Hr Practices

In: Business and Management

Submitted By lsoler
Words 520
Pages 3
Discuss what human resource practices you would recommend that Technology Consultants change.
Technology Consultants need to take the time to improve their human resource practices. They need to focus more on personnel practices because they are the ones who reach out to customers’ needs and wants which in turn results in satisfied customers and a profitable organization. They need to also pay closer attention to the selection process. Hiring employees who are qualified and possess the skills necessary for the job is very crucial because it can lead the organization to success or possible failure. Employees need to be hired based on their skills, leadership qualities and commitment not only to the organization itself but also to the customers. The employees hired need to know how to serve their customers in order to produce customer satisfaction. In other words, employees must create value for their customers. Additionally, they need to re-evaluate employee compensation. Employees should receive compensation based on their experience, hard work and dedication to the organization and customer satisfaction. It is unfair to compensate employees who do the minimum required. There are employees who push themselves to the limit because they want personal success and growth within the organization as well as to contribute to the success of the company.
Evaluate how well the company resources practices align with one another.
The company resources practices do not align with one another. Instead of using one specific strategy, they seem to be utilizing different areas of other different strategies. It is evident that they are utilizing the Free Agent Strategy as far as their recruitment and training is involved. The Free Agent Strategy is a strategy used by employers to hire employees on a short term basis who possess specific skills necessary for the completion of a…...

Similar Documents

Hr Practices

...practices.HRM practices refer to organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals (Schuler & Jackson, 1987; Schuler & MacMillan, 1984; Wright & Snell, 1991). HRM practices maydiffer from one organization to another and from one country to another.The next section of the paper will discuss the types of HRM practices, followed by the detailed discussion of the factors affecting HRM practices and various models of HRM practices. The relationship between HRM practices and other important organizational variables is then presented including the HR best practices of Indian companies. The researchers have also developed a conceptual framework on the basis of review of the present studies and implications have been suggested for HR departments. At the end of the paper a synthesis of the review of literature has been given. II. Types of HRM Practices Many researches on HRM practices have been conducted from time to time and researchers have identified different practices by different names. As quoted in (Kok Jan de) , researchers variously refer to certain sets of HRM practices influenced by the HRM profession as “best practice,” Several attempts have been made from time to time by different researchers to identify the type of HRM practices in different sectors. Initially Pfeffer (1994) identified 16 practices which denote best practice. This was......

Words: 1681 - Pages: 7

Hr Practice

...HR PRACTICES OF WIPRO STUDENT UNDERTAKING This is to certify that we have completed the Project titled “H R P r a c t i c e s o f W I P R O ” under the guidance of Prof Sana Danani in partial fulfillment of the requirement for the award of degree of Bachelor of Management Studies at Rizvi College of Arts, Seience & commerce. This is an original piece of work & we have not submitted it earlier elsewhere. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN ACKNOWLEDGEMENT We would like to thank my Project Guide Prof. Sana Danani for her immense guidance, valuable help and the opportunity provided to us to complete the project under his guidance. I would like to thank all faculty members of Rizvi College of Arts, Science & Commerce for guiding and supporting me in the completion of project from time to time. Last but not the least, my gratitude to great almighty and my parents without whose concerned and devoted support the project would not have been the way it is today. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN SUBJECT PROFESSOR (Prof. Sana Danani) CO-ORDINATOR (Furkan Shaikh) CERTIFICATE This is to certify that the project titled “ HR p r a c t i c e s o f W I P R O ” is an academic work done by the following student submitted in the partial fulfillment of the requirement for the award of the degree of bachelor of......

Words: 8695 - Pages: 35

Hr Practices

...Rashard Lewis July 7, 2013 MGT 510 Effective HR Practices In the early 1990’s, the liberalization of India’s economy and growth in international investment increased the demands of legal services for multinational corporations. With this demand, the legal service market in India became more competitive for corporate legal advice. High attrition rate and foreign law firm had become a major issue causing movement of partners and associates amongst legal firms. Singhania and Partners, an Indian national law firm realized the importance of hiring and retaining talent was the source of competitive advantage (Kapoor). The firm developed an effective Human Resource Management system by establishing career growth based on merit, having discussions, and giving recognition to keep employees loyal and motivated. Merit pay systems have an advantage in helping businesses attract and retain top talent. According to the founder of Singhania and Partner, Ravi Singhania stated that a new employee’s salary increased by 50% before the employee receive his first cheque because he provide value to the firm, and he seemed happy (Goyal,2008). High achievers usually prefer to work for organizations where they feel their accomplishments will be acknowledged and rewarded. For established employees, merit compensation helps keep employees who might otherwise leave for better-paying opportunities. This system encourages stronger employees to stay with the company. In Singhania...

