Importance of Strategic Human Resource Management

Importance of Strategic Human Resource Management Introduction As globalization takes place, rapid development and increasingly competitive market have become the immediate challenges for organizations. Surrounded by such environment, organizations should create business strategies to survive the challenges and sustain the competitive advantage. Beside developing on new products, new processes and expanding business to larger market, the investment on the biggest potential that most organizations recognize, human resource, has received more and more attentions. Nowadays, the most valuable resource in a organization is suggested to be the human resource. Human capital, the knowledge, experience and skills that individuals possessed are pivotal for the successful performance of the federal government’s missions (J.L. Perry, 1993). Similarly, other types of organizations have no exception, also treasure the values that individuals bring to the companies. Thus, the management of human resource is closely related to the success of organization al performances. in fact, as argued by many management scholars, human resource management is currently an important, perhaps the most important factor that determines the effectiveness of organization (Devanna, Fombrun, and Tichy, 1984; Schuler,1990). Strategic human resource management (SHRM), as a term first given from the USA, is of more interest recently. It is defined as the pattern through planning human resource deployments and activities such to enable an organization to achieve its goals (J.L. Perry, 1993). SHRM creates a link between the overall strategic business objectives and the human resource strategy and implementation (E. N. Caliskan, 2010). Thus, it is important to understand that how the organization manages its human resource and link to its business strategies have a significant impact on the improved organization’s performance. Impact of human resource management In order to explain the importance of SHRM to the success of organizational performance, the impact that human resource management has on the organizations should be examined first. There has been growing number of studies that indicated a positive relationship between human resource management and organizational performance (E.N. Caliskan, 2010). A research reported by Arthur in 1990 (M. Armstrong, 2006) gave data from 30 US strip mills used to assess how high-commitment strategy or a control strategy influenced labour efficiency and scrap rate. The results showed that firms with a high-commitment strategy was higher in both productivity and quality as comparing to those with a control strategy. In 1995, Huselid (M. Armstrong, 2006) did an analysis of the responses of 968 US firms regarding the use of high performance work practices, the development of synergies between them and alignment of these practices with the competitive strategy. The results showed that the impact of employe e motivation is significant on productivity, and the impact of employee skills, motivation and organizational structures is also significant on the financial performance. Later Patterson et al. in 1997 (M. Armstrong, 2006) did a research to examine the link between business performance and organization culture as well as the use of some human resource practices. The results showed that human resource practices gave explanations to significant variations in profitability and productivity. Two of the practices were particularly important: (1) the acquisition and development of employee skills (2) job design which includes flexibility, responsibility, variety and the use of formal teams. The workplace employee relations survey conducted in 1998 also suggested a strong association existed between HRM and employee attitudes as well as workplace performance through the sample survey of 2000 workplaces and views of 28000 employees (E.N. Caliskan, 2010). Purcell et al. in 2003 (M. Armstrong , 2006) did a longitudinal study of 12 companies to establish the impacts of people management on organizational performance. As indicated, the most successful companies all had a clear vision and a set of integrated values such as embedded, enduring, collective, measured and managed. It was clearly evidenced that positive attitudes towards HR policies and practices, levels of satisfaction, motivation and commitment influenced operational performance. From the research results, we can easily conclude that effective HR practices have positive impacts on the overall performance of organizations. For suitable HR policies and processes to be applied, the firm’s performance will be substantial and sustainable. Regardless of what type of industry the organization is aiming at, the ultimate strategic goal of the chief is to maximize wealth of the shareholders. Financial performance depends largely on operational performance. This can be accounted as a function of its people, process and technology. Effective combination of such function requires people in the organization to be competent enough with adequate knowledge, skill and abilities. Such requirement is closed linked to certain HRM practices such as hiring selection, training of staff, work environment and performance assessment. These practices may enhance the competence of employees, thus improve the performance of organizations. Impact of Strategic human resource management The strategic base of HR practices has a great impact on improved performance. Firstly, in the strategy of hiring employees, HRM tends to attract, develop and retain high-quality people. By matching employees to the strategic and operational needs of the company, can improve the working efficiency. In addition, the talent management also has effective measures. Winning ‘war for talent’ is achieved by making sure that both present and future needs of talented and well-motivated people required by the organization are met. Baring in mind the most important strategy which is to create happiness within the workplace and make the organization a great place to work. This can inspire people to be more innovative and energetic in their work. As the employees’ happiness increases, their performance also improves, thus enhance the overall organizational performance. The job design, as mentioned in the past research, plays an important role in productivity. It is necessary t o provide employees with stimulating and interesting work and give them autonomy and flexibility to complete their jobs. This can enhance job satisfaction of the employees, thus encourage higher performance and productivity (E.N. Caliskan, 2010). Training and initiating a learning culture within the organization can develop the level of competence of the workforce. Encouraging discretionary learning when individuals actively seek to acquire knowledge and skills that match with the objectives of the organizations. By creating a learning atmosphere in the workplace, employees would be more motivated and more competent to face the fast-paced and global challenges. From the case of Snowden, we noticed the importance of building cooperation trust among the employees. Adopting the strategy of increasing motivation, commitment and role engagement to encourage people to identify themselves with the core values of the organizations and to make them willingly contribute to achieve organizatio nal goals. Last but not least, for high-performance management, a positive performance culture should be built to deliver the desired values from the shareholders. For more contribution made, the people should be awarded, in order to encourage him to keep it up and also motivate other employees to devote themselves strive for better performance. As we discuss on how various HR strategies can be implemented to collaborate with business strategies to achieve higher performance of organizations, it is not hard to conclude that SHRM is the driver to improve organizational performance. Human resource, as a source of sustained competitive advantage, is worth being invested to increase the potential of an organization. So long as the people in the organizations are improved in both performance and attitude, the ultimate goal of the shareholder is approachable. The present linkage has given HR managers a clue on how to adopt various strategies onto HRM. These strategies do not only improve the human resource performance, most importantly, also directly affect the overall performance of the organization, thus, determine if or not the organization can achieve its goals. Case study of Google Inc. Backgroud In order to understand the importance of SHRM in practical situation, we introduce the unique and outstanding organization : Google inc. in the following part. Certain SHRM practices within Google would be discussed to show how actively it is focused on managing its people and how this helps Google to achieve its goals. Google inc., the biggest search engine known to the whole world has gained its success largely by the people, the