Human Resource Planning And Development Unit Planning Business Essay - Free Essay Example

Sample details Pages: 11 Words: 3374 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? LVMH is French origin world leader in the luxury brand has 60 prestigious luxury brands. Each one of these has unique history and culture. Some of the famous brands among them are Chateau dYquem, Moet Chandon, Hennessy, Guerlain, and Louis Vitton. Don’t waste time! Our writers will create an original "Human Resource Planning And Development Unit Planning Business Essay" essay for you Create order LVMH is a group who has conserve genuineness of all brands. The Group is active in five different sectors: Wines Spirits, Fashion leather goods, Perfumes cosmetics, Watches jewellery and selective retailing. The formation of Moet Hennessy in 1971 was in the direction of larger group in 1987 beneath LVMH. In 1989, Group Arnault becomes majority shareholder. In 1999 entered in watches jewellery and selective retailing. Year of 2009 LVMH reached on total revenue of 17.1 billion euros, 77,300 employees worldwide, a retail network of more than 2,400 stores. LVMH organizes its HRM around the world in five zones are France, Europe, the Americas, Pacific and Asia and Japan. Task 1 HRM Theory: The element of managerial work which is concerned with acquiring, developing and dispensing with the efforts, skills and capabilities of an organisations workforce and maintaining organizational relationships within which these human resources can be utilized to enable the organization to cont inue into the future within the socil, political and economic context in which it exists (Watson, 2003, p.1) Best fit model: It emphasizes that HR strategies should be congruent with the context and circumstances of the organisation. It is see the sights the close link between strategic management and Human resource management, Best-fit can be perceived in terms of vertical integration or alignment between the organizations business and HR strategies. Vertical integration can be clearly confirmed through the linking of a business goal to individual objective setting, to the measurement and rewarding of that businesses goal. For achievement of organisation goal, individual, team and organisation behaviour and performance must be match with business strategy or the objectives of the business goal. Resource-based model: The resource based model focusing on internal resource of organisation, rather than external resources. By this model human resource management specialist e asy to identify which human resource become a scare, valuable, organisation-specific and difficult to imitate resource. The Human capital pool comprised of the stock of employee knowledge, skills, motivation and behaviours. The flow of human capital through the firm- the movement of people and of knowledge. The dynamic processes through which organizations change and or renew themselves. Best practice model: The notion of best-practice or high-commitment HRM was identified initially in the early US models of HRM, many of which mooted the idea that the adoption of certain best human resource practices would result in enhanced organisation performance, manifested in improved employee attitudes and behaviours, lower levels of absenteeism and turnover, higher levels of skills and therefore higher productivity, enhanced quality and efficiency. This can be identified as a key theme in the development of the SHRM debate, that of best-practice SHRM or universalism (Ian Beardwell at el 2004, P.56) LVMH is running around five main world zones. So HR structure is very important for LVMH. When organisation spread worldwide, Matrix Organisation structure is very useful for firm to achieving their goal smooth running. LVMH HRM policies are in surplus of vital and imposed on the business groups and companies. Through the adjustable rule, it also given management support to the business. The task of corporate HR is to standardize sure measures, to describe plan and to give momentum to companies HR teams. Concerning strategy, HR proposes other than hardly ever impose. An employee interacts with the companies. This companies report to business group which report to corporate headquarters. Approximately 50 to 60 % of progresses are handled by companies, the else managed by the business groups or corporate. There are four types of HR managers at LVMH. Following the groups structure, they operate on four levels: corporate, regional, business group and company level . The subsidiary HR Director or the person acting as such, reports to the subsidiarys President. The subsidiarys HR Director gets recommendation and shore up from his company. HR Director of the business group managing his companies through monthly meetings. The principle of these meetings is to identify vacant positions throughout the world and to study the list of possible candidates for these positions, between which are the Ready to Move. Being a Ready to Move does not mean anyone move, but that the management has recognise them as having the competence to progress by new task within the year. The major objective of corporate HR managements is to make sure in sequence stream and rationally applied in zone., while meeting concluding decisions to the company. International mobility is essential part of every prospective career path. It is evolve skills abilities which are hidden inner side of employees. It targets to create global managers many of them have far above the groun d fundamental practical move. As an example the head of HR development recall the case of a French insurance specialist in the fashion business unit who was sent to Romania to head a shoe factory. By this global manager as a person with the training or the experience needed to manage a global business. LVMHs maximum staffs belong from French, whereas the French account for 37 per cent of the groups global workforce. HR needs to develop more global business managers so they can be a part of globalized top management. LVMH mobility process works on the network of HR teams who mostly staffed with locals. LVMH did not send out experts because not have local talent. Mainly its expatriates fit two profiles: those sent out by the corporate HQ to control its subsidiaries and protect its interests and sent out to develop their skills. To support the international business growth transfers is increasing. Though, it not means that increasing