Political factors can have a direct impact

Political factors can have a direct impact To comply with the worlds concern of global warming and regulation, Nissan has launched their new product, Nissan Leaf which is the world first 100 percent and zero emission car designed for mass market. It is a fully electric-based car and is expected to be available globally by 2012. Economic The demand for products and services of the automobile industry is strongly affected by the economic conditions in each country or market where they are on sale. The industry has to predict change in economic climate and demands precisely and to take necessary measures to cope with the economic conditions. Price hike on various resources and energy could also affect the company. Any unexpected fluctuation of price regarding such resources can greatly affect the company financials and performance due to deterioration in operating performance. The recent global economic crisis has affected all industries including the automobile industry. Such crisis will have a significant effect on Nissans financial position and business performance. For example, Nissan has been affected by the crisis by falling sales globally. It has made 1200 of its staffs at Sunderland UK plant redundant since the crisis began. The total job cuts are said to be around 20,000 in total across all the plants worldwide*. Socialcultural The lifestyle of people and demographic factor varies according to different marketplace/region. Some countries such as India main transportation are bicycles and motorbikes, though cars are still widely used. This is because of the road and travel destination, where best transportation modes are used. Developed countries such as the UK have train services across the country with almost any destination, such convenience will reduce the usage of personal cars. In the other hand, countries that have no such facilities solely rely on personal cars as transportation, will have a high usage of automobiles. With higher literacy rate and better economy, the younger generation (Generation X) tends to personally own a car, as a requirement or as a social status. Contrary to the older generation where a family owns a single car, now a family might own several cars depending on the numbers of family numbers. As such, there is a higher demand for automobiles now than previously. Other than that, the younger generation have vast preferences of their cars to match their own need, where the automobile industry is working hard to meet their needs. Technological Technologies are crucial to the automobile industry, mass amount of capital is invested in RD to improve their products. With the depletion of fossil fuel in the future, new technology as a substitute to energy resource for automobile is needed. Such technologies needed are hybrid engines and electric cars. Besides, the internet technology has affected almost every industry in the world including the automobile industry. A report by C. Thomas stated that, a study showed that 60% of automobile buyers referred to the internet before making their purchases and out of that 60%, 88% went to the auto websites before taking a test drive. Besides that, the industry gain even more opportunities through internet due to more efficiency and lower cost in logistic. SWOT Strengths: Geographic Diversification Nissan has a wide geographical presence of market all over the world. This helps the company to moderate the various risks associated with over dependence of a particular market. Nissan has a strong market position in Japan, North America, Mexico, China and the Middle East. A wide geographic presence decreases the business risk of the company. This also acts as an easy way for the expansion plans of the company, as a wider reach in terms of geography would mean reaping more benefits and eventually improving the profit margins, attaining economies of scale and recognition on a worldwide basis. Diversified Business Operation Nissan has a wide range and strong product portfolio. It is engaged in planning, developing, manufacturing and selling of automobiles. Through its automobile segment, Nissan provides a range of automobiles and related parts for overseas production. The sales finance segment of the company is engaged in the provision of credit card and leasing services, non-life insurance and financing businesses. Such diversified business operations balances the risks of one market with the opportunities of other markets. Renault-Nissan Alliance Nissan, with the alliance of Renault, has benefited from operating performance and has accelerated its international development since it was established in 1999. Nissan holds 15% of Renault shares, while Renault holds a 44.3% stake in Nissan. It was formed to share both companies expertise and cooperate in purchasing, engineering, engineering, production and distribution. To date, Nissan has improved significantly since the forming of the Alliance. During the last fiscal year 2009, Nissans worldwide sales rose by 0.9%. Weaknesses: Weak Financial Performance Nissan experienced a weak financial performance in the fiscal year ending March 2010. The company reported revenues of JPY 7,517,277 million during the fiscal year ended March 2010, as compared to JPY 8,436,974 million in 2009, a decrease of 11% year on year. This decrease was principally due to the increase in raw material and energy costs and a huge negative impact from foreign exchange. Such financial statistic could decrease the confidence of investors. Low Return on Equity At the end of fiscal year 2010, Nissans return on equity (ROE) was 1.6%. This was below the SP 500 companies average of 4.5%. A lower than SP 500 companies average ROE may indicate that the company may not be using the shareholders money as efficiently as other companies in the SP 500 index and that it is generating low returns for its shareholders compared to other companies in the SP 500 index. Opportunities: Growing Demand for Small and Medium-sized Cars With the current global economic recession and volatile fuel prices, the demand for small and medium-size vehicles has witnessed a strong growth. As such Nissan could find increased opportunities in the small car division. According to a report by ACEA (European Automobile Manufacturers Association), most of the car types have received decrease in registration for the first 5 months of 2010. However, small cars market share increased from 44.9% in 2009 to 46.8% for the five month period of 2010. Thus the shifting consumer preference towards small and mid sized cars offers a strong growth potential for the company. Growing Demand for Hybrid Vehicles Demands for hybrid vehicles are growing in the automobile market. Due to the rising energy cost and increased emissions regulations, demand for light hybrid electric vehicles is expected to increase hugely. With regard to environmental and energy issues, Nissan has placed hybrid technology as one of its core technologies. Nissan has also launched its zero emission electric cars to penetrate the demand of such market. Such growing demand will definitely enhance the revenue and profitability of the company. Threats: Intense Competition