employees. The document provides details on Nike's human resources practices and compares them to those of Google, Adidas and Puma.
Vision Consulting is an Indian management consulting firm with offices in India, Saudi Arabia, and Qatar. It provides consulting services in areas like management strategy, marketing research, corporate social responsibility, and corporate training. The firm was founded in 1994 with a vision of integrating theory and practice of management to help organizations improve performance. It works with corporate, government, non-profit and multilateral clients on projects like organizational restructuring, marketing strategy, CSR implementation, and leadership training. Vision Consulting has experience in diverse industries and an extensive client portfolio including public and private sector organizations in India and globally.
Vodafone needed to improve the efficiency of its IT operations across Europe and reduce its large supplier base. It partnered with Ricoh to consolidate networking and IT support. Ricoh now manages these services across 11 European countries for Vodafone through a single contract. This has improved customer service, reduced costs, and simplified operations by replacing over 40 supplier contracts with a single partner. The success of the initial partnership led to expanded contracts with Ricoh for additional IT and document management services across more European countries.
This case study explains the plethora of problems and challenges faced by the coal behemoth - Coal India Limited, in revamping its coal production to serve India's growing energy needs
Vodafone IoT_Prompt Softech case studyAshim Goldar
Prompt Softech is working with Vodafone IoT to improve India's dairy supply chain by extracting milk production data from villages and sending it to the cloud. Using Vodafone's connectivity platform, Prompt Softech has created a system to weigh and analyze local milk at collection points and transmit the data centrally. This will allow for analysis of production trends across India and increased transparency for farmers. Prompt Softech aims to eventually connect 3.6 million farmers in Gujarat to provide a national view of the dairy industry.
This document provides an analysis of AirAsia, a Malaysian low-cost airline. It includes a PESTEL analysis which finds that market liberalization in Asia-Pacific improved access and increased airline growth and passengers. A SWOT analysis shows AirAsia's strengths in management and efficiency, and weaknesses in staffing and customer service. Porter's five forces analysis indicates the airline industry is highly competitive with potential new entrants and substitute domestic travel options.
Toyota Motors has a long history of corporate social responsibility practices dating back to the early 20th century. It established welfare programs for employees as early as 1917 and has consistently increased its social spending over time, allocating over 1.36 billion rupees in 1999-2000. As one of Pakistan's largest employers with around 200,000 employees, Toyota focuses on responsibilities to stakeholders like employees, shareholders, consumers, and the environment. While Toyota once sold cars primarily on reputation for quality and reliability, it now faces challenges with an aging lineup and damaged reputation following safety recalls, requiring a renewed focus on innovative design.
Coca-Cola India has made CSR an integral part of its corporate agenda due to its large size and environmental impact. Its CSR initiatives focus on water conservation, sustainable packaging and recycling, community health programs, and economic development. However, some local communities have protested Coca-Cola's operations and alleged negative environmental impacts such as dropping groundwater levels. Coca-Cola responds to such allegations by highlighting its CSR activities and investments, as well as studies finding no evidence of overexploitation of local water resources.
Benefits Of An Effective Leadership Program EssayJessica Lopez
Tanglewood is a large retail company with stores across 12 regions locally and overseas. As many senior employees retire, Tanglewood must develop a talent management strategy to fill vacated leadership roles. An effective strategy would identify and develop high-potential employees internally and implement training programs to prepare them for promotion. A standardized approach across regions is needed while allowing for cultural differences locally. Attracting and retaining talented staff globally will help Tanglewood compete internationally.
HR AND COMPETITIVE ADVANTAGE-A comprehensive guide to using HR activities to ...Summaya Sharif
The essay is written to answer the ubiquitous organizational query; “How HRM activities enable organizations to become more competitive in their markets?”. With this essay organizations can gain a comprehensive, intricate, and pragmatic knowledge on how they can use HR as a competitive advantage so that they’re capable of making the most out of their HR activities and boost their competitiveness to stand not just firm but sui-generis in the market.
product or service. If it chooses to try to change its product or .docxwkyra78
product or service. If it chooses to try to change its product or service, the firm typically adopts a specialization or differentiation strategy.
Up to this point, we have discussed how a firm's business strategy shapes its staffing needs and influences the characteristics it looks for in its new hires. A firm's human resource strategy and its talent philosophy influence a company's staffing strategy as well. We discuss this next.
THE FIRM'S TALENT PHILOSOPHY
30 Chapter 2 • Business and Staffing Strategies
Chapter 2 • Business and Staffing Strategies 31
44
32 Chapter 2 • Business and Staffing Strategies
TALENT PHILOSOPHY
a system of beliefs about how a firm's employees should be treated
HUMAN RESOURCE STRATEGY
the linkage of the entire human resource function with the company's business strategy
STAFFING STRATEGY
the constellation of priorities, policies, and behaviors used to manage the flow of talent into, through, and out of an organization over time
An organization's talent philosophy is a system of beliefs about how its employees should be treated. Typically shaped by its founders, it reflects how an organization thinks about its employees. For example, some organizations view employees as partners and key stakeholders in the company, whereas others view employees as more expendable and easily replaceable. A company's business strategy can also influence how a company interacts with its employees, which then affects how it decides to manage the movement of people into, through, and out of the company.
