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Introduction Human resource is considered the backbone for any business; whether it’s in a production industry or in a service industry. We all have heard of the term organizational chart. Any business has an organizational chart that consists of the structure of the organization and the relationships and ranks of its human resource (employees) position/jobs. Some organization charts are wide and tall whereas some may be short and narrow. Companies often believe that hiring and managing human resources are as important as any other operations. That is the reason why most companies have adopted and adapted to a new department in their organization known as the "Human Resource Department" in order to hires, manages and assesses the performance of its workforce. To put it in other words, there is a positive relationship between high performance work organizations HRM and the performance of the organization as a whole. Meanwhile, companies that have poorly managed human resource department often face shortfall in their organizational performance. When an organization does not have the interest in showing how important the role and duties of its employees can contribute towards the organization; this is the critical phase where the employees do not feel motivated and obligated towards the organization. Thus as a result, their performance slows down and leads to an effect in the performance of the entire. It is the role of the organization to make employees feel how important and valuable they are to the company. If there is a mutual understanding and goal between the employees and organization; each factor can work together to meet and fulfill their common objective and goal. On the other hand, motivated and high performanc... ... middle of paper ... ...s and is in practice by many multinational companies. Third world countries where the supply for cheap labors is significant are countries that are more vulnerable to such unethical practices. The practice goes on; companies keep moving on to countries and location where they could continue operating at a low cost while ignoring the importance of the quality, health and satisfaction of its human workforce. References The Nike Sweatshop Email (2006) Political Consumerism, Internet and Culture Jamming, New Brunswick, New Jersey, Transaction Publishers. US Supreme Court (2003) Case Profile, Nike Law Suit: Kasky v Nike, re denial of labour abuses, California, US Supreme Court Nike, Inc (2010) Nike, Inc: Code of Conduct, online, nikeinc.com Matt Wilsey, Scott Lichtig (2005) The Nike Controversy, California, Stanford University Web
"Nike." Columbia Electronic Encyclopedia, 6th Edition 1. Academic Search Premier, EBSCOhost (accessed November 6, 2009).
In our world some of the largest companies and businesses are producing their products in sweatshops. Wal-Mart, JC Penney, Sears, and Nike are just a few of the big name companies that use sweatshops. Sweatshops are work establishments where employees are forced to work extremely hard in poor conditions for low wages. These companies and businesses that have sweatshops are taking advantage of their workers from overseas countries and it is unfair for them (Background). Therefore, something certainly has to be done and they need to be put to a stop.
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
Nike does not merely sell products these days. They spend billions of dollars for advertising contracts with famous athletes like Tiger Woods to increase the value of the brand by associating the factor of lifestyle to their products. The company's image has been damaged many times by press releases as well as a variety of NGOs who have long pointed out the inhumane working conditions in the production facilities of sporting goods manufacturers. This leads to the question whether should Nike orientate the regulations of the suppliers to the labor standards in their respective countries or those in the United States? The labor conditions are so inhumane that Nike at least should try to converse to the US standard to improve the situation. The following analysis of an abstract of Nikes’ Responsibility Concept, including SHAPE and their Code of Conduct, should give an insight into the difficulties of the Sweatshops.
Phil Knight started his shoe company by selling shoes from the back of his car. As he became more successful in 1972 he branded the name Nike. In the 1980’s Nike Corporation quickly grew and established itself as a world leader in manufacturing and distributing athletic footwear and sports' attire. The Nike manufacturing model has followed is to outsource its manufacturing to developing nations in the Asia Pacific, Africa, South and Latin Americas; where labor is inexpensive. It quickly became known for its iconic “swoosh” and “Just do it” advertisements and products. Its highly successful advertising campaigns and brand developed its strong market share and consumer base. But, the road has not always been easy for Nike; in the late 1990’s they went through some challenging times when their brand become synonymous with slave wages and child labor abuses. During this period, Nike learned that it paramount that the company understands its stakeholders’ opinions and ensures their values are congruent with their stakeholders. Nike learned that their stakeholders were concerned with more than buying low cost products; their customers were also concerned with ethical and fair treatment of their workers. Because Nike was unwilling to face the ethical treatment of its employees, the company lost its loyal customers and damaged its reputation. Nike has bounced back since the late 1990’s and revived its reputation by focusing on its internal shortfalls and attacking its issues head on. Nike nearly collapsed from its missteps in the late 1990’s. They have learned from their mistakes and taken steps to quickly identify ethical issues before they become a crisis through ethics audits. This paper is based on the case study of Nike: From Sweatsh...
Nicholas D. Kristof and Sheryl Wudunn are Pulitzer Prize-winning New York Times journalists who spent fourteen years in Asia doing research on the country as well as the sweatshops of that country. In their article "Two Cheers for Sweatshops" they sum up clearly the misunderstanding of sweatshops by most of the modern world. "Yet sweatshops that seem brutal from the vantage point of an American sitting in his living room can appear tantalizing to a Thai laborer getting by on beetles." The fact of the matter is that sweatshops in the eyes of the actual workers are not as bad as they are made out to be, by many activists. Though many organizations that oppose sweatshops and their labor practices try to make the point that sweatshops do not have to exist. But one must consider the fact that, the companies that use sweatshops are creating at least some type of jobs for people that gladly accept them.
Also I think the writer is trying to get the consumer to write to the companies and tell them, to remind them, what their subcontractors is not right or fair. " The workers are lucky - One senior Nike employee told researchers: I don't think the workers in our factories are treated badly… Working conditions are
With the increasing awareness and publicity of poor working conditions in subcontracted factories in East Asia, Nike has stimulated an uprising of activist and watchdog groups working toward seeing these conditions changed. With Nike in the negative spotlight, various organizations have revolved around generating a negative outlook on Nike’s practices of social irresponsibility. Certain campaigns such as the “National Days of Consciousness” and “International Day of Protest” were organized to educate people on the deplorable working conditions in Nike’s Asian manufacturing plants, and were designed to get more people involved in global employment issues.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
The use of sweatshop in multinational companies has become a common practice around the world. The main reason is because it could maximize profit by overseas manufacturing with lower labour costs. According to Skarbek et al (2012, p.556),the sweatshop is a factory in the developing country which employ the low wage labors in the poor working environment to produce goods for multinational enterprises. The proponent of sweatshop claimed that based on consequentialist approach, sweatshop has given a positive impact on the welfare of developing countries included workers and even future generations
In June of 1996, Life magazine published a article about Nike’s child labor that was occurring in Pakistan. The article showed a little boy who was surrounded by pieces of Nike sports gear. The articles were shoes and soccer balls. Nike then knew then that they had to make some major changes in the way they were producing their items.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
...orking environments for their factory employees. Even with international groups and organizations keeping a constant watch on companies who outsource work to impoverished countries, there is often little that can be done to control these companies. Lack of local enforcement and overlooked international law makes it easy for money-hungry companies to get away with morally wrong behavior. By bringing attention to these types of situations and not supporting companies who do not treat their workers fairly, executives will be hit where it hurts them the most, their pockets. When their profits decrease, they will be forced to look for alternatives to manufacture their products.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.