People Management And Development - Free Essay Example

Sample details Pages: 5 Words: 1643 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Introduction Human resource management uses strategy to accomplish its aspects, policies and practices through strategic sectors such as job analysis, staffing, training and development, maximize performance, compensation management, HRM service delivery, gender equality and achieve success in the long run. Human Resources Management definition HRM is ascertained as the approach employees are recruited, organized, developed, appraised, motivated and maintained. It is a method of maximizing economic return from labor resource by integrating HRM into business strategy.(Keenoy, 1990, p.3 found at Alan Price 2004, p33). The procedure of managing human talent is to fulfill an organizations objectives. Successful organizations are particularly accomplished at gathering different kinds of people to achieve a common aim. This is the main aspect of human resources management. (Scott Snell, George Bohlander 2010, p.4) Don’t waste time! Our writers will create an original "People Management And Development" essay for you Create order Strategic Human Resources Management definition and objectives Companies in developing countries can enhance financially by strategically lining up and investing in their HR policies and practices. Strategic HR orientation is denoted as the combination of HR planning, selection, performance evaluation, compensation, development and training practices with the business strategies of the organization.(Emerald, Source: Human Resources Management Digest Vol:12,2004) A strategy is a way of planning and scheduling before acting. It usually involves the creation of an objective and a set of action plans for accomplishment. It implies consideration of the competitive forces at work in managing an organization and the impact of the outside environment on organization actions.(William P. Anthony et al, p.9, 1999) The environment within which an organization functions is active. External and internal forces are changing the standards of the game, and the organization must improve or affiliate new strategies to remain competitive. An alternation in strategy will find out the direction of its operation within the organization containing the human resource management function.(William P. Anthony et al, p.3, 1999). The traditional role of HR is the attraction, retention, motivation and development of human resources according to current and future requirements. However, HR can also develop and sustain competitive advantage. This suggests that the head of the HR function should be included in strategic decision-making by senior management. This will enable the HR director to formulate strategies that support organizational strategies.(Emerald, Source: Human Recourses Management Digest Vol:12 , 2004) Strategic human resource management approach has many functions in the organization. In the field of planning and strategy formulation, it participates in formulating overall organizational strategic plan and combining human resource operations with company strategy. Moreover, has high status and authority for top personnel officer . Its area is to concern with all managers and employees. Also, is involved in making strategic decisions. Another function is that it is fully integrated with other organizational functions: marketing, finance, legal and production. While, allocates all human resource activities (e.g. training, recruitment, staffing, Equal Employment Opportunity). Organizations are designed to accomplish certain goals. Strategic thinking concentrates on these long-term objectives. Thompson and Strickland (1998) provide a model for strategic management based on five major actions that incorporate objective setting: Deciding the kind of business in which the organization will operate, developing a strategic vision and creating a set of values with a general strategy. Recognizing the strategic issues for the business and placing strategic goals. Developing strategic action plans. Carrying out and enforcing strategic action plans for units within the business. Estimating, adjusting an d refocusing strategy for the future. (Alan Price 2004 p.299) HRM Strategies sectors The HRM Strategy is composed by sub-strategies, the aims of which are described as follows: A. Job analysis is the process of acquiring information about jobs by determining the duties, the tasks, or activities, the qualifications of a job and the proper individual that suits to that position. (Scott Snell and George Bohlander 2010, p.152.) It is followed by a job description with a list of a jobs duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities-one product of a job analysis (Dessler 2005) combined with a job specifications list of a jobs human requirements that is, the requisite education, skills, personality (Dessler 2005). The job descriptions and job specifications disclosed through job analysis should be as accurate as possible if they are to benefit to those who make HRM decisions. The main goal of job analysis is to improve organizational performance and productivity. Planning. Strategic planning includes a set of processes for reaching decisions about the organizations long term goals and strategies. Human resources planning are the process of assuming and providing for the actions of people into, within, and out of an organization. Strategic human resources management connects Strategic planning and HR planning. It can be thought of as the pattern of human resources as effectively as possible, where and when they are needed, in order to accomplish the organizations goals. (Scott Snell and George Bohlander 2010, p.50). The first step in strategic planning is to set up a mission, vision, and values for the