Comparison of Human Resource Strategies

Comparison of Human Resource Strategies Strategic Management of Human Assets Table of Contents (Jump to) Company A Overview Company B Overview Company A HR Strategies Company B HR Strategies Similaries and Differences between Companies Conclusion Bibliography Organization A: Telenor Organization B: Mobilink Company A Overview Telenor Telenor is the prevalent mobile telecommunications operative in Norway and a momentous worldwide mobile operative, with a numeral of operations external Norway.Telenor is 100% possess by Telenor ASA and adds on to its maneuver in Asia together with Thailand, Malaysia and Bangladesh. Telenor is the greatest increasing mobile complex in the country, with reporting realization of cavernous into many of the outmost areas of Pakistan. In the mainly tricky terrains of the country, from the mountainous northern areas to the rambling deserts in the south, at times they are the only operative linking the formerly distinct. Company B Overview Mobilink: Mobilink is world most important cellular and Blackberry service contributor. It has More than 35 million cutovers. Market contribute of Mobilink is 35 %. HUMAN RESOURCE MANAGEMENT STRATEGY FOR TELENOR Some of the very most important features of the tactical development are tinted as under HR Planning Process: Strategic Planning The company does not utilize any arithmetic procedure or technique for the strength of mind of labor deficiency or superfluous. The company however, relies on skewed judgmental methods. The judgmental methods are stand on the connoisseur decision that determine the supply and command of labor. Whenever the company experience the require of a requisite person, the company demeanor interviews of the aspirant applicants. formative Labor stipulate formative Labor Supply Strategic Direction Telenor existing policy is based on edifice a earlier association with its customers by taking gain of their position as a worldwide marketplace leader. The approaches are paying attention on captivating and retaining a increasing marketplace split in all customer groups. Strategic plan Humanizing their client Proposition Telenor clientele, mobility means immediacy, convenience, ubiquity and personalization. These attributes give them many opportunities to interact with their customers in behavior that will augment their lives. Local implementation remnants indispensable, but they consider that they can assemble on their worldwide benefit by adopting additional dependable marketing approaches, based on greatest practices congregate from across the Group. They have commence a â€Å"convention campaign†, the endeavor of which is to appreciably amplify the average number of minutes their customers utilize their services every day. As part of this, Telenor is initiation a assortment of marketing initiatives to emphasize the practical and poignant benefits they convey to their customers. Executing Data Strategy Their data strategy rests on four pillars; Increasing the importance of Right Service They are increasing a collection of accessible, branded data military. Key applications comprise new text, depiction and video messaging services, trouble-free admission to e-mail, isolated admittance to business applications, and stipulation via a Telenor user boundary to in order and amusement make available by business partners. Inter-operate theoretically, discriminate Commercially. It is imperative for them to stay behind very energetic in manufacturing consistency to make certain complete inter-operability of our services with those from other mobile operative and fixed-Internet companies. Promoting suitable Pricing Models They encourage a pricing model that permits them to bout their pricing most intimately and evidently to their customers considerate and discernment of worth. Competitive Environment Customers necessities are increasing to include admittance to information, data and multimedia services over mobile strategy. They are exceptionally placed to assemble these needs, using their extent and flair to generate the most convincing services and to expand partnerships helps them surpass their customers potential. With the infiltration in market and the foreword of new 3G technologies, they can be expecting to go from side to side a period of market confusion, which will possibly escort to some consolidation in the industry. HR Strategies for Mobilink The Mobilink that allege of the most important market investor in telecom industry has shown very conventional loom towards the recompense management. The important organizations always try preeminent to have a best-fit deliberate loom in the direction of the human being reserve administration surrounded by organization but unluckily the foremost organization like Mobilink is also use finest carry out approach in compensating approach. During this investigate we also come to terminate that these best practice are not completely implemented in whole essence but they are either incompletely implemented or just linger in name. INCENTIVES PLAN Incentives are premeditated to give confidence employees to attain objectives. They are planned to straight incentive for present and future recital, promising â€Å"do this and we will make it significance your while† Incentives are usually monetary but they can assure non-financial rewards such as recognition, encouragement or predominantly interesting assignment. Individual Incentives Plan: Individual incentives diplomacy are those that are fretful to reimburse the individual labors that effect in organizational outcomes. In Mobilink the individual inducement tactics don’t endure in any form. Although this kind of incentive arrangement is merely for the rummage sale an individual in the shape of commission on sale. But we diverge with them because it is individual enticement plan because this is reimbursed at risk and where risk exists it’s not incentive. One other shape of incentives map is that they are paying after a while to the lower management on the hour’s basis they used up in addition the duty hours. Group Incentives Plan The Mobilink have a preference to team