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Human Resource Management of L.L.Bean

Human Resource Management of L.L.Bean

Discuss Human Resource Management of L.L.Bean within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; L.L.Bean is a privately held mail-order, online and retail company based in Freeport, Maine, United States, specializing in clothing and ...

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Human Resource Management of L.L.Bean
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Netra Shetty
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netrashetty
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Human Resource Management of L.L.Bean - January 27th, 2011

L.L.Bean is a privately held mail-order, online and retail company based in Freeport, Maine, United States, specializing in clothing and outdoor recreation equipment. Its annual sales were USD 1.78 billion in 2006. "[1] L.L.Bean is also known for its excellent customer service.[2]


In management, organizing is very important to a manager. It is because managers are responsible for arranging work to accomplish the organization project. Organizing is defined as the process of create an organization structure. This function includes determine what tasks are to be done, who is to do them, or how the tasks are to be made.

Why organizing is important to managers when they manage an organization project? It is because organizing cans specialization to an organization. It means that it can help organization to create specialization in their works. This can look a manager skill when they organize in an organization. Managers must specialize to doing something to look like expert. It is because they need to be organizing properly in their works and the jabs must be divided. For example, if every organization is specialization in their department, it will look more professional and expert or it can earn more different benefit.

Organizing is important to well defined job. Everyone must clear with what they need to do and job description. It is because it can avoid conflict and do the project effectively. It will make their understanding what are responsibilities and take what action to do it. For example, an organization must putting right person on job with correct tools and equipment to make organization run smoothly. Every employee should to their job that are given when their run a project.

Besides that, organizing is important to make clanfies authority. It means that every employee must know who should they want to listen or who is above and below in department. It is because it can make their position clearly and avoid conflict. Then, everyone should principle of one boss at a time. If not, they will undermine authority. For example, manager and superior. The manager is more power than superior. So, superior cannot over authority than manager. If not, the positions will same with manager. Then,...
Specialization - Organizational structure is a network of relationships in which the work is divided into units and departments. This division of work is helping in bringing specialization in various activities of concern.
1. Well defined jobs - Organizational structure helps in putting right men on right job which can be done by selecting people for various departments according to their qualifications, skill and experience. This is helping in defining the jobs properly which clarifies the role of every person.
2. Clarifies authority - Organizational structure helps in clarifying the role positions to every manager (status quo). This can be done by clarifying the powers to every manager and the way he has to exercise those powers should be clarified so that misuse of powers do not take place. Well defined jobs and responsibilities attached helps in bringing efficiency into managers working. This helps in increasing productivity.
3. Co-ordination - Organization is a means of creating co- ordination among different departments of the enterprise. It creates clear cut relationships among positions and ensure mutual co- operation among individuals. Harmony of work is brought by higher level managers exercising their authority over interconnected activities of lower level manager.
Authority responsibility relationships can be fruitful only when there is a formal relationship between the two. For smooth running of an organization, the co- ordination between authority- responsibility is very important. There should be co- ordination between different relationships. Clarity should be made for having an ultimate responsibility attached to every authority. There is a saying, “Authority without responsibility leads to ineffective behaviour and responsibility without authority makes person ineffective.” Therefore, co- ordination of authority- responsibility is very important.
4. Effective administration – The organization structure is helpful in defining the jobs positions. The roles to be performed by different managers are clarified. Specialization is achieved through division of work. This all leads to efficient and effective administration.
5. Growth and diversification - A company’s growth is totally dependant on how efficiently and smoothly a concern works. Efficiency can be brought about by clarifying the role positions to the managers, co-ordination between authority and responsibility and concentrating on specialization. In addition to this, a company can diversify if its potential grow. This is possible only when the organization structure is well- defined. This is possible through a set of formal structure.
6. Sense of security - Organizational structure clarifies the job positions. The roles assigned to every manager is clear. Co- ordination is possible. Therefore, clarity of powers helps automatically in increasing mental satisfaction and thereby a sense of security in a concern. This is very important for job- satisfaction.
7. Scope for new changes - Where the roles and activities to be performed are clear and every person gets independence in his working, this provides enough space to a manager to develop his talents and flourish his knowledge. A manager gets ready for taking independent decisions which can be a road or path to adoption of new techniques of



Line manager-friendly systems and procedures are available to help management staff execute their
people management role (i.e., technical-professional and service role of HR);



Line management is equipped to work within the various labor relation laws and codes of conduct
that govern the relationship between staff and management in the workplace (compliance role of
HR);



Each business unit has an overall people management (HR) strategy in place that increases the value
of staff in meeting the overall objectives of the institute (strategic role of HR);



HR systems and procedures are run at optimal cost (financial management role of HR).

For analytical purposes, this Good Practice Note groups these various HR roles into the following
functions or activities:














HR strategic planning

HR metrics

Organizational design

Change management

Diversity management

Recruitment, hiring and orientation

Performance management

Staff development

Codes of conduct

Remuneration and rewards

Benefits administration

Exit procedures

RISKS AND OPPORTUNITIES IN HUMAN RESOURCES

Taking a broader view of HR management that encompasses strategic issues facilitates the consideration
of people as a key element to be considered in the management of a Center’s risks and opportunities.
The key objectives of human resource management are pursued to achieve the following;





That right skills are brought to bear at the right time to implement the Center’s business plans

That Center staff stay motivated and committed to the Center’s mission

That Center effectively taps the talent of its diverse human resources

Good Practice Note –Human Resource Management 6



That Center effectively leverages its staff with national and international partners with appropriate
skills and knowledge

An organization’s human capital management philosophy must value the workforce as a key asset that will define an organization’s character and performance capacity (Champion-Hughes, 2001). This is a very basic idea that leads to enormously positive results. Abramson and group (2002) stated that human capital is a critical factor that would either lead the organization to success or to failure. Now that the value of the workforce has been realized, human capital management is believed to be the critical link in a modern performance management program, which promotes a healthy employee relations agenda. According to Walker (2000), the concern in a modern performance management program is on the achievement of the desired results or outcomes, measured by their impact and not by their quantity. Treating the employees as champions and as a significant aspect of the organization naturally results to other positive outcomes. One of which is the improvement of the overall organizational performance (Brewer & Selden, 2000). In the current job market, private and public sectors are both engaged in “war for talents” as their concern is on the recruitment, development and retention of talented and bright employees (Abramson, et al., 2002). In this regard, the organization must be able to utilize a strategy and management system that will enhance the performance of the business so as to outgrow its rivals (Thompson et al., 2004; Pearce & Robinson, 2000). The most vital asset of an organization is its employees. This paper explores the case of -particularly its human resource management (HRM) issues and strategies.
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