netrashetty
Netra Shetty
Human Resource Management of American Express : American Express Company (NYSE: AXP), sometimes known as AmEx, is a diversified global financial services company headquartered in New York City. Founded in 1850, it is one of the 30 components of the Dow Jones Industrial Average. The company is best known for its credit card, charge card, and traveler's cheque businesses. Amex cards account for approximately 24% of the total dollar volume of credit card transactions in the US, the highest of any card issuer.[4][5]
BusinessWeek and Interbrand ranked American Express as the 22nd most valuable brand in the world, estimating the brand to be worth US$14.97 billion.[6] Fortune listed Amex as one of the top 30 Most Admired Companies in the World.[7]
The company's mascot, adopted in 1958, is a Roman gladiator[8] whose image appears on the company's travelers' cheques and charge cards.
HRM in modern organizations includes the activities concerning workforce planning, recruitment of talent, induction or onboarding, training and development, and compensation and performance appraisal. HRM may also extend to cover travel management, labor relations, and employee benefits administration.
At the higher level, HRM strategy deals with the best ways to implement HRM policies. While an organization's HRM policies may cover several aspects such as recruitment, training, appraisals, and compensation, an overall strategy is required to align all areas of HRM.
Several universities offer programs for the study of HRM. The first institute for the college-level study of HRM, the School of Industrial and Labor Relations was set up by Cornell University. Since then, a number of colleges in the US have initiated courses for the study of HRM. Some of these include the University of Minnesota, Michigan State University, and Ohio State University.
HRM may include jobs that cover general HRM functions or specialized HRM functions. There may be careers only concerning recruitment and placement, or there may be positions only for training development managers. Sometimes, compensation and benefits tasks are handled by compensation analysts or salary administrators.
Apart from the regular graduate colleges offering programs in HRM, there are a great many other courses available for managers who may want to upgrade themselves or take refresher courses in order to enhance career options or just improve their knowledge of the subject. Post-graduate diploma programs are available in several eminent colleges. These deal with the new innovations in the field of HRM and familiarize people with the latest developments in the field.
Three selection tools that I would use for a hiring program at a supermarket
When hiring employees to work in a supermarket program, the three selection tools which the HRM should put in use are
1. Requesting for an application
2. Carrying out an interview
3. Giving references
These three tools are important and vital for selecting an employee for a supermarket since they give important and pertinent information about the person to be hired. The benefit of using these three selection tools is clear, to work in a supermarket does not require professional skills and generally the HRM is interested in knowing that the candidate to be employed poses essential skills and can easily adjust to the supermarket setting. Application from the candidate gives you the chance to review if the person has the required skills, carrying out an interview allows you to meet the candidate and see if he/she can handle the work, while references gives a chance to check behavior or character of the prospective employee.(Maund, 2001)
What I think is the best selection tool or combination of selection tools.
For the position of working in the supermarket, the three tools that have been discussed above will all be used in order to get the best candidate. Since working in the supermarket may involve handling cash transaction, it is important that the some in-depth information about the candidate is obtained. To get all these information, all the three tools has to be applied.
Justifying my choice by describing the advantages selected tools
First, the application letter will provide important information, the applicant letter will allow me to know whether the candidate is able to fluently read and comprehend English. Since having a job in the supermarket will need the person to have a good understanding of English language in order to understand each advert place on the various products. Supposing a candidate successfully writes an application without any difficulties, then it assures you that this candidate is qualified to handle supermarket work. (Legge, 1995)
Carrying out an interview is extremely crucial; interviewing process is a significant aspect in the selection of employees. Carrying out an interview gives you an opportunity of meeting the prospective employees and gives you a chance to get a personal impression of the person you want to hire. You get a chance to match the individual with what appears on the application form. More important the interview process grants you an occasion to ask any particular question or issue which is not covered in the application. At the same moment you get an n opportunity to get to see the manner in which the person presents him/herself. How is this person glomming? How does he feel about the job? Does he like the company? Such questions can only be answered during the interview. (Hook, 2005)
The last section tool is references, it is important that you counter check the personal impression which you have developed about the candidate. Thus, you can call or write to the references provided to make inquires regarding the characters and behaviors of the person. Though in many cases the references provided can not provide negative information regarding the candidate, it is possible that they may provide some insightful information. This selection tool is important in knowing how other people view the candidate. (Hook, 2005)
Whether I would use the same selection method for hiring the position in my final project? Explain your answer.
