Hrm 4.1

In: Business and Management

Submitted By kolbi373
Words 268
Pages 2
Question 1:

Given the ideas presented about Apple’s strategy, what HR actions would be most suitable for supporting that strategy? (consider the options in Table 4.2)

Apple’s strategy to keep their innovative designs secret by making the chip design a company process instead of a product that they buy from an outside source creates a need for highly skilled technical talent.

Apple would have to carry out extensive workforce planning to give them an advantage over their competitors. They would take their current internal labour force strengths and weaknesses into consideration. They would have to predict what they wanted to be producing in the future and to determine the quantity and type employees they would require. Workforce planning is a comparison between the current state of the organization and the goals for the future. There are three stages to this process; forecasting, goal setting/strategic planning and program implementation/evaluation.

Apple’s plan to handles its own development means they have to forecast the demand for technical talent. In the push to manage the anticipated increase in productivity they may use a trend analysis to predict their labour demands by observing statistics from the previous year. These statistics are called leading indicators that can include the actions of competitors.

Available labour supply of how many people within the organization have the required skills and abilities should be taken into consideration. Aspects of retirement, transfers, resignations, terminations and promotions are contemplated. A transitional matrix could be used to analyze job categories in one period and the proportion of employees in each of the categories in a future…...

Similar Documents

Hrm Syllabus

...(Mon.) 10 Week Two: The Legal and Ethical Framework of HRM Details Due Points Objectives 2.1 Describe equal employment opportunity laws. 2.2 Evaluate the effect of equal employment opportunity laws on human resource management practices. 2.3 Describe employee rights legislation. 2.4 Evaluate the effect of employee rights legislation on human resource management practices. N/A N/A Readings Read Ch. 3 & 4 of Fundamentals of Human Resource Management. Read this week’s Electronic Reserve Readings. N/A N/A Participation All Week: Remember to participate in the class discussions 4 out of 7 days during the week. N/A 1 Discussion Questions Respond to weekly discussion questions. Day 3 (Thurs.) 1 Learning Team Human Resource Management Department Brochure The HRM department at fictional Hancock Manufacturing is planning to recruit new employees at a local university career fair. To attract qualified applicants, the department has decided to design a brochure to advertise the department at the career fair. A graphic artist has been assigned to create the graphic design for the brochure and your team has been asked to provide the text for the brochure. The text your team writes must focus on communicating to potential employees how the department is addressing changes in technology, diversity, globalization, and ethics. This assignment is due in Week Two. Create the text information for the brochure for the HRM department at Hancock Manufacturing. Submit your......

Words: 1882 - Pages: 8

Beximco Hrm

...CHAPTER 3:HUMAN RESOURCE MANAGEMENT 10-11 3.1HUMAN REROURCE MANAGEMENT 10 3.2 HRM PROCESS 11 3.3 HRM PLAN & FORECASTING IN BPL 11 CHAPTER 4: RECRUIT & SELECTION PROCESS IN BPL 12-24 4.1 RECRUIT & SELECTION 13 4.1.1 RECRUITMENT OBJECTIVES 14 4.1 .2 RECRUITMENT PROCESS 14 4.1.3 SOURCE OF RECRUITMENT 14 1.INTERNAL SOURCE 15 2. JOB POSTING PROGRAMS 15 3.DEPARTING EMPOLYES 15 4.EXTERNAL SOURCE 15 5.ADVERTISEMENT 15 6. EMPLOY REFERRALS 15 7.EMPLOYMENT EGENCY 16 8.WALK-INS AND WRITE INS 16 9.CONSULTING THE CV BAnk 16 4.1.4 SELECTION PROCESS 16 4.2. SELECTION PROCESS 22 4.2.1 INDUCTION & PROBATION PERIOD FOR NEW EMPLOY 23 4.2.2 JOB DESCRIPTION 23-24 CHAPTER: 5 TRAINING & DEVELOPMENT PROGRAM OF BPL 24-32 5.1 TRAINING & DEVELOPMENT PROGRAM OF BPL 24 5.1.2 INDUCTION TRAINING 24 5.1.3 CLASSROOM TRAINING 24 5.1.4 OFF THE JOB TRAINING 25 5.1.5 ON-THE-JOB TRAINING 25 5.2 EMPLOYMENT DEVELOPMENT 27 5.3 TYPES OF TRAINING 27 5.3.1 TRAINING PROCESS 28 5.4 EVALUATING THE RESULT 28 5.5 TRAINING AIDS 28 5.6 PERFORMANCE APPRAISAL 28 5.7 EMPLOYEE COMPENSATION 29 5.8 MOTIVATING EMPLOYEES IN BPL 32 5.9 HEALTH AND SAFETY 32 CHAPTER: 6 RECOMMENDATONS 33-35 6.1RECOMMENDATION 33 Chapter 7: CONCLUSION 36 7.1BIBLIOGRAPHY 37 Chapter: 1 Introduction 1. EXECUTIVE SUMMARY Human Resource Management (HRM) is a relatively new concept in Bangladesh. It was a few years ago that this was......