googlers they have. This is a technological organization. Engineers are the main workforce of the organization. However, the HR department, or the POPS as themselves called, is the key factor which determines their past and present success, also perhaps the future as well. Under the lead of Bock, the POPS has helped Google to become the best employer in the US. It has been rated as the best place where people want to work for in the States. Let us see how Google succeeded over the years. Successful examples of SHRM Several years ago, there was a problem noticed by the POPS, that many female employees left the company. Although this IT based organization has mainly male employees, the role of female employees is as important as males. The problem was not about gender equality, but it has affected the bottom line. Regardless of gender, the market of the talents is very thin, fighting for the talented people determines the competence of Google with other organizations such as Apple, Facebook and so on. In addition, the departure of every employee will be inefficient because it will involve a costly and time-consuming recruiting process. Thus, the POPS investigated and researched until they realized it was a problem of happiness. At that time, the company offered an industry-standard maternity leave plan. As long as a female worker gave birth, she would have 12 weeks of paid time off, and only for those new parents in California offices. Those outside the state only got paid time off of 7 weeks. Af ter they figured out the problem, in 2007, Bock announced new policy. New mothers would get 5 months off at full pay and full benefits, also they are allowed to manage the time on their own wish. If she likes, the mother could return as part time after her birth, and then take the balance back when the baby grows older. In addition, Google offered 7 weeks new-parent leave to every worker around the world. It may sound overly generous that this investment outweighs the benefits it brings to the organization. However, this policy was actually a win for the company that after it was carried out, the departures of new mothers had dropped down quickly by 50%. Being compensated by the savings in recruitment costs, the new policy does not cost Google any more money (F. Manjoo, 2013). Google’s POPS does not only solve problems for new mothers. They concern about every little detail that the employees are involved. Surveys about the best way to manage a large firm were done a lot of times to the employees. The questions were such as do successful middle managers have certain skills in common- and can you teach those skills to unsuccessful managers? And say you want to give someone a rise-how should you do it in a way that maximizes his happiness? Should you give him a cash bonus? Stock? A raise? More time off? (F. Manjoo, 2013) Although some may argue that Google’s HR practices may not apply to all companies. Some of their findings such as how to improve interviews, will still be applicable to most of the firms. In the hiring process of Google, within the first few years, it required its candidates to endure many interviews. The interviewer was also played by all the staff currently in the company. The HR department thought this approach would help bo th current employees and prospective ones to be more competent and more capable. However, it slowed down the hiring process and became more and more ineffective on examining candidates’ true values. Later, they realized the problem and studied about the optimal number of interview times. It was found that 4 times interviews will yield the most effective hiring process. After fourth one, the results begin to turn negative. Google was able to correct their HR practices to demonstrate the most strategic HRM. Besides these two major examples, Google POPS did way more. They investigated the way to increase employees’ paying. Whether paying a bonus of more or giving rise to monthly salary with less amount makes no difference to the firm, but the latter one can largely increases the level of happiness of the employees, thus encourage them more to work their best for the company. Even for cafeterias, besides providing free food, drinks and snacks, the size of the table was also concerned. The tables are long, so that workers who do not know each other will have to sit together to interact. The social coherence will improve teamwork spirit. In such a competitive and globalized environment, teamwork is especially important as diversity and combination of different powerful minds can create miracles and successes. In addition, the size of the plates were also considered to change to smaller size, so that the employees would have more healthy portions of food. In such ways, the employees d o not just feel happy about the free services that they receive, they are also satisfied and motivated by the cares that the company shows to them. The learning atmosphere is also maintained well in Google. Googlers can enjoy free classes of dancing, training sessions and choose their interested projects. Such free and encouraging environment inspires the googlers to create more values to the company. It does not only improve the overall performance, but also brings benefits to the entire world as their internet business has already changed people’s life and will continue this mission. Discussion on Google’s SHRM practices Google’s POPS head Bock has revealed that the ultimate goal is to use Google’s experience to answer some important questions about workplace such as: are leaders born or made? Can individuals sustain high performance over their lifetimes? Google would eventually be able to figure out the answers and they believe that the unique luxury that they have as being a date-driven company with people who can do the math will assist them to achieve the goals. So far, Google has set many good examples for all other companies. Their successes in SHRM lead to greatly improved performance. Through the example of Google, other companies are able to see the importance of taking care of the human resource. The strategic management of people does not only enable better alignment of jobs, but also increases people’s happiness. As working professionals are happy about their jobs and workplaces, the development and civilization of the entire society will go to a higher level. The wor ld would not only be economic based, but also more utilitarian and more humanitarians. Conclusion The report has illustrated the importance of HRM to organizational performance. Then SHRM, as a link to connect HRM to business strategies to achieve final organizational objectives can improve overall performance of the organization. Through the example of Google inc., we see how actively Google focused on SHRM. They also gained success in SHRM and also become the most successful search engine in the history. Their ultimate goal is not merely helping Google to achieve business goals through SHRM, but also collecting experience for other organizations on how to improve their employees’ happiness and welfare as well as achieve their business goals. Reference Devanna, M.A.,C. Fombrun, and N. Tichy. A Framework for Strategic Human Resource Management. Human Resource Management. New York: John Wiley. 1984. E. N. Caliskan. The Impact of Strategic Human Resource Management on Organizational Performance. Journal of Naval Science and Engineering, 2010, Vol. 6, No. 2, pp 100-116. F. Manjoo. The Happiness Machine, How Google became such a great place to work, 2013,retrieved from http://www.slate.com/articles/technology/technology/2013/01/google_people_operations_the_secrets_of_the_world_s_most_scientific_human.2.html J. L. Perry. Strategic Human Resource Management. Transforming Federal Civil Service. Fall 1993. p 59-71. M. Armstrong. Strategic Human Research Management: A Guide to Action. Kogan Page. London. p 73-74. Importance of Strategic Human Resource Management Importance of Strategic Human Resource Management The business that I have chosen to study as part of this assignment is TESCO. TESCO is a public limited company, which is very successful and renowned in all over the world. I am always interested about TESCO and do my shopping very regularly from there. So I chosen to do my study about this particular business and it will help me to get information quite effectively and efficiently than any other organisation or business. Definition: Human resource management is the organisational function which is focused on recruitment, management, and providing direction for the employees of an organization. Strategic human resource management is linking of human resources with objectives and strategic goal in order to develop business culture and performance with flexibly, innovative. In an organisation SHRM means involving the HR function and implementing companys strategies through recruiting, selecting, training and rewarding personnel. 