The document discusses strategies for developing effective human resource management (HRM) strategies by considering internal and external organizational contexts. It first conducts a PEST analysis of external factors and a SWOT analysis of internal factors to assess the situation of companies in Ireland. It finds that while Irish companies are well-established, their marketing and HRM strategies are not as strong as US multinational companies operating in Ireland. It then discusses developing appropriate HRM strategies, including assessing HR capacity, providing training to improve employee skills, and aligning HRM with business strategies. The goal is for Irish companies to strengthen their HRM practices to better compete internationally.
Human resource development strategy in a small to medium business enterpriseService_supportAssignment
The significance of human resource has gained tremendous focus in the recent times. At the level of macro-environment, theories related to endogenous growth have suggested tat human capital accumulation is constituted of the main macro-economic growth engine. It is this important feature of HRM that makes organizations all across the world to address it and learn how to improvise it by strategic means. Small to medium enterprises in Australia play a pivotal role in modernized economies accompanied through a rich scientific research flow on economies of entrepreneurship and small businesses (Karami et al 2008). However, not much literature is present on the Human resource practices and its objectives within small to medium enterprises
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
This study qualitatively examines managing talent in two leading companies in Malaysia.
The objectives of the study are to understand the practice of talent management , to examine the
definition of talent management, to identify the approaches of talent management applied by the
companies, to determine the differences of talent management approaches, to identify the problems
in managing talent in the companies and lastly to identify the effectiveness of the talent
management practiced by these companies. In depth interview with the relevant personnels were
being conducted and transcribed verbatim.Constant comparative analysis technique of data analysis
was employed in analysing the data. The study found that all the companies have started embarking
on talent management programs due to the internal and external business pressure. However, each
company was discovered to have different philosophy and approach in managing, developing and
retaining their talent. This paper also discusses the challenges faced by companies in managing their
talent and also some suggestions for improvement.
The report identifies the current HR practices at John Keells in terms of recruitment and selection. More effective methods such as using mass media to advertise on available opportunities, a more suitable role specification document have been proposed to carry out the recruitment and selection processes smoothly. The training and development requirements at the organisation are identified next. Training programs and learning activities that are required to up build the career progression of the employees are recommended after a critical evaluation.
Staff motivation is an important component in the HR process. Hence the classical motivation theories are evaluated to reach a hybrid model which is more applicable to the culture at John Keells. The effective leadership skills that would generate staff motivation are highlighted in detail.
As the final section the possible change management challenges that would arise with the recommendations made for the HR practices at John Keells are identified with the methods to overcome them and carryout a successful change management process to restructure the HR practices at John Keells Group.
Human resource development strategy in a small to medium business enterpriseService_supportAssignment
The significance of human resource has gained tremendous focus in the recent times. At the level of macro-environment, theories related to endogenous growth have suggested tat human capital accumulation is constituted of the main macro-economic growth engine. It is this important feature of HRM that makes organizations all across the world to address it and learn how to improvise it by strategic means. Small to medium enterprises in Australia play a pivotal role in modernized economies accompanied through a rich scientific research flow on economies of entrepreneurship and small businesses (Karami et al 2008). However, not much literature is present on the Human resource practices and its objectives within small to medium enterprises
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
This study qualitatively examines managing talent in two leading companies in Malaysia.
The objectives of the study are to understand the practice of talent management , to examine the
definition of talent management, to identify the approaches of talent management applied by the
companies, to determine the differences of talent management approaches, to identify the problems
in managing talent in the companies and lastly to identify the effectiveness of the talent
management practiced by these companies. In depth interview with the relevant personnels were
being conducted and transcribed verbatim.Constant comparative analysis technique of data analysis
was employed in analysing the data. The study found that all the companies have started embarking
on talent management programs due to the internal and external business pressure. However, each
company was discovered to have different philosophy and approach in managing, developing and
retaining their talent. This paper also discusses the challenges faced by companies in managing their
talent and also some suggestions for improvement.
The report identifies the current HR practices at John Keells in terms of recruitment and selection. More effective methods such as using mass media to advertise on available opportunities, a more suitable role specification document have been proposed to carry out the recruitment and selection processes smoothly. The training and development requirements at the organisation are identified next. Training programs and learning activities that are required to up build the career progression of the employees are recommended after a critical evaluation.
Staff motivation is an important component in the HR process. Hence the classical motivation theories are evaluated to reach a hybrid model which is more applicable to the culture at John Keells. The effective leadership skills that would generate staff motivation are highlighted in detail.
As the final section the possible change management challenges that would arise with the recommendations made for the HR practices at John Keells are identified with the methods to overcome them and carryout a successful change management process to restructure the HR practices at John Keells Group.
A Study on Talent Management and its Impact on Organization Performance- An E...Dr. Amarjeet Singh
These days organization’s talent is its primary source of competitive advantage. Performance of organization depends upon performance of its employees. If employees of an organization possess unique competence, that will differentiate them from their competitors. In this competitive environment retention of talented workforce is a major task for HR managers along with acquisition. Talent management is a very complex and critical task. Right Talent acquisition makes organization strategy more strong. The current global economic situation has increased overall jobseekers in employment market worldwide, but there is still notable talent shortage in different sectors and different countries, this leads to increase the problem of “Talent Mismatch”.As today’s corporate world requires a person with multitasking skill, talent acquisition is becoming very difficult. As a result, finding the “right” person for a particular job is becoming more challenging. Not only acquisition even retention of talented workforce has become greatest challenge for organization. Today’s changing landscape of business requires its HR to act more strategically to build employee engagement which is a great tool for talent management. Talent Management focuses on how individuals enter; move up across or out of the organization. Talent Management will succeed with the support of strong organization structure. As better talent can change the future of business, Talent Management has to be given predominant role in organization. If organization implements talent management strategies effectively, that enhances employee’s engagement which in turn helps to improve organization performance. Higher the employee engagement higher the productivity. This present study aims to identify the relationship between talent management and organization performance. This study is based on empirical research evidence build by literature reviews carried out in this direction. Researcher is intended to use different articles, research papers and literatures in order to identify the positive relationship between talent management and organization performance. This empirical research paper will provide insights to HR managers to build Talent management as a Strategic tool to build employee engagement and thereby improving organization performance.
This paper is a conversation on the administration challenges that directors are face so as to accomplish
hierarchical objectives. The forward piece of this paper is a conversation about the more extensive Environmental
Factors that influence the advancement of an Organization today. Factors, for example, economy, political and
sociological are been examined assessing an organization's methodology. At the last section there is a conversation
about the HRM division and how significant it is for an organization, considered as a chain between the association
and its representatives. Leadership is an essential idea in present day control. The supervisor has the responsibility
to revise, at times, the standards and regulations that practice to the management protecting for the steering of
folks of the organization, while he sees that positive ideas and rules is basically out of date. Therefore, the
supervisor should break up the responsibilities efficaciously many of the group of workers. The right department
of labour is the maximum essential piece accomplishing strategic dreams. However, a business enterprise’s
method ought to analyse a few external surroundings conditions which can be very critical. Notwithstanding the
CEOs the maximum critical component in a agency is the HRM. For any goal or challenge HRM is responsibly to
discover the ideal human resource offering also the employees with protection making the great for them that
allows you to do their high-quality at the same time as operating. The current, highly competitive and globalised
surroundings requires a great deal extra activation of enterprise than in the beyond for his or her survival and,
predominant, for their development. This activation calls for a thoughts-set exchange, extroversion, management,
modern forms of management, flexibility, velocity of choice-making and harnessing the creativity and dynamism
of the human element. Business growth calls for firstly the existence or locating a leading personality. The
inspirational leader he will form with the senior a vision for the enterprise. Based on the agreed imaginative and
prescient of the leadership group will proceed in shaping the company's medium-time period goal and to broaden
the precise strategy for achieving this aim.
