Maxtor Corporation, founded in 1982 and acquired by Seagate Technology in 2006, was an American manufacturer of computer hard disk drives, the third largest in the world immediately prior to acquisition. It now operates as a subsidiary of Seagate.[1]

Maxtor targeted both the server and desktop market, concentrating on disk capacity more than disk speed for desktops


The basic guide to HR management action in any company derives from its philosophy toward people. A philosophy exists in every company, although it is not written down. It guides to personnel policies. There are two contrasting views regarding employee at work.
1. Technical factor: Labor is viewed as technical factor of production. They are treated as a commodity and they can be bought and sold. They are considered, as cogs in the machine they are hired and fired at will. Writings of Taylor and Adam Smith reinforce these concepts. Employees must be controlled and closely supervised be Management with limited potentiality. This is consistent with theory as suggested by Douglas McGregor.
2. Human factor: Labor has been viewed as a human factor with a lot of positive potentials. So they must be treated with respect and dignity. People are assests-not cost. Investment on people is very rewarding and dignity. Management must develop and utilize the talent of people to achieve common goals; japan is the first country who realized the importance of human veiling in its attempt to human values. It achieved unprecedented progress in all fields. can follow the instance of giving in fortance on HRM to increase productivity. She can talk many projects to develop it human by training resource by training and utilize vast human resources.



Following objectives are important which can be discussed in short. With the fulfillment of these objectives Human Resource management becomes successful:
1. To develop efficiency and skills of employees: First objective of Human Resource Management is to develop efficiency and skills of employees working in the organization. If these objectives are achieved organization can reach at its target.
2. To ensure effective performance of employees: Human Resource Management can ensure effective performance of employees. Effective performance at all levels can help the organization to obtain productivity target.
3. To change behavior of employees: With a view of change behavior of employees Human Resource Management activities can be performed. Behavior change can ensure to reduce resistance to change.
4. To train up subordinates: The forth objective of Human Resource Management is to train up subordinates for effective performance. There may be different methods of training employees.
5. To increase job satisfaction: Job satisfaction is essential for proper performance and good-labor management relations. Therefore Human resource Management tries to achieve job satisfaction level.
6. To attract good people: without attracting good people, organization cannot run smoothly or can cope with the competition. Therefore Human Resource Management wants to attract good people for the organization.
7. To make effectiveness: To make all organization programs an effective, Human Resource Management acts restlessly. And to ensure effectiveness, thus, all policies are formulated accurately.
8. To ensure discipline: Human Resource Management always tries to ensure discipline and to maintain peaceful environment in the organization. For the purpose, HRM takes positive measures and maintenance balance.
9. To use human resources properly: The organization can best every employee try to give them proper assignment and make sure that everything has been done timely without most care and sincerity.
10. To co-ordinate different sections of the organization: With a view to ensure co-ordination among different sections of the organization, Human Resource Management can set its objectives and get objective fulfilled achieved.
11. To develop working conditions in the organization: Last objective of Human Resource Management is to developing working conditions of the organization. Without this performance, quality and target cannot to be achieved.
In addition to these objectives there may be other objectives. Whatever may be the objectives main employees should be deployed to the achievement of set objective?
Nature of Human Resource Management in :
The nature of Human Resource Management in business and non organizations in can be discounted by some points. Though these points may not be the final but still these can be kept in mind to group the nature of Human resource Management of a developing country like .
1. Management is more or less efficient.
2. Employees are more or less committed.
3. They are more or less skilled.
4. Government pressure is high.
5. Decision (most of the company) comes from the government.
6. High degree of irregularities.
7. Lack of sense of accountability.
8. Lack of human resource policy.
9. Heavy pressure of trade unions.
10. Undue political pressure.
11. Lack of quick decision.
12. Improper utilization of all resources.
In conclusion we can say that, i human resource managers belongs to special type of mentality as regards, recruitment, selection, promotion, training and many other human resource management functions. i organizations should try to avoid these characteristics and develop modern fair policies very soon.
Human Resource Management Model in :
In recent years there has been relative agreement among Human Resource Management specialists as to what constitute this field of Human Resource Management. The American Society for training and Development (ASTD) developed the model that provides the focus for Training and Development of human resources. In its study, ASTD identified (nine) human areas. In the context of we can propose a separate model for Human Resource Management consisting of fifteen areas. The components of the model can be discussed briefly as follows:
1. Human resource Planning: Human resource planning focuses arranging the organizations major human resource needs, strategies and philosophies.
2. Recruitment & selection: through recruitment & selection, Human Resource Management procures and selects only skilled and efficient employees. These are the first level functions of Human Resource Management process or model. After job design or recruitment, most appropriate persons are chosen from available candidates. Selection and staffing needs focus matching people and their career needs and capabilities with job and career paths.
3. Promotion and transfer: Human Resource Management promotes and transfers people following the established rules or procedures of the organization.
4. Job design and analysis: Organizational job design focuses on defining how tasks authority and systems will be organized and integrated across organization units and in individual jobs.
5. Training and development: Human Resource Management tries to train and develop its employees considering individual, organization and training institute needs.
6. Job evaluation: It is a process of systematic assessment of employees jobs for the establishment of a well conceived pay plans.
7. Rewards and benefits: Compensation refers to all the extrinsic and intrinsic rewards for employees. It includes benefits also. Its focus assuring compensation benefits, fairness and consistency.
7. Merit rating: It is a systematic evolution of the nature of performs of finally selected and posted employees at the right place. The main purpose is to offer them benefits packages.