1.1-Importance of Strategic Human Resource Management: Strategic human resource management is a part of human resource management. Rather than focusing on internal issues of HR, SHRM focus on addressing and solving problems what effect people management related issues in the long run globally. So the main importance of strategic human resources is to increase employee skills by focusing on business problems that happens outside of human resources. The actions that needed to be taken at first for a strategic human resource manager is to identify key HR areas ,where strategies will be implemented in the future to improve employees productivity, motivation and skill. Human Resource managers are facing with some issues such as performance management, employee participation, human resource flow, reward systems and high commitment work systems in the context of globalization. These are some of the major issues that HR management involved in SHRM that implemented in the first decade of the 21st century: Internationalization of market integration. Significant technological change. New concepts of general management. Cross-cultural factors The economic trend transferring from developed to developing countries in the world. SHRM also reflects some of the contemporary challenges faced by Human Resource Management. Such as aligning HR with core business strategy, demographic trends on employment and the labour market, integrating soft skills in HRD and finally Knowledge Management. 1.2-The Purpose of Strategic Human Resource Management: The purpose of SHRM is to stimulate interest in the field of Human Resources by inviting HR professionals to speak about different aspects of their job and other HR issues. SHRM was created to provide assistance for development of its members, to provide leadership opportunities, and establish and support standards of excellence in Human Resource Management. SHRM aims to provide a sense of direction in an often turbulent environment so that organizational and business needs can be translated into coherent and practical policies and programmes. SHRM should provide guidelines for successful action, and the ultimate test of the reality of strategic HRM is the extent to which it has stimulated such action. There is an overall corporate purpose and that the human resource dimensions of that purpose are evident. A process of developing strategy within the organization exists and is understood, and that there is explicit consideration of human resource dimensions. The organization at all levels establishes responsibility and accountability for human resource management. It includes the responsibility to identify and interact in the social, political, technological and economic environments in which the organization is and will be doing business. 1.3-Contribution of SHRM to the achievement of TESCOs objectives: SHRM is normally helps us to achieve knowledge about strategic goals in different ways. The main thing of using this strategic advance is maintain the level of the organization for the organizational goals. Different HR policies are providing some good replies that are very necessary for the organizational strategy. HRM task helps us to achieve corporate goals such as growth and development by recruiting, training and orientating, and put them in new job role. The growth plan of an organization requires staffs and recruitment is the only functions that make sure that employees got sufficient skill. The retention policy enable to differentiation through retaining best of the ability force. Retaining appropriately of the employees enables to provide quality works, customer pleasure, and higher proficiency. The strategic approaches boost its performance management of the whole organization. The training and development process enables employees to know that they have proper skills that are required to achieve the whole tasks. The training plans are structured to train the human resources for particular skills that will enable them to achieve the essential goals. So that the organization is benefited as in there appropriate utilization of financial resources available to accomplish the training and development process. This process also maintains the growth of the organization through career improvement of the staffs. Tesco is the UKs largest supermarket. It has more than 240000 employees, and is making constant profit over the last few years. During the last few years Tesco used participative management which helped the organization for its development. The organization tried to apply of competitive circumstances by developing the technique how they can relate with the customers. Tesco used constant improvement, customer relation, welfare management in combination with the HRM strategies to achieve this reputable place in the UK supermarket industry. It makes employees champions and makes them able to make decisions. It also enables to increase employee pleasure, motivation, work proficiency and make able to adopt in any change. Overall the development of the organizational employees is the most important strength of Tesco. It is mainly focus on proper accomplishment and utilization of HR strategies that help it to do well in the market. In Tesco Human Resource policies perform with marketing str ategies that is placed into the operation. The management practice and its participation helped Tesco to improve its employees and the whole company. These steps enable them to obtain appropriate performance through their participation and engagement. The strategic human resource practice enables to produce competencies that distinguish product and service. Task 2: In this part of my assignment I am going to explain about Marks and Spencer 2.1-Internal and external business factors that underpin human resource planning: At this time of year lots of companies are thinking a strategic plan for the coming period. There are some external and internal business factors that effecting Mark and Spencer business policy. Some of them are in below: Labor cost control Increase efficiency and productivity Employee development Business decline Business growth Business change Marks and Spencer is one of the leading companies in UK. Internal business factor like as business growth can strengthen human resource plan on Marks and Spencer. When the whole companys business is growing then definitely management make different human resource plan for the organizational success. It can include recruitment of new personnel or making the existed personnel more efficient through a better training. Similarly when Marks and Spencer business is going through a bad time Marks and Spencer management make a different HR plan, like as redundancies of staff or other HR related expenses. Sometimes for other changes in business its Marks and Spencer Company make some change on the HR planning. Control of labor cost is one of the important factors on Marks and Spencer business policy. Computing a labour cost percentage in addition to other used way of labour efficiency. Justifying labour productivity Maintaining a Productive Workforce Measuring Current Labour Productivity Managing Payroll Costs Dropping Labour-Related Costs Now a days IT is making a huge change in the field of industrial, agricultural and human resources of Marks and Spencer. In this present 21st century IT has been playing a very important role on human resource planning. Due to technological advancemans its been taking some changes on the basis of HR planning in Marks and Spencer. 2.2-Human resource requirements: Marks and Spencer is always looking for particular amount of skills from the employees of different department. Among of these department specific skills is generally required by the employers. Similarly experience and other qualifications also required from the employees. These skills are related with their ability. Depends on the making plan, organize, design, implementation. It also helps his goal-setting. Some of them are in below: Honesty, integrity and morality. Adaptability, Flexibility. Dedication and hard working. Dependability/Reliability/Responsibility. Loyalty. Positive Attitude/Motivation/Energy/Passion. Professionalism. Self-Confidence. Self-Motivated/Ability to Work with Little or No Supervision. Willingness to Learn. In the specific areas whoever is weak can develop these skills by better training, acquiring knowledge on specific field, professional development from the people who possess these skills. Internal factors e.g. (labour requirements, Skill requirements, Workforce profiles etc): Marks and Spencer consider skill requirement, labour requirement and workforce profile. HR planning ensures that Marks and Spencer has suitable access to talent and ensure future business success. Talent means the knowledge, skills and ability to assume some activities like as decision making. HR resource plan consider some iterative discipline. External factors e.g. demand for labour, Supply of labour: Sector Skills Councils, government departments, professional bodies or dedicated employer or trade associations are likely to produce specific labour market studies. Specialist recruitment agencies and local further and higher education establishments will have useful insights into the labour markets they serve. Government polices e.g. employment, Education, Training, Industrial, Regional: Government role and activity can have a good role on the basis of human resource requirements. If government keep a good look on how peoples can develop their skills and requirement. The answers definitely indicate a few things, one of them is education. This is the key factors for the development of a nation. So the developments of Marks and Spencer, even a countrys development mainly depend on educational development. Government need to analyse every single point and focus on that point after that must be taken step by step action to reach the success, the another key point is employment. Government should have developed the opportunity in the job market, need to think about how to make job market better. Must need to try the best how to create vacancies according to the peoples interest and skill. For this reason employees must be skilled, and to be a skilled worker he must be properly trained in both practically and theoretically. Government can support that directly or indirectl y. It can be regional basis or industrial basis. 