Introduction To Managing Human Capital Management Essay

Introduction To Managing Human Capital Management Essay In highly competitive modern world, Managing Human Capital plays a pivotal role in organizational success than ever before. The every aspects of the human capital has changed drastically over time and now it is considered to be the most dominant and critical success factors in achieving in highly demanding and complex corporate objectives. Human Capital Management (HCM) can be defined and interpreted in many ways but in simplest form it can be defined as the strategic approach to people management in creating sustainable and competitive value to the organizations and people itself. As shown in the introductory slide, proper HCM strategy helps organizations to streamline and integrate with human resources with the business to deliver stakeholder expectations by addressing entire human resource cycle. First of all, proper HCM strategy helps organizations to identify, recruit and retain right individuals for the right positions by enabling significant advantage over the competitive edge. Also HCM focuses on effective employee engagement by establishing effective communication channels and increase workforce productivity by employee motivation and incorporating other strategies. Similarly, proper talent management, succession planning, leadership development and strategic alignment strategies more or less defines the organizational success and well defined and planed HCM strategy is the pathway to achieve it. Introduction to the Company KBSL Information Technologies Ltd (KBSL IT) is the leading Information/Systems Integrator of Information Communication Technology (ICT) solutions for Enterprises in Sri Lanka. KBSL has been in the industry for almost 25 years and it has the expertise in the areas of Server, Storage, Voice, Data Networks and Security Infrastructure Integration in providing a very sound and an optimal solution encompassing all relevant areas for customers, in meeting the current and growing requirements in keeping with industry trends. Currently, there are more than 75 highly talented individuals employed at KBSL and it is steered by a very flat management team which consists of CEO, CMO and Head of Business Units. The vision of the KBSL is to become the leading business system integrator in Sri Lanka by following the values of being fair and honest in every engagement with customers and the shareholders delivering the most innovative solutions. KBSL is best poised to achieve its organization mission through their simplified focus and in delivering customers information needs, through flexible and powerful solutions, that are central to their business success. The Key Issues and Challenges facing the General Management of Human Capital Globally and Locally They Key Issues and Challenges facing the General Management of Human Capital Globally In todays highly globalized, exceedingly competitive and dynamic business environments, managing human capital has become a global challenge for every manager in organizations. Referring to a survey done by PricewaterhouseCoopers addressing the key issues and challenges of human capital management of more than 200 companies from 35 countries, it is noted that change management, leadership development and organizational effectiveness are the top three issues faced by the companies. Additionally, employee recruitment, retention and succession planning are also considered to be important pain points of the managers in carrying out day to day business functions. Change management is highly important to address rapid changes imposed by the business environments such as mergers and acquisitions, dynamic changes in business strategy and focus, workforce mobility by managing the employees reluctance to change in a positive manner. Leadership development combined with the succession planning has also become a huge challenge for the management since it has a direct impact on on-going and future business operations and success. As per the survey managing the organizational effectiveness is equally important and organizations should review and restructure their entire organizational process and procedures to achieve success in local and international market segments. Similarly recruitment and availability of skilled employees and retention is equally important and has become a serious global challenge mainly due to aging workforce, inexperienced younger generation and competitiveness and agility of the labor workforce. They Key Issues and Challenges facing the General Management of Human Capital in KBSL Information Technologies Ltd To identify the key issues and challenges facing the general management of human capital, several one to one brief discussions were carried out with the Business Unit managers and finding are listed in the slide given below. As per the results, selection and recruitment of right candidates is the most challenging task and employee retention and development also goes side by side in management perspective. Nowadays, it has become almost impossible to find right talent for technical and non technical positions in service industry with right attitudes and qualifications mainly due to the facts that migration and overseas job opportunities and lack of interest and knowledge of the younger generation working in SI industry. So that company has to invest a lot on fresh graduates for their development by providing trainings and guidance without getting any productive outcome from