organization. The mission is the basic intention of the organization, likewise its area of operations. It is a statement of the organizations reason for existing. The mission is often written in terms of general clients it services. According to the scope of the organization, the mission may be expansive or restricted and limited. The strategic vision of the organization overlaps the mis sion statement to determine a perspective on where the company is headed and what the organizations can be transformed into in the future. Even though the terms mission and vision often are used interchangeably, the vision statement specifies the long-term direction of the company and its strategic purpose. Organizational core values are the strong enduring beliefs and principles that the company uses as a foundation for its decisions. Values are also positioning limits on what act is taking into account as ethical and acceptable. (Scott Snell and George Bohlander 2010, p.51-52 ). B. Staffing(selection-recruitment-placement). Support the organization with an acceptable, adequate, motivated, and changeable workforce, thus certifying that knowledge is contained and improved in the organization. Selection. In addition to job specifications, managers and supervisors use job descriptions to select employees and orient them to jobs. Employers must be able to show that the job specif ications used in selecting employees for a particular job relate specifically to the duties of that job. (Scott Snell,George Bohlander 2010, p.151). Recruitment is a process of locating potential individuals who might join an organization and encouraging them to apply for existing or anticipating job openings. (Scott Snell, George Bohlander 2010, p.188). C. Training and Developing. The goal of training and development programs of all organizations should be to maintain or improve the performance of individuals and, in so doing, that of the organization. Training. Training refers to providing instruction to develop skills that can be used immediately on the job. It has a narrow focus and should provide skills that will benefit the organization rather quickly. Human resource development on the other hand has a broader scope. It involves developing knowledge that may be used today or sometime in the future. It is more focused on meeting the organizations general long-term n eeds. The pay-off is less direct and can be measured only in the long term. (William P. Anthony et al 1999 p. 337 ) D. Performance management-Performance appraisal. The strategic process it increasing the effectiveness of organizations by improving the performance of the employees and by developing the capabilities of teams and individual contributors.(Armstrong and Baron, 1998, found at Alan Price 2004) Performance appraisal can be denoted as a procedure designed to help employees understand their roles, aims, expectations and performance success. (Scott Snell, George Bohlander 2010, p.362). Appraisals are useful tools not only for estimating the work of employees but also for developing and motivating employees. By showing an individual where his/her strengths are and underlining points that stills need improvement. Additionally, augmenting behaviors that have created strong positive results should motivate the individual to continue to perform in his manner. It is also a way to help individuals manage their performance and a human resource objective that determines who should promote, demote, transferred or even terminated. (William P. Anthony et al 1999) .The appraisal system must be flexible enough to combine different management philosophies, employee subcultures, and geographic locations. Diversity system management and its proper handling among different cultures and education of employees lead to innovation which is a competitive advantage that achieves long-term success. E. Compensation Management ( classification system ,pay and benefits) Create a competitive, motivating and cost-effective system that amplifies the organizations ability to pull and absorb high-ability staff, recognizes group and individual contributions and certifies all positions are allocated at appropriate levels in accordance with objective equal principles and the labor law. F. HRM service delivery in the organization offices through supporting HRM services that are clear, flexible, reliable, confidential and empowering via the development of HRM capacity and efficient HRM policies, processes and systems. G. Gender Equality. Cultivate measures to enhance the gender balance especially among senior staff and create policies to promote and reinforce women. 5. Epilogue Strategic Human Resources Management through its process has as a main goal to make the best handle of its employees issues (selection-recruitment-training-development-compensation-appraisal) and to achieve the best results as possible. According to literature and articles, the leadership has to make a balanced combination of culture with using clear communication of job possibilities and strong human resources policies for compensation, promotion, development and training, of employee involvement giving more responsibility and accountability. Furthermore, leadership has to be committed to organization, its mission and vision and to employees and follow them appraising peoples skills, motivate and challenge its workers and keeping them productive. Thus, top management it is essential to develop organizations objectives and then find a way to improve the needs and rights of each generation into these goals resulting from all these a strong workplace diversity system. This diversity system empowering and motivating employees leads to innovation, the innovation leads to competitive advantage and finally organization will have the long-run success achievement. (William P. Anthony et al 1999)