Words: 506 - Pages: 3

Hr Practice month, the neonates. In Bangladesh, 14 babies under one month of age die every hour and 120,000 every year. Three quarters of these newborn babies die within their first week of life and almost fifty per cent die within the first 24 hours of birth, with most of these deaths occurring at home. The 1 BDHS 2007 1 Child Survival.docx | UNICEF Bangladesh main causes of these deaths are infection (about 50 per cent), birth asphyxia and low birth weight or pre-term deliveries. The knowledge of caregivers plays a crucial role. Simple life saving newborn care practices could save those babies, such as drying and wrapping, early initiation of exclusive breastfeeding, tactile stimulation and resuscitation, care of eyes, skin and umbilical cord, special care of low birth weight babies and early referral to a trained provider when they are sick. However, most families do not know about these simple care practices. After the neonatal period, acute respiratory infections (ARI), diarrhoea and injuries especially drowning - are the leading causes of death among children under five. In Bangladesh, it is estimated that one in five deaths of children under-five is due to pneumonia2. Only 37 per cent of children affected by ARI were taken to a facility or to a health worker in rural areas in 20073. Many parents simply do not know what services are available, or they are unsure about the quality of care offered. They also tend to think that childhood illnesses are a "natural" part......

Words: 2583 - Pages: 11

Hr Practices

...SECURED: Disclaimer This project report has been prepared by the authors as Students of Human Resource management in “University of management and Technology Lahore” in cooperation with the “HR Department of Shokhat khanam memorial cancer hospital Lahore” for academic purposes only. The views expressed in the report are personal to the students and do not necessarily reflect the view of the hospital or any of its staff or personnel and do not bind the Hospital in any manner. This report is the intellectual property of the university and Hospital and the same or any part thereof may not be used in any manner whatsoever, without express permission of the mentioned authorities in writing. HR PROJECT – PERFORMANCE EVALUATION & APPRAISALS Page 2 Acknowledgments Our first and sincere appreciation goes to Mr.Syed Aly Raza, our subject instructor, for all we have learned from him and for his continuous help and support in all stages of this project. We would also like to thank him for being an open person to ideas, and for encouraging and helping us to shape our interest and ideas. We would like to express our deep gratitude and respect to Mr. M. Ali Khan, HR manager Shoukat khanam memorial cancer hospital for his full support for making this whole project successful. HR PROJECT – PERFORMANCE EVALUATION & APPRAISALS Page 3 Table of contents 1. Executive Summary ……………………………………………………… 6 2. Introduction ………………………………………………………………… 7 2.1. Hospital Profile......

Words: 3764 - Pages: 16

Hr Practices

...Supporting Good Practice in Managing Employment Relations 3MER 1.1 2 internal factors which impact on the employment relationship Pay - It is well known that pay helps to motivate and even retain staff in most cases, but nowadays it is not just the financial rewards that employees are seeking, its possibility of career enhancement and training opportunities. If employees know that they are being appreciated and groomed for greater things then this could have a positive impact on employee and employer relations. Organisational culture – A company’s organisational culture can have a huge impact on employment relations. Some companies may be very strict about work timings; so if an employee were to leave work 10 minutes before they are supposed to, some managers may discipline them for it. Other companies are more relaxed in this approach as they may let employees start work a little late, or early with no threat of a disciplinary. So employee relations could be affected in a positive or negative manner depending on the type of culture that a company adopts. 2 external factors which impact on the employment relationship Technological changes – The advent of new and improved software’s and technologies may impact employment relationship. Employees may feel that their company is not keeping up to date with new technologies and software’s that are constantly being released in order to make peoples jobs easier. Therefore the employee may feel......

Words: 2522 - Pages: 11

Hr Practice

...Anim Poultr Aqua 1.8 B Renat three formu by bu Sou 3 HR mal Health P ry Products- E Products- R Business A ta is one of th decades alrea ulations like t usiness unit of urce: Official R Practices in Products Enrocin Rena Fish, Ren Activities he leading ph ady. With all tablets, capsu f' last year is g l n Renata Lim naquine 10%, harmaceutical the modern ules, syrups, given in Char mited , Biomin pond companies o facilities Ren ointments, cr rt 1. dlife of our country nata manufact reams and inj y which succe tures medicin jections. Sale essfully passe nes in differen es contributio ed nt on 1.9 F In ter Count 2010 Finan Sourc Tabl (Tak Parti No. Tota Tota Net Prof Net p Bonu Sourc 4 HR Financial P rms of turno try. Among t was $5,823,3 ncial performa ce: Official e 1: Corpor ka .000) iculars of Shares al Assets al Liabilities sales [Gross P fit Before Tax profit After T us/Right ce: Internet R Practices in Performan ver Renata r he pharmaceu 362. Renata h ance of last fe rate Operati Profit] x Tax n Renata Lim nce ranks 27th am uticals compa as a growth o ew years is sh ional Result 2010 1,807,480 2,063,325 1,851,205 2,684,956 1,129,603 851,428 mited mong the list any it ranks n of more than 2 hown in chart ts 2009 1,445,98 1,643,10 1,409,72 2,088,28 823,020 603,524 20% ted company no 11th. Turno 20% over last 2. 2008 4 1,156,787 7 1,506,07 7 1...