them in return for a significant time period. Same as globally, coping up with the change has become one of the key challenges facing by the local management specially when handling employee behavior and perceptions in situations like drastic business strategy changes. Also addressing and filling up the gap between the employer and employee engagement happen to be impact negatively on overall business performance and this perceptual gap needs to be filled by establishing proper communication channels throughout the corporate hierarchy. Since we are still suffering and being victims of the global recession, local companies had to cut down budgets severely and due to that employees motivation and morality goes down ultimately affecting negatively on achieving business targets. Moving on with the discussion of global and local challenges faced by general management in handling human capital, now lets look at current HR management challenges of aligning employee and HR department agendas in KBSL. The current HR Management challenge of aligning The Employee Agenda with the The HR Department Agenda in KBSL The Employee Agenda in KBSL Information Technologies Ltd Every employee has their own expectations from their employers and organizational success heavily lies on identifying and satisfying those motivations, preferences and expectations of every individual in a win-win approach where both parties gets benefited. Small round table discussion was held with selective employees from each business units to identify their expectations from the company and listed are the findings of that session. First of all, every employee expects a positive working environment where they can carry out their assigned work productively and efficiently. They expect work-life balance since family life is equally important same as the working life and so that they expect it to be stress free, supportive and politics free culture. Also employees expect personal and professional growth equally as the attractive compensations and benefits because they want to climb up in the career ladder to reach higher commanding positions than being in the same position for a lifetime. Performance based rewarding approach and industry benchmarked salary levels are also expected and more importantly appraisals and evaluations to be done in transparently and fairly manner across the organization reward right individuals for their talent and performance. Apart from the benefits, employees expect to be given platform and opportunity to use their innovative ideas in to work where they can make a difference and get proper recognition in return. If employees feel that their work makes a difference and part of something unique and special they will get motivated and perform at their best to deliver more than expected benefiting the organizations at the end of the day. The HR Department Agenda in KBSL Information Technologies Ltd Similar to the employee expectations, there is always organizational and HR department agenda for each employee expecting to deliver certain results in return throughout the entire employee life cycle. Foremost of all, HR department wants to hire the best talent available in the industry and expecting them to perform at their fullest potential as a team to deliver organizational objectives. At the same time they expect everybody to act upon honestly and diligently with utmost commitment to the organization ad hearing to the corporate ethics and principals. More importantly, employees should represent their organization in a positive manner to outside world and every work related decisions they take should be made in the best interest to the customer. Also HR expects employees to develop their selves by updating with the latest technologies and practices and obtaining professional certifications to reflect the competency. Furthermore they expect employees to follow the directions set by the management, positively accept and learn from constructive criticisms and being dependable. Perceptual Gap Carefully evaluating and analyzing both employee and HR agenda, following key points were identified as the perceptual gap and incremental corrective solutions are proposed in the coming slide. As per the modern practices HR function should be strategically reengineered to closely align with the dynamic business environments and effective human capital management practices should followed. But refereeing to the KBSL entity, strategic focus of HR is minimal and more traditional administrative HR operations are followed. Since KBSL has a flat management hierarchy and consist of managers with traditional perceptual mindset still believes that employees as a liability and replaceable at anytime rather than treating them as organizations most valued assets. Also management expects employees to deliver more than they are capable without giving them proper training and compensations and some of the employees also expect limitless benefits from the company without delivering their assigned jobs. Both employees and HR department comes to false conclusions by judging on misinterpreted information mainly due to the distant engagement and lack of proper communication channels eventually affecting the organizational success. Finally there is no specific standard methodology to manage activities associated to employee life cycle causing unnecessary troubles to the business by following instantaneous ad hoc decisions. Proposals for Incremental Resolutions Based on the local and global trends and