Effects Of Poverty On Children s Social Interaction Skills

Effects of Poverty on Children’s Social Interaction Skills Salanya Inmaung University of San Francisco November 2014 Effects of Poverty on Children’s Social Skills As the American population grows, more and more children are born into poverty. Even in the world’s wealthiest nation, you will find 45.3 million people struggling to put food on the table. These are families of poverty - families with children who do not have the appropriate basic resources to properly raise their children. The official U.S. government poverty threshold for a family of four is currently set at $23,021. According to the National Center for Children in Poverty, in the United States alone, the percentage of children living in families below the poverty level increased from 15.6 percent in 2001 to 21.4 percent in 2011, and has continued to increase. Now, there are 16.1 million stunted in the rut of poverty. 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The Prison Industrial Complex ( Tabibi ) - 965 Words

Question 1. According to Angela Davis (2003a), social historian Mike Davis was the first to coin the term prison industrial complex, in his research of the California penal system in the 1990s. The prison industrial complex refers to the coinciding relationship between corporations, government, correctional communities, and their collective economic interest in prison expansion and high rates of incarceration (Davis, 2003a). That is, each of these components benefit economically from perpetuating the notion that increasing crime rates are the causation for prison expansion. However, scholars and activists contest this belief, stating that crime rates are decreasing, and that prison expansion is done to increase profits through imprisonment (Davis, 2003a). In this model, criminal justice policy, crime control and the bodies of the marginalized, are organized and managed using a business philosophy focused solely of profitability. The term prison industrial complex is a replica of the military industrial complex (Tabibi, 2015a). Both refer to their respective industry as providing massive amounts of revenue in the American economy. To provide perspective and context to the amount of money produced by the prison industry in the United States, the film Corrections (2001) by Hunt, cites the amount as being upwards of forty billion dollars. Corporations, elected officials, and government agents, all have an invested interest in the expansion of the prison system (Davis, 2003a).

Management Assignment Human Intelligence Essay - 1292 Words

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E-Commerce Business Plan - 1960 Words

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Ecommerce definitionRead MoreImpact Of E Commerce On Global Economy1352 Words   |  6 PagesIntroduction Impact of E-Commerce on Global Economy It is exciting area especially E-Commerce. The advancement in World Wide Web, computers and mobile wireless communication technologies are transforming the way business is conducted. The success stories of Amazon, eBay are few examples. New technologies have provided the required platform for innovation, growth, shopping convenience, and price advantage due to the boundary less competition. Business leaders across the industry are developing

Ancient Religions free essay sample

Principal beliefs of Nordic religion and its meaning to adherents. The ancient Norse religion was commonly followed and practiced by people in northern regions of the world, such as Scandinavia, Norway, Iceland and surrounding countries. It was believed that the world first came about when a northern and southern land, Niflheim and Muspellheim, both joined together. Niflheim (house of mists) , an extremely cold, icy land and Muspellheim (home of desolation) the seemingly opposite of Niflheim, a hot, fiery land. As both lands joined together, the reaction of the contrasting temperatures caused the ice of Niflheim to melt creating the first two living creatures Ymer, the giant and Audhumla, a female cow. From these two the first Gods were created (Odin, Vile and Ve), and from them the first human beings were created by Odin from an elm and ash tree. Due to a disagreeance between Ymer and the God’s, the giant was killed and from his body, landforms and other living races were created. The gods were revered by many as they were the creators of the races and established the different parts of the world, the world tree or Yggdrasil included. The Yggdrasil is one of the principal beliefs in Nordic religion as it was known as the centre of their nordic universe, the world tree was said to have held nine different realms within its branches. The realms were situated in different areas of the tree at the top, within the canopy; Asgard (heaven) was located. This is where many gods lived including Odin in Valhalla. In addition to Asgard two other realms Vanaheim (home of the fertility god) and Aflheim (home of light elves) were located at the highest level of the world tree. These realms were known as â€Å"divine†. Norse folk believed that Midgard, the middle section of Yggdrasil held the human world. Along with midgard, Nidavellir, Jotunheim and Svartalfhiem, home of the dwarves, giants and dark elves were also present here. At the third and bottom level of the tree the two lands that created the first living beings are found. It is believed that Hel, the place of death, is part of the harsh, destitute lands of Niflheim. Hel is connected to one of the three main root of the world tree and it is known as the underworld, the second root leads to Jotunheim( realm of the giants) and the third is connected to the divine realm, Asgard. The roots linked together the different levels and realms of the tree, likewise Bifrost, a magical bridge located between Asgard and the human world, Midgard was another connection between realms, allowing gods an entrance into the mortal world. The Influence of the Nordic beliefs in society was great as followers of the ancient religion could identify with the extreme life conditions and harsh weather that was also portrayed in the Nordic creation story. The Norse saw their conditions of life as a blessing from the gods and often used these gifts to the greatest advantage for example men often became farmers, cultivators, tradesmen or traders. Women in Nordic society also searched for meaning and insight from the gods as they held powerful positions in the religion. Women played a strong part in the community and often had to run the villages when the Viking warriors were away. The Norse strived to maintain a balanced lifestyle from the influence of what they had learned and incorporated from the gods. Odin was known as a wise and great warrior and many Viking men chose to follow the same path by becoming a warrior also. I was believed that one of the only worthy ways to die was to die in battle. This factor greatly contributed to the decisions of the Norse men. When a warrior died in battle he would go on to Valhalla, in the divine realm, if not they would go to Hel. The Norse people not only sought meaning from the gods, but from the actions and rituals they performed.

