AOL Inc. (NYSE: AOL, stylized as "Aol.", and formerly known as America Online) is an American global Internet services and media company.[4][5] AOL is headquartered at 770 Broadway in New York.[6][7] Founded in 1983 as Control Video Corporation, it has franchised its services to companies in several nations around the world or set up international versions of its services.[8]

AOL is best known for its online software suite, also called AOL, that allowed customers to access the world's largest "walled garden" online community and eventually reach out to the Internet as a whole. At its zenith, AOL's membership was over 30 million members worldwide,[9] most of whom accessed the AOL service through the AOL software suite.

On May 28, 2009, Time Warner announced that it would spin off AOL into a separate public company. The spinoff occurred on December 9, 2009,[10] ending the 8 year relationship between the two companies


An organization's labor force comes from its external labor market - individuals who are actively seeking employment. HRM helps organizations find and keep the best possible fit between their social system and technical system. Organizations need employees with broad skills and strong motivation. Recruiting and selection decisions are especially important for organizations that rely on knowledge workers. Employees' responsibility and authority are given to make decisions regarding all aspects of product development or customer service. HR professionals can support organizational strategies for quality growth and efficiency. Organizations with international operations hire employees in foreign countries, where they operate, as they need knowledge of differences in culture and business practices.
Now-a-days, information system has become a tool for more HR professionals, and often, these systems are provided through the Internet. The widespread usage of the Internet also includes HRM applications. Organizations search for talents, and screening candidates online. Employees may receive training online. The employment relationship takes the form of a psychological contract that describes what employers and employees expect from the employment relationship. The employees are looking for flexible work schedules, comfortable working conditions, greater autonomy, opportunities for training and development, and performance-related financial incentives. For HRM, the changes require planning for flexible staffing levels. Organizations seek flexibility in staffing levels through alternatives to the employment relationship. They may use outsourcing as well as temporary and contract workers.


The traditional functions of HRM now need to be strategically directed towards developing and sustaining organizational capabilities, through activities that overlap with traditional business functions such as finance, marketing, and non-traditional activities, such as knowledge management. Human Resource Information System has great significance in every sector. It can play a virtual role and help the communications process in the organization. Most importantly, organizations can hire and retain the top performers, improve productivity and enhance job satisfaction of the employees. HRM has the responsibility to maximize efficiency and profit, but in the emerging scenario, the role of HR manager is changing rapidly due to changes in government policies, unions, labour legislations and technology. The trends have taken place in the organization, human resource planning, job design, motivation, recruitment, skill development and employee relations. The challenges can be faced by HRM effectively, if proper strategies are implemented. Hence, the role of HRM will be more significant in future due to the emerging scenario.


Through the medium of questionnaires and interviews with the employees we found
valuable insights in the organizational culture of NHA.
Our broad areas in interview and questionnaire were:
Preference for culture:
Based on different parameters, the preferences of the employees for the particular type of
culture were assessed in order to determine the person culture fit.
Satisfaction level:
The effectiveness of an organization depends upon the level of satisfaction of its
employees. Thus questions to determine the satisfaction of their employees and
suggestions for improving the work environment formed any an important part of our
assessment.
Other areas:
· Need denomination
· Motivation factor
· Influence of external factors on organizational behavior
· Employees perception about organization’s culture
The following pages contain the sample questionnaire and interviews that facilitated our
assessment for organizational culture of

Majority of the employees rank their growth need holding prime importance as
their existence needs are being met appropriately by the organization. The esteem and
social needs are almost equally important for them. So we can say that growth needs are
the needs and can be source for NHA to motivate the employees. High growth needs of
employees depicts that organizational culture is not synchronizing with employees’
development needs.
There is mix and match of all the factors influencing the behavior of an employee. The
main driving factors influencing work performance are recreational opportunities and the
influence of superiors over the subordinates.
The employees believe that consistent performance & challenging jobs can get them
sense of achievement and hence recognition and rewards. Thus it is performance that
matters and also the recognition of work by superiors, which drives them to perform
more consistently.
By the answers of employees it indicates that employees rarely engaged with any
recreational activities. Which shows organization is not fulfilling the social needs of
employees.
There is a lack of competition spirit among the employees. They strive to perform better
in order to meet the expectations of their superiors. The work environment is extremely

Most business owners realize that the core of any successful organization is its people. Human resource management is responsible for managing people, so it's natural to understand why it is essential that you have exceptional human resource management practices in place. Today, the business environment is often unpredictable and always competitive. In an article posted recently on The Borneo Post, human resource management is explored in-depth.