Recruitment Practices in Malaysian Knowledge Intensive Start-UpsShanmuga Pillaiyan
This paper investigates Strategic Human Resource Management (SHRM) practices adopted by knowledge intensive start-up companies in Malaysia. SHRM is considered a key to the success of these firms in line with the Resource-Based-View (RBV) of the firm. Particular focus was given to recruitment practices as recruitment is viewed as having the most significant short term impact for start-ups. This paper is based on the case study of three Malaysian knowledge intensive start-ups. The study finds that Malaysian start-ups do not perceive SHRM as critical for their success. Owner-managers of Malaysian start-ups prefer an informal & unstructured SHRM process. Key SHRM areas of recruitment and compensation are ad hoc. These findings are in line with other studies carried out globally. This paper discussed the pros and cons of the SHRM practices at Malaysian Knowledge intensive start-ups and recommends a framework for recruitment in small knowledge intensive start-ups is proposed.
Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia...YogeshIJTSRD
To improve the performance of company employees, it is also necessary to increase the ability to work through increased education, both formal education and training planned by the company for employees.Employees who have good potential value can come from within the company and from outside the company so that employee performance can be maintained in the future.Partially it can be explained that the effect of the incentive variable X1 on performance Y is 23.60 and it is still influenced by the motivation factor X2 and other factors not included in this study called the epsilon factor e .Partially it can also be explained that the motivation variable X2 has an influence on the performance variable Y by 5.44 and there are still other variables not included in this study besides the incentive variable X1 .Based on the results of data analysis, it can be explained that the effect of the incentive variable X1 and the motivation variable X2 simultaneously or together can be explained as having an effect of 36.61 which can be seen from the magnitude of F. count of 3.661. Helmud Fransiscus Sitanggang | Silvia Winda Sari Lbn. Raja | Edward A. Lbn. Raja "Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38748.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/38748/effect-of-incentives-and-motivation-on-employee-performance-in-pt-sinar-asia-medan/helmud-fransiscus-sitanggang
Strategic human resource management includes the development and implementation of
HR strategies. These strategies are integrated with business strategies and enable the
organization to achieve its business goals. In other words SHRM is the process of integrating human resource function with the strategic objectives of the organization in order to achieve organizational goals. Human resources are the real capital of the organization as it not only help in achieving organizational goals but also provide innovative ideas which can change the entire business process. In order to achieve its objectives an organization has to take optimum utilization of its human resources by framing strong human resource management strategies.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
This study was conducted in order to evaluate the impact of different factors on workforce at the
industrial parks in Hai Duong Province. The research datawas collected primarily by interviewing production
workers and managers working at different companies at the industrial parks in Hai Duong Province In this
study, the author uses the method of Structure Equation Modeling to analyze the impact of the factors on
workforce development at the industrial parks in Hai Duong Province.
Required Resources
Text
Read Commonsense Talent Management:
· Chapter 10: Improving the World through Strategic HR 349
Articles
Gould, W. I. (2010). Labor law beyond U.S. borders: does what happens outside of America stay outside of America?Stanford Law & Policy Review, (3), 401. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.237533046&site=eds-live
Kuddo, A. (2009, November 1). Labor laws in Eastern European and Central Asian countries: minimum norms and practices (Links to an external site.). Worldbank.org. Retrieved October 8, 2015. From-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf
Discussion 1
BFOQ
Research the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post.
Discussion 2
Foreign Restrictions on Termination
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post.
Week 6 - Final Project
Mark as done
Final Project
You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:
· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories) Develop a 3200-3500 word research paper (not including the title and reference pages). Your paper should also:
· Identify the firm’s history, strategy, market position, and specific area of alignment.
· Provide job pricing and compensation package for 3-4 key positions in the organization.
· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
· Provide a discussion of the labor market and the appropriate labor law context. Identification of companies that are preparing to address any legal or regulatory changes..
· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, acc.
A Study on Talent Management and its Impact on Organization Performance- An E...Dr. Amarjeet Singh
These days organization’s talent is its primary source of competitive advantage. Performance of organization depends upon performance of its employees. If employees of an organization possess unique competence, that will differentiate them from their competitors. In this competitive environment retention of talented workforce is a major task for HR managers along with acquisition. Talent management is a very complex and critical task. Right Talent acquisition makes organization strategy more strong. The current global economic situation has increased overall jobseekers in employment market worldwide, but there is still notable talent shortage in different sectors and different countries, this leads to increase the problem of “Talent Mismatch”.As today’s corporate world requires a person with multitasking skill, talent acquisition is becoming very difficult. As a result, finding the “right” person for a particular job is becoming more challenging. Not only acquisition even retention of talented workforce has become greatest challenge for organization. Today’s changing landscape of business requires its HR to act more strategically to build employee engagement which is a great tool for talent management. Talent Management focuses on how individuals enter; move up across or out of the organization. Talent Management will succeed with the support of strong organization structure. As better talent can change the future of business, Talent Management has to be given predominant role in organization. If organization implements talent management strategies effectively, that enhances employee’s engagement which in turn helps to improve organization performance. Higher the employee engagement higher the productivity. This present study aims to identify the relationship between talent management and organization performance. This study is based on empirical research evidence build by literature reviews carried out in this direction. Researcher is intended to use different articles, research papers and literatures in order to identify the positive relationship between talent management and organization performance. This empirical research paper will provide insights to HR managers to build Talent management as a Strategic tool to build employee engagement and thereby improving organization performance.
This paper is a conversation on the administration challenges that directors are face so as to accomplish
hierarchical objectives. The forward piece of this paper is a conversation about the more extensive Environmental
Factors that influence the advancement of an Organization today. Factors, for example, economy, political and
sociological are been examined assessing an organization's methodology. At the last section there is a conversation
about the HRM division and how significant it is for an organization, considered as a chain between the association
and its representatives. Leadership is an essential idea in present day control. The supervisor has the responsibility
to revise, at times, the standards and regulations that practice to the management protecting for the steering of
folks of the organization, while he sees that positive ideas and rules is basically out of date. Therefore, the
supervisor should break up the responsibilities efficaciously many of the group of workers. The right department
of labour is the maximum essential piece accomplishing strategic dreams. However, a business enterprise’s
method ought to analyse a few external surroundings conditions which can be very critical. Notwithstanding the
CEOs the maximum critical component in a agency is the HRM. For any goal or challenge HRM is responsibly to
discover the ideal human resource offering also the employees with protection making the great for them that
allows you to do their high-quality at the same time as operating. The current, highly competitive and globalised
surroundings requires a great deal extra activation of enterprise than in the beyond for his or her survival and,
predominant, for their development. This activation calls for a thoughts-set exchange, extroversion, management,
modern forms of management, flexibility, velocity of choice-making and harnessing the creativity and dynamism
of the human element. Business growth calls for firstly the existence or locating a leading personality. The
inspirational leader he will form with the senior a vision for the enterprise. Based on the agreed imaginative and
prescient of the leadership group will proceed in shaping the company's medium-time period goal and to broaden
the precise strategy for achieving this aim.