Integrating Marketing Communications

Question: Discuss about the Integrating Marketing Communications. Answer: Introduction: 1. The present organisation (XYZ Company) is involved in materials supply to the super mall. The materials that are used within the silo storage include clothes, apparels, and other fashionable items. Below is the organisation chart of the XYZ Company that depicts mainly the flow of information within the inter-department collaboration and the customers associated with the convergent environment. As illustrated in the figure, the potential point of integration for marketing communication is linked with (i) Responsibility sharing among two general managers (GM); (ii) Communication with the finance department; (iii) decision by the product manager; and (iv) communication between various departments such as operation, engineering, marketing, and administration. The communication forms the primary basis of operational activity, in which the customer service and technical information flow operate (Batra Keller, 2016). Likewise, the market analysis and customer (market) demand infer the requirement of product designing, development, and quality assurance. The marketing strategy includes research and development, maintaining relationship both within and to the outside environment of the organisation. The key decision related to product launch and the production process is taken by the product manager. Finally, the administrator team is involved in the management of people and other regulatory requirements (Golob, 2013). The technological convergence and the change implementation is thus the key benefit that can be achieved with the integration, which in turn is also responsible for the regularisation of activities and distribution of responsibilities. The impact of integration with respect to marketing communication and operational activity can be analysed in terms of: The scope of clear communication and articulation of vision across all the departments. Easier to manage public relations as a whole strategy. Sales and promotion planning, decision making, and resource utilisation become more accurate and profitable (Schmidt, Hattula, Schmitz Reinecke, 2016). Marketing prospect can be designed based on market analysis, customer requirement, and availability of resource and skills at the organisation. The operational measures remain consistent due to the transparency of work culture across all the department. The effectiveness of strategic implementation becomes easier to measure. Responsibility sharing and execution of task remains accurate due to clear communication and a better understanding of the message (Ver i , Ver i  Sriramesh, 2012). Adoption of newer technological measures and update in the organisational practice according to customer requirement is possible. 2. The key focus of the company is to maintain a balance within the intersection of technology, creativity, and media communication (Percy, 2014). Convergence is a continuous process and not an endpoint, which demands rapid and progressive change. The role of the customer is significant in this consideration such that they can reflect their requirement. At XYZ Company, the customer service aimed at collecting the feedback, suggestion, and direct involvement of customers in product design and change with the help of surveys. In simpler words, the data gathered from customers not only dictate their experience for the products served, but also describe where, when, and how (Percy, 2014). The information thus collected becomes a critical part of the overall business/market analysis. Furthermore, this information is processed with the aim to bring effective decision making that can fulfil the organisational objective. Finally, to create and maintain the mentioned ecosystem, it becomes emp irical for the organisation to invest in marketing operation that brings more design and development (Percy, 2014). 3. The use of integrated unified communication measures enable effectiveness in the work procedure and offers the valuable prospect of the informed business decision. With the advances in technology, it becomes apparently easier for the companies use integrated communication that can allow their employees, collaborators, clients, and other partnership firms to access the information and share them electronically (Gummesson, 2014). The solution for integrated unified communication at XYZ Company has been implemented with CISCO Jabber applet that operates on Windows and Android. Briefly, this solution offers the prospect of accessing and sharing information from any location using a broad array of devices. The basic framework is based on the business goals that has been defined by the organisation. Essential elements in this regard include (i) Internal communication; (ii) Smarter and faster customer service; (iii) Tracking the work efficiency of employees and capturing the institutional knowledge (De Mooij, 2013). In order to make this