A firm's human resource strategy links the entire human resource function with the firm's business strategy. Strategic human resource management aligns a company's values and goals with the behaviors, values, and goals of employees and influences the substrategies of each of the firm's human resource functions, including its staffing, performance management, training, and compensation functions. The alignment of these separate functions creates an integrated human resource management system supporting the execution of the business strategy, guided by the talent philosophy of the organization.
An organization's overall staffing strategy is the constellation of priorities, policies, and behaviors used to manage the flow of talent into, through, and out of an organization over time. An organization's talent strategy thus encompasses its approaches to acquiring, deploying, and retaining its talent, and the choice of jobs to which it devotes greater or lesser resources. A firm's staffing strategy ultimately reflects its business strategy, human resource strategy, and talent philosophy. We next look more closely at how a company's talent philosophy shapes its staffing strategy.
If not created intentionally, a firm's talent philosophy evolves on its own as the personal values of high-level managers are expressed in their hiring and talent management decisions and actions. Over time, these values and perspectives become those of ...
BSBHRM501 Manage Human Resource Services.docxstudywriters
This document discusses the human resource management needs and strategies for a medium-sized organization in Brisbane, Australia. It identifies key roles in HR including the HR manager and line managers. It also discusses recruiting, training, retaining employees, diversity considerations, and ensuring strategies comply with legislation and ethics. A cost-benefit analysis found investments in recruitment and training would provide high returns on investment through increased employee retention and satisfaction.
Human resources planning involves forecasting an organization's future staffing needs. It is important for ensuring the right number of employees are available with the needed skills to achieve organizational objectives. However, HR planning faces challenges in accurately predicting needs and finding applicants with required skills. Environmental changes and mismatches between forecasted and actual demand can also impact HR planning. Effective recruitment, training, and communication between HR and managers is necessary for successful human resources forecasting and management.
Milestone 1 The human resource segment is a significant body of.docxARIV4
The small brick-and-mortar business wants to expand its online presence to compete with other online retailers. It needs a technology solution to integrate its physical and online operations, including online shopping, inventory management, order processing, payments, collaboration, and customer relationship management. The assistant will research and recommend the best technology solution based on the business's needs and competitors' technologies.
Effects Of Hr Practices On Organizational PerformancePatricia Johnson
The document discusses how effective human resource practices can benefit an organization, noting that recruitment and selection, employee relations, and compensation and benefits are key HR disciplines where best practices can provide the highest return on investment. It also defines human resource management as the logic, systems, strategies, and practices related to managing an organization's employees in a way that engages, develops, motivates, and retains a high-performing workforce to achieve organizational success. The document appears to analyze HR practices at Nestle Bangladesh Ltd.
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.
Human resource planning is a critical role for HR managers. It involves forecasting future staffing needs to ensure the organization has the right employees with the necessary skills. HR managers are also responsible for succession planning and designing job analyses to hire candidates when the right skills are not available internally. Additionally, HR managers monitor employee performance, provide training and development programs, design workplace policies, resolve conflicts, ensure health and safety, and reward high performance through incentives. All of these roles help HR managers support business goals and strategic planning.
The definition of talent management is the meticulously planned, strategic process of bringing on the right personnel and assisting them in reaching their full potential while keeping organizational objectives in mind.
This document provides an overview of an organization's human resources structure and priorities. It discusses the organization's focus on developing competitive employee packages and programs to retain skilled workers. It also outlines the human resources shared services team structure and priorities around developing inclusive employment policies and programs.
This document provides an overview of the syllabus for a Business Management course on Human Resource Management. It covers topics such as defining HRM and its relationship to the management process, the importance of HRM to managers, trends influencing HRM, strategic planning and its importance to managers, talent management, job analysis, writing job descriptions and specifications, employment planning and forecasting, and recruiting. Key aspects of each topic are defined and discussed over the 15 page document through headings, subheadings, and paragraphs of text.
The document discusses talent management, defining it as attracting, developing, and retaining employees to meet organizational needs. It outlines the purpose of talent management as developing leaders internally and maximizing performance. Benefits include retaining top talent, better hiring, understanding employees, and professional development decisions. The talent management process involves workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and critical skills gap analysis. Recent trends in talent management include increased competition for talent, greater use of technology, focus on employer branding, promoting internal talent, and addressing population changes.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
The sample material covers the following topics as under.
Strategic Staffing
What is Strategic Staffing?
Comparison between Strategic and Traditional Staffing
Components of Strategic Staffing
Goals of Strategic Staffing
Functional areas of HRM
In order to get the final copy of the reading material, click on the below link.
http://www.vskills.in/certification/Human-Resources/certified-hr-staffing-manager
The document discusses talent management, defining it as attracting, developing, and retaining employees to meet organizational needs. It outlines the purpose of talent management as developing leaders internally and maximizing performance. Benefits include retaining top talent, better hiring, understanding employees, and professional development decisions. The talent management process involves workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and critical skills gap analysis. Recent trends in talent management include increased competition for talent, greater use of technology, focus on employer branding, promoting internal talent, and addressing population changes.
Organizational HR strategies and functional HR strategies.pptxDavidSebastian53
The document discusses organizational HR strategies and functional HR strategies. For organizational HR strategies, it states that these establish priorities and set the direction for a business by creating a people-centric roadmap to solve challenges. It notes several benefits of organizational strategies including strategic alignment of HR, delivering the business strategy, improved recruitment and retention, effective training and development, and having HR drive the overall strategy. For functional HR strategies, it outlines several areas such as business management, workforce planning, human resource development, compensation, employee relations, and risk management.