and assemblage working. People are recognized from their personal assemblage or players with in association. Like sales community, advertising players, investment investigation team, economics allotment team, HR peoples, etc The group inducement is based on the objectives being allot to each team or group. If they prolifically achieved within the given restraint and also these triumph escort company performance to augment than they will be entail for group enticement in following manner: Per unit inducement journal incentives unremitting encouragement inaccessible areas incentives Organizational Incentives The organizational performance is deliberate in the shape or amplifies in twelve-monthly rummage sale, No of clinteles, and augment in marketplace allocate. The personage aims are consecutively joined with the company performance. When company is being successful in attain these objectives. Special Incentives According to the Mobilink recompense Officer, â€Å"There are very hardly any and exceptional extraordinary incentives because the group enticement and group incentives preparation are premeditated in such a way that every and all individual is performing arts extraordinary†. But hardly any types of extraordinary enticement arrangement are: Gratitude: If an significant person in addition accomplish in sales or manufacture division, a variety of types of recognition like â€Å"Man of the year† which enclose official document and some other prizes. superiority certificate introduction the name and Picture in association pinnacle performers colonnade Admiration: the personality is appreciated individually by the General manager either gathering individually or through call or through email etc Extraordinary Cash Amount is specified on the instance when somebody (frequently specified to HR) for draw towards you and occupy pinnacle player of participant. Job assessment technique: Mobilink exercise two techniques for appraise job in regulate to be acquainted with the significance of the job. spot technique standing technique Similarities and differences of Mobilink Telenor Strapping Points of Mobilink: The employee satisfaction level is elevated in assessment to the expected range. The Mobilink has recognized a knowledgeable HR department consists of 40 HR professional in order to exploit the inspiration and pledge level of the human resource. The Mobilink has started amend the management loom from the traditional towards contemporary style in which they can be capable to identify and recompense human being efforts in near expectations. The incessant incentive arrangement has a optimistic brunt on those employees who has received, trying their most excellent to maintain this incentive for longer time and also a contrivance for inspiration to convey up with more inventive efforts to expand this inducement that has not received. One other organizational enticement of â€Å"three gross salaries† induce every employees to go for best endeavor brunt in order to make certain the achievements of organizational goals for the explicit time period. Strong points of Telenor: Telenor paying attention on individual performance, have made the remuneration system in such a way to be familiar with the efforts and efficiently compensate these. Therefore the incentives plans are very assorted and up-to-date. The arrangement is very succinct in such method that it even plunders the insignificant elevated efforts of personality within the teams or groups. The extraordinary incentives like â€Å"Golden Hellos† and â€Å"Golden handcuffs’ are very proficient in given them the preeminent professional from the marketplace and also the capability to preserve them for life time. The performance of personage is even contented if the organization fails to attain its goal. Once the individual be successful in its targets their rewards are outstanding. The Telenor has explicit incentives plan for every stage and for every personality. The administration incentives plan is one of the examples. This inducement doesn’t exist in Mobilink. The job assessment method extensively worn is Point-method. And that’s the motive the employee pleasure in Telenor is added than Mobilink as the disburse pattern created from the peak method are very succinct and replicate the efforts decided. The reimburse packages and inducement plans are striking and provide additional remunerations at all stage. Wide assortment of incentives remains the employees pleased, dedicated, trustworthy and industrious all the time. Weak points Mobilink presently ignores the satisfying of individual efforts. They recompense personality labors when the corporation convenes the objective. If the company be ineffective in the direction of to work, they don’t plunder those human individual who effectively attain their personality objectives. Here it may be credible that the purpose allocate by their relevant department is not correctly associated with the organizational ambition. So here the personalities undergo on the expenditure of their higher management. The recompense system is not appropriately bound for or associated with the business objectives; the intention here should be to communicate all employees to a universal point in classify to generate synergy. Because they reimburse in assessment to the some international company or conclusion survey firm. The incentives plans are very tapered and limited. It requirements to be comprehensive in order to expand the trustworthiness and obligation at person, collection and managerial level. The base of personality incentives arrangement is very scrawny and some time non-existing. Strong and Weak points of Telenor Telenor has demonstrate itself as genuine self-motivated a firm who has customized itself in the hard-hitting competition, got most important market contribute to from the available company Mobilink in a very dumpy point in time. The Telenor has great number of strapping points and few frail points. Weak Points The employee’s bury affiliation is not brawny as it is in Mobilink. The society in Telenor is going towards inaccessible environment where every individual will be troubled for