Paauwe proposed a sustainable HRM model called the "Context Based Human Resource Theory" (CBHRT) that accounts for tensions between economic rationality focused on efficiency and effectiveness, and relational rationality focused on legitimacy and fairness. The model shows tensions between competitive market demands (PMT) and the social, political, and legal context (SCL) that influence strategic choices for HRM. Paauwe's model emphasizes balancing these tensions to integrate social legitimacy as a critical objective for sustainable strategic HRM.
Approaches to strategic hrm - strategic human resource management - Manu Me...manumelwin
There are five approaches to strategic HRM. These consist of
Resource-based strategy.
Achieving strategic fit.
High-performance management.
High- commitment management.
High-involvement management.
Approaches to strategic hrm - strategic human resource management - Manu Me...manumelwin
There are five approaches to strategic HRM. These consist of
Resource-based strategy.
Achieving strategic fit.
High-performance management.
High- commitment management.
High-involvement management.
Types of hr strategies - specific hr strategies - strategic human resource ...manumelwin
Specific HR strategies set out what the organization intends to do in areas such as:
Talent management – how the organization intends to ‘win the war for talent’;
Continuous improvement – providing for focused and continuous incremental innovation sustained over a period of time;
Human Resource Management Model
Purpose of Human Resource Management Model
Harvard Model
Matching Model
Guest Model
Dave Ulrich Model
Storey Model
Best practice model
Best fit Model
Bath People and Performance Model
INTERNATIONAL HUMAN RESOURCES MANAGEMENT- soft models and hard models of HRM such as Harward Model, Michigan Model etc.International human resource management is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of people, not just the management of expatriates.
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Strategic human resource management and strategic management processVARUN SHARMA
hey guys!! it is my second presentation on Strategic Human Resource Management and Strategic Human Resource Management Process..have a look and give me suggestions for it :)
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Types of hr strategies - overarching hr strategies - strategic human resourc...manumelwin
Overarching strategies describe the general intentions of the organization about how people should be managed and developed and what steps should be taken to ensure that the organization can attract and retain the people it needs and ensure so far as possible that employees are committed, motivated and engaged.
Strategic fit strategic human resource managementmanumelwin
The concept of strategic fit states that to maximize competitive advantage a firm must match its capabilities and resources to the opportunities available in the external environment.
Types of hr strategies - specific hr strategies - strategic human resource ...manumelwin
Specific HR strategies set out what the organization intends to do in areas such as:
Talent management – how the organization intends to ‘win the war for talent’;
Continuous improvement – providing for focused and continuous incremental innovation sustained over a period of time;
Human Resource Management Model
Purpose of Human Resource Management Model
Harvard Model
Matching Model
Guest Model
Dave Ulrich Model
Storey Model
Best practice model
Best fit Model
Bath People and Performance Model
INTERNATIONAL HUMAN RESOURCES MANAGEMENT- soft models and hard models of HRM such as Harward Model, Michigan Model etc.International human resource management is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of people, not just the management of expatriates.
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Strategic human resource management and strategic management processVARUN SHARMA
hey guys!! it is my second presentation on Strategic Human Resource Management and Strategic Human Resource Management Process..have a look and give me suggestions for it :)
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Types of hr strategies - overarching hr strategies - strategic human resourc...manumelwin
Overarching strategies describe the general intentions of the organization about how people should be managed and developed and what steps should be taken to ensure that the organization can attract and retain the people it needs and ensure so far as possible that employees are committed, motivated and engaged.
Strategic fit strategic human resource managementmanumelwin
The concept of strategic fit states that to maximize competitive advantage a firm must match its capabilities and resources to the opportunities available in the external environment.
STRATEGIC HUMAN RESOURCE MANAGEMENT AND SUSTAINABLE COMPETITIVE ADVANTAGE: TH...pitaloka .
To achieve superior performance and continual competitiveness, a company needs to integrate and adjust among strategic choices with human resource policies in order to execute the best chosen strategy effectively. The existence of Inside–Out approach supported by Resource Based View is not absolutely changing the Outside-in approach in the formulation and implementation of Human Resource Strategies. Otherwise, this situation is forced to empower human resource functions to be more strategic to synergize with the challenges by creating real value added for a company to lead in fierce business competition. The roles and functions of Strategic Human Resource must be directed to produce core competitiveness of company, and managing the capabilities of company to more flexible and dynamic. This strategy is expected to stimulate a continual innovation which integrates human resource practices, so a company can manage itself to be more adaptive with environment changes.