For my final project, probably I will be looking for professional candidate for example a senior accountant. For this position, the above three selection methods will be used a primary method to eliminate and reduce the number of candidates. Nonetheless, since this position calls for more accountability and responsibilities, extra thoroughly hiring method has to be applied. The person to take this position will be required to posses advanced credential on top of being able to manage added duties. (Sparrow and Hilltop, 1994)
Thus, part from the three selection tools, a background check about the candidates will be done so that more information personal information is availed regarding the candidate. The position for senior accountant means that the person will be handling confidential information regarding financial performance of the company and even of other employees. Getting background information about the candidate would reveal if the prospective candidate has ever been involved in any previous deals which can be seen to be dubious and putting his integrity in question. (Sparrow and Hilltop, 1994)
In addition to that, I will also carry out a personality test to make sure that the person I select is a steadfast person who has focus and a strong personality. This is necessary since the position is sensitive and the person may be influenced to make unprofessional practices if he/she dos not posses strong personality.
Putting in use all the above discussed selection tools before selecting a candidate will greatly ensure that a best candidate is hired for the final project position of a senior accountant.
Training
Maruti arranges the training at several intervals. The training is mandatory for all the employees. The training schedule of all employees is maintained by the HR manager.
EDP
In the EDP Department following are managed:
Post Sale Process is managed.
Sales Analysis is done.
Backup is taken time to time.
IMPORTANCE OF TRAINING
Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.
• Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.
• Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees
.
• Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.
• Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.
• Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.
• Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.
• Quality – Training and Development helps in improving upon the quality of work and work-life.
• Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.
• Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.
• Morale – Training and Development helps in improving the morale of the work force.
• Image – Training and Development helps in creating a better corporate image.
• Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation.
• Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies
• Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.
BusinessWeek and Interbrand ranked American Express as the 22nd most valuable brand in the world, estimating the brand to be worth US$14.97 billion.[6] Fortune listed Amex as one of the top 30 Most Admired Companies in the World.[7]
The company's mascot, adopted in 1958, is a Roman gladiator[8] whose image appears on the company's travelers' cheques and charge cards.
HRM in modern organizations includes the activities concerning workforce planning, recruitment of talent, induction or onboarding, training and development, and compensation and performance appraisal. HRM may also extend to cover travel management, labor relations, and employee benefits administration.
At the higher level, HRM strategy deals with the best ways to implement HRM policies. While an organization's HRM policies may cover several aspects such as recruitment, training, appraisals, and compensation, an overall strategy is required to align all areas of HRM.
Several universities offer programs for the study of HRM. The first institute for the college-level study of HRM, the School of Industrial and Labor Relations was set up by Cornell University. Since then, a number of colleges in the US have initiated courses for the study of HRM. Some of these include the University of Minnesota, Michigan State University, and Ohio State University.
HRM may include jobs that cover general HRM functions or specialized HRM functions. There may be careers only concerning recruitment and placement, or there may be positions only for training development managers. Sometimes, compensation and benefits tasks are handled by compensation analysts or salary administrators.
Apart from the regular graduate colleges offering programs in HRM, there are a great many other courses available for managers who may want to upgrade themselves or take refresher courses in order to enhance career options or just improve their knowledge of the subject. Post-graduate diploma programs are available in several eminent colleges. These deal with the new innovations in the field of HRM and familiarize people with the latest developments in the field.