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This document provides an overview of human resource management (HRM). It defines HRM as a function aimed at maximizing employee performance to support business objectives. Key HRM activities include recruitment, training, performance reviews, and compensation. The role of HR has evolved from transactional work to more strategic initiatives. HR ensures laws and regulations are followed and helps balance organizational and employee needs. The document also discusses international HRM trends and the changing role of HR managers in developing skills, managing change, and creating motivated workforces.
Global companies are facing challenges from volatility, diversity, and rapid technological change. This requires innovative human resource management practices to develop skills in employees and align human capital with business strategies. New techniques like the People Capability Maturity Model evaluate employee performance and maturity. Training programs are also evaluated through models like Kirkpatrick's to ensure learning outcomes are met. HR analytics has emerged to measure how HR activities impact business outcomes, helping companies develop strategic workforce plans. Innovation is crucial for companies to gain competitive advantages and sustain success in this dynamic environment.
This document discusses Starbucks' focus on social responsibility and how it contributes to the company's brand strength. It notes that Starbucks has incorporated social responsibility into its overall corporate strategy from the beginning. This helps protect Starbucks' image and reputation while also providing financial and non-financial rewards. Specifically, Starbucks offers employees highly competitive benefits, such as healthcare, which contributes to low turnover and high productivity. The document argues that Starbucks' commitment to social responsibility and strong employee policies have been key factors in its rapid growth and success.
This document discusses the impacts of cruise tourism in coastal areas. It begins with an overview of recent trends in the coastal cruise industry, including strong growth in passenger numbers and ship sizes. It then examines both the economic benefits of cruise tourism for coastal communities, including job creation and tax revenue, and the environmental and social impacts, such as pollution, damage to ecosystems, and changes to local culture from overcommercialization. The document recommends the need for sustainable tourism strategies and regulations to manage these impacts and ensure long-term benefits for coastal areas.
This document discusses employee engagement and strategies to improve it. It begins by defining employee engagement and explaining its importance for retaining talented workers. It then discusses challenges to engagement like it not always leading directly to productivity. Several factors that influence engagement are outlined, both internal like job responsibilities and growth opportunities, and external like competing career options. Finally, it describes strategies organizations can use to boost engagement, such as recognition of good work, providing motivation, and leadership opportunities.
The document is a report about Herman Street, an e-commerce company that sells computer software and electronics. It discusses how Herman Street initially used ShopSite software for its website but faced challenges with conversion rates. The report analyzes Herman Street's market gap and proposes adopting a new shopping cart software, Pinnacle Cart, to address issues and potentially improve business performance through innovation.
This document outlines an assignment for a reflective essay on issues and crisis management in organizations. It provides guidance on the required content, including discussing organizational culture, environmental scanning, preparing for crises, and crisis communication. It also lists relevant readings and establishes a word limit and rubric for assessment. The student is asked to reflect on their learning experiences and apply course concepts and examples to discuss how they would act in a managerial capacity regarding issues and crisis management.
The document discusses a new product development assignment on developing a solar charger called Solarz. It provides details on the product, including a description and specifications. It discusses the idea generation process, concept testing, and business analysis including strategic decisions, timelines, risks, expected benefits, market size and potential, cost of production, and breakeven analysis. It also outlines plans for test marketing the product, developing a brand strategy, packaging considerations, and launching the product. The overall goal is to introduce an innovative solar charger to the market to address the need for charging mobile devices outdoors.
The document discusses responsibilities and duties of managers at ABC Care Home. As the manager, key responsibilities include supervising basic care services, ensuring individual client needs are met, managing resources and staff, handling complaints, and ensuring compliance with policies and regulations. The manager is also responsible for assessing client needs, maintaining accurate financial records, and addressing any shortcomings in services provided. Resolving issues and improving care quality is an important accountability for the manager role.
This document discusses portfolio analysis in marketing management. It defines portfolio analysis as the analysis of a pool of different marketing strategies and product/service offerings that can help an organization achieve its goals. Portfolio analysis allows management to holistically assess performance and allocate resources efficiently. It also helps identify the product life cycle stage. Common portfolio analysis methods mentioned include the BCG matrix and GE Business Screen, which help evaluate profitability and investment needs. Overall, portfolio analysis is a systematic process used in strategic planning to evaluate offerings and determine appropriate marketing mix and future prospects.
This document discusses an operations management report on Tesco. It begins with an introduction to operations management and Tesco's emphasis on effective operations. It then analyzes Tesco's type of operations as mass service and identifies its key processes as stocking shelves, deliveries, and checkout. The document evaluates Tesco's operations using a five performance objectives framework, finding its major strengths are speed, flexibility, and quality, while its weakness is in lean implementation perception. It concludes Tesco successfully manages its operations.
This report analyzes Facebook's marketing strategy since its creation in 2004. Facebook has used direct marketing, integrated marketing communication, and mobile marketing to promote its online services globally. It targets youth and tech-savvy users. These strategies have helped Facebook gain a large market share and revenue. However, with increasing competition, Facebook will need to adopt new strategic marketing options in the future to maintain its sustainable competitive position.
