Ashland Inc. (NYSE: ASH) is a Fortune 500 company which operates in more than 100 countries throughout the world. Presently based in Covington, Kentucky, in the United States, the company traces its roots back to Ashland, Kentucky (for which it is named).


A wide variety of activities are included in human resource management . Key factors among them are to decide the staffing that is required for smoothly running the enterprise. Entrepreneurs can use independent contractors to hire the employees or recruit such employees directly on their own efforts.

Besides recruitment and finding the best talents, another aspect of the HRM is appropriate training. Quality training can render even the insipid people skillful and they can turn out to be assets for the enterprise. At the same time training the best employees will ensure very high performance level.

Entrepreneurs and employers have to deal with the performance issues. Ensuring such personnel and management practices would conform to various regulations. Management of approach to employee's benefits as well compensation paid to them is a vital aspect of human resource management process.

While small enterprises have to carry out these tasks on their own, larger enterprises usually have full fledged HRM wings to deal with such issues. Thus the options before an entrepreneur are to either obtain full time experts services or do it themselves recruiting specialists as their employees.

An important aspect of H R management is also formulation of effective human resource management policy. Such policies will not only encompass necessary rules and regulations but also various other aspects like the welfare of the employees. Very often the code of conduct and benefits provided are supplied to employees in form of employee's manuals.
It is also expedient understanding the basic differences between the human resource development and its management. Resource development is basically a profession.

Resource management is often the integral part of such development process. A range of activities are taken up by enterprises to develop personnel in the organization. Such activities include career development, training, and organizational development.

Major conceptual changes have taken place in the field of HRM and HRD during the past two three decades. In the past HRM involved management of paper works for recruitment and engagement of personnel. Today the respective human resources departments not only look after recruitment but many others. These other aspects include staffing, training as well as helping personnel management.

RECRUITS AT WORKS


-As the employees at WORKS basically deal with the technicalities of the production, their training sessions largely differs from the recruits at corporate office.

-The training sessions from day 1 are purely technical, including every minute detail from specification of raw materials to large furnaces.

-A group of 10 recruits undergo a training of 1 month under the mentorship of an experienced employee at a senior position.

-The training sessions mainly concentrates on the various specifications and settings of the large appliances such as heating furnaces and others such as

Billet-Bloom Caster- 6/11 meter radius bow type billet - bloom casting machine, capable of casting 100mm Square to 160mm square section (fully closed)

Slab Caster-7 Meter radius slab caster. The widest in India for stainless steel slab caster from 200mm to 1800mm wide and in 140mm thickness to 160mm thickness

-Due to very high costs involved in these giant appliances and large production batches, a very small mistake in the using or setting them up, can cause huge financial losses.
-Thus this kind of complications is widely covered up in the training sessions.

The three Kuwaiti organizations: Joint Venture Turner-Projacs, National Bank of Kuwait and The New Mowasat Hospital can adhere to the following Anglo-American HRM practices since, in one way or the other Kuwaiti organizations have been influenced by the presence of solid Western HRM practice that is why their business environment is still a crucial and effective factor to these organizations. There can be arguments as to how Joint Venture Turner-Projacs and other organizations included in this report have develop or use HRM practices that varies from the need to integrate proper selection and training as these practice are in pursuit of HR functions. For one, these organizations may empower such explicit human resource policy goals as well as practice integration that are being supported by HR techniques across Turner-Projacs, National Bank of Kuwait and The New Mowasat Hospital in their HR practices areas leading to the development of innovative and work oriented organization. For example, Boxall and Purcell (2000), have asserted that, desirable work conditions, such as high pay, job security and strong internal development, are very relevant to knowledge based economies, go on to infer that people management practices that do not align with the philosophy of HRM can still fit with corporate strategy. For example, they suggest that for certain low skilled jobs, strategies to develop employee commitment may not be cost-effective, the extent to which HRM practices contribute to have desirable effective outcomes for selection, socialization, training and so on and so forth and how the introduction of these HRM practices to the three Kuwaiti organizations are being viewed by the employees, by applying every important concepts ideally as possible (Budhwar and Mellahi, 2006). Turner-Projacs for example if you dig deeper into the policies pertaining to people management it can be that, the organization have approached selection sown to compensation and rewards have put more weight into applications of the human resource as there is focusing on particular policies, within the context of the company’s overall personnel practices.


(B) TRAINING FOR EXISTING EMPLOYEES ( ON THE JOB TRAINING)



-On the job training for existing employees is carried out every month for one or two days.

- HRM department communicates each month the details of the training sessions to be held.

- The batch size of this training program does not cross 35.

-On the basis of the contents of training program to be held, the respective heads of each department decide which employees of his department are in need of this training and accordingly authorize them for the purpose.
-A maximum of 2-3 employees from each department are scheduled to be trained each month.

- Professional and experts from various departments are being called to deliver technical and motivational lectures in such training sessions.