Words: 10757 - Pages: 44

Hr Practices

...HR PRACTICES: Safe, Healthy and Happy Workplace Creating a safe, healthy and happy workplace will ensure that your employees feel homely and stay with your organization for a very long time. Capture their pulse through employee surveys. Open Book Management Style Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process you can gradually create a culture of participative management and ignite the creative endeavor of your work force.. It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives. Be as open as you can. It helps in building trust & motivates employees. Employee self service portal, Manager on-line etc. are the tools available today to the management to practice this style.  Performance linked Bonuses Paying out bonuses or having any kind of variable compensation plan can be both an incentive and a disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team's success and the individual's performance. Never pay out bonus without measuring performance, unless it is a statutory obligation. 360 Degree Performance Management...

Words: 1041 - Pages: 5

Hr Practices

...influence on enterprises. Moreover rapid development of information technologies affects the process of human resources management in enterprises. The aim of the paper is the analysis of utilization of IT in human resources management in high-tech enterprises in the USA. These practices will be presented in following areas: recruitment and selection, development and training, performance management, motivation, talent management, employee self-service systems. There will be also presented results of studies on the utilization of IT tools in HRM conducted in Polish enterprises. Results of conducted survey shows increasing utilization and variety of IT solutions in all surveyed areas in high-tech enterprises in the USA what caused the crucial influence of HRM process. The level of IT tool implementation in HRM processes taking place in Polish enterprises is low, which, according to enterprises, results from the lack of funds for implementation of this type of solutions. In the future enterprises are planning further implementation due to drawn advantages, consolidate individual HRM processes and implement cloud-based solutions. Keywords: human resources management, information technology, e-HR, HRM practices 1567 1. BACKGROUND 21. century has seen a rapid growth of information technologies in nearly all aspects of human activity and growth of the Internet users which was less than 1% of world population in 1995 and more than 40% in the middle of 2014......

Words: 5003 - Pages: 21

Hr Practice

...Internship Report On Strategies of Human Resource: A Study On Grameenphone Ltd. Submitted To Mr. ShowvonickDatta Lecturer BRAC University Submitted By Salma Sultana Masters of Business Administration (MBA) Id# 10364060 Submission Date: 1 /12 /2013 1 INTERNSHIP RESEARCH REPORT ON ‘Strategies of Human resource: A Study of Grameenphone Limited.’ 2 September , 2013 Mr. ShowvonickDatta Lecturer Brac University Dhaka, Bangladesh Subject: Letter of Transmittal Dear Sir, Attached please find the internship report entitled ‘Strategies of Human Resource: A Study On Grameenphone Ltd’ I have done my internship in Grameenphone Limited during three months attachment period. I did the internship study as a part of my job. The report focuses on the HR (Human Resource Management) strategies of Grameenphone Limited. This report has been submitted in partial fulfillment of the requirements for the degree of Master of Business Administration (MBA), Major in Human Resource Management, Faculty of Business Administration. I hope the report meets your expectation. I will be glad to answer any queries regarding the study and report. Thanking You Sincerely, Salma Sultana ID: 10364060 MBA, Faculty of Business Administration Brac University 3 Letter of Endorsement The Internship Research Report entitled “Strategies of Human Resource: A Study On Grameenphone Ltd.” has been submitted in partial fulfillment of the requirements for the degree of Master of Business Administration (MBA), Major in......

Words: 17128 - Pages: 69

Hr Practices

...greatest achievement of the human spirit is to live up to one’s opportunities and make the most of one’s resources” – Marquis de quotes Vauvenargues 3 Hence, the reality in the organizations of today is that Talent Management function has need to play a more strategic role – Talent Management will have to deal with business issues rather than merely survive as a business support function. Talent Management would have to provide solutions that have a strategic approach be it in talent acquisition or talent management. The Evolution of Human Resources Mid 1990's Employee Champion Administrative Expert Change Agent Strategic Partner Mid 2000's Employee Advocate Functional Expert Strategic Partner Leader * Source – Dave Ulrich, The HR Value Proposition Recommended People Strategy Attracting and retaining talent will be the key deliverables for all People Strategies. The Company’s People Strategy needs to strengthen its ability to attract the right talent at the right cost, create a work environment which encourages meritocracy and creates opportunities for individuals to grow their contributions and skills – be a differentiator, for the company in the talent market. Successful People strategies are anchored strongly in the values and beliefs of the company. The People strategy will have to be lived through the day to day experiences of all employees and provide team members with a quality employment experience. Employment Figures – Software and Services......

