HR development and talent management

HR development and talent management Human Resource Management is important to learn because in todays scenario every organization has this HR department. Basically this department work for the employees of the company. They take interviews; give their opinion to the admin department for the employee. In this assignment I try to describe importance of HRM, advantages of HRM, some activities which actively taken by HR person for their employees and company benefits. I also mention why training required in any company. Also how its affect to the companys development, advantages and disadvantages of training, objectives, importance of training and development in organization. TASK-1 INTRODUCTION OF HRM Human Resource Development (HRD) is the framework for helping employees develops their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. Human Resource Development can be formal such as in classroom training, a collage course, or organizational planned change efforts. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy organization believes in Human Resource Development and covers all of these bases. There is a long-standing argument about where HR-related function should be organised into large organization, e.g. should HR be in the Organisation Development department or the other way around? The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organisations looked to the Personal Department, mostly to manage the paperwork around hiring and paying people. More recently, organisation consider the HR Department as paying a major role in staffing, training and helping to manage people so that people and the organisation are performing at maximum capability in a highly fulfilling manner. Recently, the phrase talent management is being used to refer the activities to attract, develop and retain employees. Some people and organisations use the phrase to refer especially to talented and/or high-potential employees. The phrase often is used interchangeably with the field of Human Resource Management although as the field of talent management matures, its very likely there will be an increasing number of people who will strongly disagree about the interchange of this field. For now, this Library uses the phrases interchangeably. OBJECTIVES: Societal objective: To be socially responsible to the needs and challenges of society while minimizing the negative impact of such demands upon the organisation. The failure of Organisations to use their resources for societys benefits may result in restrictions. For example, societies may pass laws that limit human resource decision. Organisational objective: To recognize that HRM exists to contribute to organisational effectiveness. HRM is not an end in itself; it is only a means to assist the organisational with its primary objectives. Simply stated, the department exists to serve the rest of the organisation. Functional objective. To maintain the departments contribution at a level appropriate to the organisations needs. Resources are wasted when HRM is more or less sophisticated than the organisation demands. A departments level of service must be appropriate for the organisation it serves. Personal objectives. To assist employees in achieving their personal goals, at least insofar as these goals enhance the individuals contribution to the organisation. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline, and employees may leave the organisation. IMPORTANTS OF HRM ACTIVITIES. We must understand the importance of HRM in any organization. Here I mention main theories of HRM, how they work in organisation. Performance appraisal is concerned with de determining how well employees are doing their jobs, communicating that information to the employees and establishing a plan for performance important. Training and development activities help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions. Career planning and development activities benefit both employees (by identifying employee career goals, possible future job opportunities and personal improvement requirement) and the organisation (by ensuring that qualified employees are available when needed). Employee motivation is vital to the success of any organisation. Highly motivated employees tend to be more productive and have lower rates of absenteeism and turnover. These theories are affecting and work differently in. Here I take Solar industries. In industry there are different department for different work. Each department has their own responsibilities. Each and every employee has duties and they know how to work and when and where they want training for their improvement. Managers also know where are their employees and they motivating them to achieve target and goal. In solar industry Human Resources department is important. This department choose the employees because of their talent, education, and work experience. After selection of employees they send them for training. After joining they have whole data regarding their work, development, how they utilise their knowledge for company benefit. Admin department also look after of all these things. Because they decide employees payroll and what work force they want. IF employee works well they provide financial appraisal. Solar Industries have developed the type of modal in HRM. If company have to change our weakness they want to adopt that type of bullet key. We can see the best example of TATA INDUSTRIES PVT . LTD. They also apply good training, good management, good recruitment. That is very important to the company because they approach the goals and objective TATA INDUSTRIES PVT.LTD Tata Industries is one of the best largest industry to india. Tata to explore the