This paper tells that Mattel was an ailing business firm when Eckert was named CEO in 2000. He took on the more conservative approach to his leadership saying “there is no need to reinvent the wheel every time you have a problem”. Thus, instead of looking for…
Resource Management are the following: Compensation, hiring, management performance, development of the organization, overall wellness, and benefits; motivation of people, good communication, good administration, and training (Heathfield “date unknown”). Overhauling Mattel was not an easy task for Eckert, but it was a fruitful endeavor for Mattel’s CEO.
Question 1: Identify the key elements of Mattel`s HRM Strategy. Critically evaluate the HRM strategy in relation to relevant theories and models and the current external environment. What potential issues does the company face in balancing the organizational HRM strategy with divisional personalization of it (as discussed on page 9of the case study)
The key elements of Mattel’s HRM strategy are workforce development, and the standardizing people development1. Workforce development could mean a lot of things, for there seem to be no single meaning to describe the term. However, workforce development has become a term to illustrate any one of a comparatively broad range of national and international strategies and programs associated with learning for work (Jacobs & Hawley “date unknown”). Many scholars in this particular field use the term national workforce development to mean the articulation between the private-sector and government programs (McLean 2003). According to Jacob and Hawley (date unknown) “Emergence of Workforce Development: Definition, Conceptual Boundaries, and Implications” there are five reasons for the coming out of this particular phenomenon in the field of industry. To be precise, these are globalization, technology, new economy, political change, and demographic shifts. These five factors are all connected to each other and have become a great challenge especially for adults (Jacobs & Hawley “date unknown”).
Globalization opened the door for the free flow of market among nations. ...
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(Human Resource Management Essay Example | Topics and Well Written Essays - 2000 Words)
“Human Resource Management Essay Example | Topics and Well Written Essays - 2000 Words”, n.d. https://studentshare.net/management/379902-case-study-human-resource-management-assignment.
It is seen that a large majority of the individuals who remain unemployed in the economy are either educated poorly or possess inadequate skills, while organizations are increasingly demanding high skilled personnel from the labour market. The consequence of this condition is high labour shortage in the economy.
From these findings, my assumption is that HRM must be a very important part of an organization’s management, because it oversees the most essential assets of the organization: the employees. From my research data, roles of the HRM department are diverse and cover Equal Employment Opportunity, Affirmative Action, employee planning, recruitment, and training, selection, development of human resources, safety and health, compensation and benefits, and employee labor and relation.
The paper includes a discussion on the aspects in which organizations practice HRM and the issues arising after implementation of HRM. The paper includes major discussion on the issues pertinent to job satisfaction of employees, selection of employees on merit basis and uprightness of Human Resource Managers.
One of the major functions of human resource management is to ensure that all decisions and activities that affect the human resources are effectively managed. This includes, recruitment of staff, ensuring that staff is highly motivated through better remuneration, provision of benefits and training among others.
The development of technology has facilitated managers in using self-service tools. The tools help in changing the mutual work of both HR and line managers, altering the types and styles of work that both perform and thus affecting the result of the business.
Morrison is of the opinion that only business attire can lead the workers to achieve a level of professionalism and the casual dresses at workplaces lead the people to indulge in a more casual behaviour. At Career Partner 3, employees are only allowed to wear “business only” dresses.
In doing this, individual employees tend to appreciate and perform their rightful roles in the workplace. Employee retention is a key function in human resource management which is only possible if employees are offered an environment which is conducive to work in.
3 Managing Diversity ………………………………………………………….. 4 Issues and Challenges of Diversity that can pose various HR practices…….. 6 Diversity and Hiring …………………………………………………. 6 Diversity and Management …………………………………………..
Team building helps in improving job satisfaction, motivation, increasing productivity, communication and trust within the team. (Definition of team building, n.d) The team that I worked with recently was very successful as we had good coordination and developed number of goals.
The second difference lies in the manner the Competency-Based Pay is more focused than the traditional Job-Based Pay. This means that the two methodologies have much to understand when coming head to head with one another. The third and last difference between Competency-Based Pay and traditional Job-Based Pay is that the former emphasizes on one particular task at hand while the traditional method was more open, as it involved different tasks as and when these cropped up.
4 Pages(1000 words)Coursework
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