2.3-Human resource planning: HR planning is the process by which a company can ensure that it got right personnel. To fulfil organisational requirement MS make some HR planning for the development of human resource these are: Recruitment Retention Employee development Re-skilling Up-skilling Succession planning Fulfil recruitment requirement: an organised process of recruitment can avoid the problem of unpredicted wastage, shortage, blockages in the promotion flow, redundancies and so on. Determining training needs: It is very important to have a planning training programme. And in the term of skills requirement these programmes are improving not only quantity but also in quality in Marks and Spencer. Management development: One of the main purposes of HR planning is management development. Because a well trained and experienced manager is very important for the effectiveness of Marks and Spencer Industry. This thing depends on accurate information for both present and future requirement. Setting Smart: To engage SMART objectives in Mark and Spencer is focus on all the SMART criteria to meet with every objective. The full abbreviation of SMART is Specific, Measurable, Achievable or Agreed, Realistic and Time phased. These criteria can help MS to achieve the goal on the basis of HR management. Specific: The goal must be specific. It can be done by drafting a goal statement. For an example MS aimed to make sure this year that they will make a specific amount of profit this year, to reach that goal they planned to make the HR department more skilled. That plan must be specific. Measurable: MS aim must be measurable so that the benchmark of the metrics will be used and it can be tricky. Strategic goals of MS are basically measured making earning or profit. So that it must be careful that it may find that employees use unethical behaviours to achieve the specific goal. Achievable: The goal must be achievable. If the mission is then it will be easier to fix that the goal is whether achievable or not. An awareness campaign or a meeting can ensure that how it can be achieved. Realistic: There is no point of making a goal that necessitates the resources which are unavailable. A tactful session might help to make that realistic. To help and find new alternative MS use empowering staff if its resources are considered. Time based: The goals must have deadline. If the deadline is not affix properly the whole SMART will be useless. Every year MS got an agenda on HR management, which means it plan, its agenda on the basis of a time limitation. That specific deadline allows it to create a benchmark to ensure the goals achievement is on the plan. Outcomes: The purposes of HR planning are to enable organizations to anticipate their future HRM needs and to identify practices that will help them to meet those needs. HR planning may be done on a short- or long-term basis. Its aim is to ensure that people will be available with the appropriate characteristics and skills when and where the organization needs them. The use of HR planning enables companies to gain control of their future by preparing for likely events. When failing to properly plan for their human resources, employers are forced to respond to events after they occur, rather than before; they become reactive, rather than proactive. When this outcome occurs, an organization may be unable to correctly anticipate an increase in its future demand for personnel. At best, such a company would be forced to recruit personnel at the last minute and may fail to find the best candidates. At worst, the company may become seriously understaffed. Resources required: In spite of of the size of the human resources department it is essential to have the necessary personnel in position to develop, apply and monitor a suitable written human resources plan. 2.4-how a human resource plan contributes to the meeting of organisational objectives: A comprehensive Human Resource plan plays a very important role on the achievement of organisational objectives. Human resource plan support some strategic objectives related with marketing, financial, technological and operational departments. HR strategy is aim to explain about the people element, what an organisation is expecting to achieve in medium to long term, which ensure that: The organisation has right people It got perfect mix of skills Employees present good attitudes and behaviours Staffs are improving in the proper way. Fundamental issues which are addressed by the organisation. It identified if employees are motivated, committed and operate successfully. In MS these fundamental issues are: Employees planning issues Employees skills and equity plans Motivation and fair treatment issues Keep level on the basis of payment, recruit and motivate people. A career development framework which is normally focusing on the development of organisation, organising the staffs with employability so they can adopt with regular changes in the employment pattern. HR plan is showing a careful planning of the people issues that make it quite easier for the achievement of the organisation. HR plan have major impact on the changes in the wider market environment which are: Changes in the overall market. Cultural changes that will effect on the future employment pattern. Changes in the legal framework Providing and implementing practical idea on HR planning and making it stronger an organisational performance can be developed such as focusing on good management practice. 3.1-Purpose of human resource management policies: Human resource management policies include different type of activities such as deciding about staffing need that M S Company got. To fulfill these requirements MS Company do recruiting and selecting employees then training for making them better skilled, ensuring their good performance, monitoring the performance issues. Activities also include managing the approach to employees benefits and compensation, employees personal policies and records. During the period of recruiting company must show the balance of equality on the basis of sex, culture, religion or cast. Employers should: Pay workers according to the agreement. The agreement will maintain some areas such as work period, amount of paid holidays etc. The employment contract is the important legal document between the employer and staff. Pay men and women equally for doing the equal values of work, should not be discriminate between men and woman. Make sure they fulfil the requirements of Minimum Wage Act 1998 and pay at least the national minimum wage to appropriate the employees Benefit and expenses: Benefits are forms of value, other than payment, that are provided to the employee in return for their contribution to the organization, that is, for doing their job. Some benefits, such as unemployment and workers compensation, are federally required. Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans. Training and development All managers at Mark Spencer are making a career planning profile that helps them to think about next target. Then they can develop their career. Identifying staff, specific training such as technical skill and business competencies needs for the specific role. The profile highlighted what kind of training program Mark and Spencer need to take. There are two forms of training are: On the job training: while employees are on the work then this training form take place. Off the job training: when employees are away from the work then it take place. On-the-job training takes place while employees are carrying out an activity in their place of work. Involving a range of project and training can improve business competencies and technical skills. The purpose of the training is to make the enjoyable to their work, and make them feel that have all the skill that is needed for the role. Off-the-job training, as its names suggests, takes place away from the workplace. For example, within MS there is internet and staff finds required learning materials to develop their technical skills and business competencies. 