Words: 8760 - Pages: 36

Research Assignment 4.1

...Homework The following homework is designed to cover the course objectives for this unit. Research Assignment 4.1 (Start): 1. Read the following scenario: In 2006, Microsoft posted a high-level summary of 235 patents that were allegedly violated by Free and Open Source Software (FOSS), including the Linux Kernel, Samba, OpenOffice.org, and others. Shortly after that, MS entered into a series of three contracts with Novell, one of which was a patent agreement that basically said, “Don’t sue us and we won’t sue you.” 2. Write a research paper summarizing answers to the following questions: * At the time of this scenario, some dire consequences were predicted for FOSS. How has FOSS fared since then? Linux is still active, and all of the products that are mentioned are still active. Ubuntu got a new release, and it still includes Samba and many other FOSS programs. * What impact have these events made since then, or will they make? At the time of the scenario, some dire consequences were predicted for FOSS. How has FOSS fared since then?       Foss has a lingering shadow cast by Microsoft claiming that the free and open software community has violated over 200 of their patents. One of the main consequences that could have come out of the lawsuit from Microsoft is   FOSS goers would no longer have access to free software.   Steve Ballmer CEO of Microsoft states in an interview with CNN, "FOSS patrons are going to have to play by the......

Words: 2884 - Pages: 12

Strategy Hrm

...Module Title: HR Strategy and Professional Practice Module number: BHL 6015 Module tutor: Hefin David Assignment Title: Strategic Choice in HRM? Group member: AO SUN 20048523 Wenhao Yuan 20048524 Yikai Zhou 20069377 Contents 1. Introduction 3 2. Different measures of analysis and comparison 4 2.1 Redeployment 4 2.2 Secondment 4 2.3 flexible working 5 2.4 Comparison 7 3. Strategic HRM 8 3.1 definition of the Strategic HRM 8 3.2 The extend of strategic HRM 8 3.2.1 HR outcomes with Harvard model 8 3.2.2 Vertical fit 9 3.2.3 Horizontal fit 9 4.0 Recommendation 10 4.1 Accept redeployment 10 4.2 Accept secondment 10 4.3 Accept flexible working 11 Reference List 13 Appendix 15 1. Introduction Standfast Insurance is to encounter a 25 million pounds budget deficit in the coming 5 years as a result of diminished market share. Apart from the budget deficit, the company is to encounter other challenges including the need to address rises in demand from customers. Therefore, in order to tackle the external and other influences, Standfast Insurance needs to come up with appropriate strategies. The company intends to improve quality and concurrently evade redundancy using a variety of strategies including redeployment, secondment and flexible working. This paper will start with literature review on redeployment, secondment and flexible working, after that...