The global automotive industry is intense. Nissan faces intense competition with many automobiles giants in the world, mainly Honda and Toyota which same as Nissan are Japanese automobiles companies. Besides, small players and new market entrants draw competition to Nissan. To be able to sustain in such high competition automobile market, Nissan should come up with innovative products and services for its customers e.g. Nissans Leaf zero emission electric car. A highly competitive market such as the automobile industry will affect the company adversely if the company fails to retain and attract new clients/customers. Legal and Political Framework The automobile industry is regulated by governments and regulatory authorities in countries where the companies operate. The companys products, operations and profits can be affected by policies made by the authorities. The major regulation changes are mainly emissions, fuel consumption and safety of vehicles. In addition, such changes in policies and regulations will have a negative effect on Nissans growth and expansion plans/strategies. Global Economic Slowdown The recent economic slowdown has affected globally and prominently Europe and the United States. The GDP growth in the US and the Eurozone slowed down further in 2009. Reports suggest that the US real GDP growth fell to negative 2.6% in 2009 from positive 1.1% in 2008. Also, the economic growth in the Eurozone decreased to 1.4% in 2008 from 2.9% in 2007 and dropped further to as low as 0.2% in 2009. Although Nissan has its operations across the world, its revenue is generated majorly in the US and Europe. With such economic downturn at the companys 2 key markets, itll definitely affects Nissans overall businesses. Porters 5 Forces Barriers to Entry The barriers to entry into the automobile industry are high due to the market saturation. The industry has a wide choice of selection, and requires constant RD in order to compete with rivals. With a high overhead cost, high innovation requirement and a market saturated with well established competitors globally makes it unlikely for new entrants. In order to enter such a saturated market, the entrant must be able to develop a desirable and innovative new car concept with affordable prices. In the case of Nissan, it has been a key player in the automobile industry of Japan and globally as well, and has well established manufacturing plants and distributing channels. Therefore, Nissan will face a minimal rate of new entrants into the industry. As such, Nissan has a low threat of entry. Supplier Bargaining Power Supplier bargaining power of automobile industry is a fairly high. The primary concerns are raw materials, readymade automobile parts and power supply to run its production, etc. As raw materials such as steel (car body parts) and rubbers (tyres and accessories) are natural resources, and the supply of these natural resources are limited, with demands from various industries and consumers, therefore the supplier has a leverage in bargaining power. In the case of Nissan, it was previously Japanese traditional styled company with the keiretsu system between their suppliers. In order to maintain the relation between Nissan and their suppliers, the purchases of supply are overvalued which lead to higher cost of production. With the Alliance of Renault-Nissan in 1999, such system was abolished in Nissan. In the Alliance, Renault-Nissan Purchasing Organisation (RNPO) was established to conduct their purchasing activities. With this strategy, Nissan is able to negotiate its purchasing with their supplier through RNPO. As such, Nissans supplier bargaining power is moderate. Buyer Bargaining Power Buyer bargaining power in the automobile industry is fairly low. There are categories of cars made by different companies targeting different groups of customers. Within each category of cars made, the prices are relatively uniform among the competitors. However, this might vary from countries to countries. High taxation of imported cars in some countries might lead to company reducing car prices in order to penetrate market. In the automobile industry, the industry remains powerful due to the large customer to producer ratio. However, customers have low/no switching cost and other choices of cars from competitors to purchase, so there is still some buyer power. As such, in line with its competitors, Nissans buyer bargaining power is moderate. Threat of Substitutes The threat of substitutes in the automobile industry is fairly moderate. Other than automobile, there are plenty mode of transportation, but most of them doesnt offer the utility, convenience and value offered by automobiles. Besides transportation mode, different product type offered by competitors can be an easy substitute. Competitors within the automobile industry are consistently developing their product to distinguish their product from others. Products with different designs, technologies and innovation may cause customers to replace their preferences. In the case of Nissan, it has a fair range of products from sedans, sports, minivans, SUVs, etc, as well as new designs targeting at different demographic groups. As such, Nissan does not lose out to its competitors that offer different range of automobiles products, which make Nissans threat of substitute moderate because its mainly based on customer preferences. Competitive Rivalry The automobile industry is quite saturated with plenty of well established automobile companies. Nissans major competitors are Honda and Toyota as they represent the major players in the industry from Japan. Toyota as the leader of hybrid cars, had significant advantage over its rivals. Nissan has also launched a range of hybrid cars in order to compete with its rivals. Nissans Leaf is also the world first 100 percent and zero emission car designed for mass market. Such product will bring Nissan significant competitive advantage against its competitors. With the formation of Renault-Nissan Alliance, Nissan is able to overcome their debt and progress better for the last few years. Despite of declines of Nissan major markets, Nissan (Nissan and Infiniti brand) closed 2008 global sales rising 0.9% year on year*. The sales are boosted by the launch of new products. Although there are sharp decline in the US markets and low sales in Japan, Nissan in whole progressed globally, which indicates it is able to compete globally with its competitors. As such, the degree of rivalry of Nissan in the industry is high, depending on the different marketplace or region. Value chain Firm Infrastructure Nissan was previously a bureaucratic organisation until its alliance with Renault. With the reform, Nissan now have more integration of offices and administrative function around the world. Nissan has established a Diversity Steering Committee as an entity for making diversity-related decisions. The committee meets thrice a year with the COO and executives from each division to set a range of policies including specific goals, action plans and progress assessment. Human Resource Management With the Renault-Nissan alliance, reforms of the executive board are obvious with the change of