netrashetty
Netra Shetty
Human Resource Management of Adobe Systems Inc : Adobe Systems Incorporated (NASDAQ: ADBE) is an American computer software company headquartered in San Jose, California, USA. The company has historically focused upon the creation of multimedia and creativity software products, with a more-recent foray towards rich Internet application software development.
Adobe was founded in December 1982[4] by John Warnock and Charles Geschke, who established the company after leaving Xerox PARC in order to develop and sell the PostScript page description language. In 1985, Apple Computer licensed PostScript for use in its LaserWriter printers, which helped spark the desktop publishing revolution. The company name Adobe comes from Adobe Creek in Los Altos, California, which ran behind the house of one of the company's founders.[4] Adobe acquired its former competitor, Macromedia, in December 2005, which added newer software products and platforms such as Coldfusion, Dreamweaver, Flash and Flex to its product portfolio.
As of August 2009, Adobe Systems has 7,564 employees,[4] about 40% of whom work in San Jose. Adobe also has major development operations in Orlando, FL; Seattle, WA; San Francisco, CA; Orem, UT; Ottawa, Ontario; Minneapolis, MN; Waltham, MA; San Luis Obispo, CA; Hamburg, Germany; Noida, India; Bangalore, India; Bucharest, Romania; Beijing, China.
The Human Resource Management (HRM) practitioners should also engage in developmental planning, based upon corporate goals and objectives and the proper allocation of physical, financial, and human resources management as an essential part of their human resource planning responsibilities. Human resource planning is viewed as a process, not merely as a part of the personnel staff function. It is viewed as a process of analyzing an organization's human resource needs under changing conditions and developing the activities necessary to satisfy these needs. From this definition, human resource planning is a two-step process consisting of need forecasting and program planning. From the analysis of needs, priorities can be determined and human resources can be allocated to satisfy existing future needs through either performance management or career management. By determining the future human resources required and future human resources available, the Human Resource Management (HRM) department can determine their surplus or deficiency of personnel. Hence, the career development may be executed.
Importance of HRM to Employee Relations
The growth of human resource management could be seen, to some degree, as an attempt to resurrect some of the key principles of the Human Relations tradition, but in a way, which involved the whole structure of the organization. Its objective was not only to build up the skill base, but also to develop direct ties between employees and the organization that would ensure higher levels of commitment to the objectives of the firm. With the growth of 'human resource management', the role of the supervisor has once more become a prime focus of attention. The active transmission of the organizational ethos through the supervisor is viewed as one of the keys to effective management. At the same time, there is a greater emphasis on the role of the supervisor in maintaining the flow of communication between higher management and employees and in providing support for employees (Gallie et al 1998).
All employees need interpersonal relationship skills in order to have a smooth relationship within the organization. Interpersonal relations skill is the ability to effectively interact with other people. It is the ability to work with and through others. With high and good interaction skills, employees will be able to properly coordinate their efforts with the hard work of others in the organization. Possession of this ability contributes to one's effectiveness as a real team player. Persons with strong interpersonal relations skills tend to be excellent two-way communicators. They are able to express themselves verbally and in writing so that others easily understand them. They are sensitive listeners and able to readily interpret messages sent to them. This capability includes leadership skill and the ability to influence others.
In order to accomplish assignments in an organization, one must frequently persuade others to pursue certain courses of action. Without being able to win the support of others, one cannot long survive. Employees cannot function on their own, apart from the cooperation of others (Hanada, 1989). All employees require interpersonal relations skills, because all employees must interact with other people. Though these skills are probably most important for the human resource management personnel such as supervisors and mid-level managers who must regularly interact with bosses and subordinates as well as peers, at various levels and in various departments, they are also vital for employees dealing with customers, chairing committees, serving as receptionists, doing interviewing, working in public relations, and performing similar tasks.
After training, the trainee performance is appraised by the immediate supervisor. The immediate supervisor in PEARL CONTINENTAL HOTEL evaluates trainee performance on trainee’s assignment, tests and on the job work. This appraisal is very important and it helps a lot in judging trainee’s behavior. This appraisal also helps to evaluate employees for promotion.
This appraisal shows trainees:
• Ability/Desire to learn new things.
• Knowledge.
• Leadership qualities.
• Quality Consciousness.
• Discipline.
• Attitude.
• Flexibility.
• Personality.
