netrashetty
MP Guru
Always is a brand of feminine hygiene products, including maxi pads, pantiliners, and feminine wipes, produced by Procter & Gamble. It was released in 1983. Always is sold under the name Whisper in Japan, Singapore, India, China, South Korea, Philippines, Pakistan, Thailand and Indonesia, under the name Lines in Italy, under the name Orchid in Turkey, under the name Evax and Ausonia in Spain. Procter & Gamble has global leading position in manufacturing and commercializing feminine hygiene products.
Excellent HRM is more beneficial to the organization rather than cost-cutting strategies in the area of Human Resources. I think the foundation of this proposition is the view of human resources as a source of the company’s competitive advantage. This perspective is also commonly termed as ‘resource-based perspective’. Looking at the firm in a resourced-based view has given birth to the idea that Human Resource can be a source of competitive advantage for the firm. The importance of HR as a source of competitive advantage sprung up from the resourced-based view of the firm, which presents a notion that firms develop competitive advantages through valuable and inimitable internal resources. The resource-based view is a conceptualization of firms as unique bundles of accumulated tangible and intangible resource stocks. Resource stocks are defined as internal attributes, including assets, capabilities, processes, routines, and knowledge, that are tied semi-permanently to or controlled by a firm (Barney 1991; Wernerfelt 1984 cited in Niehaus 1995). Examples of resources according to Niehaus (1995) are brand names, in-house knowledge of technology, employment of skilled personnel, trade contracts, machinery, efficient procedures and capital.
Viewing HRM as a source of competitive advantage provides a strong argument supporting the proposition that in times of economic uncertainty, it is more advantageous to develop excellent HRM practices and procedures instead of cost-cutting. Firms must focus on attracting the right people. Streamlining the recruitment and selection process, will lessen the cost spent on attracting applicants that the company does not need. Attracting the right people will make training of new hires more effective, thereby avoiding the necessity to constantly look for applicants. Effective training and development strategies are expected to increase employee performance. Increased employee performance has positive effects on organizational performance and earnings.
HRM is particularly linked with all the activities that contribute to successfully attracting, developing, motivating, and maintaining a high-performing workforce that adds to an organization’s competitive advantage (Sims 2002, p. 2-3). HRM is involved with the institution and implementation of policies, programs, and procedures that affect the performance, competences, and loyalty of the organization’s workforce. Through these policies and procedures, individuals are attracted, retained, motivated, and developed to perform the work of the organization. It is through these policies and procedures that the organization seeks to mold and shape the actions of the employees to operate successfully, comply with various public policies, provide satisfactory quality of employment, and improve its position in the market place through strengthened ability to compete and serve
Human resource management is the department in an organization that deals with the management of human resources. Also known as personnel management in some organizations, the human resource management deals with employee matters like recruitment, training, wages and salary. The human resource management department is headed by a human resource manager and to become a human resource manager, one has to undergo a human resource management course. Students who take human resource management are required to write many varied academic management papers during their period of study. These papers include management research papers, management essays, management term papers, and management thesis.
To write a good human resource management paper, a student has to carry out a complete market research on different organizations and firms. Therefore, writing these papers is not a simple task since it involves thorough reading and information collection. It is here that we come in to offer students professional human resource management paper writing help and help solve their difficulties in academic writing. Among the papers that we offer students are essays on human resource management, term papers, thesis papers, and reports. We also write other management papers for students in strategic management, process management, quality management, performance management, product management, risk management, system management, stress management, time management, resource management, and restaurant management. We understand that students are faced with many difficulties while writing management papers and we want to help them in achieving their academic qualifications. We have custom writers who write students excellent human resource management papers, business management paper and papers on international business and public administration.
Our writers carry out a research on different business and market characteristics and write you a quality management paper. Come to us when you need a custom written paper in public management, human resource management, project management etc. All the management papers that we write whether they are management term papers, management research papers or management essays are up to date according to the current occurrences and business requirements in the world. From us, you can purchase a human resource management paper either for academic or non academic use. Maybe you need a paper that will help you manage your human resources well, a speech to be presented to your stakeholders or to help you increase your market value. We will write all these kinds of papers for you and at affordable prices.
Contd.
In medical division training is rigorous. once in two year they are examined and if they fail they have to leave the job.
