Describe the human resource manager’s role from the human resource manager’s viewpoint. The role of human resource professional in a corporation is essential. Human Resource managers contribute not only to business viability‚ but also the strategic planning and continued growth of personnel within the corporation (Huey‚ 1993). Moreover‚ Human Resource management oversees the business of managing people within an organization that included‚ but not limited to compensation‚ benefits‚ training
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VIGNANA JYOTHI INSTITUTE OF MANAGEMENT‚ HYDERABAD. XX BATCH HRM ASSIGNMENT – III TRIMESTER TOPIC – FUNCTIONS AND PROCESSES OF HR IN IT SECTOR BY: BHARATH REDDY (121111) MADHURIMA MUKHOPADHYAY(121219) VARUN PRINCE (121248) M SRINIVAS REDDY (123416) TIMMIDI VAMSHI KRISHNA (123440) DIFFERENT FUNCTIONS AND PROCESSES OF HR IN IT SECTOR INTRODUCTION: IT (Information Technology) sector is one of the fastest growing sector. It has played a key role in putting India on the global map
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Approach Paper A Long Way Gone Katyana Nguyen 9 January 2012 Honors World History I.Summary A Long Way Gone tells the true story of Ishmael Beah‚ a boy turned child soldier during a civil war in Sierra Leone. The violence and hardships of war throw Ishmael and a group of his friends in a struggle for survival‚ committing acts that they never knew they were capable of. Ishmael and his friends are transformed into violent‚ brainwashed soldiers to kill rebels. After some time‚ they are
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to be valuable? In order to develop a valuable HR metrics/performance measurement system it is imperative that organizations focus on their competitive strategy and operational goals‚ and should clearly define what employee competencies and behaviors are required to attain the above objective. (Becker‚ Huselid‚ & Ulrich‚ 2001‚ p. 52) Metrics are valuable if the actions and decisions which develop the metrics also develop the firm’s strategic objective. For example‚ if we take a sales team and
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Assignment 3.1 Having a strategic plan is essential for a company to strive and remain successful. It looks at a company’s internal strengths and weaknesses with external threats and opportunities in order to maintain a competitive advantage. It is important to use a strategy-oriented HR system in order to match the company’s capabilities with the demands of the environment. With the scenario of a medium sized IT organization that faces intense competition‚ having strategic goals and reaching them
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Xerox Focuses on HR Xerox Corporation is a $22 billion company‚ and is a world’s leading enterprise for business process and document management that manufactures and sells a range of color and black-and-white printers‚ multifunction systems‚ photo copiers‚ digital production printing presses‚ scanners‚ software solutions‚ and related consulting services and supplies. Xerox is headquartered in Norwalk‚ Connecticut and has 130‚000 employees in 160 countries. On September 28‚ 2009‚ Xerox announced
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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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smartphones and tablets 2. Profit margin decline on hardware products 3. Slowing growth rate of the laptops market 4. Intense competition | SWOT Analysis | Strength | 1. Reliability and excellent customer service; brand loyalty 2. Direct Model Approach‚ it provides Dell a way to interact to customers directly‚ thereby providing them the way for cross selling to their other products 3. Has approximately 11000 employees worldwide 4. The customization of products‚ online and offline by customers
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Asia‚ Working Paper‚ Indira Gandhi Institute of Development Research‚ India. [4] Ahmad‚ N. and H. Jamal‚ "Regional Accounts of Sind"‚ Research Report No. 52‚ Applied Economics Research Centre‚ University of Karachi‚ Karachi‚ 1986 [5] Nunnenkamp‚ P. (2002). FDI and Economic Growth in developing Countries. Journal of world Investment‚ Vol. 3‚ in print [6] Soto‚ M. (2000). Capital Flows and Growth in Developing Countries: Recent Empirical Evidence. OECD Development Centre‚ Technical Paper 160‚ Paris.
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Soft HR treats employees as the most important resource in the business and a source of competitive advantage Employees are treated as individuals and their needs are planned accordingly whereas hard HR treats employees simply as a resource of the business like machinery and buildings. • Soft HR concentrates on the needs of employees; their roles‚ rewards‚ motivation where as hard HR identifies workforce needs of the business and recruits and manages accordingly. • Soft HR Strategic focus
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