美国代写essay:节约运营成本

美国代写essay:节约运营成本

随着全球范围内劳动力灵活性的提高,国际人力资源管理对于一个组织来说已经变得非常重与国内的人力资源管理不同,当组织只关注国内的监管框架时,今天的国际人力资源管理必须确保符合各种监管框架。这是必要的,以避免在组织有办公室的国家的任何法律麻烦。

美国代写essay:节约运营成本
今天的组织正在专注于从劳动力市场的灵活性中获得最大的优势。然而,他利用劳动力市场灵活性来获取组织优势的过程也反过来影响了各种国际人力资源管理实践。其中一些影响是:
低收入工作问题:工资合理化已成为该组织面临的主要人力资源管理挑战之一。例如,在加拿大和中国这样的国家运营的n组织在工资上有所不同,因为中国的最低工资比美国和加拿大等国提供的要低得多。这种情况为组织带来了相互矛盾的情况。一方面,组织利用工资差异化优势,节约运营成本;另一方面,这种相互矛盾的情况会影响到人力资源管理的实践。该组织的人力资源部门必须为国家运作起草单独的政策,这是一个繁琐的过程。此外,这种劳动力的灵活性有时使组织陷入困境。例如,苹果经常被指责向在供应商工厂工作的工人支付最低工资(Bae&Rowley,2002:402-428)。因此,苹果在中国成功地利用了低成本劳动力的优势,但是在这个过程中造成了各种不满意的方面,他们不满意苹果公司处理国际人力资源管理实践的方式。

美国代写essay:节约运营成本

With increasing labour flexibility in global context, international HRM has become extremely significant for an organisation. Unlike domestic HRM, when organisations were focused only on the domestic regulatory framework, today international HRM has to ensure compliance to various regulatory frameworks. This is necessary in order to avoid any legal hassles in the country where organisation has its office.

美国代写essay:节约运营成本
Organisations today are focusing on gaining maximum advantage from the labour market flexibility. However, he process of using labour market flexibility for organization’s advantage in turn has impacted various international HRM practices. Some of the impacts are:
Issue of low paid work: wage rationalization has become one major HRM challenge for the organisation. For example, n organisation having its operation in countries such as Canada, and China has to differ its wages, because minimum wage offered in China is much lower as compared to what is offered in countries such as US or Canada. Such situation creates a conflicting scenario for the organisation. On one hand, organisation takes an advantage in terms wage differentiation and saves operational cost; on the other hand this conflicting scenario impacts the HRM practice. HR department of the organisation has to draft separate policies for country based operations, which at times is a cumbersome process. Also this sort of labour flexibility at times lands an organisation in trouble. For example, Apple is often accused of paying lowest possible wages to the workers who are employed in its supplier’s factories (Bae& Rowley, 2002: 402-428). Thus Apple does successfully takes an advantage of low cost labour in China, but in this process has created various unsatisfied parties, who are not satisfied with the way Apple handles its international HRM practices.

美国代写论文:奥巴马的领导策略

美国代写论文:奥巴马的领导策略

从那以后,他一直重视美国的安全,着重维护和修复环境。所有的行动都是在考虑了这两个因素(安全和环境)后才考虑其它,因为他认为这些因素是非常有价值的这些行动正在制定污染调控,排放标准,促进和鼓励植树,也正在努力恢复美国的水系。

美国代写论文:奥巴马的领导策略
挑战过程
不管政治上有否定的气氛,总统奥巴马和他的同胞民主人士一起鼓励了广大民众(Nagourney,2008)。即使他的全部努力都达不到标准,他也获得了需要庆祝的艰难胜利。这就是他如何有效地挑战领导过程。他参与了整个国家,赢得了总统职位。他通过让美国人为重建整个国家而奋斗,并鼓励他们重新赢得全球的尊重,来挑战领导层的进程。他以极其令人信服的方式提出了一个非常有力的目的,即没有其他领导人拥有。奥巴马表达自己是一个极其激情的领导者。他基本上明白他如何利用这种激情来建立他所见到的未来(Tirmizi,2002)。奥巴马为了创建一个有效,平衡的团队而设置了一系列的激情原型,并且功能强大。他还创造了一个工作环境,他希望所有人都能在指定区域内执行自己的价值观,激情和技能相交。他担任其他人,并且自己负责在美国组织内部进行多种行动。他开了几次机会,让这个国家参与更长远的工作,并为美国创造了更美好的未来。

美国代写论文:奥巴马的领导策略

Ever since, he has been giving importance to the safety of US and focusing to preserve and repair the environment. All the actions are taken after considering these two factors (safety and environment) as he consider these extremely valuable. These actions are being taken by formulating pollution regulation, standards of emission, promoting and encouraging tree planting, and efforts are also being put in for restoring great water bodies of US as well.

美国代写论文:奥巴马的领导策略
Challenging the Process
Irrespective of having a negative climate in politics, President Obama managed the encouragement of the hearts of general public along with his fellow democrats (Nagourney, 2008). He had earned difficult victories that needed celebration even if his entire efforts were not up to the mark. This was how he managed to challenge the leadership process in an effective manner. He engaged the entire nation as he won the seat of presidency. He challenged the leadership process by engaging Americans to struggle for rebuilding the entire nation and encouraged them for regaining respect across the globe. He proposed an extremely strong purpose in an extremely convincing manner that no other leader had. Obama expressed and demonstrated himself as an extremely passionate leader. He basically understood how he could use this passion in order to build the future he had seen (Tirmizi, 2002). Obama had set an entire range of Passion Archetypes for creating an effective, balanced teams, and powerful. He also created a working environment within which he wanted all individuals to perform within the specified zone where their values, passions, and skills intersect. He held others and himself accountable to robust ways of several operations within the organizations of US. He opened several chances to engage the nation for the longer haul and created a vision of a better future for US.