8. Career development: Career development is the personal improvements employee understands to achieve a personal career plan. It is offered by the organization for its member to increase their awareness. Career development policy attracts committed employees and relation them in the organization.

9. Grievance handling: Grievance handling is another important task of Human Resource Management through which dissatisfaction toward the job employment can be solved or removed. Otherwise, employee can not deploy his effort for the organization.

10. Disciplinary action: Indiscipline can hamper organizational performance to a great extant. Therefore, Human Resource Management is to take or adopt either hot stove approach or progressive approach for disciplinary purpose.

11. Employee service/Welfare: Human resource Management should offer some supplemental rewards to the employees in addition to their regular pay for creating motivation and dynamism among the employees.

12. Communication: Every decision, work plan and strategy or methods of work should be properly communicated to the employees for the implementation to ensure employee involvement and participation.

13. Human resource costing and audit: Human resource Management should analyze cost benefit for and from the employees respectively and undertake audit of the present position and future need of employees for the organization.

14. Labor relations: It focuses ensuring healthy organizational relationships. A human relation is important for Industrial peace and good working environment.
In fine, in the industrial organizations of , the Human Resources Management model can be applied judiciously. If all these components of the model are followed in the organization, there is a possibility of substantial success.
Means to success of HRM in :
There are various means to success of Human resource Management. All these means have been classified into 6 types al follows:
1. Proper policy: Human resource Management should have proper policy regarding recruitment, selection, promotion, remuneration etc. as sources of success.
2. Acceptability of policies: All policies formulated must be accepted by the employees and then they should come forwards to execute the policies.
3. Capability: Every Human Resource Management must be capable to formulate effective policies and at the same time these must have implemented though employees.
4. Top management support: If Human Resource Management receives support from top management, they can easily formulate policies without any fear and implement them without discrimination.
5. Trade union support: For implementation and acceptability of plane and programs, trade union support is also must. Because their support can only excuse the plans.
6. Impartiality: Impartial implementation can motivate people to work more for future benefits; Human Resource Management must show impartial treatment to all levels of employees.

Human Resource Management in organizations can use this means of success. We can mention more points for measuring the success e.g productivity or serviceability, industrial relations, profitability, proper use of organizational support etc. for determining the success or failure.

Problem of human resource management in
Problem of human resource management in face a lot of problems. These problems can he classified into many types. These are mentioned below:
1. Shortage of professional management
2. Lack of skilled human resource manager.
3. Insufficient number of HR organization
4. Absence of human resource planning.
5. Change of job of human resource manager.
6. Lack of career planning and program
7. Absence of proper evaluation
8. Lack of motivation
9. Lack of motivation Lack of suitable relations between labor and management
10. Negative politics.

In addition to these points, there may be other problems of HRM. Number of problems and its nature depends on size and activities of the enterprise.

Means o to overcome the problems of HRM in :
The following measures may be effective to solve the problems of HRM in . If all these are taken carefully, we hope problems may be solved successfully.
1. Effective human resource planning
2. Proper establishment
3. Long time job as human resource manager
4. Possibility of career planning and program
5. Positive relations between labor and management.
6. Proper job evaluation
7. High professional management
8. Ability of skilled human resource manager
9. Proper human resource motivation
10. Positive working condition.
 