CEO of Nissan. Other than that, Nissan aims to be an attractive organization where diverse human resources can achieve personal growth. This shows that Nissan has move from its Japanese traditional view towards its employee. Technology Development With the world emphasizing on green technologies, Nissan has launched its Nissan Leaf which is an fully electric car with zero emission. Beside this latest technology, Nissan has previously launched hybrid cars. Procurement With the alliance with Renault, Renault-Nissan Purchasing Organisation (RNPO) was established to conduct their purchasing activities. With RNPO, Nissan had improved its costly supply chain. From April 1, 2009, its joint purchasing activities will account for 100% of Alliance purchases. Inbound Logistic Nissan promotes ethical, environmentally sound actions in all stages of supply chain. It has asked suppliers to uphold the values, laws and regulation that are respected by the company. Environmental impact of products is reduced through green procurement activities. Manufacturing Within the Renault-Nissan Alliance, cross production is practised. Nissan has the opportunity to use the manufacturing capacities of its partner. Nissan is able to use Renault plants to produce Nissan vehicles in Korea and Brazil, which add value to the company because Nissan need not set up new manufacturing plants.* Outbound logistic Nissan distributes its product not only through its own distributing channels, but also through its alliance partner. This helps Nissan to be able to deliver its product to its customers. Service Nissan offers a good and responsible after sale service. Nissan has made a global voluntary recall campaign this year to replace an Engine Control Module relay or Ignition relay on specific models. The customer will be informed and will replace the parts at no cost.* Generic Strategy In order for Nissan to compete with its competitors, the company must have a competitive strategy to seek sustainable competitive advantage. Before Nissans alliance with Renault, it has a weak strategy. Nissan has invested vast amount of capital on companies that doesnt related to the automobile industry. Worse so, Nissan has no managerial power in those investments. These investments lead Nissan into a huge amount of debts and have no cash to focus on its own business operation. With the alliance, various major changes improved the condition of Nissan. Nissan is able to gain competitive advantages over competitors. In Porters generic strategy, competitive advantage comes from an understanding of the 5 forces determining the industry attractiveness. This allows the business to be positioned within the industry. As written above, the 5 forces were being analysed. With the understanding of the 5 forces, Nissan is able to position itself in the industry with competitive advantages. Nissan has used differentiation mean to gain its competitive advantage. In the automobile industry, products and their functions are merely the same unless the products are distinguished from its competitors. In such, Nissan has gained a competitive advantage by being the 1st automobile company to launch Nissan Leaf, a fully electric car with zero-emission. Besides, Nissan has different designs and categories of automobiles to target different customers. Nissan is not totally on differentiation. Since its alliance with Renault, Nissan has been able to achieve cost leadership. Nissan has managed to save cost and realising economy of scale by using its alliance Renault plants to produce Nissan vehicles in Korea and Brazil. It also uses Renault distribution channel where Nissan lack of. Culture The major change of culture in Nissan is the alliance with Renault. Both companies were distinct in culture from corporate strategies, management and operations. This is because Nissan is a Japanese company and Renault is a French company where there is a diverse culture. In 2002, the Nissan-Renault alliance set up a strategic management company incorporated under Dutch law which is equally owned by Nissan and Renault. It is aimed to establish a common strategy and manage all synergies of the Alliance. In 2009, the Alliance created a small dedicated team to foster deeper, broader cooperation and to maximize the contribution of synergies to the performance of both partners. The team reports directly to the Alliance CEO and meets monthly to review projects and make recommendations to the Alliance Board on new areas of synergies and business opportunity. Besides that, there are trainings provided to executives from both companies in order for Nissan to learn the French culture and Renau lt to learn the Japanese culture. This harmonises both companies cooperation in the Alliance. In addition to that, the alliance has more than 30 joint working groups called the Functional Task Teams that involved both companies workforce. These groups operate in all the main sectors and areas of activity and are tasked with exploring new synergies between the two companies. Team managers report regularly to the Alliance Board on the progress made in their specific areas of activity. The companies Financials FY 2009 (millions of Yen) FY 2010 (millions of Yen) Nissan Net Sales 8,436,974 7,517,277 Net Income (233,709) 42,390 Current Assets 5,580,410 Current Liabilities 3,856,858 Honda Net Sales 10,001,241 8,579,174 Net Income 137,005 268,400 Current Assets 4,613,724 Current Liabilities 3,419,130 Source: Nissan Annual Report 2010 and Honda Annual Report 2010 Nissans Current ratio: 5,580,410/ 3,856,858 = 1.447 Hondas Current ratio: 4,613,724/ 3,419,130 = 1.349 Some basic information are gathered and tabled as above to have an overview of Nissan and its competitor Hondas financial performance. Nissan recorded net sales of 8,436,974 million yen in the fiscal year 2009 and recorded a drop of net sales by 0.122% with 7,517,277 million yen in the fiscal year 2010. Honda recorded net sales of 10,001,241 million yen in the fiscal year 2009 and recorded a drop of net sales too in the following year. Honda recorded a drop of net sales by 0.166% with 8,579,174 million yen in the fiscal year 2010. Both Nissan and its competitor Honda have a drop of sales from FY2009 to FY2010; this may indicate that the demands of the industry have dropped. This may be related to the global economic downturn that theyre facing. Nissan has recorded a net loss of 233,709 million yen in FY2009 but has managed to make net income of 42,390 million yen in FY2010. With the profitable net income in FY2010, it shows that Nissan has been doing well in the FY2010. Such figure will bring Nissan forward by giving confidence to its stakeholders. However, its competitor Honda has recorded a near doubled increase of net income from 137,005 million yen in FY2009 to 268,400 million yen in FY2010. As such, Nissan has done well and had to maintain and improve its performance in order to compete with its competitors. Nissan and Honda has recorded current ratios of 1.447 and 1.349 respectively. Both Nissan and its competitor Honda has a ratio that shows there might be overtrading. This may due to the global economic downturn and the price hiking of raw materials and fuel.

