Importance of HRM for the Function of Organisations

Importance of HRM for the Function of Organisations The functioning of modern organizations is highly dependent on the effectiveness of human resource management, which affects consistently the organizational development. In actuality, human resources comprise important assets of any organization. In such a situation, many organizations are concerned with the improvement of the performance of human resources through motivating employees and developing effective approaches to human resource management. Traditionally, human resource management played an important role in the effective functioning of an organization. At the same time, the present epoch is characterized by the development of numerous human resource challenges which were practically unknown in the past. In such a situation it is extremely important to clearly identify the problem or problems and their major causes in order to be able to cope with the HR challenges and maintain normal functioning of organizations. In this respect, it should be said that the wide implementat ion of new technologies is one of the main HR challenges many organizations working in different fields, including healthcare, face since they create serious problems caused by the gaps in the professional qualification of the personnel and the wide implementation of new technologies. In such a context, it is obvious that human resource management affects consistently the performance of organizations and the improvement of the organizational process that can be achieved through effective motivation of employees and effective leadership. In the contemporary business environment, human resources play an extremely important role because the development of organization occurs on the ground of the introduction of innovations. The introduction of innovations helps companies to take a leading position in the market and get competitive advantages over their rivals. In fact, the potential of human resources may be the major source of innovations because employees are able to generate new knowledge and introduce innovations. In this regard, the improvement of the organizational performance occurs due to the effective human resource management that can stimulate employees to innovative activities. At the same time, the effective human resource management may be a serious challenge for organizations. On analyzing the major HR challenges caused by the implementation of new technologies, it should be pointed out that probably the most serious problem is the lack of experience and essential skills of the personnel to work with new equipment and apply new technologies in practice. To put it more precisely, the current development of new technologies turns to be faster than the professional training of the personnel. What is meant here is the fact that professionals simply do not have knowledge, skills and experience to practically implement new technologies (Notorantonio, 2006). As a result, new technologies that could be very perspective and could increase substantially the work of the personnel and the performance of the organization at large are used only partially or, at any rate, their potential is not fully used. At the same time, the implementation of new technology and the lack of essential skills and knowledge engender another serious challenges the necessity of the professional training of the personnel in order to increase the qualification of professionals and prepare them to work effectively with new technologies. However, it should be said that the organization of training courses and implementation of some educational programs may be viewed only as a partial solution of this problem because in the modern, rapidly progressing world it is practically impossible that professionals could maintain the high professional level only with the help of special training or some educational programs (Clarke, 2001). In fact, nowadays, good professionals should be able to acquire new knowledge and develop new skills independently from any training programs or educators. In fact, self-education should become the major trend in the preparation of professionals to work in the modern world. In such a way, they should learn to progress constantly and improve their professional level without any external assistance but on the basis of their own skills and abilities to acquire new knowledge and develop new skills. Today, organizations attempt to keep their employees motivated and satisfied with their position and work that contributes to the higher productivity and effectiveness of work and, therefore, it contributes to the better organizational performance. In such a situation compensation methods and benefit programs may be crucial for employees and organizations, but it is important to understand the fact that compensation and financial stimuli are not the only factors that can have a positive impact on the organizational performance. First of all, it should be said that compensation methods are primarily used to motivate employees work better. In this respect, it should be said that such motivation heavily relies on the idea of utility as the cornerstone of the utilitarianism. In other words, the motivation is defined by individuals needs and interests, which are prior to all other factors that can motivate him/her. To put it more precisely, the utilitarian approach to the motivation stands on the ground that people are more likely to get motivated to do some actions, for instance, when they get some benefits from it and, on the contrary, the risk of losses or some harm that may be caused by these actions is an important factor that decreases considerably the motivation of an individual. It should be pointed out that the utilitarian approach to the motivation heavily relies on the rationalism of an individual since, in terms of this theory, human actions are determined by their utility or profitability (Clarke, 2000). This means that it is only a perspective of some benefits that can really motivate a person, but, on the other hand, such a utilitarian view implies that an individual should evaluate carefully all his/her action and motivation is also rationally justified and evaluated because it is on the basis of the racial judgment an individual can get either motivated or non-motivated to take an action. At first glance, such an approach seems to be logical and quite convincing, but, in actuality, it proves to be rather naÃÆ' ¯ve because such a view on