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FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
Approaches to strategic hrm strategic fit - strategic human resource manage...manumelwin
The HR strategy should be aligned to the business strategy (vertical fit). Better still, HR strategy should be an integral part of the business strategy, contributing to the business planning process as it happens.
- Introduction to HRM
- Definitions of Human Resource Management
- Objectives of HRM
- Functions of HRM
- Characteristics of HRM
- Duties of HRM
- Changing Environment of HRM
Limitations to the concept of strategic hrm - strategic human resource manag...manumelwin
The concept of strategic HRM appears to be based on the belief that the formulation of strategy is a rational and linear process. This indicates that the overall HR strategy flows from the business strategy and generates specific HR strategies in key areas.
Strategic fit strategic human resource managementmanumelwin
The concept of strategic fit states that to maximize competitive advantage a firm must match its capabilities and resources to the opportunities available in the external environment.
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Approaches to strategic hrm strategic fit - strategic human resource manage...manumelwin
The HR strategy should be aligned to the business strategy (vertical fit). Better still, HR strategy should be an integral part of the business strategy, contributing to the business planning process as it happens.
- Introduction to HRM
- Definitions of Human Resource Management
- Objectives of HRM
- Functions of HRM
- Characteristics of HRM
- Duties of HRM
- Changing Environment of HRM
Limitations to the concept of strategic hrm - strategic human resource manag...manumelwin
The concept of strategic HRM appears to be based on the belief that the formulation of strategy is a rational and linear process. This indicates that the overall HR strategy flows from the business strategy and generates specific HR strategies in key areas.
Strategic fit strategic human resource managementmanumelwin
The concept of strategic fit states that to maximize competitive advantage a firm must match its capabilities and resources to the opportunities available in the external environment.
Our major goal is to help you achieve your academic goals. We are commited to helping you get top grades in your academic papers.We desire to help you come up with great essays that meet your lecturer's expectations.Contact us now at http://www.premiumessays.net/
THE CHANGING ROLE OF THE HUMAN RESOURCE MANAGER Contents1. SHR.docxmamanda2
THE CHANGING ROLE OF THE HUMAN RESOURCE MANAGER
Contents
1. SHRM in action
Listen
For employer and employee alike, "change" and "uncertainty" appear much more frequently in descriptions of today's work environment. This developing complexity has facilitated a shift in the importance of human resources management (HRM) functions. This article probes some recent developments and future workplace changes of which HRM professionals should be aware.
Organizations need individuals with new kinds of technical knowledge, skills, abilities and other characteristics (KSAOCs) -- people who are flexible and willing to deal with rapid and unstructured changes. As a result, public and nonprofit organizations must think more strategically than ever before. and they must translate their insights into effective strategies for meeting future challenges. Given the complexity of change in the workplace, human resource professionals, more than ever, need to be a part of the planning process.
Strategic planning and human resources management activities must become integrated and work together so agencies can confront impending challenges and change. Human resource management departments must become linked with the strategy of the organization and HRM activities integrated as part of their everyday work by line managers and employees.
Traditionally, managers and employees see FIRM departments merely as regulators and enforcers, more concerned with compliance with rules and regulations, but not as partners working in sync with them. Line managers typically view personnel specialists as obstructionists, while personnel specialists see line managers as uncooperative, uninterested, antagonistic to merit principles. At no level of government are HRM departments perceived as being integrated into the strategic planning process and policy development.
An element of the strategic planning process frequently overlooked is that achieving goals and objectives absolutely requires an accurate assessment of current staff KSAOCs. Traditional HRM kicks in after agencies have developed their basic missions and strategic objectives. Management seldom considers the talents and capabilities of its present staff nor considers the availability of new hires when establishing strategic plans. As a result, HRM departments and line managers are forced to react to the strategic plans instead of taking proactive postures.
In other words, don't plan on agency strategic decision makers suddenly opening up their doors to HRM department input. HRM departments need to expand their scope of activities beyond being just, functional specialists concerned with staffing, evaluation, training and compensation. They need to educate themselves about how the organization can be more competitive and effective. By soliciting ideas from employees and managers and by listening to their concerns, HRM departments can become valuable members of the management team. HRM specialists should be team players wor.
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
1. Role of STRATEGIC Human Resources Management (HRM) in Business strategy GMB 6070 - Session 1 9th May ‘11 9th May '11 1 GMB 6070 - SHRM 1
2. Presentation Plan Introduction Leveling – (Expectations, Group formations, Assessment, Evaluation and Grading) Concept of Human Resource Management Strategy Strategic role of Human Resource Management HRM and Personnel Management HRM and Corporate and Business Strategy Role of HRM in Strategy formulation - (planning, formulation, development and implementation effectiveness) Group work and Reading Assignment 9th May '11 2 GMB 6070 - SHRM 1
3. Introduction Map network opportunities for comparison and benchmarking Form discussion and presentation Groups (Name for team identity and inspiration) 9th May '11 3 GMB 6070 - SHRM 1
4. Leveling – (Expectations, Assessment, Evaluation and Grading) Individual expectations Course work expectations Attendance Group work presentations Individual assignments Reading Assignments Case Studies Assessment and Grading 9th May '11 4 GMB 6070 - SHRM 1
5. Concept of Strategic Human Resources Management Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance.John Bratton 9th May '11 5 GMB 6070 - SHRM 1
6. …Strategic Human Resources Management Conceptual quotes ‘If a global company is to function successfully, strategies at different levels need to inter-relate.’ ‘An organization’s [human resource management] policies and practices must fit with its strategy in its competitive environment and with the immediate business conditions that it faces.’ 9th May '11 6 GMB 6070 - SHRM 1
7. …Concept of Strategic Human Resources Management ‘The [human resources–business strategy] alignment cannot necessarily be characterized in the logical and sequential way ….. rather, the design of an HR system is a complex and interactive process.’ 9th May '11 7 GMB 6070 - SHRM 1
8.
