netrashetty
Netra Shetty
Human Resource Management of Alienware : Alienware is an American computer hardware company and a wholly owned subsidiary of Dell, Inc.[1] It mainly assembles third party components into desktops and laptops with custom enclosures for high-performance gaming. These products also support graphically intense applications such as video editing, simulation, and audio editing. Alienware also offers for sale rebadged computer peripherals, such as headsets, computer mouses, monitors and keyboards. Their hardware has distinctive "sci-fi" styling, typically including decorative lighting. Alienware was founded in 1996 by Nelson Gonzalez and Alex Aguila. Alienware's corporate headquarters is located in The Hammocks, unincorporated Miami-Dade County, Florida, near Miami.[2][3]
Compensation & Benefits
An important function of the HR department, compensation refers to the current salary that is paid to the employees. Deciding the compensation for new employees, for the old ones based on their performance and devising competitive salaries is the job of an HE executive. Benefits include the health benefits, dental benefits and other such benefits that are provided by the organization to its employees. A proper record of such benefits availed by the employees needs to be maintained and the maintenance of this record is the responsibility of the HR department. This is a delicate human resources issues and needs to be handled with care and professionalism.
Leave Management
The HR department looks after the leave management of the employees. They need to maintain proper records of the number of leaves entitled to the employees, the leaves taken and the balance. It is also responsible for looking after the employees' attendance and regularity. The HR department needs to update the leaves as per the changes in the laws too.
Discipline & Decorum
It is the unfortunate responsibility of the HR department to arrange for disciplinary action on the employees who are guilty of missing out too many days of work, not following the rules and regulations of the company and who refuse to follow the company policies. This will ensure that there is discipline in the organization.
Safety
The safety requirements of the organization are of paramount importance. It is the responsibility of the HR department to draft the safety policies to be followed by the organization and to implement them.
Human Resources Salary
The salaries of the various people working in the HR department varies according to their qualifications, experience and their current designations. Depending on your qualifications, the salary could range between $48,000 to $80,000 yearly. The entry level salary range for the HR personnel differs according to the designations they hold and is roughly between $30,000 to $85,000. As you climb up the corporate ladder in terms of experience and designation, both, you can expect to earn around $250,000 too! (Vice President Level)
Apart from the above, the human resource manager job description also include the following -
* The HR managers work closely with the company lawyers to sort out the corporate issues and suits filed against the organization.
* The HR managers are required to play an important part in the determination of the annual budget of the organization. The HR manager conducts the benefits, performance appraisals and the salary hikes, so he is in a position to determine the increase in the organizational spending.
* Any changes in the staffing of the organization needs to be handled by the HR manager.
* The HR manager is in charge of the employee motivation and needs to resolve issues which hinder employee performance.
This is the effective way of organizing the workforce by the adoption of a specific strategy, where employees' performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin.
Strategic human resource management is "human resource management" carried out in a strategic way. The human resource activities are linked to the achievement of the organization's overall objectives.
This is the new way of managing human resources as compared to personnel management.
To ensure a high probability of success in the implementation of strategic human resource management, a number of things are necessary.
* Strategic recruitment where the right person is selected to fill the right job and according to organizational needs
o Using the right mix of incentives to motivate and engage employees who then can concentrate improving their performance
o Appointment of the right HR Head to provide the necessary leadership in making HR as a strategic partner
o An HR mission statement with well defined HR objectives drawn up in alignment with the overall organizational objectives
o Provision of the right set of training to every level of employees on an on-going basis
o Performance management system to identify high-performing employees for the purpose of giving rewards befitting their performance, work quality and output
Issues of SHRM
The strategic human resource choices involved in low cost of production strategy include:
* Train some of the employees in the area of time management, material handling at work etc.
* Retrenchment of surplus employees caused due to superior speed
* Pay for performance
* Promotions based on efficiency
* High quality work environment at the production place.
These human resource issues are also known as functional strategies of HRM.
Approach to SHRM
This is the new way of managing people ensuing from the strategic human resource definition.