Recruitment Practices in Malaysian Knowledge Intensive Start-UpsShanmuga Pillaiyan
This paper investigates Strategic Human Resource Management (SHRM) practices adopted by knowledge intensive start-up companies in Malaysia. SHRM is considered a key to the success of these firms in line with the Resource-Based-View (RBV) of the firm. Particular focus was given to recruitment practices as recruitment is viewed as having the most significant short term impact for start-ups. This paper is based on the case study of three Malaysian knowledge intensive start-ups. The study finds that Malaysian start-ups do not perceive SHRM as critical for their success. Owner-managers of Malaysian start-ups prefer an informal & unstructured SHRM process. Key SHRM areas of recruitment and compensation are ad hoc. These findings are in line with other studies carried out globally. This paper discussed the pros and cons of the SHRM practices at Malaysian Knowledge intensive start-ups and recommends a framework for recruitment in small knowledge intensive start-ups is proposed.
Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia...YogeshIJTSRD
To improve the performance of company employees, it is also necessary to increase the ability to work through increased education, both formal education and training planned by the company for employees.Employees who have good potential value can come from within the company and from outside the company so that employee performance can be maintained in the future.Partially it can be explained that the effect of the incentive variable X1 on performance Y is 23.60 and it is still influenced by the motivation factor X2 and other factors not included in this study called the epsilon factor e .Partially it can also be explained that the motivation variable X2 has an influence on the performance variable Y by 5.44 and there are still other variables not included in this study besides the incentive variable X1 .Based on the results of data analysis, it can be explained that the effect of the incentive variable X1 and the motivation variable X2 simultaneously or together can be explained as having an effect of 36.61 which can be seen from the magnitude of F. count of 3.661. Helmud Fransiscus Sitanggang | Silvia Winda Sari Lbn. Raja | Edward A. Lbn. Raja "Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38748.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/38748/effect-of-incentives-and-motivation-on-employee-performance-in-pt-sinar-asia-medan/helmud-fransiscus-sitanggang
Strategic human resource management includes the development and implementation of
HR strategies. These strategies are integrated with business strategies and enable the
organization to achieve its business goals. In other words SHRM is the process of integrating human resource function with the strategic objectives of the organization in order to achieve organizational goals. Human resources are the real capital of the organization as it not only help in achieving organizational goals but also provide innovative ideas which can change the entire business process. In order to achieve its objectives an organization has to take optimum utilization of its human resources by framing strong human resource management strategies.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
This study was conducted in order to evaluate the impact of different factors on workforce at the
industrial parks in Hai Duong Province. The research datawas collected primarily by interviewing production
workers and managers working at different companies at the industrial parks in Hai Duong Province In this
study, the author uses the method of Structure Equation Modeling to analyze the impact of the factors on
workforce development at the industrial parks in Hai Duong Province.
Required Resources
Text
Read Commonsense Talent Management:
· Chapter 10: Improving the World through Strategic HR 349
Articles
Gould, W. I. (2010). Labor law beyond U.S. borders: does what happens outside of America stay outside of America?Stanford Law & Policy Review, (3), 401. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.237533046&site=eds-live
Kuddo, A. (2009, November 1). Labor laws in Eastern European and Central Asian countries: minimum norms and practices (Links to an external site.). Worldbank.org. Retrieved October 8, 2015. From-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf
Discussion 1
BFOQ
Research the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post.
Discussion 2
Foreign Restrictions on Termination
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post.
Week 6 - Final Project
Mark as done
Final Project
You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:
· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories) Develop a 3200-3500 word research paper (not including the title and reference pages). Your paper should also:
· Identify the firm’s history, strategy, market position, and specific area of alignment.
· Provide job pricing and compensation package for 3-4 key positions in the organization.
· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
· Provide a discussion of the labor market and the appropriate labor law context. Identification of companies that are preparing to address any legal or regulatory changes..
· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, acc.
Align HR with Evolution of Company: An SME PerspectiveBrowne & Mohan
In this paper Ms. Indupriya S brings her insights on how to align your Human resources as your company grows and transforms from a SME to a larger company.
Class #2 Strategic Design of HRD ProgramsBACKGROUND.docxmccormicknadine86
Class #2: Strategic Design of HRD Programs
BACKGROUND ISSUES
Strategic Business Planning;
Strategic Human Resource Development; Traditional Focus of HRD
Lesson ObjectivesBackground issues, the HRD practitionersWhat is Strategic Human Resource Development (SHRD) & its focus?Model for Strategic Business Plan (SBP)Eight steps of Strategic Business PlanningFive key assumptions of SBPFour key assumptions of SHRD
Background IssuesHRD practitioners defined as “Strategists”Develop long range plans for training and development. (Models of Excellence, 1983, p.91)Chief responsibility is to manage the HRD dept. strategicallyDept. planning is important BUT organizational planning for leaning is more important HRD dept strategy… should be related to the organizational strategy
*
Develop long range plans for what the training and dev. structure, organization & direction, policies, programs, services, & practices will be in order to accomplish the training and dev. mission (Models of Excellence, 1983, p.91)
Chief resp: manage the HRD dept. strategically rather than lead efforts to formulate & implement a unified plan to guide the direction of learning in an organization
Dept. planning is important BUT not as important as organizational planning for leaning
The strategy of HRD dept. should be related to what the org should do to encourage planned learning that supports business and staffing plans
Problem/Confusion/Dilemma?HRD practitioners often not included in top-level discussions about business plans..Problem for HR practitioners: Formulating their own plans when Strategic Business Plans are unclear, are not followed by top managers, are not expressed in ways that imply action in the HR dept
*
HRD practitioners often not included in top-level discussions about business plans, yet most amenable to supporting business plans…least used
Problem for HR practitioners:
Formulating their own plans when Strategic Business Plans are unclear, are not followed by top managers, are not expressed in ways that imply action in the HR action
Strategic Human Resource Dev. (SHRD)The process of changing an organization, stakeholders outside it, groups inside it, & people employed through planned learning so that they possess the skills and knowledge needed in the future
*
Focus for SHRDSHRD focuses on HRD effortCoordinated learning activities undertaken by HRD practitioners, operating managers, & employees to support business & HR plans.
SHRD results in Org. Strategy for HRDComprehensive, coordinated plan for major learning initiatives by which a firm’s managers intend to meet business & staffing objectives through organized learning.
*
SHRD focuses on HRD effort:
Coordinated learning activities undertaken by HRD practitioners, operating managers, & employees to support business & HR plans.
SHRD results in Organizational Strategy for HRD
Comprehensive, coordinated plan for major learning initiatives by which a firm’s managers intend to meet bus ...
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500+ words are a good guideline to help you to be substantive enou.docxalinainglis
500+ words are a good guideline to help you to be substantive enough to provide a reasonable amount of interest and effort for this activity.
Spelling and grammar is also worth a significant portion of your grade. Do not overlook these important components.