tool an indispensable instrument for the users, the system offers a user ID and password that can be securitized by individual employees, associates, and specific clients. The data security was further managed with controlled authorization and tracking the usage of information exchange (as per the organisational policy). Importantly, the system architecture and its usage were also defined to the users with training. The communication tools that are included within the system architecture include instant messaging, video, voice, screen sharing, and conferencing capabilities (De Mooij, 2013). It also offers the provision of making the conference, data sharing, and information exchange with the client using remote login, secure shell messenger, and clear communication (high fidelity audio and high definition video). Thus, it is possible to make direct communication, collaboration, and other related activities from any location using the internet connections (Hult Lukas, 2015). In conjunction to the resource, the company had a database system that not only provides backup to the data but also offers smooth internet and data collection procedure. In addition to this, the system also provides provision for using software related to business analysis, survey analysis, and feedback analysis that in turn proves worthy for decision making and change management (Shimp Andrews, 2012). As mentioned in the above section, the skills and capabilities of usage for the communication system was developed with offerings of education and training to the employees. The data that generally practice using this resource are (Shimp Andrews, 2012): Communication at the inter-department level, with collaborators, and clients. Sharing of records, logs, design sample, invoice, and other details. Using video and audio conferencing for decision making, exchange information with the client, and other necessary Access to the server stored records and history. Making business analysis by using database information, survey information, and collected feedback. 4. The objective of the legislation for marketing communication is to promote the welfare with good promotion and fair trading. In addition, the legislation is also aimed to protect the consumer rights and helping them to get the correct information for fetching a genuine return on their investment. Firstly, the Competition and Consumer Act is important while making marketing communication. The act deals with most of the operation at XYZ Company including suppliers, retailing, wholesales, competition, and consumer aspects. In a broader sense, the law includes consideration of price labelling, mergers, acquisition, price monitoring, and regulation related to unfair market price (Grimmer Woolley, 2014). Another significant term includes warranties and guarantees which is related to promises made to the customers while describing the product. The business deals made with clients must also comply with the legislation related to Do-not-call registration, under which the company cannot send telemarketing and promotion messages without the consent (Bloom, Garicano, Sadun Van Reenen, 2014). Similarly, the e-mail information and newsletter must not be connected with spamming, as it creates problem to network operators and unsolicited commercial marketing communication (Jackson, Harriso n, Swinburn Lawrence, 2014). The advertising standards also need to be compiled for any messages, information, and individual customer service. The standards must include the common interest of promoting the consumer confidence and that it should respect to the general standards of advertising. Internal to the organisation, especially the HRM department must take care of the information and messages circulated among the employees. Particularly during the hiring, promotion, and continuity of service, employees must be held with the transparency of information. 5. The existing marketing tools and techniques that are practised at XYZ Company include: Advertising which aims to attract customers and gain a competitive advantage in the market. Direct mail and email campaigns this is mainly practised in order to outreach the message or information directly to the client. Additionally, the prospect is also suitable for collecting survey information, opinion polls, and collective information for market analysis (Rao, 2012). Social media the use of social media is mainly aimed at (i) increasing the network; (ii) getting information for latest market trend, and (iii) collecting information or attracting customers (Castronovo Huang, 2012). Trade shows and seminars this particular measure is useful in making the company information related to latest design, technology, superior retailing or wholesale display to specific targeted population. The mentioned marketing tool is also helpful in making product introduction and announcements (Kim, Kim Marshall, 2016). Catalogues this framework is used for immediate display to the