netrashetty
Netra Shetty
Altec Lansing is a line of professional, home, automotive, computer, and multimedia audio products first developed in 1936. They were used in many studios as monitor speakers. Altec Lansing loudspeakers were used in the sound system for the Woodstock Festival in 1969.
The current incarnation of the company, called Altec Lansing Technologies, is an OEM supplier to many computer makers such as Asus, Dell, Compaq, Hewlett-Packard, and Gateway
During times of economic uncertainty or decline, organizations are pushed to look for cost-cutting strategies to drive down cost and to increase the business’ chances of survival. In the area of Human Resource Management, the common contribution that the HR department can give during tough economic times is downsizing the human resources or other cost-cutting approaches.
IT has been argued that during economic uncertainty, instead of looking for cost-cutting strategies, the HR department must focus more on excellent Human Resource Management. This paper explores the proposition that during times of economic uncertainty organizations should be focusing even more on excellent HRM rather than looking to cut costs in this area.
Lawler (2003) asserts that if the organization wants to be more competitive, it needs to treat its people right (cited in Burke and Cooper 2004). When an organization is faced with economic uncertainty, the key is not downsizing or restructuring but on how its treats people. According to Lawler, it is common believed that there is a conflict between what is good for an organization and what is good for people. While sometimes true, when people are treated right the likelihood of such conflict is reduced. Lawler sees this as a two-way street. Organizations must adopt new attitudes; employees have a responsibility in meeting goals or high organizational performance. Perhaps, what Lawler is trying to make us understand is that no matter what the organization is undergoing (such as economic uncertainty) the organization can benefit from treating its employees right, meaning the organization can benefit from having a more streamlined and strategic human resource management. Employees need to take responsibility for their knowledge, skills, development and performance. These efforts foster virtuous spiral success. When organizations value and reward people, those people are committed to performing well. As a result, the organization accomplishes more and it can then reward employees more and attract and retain more talented employees. This leads to even higher organizational performance. This involves developing a variety of HRM practices that motivate people to peak performance with accompanying rewards. Employees, in return, are more committed to the organization and more responsible for their own behaviors.
TRAINING
A learning experience in which it seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of
Skills
Attitude
Knowledge
DEVELOPMENT
More future oriented and more concerned with education than is training. Management Development activities attempt to instill sound reasoning processes to enhance one’s ability to understand and interpret knowledge.
It focuses on the personal growth & on
Analytical
Conceptual
Human
DIFFERENCES:
WHO IS LEARNING- training is given to non managerial personnel. Development is given to managerial personnel.
WHAT IS LEARNED- training gives mechanical and technical operations. Development gives conceptual and theoretical ideas.
WHY LEARNING-training is give for specific job-related purpose. Development is given for general knowledge.
WHEN LEARNING-training is given for a short term. Development is given for a long term.
uman resource management is one of the courses or subjects that are offered to business-oriented students in tertiary levels of learning. However, due to subsequent constraints in timing and other academic roles of the student, most student often fail to construct a formidable juggling of the various lives of a student. Hence it becomes easier to solicit the help of professional writers who prepare quality and customized human resources management papers. These business transactions are carried out online thus it could be risky business for the student as fraud and delivery of poor quality human resource management papers is a common phenomenon in the market. Therefore, it is important to note the qualities of a human resource management writing company which will guarantee one of equal treatment and availing high quality papers. This essay looks at some of the qualities of a genuine human resource management paper writing company.
The very first quality that will act as a weighing balance for high quality products from such companies is the nature of advert stat are placed on the website. Some companies are known to provide unattainable goals and papers such that they raise the expectations of the client so high but at the end of it all, the results are under quality. Therefore, the goals and nature of services offered must be realistic to avoid biased notions of the expected paper.
The human resource management papers are often based on real life situations hence application papers are regarded high as their occurrence is much higher. Thus the writing company has to ensure that the writers who are delegated to write the human resource management paper have been through the same program. This could be up to undergraduate or master's level where competence is not compromised. This reassurance of having graduates writing the human resource management paper creates a higher degree of professionalism in both sides as the client will rest assured that the paper which will be delivered to them will attain high grades.
The other quality of human resource management papers writing company is that the charges should be reasonable enough. This implies that prices for human resource management papers for various levels of learning such as undergraduate, master's doctoral and post-doctoral should be priced differently. This is carried out to ensure that lack of uniformity in price results in varying degrees of professionalism in each paper for the different levels of learning. Prices should not however be used by clients to determine the quality of human resource management papers which will be delivered as on several occasions the prices may be high but the paper quality very low.
Human resource management paper writing firms should be in a position to warrant their clients of the endless modification options that are extended to them until they get their customized papers. Such is made possible especially where instructors make changes on the original copy thus the same must be incorporated in the most formidable way possible. In line with modifications are editing and formatting which is rendered uniquely to every client as most of them present diverse needs which cannot be replicated to others. Human resource management papers should thus be written in the most original and customized criterion present to ensure that the client gets value for their money.