Hrm and Technology

1. 0 Introduction In today’s rapidly changing business world, the need has arisen to harness the resources to its optimum use in order to gain success in the business arena. Technology plays a vital role as this applies to the most valuable resource of Human resource too. Technology has greatly influenced the transformation from traditional and personal management to a more strategic human resource management approach. The ongoing technology improvement has paved the way for quick access to obtain the preferred resource regardless of geographical and environmental barriers. The extent of technology use across various activities of HRM, especially in recruiting and selection covers from advertising positions, receiving applications, initial screening to final section. This particular search can be for entry level, middle level and high level position as appropriate, according to the external and internal factors of an organization. Huge cost reductions in HR have also been experienced through technology application, while, they have also led to adverse impacts such as redundancies and lay-offs. Communication development technology contributes furthermore, from the recruitment process to career development process through training and development, and creates resource personnel in the organization. Computer based testing leads to unbiased selections, arbitrating to effective and efficient Human Resource Management. Access to Human Resource Information systems (HRIS) has also helped to automate most of the functions of HRM to a greater extent and allows the HR activities to run in a less cumbersome and efficient manner. This report further outlines the adoption of virtual work and outsourcing as a result of modern technological evolution, and the benefits and impacts that technology has embraced towards Human Resource Management. 2. 0 DISCUSSION 2. 0 What is Human Resource Management? According to Samson & Daft, â€Å"Human resource management refers to the activities undertaken to attract, develop and maintain an effective workforce within an organization†. In other words HRM is the function dealing with managing people within the employer – employee relationship (Stone, 2005). HRM function involves the productive use of people in achieving the organisation’s strategic business objectives and the satisfaction of individual employee needs. HRM is closely related to other management aspects, as its main objective is to improve the productive contribution of people. Human Resources Management encompasses a wide range of activities inclusive of identifying and deciding on staffing needs, hiring, recruiting and training the most suitable employees, ensuring and evaluating their performance, , and ensuring that the personnel and management practices conform to various regulations. It also includes activities relating to managing approaches for employee issues such as benefits and compensation, safety, employee records and personnel policies. (Snell & Sherman, 2004). Human Resource managers plan, administer and review activities relating to staff selection, training and development, conditions of employment and other human resource issues within organizations (Peters, 2004). 3. 0 Objectives of using Technology in HRM The study of HRM describes what human resource managers do and what they should do. While there are many definitions of HRM, its primary purpose is to improve the productive contribution of people within an organization. Until the last few years the discipline was known as personnel  management. (Eddie & Smith, 2004). Now the term ‘human resource management' is increasingly used in recognition of the importance of an organization’s workforce in contributing to the goals of that organization. Today's human resource issues are enormous and appear to be ever expanding. The human resource manager faces a multitude of problems ranging from a constantly changing workforce to coping with ever increasing government rules and regulations. Because of the critical nature of human resource concerns, they are receiving increased attention from upper levels of management. It used to be rare to see job advertisements for human resource managers. Now such advertisements are very common and encompass significant organizational responsibilities. People are the common element in every organization. From an organization’s perspective, its staff is its human resources. It is people like you who produce the goods and services that create wealth. It is these goods and services that contribute to our standard of living. (Collins, 2005). There are many challenges facing organizations today. The better our organizations work, the easier it is for society to meet the present and future threats and opportunities. It can be said that the central challenge we face in society is to continually improve the performance of our organizations in both the private and public sectors. Part of this improvement will come from organizations becoming more efficient and effective. This requires the effective management in these organizations. 4. 0 Technology in the modern business An Organization’s Technology is the process by which inputs from an organizations environment are transformed into outputs. This model integrates organizational  level technology research with human resource management strategies. (Robert, Mathis, John Harold 2006). The model relates dimensions of technical processes to human  resource practices, focusing on practices used to develop employees. These relationships are mediated by the type of skills employees  use. An empirical study of 139 employees found support for two  hypotheses developed from the model. Results suggested that  technology and HRM activities are connected through the level  of cognitive skill complexity and the amount of support employees  receive in developing new skills. Due to changes in the way  decisions are made in organizations today (for example, making  more decisions at lower levels) the connection between the work  process, the skills employees need, and the emphasis on developing  employees will become increasingly important. 