A comprehensive approach needs to be taken by the HR of an organization to align the actions with the organizational strategy because HR processes support the employees to achieve their goals (Righeimer).
Acquisition of the highly skilled and talented workforce should have…
hree expatriates were assigned the positions of Director of Engineering, Manufacturing and Finance however, they had very little knowledge to Chinese market for example, Director of Finance was from Singapore and he did not have much knowledge about Chinese financial system.
Before starting the JV in China Filtration Inc should have also considered the development and maintenance of the competencies of its people especially the expatriates. Although company provided language tutorials to its expatriates and orientation trainings however, to reduce the operational difficulties in an entirely different environment, company did not focus on inadequate health conditions, performance management systems, morale problems and discipline.
To select the expatriates company did not follow any strong selection process. When the company showed its intentions to expand internationally, James showed his interest to his international human resource manager to take part in international assignments. Moreover, he has been showing his interest for international assignments during performance appraisals. When the company planned to start its JV in Tokyo, the company announced to hire a younger, more politically connected fast tracker. The company made a formal announcement and the expatriate position was promoted as a consolation prize. However, no interview or any kind of test was conducted. James was selected entirely based on his long term association with the company and because of his interest. Following is the model presented by Ronen to select an expatriate. The model shows that a company should consider job factors, relational dimensions, motivational stat, family situation and language skills while selecting an expatriate. On the other hand, only motivational state and family situation of James were considered to select him as an expatriate in an entirely different culture of China. Although James was very enthusiastic and motivated for this assignment which makes him a ...
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(“HR Management Essay Example | Topics and Well Written Essays - 750 words”, n.d.)
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(HR Management Essay Example | Topics and Well Written Essays - 750 Words)
“HR Management Essay Example | Topics and Well Written Essays - 750 Words”, n.d. https://studentshare.net/miscellaneous/409632-hr-management.
Many organizations fail to excel in the market because of the poor HRM strategies, even though they have competent workforce. On the other hand many other organizations excel in the market because of the smart HRM strategies even though their workforce is incompetent.
The major cause behind this has been that most of the smaller firms have been considered as an important source of employment generation. In addition to this, the method of managing the personnel can be regarded as important for maintaining the competitive position of the firm as well as the industries.
Ray Korce was the first person who opened first McDonald’s restaurant in USA in 1955 and he made a sale of $ 366.12 on the first day of his operation (Docshare.com). Ever since McDonald’s has colorful; fairly tale like history of evolving growth and it owns the culture of the modern fast food chain today.
The case study of General Electric reveals that taking a strategic approach to H.R.M involves focusing more on strategic issues. A strategic Human Resource Management involves making the function of managing people in the organization the most priority. Strategic human resource management ensures that the needs of people are first met, and in turn this enhances a strong workforce that understands the set goals and objectives of the organization.
Introduction: Human resource department is one of the most important sections of an organisation and corporate firm that serves as the liaison between all the departments of the organisation on the one hand, and responsible for the selection, recruitment, placement, salary
s interests of various stakeholders and the alignment of strategies of the organization that would led towards the attainment of organizational goals. This concept is valuable to me since it provided the theoretical framework for indicating the relevance of HR functions and
Thus, the viable strategy that can be implemented to improve staff morale is motivation of employees. If we are able to motivate our employees, they will be satisfied with their job and they are likely to develop a sense of belonging to the company. Basically,