Pharmaceutical business
Minimum 3 weeks induction program
Includes : Product knowledge
Selling skill
Emphasis on analytical skills (forecasting, interpretation)
Preparing him for next position
TRAINING CALENDAR
They decide at the beginning of the year.
Based on general training needs + focused training
It is flexible. Can be changed according to the needs .
There is one corporate calendar
CUT TO THE CHASE
Cost ( actual currency and lost productivity) drove the shift from instructor led training to e-learning.
Real-time, collaboration based learning is the new trend in the non enterprise corporate sector.
Virtual classrooms and labs are ideally suited to gen Y as well as technical professionals, because learners can interact with other learners and or/ instructors and get hands on experience.
MOBILE LEARNING
Advances in mobile device technologies , high speed wireless and 3G cellular networks are propelling mobile learning.
The mobile learning market for content and services is growing by a healthy five-year compound annual growth rate of 27.3 percent for 2006-11.
Learning managers are converting existing training content to mobile formats to reach younger, tech-savvy audiences.
TELE TRAINING
A trainer in a central location teaches groups of employees at remote locations via television hookups.
Eg. Honda America Corp. purchases seminars from the National Technological University for workers.
It is more cost effective to keep workers at home and not pay for them to travel.
VIDEO CONFERENCING
It is used to train employees geographically separated from each other or from the trainer.
Allows people to communicate live via a combination of audio and visual equipments.
Eg. In a program at Texas Instruments, the keypad system lets instructors call on remote trainees and lets the latter respond.
TRAINING VIA THE INTERNET
Many firms let their employees take online courses offered by online course providers such as click2learn.com.
Internal intranets are also used to facilitate computer-based training.
Eg. Silicon Graphics adopted this as distribution costs are zero and trainees could use it 24/7 from any computer.
Eg. Delta Airlines customer service personnel receive about 70% of their training via the internet. It is interactive and reduces absenteeism from work while training.
ELECTRONIC PERFORMANCE SUPPORT SYSTEMS (EPSS)
Sets of computerized tools and displays that
automate training, documentation and phone support
integrate this automation into applications
Provides support that is faster, cheaper and more effective.
Dell introduces about 80 new products every year. It is not possible for the technical support people to know everything about every product. Dell therefore focuses on training people on its rules, culture, values, systems and work processes.
Support systems deliver the rest of what they need to know, when they need it.
When a customer calls about a specific technical problem, a computerized job aid takes the customer through an analytical sequence of questions.
Training Paradox
Train people to the point where you may lose them, and then you won’t lose them.
Excellent HRM is more beneficial to the organization rather than cost-cutting strategies in the area of Human Resources. I think the foundation of this proposition is the view of human resources as a source of the company’s competitive advantage. This perspective is also commonly termed as ‘resource-based perspective’. Looking at the firm in a resourced-based view has given birth to the idea that Human Resource can be a source of competitive advantage for the firm. The importance of HR as a source of competitive advantage sprung up from the resourced-based view of the firm, which presents a notion that firms develop competitive advantages through valuable and inimitable internal resources. The resource-based view is a conceptualization of firms as unique bundles of accumulated tangible and intangible resource stocks. Resource stocks are defined as internal attributes, including assets, capabilities, processes, routines, and knowledge, that are tied semi-permanently to or controlled by a firm (Barney 1991; Wernerfelt 1984 cited in Niehaus 1995). Examples of resources according to Niehaus (1995) are brand names, in-house knowledge of technology, employment of skilled personnel, trade contracts, machinery, efficient procedures and capital.
Viewing HRM as a source of competitive advantage provides a strong argument supporting the proposition that in times of economic uncertainty, it is more advantageous to develop excellent HRM practices and procedures instead of cost-cutting. Firms must focus on attracting the right people. Streamlining the recruitment and selection process, will lessen the cost spent on attracting applicants that the company does not need. Attracting the right people will make training of new hires more effective, thereby avoiding the necessity to constantly look for applicants. Effective training and development strategies are expected to increase employee performance. Increased employee performance has positive effects on organizational performance and earnings.
