The Strategy Of Managing Human Resources

The Strategy Of Managing Human Resources Strategy of managing human resource refers to the how ADIDAS treat and manage the employees. With the strategies ADIDAS able to maintain the loyal of employees to the ADIDAS and the willingness of employees to do the hard job in order to enhance the productivity of the organisation. Furthermore, employees are the internal customer of ADIDAS. So, ADIDAS need to satisfies the employees before satisfies the external customer. External customers refer to the people that purchase the product produce by ADIDAS. When the internal customers of the organisation satisfies the treatment of the organisation the external customers also will satisfies the product of ADIDAS. The next part of this assignment will discuss the strategies that ADIDAS use. 2.1) Talent management Talent management refers to retain the employee in the ADIDAS. So, ADIDAS use this strategy to develop the old employees that have the opportunities to their career. By using this strategy ADIDAS able to hold the quality employees stay in the organisation and built up the loyalty of the employees. Besides that, talent management also include recruitment. Recruitment refers to the process of recruit and selecting the qualified new people that in order fit to the job 2.2) Employee-oriented leadership Employee-oriented leadership refers to the communication between the manager and the subordinates. By using this strategy ADIDAS able to know the employees need and want. This is because this strategy consists of employee feedback system. Employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s feedback system refers to the satisfaction level of the employees to the job. The employees are the internal customers of the organisation, when the employees satisfy their job the productivity of the organisation will automatically increase. This is because the organisation given a good environment to the employees in order to satisfy the employees and the employees will do the hard job to the organisation to as the repay to the organisation. 2.3) Remuneration Remuneration means the salary of the employees get month by month. The salary related to market requirement and performance level. That means ADIDAS set the salary according with market requirement and performance level. The ADIDAS on time pay the salaries in order to give the good reputation of the organisation. When the organisation do not delay paid the salaries to the employees the employees will loyal to the organisation this is because the employees will feel the safety in the organisation to work. 2.4) Bonus In ADIDAS the remuneration consists of bonus. In ADIDAS the individual performance will related to the remuneration. Bonus means the company pay extra money to the employees to motivate the employees. The main purpose of given bonus is to motivate the employees. Motivation is psychological process giving behaviour purpose and direction (Kreitner,2009, p.369 ). By given the bonus the employees will put more effort and hardship to the job. 2.5) Long-term incentive programmes (LTIP) This is specialising for senior manager, this is three year plans based on the achievement of financial as well as compliance target. So the senior manager that achieves the long-term target of the company will get the bonus. The bonus was depended on the organisation whether the bonus is money or others benefit. 2.6) Performance management Performance management is a feedback for the management team. The management team will observe to the employees in order to take care the employees and if the employee does not do well in the jobs the management team will send the employee go to training. Furthermore, certain employee did well in their job will get promoted. So, in this strategy the employee able to learn and get the improvement by giving the benefit and training. Furthermore, ADIDAS always looking for the potential employees so, ADIDAS will observe the performance of each employees and give the opportunities to get promote. Besides that, ADIDAS also observe the people that innovative and creative. This is because ADIDAS need the peoples that contain the high imagination people to give the idea to produce the design of the product. So ADIDAS will observe about it and pick the people that have the potential skill switch to the creation and innovation team. ADIDAS found that the people who are having different backgrounds, perspectives and skills can make the best team in order to achieve the maximum creation of the design on the product. Before ADIDAS forming the potential employees into a team, ADIDAS will send the employees to training. This is because the team need contains the different imagination, perception and culture. This is because ADIDAS is a global organisation within the different perception can built up a multi-skill team. With t his the ADIDAS can manage many of the country culture and habit in order to product suitable product to the public. 2.7) Work-life balance Work-life balance is flexible working hour. Flexible time is a scheduling policy in which full-time employees may choose starting and ending times within guideline specified by the organisation ( Raymond A. Noe, Barry Gerhart, Patrick M. Wright, John R. Hollenbeck, 2009, p.106). Every employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s quality of life should be improved by working to the organisation. So ADIDAS have the responsibility to address flexible working hour. The main purpose of work-life balance is give harmonise of the private and family needs to the employees. So the organisation was think about the benefit of the employees. Furthermore, this strategy able to give the employees a comfortable working hour and with the harmonise family the employees will put more effort in the working hour. As an example the working hour is 8 hours per day. The employees can select their working hour in the day and the lump sum of the working hour 8 hours. If the employee starts working at 11:00AM so the employee leave the organisation in 19:00 PM. Recommendation ADIDAS was looking the professional as the members of the families. ADIDAS treat the employees as their familiesà ¢Ã¢â€š ¬Ã¢â€ž ¢ members, care about the private sector of the employees. So, ADIDAS able to perform well in the market. ADIDAS doing these because ADIDAS was found that when the employees happy the productivity of the organisation will increase rapidly. As the comment to the ADIDAS, ADIDAS should recruit the people that from others competitor. Recruit the quality people from the competitors can decrease the productivity of the competitor and increase the productivity of own. Recruit the quality peoples from competitors is the good ways to find the potential employees if the organisation was lack of such potential employees. Furthermore, the organisation also need to prevent the self employees go the others organisation. For this, ADIDAS was did well this is because ADIDAS consist of flexible of working hour, talent management and performance management. These strategies might build up the loyalty of the employees in order to prevent the employees leave the organisation and work with competitors. Conclusions The strategies use by ADIDAS was aim to giving the benefit to the employees and always think of the employees so, the loyalty of the employees will build up automatically. After that, ADIDAS provides a lots of benefits to the employees by the way the employees will be motivated and the case of absenteeism is very low. When the employees interesting to work, the productivity of the organisation will automatically enhanced. When the productivity was increase the profit of the organisation also will increase so the organisation able to pay more to the employees. When the organisation pays more to the employees the employees will be motivated. Finally, ADIDAS is a very good organisation that works in ADIDAS, the benefits provides by the organisation was attractive to all the employees. So, the benefits not only giving to the employees but also give the public know that ADIDAS such organisation and work with ADIDAS is suck happy and satisfy. There were the ways and style ADIDAS manage the human resource. ADIDAS was known that when good manage in human resource the benefit to the organisation will increase automatically such as productivity. Lastly, ADIDAS is a nice organisation that consists of many benefit to the employees and hopefully ADIDAS can do better in future and the comment would help ADIDAS be a better organisation.