5. Impact of Technology in HRM The technology has radically changed the way employees and managers access human resource data, and the use of online HR solutions has expanded rapidly over the past year. (Collins, 2005). Self-service and online tools have become important in the continuing effort to improve the management of HR functions and to drive competitive advantage, the survey found. â€Å"As the lines blur between HR data and that used by the rest of the enterprise, organizations find it makes sense to consolidate all employee data using a corporate portal. The importance of HR self-service is increasing, especially those applications that improve employee performance. â€Å"We're seeing the strongest growth among applications focused on managing and enhancing worker skills and productivity–no surprise given that up to 70 percent of an enterprise's expenses are people-related. _New skills required: As new technologies are developed and implemented, there is an Urgent need to upgrade existing employee skills and knowledge if the organization wants to survive and flourish in a competitive world. Additionally there will be growing demand for workers with more sophisticated training and skills especially in emerging ‘hot’ sectors like telecommunications, hospitality, retailing, banking, insurance, biotechnology and financial services. For example, services. For example, service sector employee requires different skills than those utilized in manufacturing. (Peters, 2004). They need strong interpersonal and communication skills as well as the ability to handle customer complaints in a flexible way. _ Downsizing: New Technologies have decimated many lower end jobs with frustrating regularity. Increased automation has reduced employee head counts everywhere. The pressure to remain cost effective has also compelled many a firm to go lean, cutting down extra fat at each managerial level. The wave of merger and acquisition activity, in recent A time has often left the new, combined companies to downsize operations ruthlessly. The Positions that have been filled up with workers possessing superior technical skills and Knowledge has also tilted the poser base ( in many emerging industries) from management to technical workers. It is not uncommon today for managers to have limited understanding of the technical aspects of their subordinates’ work. Managing the expectations of knowledge workers is going be major area of concern for all HR Managers in the years ahead. (Akin, Norton, Peg, 2004) _ Collaborative work: Technological change has resulted in hierarchical distinctions being blurred and more collaborative teamwork where managers, technicians and analysts work together on projects. Team based incentive plans have also made it necessary for all classes of employees to work in close coordination with each other. Telecommuting: The rapid advances in technology have led to the relocation of work from the office to the home. Telecommuting has become the order of the day where employees work at home, usually with computers and use phoned and the Internet to transmit letters, data and completed work to the home office. Companies have been able to increase their applicant pool through this mode and empl oyees have also been able to live further away from cities and gain considerably due to savings in rents, transportation etc. _ Internet and intranet revolution: Internet and information technology have enabled companies to become more competitive by cutting costs. Manufacturers, bank, retailers, and you name anything have successfully harnessed computer technology to reduce their costs and deliver want satisfying goods and services to customers at an amazing speed. Even in HR, internets and intranets are being used to handle training, benefit administration, performance management and out placement functions, in recent times. (Peters, 2004). The cumulative impact of new technology is so dramatic that at a broader level, organizations are changing the way they do business. Use of the internet to transact business has become so commonplace for both large and small companies that e-commerce is rapidly becoming the organizational challenge of the new millennium. Managing virtual corporations and virtual workers in this technology driven world is going to pose tough challenges for HR Managers in the years ahead. _ Role of HR in a virtual organization: A virtual organization is network of companies or employees connected by computers. Virtual workers work from home, hostel, their cars, or wherever their work takes them. The human resources function plays a unique role in a virtual organization: i. Psychological fit: The lack of face-to-face interaction in virtual organization, virtually compels HR professionals to determine the psychological fit between different units initially. (Collins, 2005). ii. System alignment: Given the lack of physical proximity, it becomes even more critical that the organization’s mission, vision and measures be aligned and that all parties are familiar with these issues, the HR function can play an important role in this task. iii. Reconsider rewards: In a virtual unit. Very few permanent exit. In many cases, the organization will be staffed with workers having different motivational forces. So rewarding each entity in an effective way becomes an important job. iv. Reconsider staffing needs: In a virtual organization, most employees work on a contractual basis. Finding people with requisite skills, a knowledge and motivation level becomes an important activity. v. Build partnerships: Virtual, teams have to be built from scratch paying attention to their unique requirements. The concept of employment needs to be replaced by the concept of ‘partnership’ especially when most tend to work independently away from the permanent employees or owners of the organization. vi. Develop leaders: Leaders become the major forces for building trust, creating a mission and instilling a sense of belonging to the organization HR can play a major role in ensuring that leaders assume these responsibilities and meet them in an effective away. (Collins, 2005). 6. 0 Technology in HR Activities A human resources officer develops, advises on and implements policies relating to the effective use of personnel within an organization. HR personnel work comprises a number of different but related policies, all of which are required by organizations that employ people, whatever the size or type of business. These cover areas such as working practices, recruitment, pay, conditions of employment and diversity. HR staffs need to ensure that the organization employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to achieve the organization’s objectives. Collins, 2005). Typical work activities As a human resources (HR) officer they must have a clear understanding of their organization’s business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives. (Farquharson, 2006)The exact nature of the work activities varies according to the organization, but is likely to include: working closely with departmen ts, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures; †¢ promoting equality and diversity as part of the culture of the organization; †¢ liaising with a wide range of organizations involved in areas such as disability, gender, age, religion and health and safety; †¢ recruiting staff – this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates; †¢ developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management; †¢ advising on pay and other remuneration issues, including promotion and benefits; †¢ undertaking regular salary reviews; negotiating with staff and their representatives on issues relating to pay and conditions; †¢ administering payroll and maintaining records relating to staff; †¢ interpretin g and advising on employment legislation; †¢ listening to grievances and implementing disciplinary procedures; †¢ developing HR planning strategies with line managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels; †¢ planning and sometimes delivering training, including inductions for new staff; †¢ Analyzing training needs in conjunction with departmental managers. (Farquharson, 2006) When considering all the above accepts of a human resource manager, they must allocate much and more time and energy on selecting the right candidate to the right position. The technology can be used on Selected HRM activities such for Employee recruitment, employee selection, training and development and performance appraisals 6. 