Human resources with all the competencies and potential are required to attain the HR objectives. These objectives are aligned to the organizational objectives by way of a strategic plan.
By achieving the human resource objectives, HR helps to achieve the business plan.
Role of SHRM
Strategic management of employees emphasizes the HR strategic role. This stems from the argument of many "gurus" on HR strategic importance.
One of the foremost things we need to know is the scope of the strategic HR and how successful organizations are leveraging their success on strategic human resource management
The HR roles according to Ulrich (1997) are:
1. Management of strategic human resources
The focus of this role is on the alignment of the HR strategies and practices to the business strategy. The HR professional becomes a strategic partner that creates a concrete HR practices based on the organization’s strategy.
2. Change and transformation management
This role is also seen as a source of added value to the organization. The HR professionals must help to identify and implement the change processes all throughout the organization. The HR professionals act as mediums and guards of cultural changes.
3. Employee management
This role address issues such as the daily problems, expectations and needs of employees. Identifying and meeting the specific needs of the employees will result to better employee contribution.
4. Management of the administration of the organization
The role of HRM is to make sure that the administrative processes like involving hiring, training, evaluation and promotion are designed and delivered efficiently and correctly.
New Functions of HRM
I cannot emphasize enough the importance of viewing HRM as a strategic partner of the organization. The company needs to develop new functions of HRM and to enlist the HR department in the achievement of the company goals and objectives. Over the years, the functions and responsibilities of HRM has changed. The HR department of High Air must serve the following functions:
1. HR as Human Capital Steward – As a Human Capital Steward, HR contributes to strategic capabilities by developing, leveraging, renewing, and nurturing a firm’s stock of knowledge, skills, abilities, interests, and talents. HR is there to help ensure that every individual is able to make value added contributions by identifying and cultivating individual competencies and capabilities. HR delivers people strategy by ensuring that renewal and rejuvenation are on-going activities. HR contributes to organizational success by initiating training and development activities and by creating a culture of continuous learning (Lengnick-Hall and Lengnick-Hall 2004).
2. HR as Relationship Builder – The role of Relationship Builder focuses on creating programs and practices that enable employees to encourage, facilitate, nourish, and sustain relationships among fellow employees, customers, suppliers, firms in complementary arenas, and at times, even rivals. HR can deliver people strategy by contributing to a firm’s ability to leverage its resources and develop strategic capabilities and core competencies by helping individuals build a strong web of relationships
Compensation & Benefits
An important function of the HR department, compensation refers to the current salary that is paid to the employees. Deciding the compensation for new employees, for the old ones based on their performance and devising competitive salaries is the job of an HE executive. Benefits include the health benefits, dental benefits and other such benefits that are provided by the organization to its employees. A proper record of such benefits availed by the employees needs to be maintained and the maintenance of this record is the responsibility of the HR department. This is a delicate human resources issues and needs to be handled with care and professionalism.
Leave Management
The HR department looks after the leave management of the employees. They need to maintain proper records of the number of leaves entitled to the employees, the leaves taken and the balance. It is also responsible for looking after the employees' attendance and regularity. The HR department needs to update the leaves as per the changes in the laws too.
Discipline & Decorum
It is the unfortunate responsibility of the HR department to arrange for disciplinary action on the employees who are guilty of missing out too many days of work, not following the rules and regulations of the company and who refuse to follow the company policies. This will ensure that there is discipline in the organization.
Safety
The safety requirements of the organization are of paramount importance. It is the responsibility of the HR department to draft the safety policies to be followed by the organization and to implement them.
Human Resources Salary
The salaries of the various people working in the HR department varies according to their qualifications, experience and their current designations. Depending on your qualifications, the salary could range between $48,000 to $80,000 yearly. The entry level salary range for the HR personnel differs according to the designations they hold and is roughly between $30,000 to $85,000. As you climb up the corporate ladder in terms of experience and designation, both, you can expect to earn around $250,000 too! (Vice President Level)
Apart from the above, the human resource manager job description also include the following -
* The HR managers work closely with the company lawyers to sort out the corporate issues and suits filed against the organization.