This document provides a marketing plan for expanding the Mr Bean soya bean food and beverage retail chain from Singapore to Costa Rica. It includes a background on Mr Bean's founding and operations in Singapore, and then analyzes the business environment in Costa Rica through STEEP, SWOT, and market analyses. The marketing plan proposes objectives, target markets, positioning, product, pricing, distribution, and promotional strategies for Mr Bean to implement in Costa Rica.
This document provides a market research report on Apple Inc. that analyzes the company's marketing principles, processes, environment, and strategy for the iPhone. It discusses the key elements of Apple's marketing, including segmentation, targeting, positioning, and the 4Ps. It also analyzes the political, economic, social, and technological factors in Apple's macro environment, and examines competitors, suppliers, and customers in its micro environment. Differences between B2B and B2C marketing, as well as international versus domestic marketing, are also described.
This document discusses a literature review on the future prospects of e-commerce in the retail industry. It begins by outlining the importance and scope of the topic. It then discusses the criteria used to select literature and the organizational pattern of the review. The literature review itself covers the concept of e-commerce, its significance for retail industry, current trends such as personalization and optimization of online stores, and future prospects such as expanded customer access and reduced costs.
This document discusses a new approach to regulatory compliance management for the customs administration of Belmontia. It proposes adopting a risk-based compliance management approach to balance trade facilitation with regulatory controls. This would involve identifying high-risk areas and minimizing intervention in low-risk areas using risk management principles. It compares this approach to Belmontia's current "gatekeeper" style which focuses more on control than facilitation. The new approach would help Belmontia achieve greater balance and maximize benefits for both traders and customs. It is aligned with international standards and could help Belmontia better manage the large revenue it collects from customs duties.
This document discusses racial and ethnic inequality in multiethnic societies. It provides a literature review on the topic, discussing several sociological theories and studies. The literature review examines how race is a social construct, racial barriers faced by immigrants, inequality within ethnic groups, and how modernization was expected to diminish racial identities but instead ethnic identities have been reasserted. The document then outlines arguments about institutional discrimination favouring dominant groups and conflict theories explaining occupational competition between groups. It concludes by discussing the harms of racism on minority groups and societies overall.
The document discusses environmental social governance and the responsibilities of businesses towards society and the environment. It outlines several theories on this topic, including Carroll's theory of corporate social responsibility that businesses have economic, legal, ethical, and discretionary obligations. It also discusses Hall's theory that businesses' activities should foster positive social and environmental impacts, and stakeholder theory that businesses must balance the interests of different stakeholder groups. The document argues that with increasing consumer awareness, businesses now face regulatory pressure to consider social welfare and environmental protection in addition to profit motives.
The document discusses several cyber security issues related to increased internet usage. It notes that while the internet has provided benefits to sharing information, it has also enabled cyber crimes and threats to national security. One example is Wikileaks, which published confidential US national defense information and caused concern about information security. Additionally, the internet enables hacking, fraud, and spreading of objectionable content. Countries also use cyber espionage to obtain rivals' sensitive information. Overall, the document argues that while the internet facilitates connectivity, information security is a growing issue due to potential for misuse in criminal activities like identity theft and terrorism.
International cooperation is needed to combat cybercrime effectively at a global level. Several international organizations like INTERPOL and NATO have taken steps to facilitate cooperation between countries. INTERPOL established the IGCI in Singapore in 2014 to address cybercrime across borders. The Budapest Convention established a legal framework for information sharing between signatories like the US and EU. However, more integrated efforts are still needed that involve developing countries. The roles of international bodies like the UN will be important in pursuing global cooperation on cybersecurity issues.
Cubic Transportation Systems is a company that designs automated fare collection systems for public transit. It is seeking to expand into the markets of the Middle East and North Africa. A PEST analysis found opportunities in growing demand but also risks from regulations and competitive bidding. A five forces analysis found high threat of new entrants and rivalry. Cubic has strong resources and competencies. The report recommends Cubic differentiate itself by offering innovative smart ticket systems. However, risks include legal issues, cultural differences, and economic instability in the regions. Cubic is well-positioned to implement strategies due to its expertise and solutions-based approach.
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Title:Case Study McDonalds Corporation
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Global Human Resource Management Case Study: McDonalds Corporation
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Introduction
Global human resource management refers to the art of balancing people and processes in
an organisation. This process involves recruitment, selection and training individuals at the
management position in an organisation. In other words, global human resource management
refers to the process that recruits candidates, offer efficient training, improve their skills and
prepare them for their services according to the requirement of the organisation (Werner,
Schuler, Jackson, 2012). The overall objective of effective recruitment and selection process is to
make sure that an organisation is able to achieve its objectives and goals through its workforce.
The main aim of this analysis is to systematically investigate the processes and practices
associated to human resource in McDonalds Corporation. The human resource management at
McDonalds Corporation aims at escalating its distribution network by implementing its global
HRM strategies effectively, based on their professionals and resourcefulness to attain certain set
objectives.
Importance of HRM Strategies
Human resource management strategies enable an organisation to retain skilled, talented
and committed employees that it demands for. The process of recruitment involves application of
effective and efficient strategies to assess and meet upcoming demands of an organisation and
create a number of employment opportunities by making constant development in practices and
policies. Attracting, hiring and retaining a talented workforce are one of the most important
functions of HRM strategies (Bianca and Media, 2014). A good recruitment and selection human
strategy has the potential to develop organisational performance by offering employees with
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wide and extended responsibilities, so that they successfully make proper use of their skills and
abilities.
