: Worlds Leading Management Portal. MBA | Classroom, Boardroom and Beyond

Go Back Forums > Projects HUB for Management Students ( MBA Projects and dissertations / BMS Projects / BBA Projects > PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT > Human Resources Management (H.R)

Human Resource Management of Harley-Davidson

Human Resource Management of Harley-Davidson

Discuss Human Resource Management of Harley-Davidson within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Harley-Davidson (NYSE: HOG, formerly HDI[3]), often abbreviated H-D or Harley, is an American motorcycle manufacturer. Founded in Milwaukee, Wisconsin, during ...



LinkBack Thread Tools Display Modes
Human Resource Management of Harley-Davidson
 (1 (permalink))
Netra Shetty
netrashetty is on a distinguished road
Student of PGDM at Mats Institute of Management and Entrepreneurship
Bangalore, Karnataka
Management Paradise Guru
Status: Offline
Posts: 4,857
Join Date: Dec 2010
Human Resource Management of Harley-Davidson - January 27th, 2011

Harley-Davidson (NYSE: HOG, formerly HDI[3]), often abbreviated H-D or Harley, is an American motorcycle manufacturer. Founded in Milwaukee, Wisconsin, during the first decade of the 20th century, it was one of two major American motorcycle manufacturers to survive the Great Depression.[4] Harley-Davidson also survived a period of poor quality control and competition from Japanese manufacturers.[5]

The company sells heavyweight (over 750 cc) motorcycles designed for cruising on the highway. Harley-Davidson motorcycles (popularly known as "Harleys") have a distinctive design and exhaust note. They are especially noted for the tradition of heavy customization that gave rise to the chopper style of motorcycle.[6] Except for the modern VRSC model family, current Harley-Davidson motorcycles reflect the styles of classic Harley designs. Harley-Davidson's attempts to establish itself in the light motorcycle market have met with limited success and have largely been abandoned since the 1978 sale of its Italian Aermacchi subsidiary.

Harley-Davidson sustains a loyal brand community which keeps active through clubs, events, and a museum. Licensing of the Harley-Davidson logo accounts for almost 5% of the company's net revenue.

By means of effectively managing HRM, organizations can gain a competitive advantage over their competitors. Competitive advantage, in brief, is the superior marketplace position relative to its competition through cost leadership and product differentiation (Porter, 1985). Cost leadership is achieved when organizations provides same service or product as its competitors at a lower cost perhaps through the use of technology, more efficient methods and cut overhead costs. When this service or product is preferred by the consumers to bur, then occurs product differentiation. HRM practices can be an important source of competitive advantage by means of the creation of both cost leadership and product differentiation. There are two paths into which HRM is linked with competitive advantage. On the one hand, the direct path wherein HRM-related costs comprise a significant portion of organizational expenses and doing best in this area provides financial advantage.

On the other, the indirect path (Figure 1) wherein in between HRM practices and competitive advantage there is employee- and organization-centered outcomes. HRM practices are centered on achieving high levels of competence, motivation and work-related attitudes resulting to output, employee retention, legal compliance and company reputation or image. The premise is that HRM practices are less susceptible to imitation and thus the competitive advantage gained through this is more sustainable. To wit, organizations are very particularly and are increasingly aware of the importance of protecting knowledge and intelligence. Even if such practices have been pirated, the impact would not be very acceptable.

