MODULE 5 MGT 509 case assignment 11 Mar 08

MODULE 5 MGT 509 - 1 Robert Felder [email protected] HRM and Organizational Effectiveness MGT 509 Dr Fitzgerald [email protected] Dr

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Robert Felder; [email protected] HRM and Organizational Effectiveness MGT 509 Dr. Fitzgerald; [email protected] Dr. Stephens; [email protected] Case Assignment Module 5 12 March, 2008 1
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China is the next great frontier for manufacturers and retailers to venture into for successful small and medium sized enterprises. Look at the success of Wal-Mart and the availabilities of millions of workers that don’t require the incentive packages that maybe required in Western countries. Organizations being able to measure their human resource management to organizational strategy and effectiveness must be more then the money they have made or saved. “To respond to this challenge, HR professionals have routinely relied on benchmarked comparisons of cost and other efficiency-base performance outcomes associated with activities of activities of the HR function. But a reliance on this type of benchmarking measures not only fails to measure HR’s important contributions to firm success; it also can encourage an approach to human capital management that is counterproductive.”(Becker, Huselid, 2003) It is important for an HR function to be managed as a strategic asset instead of a commodity and measured by how many were sold. One must use Strategic positioning ,”which is means performing different activities from rivals or performing different activities in different ways” To the extent that HR can drive human capital performance in these activities, it contributes to firm performance.”(Becker, Huselid, 2003) This makes organizations and leaders focus on unique issues that are within a region or area of concern, such as the cost it takes to hire an employee or the percentage of revenue sharing that will given to the employees. Managing strategically allows the benchmarks used by managers such as amount of sales, how much it takes to recruit, train, and hire the right people for the right job not to be a factor, but to focus more on the customer satisfaction base. This is similar to what the army is now trying to use with Lean Six Sigma, which is based solely on the successful transaction between the customer for a service or 2
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product being able to receive the best experience and thereby passing that experience off to others which in turn will increase the success of that service or product.
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This note was uploaded on 03/25/2012 for the course MGT 509 taught by Professor Management during the Winter '10 term at Trident Technical College.

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MODULE 5 MGT 509 - 1 Robert Felder [email protected] HRM and Organizational Effectiveness MGT 509 Dr Fitzgerald [email protected] Dr

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