more item to the india Company are adopt HRM MODAL Employee motivation Future Plan Promote employee capability Company Development Employee job structure Company are follow this process for develop HRM in his company. HPWS Model:- This paper focuses on constraints on the effectiveness of high performance work techniques deriving from the traditions of craft-based trade unionism and long-established structures and fundamentally managerialist nature of HPW accounts that assume labours position in the high-performance equation to be simply one of recipient of managerial initiatives. Abstract HPWS are changing the structure and content of work. Jobs are being redesigning to give front line employees the opportunity to make work-related decisions. Front-line workers in HPWS have greater autonomy and control over job tasks and methods of work (Hackman and Oldham 1976, 1980). Without autonomy, discretionary effort would be tightly circumscribed by preset management limits on individual or group activity, and workers would have few opportunities to participate meaningfully in substantive decisions. Communication, autonomy, problem solving, and decision making by front line workers can exist within a variety of organizational settings, but many managers believe that they are enhanced when carried out within groups or teams. Benefits of HPWS HPWS are built on key business process that deliver value to customers, as there processes and customer relationships change, so too should the work system They are flexible, and, therefore more easily adapted When changes occur, it should be guided by the clear understanding of the business needs and exhibit a close vertical fit to strategy. Conclusion Solar Industry are suffering in staff skill and develop at levels of company have to managing human effort, environmental resources, and corporate resources. Company have use the importance of activity in company If company are appointed HR director so he has to be follow all condition which required for solar industry. Company want to apply HRM Strategy HR Strategy is a document to show the employees in HRM and the rest of the organisation the main imperative and key initiatives of Human Resources to be achieved and how they will impact the whole organisation. RECOMMENDATION: Solar Industry are care to the entire factor. Now they applying today company are not going well. As indicate to high labour turnover rates. Recruitment problems. Succession problem, and some doubts about the leadership. So they company solve the problem and correct to the problem. TASK-2 Training and development in solar industry Introduction Training and development is a subsystem of an organisation. It ensures that randomness is reduced and learning or behavioural change takes place in structured format. TRAINING AND DEVELOPMENT DEFINED It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. It is concerned with improving the existing skills and exploring the potential skills of the individual i.e. upgrading the employees skills and extending their knowledge. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skills Training and development referred to as: Acquisition and sharpening of employees capabilities that is required to perform various obligation, tasks and functions. Developing the employees capabilities so that they may be able to discover their potential and exploit them to full their own and organisational development purpose. Developing an organisational culture where superior-subordinate relationship, team work, and collaboration among different sub units are strong and contribute to organisational wealth, dynamism and pride to the employees. INTRODUCTION OF TRAINING It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitude and behaviours to enhance the performance of employees. TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual objectives Organisational objectives Functional objectives Societal objectives Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organisation. Organizational Objectives assist the organisation with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organisations needs. Societal Objectives ensure that an organisational is ethically and socially responsible to the needs and challenges of the society. IMPORTANCE OF TRAINING AND DEVELOPMENT It helps to development human intellect and an overall personality of the employees. Productivity Training and development helps in increasing the productivity of the employees that helps the organisation further to achieve its long-tem goal. Team spirit Training and development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organisation Culture Training and development helps to develop and improve the organisational health culture and effectiveness. It helps in creating the learning culture within the organisation. Organisation Climate Training and development helps building the positive perception and feeling about the organisation. The employees get these feeling from leaders, subordinates, and peers. Quality Training and development helps in improving upon the quality of work and work-life Healthy work-environment Training and development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals align with organisational goal. Health and Safety Training and development helps in improving the health and Safety of the organisation thus preventing obsolescence. Morale Training and development helps in improving the morale of the work force. Image Training and development helps in creating a better corporate image. Profitability Training and development leads to improved profitability and more positive attitude towards profit orientation. Training and development helps in developing leadership skills, motivation, loyalty, better