1 Recruitment & Selection The HR manager faces the main challenge when it comes to Recruitment and selection the manager has to be much more careful when choosing the right candidate. A recent study showed that the correlation between the ability to deliver well in a job interview and the ability to do well on the job is just 14 percent, or one good employee out of every seven people you hire. (Okpara, 2006). If you or your recruitment agency has found itself in a similar position, there are proven methods to improve this average. The same study considered these methods. Background Checks  Ã¢â‚¬â€œ According to (Okpara, 2006). The 14 percent increases to 26 percent if the candidates passes a series of  employee background checks like falsified educational credentials and other serious liabilities, background checks only reveal information when an individual has been caught being lying. Of equal or greater value are underlying attitudes, as well as actions at which an applicant has not been caught, to most fully protect the organization against negligent hiring lawsuits and to assure the organizations are hiring reliable, ethical, hard-working employees. Knowing this information about the people the company hire is absolutely essential because a business can be held liable for accidents and crimes committed by its employees. Personality Tests  Ã¢â‚¬â€œ consider traditional assessment tools used in the hiring process. These assessments measure personality characteristics. Personality tests  raised the rate of success in hiring to around 50 percent positive. (Okpara, 2006). Many employers want to know a candidate’s aptitude and personality type to ensure an appropriate job match. Some want to know it before they hire a candidate, some before they promote an employee, and some before they create work teams. In an effort to learn more about an employee, employers today administer personality tests. There are many kinds of personality tests available, but in the workplace a validated and reliable occupational assessment is critical to success on the job. (Okpara, 2006). Those professionals do not pass or fail but should be selected for the job that matches their individual personalities. Abilities Assessments  Ã¢â‚¬â€œ When applicants were tested for both abilities and personality, employers found they were hiring the right people just over half or about 54 percent of the time. (Times, 2006) After managers have used to identify their employee’s strengths and areas for development, they can use the Series to software’s available to develop the competencies that are most important to their professional growth and success. (Okpara, 2006). The software’s are conveniently located on the Internet, making it easy to implement and execute. These systems help managers to keep doing the things they do well, stop doing those things that interfere with their effectiveness, and start doing things that will improve their performance. These systems encourage managers to perform their jobs better. It gives emphasis to the importance of managers to the organization and its goals and pays big dividends in the form of improved productivity, fewer â€Å"people problems,† increased employee retention, and greater profits. It is an ideal method for managers to improve their leadership and management skills. It can be used anywhere and at any time because it is on the Internet. After responding to questions and doing online exercises, it gives managers the tools they need to maximize their strengths, become better managers, and lead more effectively. Interest Assessments  Ã¢â‚¬â€œ To take it one step further, the study considered  interest assessments, an even more sophisticated tool. It measures the job-related qualities that make a person productive – Thinking and Reasoning Style, Behavioral character, and Occupational Interests. These systems were used for placement, promotion, self-improvement, coaching, succession planning, and job description development. (Okpara, 2006). It is a flexible management tool that develops Job Match Patterns that can be customized by company, department, manager, position, geography, or any combination of these factors. Job Match  Assessments  Ã¢â‚¬â€œ The study found that the most impressive and successful assessments are integrated measures of a combination of factors, and also include the concept of  job match. They use cutting-edge technology combined with empirical data to evaluate the candidate against employees who are exemplary in performing their duties. Okpara, 2006). These recruitment assessments increased an employer's ability to identify excellent candidates more than 75 percent of the time. Hiring top performing employees may be one of the most valuable activities you can do for your business. This system combine tested and reliable data derived from pre-emp loyment screening assessment system, with a customized job analysis survey to create a benchmark by which the manager can hire an employee who best fits for the job and company. Employee Selection Process By including job match as a key factor in your employee hiring process, allocation of human capital will be significantly more effective. Most employee hiring decisions are made with inadequate information, but Profiles International assessments will deliver the information that the manager need to know before tendering a job offer and making a hiring mistake. 6. 2 Performance Appraisal Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate measuring an individual’s performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call centre or performing data entry are examples. (Peters, 2004). In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job content and appraisal content. A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Examples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. (Peters, 2004). This particular technological approach occurs more often in the ontext of jobs that involve personal judgment, high discretion, and open-ended tasks for which real-time performance monitoring is not an option. 6. 