Logitech Solutions has its Headquarters in London. It has over 20 branches spread all over the country with 200 staff working for them. They offer hourly technical assistance to fix minor problems in organizations, work on retainer contract basis when a business requires certain regular services like system maintenance and network administration and takes up individual projects and consulting advices too like website design and preparing estimates for major hardware purchases. Logitech Solutions has a CEO, a general manager and seven line managers who work under them. Logitech's HR department has 11 members who handle, hiring, administrating and the payroll of all its workers. Logitech solutions aim in expanding through improving. The company has over 150 clients and it is in constant lookout of fresh talent. They open a new branch every year, making their manhunt process a never ending loop. Logitech Solutions has well defined Human Resource Management policies according to which the HR department hires the best talent in the market, provide them with enough training and extract the best from them in their designation. It ensures every employee working for them grow along with the company both monetarily and intellectually. ...Show more
Human Resource Management Logitech Solutions is the company I am currently employed in. Logitech Solutions is a company providing IT solutions for small and mediocre businesses. They offer various services starting from software development to website design, networking services, selling computer hardware, software and database development…
In the contemporary market characterised with intense competition, most organisations have diverted from conventional perception of human resource as passive resource that can be manipulated to get things done.
Human resource management of an organization deals with a number of management decisions which have a major impact and influence on the people of the organization. The human resource management when dealt with in a strategic manner with strategic plans and well thought out and strategically devised practices, then this is referred to as Strategic Human Resource Management. The main aim of this paper is to compare and contrast the various approaches of strategic human resource management.
This transformation has had major impacts in organizational management. The concept of SHRM has evolved as a bridge between the management of organizational human resource and business strategies. The major impact has been seen through the alignment of the human resources to the performance of the firm to give it a competitive advantage.
Strategic human resource management can be defined as an efficient management process of utilizing human resources to the best extent and it aims at enhancing the organizational efficiency (Fombrun et al., 1984). It is a complex process that is continuous in nature
Human resource management is a very crucial part of any business and the human resource managers play a crucial role in the overall success of the business as well. This paper aims at discussing the role of HR in strategic planning of an organization as well as how the human capital planning has an impact on the overall business planning.
al with this problem, the HR department will have to make required changes in its policy, management style and strategy so that the employees are motivated to perform well and remain loyal to the company for a long period. Two theories that can be applied to an organization
The two concepts are interrelated but one elicits higher performance than the other. There was need to develop this advanced form of human resource management as a result of the changing nature of technology, economy and market. There was a need to come up with a
One element that plays a substantive role in ensuring the success of an organization is the job description, and, therefore, the paper discusses the aspect of job analysis as the cornerstone of human resource
Fordism supported domestic mass production and the allocation of high wages among laborers. It was under fordism concept that mass consumption considerations got integrated with accountabilities on production. The philosophy of fordism has influenced business operation
They can improve the knowledge, skills, and increase retention of quality employees while enhancing the nonperformers ability to suit the firm’s needs (Liker & Michael, 2010). An inquiry made regarding this argument is that a company’s current
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