The reason cultural factors are a challenge to global marketers is that they are hidden from view. Because culture is learned behavior passed on from generation to generation, it is difficult for the inexperienced or untrained outsider to fathom. Becoming a global manager means learning how to let go of cultural assumptions. Failure to do so will hinder accurate understanding of the meaning and significance of the statements and behaviors of business associates from a different culture. For example, a person from a culture that encourages responsibility and initiative could experience misunderstandings with a client or boss from a culture that encourages bosses to remain in personal control of all activities. Such a boss would expect to be kept advised of a subordinate’s actions; the subordinate might be taking initiative on the mistaken assumption that the boss would appreciate a willingness to assume responsibility. 1. Maslow’s Hierarchy of Needs The Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Best Practices in Recruitment and Selection
A company with the right people with the right skills at the helm can achieve wonders. Conversely, poor or uniformed hiring and recruitment decisions at the top most level can cost a company not only financially, but will have a negative bearing on the organization’s reputation with the stakeholders. Keeping this in mind, the likelihood of future problems can be eliminated if best practices are followed for recruitment and selection activities. Successful businesses are only built by establishing a robust recruitment process as hiring mistakes can be extremely costly and time consuming. The use of best practices in recruitment and selection helps furnish an organization with highly skilled, flexible and motivated employees. The best practices in recruitment and selection processes bring forth systems that are modern, proficient, professional and effective, and ensure that individuals who are recruited demonstrate commitment, ethics, and motivation, eagerness to grow and develop and most Continue reading
Workforce Diversity Management in the Age of Globalization
Within each and every organization, the composition of workforce diversity is being integrated into its human resource management (HRM). In this new era, the world is increasingly globalizing and since the advent of information technology, the borders of the world are drawn so closely than ever before. Theories of diversity management have been developed by business professionals and scholars, citing that a heterogeneous organization could create better HRM practices to maximize the benefits from a diverse workforce as well as improving their competitive advantages. Maslow’s Hierarchy of Needs will help to understand how employees’ basic need affects the HRM; and how workforce diversity could contribute to achieving HRM’s strategic objectives. Diversity awareness allows for a better understanding of inclusive consumers’ needs, and provides access to better labor pools. Hence, an organization must be able to utilize the available skills from the workforce if it is to maintain competitive advantage and Continue reading
Wage Differentials – Types and Implications
If we take various contingent factors into account, we find that there may be differences in wage and salary structures. These differentials may be industrial and occupational, regional, organisational and personal. Industrial and Occupational Differentials : Industrial and occupational differentials exist because of requirement of different skill set and imbalance in demand and supply of personnel having such skills. Wages and salaries are usually fixed on the basis of skills required to perform a job. Thus, highly specialized jobs requiring higher level of skills are linked with higher pay too. Coupled with this, shortage of supply of such personnel also induces the payment of higher pay. Regional Differentials : Apart from industrial arid occupational differentials, there may be differences in wages and salaries region-wise also within the same industry and occupation group. Such differences are visible in different countries of the world as well as different regions within a country. Continue reading
New Roles of Human Resource Managers in Business Development
A great team of working professionals in an organization cannot be possible without the human resources. The main contribution of HR management to organizations are hiring and training the workforce, takes care of the performance management system, helps in building culture and values, manages conflict, and most importantly developing good relations. Human resources managers promote, recommend on, and implement plan associated to the usage of employees within an organisation effectively. They are the most qualified and skilled people into the organisation to make a difference in enhancing the productivity of the employee and the organization. Their desire is to assure that the organisation hires the suitable people in terms of skills and experience, and that training and development opportunities are accessible to personnel to boost their achievement and attain the goals in the organization. HR officers are responsible in a range of activities needed by the organisation such as working Continue reading
Functions of Collective Bargaining
Good relations between the employer and employees are essential for the success of an industry. In order to maintain good industrial relations, it is necessary that industrial disputes are settled quickly and amicably. One of the efficient means of resolving industrial disputes and deciding the employment conditions is collective bargaining. It is a process in which the representatives of the employer and of the employees meet and attempt to negotiate a contract governing the employer-employee union relationship. Collective bargaining is a technique of social change, some-times performing its function smoothly and at other times threatening to blow up. Arthur D Butler’s classification of functions of collective bargaining can be viewed under the following three headings. Collective bargaining acts as a technique of long-run social change, bringing rearrangements in power hierarchy of competing groups. Collective bargaining serves as peace treaty between two parties in continual conflict. Collective bargaining establishes a system Continue reading