* The HR managers are required to play an important part in the determination of the annual budget of the organization. The HR manager conducts the benefits, performance appraisals and the salary hikes, so he is in a position to determine the increase in the organizational spending.
* Any changes in the staffing of the organization needs to be handled by the HR manager.
* The HR manager is in charge of the employee motivation and needs to resolve issues which hinder employee performance.
This is the effective way of organizing the workforce by the adoption of a specific strategy, where employees' performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin.
Strategic human resource management is "human resource management" carried out in a strategic way. The human resource activities are linked to the achievement of the organization's overall objectives.
This is the new way of managing human resources as compared to personnel management.
To ensure a high probability of success in the implementation of strategic human resource management, a number of things are necessary.
* Strategic recruitment where the right person is selected to fill the right job and according to organizational needs
o Using the right mix of incentives to motivate and engage employees who then can concentrate improving their performance
o Appointment of the right HR Head to provide the necessary leadership in making HR as a strategic partner
o An HR mission statement with well defined HR objectives drawn up in alignment with the overall organizational objectives
o Provision of the right set of training to every level of employees on an on-going basis
o Performance management system to identify high-performing employees for the purpose of giving rewards befitting their performance, work quality and output
Issues of SHRM
The strategic human resource choices involved in low cost of production strategy include:
* Train some of the employees in the area of time management, material handling at work etc.
* Retrenchment of surplus employees caused due to superior speed
* Pay for performance
* Promotions based on efficiency
* High quality work environment at the production place.
These human resource issues are also known as functional strategies of HRM.
Approach to SHRM
This is the new way of managing people ensuing from the strategic human resource definition.
Human resources with all the competencies and potential are required to attain the HR objectives. These objectives are aligned to the organizational objectives by way of a strategic plan.
By achieving the human resource objectives, HR helps to achieve the business plan.
Role of SHRM
Strategic management of employees emphasizes the HR strategic role. This stems from the argument of many "gurus" on HR strategic importance.
One of the foremost things we need to know is the scope of the strategic HR and how successful organizations are leveraging their success on strategic human resource management
The HR roles according to Ulrich (1997) are:
1. Management of strategic human resources
The focus of this role is on the alignment of the HR strategies and practices to the business strategy. The HR professional becomes a strategic partner that creates a concrete HR practices based on the organization’s strategy.
2. Change and transformation management
This role is also seen as a source of added value to the organization. The HR professionals must help to identify and implement the change processes all throughout the organization. The HR professionals act as mediums and guards of cultural changes.
3. Employee management
This role address issues such as the daily problems, expectations and needs of employees. Identifying and meeting the specific needs of the employees will result to better employee contribution.
4. Management of the administration of the organization
The role of HRM is to make sure that the administrative processes like involving hiring, training, evaluation and promotion are designed and delivered efficiently and correctly.
New Functions of HRM
I cannot emphasize enough the importance of viewing HRM as a strategic partner of the organization. The company needs to develop new functions of HRM and to enlist the HR department in the achievement of the company goals and objectives. Over the years, the functions and responsibilities of HRM has changed. The HR department of High Air must serve the following functions:
1. HR as Human Capital Steward – As a Human Capital Steward, HR contributes to strategic capabilities by developing, leveraging, renewing, and nurturing a firm’s stock of knowledge, skills, abilities, interests, and talents. HR is there to help ensure that every individual is able to make value added contributions by identifying and cultivating individual competencies and capabilities. HR delivers people strategy by ensuring that renewal and rejuvenation are on-going activities. HR contributes to organizational success by initiating training and development activities and by creating a culture of continuous learning (Lengnick-Hall and Lengnick-Hall 2004).
2. HR as Relationship Builder – The role of Relationship Builder focuses on creating programs and practices that enable employees to encourage, facilitate, nourish, and sustain relationships among fellow employees, customers, suppliers, firms in complementary arenas, and at times, even rivals. HR can deliver people strategy by contributing to a firm’s ability to leverage its resources and develop strategic capabilities and core competencies by helping individuals build a strong web of relationships
Last edited by a moderator: