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Transcript of hrm 416
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1. Importance of HRM Practices:
Human Resource Management becomes the most important for the organizations around
the world and the relationship between organizational performance and HRM is
interrelated; in another way positive relationship. Healthy HR practices encourage the
growth of the organization as employees after all play a majorrole in the well-being of a
company. A research was conducted in Greece to measure the impact of HRM on
organizational performance in the context of Greece. Data were collected from 178
organizations using a questionnaire survey in the Greek manufacturing sector, and analyzed
using the structural equation modeling methodology Researcher found out that
organizational performance is not only related with the variables of HRM but also some
other factors that has not been yet identified clearly and thats why they consider it as
Black Box. To find out this relationship more specifically some researchers develop
theoretical framework which dominated the field were the Contingent Framework. The
contingent factors include business strategies, resources (human, capital and social)
organization have and AMO theory (Ability, Motivation and Opportunity). The operational
model in this study advocates that HRM policies directly influence HRM outcomes such as
collective skills, attitudes, and behaviors, and thus, indirectly through HRM outcomes
improve organizational performance. .(A.A. Katou, 2008) Furthermore, it argues that HRM
policies are significantly, positively and directly related to organizational performance. In
addition, it assumes that HRM policies are influenced by business strategies. Thus, the
findings of this study support that the relationship between HRM policies and
organizational performance is partially mediated through HRM outcomes, and HRM
policies are moderated by business strategies.( A.A. Katou, 2008)
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2. Telecom sector in Bangladesh:
Grameenphone is the leading telecommunication service provider in Bangladesh. With
more than 32 million subscribers (as of June 2011),.GrameenPhone was offered a cellular
license in Bangladesh by the Ministry of Posts and Telecommunications on November 28,
1996. The Company launched its service on March 26, 1997; the Independence Day of
Bangladesh with the slogan Stay Close. Grameenphone is the largest cellular operator in
the country. Grameenphone was the first company to introduce GSM technology in
Bangladesh. It also established the first 24-hourCall Center to support its subscribers.
GrameenPhone endeavors to provide services to all people in the country, irrespective of
their location. GrameenPhone (GP) has been established to provide high-quality GSM
cellular service at affordable prices. GrameenPhone has a dual purpose:
To receive an economic return on its investment
Contribute to the economic development of Bangladesh where telecommunications
can play a critical role.
Grameenphone is the pioneer in the field of human resource management, employee care
and competence development in Bangladesh. Grameenphone is currently employing
approximately 5000 people of which 84 % is under 31years old. The employees are spread
out in six office zones throughout the country, with Dhaka being the largest with 3561
employees. Most of the staff has university backgrounds within fields such as management,
marketing, economics, finance and engineering.
Human Resources Department of GrameenPhone:Human Resources (HR) Department, an
important part of Administration Division plays very vital role in the total functioning of
GrameenPhone Employee recruitment, selection, transfer, promotion, training,
http://en.wikipedia.org/wiki/Bangladeshhttp://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/Call_Centerhttp://en.wikipedia.org/wiki/Bangladeshhttp://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/Call_Center -
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performance appraisal - all these are conducted by HR division. The informal structure of
HR according to its functions can be classified into three main categories they are:
Human Resource Management (HRM)
Human Resource Development (HRD)
Human Resource management Information system (HR- MIS)