takes care of the knowledge base and skills of the young manager.
Mentoring reduces training times, ensures individual attention to
problems and makes learning flexible rather than structured. It is a
valuble tool for developing self-confidence and empowered managers who
can work under stress while maintaining their quality standards and
values. ABC County has also introduced this method a s a part of its
training program and can be beneficial for the employees if the senior
managers impart their knowledge to other.
There is only one specific BVPI, which is 'owned' by human resources,
which is diversity.
Certain approaches of diversity are:
* Internally driven not externally exposed
* Focuses on the total culture of the organization and not just
systems
* Focused on a specific individual
* Is the responsibility of all in the organization and not just the
human resources
Hence, ABC can work towards development of its measure in order to
achieve it organizational objectives.
Total Quality Management
This refers to a continuous process of involvement in all aspects of
organization with the involvement of all the employees of the
organization. It is basically about changing and reforming so as to
prevent failures. Its features are:
* Customer satisfaction
* Efficiency of internal customers
* A continuous process
* Management by analyzing facts
* Requires teamwork
Thus TQM at ABC can guide work team in quality improvement, design and
develop communication systems, at the same time benchmarking
performance with that of others and aiming to improve.
ABC County can gain competitive advantage only if it aims to have
non-substitutable resources. Humana resources are that part of an
organization that cannot be easily replicated by competing firms and
hence the most appropriate source of competitive advantage. As even if
a competing firm recruits a group of individuals from a competitor it
would not be able to produce the same outcomes in the new firm. This
is because the context in both the organizations is different.
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Sustained Competitive Advantage
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Human Resource Behaviour
Human Capital Pool
Human Resources Practice
Model of Human Resources as a source of sustained competitive
advantage
(Torrington and Hall, 2002)
The various recommendations given above can aid ABC in its aim of
moving towards an HR focused organization and thus gaining competitive
advantage. The above-mentioned procedures would add value and have a
positive impact on the workforce.
Conclusion
The external changes in the environment had a significant impact on
ABC County, mostly relating to its human resources strategy and
policy. The current status, areas of concern and possible
recommendations for performance and reward management for both the
core and peripheral workforce was examined successfully in relational
with the available literature.
Details in all areas of resourcing, organizational and employee
development, performance management, reward and recognition, and
communication and consultation in the County were analyzed. This made
clear the steps required in making A
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