its own self-interest. There are two sorts of workers. Enduring and indenture employees. The Telenor loom towards the indenture employee is not so a great deal devoted as it is for enduring workers. This may accompany to the worker prejudice and the unfaithfulness might be result in. Their employees are not attentive of the recompense policies. This is some time good quality but some time generates difficulty. The Telenor has kept classified the compensation strategies even from the employees. Conclusion: It is completed from this description result that Mobilink is no hesitation the market organizer in HR systems but it needs improvement, redecoration and development in order to effectual defend the competitor’s violent strategic actions. Mobilink is trailing its market split as well as input employees to Telenor because Telenor is on condition that striking packages. The Mobilink should start poignant towards the ethnicity of disburse for performance as a substitute of paying for possession of skills. This can be accomplishing by accomplishment of effectual performance management and reimbursement system. Mobilink shouldn’t deem on its current employees but also seek out for the best people in the marketplace, because if these unsurpassed people are hired by the challenger, this would result in further hardship to safeguard. Therefore appropriate performance assessment, criticism and rewards should be making certain. Bibliography Charles J. Fombrun, ‎. M. (1998). Strategic human resource management. https://books.google.com.pk/books?id=gIqlCsQYZJsCprintsec=frontcoverdq=strategic+human+managementhl=ensa=Xei=fXSdVIyFJJSfuQTP_4CACgved=0CCEQ6AEwAQ. Delery, J. (1998). Issues of fit in strategic human resource management: Implications for research. Human resource management , http://www.sciencedirect.com/science/article/pii/S1053482298900067. Ingham, J. (2007). Strategic Human Capital Management. https://books.google.com.pk/books?id=ZWuuAAAAIAAJq=strategic+human+managementdq=strategic+human+managementhl=ensa=Xei=fXSdVIyFJJSfuQTP_4CACgved=0CCcQ6AEwAg. JE Delery, D. D. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal , http://amj.aom.org/content/39/4/802.short. John Storey, ‎. M. (2009). The Routledge Companion to Strategic Human Resource Management. https://books.google.com.pk/books?id=hecig5s4fnUCprintsec=frontcoverdq=strategic+human+managementhl=ensa=Xei=fXSdVIyFJJSfuQTP_4CACgved=0CDkQ6AEwBQ. Kovach, K. A. (2006). Strategic Human Resource Management. https://books.google.com.pk/books?id=ClmOpjxu4TICprintsec=frontcoverdq=strategic+human+managementhl=ensa=Xei=fXSdVIyFJJSfuQTP_4CACgved=0CBwQ6AEwAA#v=onepageq=strategic human managementf=false. MA Huselid, S. J. (1997). Technical and strategic human resources management effectiveness as determinants of firm performance. Academy of Management , http://amj.aom.org/content/40/1/171.short. www.telenor.com www.mobilink.com

The Introduction of the Concept of Humanism

The introduction of the concept of humanism greatly affected the Renaissance. The Humanistic influence shaped Renaissance art, writing, education and thinkers, its ideas were spread among all aspects of life. Machiavelli†s writings during the Renaissance were also affected by the ideas of humanism. His ideas reflect the thoughts of humanism in the way he thought governments and societies should be organized. Humanism†s influence on art was very obvious, it could be seen slowly infiltrating all art throughout the Renaissance. At the begging of the Renaissance, most art was very dark and dismal. The works portrayed people doing very menial labor, the people did not seem happy and their clothing was very plain. As the Renaissance progressed and humanism†s influence was more felt the paintings used lighter colors, the people in them were smiling and their clothing many times included gold trim or accents. The late Renaissance art also has a larger focus on religion, as humanism inspired people in many forms by the use of Humanism came about with the idea that a person should have a very rounded education covering many aspects of society especially history, geometry, and art. During the renaissance as the ideas of humanism spread, especially in its educational sense, more schools and universities were erected and a much higher percentage of people were formally educated. The universities helped many people become educated, and their education helped all of society because many of them went on to challenge their teacher†s rash observations of the world and make reat discoveries. This proliferation of education was also helped by many inventions such as the printing press which came about because people had more to live for. Many great thinkers during the renaissance were also affected by the ideas of humanism. More people were educated during the renaissance and therefore more intelligent people that simply thought about the world and ways to make it better. These thinkers included Da Vinci, Galileo, and Machiavelli. Leonardo da Vinci was one of the most influential people of the Renaissance. His notebooks were recovered and they contained schematics of machines that have just recently been invented. His inventions that were ahead of their time just show the inginuity and determination of people during the Renaissance. Another great thinker of the time was Galileo, His works showed the spirit of humanism greatly. Galileo†s works went beyond terrestrial research and his research was many times focused on Machiavelli†s writings were some of the most influential throughout the renaissance. His writings helped to reform ociety and government after the Renaissance and are still studied today as part of a â€Å"modern humanistic† course of study. His writings show humanistic thoughts in many ways, he shows this in his â€Å"ideal† orginization of a government this very well. The way he describes the perfect government is with well rounded departments. He also believed that a ruler should not mistreat his citizens, but not pamper them either. Machiavelli†s views were not completely humanistic, though, he did not feel that everyone should have a liberal humanistic education.