HRM is particularly linked with all the activities that contribute to successfully attracting, developing, motivating, and maintaining a high-performing workforce that adds to an organization’s competitive advantage (Sims 2002, p. 2-3). HRM is involved with the institution and implementation of policies, programs, and procedures that affect the performance, competences, and loyalty of the organization’s workforce. Through these policies and procedures, individuals are attracted, retained, motivated, and developed to perform the work of the organization. It is through these policies and procedures that the organization seeks to mold and shape the actions of the employees to operate successfully, comply with various public policies, provide satisfactory quality of employment, and improve its position in the market place through strengthened ability to compete and serve
Human resource management is the department in an organization that deals with the management of human resources. Also known as personnel management in some organizations, the human resource management deals with employee matters like recruitment, training, wages and salary. The human resource management department is headed by a human resource manager and to become a human resource manager, one has to undergo a human resource management course. Students who take human resource management are required to write many varied academic management papers during their period of study. These papers include management research papers, management essays, management term papers, and management thesis.
To write a good human resource management paper, a student has to carry out a complete market research on different organizations and firms. Therefore, writing these papers is not a simple task since it involves thorough reading and information collection. It is here that we come in to offer students professional human resource management paper writing help and help solve their difficulties in academic writing. Among the papers that we offer students are essays on human resource management, term papers, thesis papers, and reports. We also write other management papers for students in strategic management, process management, quality management, performance management, product management, risk management, system management, stress management, time management, resource management, and restaurant management. We understand that students are faced with many difficulties while writing management papers and we want to help them in achieving their academic qualifications. We have custom writers who write students excellent human resource management papers, business management paper and papers on international business and public administration.
Our writers carry out a research on different business and market characteristics and write you a quality management paper. Come to us when you need a custom written paper in public management, human resource management, project management etc. All the management papers that we write whether they are management term papers, management research papers or management essays are up to date according to the current occurrences and business requirements in the world. From us, you can purchase a human resource management paper either for academic or non academic use. Maybe you need a paper that will help you manage your human resources well, a speech to be presented to your stakeholders or to help you increase your market value. We will write all these kinds of papers for you and at affordable prices.
Contd.
In medical division training is rigorous. once in two year they are examined and if they fail they have to leave the job.
Pharmaceutical business
Minimum 3 weeks induction program
Includes : Product knowledge
Selling skill
Emphasis on analytical skills (forecasting, interpretation)
Preparing him for next position
TRAINING CALENDAR
They decide at the beginning of the year.
Based on general training needs + focused training
It is flexible. Can be changed according to the needs .
There is one corporate calendar
CUT TO THE CHASE
Cost ( actual currency and lost productivity) drove the shift from instructor led training to e-learning.
Real-time, collaboration based learning is the new trend in the non enterprise corporate sector.
Virtual classrooms and labs are ideally suited to gen Y as well as technical professionals, because learners can interact with other learners and or/ instructors and get hands on experience.
MOBILE LEARNING
Advances in mobile device technologies , high speed wireless and 3G cellular networks are propelling mobile learning.
The mobile learning market for content and services is growing by a healthy five-year compound annual growth rate of 27.3 percent for 2006-11.
Learning managers are converting existing training content to mobile formats to reach younger, tech-savvy audiences.
TELE TRAINING
A trainer in a central location teaches groups of employees at remote locations via television hookups.
Eg. Honda America Corp. purchases seminars from the National Technological University for workers.
It is more cost effective to keep workers at home and not pay for them to travel.
VIDEO CONFERENCING
It is used to train employees geographically separated from each other or from the trainer.
Allows people to communicate live via a combination of audio and visual equipments.
Eg. In a program at Texas Instruments, the keypad system lets instructors call on remote trainees and lets the latter respond.
TRAINING VIA THE INTERNET
Many firms let their employees take online courses offered by online course providers such as click2learn.com.
Internal intranets are also used to facilitate computer-based training.
Eg. Silicon Graphics adopted this as distribution costs are zero and trainees could use it 24/7 from any computer.
Eg. Delta Airlines customer service personnel receive about 70% of their training via the internet. It is interactive and reduces absenteeism from work while training.
ELECTRONIC PERFORMANCE SUPPORT SYSTEMS (EPSS)
Sets of computerized tools and displays that
automate training, documentation and phone support
integrate this automation into applications
Provides support that is faster, cheaper and more effective.
Dell introduces about 80 new products every year. It is not possible for the technical support people to know everything about every product. Dell therefore focuses on training people on its rules, culture, values, systems and work processes.
Support systems deliver the rest of what they need to know, when they need it.
When a customer calls about a specific technical problem, a computerized job aid takes the customer through an analytical sequence of questions.
Training Paradox
Train people to the point where you may lose them, and then you won’t lose them.
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