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Human Resource Strategy
Human resource departments are pivotal in streamlining business processes within professional organizations. Employee productivity, satisfaction, and interdepartmental interactions can be improved through progressive human resource strategies. As described in the materials "HCL Technologies: Employee First, Customer Second," a large Information Technology company, HCL makes innovative internal changes in order to keep up with growing demand, workforce expansion and ever-changing customer need. The changes implemented by Vineet, president of HCL, provided benefits for the company's workforce, but provided only modest improvements for the company's revenues.
Vineet's reasoning for implementing an inverted organizational style at HCL's division company, Comnet, stemmed from his interactions with a long-standing customer. The purpose also included the promotion of dedication and personal investment by employees working for HCL. Vineed sought to accomplish these tasks by enforcing an open-door type policy with employees through items like a CEO blog, the creation of an online...
Authors Barry Staw, Robert Sutton and Lisa Pelled explain that positive employee emotion fuels workplace productivity. In a study conducted by Staw, Sutton and Pelled, they were able to positively conclude that positive relationships between employees and their superiors as well as adequate compensation were factors that helped increase employee productivity and contributions to the workplace. Their study also found that employee loyalty was greater in environments where employees were allowed to contribute criticism and ideas to business policies (Staw, Sutton Pelled 1994). By choosing to provide more forums for employees to provide feedback on HCL business as well as removing the barriers between front line staff and upper management, Vineet implemented a policy that was in line with human resource employee relations improvement strategies.
While the customer's feedback was positive, with the customer expressing satisfaction with Comnet's service and products,…
Works Cited
Sutton, R. Staw, B. Pelled, L. Employee Positive Emotion and Favorable Outcomes at the Workplace. Organization Science Vol. 5, No. 1 (Feb., 1994), pp. 51-71
Buck, T. Filatotchev, I. Demina, N. Wright, M. Insider Ownership, Human Resource Strategies
and Performance in a Transition Economy Journal of International Business Studies
Vol. 34, No. 6, Decade Award Issue: Foreword from the Editor-in-Chief (Nov., 2003), pp.
Chart such as:- Years of Experience Points 1-2 1.0 3-5 1.5 6-9 2.0 10-13 2.5 14-17 3.0 18+ 4.0 Disciplinary Process Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. The process features increasingly formal efforts to provide feedback to the employee so he or she can correct the problem. The goal of
Things run relatively smoothly overall, but they could be vastly improved if there were more communication channels and if more people in the company felt like HR personnel were more approachable and easier to talk to. The Creation of Strategic Plans So many things go into the creation of a strategic plan, that it is often very difficult to know where to even begin to make one, but this is one
Human Resources QuestionsWho is responsible for human resource management?For small organizations, the manager can perform all HRM management functions and hire consultants when needed. However, for large organizations, HRM functions are complex and thus require a dedicated HRM Department.Do you think it is possible for a large company today to function without a human resources department? Why or why not?No, it is not possible for large companies to functions without
HRM Challenges: Human Resource department is the core of every organizational function since without HR, an organization cannot carry out its operational and financial functions properly. In the past few years, the role of human resources has increased because of globalization and the elimination of line of alignment between two countries, which has contributed to the ability of employees or people to work in other countries. The liberalization and globalization initiatives
Human Resources Planning Budgeting * Components/elements included in an HR Budget * Consider all HR facets such as Selection and placement, training & development, compensation and benefits, employee relations and employee engagement, health, safety and risk management * Cost reduction strategies. Both the cost and the range of functions taken on by a Human Resources Department are directly dependent on the size of the company. Smaller companies tend to make fewer distinctions between
Human Resource in Aviation Industry Human resources are a set of individuals who make the workforce of an economy. Human capital is a term related to human resources, but to a narrow scope, the term relates to knowledge and skills of a worker. Human resource represents people, Labor, Manpower or talent. Companies view employees as assets, whose actions and skills add value to the organizations. Firms need to practice effective human