How People Grow Reflection Paper by Cloud and Townsend

REFLECTION PAPER OF HOW PEOPLE GROW BOOK BY CLOUD AND TOWNSENDVillatoro-Ramirez Counseling Department Denver Seminary Monte Hasz Psy. D. Elisabeth A. Nesbit, Ph. D. CO 631 01 Career Development and Assessment October 8, 2012 Reading How People Grow (Cloud and Townsend, 2001) has been an interesting experience because the author of this paper’s knowledge about counseling has been transformed in different ways. This reading has forced me to evaluate my own approach to counseling and my spiritual life has been impacted through the reflection about grace and law as well.I appreciate that this book has already been translated to Spanish language, which has given me the opportunity to read faster and better understanding of some ideas because Spanish is my first language. I have already included this book as a required reading to the course of Pastoral Care, which is taught at Denver Seminary’s Hispanic Initiatives because in my personal opinion this book is useful for all pe ople in Christian ministry who wants to know how people grow. Thus, through this paper I will explain my understanding on how people grow according to Cloud and Townsend.In addition, I will critique the book comparing it with two of the systems of integration presented in class by Drs. Nesbit and Hasz. To accomplishing it this paper has been divided in three areas. The first explains my personal understanding about what Cloud and Townsend (2001) say about how people grow. The second area compares this book with two systems of integration, which are Biblical counseling and the Integration approach. Finally, the rest of the paper focuses on reflection and application as a resource for clients.First, I think Cloud and Townsend (2001) use the concept of Christian counseling and discipleship or personal growth in the same way. For them there is not difference between spiritual life and real life (21). The heart of their book presents the idea of working on relational and emotional issues back into the mainstream of spiritual growth (21). It can be seen in the chapter the Paradise lost where Cloud started to describe that at the time that he began his ministry there were four models of how people grow (16).He was clear saying that he saw value in these four models practicing all of them in some degree even though he was inclined for the model of truth which held that the truth would the person free. If the person was not free or some area of life was not working it must be because lacked truth in the life of this person (16). However, and even though Cloud (2001) saw people improve, and prayer, learning Scripture, and repentance were very powerful elements in healing many clinical conditions he realized that something was missing in all these elements (18).He realized that all these spiritual methods did not resolve some problems (18). People were helped but not cured (18). Thus, Cloud (2001) became disillusioned and went for further training and has experience with sincere Christian people who had been very diligent about spiritual growth but without success (19). However, he continued to work in Christian counseling for a few years more when he started to see processes that actually changed people’s lives (19). These processes were not the traditional Christian way to grow that he had learned.These processes involved deep transformations of the soul and there was the spiritual life, where we learned about God and grew in our relationship to him, and then there was the emotional and relational life, where we learned how to solve real-life problems (19). In other words, both Cloud and Townsend (2001) believe that the issues why people come for counseling are not growth issues or counseling issues, but spiritual growth issues (21). In addition, Cloud and Townsend (2001) emphasis that spiritual growth should affect relationship problems, emotional problems, and all other problems of life (22).For them there is no difference between spirit ual life and real life because it is all one. They go through the major categories of Christian doctrine and talk about how each doctrine applies to personal growth (23). Second, about the comparison of this book with two systems of integration, I think in some point Cloud and Townsend (2010) are part of the biblical counseling approach which focus is on the sufficiency of the Scripture for counseling needs.A definite strength for Cloud and Townsend’s book is their use of the Bible and appeal to its authority as well. Contrary to Scott’s presentation of Biblical counseling, Cloud and Townsend (2010) are not directive and sermonic. They are more practical and enlighten the process of how people grow through the emotional and relational life, where they share practical ideas about how to solve real-life problems. In this sense, there is not way to use their method out of the church or Christian environments, which I think it is a weakness of their method.In other words, following this methodology a counselor would not seek the governmental endorsement of a professional license and cannot work in secular counseling settings as a rule. Because Cloud and Townsend (2001) at the beginning of their book expressed through some examples of Christian people facing mental problems in a hospital, I thought that they may lean toward the integration approach looking to secular models for treatment techniques. However, in the rest of their book they did not mention about a different way of treatment more than practical counseling application of the Bible.In addition to this point I can say that it seems to me that Cloud and Townsend (2001) use group therapy as a source of help people even though they say that working in group is