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Human Resource Management of EMC Corporation

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Netra Shetty
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Human Resource Management of EMC Corporation - January 25th, 2011

EMC Corporation (NYSE: EMC), a Financial Times Global 500, Fortune 500 and S&P 500 company[1], develops, delivers and supports information infrastructure and virtual infrastructure hardware, software, and services. EMC is headquartered in Hopkinton, Massachusetts, USA.[2]

Former Intel executive Dick Egan and his college roommate, Roger Marino, founded EMC in 1979. The company’s name, EMC, stands for the initials of the founders, and an unknown third individual who has remained nameless. "EMC Corporation" is the Company's full name.[3]

EMC stock went public on April 4, 1986 at a price of $16.50 per share


To effective utilization of the human resources
To establish and maintain an organizational structure
To secure integration to the individuals and organization by reconciling individual group goals
To generates maximum development of individuals groups
To recognize and satisfy individual needs and group goals
To maintain high morale and better human relations
To develop and maintain a quality of work life
To establish and maintain productive self-respecting working relationships


To ensure optimum use of existing HR
To forecast future requirements for HR
To provide control measures
To link HRP with Organisational Planning
To determine levels of Recruitment and Training


To estimate cost of Hr and Housing needs of Employees
To provide a basis for MDP
To facilitate productivity Bargaining
To meet the needs of Expansion and Diversification programmes
To assess shortage and surplus of Hr

When we talk about HRM activities, we tend to focus on what the HR office, itself, is doing even
though we recognize that supervisors would bear the responsibility of HR decisions in an ideal
world. After all, NPR advocated deregulation and delegation and the downsizing and out-
sourcing of HR office activities so that human resources management could take place at the line
level, making it more responsive to mission-related needs. Additionally, the HR staff would be
able to devote more time to broader organizational issues, thereby improving its contribution to
mission accomplishment.

Unfortunately, deregulation and delegation, as reported in OPM’s 1997 special study, Deregu-
lation and Delegation of Human Resources Management Authority in the Federal Government,
have not taken hold as quickly or thoroughly as was hoped. HR is still doing most of the HR-
related work and is the nerve center for HRM activities. That is why the focus of this section is
on the HR office and what it does to support mission accomplishment.

So what are HR’s contributions toward mission accomplishment? Although most line managers
we interviewed cannot describe precisely which HR activities support specific agency strategic
goals, they recognize that they could not accomplish their mission without HR’s help. Ironically,
the areas most often mentioned by managers as HR’s most valued contributions are also the areas
they feel need the most improvement: recruitment and staffing, employee development, and
employee relations. They would like to see HR become more involved and innovative in these
areas, but they also admit that it would be extremely difficult for them to get their jobs done
without the help HR already provides. An interesting example of innovative staffing is the Federal
Emergency Management Agency’s Automated Disaster Deployment System
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James Cord
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Re: Human Resource Management of EMC Corporation - March 29th, 2016

Quote:
Originally Posted by netrashetty View Post
EMC Corporation (NYSE: EMC), a Financial Times Global 500, Fortune 500 and S&P 500 company[1], develops, delivers and supports information infrastructure and virtual infrastructure hardware, software, and services. EMC is headquartered in Hopkinton, Massachusetts, USA.[2]

Former Intel executive Dick Egan and his college roommate, Roger Marino, founded EMC in 1979. The companyís name, EMC, stands for the initials of the founders, and an unknown third individual who has remained nameless. "EMC Corporation" is the Company's full name.[3]

EMC stock went public on April 4, 1986 at a price of $16.50 per share


To effective utilization of the human resources
To establish and maintain an organizational structure
To secure integration to the individuals and organization by reconciling individual group goals
To generates maximum development of individuals groups
To recognize and satisfy individual needs and group goals
To maintain high morale and better human relations
To develop and maintain a quality of work life
To establish and maintain productive self-respecting working relationships


To ensure optimum use of existing HR
To forecast future requirements for HR
To provide control measures
To link HRP with Organisational Planning
To determine levels of Recruitment and Training


To estimate cost of Hr and Housing needs of Employees
To provide a basis for MDP
To facilitate productivity Bargaining
To meet the needs of Expansion and Diversification programmes
To assess shortage and surplus of Hr

When we talk about HRM activities, we tend to focus on what the HR office, itself, is doing even
though we recognize that supervisors would bear the responsibility of HR decisions in an ideal
world. After all, NPR advocated deregulation and delegation and the downsizing and out-
sourcing of HR office activities so that human resources management could take place at the line
level, making it more responsive to mission-related needs. Additionally, the HR staff would be
able to devote more time to broader organizational issues, thereby improving its contribution to
mission accomplishment.

Unfortunately, deregulation and delegation, as reported in OPMís 1997 special study, Deregu-
lation and Delegation of Human Resources Management Authority in the Federal Government,
have not taken hold as quickly or thoroughly as was hoped. HR is still doing most of the HR-
related work and is the nerve center for HRM activities. That is why the focus of this section is
on the HR office and what it does to support mission accomplishment.

So what are HRís contributions toward mission accomplishment? Although most line managers
we interviewed cannot describe precisely which HR activities support specific agency strategic
goals, they recognize that they could not accomplish their mission without HRís help. Ironically,
the areas most often mentioned by managers as HRís most valued contributions are also the areas
they feel need the most improvement: recruitment and staffing, employee development, and
employee relations. They would like to see HR become more involved and innovative in these
areas, but they also admit that it would be extremely difficult for them to get their jobs done
without the help HR already provides. An interesting example of innovative staffing is the Federal
Emergency Management Agencyís Automated Disaster Deployment System
hello friend,

I also got some information on Annual Report of EMC - Corporation and would like to share it with you and other student's. So please download and check it.
Attached Files
File Type: pdf Annual Report of EMC - Corporation.pdf (2.79 MB, 0 views)
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