STRATEGIC HUMAN RESOURCE MANAGEMENT AND SUSTAINABLE COMPETITIVE ADVANTAGE: TH...pitaloka .
Researches on strategic human resource management have given major attention to the issues related to HR management
(managing people) on corporate level as a whole and integrated, than solely focuses on individual practice of HRM which is independent from other strategies of firm. This is because in order to achieve sustainable superior performance and competitive advantage, integration and confortabillitty between selected strategy and human resource policy are required to execute the strategy itself.
Inside-out approach supported by Resource Based View theory is not completely able to displace the outside-in approach in the process of HRM strategy formulation and implementation. This is caused by the fact that each of the approaches has its own advantages and disadvantages over others. The problem is how to make the role and function of strategic HRM able to directly answer all of challenges and create real solutions and add real value on the creation (value creation) so that firm wins the competition. Therefore, the role and functions of HRM must be aimed onto how to create and manage the core competencies to keep it dynamic and flexible (dynamic capabilities) to motivate the emergence of sustainable creativity and innovation which are integrated into every activity, practice, and strategy of HRM (HR Strategy) so that firm is able to adapt, integrate, arrange, and readjust its resources with the environmental changes as necessary.
The effective management of people has an important bearing on organizational success. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, Dynamic Role of Human Resource Management, Implementation of Human Resource Strategies and Importance of Leadership Skills.
Chapter 6 The Concept Of People ManagementIntroduction ‘Pe.docxbartholomeocoombs
Chapter 6 The Concept Of People Management
Introduction
‘People management’ is increasingly being used as an alternative to ‘human resource management’. But it is not a synonym; it should not simply be a change to a more acceptable name. A philosophy of people management is required, based on the principle that employees should be regarded as people rather than as exploitable resources. Rawls (1973: 183) wrote that: ‘We must treat persons solely as ends and not in any way as means.’ Employee wellbeing is important. Evidence produced by Peccei (2004), PricewaterhouseCoopers (2008), Guest (2017) and Krekel et al (2019) of the Saïd Business School has shown conclusively that attention to wellbeing has a major impact on organizational performance as a result of improvements to the employee experience and higher levels of engagement, motivation and job satisfaction.
A people management system that embraces the principle stated above will cover the same areas as an HRM system but will apply them differently.
People Management Defined
People management adopts a multi-stakeholder approach to managing the employment relationship. This recognizes the need to satisfy the interests of the owners (the shareholders) of a business or the requirements of those responsible for the operation of a public or voluntary sector organization. It also recognizes the interests of the management of the organization and the organization’s responsibilities to its suppliers and the public at large (the community). Equally, however, it recognizes the interests of the people the organization employs and acts accordingly. People are not simply treated as resources – commodities or disposable factors of production who exist to be exploited at the behest of the owners and management. People management aims to achieve a balance between the needs of employees and those of the other stakeholders. It pursues employment policies that are socially legitimate and produce benefits for both employees and employers. It avoids the temptation to look upwards and focus on the strategic (business) aims of the organization at the expense of the wellbeing of the people in the organization. It is concerned with the employee experience - everything that people encounter, observe and feel during the course of the employment from its beginning and onwards. Managing the employee experience is a 'bottom up' rather than a 'top down' process. The starting point is to gain understanding of how employees perceive their experience of working in the organization and, from that analysis, identify what needs to be done to deal with any issues and enhance that
experience.
Comparison between HRM and people management
A comparison of the characteristics of HM with those of people management is given in table 6.1
Strategic HRM
Strategic People Management
Focus on strategic fit (vertical and horizontal integration) but the stress is largely on vertical fit- SHRM as a means of furthering the interests of.
-Journal of General ManagementVol. 26 No.2 Winter 2000SilvaGraf83
-
Journal of General Management
Vol. 26 No.2 Winter 2000
A Reappraisal ofHRM
Models in Britain
by
Pawan s. Budhwar
Human Resource Management is still struggling to find a strategic role.