Week 3 Discussion
As the Chief Human Resource Officer of Community State University, your legal team has just contacted you. They informed you that your organization has been selected to undergo a Federal I-9 audit. You decided to do a spot check on 5 random departments and noticed that numerous I-9’s was completed incorrectly. You only have one month before the auditors arrive to do an entire I-9 audit on over 100 departments and the president of the university expects a strategic plan on how to tackle this issue in 2 days.
For the first part of your post, briefly describe the immigration forms and documents needed to work in the United States. Research and review an I-9 Form and list the documents you would produce to establish legal U.S. status.
For the second part of your post, use Figure 2-1 Strategic Planning process for the Organization (Mathis, 2017, p. 44) to recommend a plan of action to correct the deficient forms described in the scenario above. Remember this plan will be presented to the University president, should include a short and long- term solution for the I-9 completion process.
For the third part of your post, analyze whether the I-9 Form and other documents are enough to establish legal status in the U.S. and are adequate protection for employers. Justify one additional safeguard that could be added to protect the employer from unknowingly hiring an illegal immigrant.
Human Resource Management, 15th Edition
CHAPTER 2
Reference Information for textbook
Reference
Mathis, Robert L. Human Resource Management, 15th. (Edition) [Vital Source Digital Version]. Retrieved from http://www.bookshelf, vitalsourse.com/books/
I was not sure how much of this chapter you would need so I just furnished the whole chapter. I know that one part calls for pg. 44 to be used I could not copy any of the figures but I did get what kind it is so maybe you could find the charts online somewhere.
Strategic Planning process for the Organization
2-1 Organizational Strategic Planning
Strategic planning is the process of defining organizational strategy, or direction, and allocating resources (capital and people) toward its achievement. Successful organizations engage in this core business process on an ongoing basis. The strategic plan serves as the road map that gives the organization direction and aligns resources. The strategic planning process involves several sequential steps that focus on the future of the firm; Figure 2-1 shows these steps. (Mathis 44-45)
2-1a Strategy Formulation
The strategic planning cycle typically covers a three- to five-year time frame, although some firms conduct long-term planning that can cover 10 years or more. When formulating the strategi.
Focus on Human Resource as Improvement of the Flexible Manufacturing Operatio...ijtsrd
Focus on human resource in organizations regarded as a tool for organizations growth and profitability, strategic innovation, organizational and customer-oriented changes. This article attempts to explain the imperative strategic plan collective by patterns of thinking. The importance of strategic, long-term policy and imperative strategic plan collective is very clear to planners. Imperative strategic managers like to follow a similar and routine imperative strategic behavioral pattern. Imperative strategic plan collective, normally taken, as a part of imperative strategic planning, therefore also tends to run in cycles of around last years. Implementing tailored organization can give a competitive advantage and help foster goodwill toward focus on human resource approach. Studies on corporate organizational imperative strategic have possessed an increasing growth. This paper proposes a learning organization expectations method that considers tailored organization information. In todays tailored organization al environment, there are usually several products and services to fulfill certain functions. The rise of intense competition among the domestic and global markets has revealed the crucial role of organizational imperative strategic in actualization and maintenance of competitive privilege development in the imperative strategic organizations. Dr. Nasser Fegh-hi Farahmand"Focus on Human Resource as Improvement of the Flexible Manufacturing Operation of Organization" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-4 , June 2017, URL: http://www.ijtsrd.com/papers/ijtsrd2187.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/2187/focus-on-human-resource-as-improvement-of-the-flexible-manufacturing-operation-of-organization/dr-nasser-fegh-hi-farahmand
The central idea behind SHRM is that all initiatives involving how people are managed need to be aligned with and in the support of the Organizational overall strategy. No Management is successful if its people is diverted from the vision and mission of the organization.
Reyes fitness centers role of hr in the business function (A .docxSUBHI7
Reyes fitness centers: role of hr in the business function (A CASE STUDY)
INTRODUCTION
Reyes Fitness Centers Inc.(RFC) is a growing mid-sized company, based in the U.S whose activities major in the fitness club industry (Sherlock, 2008).
This presentation gives an overview of the company’s Human Resource (HR) function and how it is related to business side of the company.
Specifically looks at how its Human Resource Department is tied with the strategic goals of the company:
It looks at its:
Organizational capabilities
Requisite RFC employee competencies
Organizational challenges
Assesses its SWOT.
Founded in 1999 by John Reyes, the company has grown to over 28 centers in various parts of the U.S as of 2007 (Sherlock, 2008). It has experienced the exponential growth that the entire fitness center industry experienced in the 1990s up to the point where main markets have now become saturated, slowing down the expansion of most fitness centers. Its Human Resource department is tasked with coming up with strategies that will help improve the business’ bottom line and ultimately be consistent with the long-term strategic goals of the company.
2
RFC’s capabilities and employees’ competencies:
The Capabilities:
Ideal fitness centers for families and couples. Unlike its competitors that focus more on body-building services, the company has customized its centers to make them suitable for families as a whole to use their facilities (Centers have customized lounges with TVs and even a restaurant) (Sherlock, 2008)
Its membership costs are affordable to its upper-middle class target market, giving it a competitive advantage. Most of its members have given feedback that they have no issues with the membership costs. This encourages membership renewal and retention.
Adequate number of professional and support staff in various departments.
Business focuses on revenue growth rather than expansion
The overall business strategy is that the company is focusing more on growing its revenues. This is different from most of its competitors who are acquiring smaller fitness centers and opening up new centers. Focusing on growing revenues has more direct impact and potential on growing profits and its bottom line as well.
3
RFC’s capabilities and employees’ competencies:……………………(CONTD.)
Employees Competencies
Good teamwork practices: All the employees from the senior management to the junior-level staff work together in synchrony on particular objectives. There exists clear command structures with good employee relations nonetheless within the company (Sherlock, 2008).
Adequate customer-serving skills. Its employees’ especially those who deal with clients directly, for example the personal trainers, are qualified and demonstrate competent customer-serving skills.
Its staff are certified, knowledgeable trained and qualified for the positions they hold. Most of its employees such as its Human Resource director (Lori) are well-trained with some possessing str ...
Increased human activities in the Arctic has led to the diminishment of Arctic sea ice, about 70,000 km2 per year and has raised concerns for the region’s future. Measurements show that the ice has grown thinner, approximately 40% in the last two decades. The region is opened to increased human activities like commercial shipping, Arctic oil and gas exploration, in addition to deposition of soot by the maritime vessels. Black carbon from incomplete combustion is lodging over the ice and is causing graying of ice caps which was once a reflective surface to absorb more of sunlight and warm the water. Increased water temperatures are having grave impacts on the flora and fauna that are dependent on ice. In near future Polar bears are likely to face extinction as their breeding habitat is given to melting ice. Trapped green house gases like methane are released due to the melting areas of permafrost. Some simple maths can give us the glimpse of the complexity faced by the scientists in handling ice-ocean-climate models.