best practices and applying the human capital management theory, following resolutions are proposed to fill up the perceptual gap addressed above. Since employees are considered to be the most valuable asset to any organization, organizations should develop and maintain a win-win situation for both parties by addressing each others concerns genuinely. Also HR function should evolve to a more strategic and responsible role by closely aligning with business objective and proper communication channels needs to be established to minimize the misunderstandings between the employee and employers expectations. Also to address the major problem of employee turnover, KBSL management should provide competitive compensation and remuneration packages to the employees analyzing competitor benchmarks and focus on employee career development prospects positively to create a long lasting relationship with them. Also it is highly advised to incorporate modern HR practices given in the slide so that KBSL as a whole can benefit from positive outcomes. Talent Management Definition Talent Management has many definitions and as given in the slide it can be simply define as the systematic methodology in managing talent within an organization in achieving strategic business goals. Talent Management itself has important key components such as workforce planning, selection, recruitment, orientation, performance management, training and development, succession planning, compensation and benefits which can be directly impacted on organizational success. As per the formula shown in the power point slide talent should be a collective combination of competence, commitment and contribution so that in addition to the talent development, organizations should motivate and reward employees to gain their commitment and contribution to achieve organizational goals. The importance of the talent management is simply explained by the quotation of Organize as if the companys survival depends on talent management. It does by Boston consulting group and further discussed in the coming slide. Importance of Talent Management Talent management has become a crucial factor to organizational success due to many reasons and some of them are mentioned in this slide. In todays highly dynamic, highly competitive and highly demanding business environments, success is mostly depending on the talent of the workforce available within the industry. So that organizations should establish competency based recruitment procedures to attract the best among the industry and should retain and develop their best performers and highly skilled people to stay ahead in success race in the industry. Talent management plays a vital role in creating a high performing workforce and a winning corporate culture by implanting high motives in employees mindset and helps organizations to minimize the risk of losing key talent by initiating proper development programs giving employees plenty of opportunities to grow within the company. At the same time identifying successors for critical positions and develop internal employee capabilities to cater emerging organizational needs helps to address the resource scarcity in the industry. It also helps to identify competency gaps, talent requirements more quickly and make necessary arrangements to overcome those gaps for the betterment of the organizational performance. Finally it helps to manage challenging employee expectations effectively creating win-win situation for both parties otherwise which can be affected very severely. Key Issues and Challenges in Talent Management in KBSL Recommendations for Progressive Improvement and Resolution Source of Evidences References Al Ries, J.T., 1987. Positioning: The Battle for Your Mind. 1st ed. Warner Books. Al Ries, J.T., 1994. The 22 Immutable Laws of Marketing: Violate Them at Your Own Risk! HarperBusiness. Blythe, J., 2006. A very Short, Fairly Interesting and Reasonably Cheap Book about Studying Marketing. 1st ed. Sage Publications. Charles D.Schewe, A.H., 1998. The Portable MBA in Marketing. 2nd ed. Wiley. Cowan, L., 2010. New Product Innovations and Launching Strategies. Business Issues, (February). Dean, J., 1976. Pricing Policies for New Products. Harward Business Review, December. Debelak, D., 1997. Entrepreneur Magazine: Bringing Your Product to Market. 1st ed. Wiley. Department of Census and Statistics Sri Lanka, 2011. Population Characteristics Population by District, Five year age groups and Sex. [Online] Available at: http://www.statistics.gov.lk. Duane E. Knapp, C.W.H., 1999. The Brand Mindset : How Companies Like Starbucks, Whirlpool, and Hallmark Became Genuine Brands and Other Secrets of Branding Success. 1st ed. McGraw-Hill. Fred Crawford, R.M., 2003. The Myth of Excellence: Why Great Companies Never Try to Be the Best at Everything. Crown Business. Google, 2012. Google Glass. [Online] Available at: https://plus.google.com/111626127367496192147/posts [Accessed 15 July 2012]. Greg W. Marshal, M.W.J., 2010. Essentials of Marketing Management. McGraw-Hill/Irwin. Isoble Doole, R.L., 2006. The Official CIM Course Book Strategic Marketing Decisions. 1st ed. Elsevier. Kotler, P., 2003. Marketing Insights from A to Z ( 80 Concepts Every Manager Needs to Know). John Wiley Sons, Inc. Kotler,P., Armstrong,G., 2011. Principles of Marketing. 14th ed. Prentice Hall. Kotler,P., Keller K L., Koshy, A., Jha, M., 2009. Marketing Management. 13th ed. Prentice Hall. London School of Commerce., 2012. Marketing Management Course Manual.