For a better understanding ofthe subj ect, both management practitioners
and scholars need to study human resource management (HRM) in
context [1]. The dynamics of both the local/regional and international/
global business context in which the firm operates should be given a
serious consideration. Similarly, there is a need to use multiple levels of
analysis when studying HRM: the external social, political, cultural, and
economic environment; and the industry. Examining HRM out-of-context
could be misleading and fail to advance understanding. A key question is
how to examine HRM in context? One way is by examining the main
models of HRM in different settings. However, there is no existing
framework that can enable such an evaluation to take place. An attempt
has been made in this paper to provide such a framework and empirically
examine it in the British context.
This paper is divided into three parts. Initially, it summarises the
main developments in the field of HRM. Then, it highlights the key
emphasis of five models of HRM (namely, the 'Matching model'; the
'Harvard model'; the 'Contextual model'; the '5-P model'; and the
'European model' ofHRM). Lastly, we will address the operationalisation
of the key issues and emphases of the aforementioned models by
examining their applicability in six industries ofthe British manufacturing
sector. The evaluation highlights the context specific nature of British
HRM.
This introduction looks at the need to identify the core emphasis of
the main HRM models that could be used to examine their applicability in
different national contexts. Developments in the field of HRM are now
well documented in the literature [2, 3]. The debate relating to the nature
ofHRM continues today, although the focus of the debate has changed
over a period of time. At present, the contribution ofHRM in improving
Pawan S. Budhwar is Lecturer in Organizational Behaviour and
HRM at CardiffBusiness School, UK.
Journal of General Management
Vol. 26 No.2 Winter 2000
the firm's performance and the overall success of any organization
(alongside other factors) is being highlighted in the literature [4, 5].
Alongside these debates, a number of important theoretical
developments have taken place in the field of HRM. For example, a
number ofmodels ofHRM have been developed over the last 15 years or
so. Some of the main models are: the 'Matching model'; the 'Harvard
model'; the 'Contextual model'; the '5-P model'; and the 'European
model' ofHRM [6, 7]. All these models have been developed in the US
and the UK. These models ofHRM are proj ected to be useful for analysis
both between and within nations. However, the developers of these
models do not provide clear guidelines regarding their operationalisation
in different contexts. Moreover, it i ...
-
Journal of General Management
Vol. 26 No.2 Winter 2000
A Reappraisal ofHRM
Models in Britain
by
Pawan s. Budhwar
Human Resource Management is still struggling to find a strategic role.
For a better understanding ofthe subj ect, both management practitioners
and scholars need to study human resource management (HRM) in
context [1]. The dynamics of both the local/regional and international/
global business context in which the firm operates should be given a
serious consideration. Similarly, there is a need to use multiple levels of
analysis when studying HRM: the external social, political, cultural, and
economic environment; and the industry. Examining HRM out-of-context
could be misleading and fail to advance understanding. A key question is
how to examine HRM in context? One way is by examining the main
models of HRM in different settings. However, there is no existing
framework that can enable such an evaluation to take place. An attempt
has been made in this paper to provide such a framework and empirically
examine it in the British context.
This paper is divided into three parts. Initially, it summarises the
main developments in the field of HRM. Then, it highlights the key
emphasis of five models of HRM (namely, the 'Matching model'; the
'Harvard model'; the 'Contextual model'; the '5-P model'; and the
'European model' ofHRM). Lastly, we will address the operationalisation
of the key issues and emphases of the aforementioned models by
examining their applicability in six industries ofthe British manufacturing
sector. The evaluation highlights the context specific nature of British
HRM.
This introduction looks at the need to identify the core emphasis of
the main HRM models that could be used to examine their applicability in
different national contexts. Developments in the field of HRM are now
well documented in the literature [2, 3]. The debate relating to the nature
ofHRM continues today, although the focus of the debate has changed
over a period of time. At present, the contribution ofHRM in improving
Pawan S. Budhwar is Lecturer in Organizational Behaviour and
HRM at CardiffBusiness School, UK.
Journal of General Management
Vol. 26 No.2 Winter 2000
the firm's performance and the overall success of any organization
(alongside other factors) is being highlighted in the literature [4, 5].