the motivation means that people are unable to spontaneous actions. In other words, the motivation is rather a rational act than a spontaneous or unplanned act. In such a context, the use of financial compensation seems to be efficient. At the same time, different types of compensations may have different effects. For instance, skill-based pay implies that employees skills play the primary role in their benefits. Hence, they are motivated to train and improve their qualification, but, on the other hand, it does not ensure really effective and productive work because the quantity or productivity of work is not mirrored in benefit programs and compensations. The same trend may be traced in regard to the competence play. On the other hand, compensation and benefit programs cannot rely solely on the productivity of employees, the amount of products or services they create and provide for customers because it does not stimulate the professional development of employees. In this respect, the variable pay seems to be the most balanced compensation and benefit program because it stimulates both professional development of employees along with high effectiveness and productivity of their work. As a result, employees are interested to work better and, what is more important, they are conscious of the fact that if they learn, train and improve their qualification they will have better career prospects and higher benefits. In such a situation, the motivation of employees is very important because it contributes to the improvement of the organizational performance consistently. At the same time, the development of effective human resource management and motivation of employees leading to the consistent improvement of their organizational performance is impossible without the effective leadership. The process improvement occurs in the course of the organizational development, which is grounded on the development of the human resource management and effective leadership that helps employees to maximize the effectiveness of their organizational performance. In this respect, it is important to lay emphasis on the fact that the organizational performance is grounded on the effective leadership and the process improvement is impossible without the leadership as well. At this point, it is worth mentioning the fact that the leadership contributes to the consistent improvement of the organizational performance. However, contemporary leaders pay a particular attention to the improvement of the organizational performance through the improvement of the effectiveness of the human resource management. In actuality, leaders are particularly effective in motivating of employees. At this point, it is important to lay emphasis on the fact that effective leaders can motivate employees without using financial motivators. Consequently, organizations can save costs and maximize their organizational performance using the power and leadership qualities of their leaders to motivate employees and to maximize their performance. Moreover, charismatic and effect ive leaders can encourage their employees to develop innovations and introduce innovative approaches to their work. Therefore, the development of the effective leadership style can be crucial for the process improvement and the improvement of the organizational performance. In actuality, it is possible to distinguish different leadership styles which are considered to be effective. In this respect, it is possible to single out transformational leadership style as one of the most effective leadership styles in the contemporary business environment. In fact, the transformational leadership style facilitates the introduction of changes and innovations in organizations and managers can use the transformational leadership style to maximize the effectiveness of the organizational performance. The transformational leadership style implies that leaders act as stewards to their employees and guide them in the course of the introduction of change, innovation, or their regular work. In such a way, leaders close the gap between them and their subordinates and help to facilitate the introduction of changes and maximize the effectiveness of the performance of employees. Therefore, the organizational performance depends consistently on the effectiveness of the leaders hip and human resource management. In such a situation, leaders can stimulate and motivate their employees to improve their performance and the organizational performance at large that leads to the overall improvement of the organizational development. Thus, taking into account all above mentioned, it is important to lay emphasis on the fact that contemporary organizations depend on the effectiveness of the performance of their human resources and leadership. In this regard, leaders can facilitate the introduction of changes and other processes that improve the organizational development and organizational performance. In fact, the motivation of employees and ability of managers to introduce changes contribute consistently to the improvement of the organizational performance. As a result, it is possible to estimate that the rapid technological development, leading to numerous HR challenges related to the unpreparedness of professionals to the practical implementation of these technologies and leading to the necessity of organization of training courses and educational programs, can be used more effectively if the personnel comes prepared and being conscious of the necessity to continue their education and development of new skills and knowledge on their own as a part of their professional development. Consequently, modern organizations are dependent on the leadership, motivation of employees, effective human resource management that facilitates and improves the organizational performance. References Anonymous (1994, May). New technologies will impact HR departments. HR Focus 71 (5), 11. Clarke, R. L. (2000).   Investing in the human resource.   Healthcare Financial Management 54 (2); 16. Keener, R. (1999, May). Problems for everyone in IT staffing needs. Healthcare Management Technology 20 (4), 10. Minehan, M. (1997, December). Technologys increasing impact on the workplace. HR Magazine 42 (12), 168. Notorantonio, R. (2006).   Going Once, Going Twiceà ¢Ã¢â€š ¬Ã‚ ¦ Health Management Technology 27 (2), 30. United States Department of Labor, Bureau of Labor Statistics (2003). Employment Unemployment.   Retrieved on December 8, 2003, from http://www.bls.gov/.

Pupil’s educational success Essay

The education system is mostly controlled by white middle-class people. Those who share these characteristics may well be viewed more positively and be more likely to succeed in the tests and examinations created to assess their abilities. Many working class and ethnic minority pupils may feel undervalued and demotivated by an education system that does not recognise their qualities, class or ethnic culture. The Marxist idea of â€Å"Cultural Capital† (Bordieu) also determines a student’s ability to excel in the education system. Schools are middle-class institutions run by the middle-class. The forms of knowledge, values, ways of interacting and communicating ideas that middle-class children possess are developed further and rewarded by the education system. Working class and ethnic minority children may lack these qualities and so do not have the same chances to succeed. Studies have shown that middle-class parents are able to use their cultural capital to play the system so as to ensure that their children are accepted into the schools of their choice. However, ethnic minority parents are disadvantaged when trying to get their children into better schools. The parents, especially if born abroad, may not have much experience of the British education system and may not be able to, or confident enough about their English skills, to be able to negotiate the system. Some sociologists have argued that the curriculum disadvantages pupils, particularly the working class and ethnic minorities. The knowledge that they encounter at school does not connect with their own cultural experience. Working class experience is almost invisible in the school curriculum. History, for example, tends to deal with the ruling classes rather than with the vast majority of ordinary people. Coard (1971) showed how the content of education also ignored black people. The people who are acclaimed tend to be white, whilst black culture, music and art are largely ignored. Coard argued that this led to low self-esteem among black pupils. Since the 1970’s some effort has been made to make the curriculum â€Å"Multicultural†, but it is still criticised for only looking at â€Å"Saris and Samosas†. The National Curriculum has still been criticised today for being ethnocentric – emphasising white middle-class culture at the expense of other cultures – especially in its focus on British History and literature.

Clean Edge Razor: Splitting Hairs in Product Positioning

Clean Edge Razor: Splitting Hairs in Product Positioning Name: Yuanxu He (Jason) Semester: Fall, 2012 Course Number: MBA 812A Date of paper: September 25th, 2012 Executive Summary The Clean Edge which is Paramount’s newest nondisposable razor has powerful influence in the market since 2010. It was improved design and used the new skills to make the razor’s properties become better than before. Lots of men like it and consider it was the closest, cleanest and smoothest. The article analysis the Paramount’s situation, competition, product positioning, marketing strategy through the U. S. azor market, market segments and consumer behavior and the trends of nondisposable razors and refill cartridges. After the company overview, the analysis of competition, design and testing and compare the marketing budget, Randall think that the Clean Edge has the significant mainstream potential and will become the new standard in men’s shaving. 1. Non-disposable razor category has changed a lot these years. The article pointed that nondisposable razors experienced approximately 5% growth per year from 2007 to 2010. Numerous innovations and product in the super-premium segment has grown a lot.The expenses of advertising increased a lot because of the need to promote new benefits from advances in razor technologies. Changes in retail channel distribution have also been noted in the category. Male-specific grooming products seemed to be a bright spot in the industry from 2007 to 2010 and the segment saw much more growth because shaving became more