Last edited:

jamescord

MP Guru
Maxtor Corporation, founded in 1982 and acquired by Seagate Technology in 2006, was an American manufacturer of computer hard disk drives, the third largest in the world immediately prior to acquisition. It now operates as a subsidiary of Seagate.[1]

Maxtor targeted both the server and desktop market, concentrating on disk capacity more than disk speed for desktops


The basic guide to HR management action in any company derives from its philosophy toward people. A philosophy exists in every company, although it is not written down. It guides to personnel policies. There are two contrasting views regarding employee at work.
1. Technical factor: Labor is viewed as technical factor of production. They are treated as a commodity and they can be bought and sold. They are considered, as cogs in the machine they are hired and fired at will. Writings of Taylor and Adam Smith reinforce these concepts. Employees must be controlled and closely supervised be Management with limited potentiality. This is consistent with theory as suggested by Douglas McGregor.
2. Human factor: Labor has been viewed as a human factor with a lot of positive potentials. So they must be treated with respect and dignity. People are assests-not cost. Investment on people is very rewarding and dignity. Management must develop and utilize the talent of people to achieve common goals; japan is the first country who realized the importance of human veiling in its attempt to human values. It achieved unprecedented progress in all fields. can follow the instance of giving in fortance on HRM to increase productivity. She can talk many projects to develop it human by training resource by training and utilize vast human resources.



Following objectives are important which can be discussed in short. With the fulfillment of these objectives Human Resource management becomes successful:
1. To develop efficiency and skills of employees: First objective of Human Resource Management is to develop efficiency and skills of employees working in the organization. If these objectives are achieved organization can reach at its target.
2. To ensure effective performance of employees: Human Resource Management can ensure effective performance of employees. Effective performance at all levels can help the organization to obtain productivity target.
3. To change behavior of employees: With a view of change behavior of employees Human Resource Management activities can be performed. Behavior change can ensure to reduce resistance to change.
4. To train up subordinates: The forth objective of Human Resource Management is to train up subordinates for effective performance. There may be different methods of training employees.
5. To increase job satisfaction: Job satisfaction is essential for proper performance and good-labor management relations. Therefore Human resource Management tries to achieve job satisfaction level.
6. To attract good people: without attracting good people, organization cannot run smoothly or can cope with the competition. Therefore Human Resource Management wants to attract good people for the organization.
7. To make effectiveness: To make all organization programs an effective, Human Resource Management acts restlessly. And to ensure effectiveness, thus, all policies are formulated accurately.
8. To ensure discipline: Human Resource Management always tries to ensure discipline and to maintain peaceful environment in the organization. For the purpose, HRM takes positive measures and maintenance balance.
9. To use human resources properly: The organization can best every employee try to give them proper assignment and make sure that everything has been done timely without most care and sincerity.
10. To co-ordinate different sections of the organization: With a view to ensure co-ordination among different sections of the organization, Human Resource Management can set its objectives and get objective fulfilled achieved.
11. To develop working conditions in the organization: Last objective of Human Resource Management is to developing working conditions of the organization. Without this performance, quality and target cannot to be achieved.
In addition to these objectives there may be other objectives. Whatever may be the objectives main employees should be deployed to the achievement of set objective?
Nature of Human Resource Management in :
The nature of Human Resource Management in business and non organizations in can be discounted by some points. Though these points may not be the final but still these can be kept in mind to group the nature of Human resource Management of a developing country like .
1. Management is more or less efficient.
2. Employees are more or less committed.
3. They are more or less skilled.
4. Government pressure is high.
5. Decision (most of the company) comes from the government.
6. High degree of irregularities.
7. Lack of sense of accountability.
8. Lack of human resource policy.
9. Heavy pressure of trade unions.
10. Undue political pressure.
11. Lack of quick decision.
12. Improper utilization of all resources.
In conclusion we can say that, i human resource managers belongs to special type of mentality as regards, recruitment, selection, promotion, training and many other human resource management functions. i organizations should try to avoid these characteristics and develop modern fair policies very soon.
Human Resource Management Model in :
In recent years there has been relative agreement among Human Resource Management specialists as to what constitute this field of Human Resource Management. The American Society for training and Development (ASTD) developed the model that provides the focus for Training and Development of human resources. In its study, ASTD identified (nine) human areas. In the context of we can propose a separate model for Human Resource Management consisting of fifteen areas. The components of the model can be discussed briefly as follows:
1. Human resource Planning: Human resource planning focuses arranging the organizations major human resource needs, strategies and philosophies.
2. Recruitment & selection: through recruitment & selection, Human Resource Management procures and selects only skilled and efficient employees. These are the first level functions of Human Resource Management process or model. After job design or recruitment, most appropriate persons are chosen from available candidates. Selection and staffing needs focus matching people and their career needs and capabilities with job and career paths.
3. Promotion and transfer: Human Resource Management promotes and transfers people following the established rules or procedures of the organization.
4. Job design and analysis: Organizational job design focuses on defining how tasks authority and systems will be organized and integrated across organization units and in individual jobs.
5. Training and development: Human Resource Management tries to train and develop its employees considering individual, organization and training institute needs.
6. Job evaluation: It is a process of systematic assessment of employees jobs for the establishment of a well conceived pay plans.
7. Rewards and benefits: Compensation refers to all the extrinsic and intrinsic rewards for employees. It includes benefits also. Its focus assuring compensation benefits, fairness and consistency.
7. Merit rating: It is a systematic evolution of the nature of performs of finally selected and posted employees at the right place. The main purpose is to offer them benefits packages.