Examine HRM goals of employee commitment, flexibility, equality and strategic integration
It is the workforce in an organisation that is responsible for carrying out a number of a
number of work activities. Managers and HR professionals of McDonalds Corporation perform
the most crucial job of managing people so that they can successfully conduct these work
activities. This demands perceiving people as human assets, not costs to the company. Perceiving
employees as assets is part of global human resource management and global human capital
management. The global human resource management team of McDonalds Corporation explains
various effective strategies to the management team to strategically organise employees as
business resource (Barrows and Powers, 2010). These strategies involves managing recruiting
and hiring candidates, maintaining employee benefits and proposing employee training and
improvement strategies. In such way, HR professionals perform as consultants, not workers in an
isolated business environment as they recommend managers on many issues associated to
employees and also help the organisation in attaining its objectives.
Managers and HR professionals of McDonalds Corporation work in coordination at all levels
to develop required skills in employees of an organisation. For instance, HR professionals give
advice to managers and other executives at the time of assigning various roles to employees in
the organisation, thus helping the company adapt effectively to its environment. It has been
observed that in a successful organisation, employees are assigned to various business processes
based on employee preference and business priority. HR professionals also recommend strategies
and policies for boosting employee commitment to the organisation. This commences with
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applying the recruiting practice or matching employees with the appropriate positions based on
their qualification or experience (Grandori, 2002). Once recruited, employees need to be
dedicated to their professions and feel motivated throughout the year by their managers. Global
human resource management team facilitates an organisation in developing a competitive
advantage, which involves creating the potential of the organisation so it can provide a dynamic
set of products or services to its customers.
Figure 1: Recruitment as a strategic HRM tool
(Source: Compton, Morrissey, Nankervis and Morrissey, 2009)
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The chief and important goal of global human resource management in McDonalds
Corporation is to make sure that all employees carry out their work processes well in order to
fulfil the demands of the organisation. Moreover, the global HRM are accountable for utilising
the full advantage of the potentials of the employees and keeping the right employees in the
required job positions. Global HRM consist of a number of business schemes and policies
required to manage the employees within a business organisation. The human resource
management strategies of McDonalds Corporation mainly encompass the anticipations that
managers demands from their employees, as well as the benefits and compensation given to the
employees. Some of the main important business work done by human resource professionals are
the selection of employees, employee training and the retention of desired employees.
The global HRM of McDonalds Corporation creates programs and policies designed to make
sure that the performances of the workforce within the company supports the mission of the
organisation. HR managers and supervisors investigate the aim of the goal and create policies
and practices to manage the selection and improvement of the employees in organisations. Along
with applying the policies and practices to attract and retain desired employees, the global human
resource management analyse the most crucial job responsibilities based upon the objectives of
the company and categorize job profiles, as well as the duty for each job profile. HR managers
and professionals are responsible for managing the diversity in the business organisation. In the
era of globalisation, majority of business organisations consist of candidates with different
backgrounds, experience and qualifications. Human resource maintains employee objectives
with the motive that differences in employees are valued and respected. Such types of issues are
usually mentioned in employee personnel manuals, which may also involve other company
formalities.
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Evaluate the effectiveness of HRM strategy in achieving these goals
An organisation is unable to establish a good team of working professionals in the absence of
good human resources. The global human resource management advances the bottom line of an
organisation with its wide knowledge about the human capital and organisational factors. The
HR managers and other professionals of McDonalds Corporation have proficiency in HR
strategic management involve in company decision-making focuses on current staffing
assessments and plans for future employees based on business requirement. Realistic
compensation frameworks are developed by HR compensation experts to decide company
earnings competitive with other organisations in the area, in the similar industry or organisations
competing for candidates with same skills. They carry widespread salary and wage surveys to
preserve compensation costs aligned with the current financial status and set revenue of an
organisation.
The global human resource management of McDonalds Corporation motivates the people in
a business organisation, to perform according to their skill and offer them guidance that can
assist them to bring about changes in it. This result in better communication with the workforce
individually from time to time and offers all the required information associated with their
processes and also describes their respective roles. Employee relations experts in HR assist the
organisation attain high performance, confidence and satisfaction levels throughout the
employees, by developing ways to fortify the employer-employee relationship. They conduct
employee opinion surveys, administer focus group and receive worker opinion related with job
satisfaction and practices the worker can maintain effective working relationships.
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The main objective of human resource management of McDonalds Corporation is to achieve
the organisational goals and objectives. It ensures the efficient and effective implementation of
resources and guides the utilisation of human and non-human resources in order to achieve the
organisational goals and objectives. Business organisations aspiring to consume their resources
efficiently encourage the HR professionals and supervisors to develop required aims and
objectives. Training program which is an essential part of recruitment and selection procedure
proposes measures for enhancing employee commitment to the organisation. The HR
professionals of McDonalds Corporation make sure that employees, after hiring, will remain
committed to their jobs and feel motivated throughout the year by their seniors. The global
human resource management of McDonalds Corporation aims at intensifying its distribution
network by effectively implementing its HRM strategies, based on their professionals and
resourcefulness to fulfil certain defined objectives. At the time of issues and disputes in an
organisation, human resource strategies act as a consultant and mediator to solve those conflicts
in a successful manner.