Words: 4696 - Pages: 19

For Hrm

...perception of selected student of HRM student in Taguig City University regarding the comparison in choosing between Associate’s Degree and Bachelor’s Degree. The four purposes of this chapter are to (1) describe the research methodology of this study, (2) explain the sample selection, (3) describe the procedure used in designing the instrument and collecting the data, and (4) provide an explanation of the statistical procedures used to analyze the data. A descriptive research methodology was used for this study. A survey was administered to a selected sample from a specific population identified by the National School Board Association. The term ‘survey’ is commonly applied to a research methodology designed to collect data from a specific population, or a sample from that population, and typically utilizes a questionnaire or an interview as the survey instrument (Robson, 1993). Surveys are used to obtain data from individuals about themselves, and how they see the differences between Associate’s Degree and Bachelor’s Degree. Sample surveys are an important tool for collecting and analyzing information from selected individuals. They are widely accepted as a key tool for conducting and applying basic social science research methodology (Rossi, Wright, and Anderson, 1983). For these reasons, the researcher chose a descriptive research methodology and designed a questionnaire survey instrument to assess the perceptions of selected student of HRM student in Taguig......

Words: 6636 - Pages: 27

Hrm Unitel

...Contents 1. Introduction 2 2. Background information 2 2.1. Unitel 2 2.2. Vision 2020 2 2.3. HRM model 2 3. Problem identification and solution 2 3.1. Teamworking 2 3.2. Employee empowerment and engagement 3 3.3. “Work smarter” 3 3.4. War with the Union 3 4. Implication of Harvard model in UnitelHRM systems 3 4.1. Harvard model philosophy 3 4.2. Implication of Harvard model 3 4.2.1. Strengthening the role of employees in the decision-making process 3 4.2.2. Encourage quality initiatives and corresponding enhanced reward systems 5 5. Conclusion 6 6. Reference 6 7. Appendix 8 7.1. Five-stage model 8 7.2. Harvard model 9 1. Introduction 2. Background information 3.1. Unitel 3.2. Vision 2020 3.3. HRM model Bottom-up 3. Problem identification and solution 4.4. Teamworking A senior maintenance officer of Unitel claimed that the Vision 2020 created a discrimination among employees that decrease the effect of team spirit. Consequently, employees are blamed for all problems as “self-conflicts” According to Katzenbach and Smith (1993), a high performance team can create beyond performance expectations. Moreover, working as a team ca influent on individual behaviour and attitudes towards work (Roethlisberger and Dickson, 1964). Hence managers should pay more attention on forming team for employees following Tuckman and Jensen (1977) five-stage model (stated in the appendix). 4.5. Employee empowerment and......

Words: 1652 - Pages: 7

Transformational Hrm

...13 Table of Contents 1. Introduction1 2. HRM Transformation in general terms2 2.1 HRM phenomenon 3 2.2 Trends driving it3 3. HRM formulation for the manufacturing company 4 3.1 About the company4 3.2 Harvard HRM model 4 3.3 Situational and Stakeholders Aspects 5 3.4 Defining business strategy6 3.5 HRM policies 8 3.6 HRM Delivery9 4. Recommendations and Conclusions 10 4.1 Interpretational model and recommendations10 4.2 Conclusion13 References14 1. Introduction The first part of the report will provide an insight to what circumstances triggered HRM transformation. Then we’ll explore the complex issues debated around HRM transformation at present and attempt to examine some theoretical perspectives and approaches that may be suitable in advising CEO what HRM transformation would mean for the manufacturing industry. We’ll emphasize in our report that restructuring and retrenchment should be practiced only when relevant. In the last section of our report we’ll present an interpretational model amalgamating figures and some rhetorical findings analysed in the earlier sections of the report and based on the analysis of the same model we’ll provide recommendations and conclusion as to how HRM transformation might achieve both cost cutting and increased effectiveness. 2. HRM transformation in general terms 2.1 HRM phenomenon During Margaret Thatcher’s administration we observed ‘an ascendancy of a new political and......

Words: 3772 - Pages: 16

Analysis 4.1

...10/27/15 CO2520 Analysis 4.1 People in an individualist culture will see other people and they will ask how they are doing and that individual will more than likely say that they are doing well when in fact they are far from it. They mostly do this because they do not want to burden other people with their own problem. Personally, I have no experience with people from collectivist cultures but I assume that they are much more open with their problem and even expect help from other members of the culture and community. As I was growing up my family has always been there if I needed help or assistance in any way shape or form, my orientation was never a predominant culture value in my family. My family is rather normal than other families I have witnessed. If there is anything wrong I would always try to figure out a situation or a conflict by myself. Because it is my problem and no one else’s, in my opinion it is rude to expect other people to help you out of your own conflict that you created. But if it does come to asking people for help I would always try to compensate them for helping with money or an exchange to help them in a time of need. This does not apply to everyone though there is always someone somewhere that will go the extra mile for anyone and everyone. The connection between these cultures is that they both want people to be happy, just like every culture. One way they see that if you have problem they will overcome it themselves and realize how strong......