3.2-Impact of regulatory requirements on human resource policies: Regulatory requirements: Employment legislation include different types of regulatory requirements which is related with business structure, pay, data protection, health and safety, discrimination, equality, employment right and responsibility, contractual terms and condition and data protection. Employment relation act 2004: This act is generally concerned with collective labour law and trade union rights. This is the reviewed one of Employment Relations Act 1999 that was announced on July 2002. The act 1999 was conducted with connecting of interested parties, after that it included a public consultation. Government reviewed that and provides a detailed analysis that is known as Employment Relations Act 2004. Equal Pay Acts 1970 and 1983 This act was came to force on 1975. Its intention was to remove discrimination between men and women in pay. This act allows someone to claim equal amount of payment for both of the gender. approximating work Work rate as equal under a job estimation scheme Work of Equal Value in terms of weight made under such headings as attempt, skill and decision-making Claims to be pursue on the basis of the Employment Tribunal system. Disability Discrimination Act 1995 This act came to force on 2nd of December 1996. This act works like as Sex Discrimination Act and Race relation act. It also put the duty on the employer to make a reasonable adjustment in the premises to the disable people. Disable means physical disable, visual or hearing disable, mental problem such as Multiple Sclerosis and Aid, learning problem. Data protection Act 1998: The Data Protection Act 1998 requires every data controller who is processing personal data to notify the Information Commissioner unless they are exempt. Failure to notify is a criminal offence. The Information Commissioner maintains a public register of data controllers. Each register entry includes the name and address of the data controller and a general description of the processing of personal data by a data controller. Individuals can consult the register to find out what processing of personal data is being carried out by a particular data controller. There is no requirement to notify manual records which come within the scope of the Data Protection Act 1998. However, it can be chosen to notify them voluntary to notify them voluntarily. If notification is needed, there are two ways to notify: By internet notification form can be completed on the internet, printing it and send the form by post with the notification fee or direct debit instruction By telephone it can be telephone the notification help line and a draft notification form will be sent to which is based on the information that is been asked to provide on the telephone. Further guidance and other publications can be accessed from the website of the Information Commissioner http://www.dataprotection.gov.uk/dpr/dpdoc.nsf Task 3: In this task of my assignment i am going to discuss about ACI Company Ltd Bangladesh. 4.1- Impact of organisational structure on the management of HR: Role of HR department on the development of ACI: On the development of ACI Company Ltd Bangladesh, HR department got a huge role. Organisational development of ACI is based on some personnel assessment and HR audit. Its also depending on the basis of how personnel departments are being observed and evaluated. On the viewpoint of a HR consultant here I am going to describe some of them: Recruiting, interviewing and hiring New employee related factors Performance assessment Wages or compensation issues Staff benefit issues HR plan and policies Job categorization Training and interviewing Decision-making skills 4.2- Impact of organisational culture on the management of HR: Organisational culture: organisational culture can be defined as thorough concept of knowledge, belief and thoughts of mind and customs in where peoples are expressing their organisational conditioning. Aci organisation have different shared belief and values which sometimes convert into policies and practice. Aci organisational culture has some impact on the HR management that are: Decision making that can centralised of decentralised Freedom of different level of staff and management Frankness on communication Different leadership styles that is conducted by managers Educational involve and intelligence of employees Attitude of team then if needed training and development. Attitude to change specially with the technology. Commitment on the quality and service. 4.3- How the effectiveness of HRM is being monitored: ACI Companys HRM effectiveness depends on some major components which are mentioned bellow and these components are being monitored by ACI regularly for the organizational development. These are: HRM strategy: Human resource strategy is indicating some objectives like as training and developing, motivation and control workers. ACI Company is one of the most successful organizations in Bangladesh, it achieving its success through business strategy and HRM strategy and company believe that the more successful it is likely to be in terms of achieving the organizational outcomes. So if the whole companys effectiveness is mostly depend on its HRM strategy. HRM operations There are lots of responsibility and functions required for running a business. Performance, productivity, each and every department must be monitored constantly and HR department is responsible for achieving these. These things ensure the overall success of ACI Company. Using human resource properly: Some people might think that HR department is not a most important factor in a company. It is totally a wrong concept. ACI Companys HR department basically focuses on hiring the people and which would build up the workforce of the company. If this department is not performing well then whole process of hiring and recruiting will be on the question for any company. So for the effectiveness of the ACI Company proper using of HR is very important. Efficiencies and inefficiencies: An organizational effectiveness mostly depends on having right people on the right post to fulfill organizational requirements on the appropriate time. Right people can only be obtained by measuring efficiencies. The more efficient the employee will, the more effective the company will be. On the other hand an inefficient employee is a great obstacle for the whole company. So making him efficient the companys development can be obtained. So monitor efficiencies and inefficiencies must be considered on the effectiveness of human resource management. Overall monitoring the above few section ACI Company is performing its organizational success. 4.4- Recommendation to improve the effectiveness of human resource management in ACI: To improve the effectiveness of human resource management in ACI Company, there must be a list of recommendation. The following few factors can be implemented for the improvements of its effectiveness. Benchmarking HR performance: Benchmarking provides an organization with a detail analysis of national and employees satisfaction. It also provides HR effectiveness based on in detail feedback form and the whole companys surveys. ACI Companys benchmarking reports let it to compare the organization with the current and future industry norms. Thats how the management can determine whether the present HR practices are fulfilling the companys need and the needs of employees. Employees attitude survey: Employee attitude survey provides information to improve efficiency and commitment on ACI industry. Finding out the root issues of attitude in the organization ACI Company must take the direct action to broaden its overall job satisfaction. Involving the information that was gathered from the survey will improve the productivity. Improving the attitude of the employees will lead to better cooperation and communication throughout the whole company. So employees attitude must be considered for the future improvement of the effectiveness of HRM in ACI Company. Employee retention: Employee retention is helping an organization to encourage employees to remain in the organization for a long time. Now a days so many companies are facing a lot of problem in employees retention. Hiring skilled and knowledgeable people for the job is very necessary for any company. But retention is more important than hiring. ACI Company is always looking for such a kind of talent employees. If an employee is not satisfied on his present job then he might try to find a better one, as a result it can be a huge lose for the company. So employee retention should be followed for the future development of the company.

