external agencies. It is an online solution for the data entry and tracking of a company‘s human resource department information‚ payrolls‚ management and accounting.HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM which has been implemented at Hero Honda‚ supports functions like Employee self service‚ Payroll‚ Personnel administration‚ Time management & Organization Management. The SAP team plays an important role in handling all the data & security issues relating to the HRIS package at Hero Honda. Thus‚ the
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Strategic Human Resource Management “HR strategy‚ policy and practice can assist organisations to achieve competitive advantage. Critically analyse this statement using one or more theoretical perspectives that explain the link between strategic HRM and performance outcomes.” Abstract The focus of this paper is on the relationship between Strategic Human Resource Management (SHRM) and organisational performance outcomes‚ specifically sustained competitive advantage. Using the resource-based
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Both Hyundai and Kia rely on exports for much of their sales. Consequently‚ the companies are highly vulnerable to changes in exchange rates. When the South Korean currency‚ the won‚ rises relative to the U.S. dollar‚ cars sold in the United States are recorded at a lower price when translated back into won. This of course hurts Hyundai’s and Kia’s profits‚ and forces the two companies to sell more units just to stay even. Both Hyundai and Kia announced plans to expand production in the United
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Synopsis: General Motors (hereafter GM) Company‚ one of the world’s largest automakers‚ traces its roots back to 1908 and its annual revenue in 2000 of $185 billion. The company sells 8 million vehicles per years‚ 3.2 million of which are produced and market outside of its North America. GM caught 27 percent share of the North America and 9 percent share of the market in the rest of the world as well as GM captured 12 percent share in the Western Europe in 2000 which is second only to that of ford
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THE COMPETITIVENESS ANALYSIS OF HYUNDAI MOTORS & TOYOTA (THROUGH THE GENERALIZED DIAMOND MODEL) Group 2# Kim‚ Byung Kyun / Kim‚ Do Hyoung / Kim‚ Soon Mi / Lee Yong Joo / Lee‚ Joong Hyun / Son‚ Dong Jin / Song‚ Ha Bong / Yoo‚ Chung Sik (ABC sequence) PROJECT BACKGROUND “Our automotive business in the global market is stable‚ but the group needs businesses that can compensate for uncertainties of the industry‚” - Hyundai Motor Group official - Recent quarterly results of Toyota that
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Alberto A. Cayco 20061140327 MG11A-Business Policy TTH 9:00-10:30 TYK 219 Case Study: Hyundai Group I. SWOT Analysis Strengths 1. One of the principal engines of the Korean economic miracle in the past two decades. 2. The Hyundai Group makes a wide range of products- ships‚ bridges‚ cars‚ cement‚ steel‚ chemicals‚ and oil drilling platforms‚ microchips‚ sneakers‚ pipes‚ furniture‚ and locomotive
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court has pushed to make decision that driven by national economy interest. “Hyundai chief given suspended sentence. Hyundai Motor Group chairman Chung Mong-koo was on Thursday‚ Sept 6‚ 2007 handed a 3-year suspended sentence by a South Korean appeals court‚ freeing him to continue running the world’s sixth largest auto maker. 1) “The decision to suspend the sentence for 5 years eliminates concerns over a management vacuum at the company‚ which is facing a slowdown in overseas sales and increasing
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Gamification: A revolutionary phase for HR management or myth? Gamification… It’s a new word so I think you are going to learn at least a new term today. Gartner‚ Inc defines Gamification as the concept of applying game mechanics and game design techniques into non-gaming environment to engage and motivate people to achieve their goals. Gamification began to percolate in companies during 2010 when Badgeville started using this term to define their behaviour platforms1. Gamification has started
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Future of HR Management Over the years‚ the role of human resources has changed and evolved based on the needs of our society. Put in basic terms‚ human resource management must change as the business environment in which it operates changes. An article written by Susan Heathfield‚ states that while successful organizations are becoming more adaptable‚ resilient‚ quick to change direction‚ the HR professional is considered by line managers as a strategic partner‚ an employee sponsor or advocate
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THE HUMAN RESOURCE ASPECT Change‚ in any organization is routed through it’s Human Resource Department. Thereare always disgruntled employees who complain that change has adversely affected them.There are employees who believe in status Quo and believe that if a system is working‚there is no point in changing it. Escorts going out and Yamaha coming in was a change that influenced each other andevery employee working on all levels. Strangely though‚ the resistance to this majorchange and to all
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