Where the organization does its own printed advertising it is useful if it has some identifying logo as its trade mark for rapid attraction and it must take care not to offend the sex, race, etc. antidiscrimination legislation either directly or indirectly. The form on which the applicant is to apply (personal appearance, letter of application, completion of a form) will vary according to the posts vacant and numbers to be recruited.
It is very desirable in many jobs that claim about experience and statements about qualifications are thoroughly checked and that applicants unfailingly complete a health questionnaire (the latter is not necessarily injurious to the applicant’s chance of being appointed as firms are required to employ a percentage of disabled people).
Before letters of appointment are sent any doubts about medical fitness or capacity (in employments where hygiene considerations are dominant) should be resolved by requiring applicants to attend a medical examination. This is especially so where, as for example in the case of apprentices, the recruitment is for a contractual period or involves the firm in training costs.
Interviewing can be carried out by individuals (e.g. supervisor or departmental manager), by panels of interviewers or in the form of sequential interviews by different experts and can vary from a five minute 'chat' to a process of several days. Ultimately personal skills in judgment are probably the most important, but techniques to aid judgment include selection testing for:
 Aptitudes (particularly useful for school leavers)
 Attainments
 General intelligence
(All of these need skilled testing and assessment.) In more senior posts other techniques are:
 Leaderless groups
 Command exercises
 Group problem solving
(These are some common techniques - professional selection organizations often use other techniques to aid in selection.)
Training in interviewing and in appraising candidates is clearly essential to good recruitment. Largely the former consists of teaching interviewers how to draw out the interviewee and the latter how to xratex the candidates. For consistency (and as an aid to checking that) rating often consists of scoring candidates for experience, knowledge, physical/mental capabilities, intellectual levels, motivation, prospective potential, leadership abilities etc. (according to the needs of the post). Application of the normal curve of distribution to scoring eliminates freak judgments
Friends: (0)
Reply With Quote
Your Friendly Helper
Rep Power: 10MBA Helper
Automatic Reply for links related to your post

Hello, I am your friendly Helper. Check the related links below which might be of your interest.
Not a Member Yet ?? Sign Up Now. Click Here and If you are looking for something? Search the Forums

Do you need help with your Research Report ? Ask for Help or Help Others and create your network. Give back to the community by sharing your knowledge in terms of notes, research reports, discussions, articles etc..
Help Yourself and Help Others
Ask us, we are here to help

Related to Human Resource Management of Harley-Davidson

Similar Threads

Thread Thread Starter Forum Replies Last Post
Customer Relationship Management of Harley-Davidson Anjali Khurana Marketing Management 1 June 29th, 2015 10:40 PM
Supply Chain Management of Harley-Davidson, Inc. Netra Shetty Elements Of Logistics 1 June 16th, 2015 08:33 PM
harley davidson Intro harley davidson Introduce Yourself !! 0 January 7th, 2010 11:25 PM
Harley Davidson PPT - Required Rohit Nayyar Marketing Management 1 November 5th, 2008 01:17 PM
Harley Davidson Vs God gmanupch LaUghTeR AccEleRatED , Just CHILL !! 0 June 30th, 2008 06:13 PM
Re: Human Resource Management of Harley-Davidson
 (2 (permalink))
Business Education
Business-education is on a distinguished road
Student of BMM
Mumbai, Maharashtra
Management Paradise Guru
Status: Offline
Posts: 4,331
Join Date: Jun 2012
Re: Human Resource Management of Harley-Davidson - June 24th, 2015

Harley and Davidson, the name itself has the status and quality. They have positioned impeccably and managed to maintain that. It targets adventurous youth. They are closely followed by Royal enfiled but, both are sharing honey and creamy market. Youths go gaga and just have only crave is that to buy Harley- Davidson bike.
Friends: (0)
Reply With Quote


area of hrm, career development, career management, career path, career planning, company in us, fringe benefits, harleydavidson, hrm of us company, hrm practices, human, human resource management, induction process, job evaluation, job rotation, management, orientation process, performance appraisal, personnel management, recruitment process, resource, staffing process, strategic hrm, training development

Thread Tools
Display Modes

Posting Rules
You may not post new threads
You may not post replies
You may not post attachments
You may not edit your posts

BB code is On
Smilies are On
[IMG] code is On
HTML code is On
Trackbacks are On
Pingbacks are On
Refbacks are Off

Forgot Password?  New User?

» Recent Threads

B.Plan/M.Plan Programs...
Last post by Bhautik Kawa
5 Minutes Ago 01:19 PM
0 Replies
M.S (by research)/Ph.D....
Last post by Bhautik Kawa
10 Minutes Ago 01:14 PM
0 Replies
Distance UG/PG Programs...
Last post by Bhautik Kawa
16 Minutes Ago 01:07 PM
0 Replies
mba best books ( 1 2 3... Last Page)
Last post by Bhautik Kawa
36 Minutes Ago 12:48 PM
120 Replies
Last post by Grand Admiral
7 Hours Ago 06:21 AM
3 Replies

» Ads is not responsible for the views and opinion of the posters. The posters and only posters shall be liable for any copyright infringement.

Management Paradise
About Us
Contact Us
Kartik Raichura
Terms & Conditions
Privacy Policy
Copyright © 2004 - 2016 Management Paradise. A Management Paradise Venture