Social construction of race and gender, patriarchy and prejudice and discrimi...Service_supportAssignment
Social construct may be defined as the social mechanism or a category which has been created by the society. It may either be a perception which is created by an individual, a group or an idea which is constructed because of a culture. The present society has created a large number of constructs which are not good. In this research paper, the discussion will be done on the social construction of race and gender and the problems associated with the same. In addition to this, how can social construct forms to be the basis for discrimination and prejudice? Further, racism and sexism will be discussed with examples and the role of power in the same. To end, patriarchy will be discussed and its role in racism and sexism will be added
A daydream has to be sweet and hence the term dream. A coffee day dream for a girl combines not only the right coffee but also gives her a lucid daydream on similar sweet elements, making her a princess in a castle waiting to be rescued by a prince. This pretty much forms the thematic background for the animation advertisement ‘Coffee Daydream’. Visual effects set the mood here as the viewer watches a girl having coffee, she sprinkles sugar on the coffee and when the advertisement is over she has completed her coffee and her dream. The use of visual technology adds the elements for the dream which is very subtly weaved into the story plot. Techniques of compositing, particle effects and smoke animation are used here to represent the goodness of the coffee being advertised for.
Organizational Management has been defined as the style of managing business of an organization is big or small. This management process involves the process of organizing, planning, leading and controlling the resources along with the main essence of achieving the goal of the business as well. The reason why organizational management is approached is that it provides better decision making capabilities which is both effective and useful to the way in which an organization can run and also carry on proper management strategies (Nikolakopulos, n.d.).
Nike has been the most successful organizations which has excelled in the development of the sports good. Over the years it has been consistently maintained its brand and is regarded as the most innovative organization. Over the years, Nike has been producing new and advanced sports accessories and has consistently been the top choice of the sportspersons.
The Coca-Cola Company, incorporated on September 5th, 1919 is a well known beverage company. The company has a ownership and licensing of brands and markets over 500 non-alcoholic beverages brands which usually consist of sparkling beverages but also a varied number of still beverages like water , enhanced water , juice and juice drinks , ready to drink teas and coffees and also many sports and energy drinks. For every industry who has to spend reasonable time and effort in marketing, Coca Cola serves as a true inspiration (World of Coca-Cola, 2015).When most of the company belongs to mature stage of the product life cycle, and is operating in a competitive market with little product differentiation, the company has been successful to grow in terms of strength as a brand and its marketing techniques. (Cokecce.com, 2015)
The recent downturn in the economy and recent failures in the business have been merged for the creation of a financial environment to make reports unlike any other within present memory. There has been a major impact on the confidence of investors that had been shaken up by an increase in the volatility within the markets of capital. This has further been followed up by unsettlement in the extremely publicized restatements being drafted for the statements of finance (Bond and Cummins 2010). These have resulted in the generation of several questions regarding the quality being presented in the reports of finance.
Background: Samsung Electronics Ltd is a multinational electronics company which has many manufactory and distribution centers all around the world. A subsidiary of the Samsung Group that is based out of South Korea, the company at presents is much diversified being in the production and sales of consumer electronics.
The country selected to be analyzed from the perspective of international business is Ireland. This country notebook will have its basis on making an organization to expand its operations to the business world of Ireland which has been regarded due to several reasons as the best country for doing business (Hill 2014). The target market selected is the hospitality industry of Ireland and the organization selected is Double Tree Hilton expansion internationally into the realms of Ireland.
The choice of consumers differs from one product to another. For example in case of skincare products, the choices are much different because youth under the age of 20-25 have different mindsets for the products because these age groups youth look for costly, from reputed brands. The lifestyle has changed as so the demand has changed. The consumer behavior and thoughts are changes as the time passes. The skincare or say as cosmetics products are highly concerns for female than male, and therefore this research also focuses on female participants a most to understand their choice criterion for skin care products and the value they perceive. The aim of this report is to understand consumer prospective, thoughts and choices while buying the skincare or cosmetics products. The results are obtained using SPSS software as quantitative analysis and conclusion is drawn based on that only. The results show that lifestyle; variety of products, and interest level of skin care products and more has impacted the choices of the consumers under the age of 20-25 in China. The analysis suggests that there have been done enough spending in last 5 years in China which is many folds of the last decades spending for skin care or cosmetics products. The value of choice of skin care or cosmetics products are also discussed and analyzed in the reports, through understanding of lifestyle, the kind of products, income and more factors that impacts the value of skin care or cosmetics products. The obtained results from the survey it is observed that most of the youth have various choices for skin care products depending on their budget, lifestyle, education and occupation. The upper age youth who used the skin care products mostly belong to employment as they need these products highly. The other group who used mostly was prescribed by the doctors. The rest were dependent on the income group and interests to have different choices for the skin care products and brand
Title: Millennium Bridge at London - Steel Structure Failure
This is 320 m span aluminum and steel bridge across the river Thames. This bridge has steel structure failure because it had vertical, lateral and torsional stiffness. The problem occurred because of side vibration of the bridge deck because of pedestrian lateral excitation. The main reasons for this failure were lateral stiffness of the deck and low damping potential which happens in steel structure only. This bridge was made of two dimensional cable truss. The stiffness in this bridge structure caused this failure in this bridge. Therefore, this bridge was closed for few days to fix the problem. It is therefore highly relates to steel structure failure and is suitable for the case study as well. This problem was rectified with help of installation of lateral dampers. All these characteristics of this bridge failures relates to steel structure failure.
With time the whole of the world is being influenced by the social media like YouTube (Bennett & Strange, 2011). The impact of YouTube can be seen in some recent TV programs and feature films. Some of the new TV programs and feature films have adopted the key elements of YouTube aesthetics, including the found dotage device and hand – held camera work to influence the viewers of the authenticity of a viewpoint of character or of narrative (Snickars & Vonderau,2009).
The following paper compares and contrasts the three recent feature films and TV programs, including 127 Hours, Paranormal Activity 3, and Blue Valentine. Each of these movies utilized the same element of YouTube aesthetics that is hand held camera work
Sports, Business, Theatre or Drama; change seldom discriminates. It resonates in each and every walk of life. On the brink of a terrific change is Politics, courtesy the social media. Social media has rapidly grown as a forum for political discourse and activism. Its various platforms such as Facebook, Twitter, Instagram, Youtube etc. are providing a plethora of new ways to engage citizens in politics (Benkler, 2006). A great advantage inherent in social media is the possibility of personal, ie., one to one communication. Politicians as well as political parties are seemingly benefitting with this new found ability to reach out to their potential voters. It has become possible for politicians to reach voters in a well targeted manner without relying on the media as an intermediary (Gentle, 2012). Various reactions, messages, feedbacks and debates are generated online. In addition to this, support for offline causes of a political party are also generated through social media petitions
This research proposal is on the effect of the lending of bank capital and the link between the actual financial condition and the real activities that has been going around. This has succeeded in gaining a lot of attention in past few times because of the financial crisis the world has seen. The techniques of panel-regression can be used to study the lending techniques of bank’s large holdings and companies and the effects small or big of capital on lending (Pelosky, 1991). Then the effect of the capital ratios will be concluded using a variant model, and again the researcher will look for the results that are in marked contrast to estimate obtained by using simple practical relations between the aggregate commercial-bank assets and leverage growth, this has recently been very powerful which was kind of influential for policy maker’s as a result point of views regarding how the loan growth is affected by the bank capital. The models which have been estimated will be used to understand the recent developments in bank lending
The expression and gesture of an artist worth more than action, in today’s culture Artistic expression pays a civilly prevalent. In today’s society dance plays a very important role, to communicate their ideas through various medium. The variety form of dance use the oldest expressions from the culture, and experiment it in a new style. For many in the society dance are entertainment, education, stress release, and a form of worship. Beyond everything in life the thoughts of dance and art serves a greater purpose, artist believes that dance denotes the meaning of tradition and the results of its expression depicts the reaction of culture on society. Dance is an initiation of culture and tradition to the human torso in its most raw form, whether one is bringing up their hand or performing in ballet, in whatever way the artist is holding out and holding back the tradition and style alive.
