Dr Tracey Shea
Department of Management
P.O. Box 197
Caulfield East Vic 3145
*N. B. This research was undertaken whilst the first author was also employed at
Acknowledgment: This research is funded by an Australian...
market pose particular challenges for the human resource management (HRM) function. The global financial crisis of 2008–09 was a good example of a situation in which the HRM function had to provide leadership in managing potential workforce reductions while still attracting and retaining critical talent in...
successfully implementing strategy, not just from having one. This implementation capability derives, in large measure, from the organization’s people, how they are treated, their skills and competencies, and their efforts on behalf of the organization. A people-centered strategy facilitates higher levels...
o s T m E R g E R I n T E g R AT I o n
Post Merger Integration: Hard Data, Hard Truths
BY Johannes Gerds and FreddY strottmann with Pakshalika JaYaPrakash > illustration BY vince mcindoe The numbers don’t lie. Many top corporate managers are faced with the challenge of a post merger integration...
always have human resource implications, and tactics such as job redesign, multi-skilling, redeployment, training, paying for performance, layoffs and downsizing should be specifically directed at implementing the human resource strategies of organisations. Unfortunately, however, the strategic considerations...
issue involves what approach management takes when first considering how to implement the framework throughout the organization. An entity’s size, complexity, industry, culture, management style, and other attributes will affect how the framework’s concepts and principles are most effectively and efficiently...
to text questions and exercises
Materials for additional class activity
Who should be involved in human resource planning?
How does human resource planning relate to or influence other HRM activities?
Does HRP help an organisation to make better use of existing employees?
has resulted in a loss of profit for the company and its shareholders. To adapt to an ever changing business environment, GC is faced with tough challenges ahead and managerial decisions that will ultimately have an impact on employee its relations. The company has an opportunity to turn profits around...
RETENTION…MANAGEMENT... CHALLENGES IN IT SECTOR….
In the current scenario, major challenge for an organization is to create new strategies to retain its valuable, experienced and talented employees. The management can control employees...
2. Human Resources (HR) | |
|2.3. How OD and HR personnel should be integrated as one | |
PROACTIVE HR ENGAGEMENT IN
AN ORGANIZATIONAL TRANSITION
M I T C H E L L L E E M A R K S A N D R O N N Y VA N S T E E N K I S T E
This article describes an HR team’s call to action in managing an organization’s
transition from healthy, vibrant, and financially successful...
for new products and services.
Global Communications needs educational awareness of cross-cultural communication and language barriers. The staff should also be educated on what the company expects of its employers and interpretation of work related concepts used in the daily operation of the...
METAMORPHOSIS OF TATA STEEL
-THE CHALLENGES OF CHANGE MANAGEMENT
"There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things."
— Niccolo Machiavelli
The Prince (1532)
facing many challenges, many of who are detrimental to the company. This paper explores how the organization plans to tackles the financial, shareholder, and employee troubles that it presently faces and suggests solutions to the internal communication challenges that exist. All of these challenges and solutions...
Capital Management enriched with Strategic approaches is needed in ensuring that Human Capitals are being developed and invested in the aspects of know-how, technical skills and also attitudes, The ultimate target is for these Human Capital to eventually contribute back to the Organization’s Culture and...
related to decreased workforce
* Management techniques to use if downsizing in the workplace is inevitable
Primary research consisted of a workplace survey of three areas: Administration, Clerical Staff, and Frontline Staff. Secondary research sources included government publications, peer reviewed...
>> Version of Record - Mar 21, 2011
What is This?
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C O N T R I B U T E D A RT I C L E
Journal of Industrial Relations
ß Industrial Relations Society of Australia
SAGE Publications Ltd,
Los Angeles, London...
competencies”. These show how much the company values competencies in skills and knowledge which are eminent in business nowadays.
SHRDC is a company which prioritises providing an outstanding training service to companies and individuals. Thus, SHRDC needs to equip its staff, especially their Human...
forces that managers face
today and will continue to confront in the future
demand organizational excellence. The efforts to
achieve such excellence – through a focus on learning, quality, teamwork, and reengineering – are
driven by the way organizations get things done and
how they treat their...
public sector legislative and policy framework and take
account of the changing demographics and needs of the workforce itself. Consultation with
staff and their union representatives is also an essential element in the successful development
and implementation of workforce plans.
The guide is primarily...
for the repiacement of this iarge and knowiedgeabie cohort of workers. This articie addresses the particuiar risks and chaiienges that organizations face in ensuring the transfer of the vaiuabie knowiedge that oider workers possess before they retire.
magine you are an HR executive and there are two...
strategy that meets the challenges facing their organization and capitalizes on the strengths that they possess. However, even the best strategy will ultimately fail without the right people in place to execute it. Thus, the true challenge for any leader is a human capital challenge.
But what exactly is...
valuable asset of any large-scale organization is the
high caliber employees. Finding right people and putting them
at right job is the most important challenge for any
organization. At the stage of Human Resource Planning, as we
have already discussed in the previous unit, the human
resource requirement is...
HR IN ATTRACTING STAFF
1. Importance of attracting the right staff 6
2. Challenges faced in attracting good staff 7
3. How to attract the right and good staff 8
4. ROLES OF OD AND HR IN RETAINING STAFF
1. Importance of retaining staff 10
identification of several challenges that were grouped into three main themes: the HR department’s role in management training; improving the quality of the culture of the organization; and increasing employee satisfaction and productivity. If the challenges that HR departments face is not altered, the existence...
training and development is always a major role of HRD of the Center.
Different kinds of professional development program are offer for internal staff throughout the year. It serves as a part of succession planning to help an employee be eligible for a planned change in role in the organization. It...
Situational analysis. A situational analysis includes “six key areas: product, target market, distribution, competitors, financial and other issues” (How to Write, 2009, p. 3). Global’s primary product is providing telecommunications services, and the company has decided to expand services in order to...
reactions to a complex organizational change involving proposed
work force redesign, downsizing and a physical move to a new hospital.
Methodology/Approach: Participants included executives, supervisory and nonsupervisory staff in a major tertiary hospital. Recorded in-depth interviews were
Definition of Downsizing------------------------------------------------------------1
a) International Expansion-------------------------------------------------------------1
to form British Airways, despite the fact the organisation was going to be over-staffed. Between 1981 and 1983 BA response to this was strategic downsizing which resulted in reducing the number of employees, as well as senior managers by 40%. Until 1984 BA operated a reactive style of operational and...