attitude, and other aspects that successful workers and managers usually display. Development of Human Resources Training and development helps to provide an opportunity and broad structure for the development of human resources technical and behavioural skills in an organisation. It also helps the employees in attaining personal growth. Development of skills of employees Training and development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employee. ADVANTAGES OF TRAINING AND DEVELOPMENT Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image, e.g., conducting ethics training Risk management, e.g., training about sexual harassment, diversity training. REPORT FROM HR CONSULTANT TO BOARD OF DIRECTOR SUBJECT RECOMMEDATION TO LEARNING AND DEVELOPMENT IN SOLAR INDUSTRY Training and development is one of the best advantage to the process of our company. Company to use the training and development to the best practise to in organisation. They need to be used the progress of company to training and development in solar industry. CONCLUSION: Training and development to need the every company. Because the company staff is using the training to the company. And they also need to the learning development process. Company use the best way for high approach to the future goal and objective. TASK-3 INTRODUCTION Talent Management refers to the process of developing and integrating new workers. Developing and retaining current workers. And attracting highly skilled workers to work for a company. Talent management in this context does not refer to the management of entertainers. The term was coined by David Watkins. The process of attracting and retaining profitable employees, as it its increasingly more competitive between firms and strategic importance, has come to be known as the war for talent REPORT From- HR CONSULTANT To- Board Of directors Subject- Recommendation about Talent management Talent management to need to the our company because Talent is most important to the objective and goals, Talent management is using the our benefits and approaches to the our company. Many Company using this talent management they need to company profit. They using the system view of talent has five elements Need- the business need derived from the business model and competitive issue. Data collection the fundamental data and intelligence critical for good talent decision Planning people/talent planning guided by data analysis. Activities the conversion of plans into integrated sets of activities. Results costs, measures and effectiveness criteria to judge the value and impacts of TM. CONCLUSION: The current discussions about traditional understanding, current application and integration with business strategy are also helping organisations to focus on the talent management issue. It may not possible to simply go out and recruit new people to meet operational needs. Many leading companies have decided to develop their own people, rather than trying to hire fully skilled workers.

Racism and its Inevitability as Portrayed in Crash Essay

Paul Haggis’ Crash was one of the biggest movie hits of 2004. Wining three Oscars at the 2005 Academy Awards, this film is undeniably written in film history as one of the greatest of this generation. Often described as a movie about how lives of different people intertwine through a twist of fate, Crash is largely about racial tensions – perhaps not only in its location of Los Angeles, California but in the whole of America. The movie features a whole slew of characters who has different racial backgrounds and who act in accordance to the pressures they in relation to their cultural backgrounds. Although most of the characters are interesting, I found Detective Graham Waters (Don Cheadle) and Officer John Ryan (Matt Dillon) as the most noteworthy ones. Not only have the actors portraying them delivered powerful performances, they have also shown enough background and – at times – justification as to why they act they way they do. As such, the following paragraphs will analyze both characters. Los Angeles, California, the place by which the Crash characters move in, plays a great part in Graham Waters’ and John Ryan’s judgment, beliefs, and actions. Teeming with people from different races, Los Angeles allows for interaction among people of varying cultures. It sets up room for Graham Waters and John Ryan to ‘practice’ their racial tendencies. Basically a melting pot if differing cultures, Los Angels is the perfect environment by which any character can feel racial superiority or inferiority. Graham Waters’ and John Ryan’s smaller environment – that of the one set up in a police station – is also highly-effective in influencing the characters’ personal biases. In both characters’ cases, it gave them a reason to feel superior, hence providing the perfect justification for one’s preference of leaning (or not leaning) towards people of their own race. Graham Waters is shown as being preoccupied with a case against a white cop who shot a black cop. Even with the white cop killing three black men already, Graham Waters still finds it in himself to deliberate on whether the killings are justified or not. The work place that this particular character was given is the best setting to allow him the ‘luxury’ of suspending judgment and possibly eliminating preferences over his fellow black people. John Ryan, on the other hand, was put in a position where he thinks it is okay for him to physically abuse a half-African woman and actually get away with it. His being a police officer magnified the way he performed his racist acts nonchalantly. A closer look at the lives of both characters under scrutiny reveals how much their personal