than just shaving – it started to include body spray, fragranced shower gel and skincare lines proliferated. Channel distribution for the razor category has become increasingly important through the Exhibit 4. It has been quite demand for male-grooming products.Competitive Position: Paramount has been a global consumer products giant with over $13 billion in worldwide sales an d $7 billion in gross profits for 2009 since it entered the nondisposable razor market in 1962. Paramount established itself as unit-volume market-leader in 2009 based on nondisposable razor sales. The nondisposable razor category market is entering a new phase with technology products and new competitors entering the market, it’s a threat to Paramount. Strategic Life Cycle Challenges: Consumers are becoming more experienced and always looking for new technologies.Namely, they want to spend more money and buy products which are satisfy the necessity of a smooth shaving experience. In other words, through the Exhibit 1, there is a category of consumers called â€Å"Maintenance users† that made up 33% of consumers; they were not interested in buying products with superior technology. These consumers cannot be ignored. So, to the challenges, it should provide a product with good cost x benefit but with a short life cycle for the 33% called â€Å"Maintenance users† keeping these users buying their products and interested in their brands. And then, launch the Clean Edge product with a longer life cycle. Meanwhile, making this product profitable creating a high quality from the consumer when they buy cartridges for refill.2. The nondisposable razor market is segmented to three parts base on price and quality which are: value, moderate and super-premium. From 2009, consumers purchased razors and replacement cartridges more frequently and they were distinct to â€Å"Maintenance Shavers†, â€Å"Social/Emotional† and Aesthetic†. The â€Å"Maintenance Shavers† who almost not interested in the product category. The â€Å"Social/Emotional† shavers were motivated by the overall shaving experience and â€Å"Aesthetic† shavers were interested in cosmetic results.3. Niche| Mainstream| Pros| Cons| Pros| Cons| Increase profits and market share| Increased marketing budget costs to launch the new product and provide inc entives to â€Å"Maintenance users†| Increase profits| Potentially could result in elimination of Paramount Pro| Existing products can be retained and used to target â€Å"Maintenance users†| | Increase market share| Paramount will not be focusing â€Å"Maintenance  users† with new product line| Branding strategy can be arefully planned and deployed for maximum success| | Help prevent loyal Paramount customers form being wooed away to more innovative brands| Opportunity to utilize existing products and gain increased sales| Through the pros and cons, I will recommend the Clean Edge for a niche strategy. Because Rosenberg said that they will siphon off consumers if he considered a mainstream positioning strategy. A niche strategy will make more sense.4. | Niche| Mainstream| Planned capacity Razor (Year 1)| 1. 0| 3. 3| (Year 2)| 1. 5| 4. 0| Razor: Production per unit cost| $ 5. 00| $ 4. 74| Razor: Manufacturer price| $ 9. 09| $ 7. 83| Razor: Suggested price| $ 1 2. 99| $ 11. 19| Revenue (Year 1)| 9. 09| 25. 84| (Year 2)| 13. 64| 31. 32| Production Costs (Year 1)| 5| 15. 64| (Year 2)| 7. 5| 18. 96| | Planned capacity Cartridge (Year 1)| 4. 0| 9. 9| (Year 2)| 10. 0| 21. 9| Average Production unit cost| $ 2. 43| $ 2. 24|Manufacturer price| $ 7. 35| $ 6. 22| Suggested price| $ 10. 50| $ 8. 89| Revenue (Year 1)| 29. 4| 61. 58| (Year 2)| 73. 5| 136. 22| Production Costs (Year 1)| 9. 72| 22. 18| (Year 2)| 24. 3| 49. 06| | Capacity costs (Year 1)| $ 0. 61| $ 1. 71| (Year 2)| $ 0. 87| $ 2. 45| Advertising (Year 1)| $ 7| $ 19| (Year 2)| $ 7| $ 17| Consumer (Year 1)| $ 6| $ 17| (Year 2)| $ 6| $ 14| Trade promotions (Year 1)| $ 2| $ 6| Year 2)| $ 3| $ 8| Subtotal of Other Costs (Year 1)| 15. 61| 43. 71| (Year 2)| 16. 87| 41. 45| Total Costs (Year 1)| 30. 