The current incarnation of the company, called Altec Lansing Technologies, is an OEM supplier to many computer makers such as Asus, Dell, Compaq, Hewlett-Packard, and Gateway
During times of economic uncertainty or decline, organizations are pushed to look for cost-cutting strategies to drive down cost and to increase the business’ chances of survival. In the area of Human Resource Management, the common contribution that the HR department can give during tough economic times is downsizing the human resources or other cost-cutting approaches.
IT has been argued that during economic uncertainty, instead of looking for cost-cutting strategies, the HR department must focus more on excellent Human Resource Management. This paper explores the proposition that during times of economic uncertainty organizations should be focusing even more on excellent HRM rather than looking to cut costs in this area.
Lawler (2003) asserts that if the organization wants to be more competitive, it needs to treat its people right (cited in Burke and Cooper 2004). When an organization is faced with economic uncertainty, the key is not downsizing or restructuring but on how its treats people. According to Lawler, it is common believed that there is a conflict between what is good for an organization and what is good for people. While sometimes true, when people are treated right the likelihood of such conflict is reduced. Lawler sees this as a two-way street. Organizations must adopt new attitudes; employees have a responsibility in meeting goals or high organizational performance. Perhaps, what Lawler is trying to make us understand is that no matter what the organization is undergoing (such as economic uncertainty) the organization can benefit from treating its employees right, meaning the organization can benefit from having a more streamlined and strategic human resource management. Employees need to take responsibility for their knowledge, skills, development and performance. These efforts foster virtuous spiral success. When organizations value and reward people, those people are committed to performing well. As a result, the organization accomplishes more and it can then reward employees more and attract and retain more talented employees. This leads to even higher organizational performance. This involves developing a variety of HRM practices that motivate people to peak performance with accompanying rewards. Employees, in return, are more committed to the organization and more responsible for their own behaviors.
TRAINING
A learning experience in which it seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of
Skills
Attitude
Knowledge
DEVELOPMENT
More future oriented and more concerned with education than is training. Management Development activities attempt to instill sound reasoning processes to enhance one’s ability to understand and interpret knowledge.
It focuses on the personal growth & on
Analytical
Conceptual
Human
DIFFERENCES:
WHO IS LEARNING- training is given to non managerial personnel. Development is given to managerial personnel.
WHAT IS LEARNED- training gives mechanical and technical operations. Development gives conceptual and theoretical ideas.
WHY LEARNING-training is give for specific job-related purpose. Development is given for general knowledge.
WHEN LEARNING-training is given for a short term. Development is given for a long term.
uman resource management is one of the courses or subjects that are offered to business-oriented students in tertiary levels of learning. However, due to subsequent constraints in timing and other academic roles of the student, most student often fail to construct a formidable juggling of the various lives of a student. Hence it becomes easier to solicit the help of professional writers who prepare quality and customized human resources management papers. These business transactions are carried out online thus it could be risky business for the student as fraud and delivery of poor quality human resource management papers is a common phenomenon in the market. Therefore, it is important to note the qualities of a human resource management writing company which will guarantee one of equal treatment and availing high quality papers. This essay looks at some of the qualities of a genuine human resource management paper writing company.
The very first quality that will act as a weighing balance for high quality products from such companies is the nature of advert stat are placed on the website. Some companies are known to provide unattainable goals and papers such that they raise the expectations of the client so high but at the end of it all, the results are under quality. Therefore, the goals and nature of services offered must be realistic to avoid biased notions of the expected paper.
The human resource management papers are often based on real life situations hence application papers are regarded high as their occurrence is much higher. Thus the writing company has to ensure that the writers who are delegated to write the human resource management paper have been through the same program. This could be up to undergraduate or master's level where competence is not compromised. This reassurance of having graduates writing the human resource management paper creates a higher degree of professionalism in both sides as the client will rest assured that the paper which will be delivered to them will attain high grades.
The other quality of human resource management papers writing company is that the charges should be reasonable enough. This implies that prices for human resource management papers for various levels of learning such as undergraduate, master's doctoral and post-doctoral should be priced differently. This is carried out to ensure that lack of uniformity in price results in varying degrees of professionalism in each paper for the different levels of learning. Prices should not however be used by clients to determine the quality of human resource management papers which will be delivered as on several occasions the prices may be high but the paper quality very low.
Human resource management paper writing firms should be in a position to warrant their clients of the endless modification options that are extended to them until they get their customized papers. Such is made possible especially where instructors make changes on the original copy thus the same must be incorporated in the most formidable way possible. In line with modifications are editing and formatting which is rendered uniquely to every client as most of them present diverse needs which cannot be replicated to others. Human resource management papers should thus be written in the most original and customized criterion present to ensure that the client gets value for their money.
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