history has affected the way they make judgments. Although of African-American descent, Graham Waters found it in himself to actually try and be forgiving to people of Caucasian heritage. This is because his family is poor and he experienced first hand having a drug-addict for a mother and he witnessed how his younger brother grew up to be a criminal. Growing up in a tumultuous black environment may have afflicted Graham Waters to not revere people of his own race. It has, in part, allowed him to think of blacks and whites as somehow equal. Yet Graham Waters is not devoid of racist tendencies. He has a partner, the Latin-American Ria (Jennifer Esposito). Despite working in male-dominated world and engaging in a sexual relationship with Graham Waters, Ria is still discriminated by the very man she sleeps with. Graham Waters never pins her country of origin right. And Graham doesn’t seem to mind. A perfect exhibit of how Graham can be at times racist – Professor Robin Lackoff of the University of California claims that not caring how someone’s background is a display of racism (Williams, 2004). The latter part of the film also reveals why John Ryan has been very negative towards people of other races. It is rooted to his father’s business’ demise. Shown as deeply concerned regarding his father’s health, one is wont to assume that John Ryan is indeed fond of his father. His actions then become a bit understandable when it is revealed that his father’s business collapsed after local policies favored businesses owned by the minority. As this had grave effect on his family’s life, John Ryan ‘naturally’ harbors anger (perhaps also hate) towards those who caused him and his family discomfort. Yet both characters are thrown into events that eventually lead them to ‘crash’ – abandon their own personal beliefs and act differently from how they normally would. Graham Waters, who was supposed to champion impartiality between blacks and whites, chose to act against the white cop by concealing an evidence that might have helped the cop in question. This was done through Jake Flanagan (William Fichtner) using Graham’s brother as a bait. By reminding Graham of the possibility of Peter’s arrest if Graham does not withhold the evidence, Flanagan is successful in pushing the black cop in acting against her own personal belief that the white cop should be given a fair trial. One of the most dramatic moments of this Haggis film is when John Ryan once again crashed into Christine, by that time he acted a hero and not anymore a villain. Seeing how Christine’s life was in danger, John Ryan put his life on the line and saved Christine from a blazing car accident. In a moment of crisis, John Ryan abandoned his prejudice and actually risked his own life to become a hero for someone he used to malign. I believe that both Graham Waters and John Ryan were racists – or at least had racist tendencies. John Ryan, most especially, had shown racial discrimination with his constant negative commentaries and actions towards people who are not of Caucasian descent. Graham Waters, on the other hand, may show his racial tendencies in more subtle ways yet it is still undeniably there. He has shown numerous times that he will choose to help someone of the same race over someone who is not black. Personally, I have not experienced any major racial discrimination but I admit to feeling that there is a racial tension hovering around society. I see it everyday and even practice it myself. Racism is seen in ways people choose their friends, in the cliques that are formed in school, and in the comments we make everyday. The media is one of the easy reference points of how racism prevails nowadays. There are times when headlines would shout a person’s race when talking about particular crimes. The news may say, â€Å"A black guy murders a woman† or â€Å"Asian men rob a bank† but never (or very, very rarely) will it brandish, â€Å"White guy kills family† or â€Å"Caucasian steals money†. This may not be personal attacks on me but I take them as large manifestations that racism still does exist. Racism, though, has changed a lot through the years. Thankfully, because of the way the world keeps getting smaller – thanks to the Internet and its ability to bring people from both ends of the world closer – racism has been greatly reduced, or so I would like to believe. I say that this is the case because people are getting to know those from other races better, thus eliminating some preconceived notions about a whole race. Of course, there is also this adverse effect: because people get to interact with more people, racism is spread to more races. In America, for example, racism before was centered only on the blacks versus whites. Today, though, we see racial discrimination applied against the Chinese, the Filipinos, the Hispanics, and a lot more. Paul Haggis’ aim in creating Crash was to demonstrate the fact that racism is still very much prevalent in these modern times. He wanted to paint a society that is still very much hinged on their racial biases. Haggis wanted to relate that perhaps this may not be totally eliminated because everybody comes from different cultures and different backgrounds that dictate what and how they think about themselves and others. Sadly, racism is an inevitable fact of life – but it is a fact that we can all strive to keep at a minimum by taking time to understand each other’s histories. REFERENCES Haggis, Paul. (Director). (2004). Crash [Motion picture]. United States: Bull’s Eye Entertainment. Williams, Brandt. (2004, August 08). â€Å"The ‘n-word’†. In Minnesota Public Radio. Retrieved August 19, 2007, from http://news. minnesota. publicradio. org/features/2004/06/28_williamsb_nword/.