Words: 337 - Pages: 2

Cobit 4.1

...4.1 Framework Control Objectives Management Guidelines Maturity Models COBIT 4.1 The IT Governance Institute® The IT Governance Institute (ITGITM) (www.itgi.org) was established in 1998 to advance international thinking and standards in directing and controlling an enterprise’s information technology. Effective IT governance helps ensure that IT supports business goals, optimises business investment in IT, and appropriately manages IT-related risks and opportunities. ITGI offers original research, electronic resources and case studies to assist enterprise leaders and boards of directors in their IT governance responsibilities. Disclaimer ITGI (the “Owner”) has designed and created this publication, titled COBIT® 4.1 (the “Work”), primarily as an educational resource for chief information officers (CIOs), senior management, IT management and control professionals. The Owner makes no claim that use of any of the Work will assure a successful outcome. The Work should not be considered inclusive of any proper information, procedures and tests or exclusive of other information, procedures and tests that are reasonably directed to obtaining the same results. In determining the propriety of any specific information, procedure or test, CIOs, senior management, IT management and control professionals should apply their own professional judgement to the specific circumstances presented by the particular systems or IT environment. Disclosure Copyright © 2007 by...

Words: 84132 - Pages: 337

Soft Hrm

...Institute of Public Administration Printed by ColourBooks CONTENTS 2 Foreword 5 Acknowledgements 7 Executive Summary 8 Chapter 1: Introduction 12 1.1 Background 12 1.2 Policy context 13 1.3 Rationale for the study 14 1.4 Research terms of reference and approach 14 1.5 Report structure 15 Chapter 2: Key Concepts from the Strategic HR Literature 17 2.1 Introduction 17 2.2 What is strategic HR? 17 2.3 From personnel management to strategic HRM 18 2.4 The impact of strategic HRM 21 2.5 The implementation of strategic HRM in the public sector 23 2.6 Key chapter findings 26 Chapter 3: The Developing Concept of Strategic HR in the Irish Civil Service 28 3.1 Introduction 28 3.2 Background to HR reform in the civil service 28 3.3 From policy to practice 31 3.4 Key chapter findings 33 Chapter 4: Strategic HR Practice in the Irish Civil Service 35 4.1 Introduction 35 4.2 Evidence of HR as a strategic partner 36 4.3 Evidence of HR as an administrative expert 45 4.4 Evidence of HR as an employee champion 49 4.5 Evidence of HR as a change agent 54 4.6 Key chapter findings 55 3 Chapter 5: Implementing Strategic HR Outside the Civil Service 57 5.1 Introduction 57 5.2 HR reform in Dublin City Council 57 5.3 HR reform in the Electricity Supply Board (ESB) 61 5.4 Key chapter......

Words: 29137 - Pages: 117

Analysis 4.1

...NT1230 GARRETT FOGLE ANALYSIS 4.1 Mr. Dakrouni Server Analysis When designing a new network for a soil analysis company, many things must be planned in regards to servers and their roles. The information that I have done my planning on says that the employees of the company will be doing soil analysis and mapping the information to a Geographical Information System (GIS) database. The President and vice President want their employees to be able to get email, be able to get shared files, and print to common printer. With this information, I have analyzed their requirements for amount of servers needed, roles to assign to each, and some of the tools required to configure them. To start off, they will need 8 servers to efficiently run their business with 2 being redundant to be available to pick up the workload if one fails. The six main servers will be assigned roles as follows; file services, database server, application server, monitoring server, threat management server, and print services. The file services server allows you to centrally locate files to be accessed by multiple people, making them easier to access, find, and backup. This server will be important to the employees for sharing of data and references to past work. The database server would serve as a......