Eco Polo Essay

1) Identify the change in total revenue (the marginal revenue) from the fourth shirt per day. What price reduction was necessary to sell four rather than three shirts? Marginal revenue for the fourth shirt is $41 even though it price is $44. Price reduction is $1 which is from $45 to $44. 2) What is the change in total revenue from lowering the price to sell seven rather than six shirts in each color each day? The change in total revenue from selling seventh shirts rather than sixth shirts is $28.The marginal revenue of the seventh shirt is $28. The seventh shirt brings in $38.31, which is the selling price. 3) Break out the components of the $28 marginal revenue from the seventh unit sale at $38.31- that is, how much revenue is lost per unit sale relative to the price that would â€Å"move† six shirts per color per day? Selling the seventh shirt per day at a price of $38.31 required reducing the price from $40 to $38.31. Total revenue increased from $240 to $268, a $28 increa se. If the company charged $28 for the shirt, the last shirt yielded exactly the same revenue as its cost her. 4) Calculate the total revenue for selling 10-16 shirts per day. Calculate the reduced prices necessary to achieve each of these sales rates. The highlighted part of the table shows the prices and revenue for 10-18 shirts. 5) What number of shirts unit sales most pleases a sales clerk with sales commission-based bonuses? Sales personnel is targeted on receiving the commission from the product they sell ( a given percentage of sales revenue ). So, they would prefer the $24.07 price, where total revenue is $361 selling 15 shirts a day. 6) Would you recommend lowering price to the level required to generate 15 unit sales per day? Why or why not? The company should not lowering the price to generate 15 sales per day. By lowering the rpice, the company only face a loss of $59 ( $361-$420 ).This is absolutely not a profit maximization because MC>MR. 7) What is the operating profit or loss on the fifteenth shirt sold per color per day? What about the twelfth? The tenth? The marginal operating profit for the fifteenth shirt is $-28. For the twelfth shirt, the marginal operating profit is is $-18. For the tenth shirt, the marginal operating profit is $-12. 8) How many shirts do you recommend selling per color per day? What then is your recommended dollar markup and markup percentage? What dollar margin and percentage margin is that? Optimal (profit maximizing) is where MR=MC, which is at 7 shirt at the  selling price of $38.31 per shirt. The optimal dollar markup is $10.31, the optimal percentage markup is 36.83%, and the dollar margin and percentage margin are $10.31 and 26.91% respectively.