 

美国论文代写:绩效管理体系

美国论文代写:绩效管理体系

文献表明,绩效是动机和能力的产物。员工的表现能力是外在的,可以通过培训和学习过程来传授。但是,动机是内在的,需要来自个体内部。除非他们觉得有必要这样做,否则实际上不可能使员工有效地工作,并取得有效的结果。然而,组织可以通过了解他们的需求,暗中影响员工的士气和动力,并使员工意识到组织确实对他们的需求是敏感的。反过来,员工也应该倾向于企业的需求和组织的目标。

美国论文代写:绩效管理体系
实现这种互利双赢的途径之一,就是通过绩效管理体系,在对绩效产生积极影响时,对绩效管理体系进行奖励。积极向上的员工必将在工作场所带来积极的变化。宝洁公司需要他们的员工不断思考和发展,除非组织采取这一步,否则没有什么是必然的。因此,上面提出了一个全面的绩效管理体系。平衡计分卡在大型企业中取得了巨大的成功率,预计也会在宝洁公司重演。戴尔·卡耐基引用了“人们为钱而工作,但为获得认可,表扬和奖励而付出更多的努力”。

美国论文代写:绩效管理体系

Literature has suggested that performance is the product of motivation and ability. The ability of an employee to perform is extrinsic and can be imparted through training and learning processes. However, motivation is intrinsic and needs to come from within the individual. It is practically impossible to make an employee work efficiently and deliver effective results unless they feel the need to do so. Nevertheless, the organization can impact the morale and motivation of the employee implicitly by understanding their needs and making the employee realise that the organization is indeed sensitive of their needs. In turn the employee shall also be inclined towards the needs of the business and the goals of the organization.

美国论文代写:绩效管理体系
One of the ways to bring about this mutual win-win situation is through the performance management system that meritoriously rewards the employee when they make a positive impact on the results. Well-motivated employees are bound to bring a positive change at the workplace. P & G needs their employees to think and evolve continuously and unless the organization takes the step ahead in doing so, nothing much is bound to happen. Hence, a comprehensive performance management system has been suggested above. The balanced scorecard has had a huge success rate in large corporate and the same is expected to repeat at P & G. As Dale Carnegie quotes “People work for money but go the extra mile for recognition, praise and rewards.”

美国论文代写:人力资源实践

美国论文代写:人力资源实践

人力资源开发战略的关键特征,从业务角度来看是明确的和隐含的
从AMC顾问的角度来看,他们的根本政策就是通过培训和发展等方式来降低开支,因此,由于组织不能提供培训和发展员工的方案等,人力资源专业人员在公司中的作用日益增加,招聘和保留专业人才,以遵循中小企业人力资源开发战略的主要特点(Armstrong 2009)。 AMC顾问所遵循的战略是把知识管理作为一种创新的战略性人力资源发展战略。知识发展被全面定义为与组织有关的新兴设计和原则以及以戏剧性方式支持员工知识的结构和应用程序,以利用提高业务价值的创造力和能力。 AMC顾问的知识管理基于三个因素,即基本的人力资源实践,包括高级管理层和领导层的支持,这是一种知识友好和高度共享的文化,同时还有明确的知识管理战略。

美国论文代写:人力资源实践
正在进行的实践中存在的意义和当前的理论
这些问题包含了不相关的信息生产和信息饱和。这些中小企业知识管理的工具无法进行知识的创造,并将其作为最初应用的目标进行分享。简而言之,可以说依赖一些用于促进知识创造和转让的选定IT技术意味着编纂的主导战略将会随着知识创造过程而崩溃,这些知识创造过程是中小企业前线中的社会取向(Lekovic et al 2009) 。此外,在一线,只有少数几个系统能够真正鼓励和适应隐性知识的创造。

美国论文代写:人力资源实践

Key features of a Human Resource Development strategy that are explicit and implicit from a business perspective
From the perspective of AMC consultant, their fundamental policy lies in reduction of expenses such as through training and development and so the role of HR professional’s in the company has increased as the organization cannot provide the programs of training and developing the employees and so various talented professionals are recruited and retained in order to follow the key characteristics of human resource development strategy for SMEs (Armstrong 2009). The strategy followed by AMC consultants is Knowledge management as an innovative strategic human resource development strategy. Knowledge development is defined comprehensively as the set of emerging designs and principles related to organizations along with structures and applications that support workers knowledge in a dramatic manner to leverage the creativity and ability of delivering enhanced value in business. Knowledge management for AMC consultants is based on 3 factors as essential human resource practices inclusive of support from senior management and leadership, a culture which is knowledge friendly and highly shared along with a clear strategy to manage knowledge.

美国论文代写:人力资源实践
Implications existing for ongoing practise and the prevailing theory
The problems were inclusive of irrelevant information production and saturation of information. These tools to knowledge management in the SME were not able to perform the creation of knowledge and sharing it as an objective for which it was initially applied. In brief it can be said that dependence on some selected technologies of IT used for facilitating the knowledge creation and transfer means implied that a dominant strategy of codification will crash with knowledge creation processes social orientation present in the SMEs front line (Lekovic et al 2009). Furthermore, in the frontline there were only few systems with recognition placed for actually encouraging and accommodating the creation of tacit knowledge.