3 Training and Development The activity of Training and development has been made more efficient from the implementation of technology to it. Organizations now use computer based training sessions which use a visually demonstrated and presentation oriented training programme for the employees. (Peters, 2004). Programmes are stored in computers which reduce the necessity of getting trainers to repeat the training programme over and over again. The employees are also equipped with software’s which enable them to re-check and use as manuals for the work they perform, thus influencing a cheaper mechanism of Self Training. (Peters, 2004). Errors and omissions are eliminated in the training programme, making the employees to understand their job processes more efficiently. 6. 4 Reward System The revolution is being driven by new technologies and by the major social and political changes that have led to the globalization of business and to the increasing numbers of democratic, capitalist countries. Billions of people have recently entered, or are about to enter, the capitalist world. (Collins, 2005). A smaller but very significant number have entered the world of electronic connectedness as a result of the growing popularity of the Internet, satellite TV, cellular phones, and videoconferencing. The combined effects of technological and political change on organizations are enormous and multifaceted. Increasingly, organizations are finding that in order to be competitive in the new global economy they have to reinvent themselves in important ways. This is true of their basic organizational structure, their global reach, and their use of information technology. (Collins, 2005). It is also true of their reward systems. The old reward practices and systems that worked well in nationally focused, bureaucratic, capital-intensive, hierarchical, steady-state, near-monopoly corporations. Dramatic change is needed, and it is not difficult to identify what the key theme of today's reward systems should be: a focus on rewarding excellence. Many factors argue for excellence being the number-one focus of any organization's reward system, including the ability to attract and retain the best people and to motivate the kind of performance that an organization needs in order to succeed in the new economy. Creating reward systems that focus on excellence and treat employees as human capital investors requires a major change in the way most systems operate. (Collins, 2005). Reward systems typically treat employees as job holders who are rewarded according to the size and nature of their jobs and how well they perform their jobs. Viewing them as human capital investors suggests a different approach to rewards in two respects. First, it suggests basing rewards on the value of the human capital that people bring to the organization. What their job is at a particular moment is much less important than the value of their knowledge and skills. Second, it suggests rewarding people according to how effectively they use their human capital-their knowledge, skills, and competencies to help the organization improve its business performance. Creating reward systems that recognize the value of human capital and reward performance excellence is not easy. It requires a careful articulation among an organization's reward system, business strategy, organization design, information systems, and employees. (Collins, 2005). I will begin our discussion of how it can be done by considering how reward systems impact organizational effectiveness. 7. 0 HRIS Human resource ‘info system’ The Human Resource Information System (HRIS) is a program or software or online issue solving method for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. (Stone, 2005). In general packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. It is very important to select the HRIS carefully based on the capabilities you need for the organisation. Benefits of a Human Resource Information System (HRIS) is no longer a â€Å"nice to have,† but a necessity to help HR manage both a sea of information and the money spent on benefits plans, as HR faces limited resources and constantly changing data. (Stone, 2005). As a result the HRIS that most effectively serves companies tracks: Pay raises and history, pay grades and positions held †¢ Performance development plans, training received †¢ Disciplinary action received, personal em ployee information †¢ High potential employee identification, and applicant tracking, interviewing, and selection. An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs. 8. 0 Benefits of Technology in HRM Technology is changing the way we work, the roles we undertake, and the interactions through which work gets done. (Peters, 2004). Companies are leveraging to manage the complexity of the global HRM and to deliver high-quality service. Companies use either a common system universal to all location For a example, HSBC uses people soft Ids to identify all the employees dispatched globally. SAP is the system that is used in MAS Holdings Globally, which enables the employees, suppliers and the management and the higher management to make Operational, analytical and strategic decisions, or a set of non standard system in unique to a each location to handle their HR programs and informational needs. The problem with the latter is that data are often late, incomplete and/or inaccurate. However because the time and cost factors they are the most commonly used. To reduce the negative impact of such problems some companies are developing service centers utilizing self service technologies and HRIS databases to eliminate routine work and to push delivery point back the employee or line management. With an appropriate use of HRM technology Human Resources staff enables employees to do their own benefits updates and address changes (example: by creating a data entry format , uploading it to the intranet and later program the filled data to be store into a central location), thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. (Farquharson, 2006). Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees. 9. 0 Conclusion Technology and Human Resource have brought about a radical change in meeting with the strategies, policies and implementation of the corporate planning of an organization. In other words, it has become the nucleus of an organization, which caters to the requirements of selecting the right candidate for the suitable job, training and coaching them to develop and achieve the desired levels to maximize objectives and to create a competitive edge in the industry and ultimately sustain them in the organization with a career development plan. In this process, opportunities will be given to those who are really in need of a specific exposure in another country so as to acquire the required skills. This so called valuable resource will be able to cater to the demand with a long-term view, by adopting the right technology advancement at the right time and improve the overall operation of the organization with a clear vision and hence contribute to the bottomline which will enhance the share value and satisfy the shareholders to achieve satisfaction. 10. 0 Reference ? Stone, J, R. (2005). Human Resource Management. (5th Ed. ). John Wiley and sons, Australia ? Anne Osborne Kilpatrick, James A. Johnson, 2004. Handbook of Health Administration, Co. CRC Press ? Collins, M. (2005). Professional recruitment: Journal of proquest education, p. 32. ? Eddie, C. & Smith. (2004). Human Resource and Personnel Management: Text and Cases, Co. Tata-Mcgrawhill, p. 87-89. ? Farquharson, M. (2006). Performance appraisal: Journal of proquest education, p12. ? Grey. . (2005). Human resource planning: Journal of proquest education. ? Robert L. Mathis, John Harold Jackson, 2006. Human Resource Management, Co. Thomson South- Western ? Okpara, J. O. (2006). Job satisfaction: American journal of academy of business, p81. ? Peters, L. (2004). five keys to effective recruiting: Ivey business journal, p 21-24. ? Snell & Sherman, 2004, managing human resource 12th edition

