It is becoming quite apparent that businesses, big and small, need to understand how decision making affects their entire operations. When making decisions, managers in organizations apply either a programmed or a non programmed decision making process. Both processes are affected by the culture of the society in which the decision is being made. For example, mangers in countries with relatively low tolerance for ambiguity, such as Japan and Germany, avoid non programmed decisions as making. Operating manuals in organizations in these cultures tend to be relatively thick. In contrast, mangers in countries with relatively high tolerance for ambiguity, such as the United States and Norway, seek responsibility for non-programmed decision making. The secrets of effective decision making lie in the balance between rational and intuitive thought. The following strategies provide a useful framework for making effective decision. Determine the problem and identify the goals to be accomplished by yourContinue reading
Modern HRM
The Cultural Context of Business Negotiations
Considering the potential problems in cross-cultural business negotiations, particularly when you mix managers from relationship-oriented cultures with those form information oriented ones, it is a wonder that any international business gets done at all obviously, and the economic imperatives of global trade make much of if happen despite the potential pitfalls. But an appreciation of cultural differences can lead to even better international commercial transaction-it is not just business deals but highly profitable relationships that are the real goal of international business negotiation. For the efficient and effective international business negotiations few steps are important. Which includes: Selection of the appropriate negotiation team. Management of preliminaries, including training, preparation, and manipulation of negotiation settings. Management of the process of negotiations, that is, what happens at the negotiation and table; and Appropriate follow-up procedures and practices. 1. Selection of Negotiation Teams: One reason for global business successes is the large numbersContinue reading
Personnel Action Systems (PAS)
As the name itself specifies, Personnel Action Systems (PAS) supports the activity of the personnel department in taking actions on the following: Filling job openings and Recording and reporting promotions, transfers, terminations and other employee status changes. Two systems involved in Personnel Action Systems (PAS) are: Placement data system and Personnel activity reporting system. The details vary from organization to organization. Equal employment opportunity and affirmative action concerns in USA are making more extensive data systems necessary with respect to both the above systems. There is a growing need to document the search procedure employed to job applicants and the decision procedure by which the new applicant is selected. Promotions, transfers and termination need more justification than they were in the past. 1. Placement Data System Placement data procedures center around the development and use of more applicant files (generally more than one). Separate files are required for jobs thatContinue reading
Personnel Administration Data Systems (PADS)
Personnel Administration Data Systems (PADS) provide data needed to carry out the personnel administration responsibilities of an employer. As the government legislates additional protections and social programs, these responsibilities have increased and are growing. Affirmative action requirements in USA, health and safety regulations and pension plans regulation are many new sources of the employer’s responsibilities. Payroll and personnel planning data system (PPDS) are closely related to PADS, all using the employee master file. Not only accessing the file, but updating of file is often organized on a coordinated basis. Data items in the employee file are updated by the payroll system not for self but also for PADS and PPDS. Payroll provides the most effective way to capture the new data for this updating activity. Three types of Personnel Administration Data Systems (PADS) Personnel status reporting systems (Files used are Employee file, Job file). Personnel action systems (Files used areContinue reading
Human Resource Cost Reduction
Cost reduction is defined as the achievement of real and permanent reduction in the unit cost of goods manufactured or services rendered without impairing their suitability for use intended. Cost reduction must be real and increase productivity. It must be permanent and should not impair the suitability of products or services for the intended use. The scope of cost reduction is wide and it could be applied to wherever cost is incurred. In many organizations the cost of human resources is very high. The top management should find ways by which the cost of human resources is reasonably reduced. Any abnormal reduction of cost in this regard may lead to unfavorable organizational climate. In autocratic type of organizational climate the human resources cost will be reduced since the employer is not so particular about keeping the morale of the employees high and to motivate them for higher productivity. Since betterContinue reading
Human Resource Cost Analysis
Human resource cost analysis is the study of behavior of cost in relation to one or more HR criteria. Controlling manpower costs has now become important for organizations, particularly when we are required to look within for cost savings to sustain organizational growth and profitability. To enforce control on HR costs, it is essential to develop a check-list at the outset. This requires grouping of activities under different cost heads and then Identifying the individual cost elements under each head. By developing an HR costs spreadsheet, we can understand the magnitude of HR costs in an organization. Element-wise cost trend over the years facilitates regular monitoring and operational control. At the macro-level, net value added per employee is an indicator of cost efficiency. Developing an HR Costs Checklist HR costs checklist varies from organization to organization due to obvious differences in their practices. Here we have mentioned about those costContinue reading