According to the article, human resource management once leaned more toward personnel-related tasks such as payroll, record keeping on employees and hiring. In fact, nothing could be truer; today, human resource management consists of much more, and is an integral part of senior management in larger organizations. In recent years, this has become one of the most challenging jobs; those who work in HRM may find themselves recruiting, training and developing employees, building industrial relations, handling compensation and benefits and much more. Human resource management is a complex position that requires exceptional skills and diversity.


What does effective human resource management training consist of? Once completed, individuals should be able to understand and appreciate the role that each and every individual employed by the company plays, and what their contributions are. They should also be able to ascertain how the contributions of various employees relate to the growth and success of the company. Those who train to work in the human resource management arena should be capable of developing their skills, knowledge and abilities so that these skills can be applied to the job.

Today's human resource management courses may offer an individual the opportunity to get a diploma; some courses are so in-depth that those attending may acquire a bachelor's or master's degree. In order to be effective in human resource management, it is essential that those in this career field understand the theories, concepts and applications of the profession. Strategic management, training and development, industrial relations and organizational behavior are just a few of the aspects that fall under Human Resource Management today.


To break it down simply, human resource management is involved in people as a whole. Exceptional people skills is crucial in this role, as this position is one that is involved in attracting the right employee, then developing and rewarding that employee so that they remain with the company and work to build an organization that is competitive and successful. Workforce planning, induction, orientation, performance appraisal and labor relations are other aspects often found in Human Resource Management .

Human resource management is considered a major management activity by many larger corporations, not simply a "personnel" department as it was considered two or three decades ago. Without an effective human resource management team, large companies today would find it difficult if not impossible to staff, train and develop those workers who in essence make up the company and contribute to its success in the business environment. Without the right people, no business will flourish and grow to become one that stands apart from the competitors.
 
Last edited:

jamescord

MP Guru
AOL Inc. (NYSE: AOL, stylized as "Aol.", and formerly known as America Online) is an American global Internet services and media company.[4][5] AOL is headquartered at 770 Broadway in New York.[6][7] Founded in 1983 as Control Video Corporation, it has franchised its services to companies in several nations around the world or set up international versions of its services.[8]

AOL is best known for its online software suite, also called AOL, that allowed customers to access the world's largest "walled garden" online community and eventually reach out to the Internet as a whole. At its zenith, AOL's membership was over 30 million members worldwide,[9] most of whom accessed the AOL service through the AOL software suite.

On May 28, 2009, Time Warner announced that it would spin off AOL into a separate public company. The spinoff occurred on December 9, 2009,[10] ending the 8 year relationship between the two companies


An organization's labor force comes from its external labor market - individuals who are actively seeking employment. HRM helps organizations find and keep the best possible fit between their social system and technical system. Organizations need employees with broad skills and strong motivation. Recruiting and selection decisions are especially important for organizations that rely on knowledge workers. Employees' responsibility and authority are given to make decisions regarding all aspects of product development or customer service. HR professionals can support organizational strategies for quality growth and efficiency. Organizations with international operations hire employees in foreign countries, where they operate, as they need knowledge of differences in culture and business practices.
Now-a-days, information system has become a tool for more HR professionals, and often, these systems are provided through the Internet. The widespread usage of the Internet also includes HRM applications. Organizations search for talents, and screening candidates online. Employees may receive training online. The employment relationship takes the form of a psychological contract that describes what employers and employees expect from the employment relationship. The employees are looking for flexible work schedules, comfortable working conditions, greater autonomy, opportunities for training and development, and performance-related financial incentives. For HRM, the changes require planning for flexible staffing levels. Organizations seek flexibility in staffing levels through alternatives to the employment relationship. They may use outsourcing as well as temporary and contract workers.