number of French expatriates will force this tend ency. In global scenario organisation face adverse consequences due to scare of global manager. LVMH did not attract experts by giving them economics incentives in terms of levels. The group is motivated for cost efficiency. They know that a good package is necessary, but that it not the main inducement to go abroad. By research its prove that all people are not working for money, but some people like competitive task and they like to utilise their skill abilities. Specific country based salary is obvious for international assignment. Salary will rise during the period of assignment. That is used as a basic for work out of social security and pension payments. The mobility wages are average compare to local labour market. LVMH distinct two types of high potentials, HP1 and HP2 is an individual likely to achieve a top management position such as member of Board committees, Regional president or Subsidiary president. An HP2 is an employee likely to go up one or two steps in the hierarchy. For corporate HR this characterization of high potential is too broad and is more relevant for flat structures. It is now considering narrowing it. It would retain the definition of HP1 and include those who are considered to be experts in their domain. LVMH is giving specific task or assignment to the global manager in their working content for specific period and give him or her full authority to take decision for the company, also they want to learn from this kind of freedom to do new or dare things. Task 2 A relatively permanent change of behaviour as a past experience. Training is taken to mean more than acquiring knowledge, it encompasses the way in which outmoded values and techniques are shed in favour of new ones. At an organizational level this requires a collective process of change in its shared worldviews, including perceptions of the company and its market (Alan price 2007, P. 513) Key approaches towards managing training and development in HRM: Participants are charged with addressing an organisational problem or challenge by using new skills and methodologies. They work independently with periodic reviews to discover how they are applying and working with discrete skills and methodologies. The competitive of business in globalized world is strongly depending on highly skilled workforce which is do flexible works. Its possible through training development. training and development activities make a major contribution to the successful attainment of the organization Personal development processes provide the framework for individual and self-directed learning Showing a clear understanding of the business drivers in their organisation Helping their organisation add value and move up the value chain Establishing a clear vision and strategy for people development Involving others and engaging shareholders in a transparent and open way Having both a good overview of what is needed to advance in the long-term and also of the short-term priorities Using process and techniques appropriately without being overcommitted to any one method of delivery Applying metrics to demonstrate value, and above all Understanding the legacy that learners bring with them and adjusting their interventions accordingly Companies that function globally comprise international and multinational firms. International firms are those where operations take place in subsidiaries overseas that rely on the business expertise or manufacturing capacity of the parent company; they may be highly centralized with tight controls. Multinational firms are ones in which a number of businesses in different countries are managed as a whole from the centre; the degree of autonomy they have will vary. As a consultant recommendation to LVMH Board: Globalization: Globalization is the process of remove barrier between worldwide markets. It involves the development of single international markets for good or services accompanied by an accelerated growth in world trade. To match the global requirement of business working pattern LVMH has to deploy local people rather than experts from the French, because they do not have know the local culture or local market how they react in new or old segment for their products or what is the trend among them for LVMHs products. Globalization also driven by issue of marketing, cost and competition. If they select local manager with relevant expertise for their desire project or aim to achieve. In this condition they can get manager with skill which they want and also get improvement from his knowledge about their product matching the local public views and if possible implement them for getting better results. Environmental differences: All factors which exist outside the business enterprise, but which interact with it. Human resource managers have been closely involved with employment legislation, industrial tribunals and trade unions at a functional level. HRM also focus on other environmental variables like government economics, social security, education training policies affect the supply, cost quality of available employees. For LVMH operates in all over world so, they have to think globally and act locally for their operations. For example they have decided same rules and regulations for the all employee worldwide like their wages and benefits. In France they have decided to give 6500 ÃÆ' ¢Ãƒ ¢Ã¢â€š ¬Ã… ¡Ãƒâ€šÃ‚ ¬ per month salary to the global manager for giving his or her services to the company as per same pay may not be pay in other continent like Asian countries Singapore and Korea. Living standard in all continents is different so, their policies should be different than headquarter and subsidiary in terms of wages. Cultural differences: Comparing one country with another we find component of people management are accorded different degrees of importance and are carried out differently. Th e Economic political differences, Language differences, Differences in legal system, differences in religious and moral attitude and trade practice differences. Human resource practicing has to consider all these issues also numbers of fundamental question arise. How is HRM structured in individual countries? What are the main differences similarities? What is put into practice? LVMH has to take care for the different culture base for their strategy in HRM for example in Japan they cannot deploy younger manager on the employee