• Strengths.
• Weakness.
The immediate supervisor gives his remarks (assessment) according to trainees work and also attaches his tests and assignments during training with that form.
These appraisal forms are sent to HRD for re evaluation and they keep these forms as a record of employee’s performance.
. PERFORMANCE APPRAISAL PROCESS AND METHODS
• Appraisal is essential for enhancing the productivity of employees and to bring quality improvements in the overall performance of the organization.
• At PC appraisal is done by the head of the specific department whose employee is being appraised. The appraisal method used at PC is “Graphical Rating Scale”.
• Employees’ promotion (or demotion) is finally approved by the HR Manager. Appraisals are conducted every three months a year.
• The most important factors that are considered while appraising an employee are:
o Appearance
o Conduct
o Professional Work
o Leadership & Teamwork
o Planning & Organization
o Initiative & Creativity
o Communication
o Training Skills
o Business Attitude & Operational Performance
o Achievements of Objectives
Besides this they also consider their customers feedback regarding employee performance in order to bring quality improvements.
• An immediate supervisor plays an important role in performance appraisal. The actual appraising is done by the immediate supervisor of each employee. After rating an employee the supervisor consults with the HR manger and then both of them decide how much to compensate each employee and who is to be promoted?
• When an employee is promoted, he/she is required to meet the new post requirements. For example qualification, the employee is ought to assure that he/she is the student of the required program.
It is essential that in any organization (may it be international or domestic organisation); the human resource management should be able to provide a working place with harmonious and good employment relationship. In the field of the international organization, the quality of management seems to be even more critical than in domestic operations. This is primarily because the nature of international business operations involves the complexities of operating in different countries and employing different national categories of workers (Oden, 1997). Yet, while it is recognized that HRM problems become more complex in the international arena, there is evidence to suggest that many companies underestimate the complexities involved in international operations.
The organization can use empowerment as a technique for improving employees’ satisfaction which is being undertaken by many organizations. Satisfying the employees can significantly create a good working relationship among employer and the employee. It involves responsibility and authority for decisions affecting the workplace, downwards through the organization. Thus, in an organization, employees need to be equally empowered. This empowerment results to an increased competence, self-esteem and self-respect, which are very important to one’s well-being. Moreover, creating an environment in the workplace that results in employees feeling better about themselves when they are in it results in love of their work.
Adobe was founded in December 1982[4] by John Warnock and Charles Geschke, who established the company after leaving Xerox PARC in order to develop and sell the PostScript page description language. In 1985, Apple Computer licensed PostScript for use in its LaserWriter printers, which helped spark the desktop publishing revolution. The company name Adobe comes from Adobe Creek in Los Altos, California, which ran behind the house of one of the company's founders.[4] Adobe acquired its former competitor, Macromedia, in December 2005, which added newer software products and platforms such as Coldfusion, Dreamweaver, Flash and Flex to its product portfolio.
As of August 2009, Adobe Systems has 7,564 employees,[4] about 40% of whom work in San Jose. Adobe also has major development operations in Orlando, FL; Seattle, WA; San Francisco, CA; Orem, UT; Ottawa, Ontario; Minneapolis, MN; Waltham, MA; San Luis Obispo, CA; Hamburg, Germany; Noida, India; Bangalore, India; Bucharest, Romania; Beijing, China.
The Human Resource Management (HRM) practitioners should also engage in developmental planning, based upon corporate goals and objectives and the proper allocation of physical, financial, and human resources management as an essential part of their human resource planning responsibilities. Human resource planning is viewed as a process, not merely as a part of the personnel staff function. It is viewed as a process of analyzing an organization's human resource needs under changing conditions and developing the activities necessary to satisfy these needs. From this definition, human resource planning is a two-step process consisting of need forecasting and program planning. From the analysis of needs, priorities can be determined and human resources can be allocated to satisfy existing future needs through either performance management or career management. By determining the future human resources required and future human resources available, the Human Resource Management (HRM) department can determine their surplus or deficiency of personnel. Hence, the career development may be executed.
