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Human Resource Management of AskMeNow

Human Resource Management of AskMeNow

Discuss Human Resource Management of AskMeNow within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; AskMeNow Inc. was an American public corporation, specializing in mobile search and mobile advertising. The Irvine, California based company officially ...

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Human Resource Management of AskMeNow
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Netra Shetty
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netrashetty
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Human Resource Management of AskMeNow - January 24th, 2011

AskMeNow Inc. was an American public corporation, specializing in mobile search and mobile advertising. The Irvine, California based company officially launched in November 2005 and ceased operations in late 2008. AskMeNow's primary offering was a consumer mobile search product which utilized proprietary technology to offer a natural language based interaction and dynamic content provision platform.


There has been examples of new practices being introduced, such as performance appraisal, performance related pay, training and development, mentoring, management of change, organizational design and so on. In only some scenarios of these Kuwaiti organizations are among the implementation of innovative HRM practices perceived to be successful and that often the applications of Anglo-American practices were being associated with pure Kuwaiti organizations. Indeed, there was strong evidence of HRM being embedded in these Kuwaiti organizations and lots of examples of properly executing Western HRM practices into career development motivation as directly as possible. Thus, at National Bank of Kuwait for instance, HRM practices reported were better use of performance appraisals, the willingness to take responsibility, compensate and reward equality, respect of job titles, understanding of business team and the effective matching of human resource values with enduring traits of the Western regime. Aside, certain HRM issues have inhibited management and economic development in Kuwait and stained the country's image. With respect to linking HRM practices to organizational goals, human resource planning is the thread that ties together all other human resource activities, integrating them with the rest of the organization (Kleiman, 2007, p. 56) and that the use of technology is encouraging because human resources information systems and other technologies have streamlined the processing of data, making organization HR information more readily available for assessment



BENEFITS AND SERVICES AT LTD


 INSURANCE:-

-Group life insurance of all the employees, regardless of the health or physical conditions is undertaken by the company. The company pays the 100% of the base premium. The amount of life insurance is of employee’s 2 year salary.

 EMPLOYEE SAFETY AND HEALTH:-

-To ensure total safety at the work place, various measures are taken at LTD.

-A full body protective suit along with a helmet is a prerequisite before entering the WORKS
( Plant site).

-Proper glasses to protect the eyes and face from fire are provided.

-Due to immense heat at the site huge fans run round the clock to ensure relief to the employees.

-A fully equipped paramedical staff in case of emergency (considering the risk from fire) is always kept ready round the clock at the doorstep of WORKS.

-There is a well equipped dispensary with expert doctors and support staff to ensure quick treatment.

-A staff of firefighter with latest fire fighting tools are employed at the site considering high danger from fire.

 WORK PLACE RESTRICTIONS:-

-Alcoholism at work place is strict no at the SHAH ALLOY PREMISES.

-Violence at work place to settle scores are strongly prohibited and strict disciplinary actions are taken against them those do.


PERFORMANCE APPRAISAL


-At LTD. the PERFORMANCE APPRAISAL quite simple and straight forward.

- Any employee’s performance appraisal is carried out by his respective department head in a specific manner.

- The performance appraisal is carried out only for the employees who have completed minimum one year at the company.

- The Graphic Rating Scale Method is used for performance appraisal.

- Each employee is being evaluated each year through this method by his Department Head.

- A minimum score is pre-determined for any kind of promotion.

- Apart from this, rater’s discretion also has a great role to play, which depends on the type of image of the employee that has been created in mind of the doctor.

- PERFORMANCE APPRAISALS interviews are also taken. To check the level of confidence that the employees possess interview is best way of gauging.








UNIQUE HR PRACTICES AT LTD


-In most of the organizations, development needs are identified as a part of performance appraisal. In that case an employee is more bothered about the assessment grade he would get and the superior would focus more on the assessment message he would be required to give. Focus on rewards from both the sides generally dilutes the focus on development need identification.

-Every year in the month of January, employee & HOD meet for 2 hours away from workplace.

-In the meeting the employee is encouraged to share his developmental needs, the support he wants from the organization, from his superior and the type of support he will generate himself.

-After that the HOD provides the feed back to the employee on the plan of development.

-After the meeting HOD provides the data of developmental needs of the employees to HRD department.

-Based on these inputs, HRD department prepares development calendar for the complete year. As a part of this unique practice each individual employee is given commitment letter.



Your Development Is My Concern - A unique practice at Ltd. where appraisal and development needs are separated.

In most of the organizations, development needs are identified as a part of performance appraisal. In that case an employee is more bothered about the assessment grade he would get and the superior would focus more on the assessment message he would be required to give. Focus on rewards from both the sides generally dilutes the focus on development need identification.

At Ltd, they have separated out these two major exercises. i.e. performance assessment and development need identification.

Every year in the month of January, employee & HOD meet for 2 hours away from workplace. In the meeting the employee is encouraged to share his developmental needs, the support he wants from the organization, from his superior and the type of support he will generate himself. After that the HOD provides the feed back to the employee on the plan of development. After the meeting HOD provides the data of developmental needs of the employees to HRD department. Based on these inputs, HRD department prepares development calendar for the complete year. As a part of this unique practice each individual employee is given commitment letter communicating him about the date of his development programs in advance.

The program has contributed substantially towards creating open, very warm and encouraging work environment.
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