The Boardwalk of Santa Cruz Essay -- Observation Essay, Descriptive Ess

The Boardwalk of Santa Cruz "Keifer Sutherland blockbuster Lost Boys filmed on this spot," proclaimed the self-important plaque. It was mounted on a wall along a long flight of log stairs. As I looked back, miles of beach stretched out before me and, across the bay, I could see red, blue, orange lights whirling high above the crowds upon a huge wheel. We made our way back to where the steps met back up with the sidewalk alongside the highway. We were hit by the smell of the city, of the freeways, re-invading our senses. I took one final look back and studied once more the long progression of wooden planks stretching off into the distance. It had been like no place I'd ever experienced. The Boardwalk. Santa Cruz. It was the summer of 2000 and I had moved in with my sister Jana in Santa Cruz, California for the summer. I had taken a 32-hour bus ride to get there and was completely exhausted from it, but Jana wanted to show off her city, so the next day she gave me a tour. She had an apartment right on the beach, and we could go swimming anytime. We went downtown and I took in this unfamiliar environment. The people were so much more diverse than I was used to. Growing up in a town of 280 people in western Colorado does not exactly allow one to experience many types of people. In one glimpse down a street in Santa Cruz, I could see a sampling of the world. People of all colors and creeds wearing turbans, sarongs, and other exotic clothes mixed right in with the type of people I had grown up with. California does not have mental institutions, so most mental patients end up homeless in the streets--another wrinkle to the cloak of humanity of this particular street. I witnessed one man... ...s and blocks of shops, restaurants, bowling alleys, bars and emergency medical stations for those who needed assistance, such as having their stomachs pumped, after a night on the Boardwalk. The people milling about were just as varied as those downtown, if decidedly younger. The beach was filled with rides and volleyball nets all along the coast. We started out in a bowling alley and progressed on to numerous other establishments, including a Falafel place where none of the employees spoke anything but Farsi. As the night wore on and the bars became less and less selective, the night became hazier and hazier. One of the memories that remained in my addled brain the next morning was riding the Ferris wheel high above the crowds and feeling the wondrous ocean breeze coming in. It was one of the most fun nights I had while I was in California.