products available for clients (Shimp Andrews, 2012). The prime purpose of these marketing tools is to communicate and share the information related to product, work procedure, work practices to stakeholders, employees, connections, and customers. It should be noted that not all the marketing communication tools are dependent on the internet but is aiming towards a well-defined audience segment. Furthermore, at XYZ Company, the key to successful utilisation of marketing tools is to coordinate the mentioned activities with the sales figures (Rao, 2012). Likewise, there also exists importance of coordination and networking among the people such that clear articular of the message, execution of objective, and gain in a competitive advantage for sales promotion can be achieved. The use of integrated communication tool at XYZ is also essential especially to align the work procedure (design, technological innovation, and price) with the expectation of the client. With such collaboration and efficient means of sharing information, it because easier to promote the product as well as yield higher revenues to meet the companys objective. a simpler overview of communication practices that are executed with the mentioned tools include steps like (Kim, Kim Marshall, 2016): Estimating the capital, resources, work procedure, and available skills. Communicating the visionary objective to the employees and framing strategic measures to achieve the target. Making communication with the client, in which the messages and information were made outreach to the customer and stakeholders. Collecting information and processing them for analysis purpose. This helps further in decision-making process, analysing the market pattern, and implementing the change in the routine work procedure. Recording, storing and sharing the information with other partner firms such that collaboration and other meaningful purposes can be managed. In summary, it is realised that the use of communication tools and techniques include aspects like (i) direct marketing; (ii) personal selling; (iii) executing activities like public relation activities; and (iv) business analysis (Bloom, Garicano, Sadun Van Reenen, 2014). Overall, the target adopting such market communication strategies is to increase the sale and achieve the organisational objectives. References: Batra, R., Keller, K. L. (2016). Integrating Marketing Communications: New Findings, New Lessons and New Ideas. Journal of Marketing. DOI: https://dx.doi.org/10.1509/jm.15.0419 Bloom, N., Garicano, L., Sadun, R., Van Reenen, J. (2014). The distinct effects of information technology and communication technology on firm organization. Management Science, 60(12), 2859-2885. Castronovo, C., Huang, L. (2012). Social media in an alternative marketing communication model. Journal of Marketing Development and Competitiveness, 6(1), 117. De Mooij, M. (2013). Global marketing and advertising: Understanding cultural paradoxes. Sage Publications. Golob, U., Podnar, K., Elving, W. J., Ellerup Nielsen, A., Thomsen, C. (2013). CSR communication: quo vadis?. Corporate Communications: An International Journal, 18(2), 176-192. Grimmer, M., Woolley, M. (2014). Green marketing messages and consumers' purchase intentions: Promoting personal versus environmental benefits. Journal of Marketing Communications, 20(4), 231-250. Gummesson, E. (2014). Productivity, quality and relationship marketing in service operations: A revisit in a new service paradigm. International Journal of Contemporary Hospitality Management, 26(5), 656-662. Hult, G. T. M., Lukas, B. A. (2015). Customer Participation and Knowledge Level: How Will it Affect the Delivery of the Health Care Offering?. In Proceedings of the 1995 Academy of Marketing Science (AMS) Annual Conference (pp. 208-212). Springer International Publishing. Jackson, M., Harrison, P., Swinburn, B., Lawrence, M. (2014). Unhealthy food, integrated marketing communication and power: a critical analysis. Critical public health, 24(4), 489-505. Kim, J., Kim, J. E., Marshall, R. (2016). Are two arguments always better than one? persuasion Knowledge moderating the effect of integrated marketing communications. European Journal of Marketing, 50(7/8). Percy, L. (2014). Strategic integrated marketing communications. Routledge. Rao, M. (2012). Knowledge management tools and techniques. Routledge. Schmidt, M., Hattula, J., Schmitz, C., Reinecke, S. (2016). Marketing Departments Influence and Information Dissemination Within in a Firm: Evidence for an Inverted U-Shaped Relationship. In Looking Forward, Looking Back: Drawing on the Past to Shape the Future of Marketing (pp. 22-22). Springer International Publishing. Shimp, T. A., Andrews, J. C. (2012). Advertising promotion and other aspects of integrated marketing communications. Cengage Learning. Ver i , A. T., Ver i , D., Sriramesh, K. (2012). Internal communication: Definition, parameters, and the future. Public relations review, 38(2), 223-230.