Words: 692 - Pages: 3

Financial Statements -Assignment 4.1

...Financial statements -Assignment 4.1 Click Link Below To Buy: http://hwcampus.com/shop/acct251-final-exam/ 1. Financial statements all have a goal. The cash flow statement does as well. Requirements R1. Describe how the Statement of Cash Flows helps investors and creditors perform each of the following functions: a. Predict future cash flows b. Evaluate management decisions c. Predict the ability to make debt payments to lenders and pay dividends to stockholders 2. Cash-flow items must be categorized into one of four categories. Requirements R1. Answer the following questions about the Statement of Cash Flows: a. List the categories of cash flows in order of presentation. b. What is the “key reconciling figure” for the Statement of Cash Flows? Where do you get this figure? c. What is the first dollar amount to report for the indirect method? 3. Triumph Corporation is preparing its Statement of Cash Flows by the indirect method. Triumph has the following items for you to consider in preparing the statement: Requirement Identify each item as an Operating activity—addition to net income (O+), or subtraction from net income (O–) Investing activity—addition to cash flow (I+), or subtraction from cash flow (I–) Financing activity—addition to cash flow (F+), or subtraction from cash flow(F–) Activity that is not used to prepare the indirect cash-flow statement (N) 4. DVR Equipment, Inc., reported the following data for 2011: ...

Words: 654 - Pages: 3

Financial Statements -Assignment 4.1

...Financial statements -Assignment 4.1 Click Link Below To Buy: http://hwcampus.com/shop/acct251-final-exam/ 1. Financial statements all have a goal. The cash flow statement does as well. Requirements R1. Describe how the Statement of Cash Flows helps investors and creditors perform each of the following functions: a. Predict future cash flows b. Evaluate management decisions c. Predict the ability to make debt payments to lenders and pay dividends to stockholders 2. Cash-flow items must be categorized into one of four categories. Requirements R1. Answer the following questions about the Statement of Cash Flows: a. List the categories of cash flows in order of presentation. b. What is the “key reconciling figure” for the Statement of Cash Flows? Where do you get this figure? c. What is the first dollar amount to report for the indirect method? 3. Triumph Corporation is preparing its Statement of Cash Flows by the indirect method. Triumph has the following items for you to consider in preparing the statement: Requirement Identify each item as an Operating activity—addition to net income (O+), or subtraction from net income (O–) Investing activity—addition to cash flow (I+), or subtraction from cash flow (I–) Financing activity—addition to cash flow (F+), or subtraction from cash flow(F–) Activity that is not used to prepare the indirect cash-flow statement (N) 4. DVR Equipment, Inc., reported the following data for 2011: ...

Words: 654 - Pages: 3

Financial Statements -Assignment 4.1

...Financial statements -Assignment 4.1 Click Link Below To Buy: http://hwcampus.com/shop/acct251-final-exam/ 1. Financial statements all have a goal. The cash flow statement does as well. Requirements R1. Describe how the Statement of Cash Flows helps investors and creditors perform each of the following functions: a. Predict future cash flows b. Evaluate management decisions c. Predict the ability to make debt payments to lenders and pay dividends to stockholders 2. Cash-flow items must be categorized into one of four categories. Requirements R1. Answer the following questions about the Statement of Cash Flows: a. List the categories of cash flows in order of presentation. b. What is the “key reconciling figure” for the Statement of Cash Flows? Where do you get this figure? c. What is the first dollar amount to report for the indirect method? 3. Triumph Corporation is preparing its Statement of Cash Flows by the indirect method. Triumph has the following items for you to consider in preparing the statement: Requirement Identify each item as an Operating activity—addition to net income (O+), or subtraction from net income (O–) Investing activity—addition to cash flow (I+), or subtraction from cash flow (I–) Financing activity—addition to cash flow (F+), or subtraction from cash flow(F–) Activity that is not used to prepare the indirect cash-flow statement (N) 4. DVR Equipment, Inc., reported the following data for 2011: ...

Words: 654 - Pages: 3

Hrm 531

...|[pic] |Course Syllabus | | |School of Business | | |HRM/531 | | |Human Capital Management | Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies...

Words: 3395 - Pages: 14