Construction Planning and Scheduling

Introduction Construction activities are often exposed to various weather conditions, and often construction productivity is dependent on these weather conditions. Weather conditions are local, seasonal, and sometimes unusual. Inclement weather conditions often result in project disruptions, delays, and disputes between the project parties. Many trades such as earthwork, concrete, roofing, and landscaping are often affected by severe weather, meanwhile other trades such as carpet installers or sheetrock installers may not be directly affected by the weather.Owners, general contractors, and subcontractors all face many risks associated with weather conditions. In order to mediate weather risks, all of the involved construction parties adopt various strategies; purchase insurance, and contract options. Typically project owners try and allocate the risks related with weather delays by adding weather clauses in the contract provisions. The goal of this paper is to discuss the impact of w eather delays in construction projects. A construction schedule should include a developed plan to allow for adverse weather. The weather considerations should be addressed during contract negotiation.By accounting for weather integration in the contract and in the baseline schedule owners and the contractor can reduce the risk of disputes from weather impacts and avoiding the rejection of claims dealing with unforeseeable or unusually severe weather. Most contracts nowadays have integrated weather calendars in the schedule. Adverse Weather Adverse weather, commonly referred to as severe weather, is any weather condition, rain, snow, temperature that exceeds historical data gathered over a specific period of time to establish what could be reasonably expected over the course of the construction project.Establishing unusually severe weather can be a challenging task. The most common method is to compare the actual weather experienced on the project to a historical normal for the same location. By using historical data a normal or expected level of severe weather can be established for a given time period. (Long 2010) Normal Weather Severe weather conditions should be incorporated in all construction contracts and in the contract it should specify the difference between normally and abnormally severe weather conditions.In contracts today, it is normal for some owners and contractors to provide the anticipated number of weather days in today’s contracts. The contracts now specify the average number of adverse weather days for certain project locations. It is in the best interest of projects to identify weather statistics, and contracts should provide the number of anticipated weather delay days based on those statistics. Temperature Temperature is well defined in construction contracts. The standard specifications in a contract include the minimum and maximum temperatures for many construction materials.However, temperature directly affects the productivit y of workers. Most construction materials have thresholds. However, temperature is a type of weather effect in which construction does not necessarily have to be delayed when exceeding these thresholds, as long as the project can absorb expenditures for controlled measures such as heated enclosures. Wind Wind can affect certain construction operations, but the effect of wind on temperatures is equally important. The combination of low temperatures and wind causes wind chill, which can reduce productivity and can even be dangerous to workers.Wind alone can force several construction activities to shut down, for example high winds can make cranes unstable, which could lead to accidents. High wind also may cause fresh concrete to dehydrate on the surface. Wind not only affects the temperature and construction activities such as crane work, but wind also affects materials and material processes. Soil Temperature Soil temperature does not directly affect labor productivity, but it does h ave an effect on operations and equipment. The biggest impact of soil temperature is on earthwork. Frozen ground magnifies the difficulty of movement and compaction of soils.Frozen soil conditions greatly reduce the equipment productivity. As cold weather affects the operator of the equipment, the soil conditions affect the effectiveness of the equipment. Weather Delay Day What type of weather qualifies as a weather delay day? A weather delay day is a day in which work must be completely stopped because efficient construction operations will be difficult to achieve with the weather conditions. Three key factors affecting weather delays and disruptions are; type of construction, on-site drying conditions, and the intensity of rainfall.The threshold values for adverse weather vary from location to location. The threshold values also depend on the trades working and various other social and natural factors. However, a weather day should be decided based on the combination of the thresh old values, type of work affected, and common sense. Table 1 below shows a sample adverse weather day calendar. (Glavinich n. d. ) Table 1: Sample Adverse Weather Allowances MonthJANFEBMARAPRMAYJUNJULAUGSEPOCTNOVDEC Adverse Weather Days665452245544 Weather Calendars Once threshold values are determined, the adverse weather days can be incorporated into the plan.Normally many weather incorporation methods can be used to satisfy the contract requirements. In order to claim time for unusually severe weather, it is common practice that the documented adverse weather days in excess of the monthly allowances must affect the completion of critical path activities. A good way to track and plan for weather days and planning for the activities they impact is a scheduling model that incorporates adverse weather days into a weather calendar. The weather calendar is tied to the weather sensitive activities.This task typically involves: †¢Documentation of all activities in the schedule that are prone to adverse weather †¢Application of the weather calendar to activities subject to adverse weather †¢Development of a baseline schedule in accordance with the project scheduling specifications †¢Calculation of the new finish date (Sabol 2004) Type of Work The type of construction work greatly influences the impact weather has on a project. Certain activities are particularly sensitive to weather conditions; meanwhile other tasks are not as sensitive to weather.Others factors such as equipment being used, materials being used, and the activity durations for each activity influence the activities sensitivity to wind, temperature, and precipitation. The projects weather sensitivity also depends on the phase of construction. For example the initial phase of building construction is usually more sensitive to weather than when the building has an exterior shell up. Consequently the allocation of anticipated monthly weather delay in contracts is not sufficient.The s cheduled activities and sequencing of activities should be known before the number of monthly weather delay days has been determined because the weather impact is strictly associated with the type of construction activities being performed. Lingering Days Severe weather can have impact on a construction project for many days after the actual severe weather has passed. These lingering days may extend past severe weather periods because of drying time for soils, and accumulated water on the site and before and after snowy conditions. These lingering days are also known as dry out or mud days.Even when trying to specify the number of adverse weather days, a contract is still ambiguous if it does not determine how to deal with lingering days. It is important to differentiate between lingering days caused by predictable and unpredictable weather conditions. Contracts should clearly spell out whether lingering days are included in the monthly normal weather days. For example in Tennessee, adverse weather may include dry out or mud days at a rate of no greater than one make up day for each day or consecutive days beyond the standard baseline that total 1. inch or more of rain. (Syzdik 2012) Lost Days Adverse weather can greatly reduce productivity. Working under adverse weather conditions causes the jobsite efficiency to decrease even though the work might not stop. The decreased productivity due to adverse weather can contribute to schedule delay. The adverse weather not only delays a project due to such direct lost days from a weather event, or dry out days, it also prolongs schedule activities due to lost productivity or inefficiency. This in turn, can delay the overall