netrashetty
Netra Shetty
Human Resource Management of American Apparel : American Apparel (AMEX: APP) is the largest clothing manufacturer in the United States.[4] It is a vertically integrated clothing manufacturer, wholesaler, and retailer that also performs its own design, advertising, and marketing. It is best-known for making basic cotton knitwear such as T-shirts and underwear, but in recent years it has expanded—to include leggings, leotards, tank tops, vintage clothing, dresses, pants, denim, nail polish, bedding and accessories for men, women, children, babies and dogs.
HRM is to make the integration of organizational objectives and HR policies and practices. The organization views its human resources as the most important contributor to the company’s success. Because of this the HR department was appointed to develop strategies and policies that is geared towards the achievement of the company’s goals by making use of the human resources. In order for us to have a clear picture of how the HR department deliver people strategy let us have a look at the SHRM process.
1. Identifying the impact of the company’s gaols on specific departments.
The plans of the HR department are based on the strategic objectives of the organization. The objectives of the HR department are derived from the overall strategy of the company.
2. Identifying the knowledge, skills, expertise and total number of employees required to achieve the organizational and functional and departmental objectives.
The top management encourages every department to come up with their own objectives and goals. Based on these goals, the knowledge, skills and expertise required are determined. The HR department makes sure that the company have access to adequate pool of knowledge, skills and abilities.
3. Determining the additional human resources requirements in light of the organization’s current human resources.
The HR department is responsible in keeping track with the current condition of the company’s human resources. The HR department is responsible for making sure that the human resources requirements are satisfied in order to keep the operation flowing.
4. Developing specific action plans to meet anticipated human resources.
The HR department makes a plan in order to accommodate the people in the organization. The HR department provides training for the new employees and makes sure that the knowledge and skills of the current employees are always updated.
Let us now discuss the case of Cadbury. Because of the changes that happened in the company brought about by its growth and acquisition strategy, the company needs to adapt to its new environment. The company started to give importance to delivering shareholder performance. This new business spotlight is communicated to every department and to every one in the company. The company made sure that its entire people understand and contribute to the company’s new business spotlight. The different HR programs and policies that are in effect in Cadbury Schweppes are geared toward achieving the organizational objectives. First, the program called “Managing for Value” is aimed at the enhancement of employee knowledge of how the company could be more profitable. This program is coupled with the “Three A’s” policy (Accountable, Adaptable, and Aggressive). We can say that the HR department is able to deliver people strategy by helping the employees adapt to the new organizational culture. The HR department helps the employees to become results-focused, be commercially focused on growth and be aggressive. In order to ensure that the employee’s individual goals are linked to the organizational goals, the employees went on a five-day programme. In addition, to make employees feel a sense of ownership, the company has introduced two share schemes. The HR is able to deliver people strategy by motivating employees through the company’s share schemes. The company also strives to create an environment where every employee can build relationships with co-workers. This is evident in the result of the company’s first global climate survey. Over 90% of the employees felt they are part of a team. In addition, the global climate survey also revealed that the employees understood the business’s purpose and values and its local priorities, they also added that they felt proud to work for Cadbury Schweppes. Collaboration has become important since the acquisitions of different companies. “Working Together” provided more than 50 online tools for people to undertake in order to work more collaboratively than they were used to. In order to deliver people strategy, the HR department focused on motivating and coaching employees to unlock their full potential. With this thinking, the company introduced “Growing our People”, a program focusing on behaviors and unlocking the potential of people at different levels of the business.
HR VISION
Lead and Facilitate continuous change towards organizational excellence ; create a learning and vibrant organization with high sense of pride amongst its members.
HR INITIATIVES
• Prepare MUL Strategic Business Plan-2000-2003; To achieve the Vision & Goal
• Improve the performance Appraisal system - it’s process, skill & usage
• Introduce a Potential Appraisal System
• Improvements in internal & external Training & it’s effective utilization. Training need identification
• Systematic career planning ; Job Rotation ; Empowerment; Job enrichment
• Periodic communication meeting at various level; Roll out of Vision
• Raise cost consciousness for cost control and reduction
• Exposure on Brand Strategy to all non- marketing staff
• Retention of Talent
CULTURE BUILDING INITIATIVES SINCE INCEPTION
Japanese Management philosophy of Team Spirit
• Common uniform
• Open office
• Common Canteen
• Open Office – Easy accessibility, Speedy
• Communication and decision making
• Morning Meetings
• Morning Exercises
FOCUS OF EFFECTIVE MANAGEMENT PROCESS SINCE INCEPTION
• Management Committee Meetings – every Tuesday
• •Single unaffiliated Union
• Excellent Industrial Relation scenario
• No loss of monday due to strike/lockout etc. in past 5 yrs.
• Maruti Udyog Sahyog Samiti – a forum for non unionized staff.
• Declared organization structure Workers (Technical / Assistant.), Supervisors, Executives, Managers
• Top Driven HR – MD is also Director HR
• HR’s role of a facilitator
• Line managers as HR Managers
• Year of the Customer –
• HR Internal Customer Focus
• Focus on Internal & External Customer
The term Management has different meaning in different perspective. The meaning varies with the person to whom it is referred to. In general we can say that management is a process that involves planning, managing resources to accomplish the set objectives, and measuring the results got. When we say resources we mean to say not only the human resources but also the other resources (financial resources, materials required, machineries involved etc.) that are needed to accomplish a task or an objective.
