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


Go Back   ManagementParadise.com Forums - Your MBA Online Degree Program and Management Students Forum for MBA,BMS, MMS, BMM, BBA, students & aspirants. > 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 KPMG

Human Resource Management of KPMG

Discuss Human Resource Management of KPMG within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; KPMG is one of the largest professional services firms in the world and one of the Big Four auditors, along ...

Reply

 

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

KPMG is one of the largest professional services firms in the world and one of the Big Four auditors, along with Deloitte, Ernst & Young (EY) and PwC. Its global headquarters is located in Amstelveen, Netherlands.[1]

KPMG employs 138,000 people[3] and has three lines of services: audit, tax, and advisory.

The business and market environment had indeed gone through various transitions. The rises of different opportunities as well as innovations enable various companies to extent and expand their operations in the international market. The changes in the external environment of local firms also led to transition in the business approaches and strategies. To be able to adapt to the demands of the global business operations, specifically the diversity of the people, the management of international companies should modify their business approach. Accordingly, this modern management approach is made of approaches which enable industries to gain foreign market entry and operate effectively alongside with other multinational and international industries. One of the most important factors of international management is the human resources.

Various studies have shown that to be able to manage the employees utilising the international strategy, the management of the company must be involved in empowering their culturally diverse human resources. Different human resource management approach is available for international operations. In this regard, businesses must be able to achieve a considerable level of organisational culture, IHRM issues and globalisation effects. The main goal of this paper is to determine how to improve employee hiring, retaining and promotion in the IHRM of international businesses were affected by globalisation.

Human resources management involves several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company.[15]
 Workforce planning
 Recruitment (sometimes separated into attraction and selection)
 Induction, Orientation and Onboarding
 Skills management
 Training and development
 Personnel administration
 Compensation in wage or salary
 Time management
 Travel management (sometimes assigned to accounting rather than HRM)
 Payroll (sometimes assigned to accounting rather than HRM)
 Employee benefits administration
 Personnel cost planning
 Performance appraisal
 Labor relations

HRM strategy
An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organization's HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies, however all of these functional areas of HRM need to be aligned and correlated, in order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas.
An HRM strategy typically consists of the following factors:-
 "Best fit" and "best practice" - meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organizational goals, an organization's HRM strategy seeks to accomplish such management by applying a firm's personnel needs with the goals/objectives of the organisation. As an example, a firm selling cars could have a corporate strategy of increasing car sales by 10% over a five year period. Accordingly, the HRM strategy would seek to facilitate how exactly to manage personnel in order to achieve the 10% figure. Specific HRM functions, such as recruitment and selection, reward/recognition, an HR plan, or learning and development policies, would be tailored to achieve the corporate objectives.
 Close co-operation (at least in theory) between HR and the top/senior management, in the development of the corporate strategy. Theoretically, a senior HR representative should be present when an organization's corporate objectives are devised. This is so, since it is a firm's personnel who actually construct a good, or provide a service. The personnel's proper management is vital in the firm being successful, or even existing as a going concern. Thus, HR can be seen as one of the critical departments within the functional area of an organization.
 Continual monitoring of the strategy, via employee feedback, surveys, etc.
The implementation of an HR strategy is not always required, and may depend on a number of factors, namely the size of the firm, the organizational culture within the firm or the industry that the firm operates in and also the people in the firm.
An HRM strategy can be divided, in general, into two facets - the people strategy and the HR functional strategy. The people strategy pertains to the point listed in the first paragraph, namely the careful correlation of HRM policies/actions to attain the goals laid down in the corporate strategy. The HR functional strategy relates to the policies employed within the HR functional area itself, regarding the management of persons internal to it, to ensure its own departmental goals are met.
Advertisements

Last edited by netrashetty; January 27th, 2011 at 11:04 AM..
   
Friends: (0)
Reply With Quote
Related to Human Resource Management of KPMG
 

Similar Threads

Thread Thread Starter Forum Replies Last Post
Human Resource Management of KBR Netra Shetty Human Resources Management (H.R) 0 January 27th, 2011 10:44 AM
Concepts of Personnel Management, Industrial Relations and Human Resource Management kanodia.pooja Human Resources Management (H.R) 16 April 12th, 2010 06:06 PM
Human-Resource-Management-Chapter-Human Capital management rpatel748 Human Resources Management (H.R) 1 September 24th, 2009 01:23 PM
human resource practises in different banking sectors- human resource management proj neha_1385 Human Resources Management 10 August 3rd, 2009 04:14 PM
Human Resource management... Priyanka Shukla Marketing Management 0 April 6th, 2009 03:32 PM
 

Reply

Bookmarks

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


Login
Forgot Password?  New User?
  

» Ads





» Recent Threads

Should tobacco companies...
Last post by Satya Sarada
4 Hours Ago 07:37 PM
5 Replies
International Yoga Day
Last post by Joel Francis
5 Hours Ago 05:54 PM
0 Replies
Why should I buy a...
Last post by Joel Francis
7 Hours Ago 04:04 PM
0 Replies
Need help in choosing...
Last post by Joel Francis
7 Hours Ago 04:00 PM
1 Replies
Hard work or Smart work... ( 1 2)
Last post by Saurabh Jain
11 Hours Ago 12:00 PM
16 Replies
Indians Perform Better... ( 1 2)
Last post by Saurabh Jain
11 Hours Ago 11:59 AM
11 Replies
Wisdom does not come...
Last post by Saurabh Jain
11 Hours Ago 11:49 AM
5 Replies
Why should we select... ( 1 2)
Last post by Saurabh Jain
12 Hours Ago 11:47 AM
13 Replies
Are women dominant ( 1 2 3... Last Page)
Last post by Sheeter Shokal
1 Day Ago 06:18 PM
95 Replies
Happy Diwali to all...
Last post by Sheraz Khan
1 Day Ago 11:45 AM
1 Replies
Project on audit of...
Last post by Sheraz Khan
1 Day Ago 11:42 AM
3 Replies
Do entrepreneurs need an...
Last post by Sheraz Khan
1 Day Ago 11:40 AM
1 Replies
INTRODUCTION OF...
Last post by Sheraz Khan
1 Day Ago 11:39 AM
3 Replies
IMPORTANT FINANCE...
Last post by Sheraz Khan
1 Day Ago 11:36 AM
5 Replies
Future Courses To do...
Last post by Sheraz Khan
1 Day Ago 11:31 AM
4 Replies

» Projects Helpline

Solution manual on...
Last post by Andrew Ken
4 Days Ago 06:35 AM
Stock Marketing TYBMS...
Last post by Rajat Audichya
1 Week Ago 05:42 PM
ManagementParadise.com 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
Press
Jobs
Contact Us
Kartik Raichura
Legal
Terms & Conditions
Privacy Policy
Disclaimer
Copyrights
Help
Zeitgeist
Support
FAQs
Tour
Feedback
Partners
Follow
Copyright © 2004 - 2013 Management Paradise. Site Developed by Available.co.in