who is senior in terms of age then him or her, because Japanese have cultural custom that they respect elder person and do not cross their words ever so, in that way LVMH has to be specific about cultural differences. Like in South East Asia India is a populated country and have more knowledge base potential candidates are available to match their criteria but they have to keep in mind that Indian culture is a versatile and full of festivals. If they want to launch the new product there they have to look forward for the appropriate festive season for their products and the manager who familiar with the custom of this festival and achieve companys goal. Before sending the global manger on his or her assignment they has to be given training about language which is locally spoken over there and have good command over at least 3 languages other than French. Convergence and divergence: According to Brewster et al (2002) the effectiveness of global HRH depends on the ability to judge the extent to which an organization should implement similar practices across the world (convergence) or adapt them to suit local conditions (divergence). The dilemma facing all multinational corporations is that of achieving a balance between international consistency and local autonomy. They have to decide on the extent to which their HR policies should either coverage worldwide to be basically the same in each location, or diverge to be differentiate d in response to local requirements. Looking forward the HRM policies of LVMH is to adopt divergence in terms of local environment like in UK people like to drink Beer while in USA and France prefer to drink Wine. Such things keep in mind and develop their plan for act in a global market through their global managers who actually implement their policies to their business. Task 3 HR Performance: Balanced Scorecard means A strategic planning and management system used to align business activities to the vision statement of an organization. More resentfully, and in some cases practically, a Balanced Scorecard attempts to interpret the sometimes indistinct, moral hopes of a companys vision/mission statement into the practicalities of managing the business better at every level. A Balanced Scorecard approach is to take a holistic view  of an organization and manage MDIs so that efficiencies are experienced by all departments and in a joined-up fashion. To go on boa rd on the Balanced Scorecard path an organization first must know (and understand) the following: The companys mission statement The companys strategic plan/vision The financial grade of the organization How the organization is at present structured and operating The level of knowledge of their employees Customer happiness level In HRM 4 main perspective play important role in balance scorecard. The following table indicates what areas may be looked at for improvement (the areas are not full and are often company-specific):  Â  Department Question Areas  Finance If we succeed, how will we look to our shareholder? Return On Investment Cash Flow Return on Capital Employed Financial Results (Quarterly/Yearly) Internal Business Processes How to smoothly handled performance drivers and with outcomes measures? Number of activities per function Duplicate activities crossways functions Process alignment (is the right process in the right department?) Process bottlenecks Process automation Operations Management process. Customer management process. Innovation process. Regulatory and Social process. Learning Growth To achieve our vision, how must our organization learn and improve? Is there the correct level of expertise for the job? Employee turnover Job satisfaction Training/Learning opportunities Customer To achieve our vision, how must we look to our customer? Delivery performance to customer Quality p erformance for customer Customer satisfaction rate Customer percentage of market Customer retention rate  Each of the four perspectives is inter-dependent enhancement in just one area is not necessarily a recipe for success in the other areas. Balance scorecard is interred linked with Strategy. In strategy process first management decide Mission Why we exist, Vision- what we want to be, Value- whats important to us and then make a game plan for strategic outcomes. In strategic outcomes management specialize translate the strategy and measure and focus by BSC. It consequences are came by satisfied shareholder, happy customers, excellent processes and motivated workforce. The Learning Growth Perspective In balance scorecard learning and growth outlook is important part and this is depending upon HR performance. Kaplan and Norton emphasize that learning is more than training;This perspective reflects the competence that a company should have Human capital, Organization Capital and information capital. In this outlook good human resource development system, organizational system and information system forms a hard basis for improving company performance. This outlook includes employee training and corporate cultural attitudes related to both individual and corporate self-improvement. In a knowledge-worker organization, people the only storeroom of knowledge are the main resource. In the modern climate of rapid technological change, it is becoming necessary for knowledge workers to be in a continuous learning mode. Learning growth base on these three outlooks Human capital, Organization capital and information capital. In Human capital HR performed improve skill, knowledge and attitude of manpower of organisation. Organization capital in which HR performed improved culture, leadership and organization development and last one information capital in which HR performed improved system, database and networks. Learning growth metrics address the question of how the firm must learn, improve and innovate in order to meet its objective. Much of this perspective is employee-centred. In this perspective HR specialist have to decide objective and then measure to it. i.e. objective of manufacturing, in this hr specialist have to measure time to new process development. Objective of product focus, in this hr specialist have to measure percentage of products representing eighty present of sale. And objective of time to market, in which HR have to measure time compared to that of competitors. Making of the Balance Scorecard. The ladder involved in development of Balance scorecard is explained in the