Analysis on Marx’s Historical Materialism Essay examples -- Political

As one of greatest figures in human history, Karl Marx introduced not only Communism but also historical materialism to us. According to historical materialism, the mode of production would determine and foster mankind’s ideas, values, and beliefs. Many opponents of Marx attacked his â€Å"impossible† Communism but neglected his contribution in defining the relationship among important production elements. This paper would explain the theme of historical materialism and probed the relationship between consciousness and mode of production. Then, this paper would analyze how division of labor affect mode of production and conclude that historical materialism was realistic and applicable. Marx defined historical materialism in the preface of A Contribution to the Critique of Political Economy that, â€Å"it is not the consciousness of men that determines their existence, on the contrary, their social existence that determines their consciousness.† In contrast to idealism, which prioritized the value of human ideas, historical materialism insisted that the existence of human kinds pushed the productions; and mode of production shaped human consciousness in return. The contradictory between Idealism and historical materialism lie between whether it was evolvement of consciousness steering for societal changes or the other way around. While choosing one of them as individual political philosophy, it was very similar of answering question, â€Å"which came first, chicken or egg?† Personally, I favor for historical materialism for â€Å"consciousness is determined by your beings† seems rational as well as logical. So what is consciousness? According to Marx, â€Å"Consciousness can never be anything else than conscious existence, and the existence of men is t... ... future stage would follow Marx’s blueprint or not. This beautiful image was worth of dreaming. Comparing with Idealism, which stressed the human ideas’ capabilities in shaping societies, I felt historical materialism was more realistic and applicable. Despite the communism’s unclear future, the equation between mode of production and consciousness (or ideas and values) was very understandable and logical. I was convinced by the theme of historical materialism, which was â€Å"life is not determined by consciousness, but consciousness by life.† (Marx 155) Works Cited Brooks, Mick. "What Is Historical Materialism." Maxism. 14 Nov. 2002. Web. 25 May 2012. . Marx, Karl, and Friedrich Engels. "The German Ideology." The Marx-Engels Reader. Ed. Robert C. Tucker. New York: Norton, 1978. 146-200. Print

Manage Personal Work Priorities and Professional Development Essay

Health’s purpose is to provide safe, sustainable, efficient, quality and responsive health services for all Queenslanders, and we have five core values that guide our behaviour: Caring for People: We will show due regard for the contribution and diversity of all staff and treat all patients and consumers, carers and their families with professionalism and respect. Leadership: We will exercise leadership in the delivery of health services and in the broader health system by communicating vision, aligning strategy with delivering outcomes, taking responsibility, supporting appropriate governance and demonstrating commitment and consideration for people. Partnership: Working collaboratively and respectfully with other service providers and partners is fundamental to our success. Accountability, efficiency and effectiveness: We will measure and communicate our performance to the community and governments. We will use this information to inform ways to improve our services and manage public resources effectively, efficiently and economically. Innovation: We value creativity. We are open to new ideas and different approaches and seek to continually improve our services through our contributions to, and support of, evidence, innovation and research. Purpose The Nurse Unit Manager is a registered nurse who is an expert practitioner accountable for the coordination of clinical practice and the provision of human and material resources for the BreastScreen Queensland Mackay Service. Staffing and budget responsibilities Line Management for nursing staff of BreastScreen Queensland Mackay Service Regular analysis and reporting of financial and quality performance activity. Your key responsibilities †¢ Fulfil the responsibilities of this role in accordance with Queensland Health’s core values, as outlined above. †¢ Provide high-level clinical leadership and expertise to the nursing workforce in the delivery of evidence based, contemporary nursing practice, in accordance with the BreastScreen Queensland Program Policy and Standards and the BreastScreen Australia National Accreditation Standards. †¢ Facilitate the coordination and management of client care during the screening and assessment pathway to ensure service delivery is ethical, efficient, effective, client focused and culturally appropriate. Maintain clinical data, undertake analysis of trends in client outcomes, and aid in the establishment of service benchmarks specific to the BreastScreen Queensland Program. Facilitate operational strategies for a work based culture that promotes and supports education, learning, research and workforce development by providing training and development opportunities for staff and participating in performance appraisal and development. †¢ Active involvement in the implementation of National Accreditation Standards at Service Level to ensure Service meets performance indicators. †¢ Participates in the development of a vision/strategy for the BreastScreen Service which is in line with the BreastScreen Queensland Program, District and Queensland Health direction and supports a supportive learning culture. Facilitates in collaboration with staff the implementation, monitoring and review of workplace instructions, guidelines and competencies as applicable. †¢ Maintains current knowledge of professional practice standards and changes, and contributes actively to nursing development.