The traditional functions of HRM now need to be strategically directed towards developing and sustaining organizational capabilities, through activities that overlap with traditional business functions such as finance, marketing, and non-traditional activities, such as knowledge management. Human Resource Information System has great significance in every sector. It can play a virtual role and help the communications process in the organization. Most importantly, organizations can hire and retain the top performers, improve productivity and enhance job satisfaction of the employees. HRM has the responsibility to maximize efficiency and profit, but in the emerging scenario, the role of HR manager is changing rapidly due to changes in government policies, unions, labour legislations and technology. The trends have taken place in the organization, human resource planning, job design, motivation, recruitment, skill development and employee relations. The challenges can be faced by HRM effectively, if proper strategies are implemented. Hence, the role of HRM will be more significant in future due to the emerging scenario.


Through the medium of questionnaires and interviews with the employees we found
valuable insights in the organizational culture of NHA.
Our broad areas in interview and questionnaire were:
Preference for culture:
Based on different parameters, the preferences of the employees for the particular type of
culture were assessed in order to determine the person culture fit.
Satisfaction level:
The effectiveness of an organization depends upon the level of satisfaction of its
employees. Thus questions to determine the satisfaction of their employees and
suggestions for improving the work environment formed any an important part of our
assessment.
Other areas:
· Need denomination
· Motivation factor
· Influence of external factors on organizational behavior
· Employees perception about organization’s culture
The following pages contain the sample questionnaire and interviews that facilitated our
assessment for organizational culture of

Majority of the employees rank their growth need holding prime importance as
their existence needs are being met appropriately by the organization. The esteem and
social needs are almost equally important for them. So we can say that growth needs are
the needs and can be source for NHA to motivate the employees. High growth needs of
employees depicts that organizational culture is not synchronizing with employees’
development needs.
There is mix and match of all the factors influencing the behavior of an employee. The
main driving factors influencing work performance are recreational opportunities and the
influence of superiors over the subordinates.
The employees believe that consistent performance & challenging jobs can get them
sense of achievement and hence recognition and rewards. Thus it is performance that
matters and also the recognition of work by superiors, which drives them to perform
more consistently.
By the answers of employees it indicates that employees rarely engaged with any
recreational activities. Which shows organization is not fulfilling the social needs of
employees.
There is a lack of competition spirit among the employees. They strive to perform better
in order to meet the expectations of their superiors. The work environment is extremely

Most business owners realize that the core of any successful organization is its people. Human resource management is responsible for managing people, so it's natural to understand why it is essential that you have exceptional human resource management practices in place. Today, the business environment is often unpredictable and always competitive. In an article posted recently on The Borneo Post, human resource management is explored in-depth.

According to the article, human resource management once leaned more toward personnel-related tasks such as payroll, record keeping on employees and hiring. In fact, nothing could be truer; today, human resource management consists of much more, and is an integral part of senior management in larger organizations. In recent years, this has become one of the most challenging jobs; those who work in HRM may find themselves recruiting, training and developing employees, building industrial relations, handling compensation and benefits and much more. Human resource management is a complex position that requires exceptional skills and diversity.


What does effective human resource management training consist of? Once completed, individuals should be able to understand and appreciate the role that each and every individual employed by the company plays, and what their contributions are. They should also be able to ascertain how the contributions of various employees relate to the growth and success of the company. Those who train to work in the human resource management arena should be capable of developing their skills, knowledge and abilities so that these skills can be applied to the job.

Today's human resource management courses may offer an individual the opportunity to get a diploma; some courses are so in-depth that those attending may acquire a bachelor's or master's degree. In order to be effective in human resource management, it is essential that those in this career field understand the theories, concepts and applications of the profession. Strategic management, training and development, industrial relations and organizational behavior are just a few of the aspects that fall under Human Resource Management today.


To break it down simply, human resource management is involved in people as a whole. Exceptional people skills is crucial in this role, as this position is one that is involved in attracting the right employee, then developing and rewarding that employee so that they remain with the company and work to build an organization that is competitive and successful. Workforce planning, induction, orientation, performance appraisal and labor relations are other aspects often found in Human Resource Management .

Human resource management is considered a major management activity by many larger corporations, not simply a "personnel" department as it was considered two or three decades ago. Without an effective human resource management team, large companies today would find it difficult if not impossible to staff, train and develop those workers who in essence make up the company and contribute to its success in the business environment. Without the right people, no business will flourish and grow to become one that stands apart from the competitors.

Hi netra,

Here i am up-loading Annual report on AOL INC., please check attachment below.
 

Attachments

  • Annual report on AOL INC..pdf
    172.6 KB · Views: 0
Top