- Such training involves a cost of above Rs. 10000 per day.
 

jamescord

MP Guru
Ashland Inc. (NYSE: ASH) is a Fortune 500 company which operates in more than 100 countries throughout the world. Presently based in Covington, Kentucky, in the United States, the company traces its roots back to Ashland, Kentucky (for which it is named).


A wide variety of activities are included in human resource management . Key factors among them are to decide the staffing that is required for smoothly running the enterprise. Entrepreneurs can use independent contractors to hire the employees or recruit such employees directly on their own efforts.

Besides recruitment and finding the best talents, another aspect of the HRM is appropriate training. Quality training can render even the insipid people skillful and they can turn out to be assets for the enterprise. At the same time training the best employees will ensure very high performance level.

Entrepreneurs and employers have to deal with the performance issues. Ensuring such personnel and management practices would conform to various regulations. Management of approach to employee's benefits as well compensation paid to them is a vital aspect of human resource management process.

While small enterprises have to carry out these tasks on their own, larger enterprises usually have full fledged HRM wings to deal with such issues. Thus the options before an entrepreneur are to either obtain full time experts services or do it themselves recruiting specialists as their employees.

An important aspect of H R management is also formulation of effective human resource management policy. Such policies will not only encompass necessary rules and regulations but also various other aspects like the welfare of the employees. Very often the code of conduct and benefits provided are supplied to employees in form of employee's manuals.
It is also expedient understanding the basic differences between the human resource development and its management. Resource development is basically a profession.

Resource management is often the integral part of such development process. A range of activities are taken up by enterprises to develop personnel in the organization. Such activities include career development, training, and organizational development.

Major conceptual changes have taken place in the field of HRM and HRD during the past two three decades. In the past HRM involved management of paper works for recruitment and engagement of personnel. Today the respective human resources departments not only look after recruitment but many others. These other aspects include staffing, training as well as helping personnel management.

RECRUITS AT WORKS


-As the employees at WORKS basically deal with the technicalities of the production, their training sessions largely differs from the recruits at corporate office.

-The training sessions from day 1 are purely technical, including every minute detail from specification of raw materials to large furnaces.

-A group of 10 recruits undergo a training of 1 month under the mentorship of an experienced employee at a senior position.

-The training sessions mainly concentrates on the various specifications and settings of the large appliances such as heating furnaces and others such as

Billet-Bloom Caster- 6/11 meter radius bow type billet - bloom casting machine, capable of casting 100mm Square to 160mm square section (fully closed)

Slab Caster-7 Meter radius slab caster. The widest in India for stainless steel slab caster from 200mm to 1800mm wide and in 140mm thickness to 160mm thickness

-Due to very high costs involved in these giant appliances and large production batches, a very small mistake in the using or setting them up, can cause huge financial losses.
-Thus this kind of complications is widely covered up in the training sessions.

The three Kuwaiti organizations: Joint Venture Turner-Projacs, National Bank of Kuwait and The New Mowasat Hospital can adhere to the following Anglo-American HRM practices since, in one way or the other Kuwaiti organizations have been influenced by the presence of solid Western HRM practice that is why their business environment is still a crucial and effective factor to these organizations. There can be arguments as to how Joint Venture Turner-Projacs and other organizations included in this report have develop or use HRM practices that varies from the need to integrate proper selection and training as these practice are in pursuit of HR functions. For one, these organizations may empower such explicit human resource policy goals as well as practice integration that are being supported by HR techniques across Turner-Projacs, National Bank of Kuwait and The New Mowasat Hospital in their HR practices areas leading to the development of innovative and work oriented organization. For example, Boxall and Purcell (2000), have asserted that, desirable work conditions, such as high pay, job security and strong internal development, are very relevant to knowledge based economies, go on to infer that people management practices that do not align with the philosophy of HRM can still fit with corporate strategy. For example, they suggest that for certain low skilled jobs, strategies to develop employee commitment may not be cost-effective, the extent to which HRM practices contribute to have desirable effective outcomes for selection, socialization, training and so on and so forth and how the introduction of these HRM practices to the three Kuwaiti organizations are being viewed by the employees, by applying every important concepts ideally as possible (Budhwar and Mellahi, 2006). Turner-Projacs for example if you dig deeper into the policies pertaining to people management it can be that, the organization have approached selection sown to compensation and rewards have put more weight into applications of the human resource as there is focusing on particular policies, within the context of the company’s overall personnel practices.


(B) TRAINING FOR EXISTING EMPLOYEES ( ON THE JOB TRAINING)



-On the job training for existing employees is carried out every month for one or two days.

- HRM department communicates each month the details of the training sessions to be held.

- The batch size of this training program does not cross 35.

-On the basis of the contents of training program to be held, the respective heads of each department decide which employees of his department are in need of this training and accordingly authorize them for the purpose.
-A maximum of 2-3 employees from each department are scheduled to be trained each month.

- Professional and experts from various departments are being called to deliver technical and motivational lectures in such training sessions.

- Such training involves a cost of above Rs. 10000 per day.

hey buddy,

Please check attachment for Study Report on Ashland Inc., so please download and check it.
 

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