project schedule.In many circumstances, a contractor is not entitled to compensation incurred by lost labor productivity caused by unusually severe weather, usually only lost time that is associated with unusually adverse weather can be recovered. Personal Opinion If the contract does not specify w hat constitutes as normally severe weather and determines the weather thresholds for different work to be performed a consistent analysis of severe weather will be impossible. The contracts should specify monthly anticipated weather delay days.Contractors should account for these days when planning their work and planning their baseline schedules. These delay days should include anticipated lingering days based on the construction activities scheduled in the periods of anticipated severe weather. My experience working on a farm has taught me that weather delays happen frequently and these delays throw a wrench in all of the plans. For example during custom harvesting, a rainstorm will bring a halt to all combine harvesting.Often if it rains more that a few hundredths of an inch work is stopped for at least one full day. This becomes an issue when there is another customer waiting to have their crops harvested but we have to sit and wait in one location for the crops to dry out enoug h to be cut, before we can move to the next location. If the crops are not harvested soon there is a chance that the crops could be destroyed by a hailstorm, or the crop could lose value if it gets rained on because the coloring gets washed from the grains.This has taught me that proper planning and scheduling can help to minimize the losses associated with severe weather delays. Conclusion Adverse weather conditions and delays in construction are a source of costly claims and disputes in construction. Contracts should include monthly anticipated weather delay days, and a system to define or determine anticipated lingering days should be clearly defined in the contract along with threshold values for weather parameters.These weather threshold values play a critical role when determining if weather is unusually or usually severe. Finally contracts should address the requisites to request a time extension cause by inefficiency due to unusually severe weather conditions. Much of the li tigation resulting from weather delay disputes is based on the lack of adequate terms in the contracts. Whether a day with adverse weather is workable or not depends on the weather thresholds. The bottom line is, plan as for normal adverse weather, and know what the contract requires for adverse weather.Records should be kept of adverse weather occurrences, and time extension request should be submitted as required by the contract. When a project experiences adverse weather, the best case scenario is that weather considerations are included within the contract and in the schedule as applicable standards with respect to approach and evaluation. If weather impacts become an issue and are not present in the contract, the project management team and scheduler should develop reasonable weather allowance.If it becomes necessary to implement a method mid project, it is very important that the weather allowance standards are acceptable to all the construction parties and that all the assump tions used in the risk analysis are consistent and accurate. Bibliography Glavinich, Thomas. Construction Planning and Scheduling. Edited by Second Edition. The Associated General Contractors of America. Long, Nguyen. Analysis of adverse weather for excusable delays. American Society of Civil Engineers. 5 26, 2010. ascelibrary. org/coo/resource/1/jcemd4/v136/i12/p1258_s1? iew=fulltext> (accessed 4 4, 2012). Morosko, Nick, interview by Andrew Barthel. Project Manager Bozeman, MT, (4 2, 2012). Sabol, Kevin. Integrated Framework for Quantifying and Predicting Weather related delays. American Society of Civil Engineers. 8 16, 2004. ascelibrary. org/coo/resources/1/jcemd4/v136 (accessed 4 6, 2012). Syzdik, Brian. Weather Considerations for Construction Project Scheduling Models. Society of American Military Engineers. 10 12, 2012. militaryengineers. wordpress. com/2010/10/12 (accessed 3 24, 2012).

Ruthless Essay Samples on Synthesis the Law Strategies Exploited

Ruthless Essay Samples on Synthesis the Law Strategies Exploited High school isn't free in Kenya. What's more, the sites have turned into a standard location for citizens to pour out their dissatisfaction with different departments. Law must also be changed based on the changes the society faces, because without the vital changes law cannot keep pace with society. Explanatory essays are also referred to as background synthesis essays. The remainder of your synthesis essay in English should be constructed around that most important sentence. The implication here is that synthesis essays need a lot of research and students ought to be ready for such work. In that scenarios, the student has a right to pick any topic because of his synthesis essay. Since you may see, the outline of a synthesis essay is not any different from that of writing a customary paper. The many sections of the synthesis essay have to be carried over in the most effective possible fashion and it's best explained through synthesis essay examples. Before you start to compose a synthesis essay, identify all the points that you prefer to discuss. Synthesis essays are employed in various papers. The 5-Minute Rule for Essay Samples on Synthesis the Law When the paper was completed, the conclusion provides the last touches by giving suggestions or further comments. If you're writing your essay with some too brief deadline on an exam, you want to stress on your argument in each and every paragraph. You ought to be able to understand the reader of your paper and use a tone that may be convincing to them. The rhetorical assessment includes the author and their purposes. Your own essay should be constructed around that text and your principal argument. A writer is provided a prompt to study. Instead, it must look like a probing question that the writer attempts to defend or answer in the essay. Essay outline is a skeletal outline that supplies a platform on which you are able to construct your own writing and produce your own thoughts. The most important requirement of a synthesis essay is to develop a robust position whilst also going in-depth to check at the many relationship which exists between sources. The major intention of an examiner once it comes to synthesis essay, is to check the capability of the writer to conduct research and relate information from other sources. Your professor will either supply you with relevant sources or specify the variety of source materials you're supposed to use. The Advantages of Essay Samples on Synthesis the Law The documentary reflects the entire procedure, listing ingredients essential for the appropriate human brain activity. The procedure for writing a synthesis essay is not sim ple, it needs a lot of efforts and you've got to have the ability to digest information and present it in an appropriately organized form. Look at more than 1 synthesis introduction example to get a selection of different suggestions and methods because there is more than one method to compose an introduction on the exact same topic. Synthesis topics should not be something which's general understanding, like whether vegetables are good for you. Awful synthesis topics can arrive in a number of forms. The author utilizes the essay to express different viewpoints and the arguments related to the topic and evaluation of the various factors with respect to a given topic and relate the exact same to the implications of the decisions. He makes an attempt to break the whole topic into separate parts to represent each of them clearly. Who Else Wants to Learn About Essay Samples on Synthesis the Law? When it is all about figuring out how to compose an AP English synthesis essay, it is necessary to open the official AP website with the present requirements and study the grading rubric to comprehend what things to concentra te on. After you get the class syllabus, it's better to study it to learn the precise test dates and what it would look like. The info is occasionally privy and confidential. It's essential, to begin with, to understand the many kinds of papers which exist and their primary features before one begins handling their assignment. Therefore, it's critical to understand the differing aspects of all essays for one to be in a position to compose an appropriate article. A thesis is the principal idea of the essay. You'll also have to apply the right systems of citation.