9. It was first used in the English language in 1656.9th May '11 8 GMB 6070 - SHRM 1
10.
11. In a management context, the word ‘strategy’ has now replaced the more traditional term – ‘long-term planning’ – to denote a specific pattern of decisions and actions 9th May '11 9 GMB 6070 - SHRM 1
12. …Concept of Strategic Human Resources Management Wheelen and Hunger (1995, p. 3) define strategic management as ‘that set of managerial decisions and actions that determines the long-run performance of a corporation’. Hill and Jones (2001, p. 4) took a similar view when they defined strategy as ‘an action a company takes to attain superior performance’. 9th May '11 10 GMB 6070 - SHRM 1
13. How HRM links into Corporate Strategy Mission and goals Environmental analysis Strategic formulation Strategy implementation Strategy evaluation. 9th May '11 11 GMB 6070 - SHRM 1
14. …Linking SHRM to Corporate Strategy 9th May '11 12 GMB 6070 - SHRM 1
15. …Linking SHRM to Corporate Strategy 9th May '11 13 GMB 6070 - SHRM 1
16. …Linking HRM to Corporate Strategy 9th May '11 14 GMB 6070 - SHRM 1
17. …Linking HRM to Corporate Strategy 9th May '11 15 GMB 6070 - SHRM 1
18. …Linking HRM to Corporate Strategy 9th May '11 16 GMB 6070 - SHRM 1
23. …Linking HRM to Corporate Strategy Many HR management gurus have championed the evolving and expanding strategic role of HR professionals. But a recent report from the Conference Board of Canada seems to indicate that most HR executives feel they aren’t very involved with their companies’ strategic plans. 9th May '11 18 GMB 6070 - SHRM 1
24. …Linking HRM to Corporate Strategy In a recent survey of 155 senior-level HR executives 63% of the respondents felt that ‘HR is never, rarely or only sometimes’ a major part of their companies’ overall strategy. The remaining 37 per cent did feel that HR plays a significant role in their companies’ strategic planning. 9th May '11 19 GMB 6070 - SHRM 1
25. …Linking HRM to Corporate Strategy According to researchers with the Conference Board, employees at companies that encourage HR participation in strategic planning have a stronger understanding of their functions within the organization. ‘ There is a strong correlation between those companies that say HR is always linked to the strategic process, and how well the companies’ employees understand where the company wants to go’, says Brian Hackett, a senior HR specialist with the board. 9th May '11 20 GMB 6070 - SHRM 1
26. …Linking HRM to Corporate Strategy According to the work of management gurus such as (example Ouchi, 1981; Peters & Waterman, 1982), the importance of the effective management of people was affirmed as a source of competitive advantage. A framework emphasizing the strategic role of the HR function (for example Beer et al., 1985; Fombrunet al., 1984) and attaching the prefix ‘strategic’ to the term ‘human resource management’. 9th May '11 21 GMB 6070 - SHRM 1
57. HRM and Personnel Management Human Resource Management could be described in two ways. Strategic Proactive. Strategies are ongoing and they constantly work towards managing and developing an organizations workforce. It can be seen as Proactive arising from continuous nature of development and functions that focus on the improvement of the organization’s workforce. 9th May '11 27 GMB 6070 - SHRM 1
58. Human Resources Management In human resource management almost everybody in Managing Position plays a part in Training and Development. They aim is to have many different Managers in various departments with the necessary skills to handle employee issues that arise HRM holds the view that improved performance leads to employee satisfaction. HRM sees work groups, effective strategies for meeting challenges, and job creativity as primary motivators." 9th May '11 28 GMB 6070 - SHRM 1
59. Personnel Management Personnel Management can be described as reactive. Personnel management responds to demands and concerns as they are presented. Personnel management can include administrative tasks that are both traditional and routine. 9th May '11 29 GMB 6070 - SHRM 1
60. …Personnel Management "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. 9th May '11 30 GMB 6070 - SHRM 1
61. …Personnel Management From Personnel Management perspective, motivation of employees depends largely on compensation, bonuses, rewards, and the simplification of work responsibilities. i.e., employee satisfaction provides the motivation necessary to improve job performance. 9th May '11 31 GMB 6070 - SHRM 1