8. Career development: Career development is the personal improvements employee understands to achieve a personal career plan. It is offered by the organization for its member to increase their awareness. Career development policy attracts committed employees and relation them in the organization.

9. Grievance handling: Grievance handling is another important task of Human Resource Management through which dissatisfaction toward the job employment can be solved or removed. Otherwise, employee can not deploy his effort for the organization.

10. Disciplinary action: Indiscipline can hamper organizational performance to a great extant. Therefore, Human Resource Management is to take or adopt either hot stove approach or progressive approach for disciplinary purpose.

11. Employee service/Welfare: Human resource Management should offer some supplemental rewards to the employees in addition to their regular pay for creating motivation and dynamism among the employees.

12. Communication: Every decision, work plan and strategy or methods of work should be properly communicated to the employees for the implementation to ensure employee involvement and participation.

13. Human resource costing and audit: Human resource Management should analyze cost benefit for and from the employees respectively and undertake audit of the present position and future need of employees for the organization.

14. Labor relations: It focuses ensuring healthy organizational relationships. A human relation is important for Industrial peace and good working environment.
In fine, in the industrial organizations of , the Human Resources Management model can be applied judiciously. If all these components of the model are followed in the organization, there is a possibility of substantial success.
Means to success of HRM in :
There are various means to success of Human resource Management. All these means have been classified into 6 types al follows:
1. Proper policy: Human resource Management should have proper policy regarding recruitment, selection, promotion, remuneration etc. as sources of success.
2. Acceptability of policies: All policies formulated must be accepted by the employees and then they should come forwards to execute the policies.
3. Capability: Every Human Resource Management must be capable to formulate effective policies and at the same time these must have implemented though employees.
4. Top management support: If Human Resource Management receives support from top management, they can easily formulate policies without any fear and implement them without discrimination.
5. Trade union support: For implementation and acceptability of plane and programs, trade union support is also must. Because their support can only excuse the plans.
6. Impartiality: Impartial implementation can motivate people to work more for future benefits; Human Resource Management must show impartial treatment to all levels of employees.

Human Resource Management in organizations can use this means of success. We can mention more points for measuring the success e.g productivity or serviceability, industrial relations, profitability, proper use of organizational support etc. for determining the success or failure.

Problem of human resource management in
Problem of human resource management in face a lot of problems. These problems can he classified into many types. These are mentioned below:
1. Shortage of professional management
2. Lack of skilled human resource manager.
3. Insufficient number of HR organization
4. Absence of human resource planning.
5. Change of job of human resource manager.
6. Lack of career planning and program
7. Absence of proper evaluation
8. Lack of motivation
9. Lack of motivation Lack of suitable relations between labor and management
10. Negative politics.

In addition to these points, there may be other problems of HRM. Number of problems and its nature depends on size and activities of the enterprise.

Means o to overcome the problems of HRM in :
The following measures may be effective to solve the problems of HRM in . If all these are taken carefully, we hope problems may be solved successfully.
1. Effective human resource planning
2. Proper establishment
3. Long time job as human resource manager
4. Possibility of career planning and program
5. Positive relations between labor and management.
6. Proper job evaluation
7. High professional management
8. Ability of skilled human resource manager
9. Proper human resource motivation
10. Positive working condition.

Hi Netra,

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