The Forbidden Facts About Samples of Beginning Essay to Certain College Revealed by an Expert

The Forbidden Facts About Samples of Beginning Essay to Certain College Revealed by an Expert Samples of Beginning Essay to Certain College at a Glance In any event, it's well worth applying for, because it's going decrease the expense of your education. As a result of the exact competitive nature of the employment sector, getting the correct job or deciding on the ideal career is not quite as simple as it once utilized to be. Writing essays aren't only for assignments but important vehicles for you to attain your dreams so always handle them with passion and attention. Not much creative skills are necessary to compose such sort of College essays. Students shouldn't have to wear uniforms. They should not have to wear school uniforms because they limit students' ability to express their individuality. To help they understand how to write an assignment, we have made a large database of free college essays. Upcoming college students might also be requested to compose a college essay for a portion of their first requirements. The Dirty Facts About Samples of Beginning Essay to Certain College The duration of your essay is not what universities start looking for. Beginning with interesting truth about your subject will certainly grab the interest it needs. Naturally, essays play a major role in the college application procedure, also. While writing an essay might be a 20-minute job for a single student, it can become a true challenge for one more. Furthermore, there's a massive database of excellent narrative, persuasive, argumentative and other kinds of essays on the most fascinating and exceptional topics. To offer you a remedy about how to compose an impressive college essay, here are a couple ideas you may wish to consider. Once writing an essay isn't as easy as you have thought, you can require superior assistance and guidance. While writing an essay is a true challenge for a number of students, there's an array of quality services that could be useful. At some point, the school isn't a fashion show. For instance, leading off of our very first topic sentence example you may want to say Half of Americans are drug addicts as caffeine is now the most commonly used drug on earth. Dropping the name of a renowned person on day one of a paper usually receives the reader's interest. The above-listed Essay Samples are ideal for colleges. Read your essay to see whether it flows well. Every essay should have a particular structure. Writing an essay isn't a very simple endeavor. Templates like Descriptive Essay about Office can be helpful for an individual who's planning to pay a visit to an office. Descriptive Narrative Essay Example may be used mainly to recreate an occasion. Searching for the ideal essay templates are able to help you start up your writing endeavor. An unbelievable chance to have a free sample of an essay is currently provided by UKEssays. Therefore, the content of the introduction is largely based on the function of the essay and the information which will be availed to the readers. Before you even begin writing the content of your college essay, there are a few essay writing basic guide that you must always remember. What Samples of Beginning Essay to Certain College Is - and What it Is Not Anytime you must compose a timed essay, you should start with a frame depending on the parts below. Fortunately, you can learn how to craft an excellent essay if you're able to adhere to the typical pattern and write in a very clear and organized way. An essay is a brief bit of writing, which expresses certain info and the writer's opinion on the problem. Contrary to other essays in which you might want to argue or prove something, a narrative essay is all about telling a story. As a writer, you compose an essay for any particular purpose. You will need to understand how to encourage readers to keep reading. Writing such a paragraph can appear intimidating but when you are in possession of a very good instance, the method gets easy. The introductory paragraph is perhaps the most significant paragraph in the essay since it's the initial and possibly last opportunity to produce an effect on the reader.

Literary Analysis of I Know Why the Caged Bird Sings Essay

Thomas Lim December 9, 2010 English 2 Professor Padilla Themes of Racism and Segregation in I Know Why the Caged Bird Sings By Maya Angelou The purpose of this paper is to introduce, discuss, and analyze the novel I Know Why the Caged Bird Sings by Maya Angelou. Specifically it will discuss the themes of racism and segregation, and how these strong themes are woven throughout this moving autobiography. Maya Angelou recounts the story of her early life, including the racism and segregation she experiences throughout her formative years. With wit, sincerity, and remarkable talent, Angelou portrays racism as a product of ignorance and prejudice. However, she finds the strength to rise above this crippling condition.†¦show more content†¦She is then threatened and told not to tell an adult if she wants to save her brother’s life. This leads to a long period of time where she refuses to speak to anyone. She writes of this time, There was an army of adults, whose motives and movements I just couldnt understand and who made no effort to understand mine (Angelou 72). This may be one of the lon eliest periods in Angelous life, but in some ways, it made her stronger and more able to survive in the whites world, even though it was a terrible ordeal. After she stops speaking, Angelou and her brother are sent back to Stamps. Here, she begins to see the solace that many blacks feel in their resignation and acceptance of prejudice and racism. She writes, They showed me a contentment based on the belief that nothing more was coming to them, although a great deal more was due. Their decision to be satisfied with lifes inequities was a lesson for me (Angelou 86). 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