Words: 3284 - Pages: 14

Hr Practice

...code Unit review date Understanding Organisations and the Role of Human Resources 31 4 3HRC Sept. 2011 Purpose and aim of unit This core unit provides an introduction to the role of human resources and learning and development (HR/L&D) within an organisation and the environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. This unit is suitable for persons who:  are aspiring to, or embarking on, a career in HR/L&D  are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills  have responsibility for HR/L&D activities and decisions within an organisation without a specialist function  are employees or independent consultants within the field of HR/L&D  wish to understand the role of HR/L&D in the wider, organisational and environmental context. Learning outcomes On completion of this unit, learners will: 1 Understand the purpose of an organisation and its operating environment. 2 Understand the structure, culture and functions of an organisation. 3 Understand how HR activities support an organisation. 1 Equivalents in Ireland = 5; Scotland = 6 CIPD unit 3HRC - Version 2 - 17.03.10 1 Unit content Indicative content is provided for each of the learning outcomes of the unit. The content is ...

Words: 1846 - Pages: 8

Hr Practices

...Management Practices: A Case Study of South Asian Countries Rafique Ahmed Khan Faculty of Management Science Bahria University Karachi, Pakistan Mohammad Khasro Miah School of Business North South University Dhaka, Bangladesh Amir Manzoor Faculty of Management Science Bahria University Karachi, Pakistan ABSTRACT Purpose: The central point of this study was to demonstrate the similarity and difference of Human Resource Management (HRM) practices amongst the countries in South Asia. Through this paper, an in-depth study was undertaken to evaluate the validity of existing HRM practices in South Asian (SA) countries. An effort was made to examine the influences from the economic emergence in South Asia, force of colonization, historical panorama, cultural similarities and dissimilarities, legal, economic and political factors causing the change.. Methodology/Sampling: The study is based on secondary data collected through extensive research on present and past literature available on the topic. Findings: HRM is in a reforming process towards the development of organizational transformation in South Asia. In addition, contextual and contingency factors are determining the outcome of restructuring HRM practices in South Asia, identified as FDI, foreign MNCs’ influence, and bilateral relations among the SAARC members. Practical Implications: Due to cultural impediments, organizations are finding it difficult to implement modern HRM practices in true......

Words: 9043 - Pages: 37

Hr Practices

...Appendix C, a short list can be found that states some of the permitted actions that a registered union can do as stated in the Labour Relations Act. One of such actions is the ability of unions to recruit members in places of work and to be able to hold meetings with them to discuss any arising issues. Also, depending on the number of workers in one place of work that are members of a particular union, that union will have more rights in terms of information disclosure. (International Labour Organization, 2011) Since the union has protected rights even in the constitution, employers must take their relations with the unions of their workers very seriously. Some practices are deemed unfair labour practices whether direct or indirect, and include things such as unfair hiring, firing, demoting, and even disciplinary practices. In these cases, where the worker is part of a union and is reported to the union, a hearing will occur and a verdict instated. If the employer is not content with the verdict, it can appeal the decision it to the Labour Court for a final verdict. This is aligned with the human rights code mentioned above in greater detail. (International Labour Organization, 2011) With unions comes the possibility of strikes, and according to the LRA, employees can be protected with certain rights if various conditions are met under the Act. Within a protective strike, among the rights a worker has are protection from being fired by the employer when returning after a......

Words: 1616 - Pages: 7

Hr Policy and Practices

...Abstract Purpose: The purpose of this report is to study the HR Policies and practices in Stock broking Firms in Investment financial Sector. Methodology: in this study, we intended to assess the HR policies and practices in stock broking companies. Primary data based on three stock broking firms and secondary data based on 10 research paper were analyzed to assess HR policies and practices by stock broking firms. For this study, many factors are consider for further analyzed like recruitment, selection, induction, learning & development, performance appraisal, career progression, rewards, employee recreation. The sample analysis analyzed is constituted of stock broking companies listed on the one of the stock exchange in India. Findings: In stock broking firms, they are used pre-define structure for recruitment and selection. They are also followed all the HR practices and policies which applicable in finance industry as well as other industry. Research limitation: This report is only focused on one sector (investment) and in investment sector only considered 3 stock broking firms for this study. Most of head of the HR manager were in Mumbai, so the collected of the data from subordinate HR managers or rather HR executives. Introduction: HRM contributes to organizational performance in different ways: through sound functional basics, through effective realignment when the external environment changes; and by building an organizational context to that......

Words: 2034 - Pages: 9