In other words, HRM of McDonalds Corporation implements timely action and avoid things
from getting bad. It has been seen that the art of building successful and good public relations
depends on HRM to a large extent. The HRM department is responsible for organising business
meetings, conferences, seminars and different official gatherings for the organisation with the
motive of building relationships with other business organisations. Sometimes, the HRM also
plays a crucial role in creating the marketing and other business plans for the organisations.
Human resource training and development officers of McDonalds Corporation manage new
employee orientation, an integral aspect in implementation of successful and effective employer-
employee relationship. The human resource strategies implemented by these officers assist in
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providing training that aids the organisation’s fair employment schemes and employee
development programs to develop aspiring employees for management and supervisory roles.
An organisation without an appropriate setup for human resource management is likely to
suffer from severe issues while coordinating its daily work activities. HR experts and
professionals adopt efficient measures in reducing the organisation’s costs related with abrasion,
turnover and hiring replacement employees. They are vital to the organisation as they have the
talent and skills essential to consult group benefit packages for workers, within the set budget
and reliable with economic conditions. They also are well aware with employee benefits need to
attract new employees and retain skilled employees. Human resource strategies of McDonalds
Corporation ensure that the organisation works in accordance with federal state employment
laws. This is the main reason that today a number of organisations need to put a lot of efforts
and energy into establishing a strong and effective global human resource management.
Relationship between HRM and Organisational Performance
HRM and Organisational performance are inter related and are the most significant aspect
of McDonalds Corporation. Organisational performance is associated with various factors such
as operation, strategies, aims, management and challenges. It is considered as a fundamental and
crucial component of an organization functioning. Organisation performance is typically
organisational behaviour and development occurring in an organisation both internally and
externally. The McDonald’s Corporation is one of the famous fast food chains in the world, and
it is an important part of the life of a number of people of all age groups. The iconic American
restaurant has been implementing various techniques and human resource strategies for
encouraging employees and teaching leadership techniques and skills. All these factors in
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McDonalds have provided an excellent opportunity to the management to hire a number of
desired and talented employees.
Theories related to HRM and Organisational Performance (diagram)
It has been observed that employees in the McDonald’s Corporation exhibit quality
leadership as HR managers and professionals of the company adopt significant measures to
influence and motivate employees. The work culture of the company is basically dependent on
the specific line manager in charge at a specific period of time. The HR professionals of the
company use effective leadership skills to encourage young or inexperienced workers. These HR
professionals and experts successfully conduct business operations in a machine like manner,
specifically at the time of high business. Nevertheless, it has been also experience that lot of
business managers of the company seem comfortable, and sometimes, behave in the same
manner like other employees of the company. The business managers of the company apply a
number of leadership theories in their working style. In the McDonalds Corporation, human
resource managers and professionals applied Situation Leadership Theory (SLT) and Path-Goal
to motivate the working pattern of employees.
Figure 2: Relationship among Leadership Variables
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(Source:
http://www.mc.edu/rotc/files/9213/1471/9571/MSL_202_L09b_Situational_Leadership.pdf )
Situation Leadership Theory (SLT): Situation Leadership Theory (SLT) is implemented
continually by human resource managers to fulfil the necessary requirements of employees in the
organisation, based on the specific situation (Wagner, 2006). Through the implementation of
SLT, managers of the company work to introduce changes and innovations in their recruiting and
selection process and do not motivate employees to follow managers’ style rather encourage
them to introduce their own style. SLT focuses mainly on two types of organisational behaviour
in an organisation; Task behaviour and Relationship behaviour.
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Figure 2: Situational Leadership Model
(Source: http://www.kenblanchard.com/getattachment/Solutions/By-Offering/Situational-
Leadership-Development/Situational-Leadership-II/The-SLII-Experience-Sample-PW.pdf )
According to this theory business environment and the willingness of employees
determine to a great extent, how managers will perform in specific situations. The human
resource managers by determining the relationship between environment and the willingness and
inspiration of employees, can strengthen the leadership skills, achieve experience and self-
esteem in their own leadership style. This theory typically relies on the ways employees respond
to working and being associated in groups. As per the modern theories of situational leadership
proposed by P. Hersey, K.H. Blanchard, and D.E. Johnson, employees cannot be influenced by a
one single way (Situational Leadership, n.d). These theories suggest that the leadership style
selected by human resource managers of McDonalds Corporation depends on the environment
and the willingness or the capability of employees working in an organisation.
Path-Goal Theory
This theory was created to define the way that leaders motivate and assist their employees
in attaining the objectives they have been set by offering the path that seems clear and easy.
Path-Goal Theory is used by human resource managers of the McDonalds Corporation to
motivate their subordinates and HR executives. This theory is applied by managers or leaders of
the company to encourage and motivate employees by following leadership styles and behaviour
of their leaders. This theory states that the behaviour of leaders is followed by employees of the
company as they perceive it as a source of inspiration, motivation and job satisfaction. This
theory also states that the perception of employees is influenced by the behaviour and leadership
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styles of leaders or managers of the company. The McDonald’s Corporation applied this theory
to motivate employees to perform well as it offers many opportunities, such as promotion,
incentive, and paid holidays, to enhance job satisfaction and motivation.
Figure 3: Path-Goal Theory
(Source: http://www.managementstudyguide.com/images/houses-path-goal-theory.gif )
In the area of organisational performance and human resource management, the path-goal
theory determines the impact of behaviour of leaders on employee’s job satisfaction, motivation
and effectiveness. This theory consists of four leadership behaviours which are supportive
leadership, directive leadership, participative leadership and achievement-oriented leadership.
