Human Resource Management

Reasons for Four Seasons success: 1.careful hiring 2.culture embracing diversity 3.Promotion from within and thorough training  4. Employee benefits tailored for employee development and satisfaction   HRM professionals prefer more attitude than experience. -energy, enthusiasm, and aptitude highly valued -->skills can be taught but poor attitudes can't be changed -Mobility is seen as an advantage for candidates interested in Managerial positions   Ethical Credo/Rule-> Golden Rule Treat the employees as you expect them to treat the customer.   Language and supervisory development programs offered for employees.  All the employees eat free of charge in the hotel cafeteria.  -Camaraderie (yhteisöllisyys) and being together developing strong bonds and loyalty. Investments in the dining room, staff showers, and locker rooms increase operating costs but also create a comfortable and elegant environment for employees and guests alike. -Additionally, employees offered free stays in Four Seasons, amount depends on how long workers have been in the company. Huge return on investment as employees return with a renewed passion for a level of high-quality service.    NB Can HR create a culture that supports diversity and a passion for service without the expensive benefits offered by Four Seasons Resorts? Which benefits seem most important to maintain their culture? I find that most important thing for a worker is to be treated fairly and equally. It is important that employees are recognized on an individual level and so also their performances. Loyalty and passion I believe are more results of the correct corporate organization- and operating values and ethics. Supportive diversity culture requires that all the employees feel appreciated on an individual level. If employee's don't feel well on an individual level, it is hard to have open and supportive culture against others ( different cultures can provoke). Introduction  Companies like Four Seasons have recognized the importance of seeing changes in the expectations of both employees and customers. Human Resource Management is a subset of the study of management that focuses how to attract, hire, train, motivate and maintain employees.  Strong employees become a source of competitive advantage in a global environment facing complex and rapid changes. HRM must deal with the changes. Understanding globalization, global economies, technology changes, workforce diversity, labor shortages, changing skill requirements, continuous improvement initiatives, the contingent workforce, decentralized work sites, company mergers, offshore sourcing of goods and services and employee involvement.  --> How these changes are affecting HRM goals and practices in organizations functioning in a global environment?   Understanding Cultural environments -75% vo                    

Understanding Cultural Environments   Rapidly changing environment leads to organizational members facing the globalization of business. There are no more national borders as a barrier for producing goods and services abroad. Examples BMW German Car manufacturer, Cars build in Sout Carolina Walmart expanding retail operations in China General Electrics expected to receive 60% of its revenue growth from developing countries in the next ten years Toyota makes cars in Kentucky Mercedes sports cars build in Alabama American John Deere farm equipment made in the USA and shipped to Russia, China to the Middle East, Indian and German made to the USA. Tractors assembled in the USA with parts received from twelve countries and are shipped to over 110 countries. --> HRM professionals and organizational members need to adapt to cultures, legal systems and business practices in many different countries.   In mid 60's did multinational corporations MNC's become commonplace. These corporations maintain significant operations in more than two countries simultaneously but are based in one home country (Neste).  USA Companies with a significant amount of revenues streaming from foreign operations. Procter & Gamble Apple Disney Coca-cola The rise of multi-and transnational corporations places new challenges for HRM. Employees with the approppriate mix of knowledge, skills and cultural adaptability are needed to handle global assignments.  Each country needs to be understood in its own context but HR professionals.  Status Ascribed status, France: Seniority and Education Achieved status, USA: Personal accomplishments  Countries that value Individualism and acquiring things: United States, Great Britain, Australia, Canada, Netherlands, New Zealand Countries that value Collectivism, Relationships and concern for others: Japan, China, Pakistan, Singapore, Venezuela, Philippines Human resource managers need to understand social issues such as status that might affect operations in another country. USA law guards against an employer taking action against an employee solely on the basis of an employee's age. Important to recognize the cultural dimensions of a country's environment. Cultural values Individual vs Collective. Cultural variables Status differentiation social uncertainty assertiveness (itsevarmuus) These variables indicate a country's means of dealing with its people and how the people see themselves.  In an individualistic country as USA people are primarily concerned about their own families.  in a collective society like Japan, people care for all of the individuals who are part of their group.  A strong US employee might not work well in the collectivistic surrounding in Pacific Rim country, Flexibility and adaptability are required from employee's working abroad. HRM has a thorough understanding of the culture of the areas around the globe to which they send employees. Also, mechanisms are needed which help multicultural individuals to work together. Important to reduce conflict: age difference, custom, language, background.  The Impact of Technology  Internet, GPS, smartphone etc. top innovations of the last twenty years.  Thomas Friedman, a Pulitzer prize winning New York Times author explains three eras of globalization: 1. Transportation. Columbus 1492 discovery of new world to 1800. During this time countries tried to establish their place in the world by conquering or collaborating with other countries and territories.  Emphasis was the national identification and economic domination. The world shrank from a size large to a size medium 2. Communication. 1800 to 2000. Multinational companies emerged, seeking labor and markets for the goods of the industrial revolution. The expansion was fueled by lower costs and increased speed of transportation and communication, shrinking the world size from medium to a size small.  3....

-75% voluntary movement from companies as a result of bad management    

 Hiring process -Penalty for worker in circumstance leaving the contract due for example receiving another offer -Search engine information can't be used publicly in the Hiring process--> But can affect opinion Recruitment -What kind of channels candidates use a company wants to attract --> Example Christmas sales, postpone or in advance be ready to look for candidates, during Christmas time no more salespeople available -What kind of channels different generations use, tools they use, games they play Wo candidate to choose? Managerial vs Technical experience, age, degree