Introduction
People management is a critical factor for a progressive organization. Singhania and Partners is a law firm that has taken advantage of various openings that the Indian market has provided. This work evaluates the strategy Singhania and Partners has employed in its quest to become India’s preferred law firm.
Evaluation of Organization’s Strategy
The firm’s formation was strategic with Mr. Ravi Singhania approaching Ms. Manju Mohotra to form a partnership. This approach created diversity because each party had a different background and experience. Once the company had established roots in India, these partners made an effort to engage the company in international market opening up a branch in New York under the name Singhania & Company. This created a rich platform for the firm to acquire international experience that would be fundamental in enriching the company’s quest to provide legal advice to multinational corporations that were investing in India.
Singhania did not stay long before retracting back to India at a time when foreign law firms were prohibited. The experience Singhania gained enabled the firm to acquire international names including America Online, Standard & Poor’s, Fedders and McGraw Hill. A good rapport between Singhania and his father saw some clients directed to the new firm as referrals. Singhania and Partners created an esteemed firm by implementing state-of-the-art facilities and technologies, which eased paperwork and forms filling. The firm has created affiliations for better market coverage. Although Indian law prohibits law firms from advertising for their services, formation of affiliates and referrals has enabled the company to acquire greater market coverage.
The firm also specialize...
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...will have an opportunity to improve on their experience on international law.
Works Cited
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While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
Noe, Raymond A, et al. Human Resources Management: Gaining A Competitive Advantage. New York: McGraw-Hill, 2010.
After the HS Holdings incident when James contacted Ashok in India, then only he came to know about the reasons behind those low ratings. He realised that the meeting times were not perfectly suitable for the India...
The advent of the multinational organization offers unique challenges for the human resources professional within the area of compensation and benefits. To effectively administer human resources programs brings challenges from which there is no clear historical path, and must address not only training and development for the multinational corporation employee, but in many cases for the family, which can be a costly endeavor because of the high rate of failure hinging on the expatriate’s worldview.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Globalization of human capital is where, human resources are sook after by companies from all over the world. Due to the increased demand for skills at a lower cost, companies will tend to look for employees to work in their premises from all over the world (Webforum, 2015). In this regard, since companies are extending their operations the entire world over, human capital globalization is inevitable since they will need to work with people from these countries for them to successfully exploit global markets.
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Anandrathi (AR) is a one of the leading service securities firm providing the entire gamut of financial services. The firm, established in 1994 by Mr, Anand rathi, today has pan India presence as well as an international presence through offices in Dubai and Bangkok. AR provides a breadth of financial and advisory services including wealth management, Invetment banking, brokerage and distribution of equities, corporate advisory, insurance and mutual fund, commodities, structured product – all of which are supported by powerful research team. The firm’s philosophy is entirely client centric, with a clear focus on providing long term value addition to client, while maintaining the high standards of excellence, ethics
...e located and the human resource management to effectively manage the global workforce diversity. Furthermore, management practices across nations should be more focused in terms of enhancing expatriates’ experience with cross-cultural training. It is also highlighted that executives of international firms must efficiently devise the best strategies and plans to increase the business positive performance and for controlling resources of their foreign subsidiaries. As a consequence, global managers play a very important role in the development and success of multinational corporations in the current competitive international market since there are numerous issues that they have to deal with in the operating process. If the enterprises could overcome the management challenges, they would gain great opportunities in the global economy and achieve favorable outcomes.
Aditya Birla Group is one of the first multinational corporations in India. Its headquarter is located in Mumbai with many others operations in different parts of the world such as in Asia (Thailand, Singapore, Myanmar, Laos, Indonesia, Philippines, China…), Europe (UK, Germany, Hungary, Italy, France, Luxembourg, Switzerland…), America (US, Brazil…). Throughout their growing, Aditya Birla have become well known in many sectors that they get involved in not only in India but also around the world. Back to the earlier day of the corporation, when it first founded, the group has focused on critical sector such as textiles and fibre, aluminum… and become one of the largest participant in those areas. Later on, in the 1960s, the company had expanded their business into cement and chemicals. Also, they expanded their business across the border of India into many other countries. This “revolution” has brought the name of the group into the international business map and become bigger than ever (Aditya Birla Group 2007). Today, ABG is a corporation with the consolidate revenue of 30bil with the affiliates in 45 countries and 60% of their revenue come from internationally and become one of the largest private company in the world (Aditya Birla Nuvo Limited, 2011).
In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years.
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India is a nation that is on the move towards becoming one of the leaders in the global economy. While the country still has a long way to go, it is making significant strides towards competition with nations such as the United States and England. Indian leaders have been moving towards "a five-point agenda that includes improving the investment climate; developing a comprehensive WTO strategy; reforming agriculture, food processing, and small-scale industry; eliminating red tape; and instituting better corporate governance" (Cateora & Graham p. 56, 2007). These steps are geared to begin India's transformation from a third world nation into a global economic leader. The current marketing environment in India is in transition, with both similarities and differences in comparison to the marketing environment in the US.
Human Resources Management (HRM) Interventions relates to the idea of improving an organizations overall performance and efficiency by improving the members (individuals and groups) performances, commitment, and flexibility. According to Beer et al. (1984), this is often a relevant intervention technique when organizations are facing increased international competition. They see the value of HR investments as a way to improve organizations competitive advantages. Further, they establish that HRM policies have long-term consequences and immediate organizational outcomes. These policies should include the overall competence of employees, the commitment of employees, the cost effectiveness of HRM practices,