Understanding the social gifts of drinking rituals an alternative framework f...Service_supportAssignment
The drinking behavior of the binge was described as the most significant reason for the health issues in college campus. By interrelating the ritual behavior and the health condition of the students, the authors conducted focus groups discussion. Through the in-depth interview they explored the nature of alcohol consumption was high among college students. This report extracted from the discussion provides a clear picture about the role of Ritual with student drinking in the campus. With the interpretation of the subject “Drinking-as-ritual” in a theoretical Framework let the authors to discuss how developers of public service announcement captured and contextually drinking rituals. This study makes PSA a more relevant to the target audience
Music to me is an art that stands amongst a few other things I enjoy profoundly. Music is something I can turn to in whichever mood I’m in. It can cheer me up when I’m feeling down. It can calm me down when I’m worked up and very often it has been able to give me good energy. It can motivate me when I feel demotivated with anything. Music has also been a great source of inspiration to me. Music alone has not captured me but lyrical content has also contributed towards my love for music
Modern HRM practices try to recruit employees within the organization. The reasons for internal recruitment are as follows. It is less time consuming in order to hire resources within the company. There is no need for extensive skill assessment process. Employee is well known to the company. There is no need to scout for new candidates. This increases procedural efficiency (Moser, 2005). This process of internal hiring ensures that the employees within the organization sense job security (Chan, 1996). Apart from this it has been observed that new hires joining rate is lesser when compared to internal employees. It takes time for the external candidate to understand the official process of the company. During certain times for some positions there is high employment rate. There is lack of external resources during this time internal sourcing is preferred by the companies (Moser, 2005). This process is saves time. This is found to boost productivity and overall morale of the company
Nike is basically an American establishment for athletic merchandises. It has managed to garner immense brand recognition around the world. They design, manufacture, produce and have an effective distribution system. The company is involved in a number in selling number of sporting gears and athletic accessories (Osayawe Ehigie, 2006). Nike has adopted multi level marketing channels in order to sell. Logistic management of the company is well known. There are a number of factors that needs to be changed in the marketing strategy in order to ensure that Nike presence increases sales in the Nigerian markets and the company manages to expand its consumer base. There is potential for the company emerges as a strong brand in under serviced Nigeria and in African continent. The purpose of this thesis is to look into current Nike presence in Nigeria and recommendations will be proposed based on the analysis
The basics needs of human existences are food, clothing’s & shelter. From times immemorial man has been making efforts in improving their standard of living. The point of his efforts has been to provide an economic and efficient shelter. The possession of shelter besides being a basic, used, gives a feeling of security, responsibility and shown the social status of man.
Every human being has an inherent liking for a peaceful environment needed for his pleasant living, this object is achieved by having a place of living situated at the safe and convenient location, such a place for comfortable and pleasant living requires considered and kept in view.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
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তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
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Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
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2. Table of Contents
Introduction................................................................................................................................3
Critically assess the roles that internal and external organisational context plays in
formulating effective HR strategies...........................................................................................5
1. PEST and SWOT analysis..................................................................................................5
2. Developing HR strategies appropriate..............................................................................10
3. Evaluating the developed HR strategies with consideration of the internal and external
context......................................................................................................................................14
Conclusion ...............................................................................................................................16
Reference list ...........................................................................................................................17
3. Introduction
In this 21st
century with the advancement of time and technology, the whole operational
system has totally changed in the business organization. As completely marketing structure as
well as organizational is changing, with this the range of competition level is also increasing
with time. In case of every business organization the HRM mean the Human Resource
Management plays the most important role. The human resources management mainly
maintain four basic functions namely the staffing, training and development, motivation and
maintenance.
The Human resource management mainly helps the business organization to run and manage
the business organization effectively. The HR mainly looks all the activities of the
management and employees. In order to manage the organization the HR mainly focus on
the organizational policies and system. It has been found basically the HR department look
after all the concerned activities of the organizations. In order to perform all the activities
effective the HR department mainly implements few strategies and technique in the
organization. It has been found that with globalization and technological advancement the
working pattern and operation has totally changed. At the same time, the HR department is
also concerned to look for the employees benefits. In order to enhance the performance level
or skills of the employees, the HR department provides training to the employees and judges
their performances through the performance appraisal. The main function of the HR
department is to maintain the industrial relation, balance and maintain all the activities of
the organization.
The HR is basically a part of human relation management. With the span of time, the human
resource management has become the most important part of the business organization. Here
the learner has put forwarded that without good team and management the organization
cannot fulfill the goal and objectives. The HRM team mainly recruits right people for the
right position for the organization. Basically the team set different criteria to assess the
employees talents and knowledge and final recruit them. The HR Mainly encourages the
employee to deliver their best to the organization. Basically the HR mainly tries to maintain a
healthy business atmosphere in the organization. It helps the individual to perform
comfortably. And at the same time it also manages the disputes of the organization.
In this case, study the learner has found that the Ireland and United States basically follows
different strategies and techniques in order to perform and maintain the internal and external
4. operation. It has been found that mostly the American owned MNC’s has established there
business in Ireland and they are quite successful than the Ireland MNC’s. Here the learner is
mainly going to focus on role played by the HRM team in the Ireland business organization
and the United States business organization. Through SWOT and PESTLE analysis, the
learner is mainly going to assess the situation. And at the same time it is also going to focus
on the strategies and techniques implemented by both Ireland and United States companies in
order to perform their activities.
5. Critically assess the roles that internal and external organisational context plays in
formulating effective HR strategies.
1. PEST and SWOT analysis
In this research, the case study clearly deals with the various strategies that are undertaken by
the Ireland companies regarding the Human resource management and at the same time, it
transparently differentiates the strategies that are undertaken by the Multinational companies
in Ireland to the Multinational companies of the Unites States. It is very essential to state that
Ireland is considered to be one of the most globalized countries in the whole world and
involves the development with the inclusion of the MNC strategies which have further led to
the establishment of the subsidiaries (Snell, et al. 2015, p.225). Moreover, the government
has framed certain policies or agendas that have offered the international MNCs with various
incentives in order to make them invest in the companies of Ireland. Information has been
derived through many sources which has stated that several multinational companies have
invested in Ireland thereby developing companies which accounts for around 470 thereby
employing 140,000 people. The main international companies are Dell, IDM, Microsoft,
Google etc.
From the case study it can be illustrated that the HRM practices or the policies that are
developed further explains that it would lead to the betterment in the strategies if it converges
with the HRM practices of the US MNCs (Bae, et al. 2012, p.545). The operations of
subsidiary companies would enable them to develop their management, as it is very well
known fact that the US MNCs are far more innovated as compared to that of the Ireland
companies. However, the Ireland companies are more centralized to follow their own way of
operation and they pay more attention to the standardize policies in their foreign operations.