an external spiritual source that God has given us to grow. I think to working in a Christian environment, this idea of groups to help people to grow is powerful. However, it seems to me that Cloud and Townsend (2001) did not want to be related to the four methods that were at that time they began to work on counseling.However, this book ends doing almost the same thing that biblical counseling in the sense that does not giving space for secular techniques as a source of help other than the Bible. Cloud and Townsend (2001) differentiate internal and external sources that God has given us to grow (126). For them internal sources are Bible, prayer, and Holy Spirit and external sources are all help that others can gives us as a way of help. In this sense, they talk widely about the work in groups, which I think it may be a secular technique however they did not recognize that.It seems to me that they are ambiguous not telling that they are combining some secular techniques in their work at Christian environments. Finally, because Cloud and Townsend (2001) were clear to say that their desire that their book be practical, and help the reader (I think Christian reader) to understand how the growth process is theological. I agree that in my life they accomplish that desire because there are some areas of application that I can mention that would like to implement in my ministry. First thing that I learned in the reading of â€Å"How people grow† Cloud and Townsend, 2001) was the concept of grace and law. I think in our Christian world we have misunderstood the concept of grace and that is why we live under the idea of a God who is ready to punish us. At least it is what I discovered on my own life through this reading. I like how Cloud and Townsend (2001) explained that grace is something that we cannot give ourselves because it comes from outside of us, as unmerited favor; and we can not do anything to obtain grace (127). It was powerful to me learning that grace is an external source of healing that we can give and receive through the body of Jesus, the church.I appreciate that Cloud and Townsend (2001) remind us that God created us to be in relationship with others so it is through others that people can grow as well. I love this concept because it is contrary with what our individualistic culture says. In addition, this concept is contrary with some teachings that say that people do not need other people at all because Christ alone is sufficient or that his Word or prayer is enough. These teachings actively and directly lead others to not depend on people at all because they think it is wrong.I like how Cloud and Townsend (2001) explained that the Bible teaches that all these things are part of the process, including other people (121). Through the book both of them Cloud and Townsend (2001) emphasized loudly the role of the body in the process of how people grow. In sum, how people grow (Cloud and Townsend, 2001) is a great tool for counselors who work in Christian environments because offers practical ideas about based on the Scripture. Differently to the Biblical counseling approach, Cloud and Townsend (2001) focus on the grace instead of the law.In addition, Clo ud and Townsend (2001) emphasize the role of the body of Jesus as a source of growth in the life of the believer. Cloud and Townsend (2001) is not recommended for counselors who work in a secular settings even though the principles that come directly from the Bible must be applicable in the personal life that any Christian counselor no matter where his or her job’s place be. References Cloud, H. , and Townsend, J. (2001). How people grow: What the Bible reveals about personal growth. Grand Rapids, MI: Zondervan

Black Nationalism Essay - 2397 Words

Throughout history, African Americans have encountered an overwhelming amount of obstacles for justice and equality. You can see instances of these obstacles especially during the 1800’s where there were various forms of segregation and racism such as the Knights of the Ku Klux Klan terrorism, Jim- Crow laws, voting restrictions. These negative forces asserted by societal racism were present both pre and post slavery. Although blacks were often seen as being a core foundation for the creation of society and what it is today, they never were given credit for their work although forced. This was due to the various laws and social morals that were sustained for over 100 years throughout the United States. However, what the world didn’t†¦show more content†¦The â€Å"Great Migration† was from 1910-1930 and almost 750,000 African Americans moved into Northern cities; 175,000 moved to Harlem, which made it the largest black community in the country. This e ra was known for racial consciousness, racial integration, dramatic arts and painting. In addition, it was known for the explosion of music especially jazz and the blues. This outburst of confidence, expression, creativity and talent sparked the African American drive and created a â€Å"rebirth† of African American culture. A few of the famous influences were Langston Hughes, Claude McKay, Duke Ellington Johnson and Louis Armstrong. The Harlem Renaissance acted as the crossroads for black to interact with others and expand their contacts, even internationally. Also, African Americans began to change their image from rural to urban. In other words, they were transforming themselves from peasants to sophisticates. The Harlem Renaissance allowed for African Americans to be a force in America even if they couldn’t be employed and seen as equals to whites. It was so influential that African Americans began to gain power in northern cities such as Chicago and Philadel phia. 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