The KKK versus the Anti-Klan Movement Essay - 3078 Words

The KKK versus the Anti-Klan Movement The Knights of the Ku Klux Klan is the oldest and largest gathering of White Christian men and women. As the oldest Whites Right group in the world, members of the Ku Klux Klan face much criticism from the rest of society and are constantly trying to break down the negative stereotypes and connotations that are associated with the KKK. In fact, the Confederate flag is now in question as a device to distinguish the organization as it has been deemed a symbol of bigotry and injustice toward African Americans in the south. In this paper, we will first look at the KKK as an organization and the principles upon which they were founded. Later, we will look at the claims that the KKK is not a hate group†¦show more content†¦Members of the Klan wanted to gain back control of the South as well as America from federal conquest and maintain white power across America. Throughout its history, the KKK has been disbanded and founded again several times. In 1956, the Klan organization was formed again to revive the original Klan movement (Ku Klux Klan). The Ku Klux Klan has had a continuing impact on American history. Today, the Klan is still growing and continues as the longest running organization in America that promotes White Rights and Christianity. Although its agenda and methods of operation have changed over the years, its principles have remained unchanged and much of the Klan is still run based on its founding fathers efforts (Ku Klux Klan). The Knights of the Ku Klux Klan have consistently advocated white supremacy, Protestantism, and a narrow minded ideology of being 100% American. The Klan has expanded its network and keeps current of new development. One such development is the use of the world wide web. With the internet now common to many homes and businesses, Klansmen have put pages upon pages of information on the Ku Klux Klan on the web to reach those who are simply surfing the web or for those in search of such an organization. Now, they are avail able to any one who has access to the internet. Today, members of the Knights of the Ku Klux Klan have published documents with their mission and their beliefs. They maintain that they do not hateShow MoreRelatedConstitutional Developments During The Period Between 1860 And 18771671 Words   |  7 PagesCivil War, and newly added Amendments. There were also many social developments included the Ku Klux Klan and voting of black people. Some of these developments were a revolution, which is a forcible overthrow of the government or social order in favor of a new system, and some were not. The constitutional developments started when the South tried to secede from the Union. The election of the anti-slavery Republican, Abraham Lincoln, as president in 1860 caused seven southern states to secede fromRead MoreConstitutional Developments During The Period Between 1860 And 1877 Essay1671 Words   |  7 PagesCivil War, and newly added Amendments. There were also many social developments included the Ku Klux Klan and voting of black people. Some of these developments were a revolution, which is a forcible overthrow of the government or social order in favor of a new system, and some were not. The constitutional developments started when the South tried to secede from the Union. The election of the anti-slavery Republican, Abraham Lincoln, as president in 1860 caused seven southern states to secede fromRead MoreKu Klux Kk And Nazi Party Similarities2883 Words   |  12 Pagesgroups like the Ku Klux Klan and the Nazi party, that admittedly had very similar goals, but two different ways of getting to those goals. However, because of their end goals, these two different groups are synonymous with one another. Both of these groups did, in some way, do the same thing, they suppressed groups because of their race. However, they did this in two very different ways for two very different reasons. So how does the ideology and the methodology of the Ku Klux Klan and the Nazi partyRead More Latinos, Politics, and American Cinema Essay3885 Words   |  16 Pagespolitics are shaped by films, and specifically the politics of racial interaction. The history of modern feature films beg ins with Birth of a Nation (1915), a film that misrepresents the Black race by justifying the existence and role of the Ku Klux Klan in American society. From this racist precedent, producers and directors understood that visual messages, however latent, were a useful means of communicating a political message to a large audience. After this epiphany, a myriad of films were made

Duke University Lacrosse Team Rape Scandal