There is a common perception that management involves only the managers and the people involved with the management of the company. It is definitely not so. Each an every person in an organization has some tasks that involves managing some resource and reporting about that resource to the higher authority.
HRM is to make the integration of organizational objectives and HR policies and practices. The organization views its human resources as the most important contributor to the company’s success. Because of this the HR department was appointed to develop strategies and policies that is geared towards the achievement of the company’s goals by making use of the human resources. In order for us to have a clear picture of how the HR department deliver people strategy let us have a look at the SHRM process.
1. Identifying the impact of the company’s gaols on specific departments.
The plans of the HR department are based on the strategic objectives of the organization. The objectives of the HR department are derived from the overall strategy of the company.
2. Identifying the knowledge, skills, expertise and total number of employees required to achieve the organizational and functional and departmental objectives.
The top management encourages every department to come up with their own objectives and goals. Based on these goals, the knowledge, skills and expertise required are determined. The HR department makes sure that the company have access to adequate pool of knowledge, skills and abilities.
3. Determining the additional human resources requirements in light of the organization’s current human resources.
The HR department is responsible in keeping track with the current condition of the company’s human resources. The HR department is responsible for making sure that the human resources requirements are satisfied in order to keep the operation flowing.
4. Developing specific action plans to meet anticipated human resources.
The HR department makes a plan in order to accommodate the people in the organization. The HR department provides training for the new employees and makes sure that the knowledge and skills of the current employees are always updated.
Let us now discuss the case of Cadbury. Because of the changes that happened in the company brought about by its growth and acquisition strategy, the company needs to adapt to its new environment. The company started to give importance to delivering shareholder performance. This new business spotlight is communicated to every department and to every one in the company. The company made sure that its entire people understand and contribute to the company’s new business spotlight. The different HR programs and policies that are in effect in Cadbury Schweppes are geared toward achieving the organizational objectives. First, the program called “Managing for Value” is aimed at the enhancement of employee knowledge of how the company could be more profitable. This program is coupled with the “Three A’s” policy (Accountable, Adaptable, and Aggressive). We can say that the HR department is able to deliver people strategy by helping the employees adapt to the new organizational culture. The HR department helps the employees to become results-focused, be commercially focused on growth and be aggressive. In order to ensure that the employee’s individual goals are linked to the organizational goals, the employees went on a five-day programme. In addition, to make employees feel a sense of ownership, the company has introduced two share schemes. The HR is able to deliver people strategy by motivating employees through the company’s share schemes. The company also strives to create an environment where every employee can build relationships with co-workers. This is evident in the result of the company’s first global climate survey. Over 90% of the employees felt they are part of a team. In addition, the global climate survey also revealed that the employees understood the business’s purpose and values and its local priorities, they also added that they felt proud to work for Cadbury Schweppes. Collaboration has become important since the acquisitions of different companies. “Working Together” provided more than 50 online tools for people to undertake in order to work more collaboratively than they were used to. In order to deliver people strategy, the HR department focused on motivating and coaching employees to unlock their full potential. With this thinking, the company introduced “Growing our People”, a program focusing on behaviors and unlocking the potential of people at different levels of the business.
HR VISION
Lead and Facilitate continuous change towards organizational excellence ; create a learning and vibrant organization with high sense of pride amongst its members.
HR INITIATIVES
• Prepare MUL Strategic Business Plan-2000-2003; To achieve the Vision & Goal
• Improve the performance Appraisal system - it’s process, skill & usage
• Introduce a Potential Appraisal System
• Improvements in internal & external Training & it’s effective utilization. Training need identification
• Systematic career planning ; Job Rotation ; Empowerment; Job enrichment
• Periodic communication meeting at various level; Roll out of Vision
• Raise cost consciousness for cost control and reduction
• Exposure on Brand Strategy to all non- marketing staff
• Retention of Talent
CULTURE BUILDING INITIATIVES SINCE INCEPTION
Japanese Management philosophy of Team Spirit
• Common uniform
• Open office
• Common Canteen
• Open Office – Easy accessibility, Speedy
• Communication and decision making
• Morning Meetings
• Morning Exercises
FOCUS OF EFFECTIVE MANAGEMENT PROCESS SINCE INCEPTION
• Management Committee Meetings – every Tuesday
• •Single unaffiliated Union
• Excellent Industrial Relation scenario
• No loss of monday due to strike/lockout etc. in past 5 yrs.
• Maruti Udyog Sahyog Samiti – a forum for non unionized staff.
• Declared organization structure Workers (Technical / Assistant.), Supervisors, Executives, Managers
• Top Driven HR – MD is also Director HR
• HR’s role of a facilitator
• Line managers as HR Managers
• Year of the Customer –
• HR Internal Customer Focus
• Focus on Internal & External Customer
The term Management has different meaning in different perspective. The meaning varies with the person to whom it is referred to. In general we can say that management is a process that involves planning, managing resources to accomplish the set objectives, and measuring the results got. When we say resources we mean to say not only the human resources but also the other resources (financial resources, materials required, machineries involved etc.) that are needed to accomplish a task or an objective.
There is a common perception that management involves only the managers and the people involved with the management of the company. It is definitely not so. Each an every person in an organization has some tasks that involves managing some resource and reporting about that resource to the higher authority.
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