Due to the fact that the businesses are different sizes, Deloitte being a large organization and Eezymount being a small organization, the analyzed HR activities are different. They both look to offer the public different things; Deloitte offers a service while Eezymount offers products and they both recruit employees differently because Deloitte looks for the most competent accountants/financial advisors who will offer the highest standards of work, while Eezymount looks for family members who can manage to do the work. Deloitte also has different departments under their name and they all require different skills and qualifications, while Eezymount doesn’t have any departments. This means that the number of employees and how big they are, in terms of how many offices there are, influences the way in which they recruit people. For example, Deloitte has multiple offices and so they need a large number of employees to fill those offices. This means that they not only need employees but they need employees who will provide the best standard of work to their clients. On the other hand, Eezymount has only one small office and not too many requirements on who they need to hire. The businesses popularity also is very influential on their HR. For example, Deloitte is considered the best place to work and are known for their good …show more content…
They also allow the new employee time to make themselves familiar with the people in the organization and facilities, they do not just release them into the company without direction. I also think it is effective because the new employee is physically shown where they will be and who they will be working with, as well as, the rules in the workplace, they do need to learn about them along the way, they are rather told about them
The business objectives; as well, as the staffing strategies are very different for the two companies, but HR department will maintain the purposes of both firms and assure that staffing strategies are promote, effectively.
In this section, I am going to compare human resource management performance in the two cases. But first we should define what is good human resource management, what kind of the HRM can be called a good example. There may be many standards but I think the most significant one is that the human resource strategy should fit the company’s strategy, which means that HRM strategy of the two company should fit the acquisition strategy.
Businesses and organizations do what is called strategic management (Jurevicius 2013). Why? It is simple, every organization has a desire to strive and stand-out in this highly competitive industry. From a consumer’s perspective these concepts might not seem as detrimental as they do to the minds behind the systems that businesses revolves around. Nevertheless, there is a lot of tension in this fully blown out industry as companies are doing everything within their power to prosper. Several companies endure various forms of strategies that could be of possible benefit to them, however, most seem to focus their plans in on vertical and horizontal integrations. Purely because of the effectiveness that it delivers to a company’s HR system.
The company has goal and strategic choices which include expanding and becoming a global organization. This will apparently facilitate and enhance the company’s ability to reach and help more underprivileged people. Furthermore, DDD require its rank-and-file staff to have business-specific skills like business etiquette, keyboard skill, email composition skill, and English proficiency. These skills are essential for a staff working in an IT organization. The skill DDD needs from its management staff is human resources (HR) management experience which covers every aspect of employments. Finally, DDD organization is finding it difficult to recruit the management staff it needs due to the scarcity of local talents and the organization has seen an advantage for entering into a joint venture with a partner organization. The partner organization could have the management talent that DDD does not
Deloitte, a prestigious financial firm that deals mostly with accounting, traditionally recruited from top tier colleges and universities, as a result most of their new hires were affluent white males. The company took a step back and evaluated whether their firm reflected the clients they served, and they found that it did not. They decided to reevaluate the hiring practices of their firm. Deloitte started to focus on recruiting from smaller schools, such as community colleges. Community colleges offered many bright and determined individuals that were qualified for working for Deloitte, yet did not have the means to afford more prestigious educations.
Since they are hiring the person and not to fill a specific job position, it keeps the people flexible and innovative.
In my opinion, HR practices can make positive contributions to organisational performances, because except the unpredictable external environments, human resource management can improve the most factors that affect employees’ performances which finally influence organisational performances in long-term perspectives. This essay is aim to prove human resource practices can positively effect organisational performances based on literature discussion and empirical evidences. The next section briefly brings few negative views about the limitation of HRM related to improving organisational performances. The third section discuss the positive relationship between HR practices and organisational performances are established by applying HRM processes of hiring, selecting, placing employees as well as creating employment relationships within organisations. The final section is going to analyse an example company Mark & Spensers successfully utilised HR practices to improve their organisational performances and created competitive advantages.
Industry characteristics: Industry characteristics also influence HRM practices in various ways. Manufacturing, retail, food and health and construction sectors create their own HRM policies as per the requirement. Many sectors are quite sensitive to needs of human resource and few may not require it at all, considering the skills and abilities of their human resource. The companies need to follow and consider competitive practices in order to retain human talent in their
...ment discretion. The structure and design of the HR policies vary from organization to organization. This improves the satisfaction motivation and commitment of the employees working in the organization. The complete analysis of the organisation is based on the operational performance measures of the stores and this determines the performance data and percentage variation from the regional average.
Hilton worldwide is on an aggressive growth path both globally and throughout the Asia Pacific, and HR is playing a critical role in ensuring the company has the right talent to meet its ambitious growth plans. Maintaining the right source of human capital is one of the major task for any global organization and hence HR plays a key role to make sure that company has a good amount of talented workforce.
First off different businesses in both size and specialty require different types of human resource practises to excel at what they do. The first theory is the universalistic perspective which argues that “best practice” approach should affect the organization throughout. The “best practices” are as follows “participation, empowerment, incentive pay, employment security promotion from within, training and skill development”(Delery ) arise in higher productivity and profit across organizations. Also high performance practices such as total quality management, job rotation and quality circles are considered to be best practices as they theoretically bring productivity gain to all organizations. Universality is the relation between best practices and hi...
This motivates the employee to perform even better next time as his effort gets noticed. It also encourages active participation from the employee whenever the employer asks for it.
Selection is an integral part of every organizations functioning, as it is the process by which suitable individuals are chosen, from a pool of applicants, of whom HR officers predict will most successfully perform within their job, as set out in the job description and person specification [Torrington, et al., 2002: 188]. While the duration and method of the selection process is versatile and may vary depending on the type of job and type of organization, there tends to be a common 5 stage process by which individuals are chosen. Using current HR models and economic theory on job description and person specification, this essay will examine the main characteristics of the selection process and how these are applied in organizations, such as “Lloyds TSB,” “ScottishPower,” and “Enterprise Rent-A-Car.”
Human resources department should broaden company/organization recruitment base; hire people based on the skills, experience, qualification, expertise and interests.