33| 81. 53| (Year 2)| 48. 67| 109. 47| Trough the chat above which compares the revenues and costs, it’s easily to find out the Niche is the better one. About the marketing budget, through the c omparing, the advertising and promotion of Clean Edge Razor is $15m and $ 16m, and we can reduce the budget for existing products of advertising.Because the consumers become more sophisticated and the research shows that these will be the mature phrase of the product life cycle in the future. I consider that if it launch the product to the Niche market, it will bring a huge profit to Paramount. So, I want to make the brand name called The Clean Edge Razor by Paramount.ConclusionBy the time, consumers really purchased razors and replacement cartridges more frequently than they than in any year previously. It’s no doubt that the Clean Edge has huge potential in the super-premium segment.It should keep developing by the Niche strategy and this will bring the biggest benefits and profit to the company and beat the other competitors.Work Cited S. E. Smith, â€Å"One Tool, Many Uses: Single Edge Razor†, (Aug 02, 2012), http://www. networx. com/article/one-tool-many-uses-sing le-edge-razorJeremy Pingul, â€Å"Paramount Health & Beauty: The Clean Edge Razor†, (2012, January), http://prezi. com/pjd6evuzfndc/paramount-health-beauty-the-clean-edge-razor/

The Element Of Trust Can Be Interpreted Throughout The...

The element of trust can be interpreted throughout the tragedy of Othello. â€Å"I shall but love thee better after death.† (Elizabeth Barrett Browning). Once poisoned in the mind, and overfilled by emotion, Othello had to trust in someone that did not tell the truth. The â€Å"Moor† (1.3.223) did not investigate Iago’s accusations, or seek his own proof regarding Desdemona’s betrayal. Ultimately, this cost him not only the guilt of murdering his wife, but his own life, as he killed himself as well. While Othello thought he was doing the right thing by killing Desdemona, he did it due to his love for her. â€Å"Love always protects, always trusts, always hopes, and always perseveres.† (1 Corinthians 13:4-7). While in the perspective of today’s society, this can be interpreted to putting loved ones first; however, in the culture of Othello this becomes a bit blurry for Othello murdered his wife out of love; the general believed he was protect ing her, or preserving her goodness. â€Å"Yet she must die, else she’ll betray more men. Put out the light, and then put out the light. If I quench thee, thou flaming minister, I can again thy former light restore†¦ That can thy light resume. When I have pluck’d the rose†¦ Be thus when thou art dead, and I will kill thee, and love thee after.† (5.2.6-19). Battle history, â€Å"Honest Iago† (1.3.316), and the overflow of emotions all add up in regards to why Othello trusted Iago, and did not go out and investigate the all the drama and commotion for himself.Show MoreRelatedEssay on The Character of Iago from Othello4183 Words   |  17 PagesThe Character of Iago from Othello The character of Iago is crucial for the play, and its essence has often been presented as ‘the evil taking a human form.’ What is important to any attempt to understand this play is the mechanism that makes the action moving forward. If this is ‘the force of evil’, represented in the character of Iago, this gives him the most relevant role, the power to forward the entire course of the play in certain direction. A number of fortunate circumstances helps hisRead MoreFemale Characters in Hamlet4091 Words   |  17 PagesIntroduction Shakespearean tragedy is a story of one, or at most two persons. As a rule, they are male protagonists. But to say that Shakespeare’s female characters are shallow, undeveloped and used just as a decoration on the stage is very wrong. Women in Shakespeare’s tragedies have no leading role and they are, to paraphrase Northrop Frye,[1] not tragic heroines, but heroines in a tragedy. All female characters in Shakespeare’s tragedies have one thing in common – they end up dead. It is