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Human Resource Management of Exelon Corporation

Human Resource Management of Exelon Corporation

Discuss Human Resource Management of Exelon Corporation within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Exelon Corporation (NYSE: EXC) is an electricity generating and distributing company headquartered in the Chase Tower in the Chicago Loop ...



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

Exelon Corporation (NYSE: EXC) is an electricity generating and distributing company headquartered in the Chase Tower in the Chicago Loop area of Chicago.[3] It was created in October, 2000 by the merger of PECO Energy Company and Unicom, of Philadelphia and Chicago respectively. Unicom owned Commonwealth Edison. Exelon has 5.4 million electricity customers and serves 485,000 natural gas customers in the Philadelphia suburbs.

In October, 2009 Exelon had full or majority ownership of 17 nuclear reactors in 10 nuclear power plants.[4]

On June 30, 2005 the Federal Energy Regulatory Commission approved the merger of Exelon and Public Service Enterprise Group Inc., a New Jersey utility. Under this merger, Exelon would have become the largest utility in the United States.[5] The two companies later broke off the agreement[6] due to pressure put on the NJ Board of Public Utilities by public interest groups, including New Jersey Citizen Action.[7] The merger sat pending in front of the NJBPU for nineteen months before Exelon concluded that they were fighting a losing battle.


Assessing Personnel Needs

The small business owner should base the firm's personnel policies on explicit, well-proven
principles. Small businesses that follow these principles have higher performance and growth rates
than those that do not follow them. The most important of these principles are






All positions should be filled with people who are both willing and able to do the job.

The more accurate and realistic the specifications of and skill requirements for each
job, the more likely it is that workers will be matched to the right job and, therefore,
be more competent in that job.

A written job description and definition are the keys to communicating job
expectations to people. Do the best job you can! is terrible job guidance.

Employees chosen on the basis of the best person available are more effective than
those chosen on the basis of friendship or expediency.

If specific job expectations are clearly spelled out, and if performance appraisals are
based on these expectations, performance is higher. Also, employee training results

Training is needed
To familiarize the employee with the company’s culture
To increase the employee’s quantity and quality of output
To enable the employee to do new jobs and prevent of his old skills become obsolete
To prepare the employee for promotion to higher jobs
To reduce supervision, wastage and accidents
To build second line workers

Importance of Training
1. Higher productivity
2. Better quality of work
3. Less learning period
4. Cost Reduction
5. Reduced supervision
6. Low accident rate
7. High morale
8. Personal Growth
9. Organizational Climate
Steps in Training Programme
1. Identifying Training Needs- Present Performance – Desired Performance (Accepted Level of Performance)
2. Setting Training Objectives and Policy
3.Designing Training Programme
4. Conducting the Training
5. Follow up and Evaluation
1. State essential qualities of Successful Recruitment Advertisement. And also state how will you spell out Job specification and job description briefly in the AD itself.
2. How will you carry out training need analysis for a medium sized organization?
3. If you are HR Executive of an MNC, How will you retain employees in your organization

The monopoly face is usually utilized to refer to what are generally negative consequences originating from union misrepresentation comparative to what might otherwise be present in a competitive labor market. This face gives emphasis to the function of dealing power, understanding that the capability of unions to remove monopoly benefits for its members is uncovered by the amount of antagonism and limitations on replacement in which both the employer and union face. The typical microeconomic model has unions influencing labor (and product) market results owing to earnings above opportunity expenses. A burden of loss occurs due to the alteration of the wage premium relative factor prices and factor usage. Aside from this, through strikes, prices are distorted independently and losses may occur in unions and productivity will decline in some workplaces. This is primarily brought about by decreased incentives fro workers, restricted managerial prudence and contractual work rules. In a broader sense, any effect that will occur due to unions will be catalogued by the monopoly face. Moreover, there since What Do Unions Do?, literatures gave emphasis on the role of unions on tangible and intangible capital’s tax returns, and profits’ effects, growth and investment.

Last edited by netrashetty; January 25th, 2011 at 03:47 PM..
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