Alongside these debates, a number of important theoretical
developments have taken place in the field of HRM. For example, a
number ofmodels ofHRM have been developed over the last 15 years or
so. Some of the main models are: the 'Matching model'; the 'Harvard
model'; the 'Contextual model'; the '5-P model'; and the 'European
model' ofHRM [6, 7]. All these models have been developed in the US
and the UK. These models ofHRM are proj ected to be useful for analysis
both between and within nations. However, the developers of these
models do not provide clear guidelines regarding their operationalisation
in different contexts. Moreover, it i ...
- Introduction to HRM
- Definitions of Human Resource Management
- Objectives of HRM
- Functions of HRM
- Characteristics of HRM
- Duties of HRM
- Changing Environment of HRM
System of Compensating (Time Wage Plan, Piece Wage Plan, Balanced Wage Plan, Skill Based Pay, Competency Based Pay, Broad-banding, Variable Pay, Merits of Time Wage, Demerits of Time Wage,Time Wage Plan Environment, Merits of Piece Wage, Demerits of Piece Wage, Piece Wage Plan Environment, Merits of Balanced Wage, Factors Affecting Wages)
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
Concept of Reward and Total Reward System, Five Elements of Total Rewards (Compensation, Benefits, Work-Life, Performance & Recognition, Developmental & Career Opportunities)
Concept of Compensation, Exploring & Defining Compensation Context (Strategic Compensation, Total Compensation, Extrinsic Compensation, Intrinsic Compensation, Components of Compensation, Factors Influencing Compensation, Wage and Salary, Incentives, Fringe Benefits, Perquisites, Govt. Regulations for Compensation in India, Minimum Wage, Fair Wage, Living Wage, Calculation of Minimum Wages)
Compensation Dimensions (Payment for Work and Performance, Payment for Non-working Days, Loss of Job Income Continuation Benefit, Disability Income Continuation Benefit, Deferred Income, Spouse/Family Income Continuation Benefit, Health, Accident and Liability Protection, Income Equivalent Payments)
Building Market Competitive Compensation System – Integrating Internal Job Structure with External Market Pay Rates: Compensation Surveys, Choosing Compensation Survey Conducted by Third Parties
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
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➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
LA HUG - Video Testimonials with Chynna Morgan - June 2024
Paauwe’s sustainable HRM model
1. Paauwe’s Sustainable HRM Model
Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA, PhD(Mgt)
Professor
Al-Qurmoshi Institute of Business Management,
Hyderabad - 500005
2. Sustainable HRM Model
The first key objective of Sustainable HRM, is to
contribute to organisational performance by efficient
deployment of human resources.
The interests served are those of the shareholders & in
some HRM models key stakeholders.
The second key objective of Sustainable HRM is to
contribute to attracting and retaining its most
important resource: the human resource.
HRM contributes to a company’s long-term viability.
If sustainability is taken into account as an
objective, paradoxical tensions need to be reconciled.
3. Paauwe’s Sustainable HRM Model
Paauwe proposed a framework for a ‘‘Context Based
Human Resource Theory’’ (CBHRT).
The ‘‘Human Resource Based Theory of the firm’’ is
built on the Resource Based View (RBV):
- people are valuable, rare, inimitable & non-
substitutable &
- meet the requirements of RBV demands for resources
that contribute to sustained competitive advantage.
The CBHRT is conceptualised in the tension of:
- economic rationality (based on criteria - efficiency and
effectiveness) and
- relational rationality (based on criteria - legitimacy and
fairness).
5. Paauwe’s Sustainable HRM Model
Paauwe defines relational rationality as ‘‘establishing
sustainable and trustworthy relationships with both
internal and external stakeholders’’.
The model shows the tension between competitive-driven
market-based demands (called PMT) and the socio-
political, cultural, and legal context of the firm (called
SCL).
The proactive element in Paauwe’s model is the
understanding of a room for manoeuvre (or for strategic
choices) for the dominant coalition (i.e. those actors
involved in the PMT and SCL dimension and in the
company itself).
6. Paauwe’s Sustainable HRM Model
This room for HRM for strategic choices is not very
large because of the contextual influence.
The contribution of the CBHRT model is the
emphasis of the tensions between PMT and SCL as
prior HRM models focus on the right hand side of
the model only
With his model, Paauwe tries to integrate ‘‘social
legitimacy’’ as a critical objective for Strategic
HRM.