The aim behind these leadership behaviours is to enhance employee motivation and confidence
by identifying the influence of both environmental factors and employee characteristics in work
activities. Moreover, this theory states that achievement- oriented behaviour of HR managers and
professionals concentrates on motivating performance excellence by aiming objectives and goals
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that challenges employees throughout the year. According to this theory, the main concern of the
HR managers is to support and maintain the psychological well being of employees of the
company. It also involves leaders or managers consulting with workers regarding individual
choices in executing job requirements.
Impact of HRM on Organisational Performance
Over the last few years remarkable steps have been made in discovering the impact of
HRM on organisational performance. McDonalds Corporation is specifically aim at expanding
their sales to customers who are not yet familiar with company’s food items. The HR managers
of the company achieve their objectives not only through advertising, but by expanding their
distribution network as well. The strong human resource management of the McDonalds
Corporation has created on effective association between strategy and performance of employees
as well as HR professionals. The fundamental reason that keeps McDonalds Corporation apart
from other organisations of its type and discovers the scope of its operations in product and
services is described as the mission of the company. Effective set up of human resource
management enables an organisation to develop consistency, which results in offering employees
a clear direction to fulfil customer demands and achieve higher satisfaction.
An effective management of strategic human resource of McDonalds Corporation is
focussed on the harmonisation of organisational work activities and practices to the business
strategy. The HR professionals and other managers of the company assist in identifying the
business strategy by converting it into effective HR practices and processes. To meet the
challenges in the highly competitive world HR managers and employees need to constantly
renew their knowledge, skills and work activities and also invest highly in the improvement of
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their human capital. It has been observed in a number of researches that investment in training
employees is responsible for bringing profitable organisation level outcomes.
McDonalds with the aim of development of desired worker behaviour and skills
implements the use of appraisal mechanism. The implementation of performance appraisal by
the McDonalds Corporation involves promotion, termination, assessments and performance
improvement. As a result of which, development of performance appraisal is considered among
the highest priorities of the McDonalds Corporation. Performance appraisal system in
McDonalds Corporation has the capacity to bring lots of benefits for the organisation such as
promoting more communication, increasing employee attention through promoting trust,
improving performance, and estimation of training requirements.
Employee empowerment in McDonalds Corporation is considered as the process of
enabling employees to think, behave, adjust, take proper action, coordinate work and decision
making in an effective way to enhance work productivity and efficiency. The process of
employee participation and involvement in decision making enables employees to boost their
confidence and self-esteem. This strategy is used by human resource management team to
promote motivation in employees in different ways to attain the specific goals and objectives of
the organisation. Another human resource strategy which promotes employees to work is the
process of compensation. It has been observed by the management of HRM of McDonalds
Corporation that compensation has an important impact on performance of employees.
Global Issues influencing the development and implementation of global HRM strategies
Organisations seeking new opportunities in new markets face many challenges and issues
so human resource management of the organisation plays a crucial role in order to tackle these
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challenges. In this context, some of the challenges faced by organisations are differences in
social, political and economic environment, resistance to change in the organisation, recruiting
high quality employees, developing a long term HR plan and aligning HR strategies with the
overall corporate objectives (Snell, 2011). In the world of 21st century, a high number of
companies have been trying to compete globally; there is a high demand for employees, leaders
and managers. HR managers have to find staff with global skills, as well as, offer appropriate
training and skills to them.
Organisational, National and cultural Issues
Organisations generally deal with a number of issues and problems while conducting its
recruitment and selection process. The quality and talent of employees hired by an organisation
depends on its valuable recruitment and selection human resource strategy (Berman, 2006). The
process is not always smooth as employers face a lot of problems and conflicts such as cost
offered for advertising job openings and various other barriers such as improving communication
between recruiters and hiring agencies (Tan and Nasurdin, 2011).
The human resource department generally faces issues related with executing department
audits, collaboration of performance management system and creating policies on worker
attitude and behaviour. The HR professionals face issues related to employee conduct involve
low employee morale, high voluntary and involuntary revenue, and analysis of workers
complaints filed with state enforcement organisations. The global HRM of McDonalds
Corporation is also responsible for handling of diversity conflicts and partially responsible for
diversity management (Stanleigh, n.d.). The compensation experts in human resource department
are equipped with the duty of ensuring the McDonalds Corporation offers competitive salary and
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gives attractive inclusive benefits packages. Moreover, the compensation experts also build
networking relations with their competitors and counterparts. These experts usually face
challenges and issues that demand them to explain budget increases to stay competitive and hire
the best, highly skilled job candidates. Even if salary and benefits are not considered as the
priorities for few job searchers, they are aspects to be critically considered when searching at a
potential employer.
In the recent few years, the HRM of McDonalds Corporation has been highly criticized
for offering low wages to employees. Employees were feeling frustrated and stressed with the
increasing responsibility and constant promotions. The company also faces complaints regarding
slow service, high calorie food, etc (Huang, 2000). The famous fast-food company has been
questioned for not offering overtime rates even when employees work in double shifts. In this
high competition, the human resource management of the company was working with the
strategy of high profits and low wage costs, resulting in understaffing wherein all employees are
required to work harder and faster. This results in causing frustration among company’s
employees and they start criticizing the company in public.