On March 13, 2006, members of the Duke University lacrosse team held a party at an off-campus house and hired two strippers to perform, specifically requesting that they be white or Hispanic. When neither of the two dancers that showed up was white, they apparently became the target of racial slurs by some of the players. One of the dancers later claimed she was raped in a bathroom by three of the team members. Timeline: History and Previous Developments Crystal Mangum Guilty of MurderNov. 22, 2013The woman who falsely accused members of the Duke University lacrosse team of sexual assault was found guilty of second-degree murder  of her boyfriend. Crystal Mangum was convicted of the stabbing death of Reginald Daye in his apartment in April 2011. Crystal Mangum Trial BeginsNov. 14, 2013Testimony began in the murder trial of a North Carolina woman who once falsely accused members of the Duke University lacrosse team of raping her. Crystal Mangum went on trial for the April 3, 2010, stabbing death of her boyfriend, Reginald Daye, in his Durham apartment. Crystal Mangum Indicted for MurderApril 18, 2011The woman who falsely accused three Duke lacrosse players of rape was indicted for first-degree murder by a Durham grand jury. Crystal Mangum was also charged with two counts of larceny in connection with the death of 46-year-old Reginald Daye. Crystal Mangum Arrested in Boyfriends StabbingApril 3, 2011The woman who falsely accused three Duke University lacrosse players of rape was  held without bond in connection with the stabbing of her boyfriend. Crystal Mangum, 32, was charged with assault with a deadly weapon with intent to kill, inflicting serious injury, police said. Duke Lacrosse Accuser ConvictedDec. 18, 2010The woman who falsely accused three Duke University lacrosse players of rape in 2006 was  convicted of misdemeanor child abuse and criminal damage to property, but a mistrial was declared on a felony charge of arson. Crystal Mangum was found guilty of contributing to child abuse or neglect, damage to personal property and resisting a police officer. Duke Lacrosse Accuser ArrestedFeb. 18, 2010The woman who accused three Duke University lacrosse players of raping her at a team party faced multiple charges as a result of an apparent domestic dispute with her boyfriend. Crystal Gale Mangum has been charged with attempted murder, arson, identity theft, communicating threats, damage to property, resisting an officer and child abuse. Duke Lacrosse Players File LawsuitOct. 5, 2007Three former Duke University lacrosse players filed a federal civil rights lawsuit after settlement negotiations with the city of Durham broke down. 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Faces Ethics ProbeDec. 29, 2006The State Bar of North Carolina filed ethics charges against Durham District Attorney Mike Nifong for making misleading and inflammatory statements to the press about the three accused players. Rape Charges Dropped Against Duke PlayersDec. 22, 2006Mike Nifong dropped rape charges against three members of the Duke University lacrosse team, but they still faced kidnapping and sexual offense charges in the case. Duke Rape Accuser PregnantDec. 15, 12006Four family members of the woman who accused members of the Duke University lacrosse team of raping her reported that she gave birth, but Mike Nifong said she was not due until February. DNA Tests Contradict Duke Rape AccuserDec. 13, 2006Attorneys for the Duke University lacrosse team players filed a motion accusing prosecutors of withholding DNA evidence that clears their clients. Duke Rape Case Becomes More MuddledOct. 30, 2006Just when you thought the case could not take another strange twist, the second dancer dropped another bombshell on ABCs Good Morning America and the district attorney prosecuting the case admitted during a court hearing that he  never even discussed the facts of the case with the accuser. Second Duke Dancer Refutes Accusers AccountOct. 13, 2006Kim Roberts, the second exotic dancer at the party, said she saw no signs of injury or trauma to the alleged victim, She obviously wasnt hurt ... because she was fine. DA: All Duke Players Potential WitnessesJuly 17, 2006Durham District Attorney Mike Nifong told a judge that every member of the Duke University lacrosse team is a potential witness in the rape case, which  is why he wanted access to their student ID card records and their home addresses. Duke Defense Team Raises More QuestionsJune 18, 2006Attorneys for one of the Duke University lacrosse players raised new questions concerning public statements about the case made by the district attorney, who they said commented on medical records that he had apparently not even seen at that point. Second Dancer: Duke Allegations a CrockJune 9, 2006The second dancer at the Duke lacrosse team party told police when she was first interviewed that rape accusations made by the other stripper were a crock and she was with her the entire evening. Duke Player Heckled in Tense CourtroomMay 19, 2006After one of the Duke University lacrosse team members was verbally accosted by a heckler in the courtroom, his attorney was told by the judge that there would be no speedy trial for their client. Third Duke Lacrosse Team Member IndictedMay 15, 2006A senior captain of the Duke University lacrosse team was indicted by a grand jury on the same charges facing two other team members in connection with a strippers allegations that she was raped. New Duke DNA Results Not ConclusiveMay 13, 2006The long-awaited second round of DNA testing results returned the same results as the first round with no conclusive match to any member of the team. Durham Police Did Not Believe Duke Accuser Duke Players Accuser Claimed Rape BeforeApril 28, 2006 Duke Rape Suspects Suspended, Rooms SearchedApril 20, 2006 No DNA Match in Duke Lacrosse ScandalApril 11, 2006