Young People Have A Better Life

My grandfather always story me how was his life when he was young. I find that there is a huge different between my life and his young life, my life is 10 times much better than him. So, I will say yes for this topic that young people have a better life today.Nowadays, young people have a better life because of the sophisticated technology that helps us in every work that we do. For instance, when teacher gives us assignment, we can gain information and tips that are required for the assignment by just surfing the net without going to library. We also can be a knowledgeable person because now we have a lot of online newspapers which provide us the latest news from entire world. In contrast, the previous people are so hard to get to know the news because they do not have sufficient money to buy newspaper which is the main source to know the news.In addition, young people have a better life today because we can enjoy live together in harmony and peace, there is no war, terrible rush an d the most important thing that can be proud by Malaysians is Malaysia is an independence country now. This success is achieved because of the contribution of the elderly generation to our country. Apart from this, the life quality of the young people today is increased drastically. For example, there are a lot of hospitals and clinics which are not only at the city areas but also in the interior areas to improve the health of the citizens.Government is always wants the best for the young people to live in good condition in this country. So, they provide us infrastructures kind of post offices, libraries, banks, highways, and many more which help us a lot in our daily life. Those days, there are less infrastructures and the elderly generation disables to do their works smoothly.Besides that, the education itself is the main reason why young people have a better life today. For instance, the systematically system is practiced in education, the marking scheme in exam is easier than be fore and the teachers nowadays are more understanding and educated. Hence, we will be more excited  and enjoy to study. This leads us to be a successful person in the community one day.

The Downfall Of Marine Life On The Brink Of Catastrophic...

http://www.cnn.com/2013/03/22/world/oceans-overfishing-climate-change/ â€Å"Over-fished and Under-protected: Ocean Life on the Brink of Catastrophic Collapse† Tom Levitt, for CNN Updated: 11:07 AM, Wednesday March 27, 2013. The downfall of fish in the Atlantic Ocean is a result of numerous factors such as certain fishing techniques, climate change, and pollution. One type of fishing technique that is causing serious damage to marine life is bottom-trawling. Bottom-trawling is a form of fishing that involves a large net, about 60 meters wide, and dragging it along the bottom of the sea with heavy weights from a trawler. Bottom-trawling causes irreversible damage to coral life and slow-growing fish species, for example the â€Å"Orange Roughy s (Slime Head) species has decreased more than 90%. Halibut disappeared from the North Atlantic in the 19th century. In the North Ocean, Blue Fin Tuna disappeared in the 1930 s-1940 s, and today have disappeared across the seas of Northern Europe. This is a paragraph from an article, â€Å"Over-fished and Under-protected: Oceans on the Brink of Catastrophic Collapse†by Tom Levitt, for CNN. â€Å"Marine conservationists compare it to a bulldozer, with the nets pulled for as far as 20km, picking up turtles, coral and anything else in their path. The by-catch, unwanted fish and other ocean life thrown back into the sea, can amount to as much as 90% of a trawl s total catch.† â€Å"Opinion 2: Deep sea fishing is oceanocide .† During 1990-2008, anShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesGlobalization 16 †¢ Managing Workforce Diversity 18 †¢ Improving Customer Service 18 †¢ Improving People Skills 19 †¢ Stimulating Innovation and Change 20 †¢ Coping with â€Å"Temporariness† 20 †¢ Working in Networked Organizations 20 †¢ Helping Employees Balance Work–Life Conflicts 21 †¢ Creating a Positive Work Environment 22 †¢ Improving Ethical Behavior 22 Coming Attractions: Developing an OB Model 23 An Overview 23 †¢ Inputs 24 †¢ Processes 25 †¢ Outcomes 25 Summary and Implications for Managers 30 S A L Self-AssessmentRead MoreProject Managment Case Studies214937 Words   |  860 Pagesworkers give up their comfort zones and seek out new social groups. tive Lakes Automotive is a Detroit-based tier-one supplier to the auto industry. Between 1995 and 1999, Lakes Automotive installed a project management methodology based on nine life-cycle phases. All 60,000 employees worldwide accepted the methodology and used it. Management was pleased with the results. Also, Lakes Automotive s customer base was pleased with the methodology and provided Lakes Automotive with quality award recognition