It is very important to state that the MNCs are considered to be very essential as they are held
as one of the most essential source for the innovation in the management practices and to
incorporate the high defined HRM strategies that would enable the Ireland companies to
develop the functions of the Human resource management. It is also very clear that the MNCs
have developed the operations that are undertaken by the HRM within the organizations.
There are certain grounds in which the MNCs have developed the scope of the HRM such as
the improvement in the working systems and the performance systems thereby offering
various rewards to employees who performs the best.
6. Hence, from the above it can be stated that the main issues that lie with the operations of the
companies in Ireland with the ethnocentric perceptions. Although the government has
undertaken several steps to incorporate, the well-defined strategies that would help the
companies to develop in the near future, but due to the traditional ways of operations the
companies are unable to perform well in the market (Hendry, 2012, p.664). Moreover, with
the changes, the companies would be able to develop in various fields and with the
development in the HRM, the companies can operate in a more smooth way within the
market of Ireland. Moreover, it must also be kept in mind that the HRM strategies that are
developed by the organizations in Ireland are weaker as compared to that of the strategies
developed by the US MNCs.
In this case it will be very beneficial is the external and the internal environments are
considered and hence the researcher will be proceeding with the analysis of the internal
environment of Ireland companies (SWOT analysis) and the external environment (PEST
analysis) of the same.
SWOT analysis
The researcher has considered the SWOT factors of the company, as it is very important to
state that with the analysis of the SWOT factors it would be easy to understand the internal
environment of the companies prevailing within the Ireland market. The companies Strength,
weakness, opportunity and the threat would help in the better understanding of the different
operations that are undertaken by the organizations (Armstrong and Taylor, 2014, p.787). The
analysis of the SWOT factors would help in the better understanding of the internal
operations of the organization thereby delivering with the clear conception regarding the
various ways in which the organization would employ its strengths and opportunities in order
to eliminate the threats from the market. In addition to this, it would also help in eliminating
the several weaknesses of the operating system.
7. Figure 1: SWOT analysis
(Source: Created By Author)
Strength- the most important strength that is incurred by the companies in Ireland is that the
market is less competitive and that has enabled the companies to operate in a better way. It
can also be stated that the companies have well defined network as well as uses several new
and innovated technologies that leads to high productivity. The HR of the companies have
well defined strategies that enables them to perform. The HRM of the companies are highly
able to identify the various opportunities available in the market.
Weakness- every organization has own weakness. The companies prevailing within the
Ireland markets are although well established but the marketing strategies are not clearly
formulated as well as lack the required strategies. In addition to this, it can also be stated that
the rates of lending are very high which is considered to be an essential weakness (Budhwar
and Debrah, 2013, p.457). The HR also have little focus on the development strategies and at
the same time focuses on a limited segment of the market. Often the HR fails to integrate
with the CRM and are sometimes inflexible to the job.
Opportunity- the Ireland companies have the opportunity to finance the large projects that
will help the companies to develop as well as increase the brand awareness. Another
important opportunities to focus on, is that the companies can enter into new markets. There
is a high scope for developing their existing technologies and at the same time incorporate
SWOT
ANALYSIS
STRENGTH
WEAKNESS
OPPORTUNITY
THREAT
8. new and innovated technologies. The HR can be more convenient to communicate with
regarding several issues. The HR can recruit the best employees of the competitor
organization.
Threat- in case of the threats it can be considered that the bargaining power of the buyers are
very low. Moreover, the companies also fail to operate freely as several ethical pressures as
well as economic crisis bound them. It can be further stated that the threats eventually
decreases the productivity of the companies (Bratton and Gold, 2012, p.336). Moreover, it
has also been observed that the products that are developed by the companies are highly
imitable and at the same time, the cost of the raw materials fluctuates at a high pace, which in
turn leads to decrease in the production level of the companies. Sometimes, the HR must be
able to integrate new and emerging technologies and due to increase in competition, the
incapable HR may fail in strategizing several cases.
PEST analysis
The PEST analysis indicates to the analysis of the external environment of the organizations.
It is very important to state the fact that the external environments have high impact on the
operations of the organizations. The PEST factors are mainly the political factors, economical
factors, social factors and the technological factors. It is very essential to state the fact that the
PEST factors highly affects the operation of the company. It can also be determined that the
PEST factors also influences the HR practices of an organization in Ireland. In this case, it
can be elaborated that the PEST analysis act as the most useful tool that helps to determine
the growth or the failure of the organizations. It is considered as one of the most important
business measurement a tool that measures the growth or decline of the organizations
operating within the market (Snell, et al. 2015, p.889). In this case, the researcher would be
conducting the PEST analysis that would help in the understanding of the external
environment of the Ireland companies and the influences that it creates to the market.
9. Figure 2: PEST analysis
(Source: Created By Author)
Political- it must be kept in mind that the political factors influence the operations of the
companies in several ways. In this case, it can be stated that the tax rates and the interest rates
fluctuates a lot with the spending level of the government. There are several laws and the
regulations set by the government affects the operations of the organization. In case of the
Ireland companies, it is very clear that the government has undertaken suitable policies or
agendas that have enabled it to make the international MNCs to invest in the Ireland
companies and offer the international MNCs with various incentives and encourages them to
invest more. In addition to this, it can be stated that the tax policies, laws and regulations and
the political stability also influences the roles of the HR (Allen, et al. 2013, p.545).
Economical- it can be stated that the economic factors also affects the operations of the
companies in the Ireland markets. In addition to this the increased tax rates in Ireland has
discouraged the international MNCs to invest more in the companies in Ireland. Moreover,
the increased tax rates in the trading has also reduced the level of production and at the same
time reduced the number of companies who traded with the companies in Ireland. In the
Political Economical
Social Technological
10. organizations of Ireland, the labour cost is also very high and the economy of the country has
also influenced highly due to the globalization. The HR mostly focuses on the growth of the
company based on the overall aspects. In addition to this, personal spending also influences
the activities of the HR (Van, et al.2011, p.215).
Social- the social or cultural factors affects the operation of the companies highly. It can be
stated that due to the ethnocentric perceptions the companies still lags behind in various
fields. They have a very centralized view, which in turn has led to less development in the
strategies that are undertaken by the organization. In this case, it can be stated that until and
unless the Ireland market or organization overcomes the social barriers it would not help
them to develop and compete with the international companies. The different perceptions of
the HR can affect the operations and at the same time, the HR of Ireland companies
prioritizes the culture. They highly focus on the development of the work environment
(Ulrich, 2013, p.555).
Technological- it must be noted that the organizations operating in the Ireland are
technologically well developed and innovated due to the HRM. However, it must be kept in
mind that the HR managers must be up to date with the new technologies. It has also been
observed that although the companies are technologically well developed it must be noted
that the employees of the companies takes a long time span to get accustomed with the
equipments due to lack of knowledge and training regarding the equipments by the HR.
2. Developing HR strategies appropriate
From the HR perspective of the organizations in the Ireland market it can be stated that the
companies have involved well-defined strategies that develop the HRM but it must also be
noted that in comparison to the US HR strategies. HRM or the Human Resource Management
is considered to be the core player of an organization. They play several important roles that
highly contribute to the development of the organization. It must be considered by the
organization to undertake suitable steps that would help in the development of the HRM.