In context to McDonalds Corporation, where the achievement and accomplishment of the
company depends on three factors i.e., hiring, training and developing creative workforce, the
organisation is constantly facing challenges such as employee’s dissatisfaction and less retention
level (Mieth, 2007). The company’s HR strategy has been again dealing with issue of retention
of talented and skilled employees after the criticism for health food has been faced by company.
As a result of, the company lacks succession planning that requires to be achieved in order to
retain the talented employees and handle other major issues and conflicts associated to the HRM
department. The company has been highlighted in public many times for its inability to treat its
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employees fairly. For instance, the employees of the company believe that the main reason for
them to leave the job is that they are being offered low compensation.
Systematically Analysis of Organisational, National and cultural Issue
Training and selection programs assist an organisation to understand different aspects of
culture education and represents a good image of employees’ significance and value to the
organisation. Human resource managers work hard to hire candidates who adjust with culture of
an organisation. They need to keep their focus on diversity and equal opportunity as well as both
moral and lawful hiring policies. At the time of issues and problems, the HR professionals need
to resolve issues between the requirements of organisational culture and those of ethical practices
(Adler, & Gundersson, 2008). HR professionals need to perform the process of screening at the
time of hiring. The process of screening leaves few candidates out and allows others to move in
the company. When the culture of an organisation focuses minimum observance to the law, the
HR professional sometimes experience an ethical issue while suggesting a highly qualified
employee who does not adjust in the background required for an organisation quota.
Privacy is always an integral aspect of the McDonalds Corporation. Even though the
company has a friendly culture and motivates employees to openly discuss personal information
and lifestyles, the human resource managers of the company has a moral responsibility to keep
such information private and confidential. Human resource challenges generally face by HR
team includes maintaining productivity, hiring employees, executing training processes, keeping
employees safe, resolving conflicts and avoiding discrimination (Catano, 2009). Creating and
offering benefits, motivating and managing diversity, and maintaining outsourcing are important
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aspects as well. Each and every organisation faces specific human resource issues based on the
HR manager as well as policy of the organisation.
An important and major objective of a human resource department of McDonalds
Corporation is to handle and manage employees to keep them productive, which results in high
revenue. HR managers, therefore, adopt specific measures regarding the number of employees
per shift, team tasks, motivational offers such as bonuses, incentives, and keeping morale high.
These elements can have powerful relationships, so the problem is how to do improvements in
one area without highly affecting other (Nichols, Rourke, and Vlachopoulos, 2011). It is very
challenging and difficult for HR managers to make modifications and correct arrangements that
do not align with the budget of the company.
Human resource managers of the company are responsible for employee recruitment and
selection. They need to work hard to discover processes, such as attending job fairs, forwarding
promotional mailings, to produce interest in specific openings and the organisation as a whole. In
the context of McDonalds Corporation, the HR professionals deal with lots of issues in this area
because of globalisation as companies are competing with each other globally than in just one
small region or country (Burnes, 2009). Well qualified employees are searching for jobs that
offer more of stability between family and employment. In such cases, HR managers of
McDonalds Corporation need to provide high in terms of profit packages or incentives, as well,
because talented candidates constantly searching for jobs that minimise their risk in unfavourable
economic situations.
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Recommendation for addressing Organisational, National and cultural Issues
The main issue that McDonalds Corporation is facing today regarding its recruitment and
selection procedure is that the organisation is still focussing on traditional methods of HR
practices and policies. Thus, it is vital that the company need to emphasis on using print
advertisements and agencies while recruiting large number of skilled and talented
employees. Moreover, the organisation can also implement other measures of effective
recruitment processes for example job boards and virtual social networks (Compton et-al.
2009)
The company can also take further efforts and measures in this area such as making use
of referrals. This will assist the organisation to choose those employees who are highly
qualified and skilled from leading college and university. In terms of recruiting young
and skilled employees, referral system is considered to be the most efficient method as it
assists the organisation to meet its talent demands.
The company is recommended to work on fast innovation technology and thus meet the
needs of its customers across the globe with its creative menu and healthy food items.
The implementation of referral system will aid the company to monitor its core activities
and processes.
Other than this, with the help of private consultancy companies with the aim of recruiting
the individuals, the organisation can be benefited as these agencies will be able to find
more talented and efficient people (French, 2011). Even this activity demands high cost,
but the process is appropriate for the organisation to make the talent acquisition process
to be more successful and effective.
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For the recruiters who are appointed for the recruitment campaigns of the organisation, it
is vital that the organisation should hire trained recruiters in their organisation. This is
because efficient and skilled recruiters will help in maintaining the significant aspects or
queries of the applicants who are placing their resume for employment in the company.
Along with this, the recruiters of the McDonalds Corporation are recommended to be
able to identify other factors in the candidates such as technical qualifications, high skills,
innovation and creativity. This can be achieved by appointing a specialised team that
consist of both human resource specialist and experts who are dedicated to generate high
recruitment output for the organisation.
Furthermore, the recruiters need to be responsible, helpful and technically competent
(Barrows and Powers, 2010). The HR professionals and recruiters of McDonalds
Corporation should be willing and should possess the information about the current
changing business environment they are facing with, the competitors, the demand and the
requirements of the candidates and necessity and demands of the current markets. This
will assist the company to achieve a productive and effective workforce.
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