Importance of HRM to Employee Relations
The growth of human resource management could be seen, to some degree, as an attempt to resurrect some of the key principles of the Human Relations tradition, but in a way, which involved the whole structure of the organization. Its objective was not only to build up the skill base, but also to develop direct ties between employees and the organization that would ensure higher levels of commitment to the objectives of the firm. With the growth of 'human resource management', the role of the supervisor has once more become a prime focus of attention. The active transmission of the organizational ethos through the supervisor is viewed as one of the keys to effective management. At the same time, there is a greater emphasis on the role of the supervisor in maintaining the flow of communication between higher management and employees and in providing support for employees (Gallie et al 1998).
All employees need interpersonal relationship skills in order to have a smooth relationship within the organization. Interpersonal relations skill is the ability to effectively interact with other people. It is the ability to work with and through others. With high and good interaction skills, employees will be able to properly coordinate their efforts with the hard work of others in the organization. Possession of this ability contributes to one's effectiveness as a real team player. Persons with strong interpersonal relations skills tend to be excellent two-way communicators. They are able to express themselves verbally and in writing so that others easily understand them. They are sensitive listeners and able to readily interpret messages sent to them. This capability includes leadership skill and the ability to influence others.
In order to accomplish assignments in an organization, one must frequently persuade others to pursue certain courses of action. Without being able to win the support of others, one cannot long survive. Employees cannot function on their own, apart from the cooperation of others (Hanada, 1989). All employees require interpersonal relations skills, because all employees must interact with other people. Though these skills are probably most important for the human resource management personnel such as supervisors and mid-level managers who must regularly interact with bosses and subordinates as well as peers, at various levels and in various departments, they are also vital for employees dealing with customers, chairing committees, serving as receptionists, doing interviewing, working in public relations, and performing similar tasks.
After training, the trainee performance is appraised by the immediate supervisor. The immediate supervisor in PEARL CONTINENTAL HOTEL evaluates trainee performance on trainee’s assignment, tests and on the job work. This appraisal is very important and it helps a lot in judging trainee’s behavior. This appraisal also helps to evaluate employees for promotion.
This appraisal shows trainees:
• Ability/Desire to learn new things.
• Knowledge.
• Leadership qualities.
• Quality Consciousness.
• Discipline.
• Attitude.
• Flexibility.
• Personality.
• Strengths.
• Weakness.
The immediate supervisor gives his remarks (assessment) according to trainees work and also attaches his tests and assignments during training with that form.
These appraisal forms are sent to HRD for re evaluation and they keep these forms as a record of employee’s performance.
. PERFORMANCE APPRAISAL PROCESS AND METHODS
• Appraisal is essential for enhancing the productivity of employees and to bring quality improvements in the overall performance of the organization.
• At PC appraisal is done by the head of the specific department whose employee is being appraised. The appraisal method used at PC is “Graphical Rating Scale”.
• Employees’ promotion (or demotion) is finally approved by the HR Manager. Appraisals are conducted every three months a year.
• The most important factors that are considered while appraising an employee are:
o Appearance
o Conduct
o Professional Work
o Leadership & Teamwork
o Planning & Organization
o Initiative & Creativity
o Communication
o Training Skills
o Business Attitude & Operational Performance
o Achievements of Objectives
Besides this they also consider their customers feedback regarding employee performance in order to bring quality improvements.
• An immediate supervisor plays an important role in performance appraisal. The actual appraising is done by the immediate supervisor of each employee. After rating an employee the supervisor consults with the HR manger and then both of them decide how much to compensate each employee and who is to be promoted?
• When an employee is promoted, he/she is required to meet the new post requirements. For example qualification, the employee is ought to assure that he/she is the student of the required program.
It is essential that in any organization (may it be international or domestic organisation); the human resource management should be able to provide a working place with harmonious and good employment relationship. In the field of the international organization, the quality of management seems to be even more critical than in domestic operations. This is primarily because the nature of international business operations involves the complexities of operating in different countries and employing different national categories of workers (Oden, 1997). Yet, while it is recognized that HRM problems become more complex in the international arena, there is evidence to suggest that many companies underestimate the complexities involved in international operations.
The organization can use empowerment as a technique for improving employees’ satisfaction which is being undertaken by many organizations. Satisfying the employees can significantly create a good working relationship among employer and the employee. It involves responsibility and authority for decisions affecting the workplace, downwards through the organization. Thus, in an organization, employees need to be equally empowered. This empowerment results to an increased competence, self-esteem and self-respect, which are very important to one’s well-being. Moreover, creating an environment in the workplace that results in employees feeling better about themselves when they are in it results in love of their work.
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