As per the case suggests that the HRM strategies that are developed by the organizations in
Ireland are weaker as compared to that of the strategies developed by the US MNCs. It must
be considered that the Ireland organizations highly require developing the HRM strategies in
order to develop in the markets as well as compete in the international market as well. The
international MNCs are considered to be very innovated in the field of development and the
11. HR of the MNCs involve various roles such as developing the working system, reward
systems to encourage the employees to work better. It must also be considered that the
companies prevailing with the Irish markets must be able to develop the HR management, as
this would enable them to develop in the performance of the organization. The HR plays
various important roles that contribute to the development of the organizations (Mathis, et al.
2011, p.111). The major roles that are played by the HR are providing the employees with the
proper training facilities that would enable the same to contribute their skills properly for the
sake of their organization’s development. Moreover, the HR is also responsible for the
recruitment and selection of appropriate candidates at the right time for the right job and in
the right place. The selection and the recruitment process is not considered to be the easy job
as this requires high skills that would help in the selection of the appropriate candidates who
can prove to be worth for the organization (Bloom and Van 2011, p.1700). The SWOT and
the PEST analysis that has been undertaken clearly depicts that the HR of the Ireland
companies encounter several issues while operating. This in turn leads to less productivity of
the employees. It must be noted that the employees play a very important role in an
organization. Therefore, it is very important for the organization to develop their skills so that
the employees in turn are able to perform well thereby contributing highly to the development
of the organization. In this case, it must be kept in mind that the HRM is highly responsible
for providing the training sessions to the employees that would help the employees to develop
their skills (Nel, and de Wet, 2013. P.477).
Hence, it must be stated that the companies operating in Ireland are facing several issues
regarding the HR practices. It is very important to undertake suitable steps that would help in
the development of the certain strategies that can improve the HR practices within the
organizations thereby making them able to give their utmost potentiality at work.
12. Figure 3: Strategies used to resolve the issues faced
(Source: Created By Author)
Assessment of the HR capacity
It is very important for the organizations to assess the capacity of the Human resource. It can
be stated that the skills, capability and the knowledge of the HR staffs must be assessed at the
initial stage, as this would help in the proper assessment of the strategies that are developed
by the organization. It is worth mentioning that assessing the capacity of the HR is very
essential and it can only be carried out through the help of inventory skills of the employees.
It has been observed that the inventory skills often go beyond the skills in order to determine
the specific position (Jiang, et al. 2012, p.1266). The HR capability is very essential to be
assessed and at the same time the development must be prioritized.
Forecasting the requirement of the HR
The next strategy is to focus on the requirements of the current HR for the strategies and
goals that are framed by the organization. It must be further noticed that the actual
forecasting of the requirements of the human resources involve the estimation of both the
demand and the supply. It must be considered that training is one of the best methods that are
required by the human resource of the company so that they are strong and skilled enough to
Assessment of the HR capacity
Forecasting the requirement of the HR
Focus on the strategic vision
Transfer of Knowledge
13. compete with the competition prevailing within the markets. Moreover, the number of
employees required for the organization is also another issue that are faced by the
organizations. This can be implemented by making suitable steps that would help in the better
recruitment and selection of the employees as per the skills required (Guest, 2011, p.10).
Focus on the strategic vision
It is a very evident concept that an HR cannot perform in a vacuum. It needs to have certain
strategic visions that are framed by the organization. In order to be effective in nature, the HR
must be provided with the strategic vision so that they can perform effectively. In addition to
this, it can be stated that the vision that the company has designed would help the HR to
identify the main objectives and goals of the organization (Meredith, 2011, p.1114). So that,
according to the same they are able to provide the best resources to the organization so that it
is able to achieve its framed goals and objectives of the organization.
Transfer of Knowledge
An organization can be considered as the most effective in its HRM when the staffs would be
able to cooperate and coordinate at work. In this case, it can be stated that the HR plays a
very important role in the transfer of knowledge by providing the employees with the
opportunity of training, which in turn enables them to share the knowledge, which would help
the employees to perform well.
The strategies that are mentioned above must be incurred by the HR of the companies
operating in the Irish market, which would help in the effective development of the HR. It is
very essential for the companies to develop the HR management so that the objectives and
the goals of the companies are achieved (Buller and McEvoy, 2012, p.50). In this case, it
would be very important to state that the fact that the US MNCs who involves better HRM
have the maximum chances to expand in further markets and they can flourish more.
However, it is something else in case of the Irish companies who have HR management but
they fail to meet the requirements that are needed in the highly competitive market. The
strategies that are mentioned above would help the companies to develop their HR practise.
14. 3. Evaluating the developed HR strategies with consideration of the internal and
external context
The strategies that are mentioned above would be highly effective for the development of the
organizations. In this case, it can be further stated that the strategies would help in achieving
all the desired goals and objectives of the organization (Wilson, 2014, p.2214). It has already
been explained that the internal and the external environment affects or influences the
working of the organization. Moreover, the internal and the external environment also affect
the working of the HRM and hence the strategies that are stated by the researcher would be
highly effective for the development of the organization. In the below points the various
strategies that are mentioned by the researcher has been elaborated related to the internal and
the external environment of the Irish companies:
Assessment of the HR capacity
In case of assessing, the HR capacity it is very important to state that the strengths and the
weaknesses of the HR must be assessed so that based on the same work is distributed. In
addition to this, the social factors can have an impact on the operation but through proper
training, the same can be overcome.
Forecasting the requirement of the HR
In this case, the political factor can be considered from the external environment. This is
because the requirements involve the demand and supply of the HR. Moreover, the economic
factor also plays a vital role, as this would enable the determination of the salary of the staffs
along with the cost that will be incurred by the company in order to provide the organization
will suitable training so that the employees are able to develop their skills (Wright and
McMahan, 2011, p.100).
Focus on the strategic vision
While focusing on the strategic vision the internal environment must be considered as the
four factors such as the strength, weakness, opportunity and the threats. These four factors
highly affect the operation of the HR. Since the companies must consider the strength,
weakness, opportunity and the threats that will help in the development of the proper vision
that will contribute to the development of the organization. It is very important to focus on
the strategic vision, as this would help the HR to comply with the strategies that are
developed as the vision for the company (Gunnigle, 2013, p.225).
15. Transfer of Knowledge
In case of the transfer of knowledge, again the internal environment or the condition of the
organizations must be considered. In order to transfer knowledge it is very important to
consider the strength weakness of the HR as based on the same they would transfer or share
their knowledge.
16. Conclusion
Therefore, by analyzing the entire report, it can be stated that the companies in Ireland
encountered several issues at the time of operations due to the human resources available to
the companies. Although the companies had good HR practices but it is very important to
involve the best HR so that the organizations are easily able to meet the framed goals and
objectives. This was very clear when the case study provided a comparative study regarding
the HR practices of the US organizations. The HR practices are well developed and the
working system are developed by the HR themselves. In addition to this, the employees are
provided with suitable rewards and incentives for their best performances. This on the other
hand motivates and encourages the work force to high extent thereby enhancing the
productivity of the MNCs. In addition, if the Irish MNCs are able to incorporate with the
strategies then it will enable the companies in Ireland to develop at a faster pace.
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