figure on next page. The process is broken into four phases: Research phase This phase starts by a chain of brain-storming sessions at higher level to bring everyone at balance as far as organizations Vision and Core values are concerned. This basically prepares the organization to develop its current strategy and goals in line with its Vision and middle values. Build up Strategy In this phase, the organization develops its strategy map to achieve its vision. Strategic maps extend to develop key strategic objectives and allocate accountability to achieve these objectives on specific employees. Build Balance Scorecard Having certain the strategic objectives, it is now necessary to work-out key strategic initiatives and the key performance indicators which would mirror the results of these initiatives. Specific targets and goals along with the stretch targets are agreed during this stage and various employees of the company are assigned SMART Goals (Specific, Measurable, Achievable, Realistic and Time-bound). Put into oper ation Scorecard In this phase, the organizations Balance Scorecard is further bust into departmental level scorecard, so that each department can focus on the elements of the complete organizations scorecard. This helps in micromanaging the activities and their monitoring at lower level at intervals best suited to specific goals. The overall scorecard of the organization reports data from departmental scorecard and is reviewed by higher management. Benefits of Balance scorecard: Change of strategy into measurable parameters. Message of the strategy to everybody in the firm. Arrangement of individual goals with the firms strategic objectives the BSC recognizes that the certain measures influence the behaviour of employees. Comment of operation result to the strategic planning process. Process focus to achieve strategic goals. Timely reporting of status of strategic goals. Its helpful for making budget decision drives investment. Employees recognize the mselves with goals. Conclusion: As per the case study there is a lot of improvement in the companies policy regarding international mobility, Expatriation and learning English language that gives strength to the LVMHs goal to sustain in global competition and achieve companys goal through knowledge base HRM. As student I cannot give the exact idea about reading just few papers for the company which is running successfully since 1593. Company has history of 416 years they have created their name and fame through their working pattern and workforce who works for them. I am little bit small to evaluated and give the recommendation to the companys board of directors they are the genius in their planning and implementation of their HR policies.

I Will Surround Myself With Positive Relationships Outside...

I will surround myself with positive relationships outside the work setting. Due to the variety of significant, traumatic emotional events, I will be predisposed to within in the field, and exposure to subcultures, and cynical perspectives of fellow officers which exist. It is imperative to develop and preserve relationships outside of work hours. This is to prolong the susceptibility to cynical perceptions of the system, and society itself that usually start to develop within the first 5 to 7 years on the job. It is extremely important to get the mind off the job, and focus on other aspects of life to achieve this. Having outside relationships is a key component of allowing this to happen, as I will therefore, be able to conceptualize perspectives of officers, and everyday citizens, and utilize them as a guideline for myself. I will strive to maintain a high level of professionalism. Being professional and diplomatic in regards to how I carry myself is something I strive to improve and achieve daily. In coordination with holding myself to a higher standard, comes the aspect of professionalism. Holding a position with much respect, comes great responsibility, and in my opinion being professional in all aspects, is a required skill set in this field. As a role model in communities, professional behaviour will not only reflect well on myself, but also the agency I represent. This includes actively following all policies and procedures outlined by my agency, as well asShow MoreRelatedIs The Presence Of Religion Within The Context Of Marriage? Essay1361 Words   |  6 Pagesthemselves partake or not. Though the question is, should the two be intermingled? Is there a place for religion in marriage? Some will argue that religion holds no place in marriage; others will say that religion adds key things to a marr iage relationship. 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Crime is a Social Construct. - 1751 Words

CRIME IS A SOCIAL CONSTRUCT Crime is the product of the social structure; it is embedded in the very fibres of society. In this essay, I aim to explore different theories as to why crime exists within society and how we as a society therefore construct it. Crime is a social construct; it is always in society and is on the increase. It is inevitable. Where does it come from? It comes from legislation, from the making of laws. Functionalists see crime deviance in society as a function, in that it serves to remind us, through public condemnation of those who have broken the rules, of our shared values and norms. Furthermore, they suggest that crime is a result of structural tensions and a lack of moral regulations within society. If the†¦show more content†¦The laws against higher status crime, the White Collar crime, are therefore relatively lenient and rarely enforced, but the laws against crime which is committed by those with a lower status, are harsher and more often enforced because they are so visible and detected much more easily. The activities of White Collar crime occur on a daily basis, but there is no public outcry or moral panics about it and therefore no legislation made, whereas, street crime attracts massive law enforcement. As Jeffrey Reiman (2001) so aptly stated, The rich get richer and the poor get prison. Interactionism was quite popular from 1960s to 1970s. Max Weber and George Herbert Mead favour the Interactionist approach and suggest that crime is a social process, that crime is an interaction between the victim, the police/officials and the offender. 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The Characteristics Of Ancient Egypt As A Civilized...