Kill A Mockingbird By Harper Lee - 1137 Words

The novel To Kill a Mockingbird by Harper Lee. Taught me many lessons that I apply to my life each day. To Kill a Mockingbird has made an incredible impact on my life and has made me realize many things. As I have gotten older I have begun to realize how things are not always as they appear to be. Whether it is people, situations or even opportunities. You may think you know or understand someone when in reality you may not even understand anything about the person at all. Today, society is often quick to judge and make assumptions about individuals without even knowing their story and sometimes even half of their story. Being a teenager and a young adult in the world today can be difficult. We are told how to act and how to dress according to the world’s standards. Harper Lee taught me the importance of being myself through her story about Scout. I now know how important it is to stand up for myself and never let anyone belittle my values. The first time I read To Kill a Moc kingbird I was amazed and honestly a little bit confused. There was such an incredible and powerful lesson taught throughout the book. It was not a lesson that many sixteen year olds like myself even paid attention to or would even begin to apply to their lives. People are not always as they seem. People often put on a strong front, even when they are feeling weak. People often have a hidden past that they are ashamed about. People may have been through so many experiences that they are a littleShow MoreRelatedKill A Mockingbird By Harper Lee1049 Words   |  5 PagesTo Kill a Mockingbird: How a Story could be based on True Events in Everyday LifeDaisy GaskinsCoastal Pines Technical Collegeâ€Æ'Harper Lee was born in Monroeville, Alabama. Her father was a former newspaper editor and proprietor, who had served as a state senator and practiced as a lawyer in Monroeville. Also Finch was known as the maiden name of Lee’s mother. With that being said Harper Lee became a writer like her father, but she became a American writer, famous for her race relations novel â€Å"ToRead MoreTo Kill a Mockingbird by Harper Lee1000 Words   |  4 Pagesworld-wide recognition to the many faces of prejudice is an accomplishment of its own. Author Harper Lee has had the honor to accomplish just that through her novel, To Kill a Mockingbird, a moving and inspirational story about a young girl learning the difference between the good and the bad of the world. In the small town of Monroeville, Alabama, Nelle Harper Lee was born on April 28, 1926. Growing up, Harper Lee had three siblings: two sisters and an older brother. She and her siblings grew up modestlyRead MoreKill A Mockingbird By Harper Lee1290 Words   |  6 PagesHarper Lee published To Kill a Mockingbird during a rough period in American history, also known as the Civil Rights Movement. This plot dives into the social issues faced by African-Americans in the south, like Tom Robinson. Lee felt that the unfair treatment towards blacks were persistent, not coming to an end any time in the foreseeable future. This dark movement drove her to publish this novel hopeful that it would encourage the society to realize that the harsh racism must stop. Lee effectivelyRead MoreKill A Mockingbird By Harper Lee873 Words   |  4 PagesIn the book, To Kill a Mockingbird, Harper Lee illustrates that â€Å"it’s a sin to kill a mockingbird† throughout the novel by writing innocent characters that have been harmed by evil. Tom Robinson’s persecution is a symbol for the death of a mockingbird. The hunters shooting the bird would in this case be the Maycomb County folk. Lee sets the time in the story in the early 1950s, when the Great Depression was going on and there was poverty everywhere. The mindset of people back then was that blackRead MoreKill A Mockingbird By Harper Lee963 Words   |  4 Pagesgrowing up, when older characters give advice to children or siblings.Growing up is used frequently in the novel To Kill a Mockingbird by Harper Lee. Harper Lee uses the theme growing up in To Kill a Mockingbird to change characters opinion, develop characters through their world, and utilizes prejudice to reveal growing up. One major cause growing up is used in To Kill a Mockingbird is to represent a change of opinion. One part growing up was shown in is through the trial in part two of the novelRead MoreKill A Mockingbird By Harper Lee1052 Words   |  5 PagesTo Kill a Mockingbird by Harper Lee takes place in Maycomb County, Alabama in the late 30s early 40s , after the great depression when poverty and unemployment were widespread throughout the United States. 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She was the youngestRead MoreKill A Mockingbird By Harper Lee1695 Words   |  7 PagesIn To Kill a Mockingbird Harper Lee presents as a ‘tired old town’ where the inhabitants have ‘nowhere to go’ it is set in the 1930s when prejudices and racism were at a peak. Lee uses Maycomb town to highlight prejudices, racism, poverty and social inequality. In chapter 2 Lee presents the town of Maycomb to be poverty stricken, emphasised through the characterisation of Walter Cunningham. When it is discovered he has no lunch on the first day of school, Scout tries to explain the situation to MissRead MoreKill A Mockingbird By Harper Lee1876 Words   |  8 PagesThough Harper Lee only published two novels, her accomplishments are abundant. Throughout her career Lee claimed: the Presidential Medal of Freedom, Pulitzer Prize for Fiction, Goodreads Choice Awards Best Fiction, and Quill Award for Audio Book. Lee was also inducted into the American Academy of Arts and Letters. This honor society is a huge accomplishment and is considered the highest recognition for artistic talent and accomplishment in the United States. Along with these accomplishments, herRead MoreKill A Mockingbird, By Harper Lee1197 Words   |  5 Pagessuch as crops, houses, and land, and money was awfully limited. These conflicts construct Harper Lee’s novel, To Kill a Mocking Bird. In To Kill a Mocking Bird, Lee establishes the concurrence of good and evil, meaning whether people are naturally good or naturally evil. Lee uses symbolism, characterization, and plot to portray the instinctive of good and evil. To Kill a Mocking Bird, a novel by Harper Lee takes place during the 1930s in the Southern United States. The protagonist, Scout Finch,