Ancient Egypt Ancient Egypt was a organized civilization because of the important civilization indicators they had- the seven indicators. Government is apart of the seven indicators. Government helped Ancient Egypt be well organized. The government had officials and government workers working there. Some jobs of the government was the pharaoh, the vizier, nomarks, army commander, chief treasurer, and the minister of public buildings.The more important jobs were the pharaoh, the vizier, and the nomark. The pharaoh had the most important job of all- he was the ruler of Egypt. Viziers had to follow the Egyptian law, which was to follow the law, judge fairly, and to not act willingly or headstrong. Viziers were like prime ministers, they†¦show more content†¦They operated like two different countries. They had their own religions and ways of doing things. One day they united. After that had happened Egypt became more organized. They developed a system named ‘hierarchy’. 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The Joy Luck Club ( Amy Tan ) Barrio Boy ( Ernesto Galarza ) free essay sample

Compares novels autobiographys portrayals of immigrants experiences in CA, focusing on cultural generational continuity. This study will provide a comparative analysis of two books about immigrants experience in California. Amy Tans novel, The Joy Luck Club, portrays two generations of Chinese-American women, and Ernesto Galarzas autobiography, Barrio Boy, examines the experiences of Mexican immigrants, especially those of the author as a young male who settled with his family in the barrio of Sacramento. The essence of both works is the authors intention to honor immigrants lives, both fictional and factual, and to have the reader appreciate their humanity, heritage, courage and culture. If there is one theme in both works it is the theme of cultural, generational and familial continuity and endurance in the face of clashing cultures and the forces of assimilation. Tan wants the reader to understand the profound and intimate connections between the two generations of mothers and. We will write a custom essay sample on The Joy Luck Club ( Amy Tan ) Barrio Boy ( Ernesto Galarza ) or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page .

Art and Honesty Expression and Religion Essay Example For Students

Art and Honesty Expression and Religion Essay Art and honesty have a relation when both subjects occur within expression and religion. Many people feel that art has no importance throughout people’s daily lives. Those that dont understand the concept and advantage of art complain and say that art has no significance. Not everyone understands that people remain surrounded by art. Also, art has an intelligence level for people that involve themselves in the field, such as, musical arts, theatrical arts, or just art itself. Grace Hwang Lynch in her article, â€Å"The Importance of Art in Child Development† on Pbs. rg, speaks about the advantage art has on children that can improve their (the children) learning skills. Brian Kisida, Jay P. Greene, and Daniel H. Bowan in their article, â€Å"Art Makes You Smart† on Nytimes. com, mentions how the three paired with an art museum, â€Å"testing† and studying students (with consent) visiting the museum and asking about their knowledge on art. Fran Smith’s article, â€Å"Why Arts Education is Crucial, and Who’s Doing It Best† on Edutopia. org speaks about how art can apply to educational benefits for students to expand their potential. Honesty holds an important quality in life. Honesty means being truthful about a person instead of starting rumours. Being honest means admitting to lying about something, no matter how stupid, like a little boy forgetting to flush the toilet when clearly, the little boy was the last one to use the bathroom. Linda and Charlie Bloom in their article â€Å"The Cost and Benefits of Emotional Honesty†, speaks about how feeling like an idiot applies to honesty: â€Å"Its a small price to pay to feel like a blundering idiot while we are learning the skills of emotional honesty. † A student who had cheated on a test and then notified the professor of cheating also signifies a sense of honesty. Honesty comes throughout all types of art and proper usage and credit should include the original creator if ideas did not come naturally. This brings up plagiarism. When a person plagiarizes, then no honesty appears in the art created by that person. When a student puts in words to an assignment that are not his or her own unique words then that student should give proper rights to the original creator. Also, expression in religion applies to honesty. Catholics have a tradition within the religion called confession which means being honest to the Father or Pope of the church, spilling sins, in a small room or box. According to Paul Wilkes, â€Å"The Art of Confession: Renewing Yourself Through the Practice of Honesty,† speaks about how in religion, honesty has high importance and an act of expression towards a good soul and a clean mind. Confession seems to contribute in the art of honesty itself. Multiple connections apply to art. Art can connect with a value such as life. Psychology and art connect by the usage of the inkblot test and how an individual’s mind perceives the inkblots. Architectural work and art connect with each other using math and the idea of an individual or multiple people to create something.