Three selection tools that I would use for a hiring program at a supermarket
When hiring employees to work in a supermarket program, the three selection tools which the HRM should put in use are
1. Requesting for an application
2. Carrying out an interview
3. Giving references
These three tools are important and vital for selecting an employee for a supermarket since they give important and pertinent information about the person to be hired. The benefit of using these three selection tools is clear, to work in a supermarket does not require professional skills and generally the HRM is interested in knowing that the candidate to be employed poses essential skills and can easily adjust to the supermarket setting. Application from the candidate gives you the chance to review if the person has the required skills, carrying out an interview allows you to meet the candidate and see if he/she can handle the work, while references gives a chance to check behavior or character of the prospective employee.(Maund, 2001)
What I think is the best selection tool or combination of selection tools.
For the position of working in the supermarket, the three tools that have been discussed above will all be used in order to get the best candidate. Since working in the supermarket may involve handling cash transaction, it is important that the some in-depth information about the candidate is obtained. To get all these information, all the three tools has to be applied.
Justifying my choice by describing the advantages selected tools
First, the application letter will provide important information, the applicant letter will allow me to know whether the candidate is able to fluently read and comprehend English. Since having a job in the supermarket will need the person to have a good understanding of English language in order to understand each advert place on the various products. Supposing a candidate successfully writes an application without any difficulties, then it assures you that this candidate is qualified to handle supermarket work. (Legge, 1995)
Carrying out an interview is extremely crucial; interviewing process is a significant aspect in the selection of employees. Carrying out an interview gives you an opportunity of meeting the prospective employees and gives you a chance to get a personal impression of the person you want to hire. You get a chance to match the individual with what appears on the application form. More important the interview process grants you an occasion to ask any particular question or issue which is not covered in the application. At the same moment you get an n opportunity to get to see the manner in which the person presents him/herself. How is this person glomming? How does he feel about the job? Does he like the company? Such questions can only be answered during the interview. (Hook, 2005)
The last section tool is references, it is important that you counter check the personal impression which you have developed about the candidate. Thus, you can call or write to the references provided to make inquires regarding the characters and behaviors of the person. Though in many cases the references provided can not provide negative information regarding the candidate, it is possible that they may provide some insightful information. This selection tool is important in knowing how other people view the candidate. (Hook, 2005)
Whether I would use the same selection method for hiring the position in my final project? Explain your answer.
For my final project, probably I will be looking for professional candidate for example a senior accountant. For this position, the above three selection methods will be used a primary method to eliminate and reduce the number of candidates. Nonetheless, since this position calls for more accountability and responsibilities, extra thoroughly hiring method has to be applied. The person to take this position will be required to posses advanced credential on top of being able to manage added duties. (Sparrow and Hilltop, 1994)
Thus, part from the three selection tools, a background check about the candidates will be done so that more information personal information is availed regarding the candidate. The position for senior accountant means that the person will be handling confidential information regarding financial performance of the company and even of other employees. Getting background information about the candidate would reveal if the prospective candidate has ever been involved in any previous deals which can be seen to be dubious and putting his integrity in question. (Sparrow and Hilltop, 1994)
In addition to that, I will also carry out a personality test to make sure that the person I select is a steadfast person who has focus and a strong personality. This is necessary since the position is sensitive and the person may be influenced to make unprofessional practices if he/she dos not posses strong personality.
Putting in use all the above discussed selection tools before selecting a candidate will greatly ensure that a best candidate is hired for the final project position of a senior accountant.
Training
Maruti arranges the training at several intervals. The training is mandatory for all the employees. The training schedule of all employees is maintained by the HR manager.
EDP
In the EDP Department following are managed:
Post Sale Process is managed.
Sales Analysis is done.
Backup is taken time to time.
IMPORTANCE OF TRAINING
Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.
• Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.
• Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees
.
• Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.
• Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.
• Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.
• Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.
• Quality – Training and Development helps in improving upon the quality of work and work-life.
• Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.
• Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.
• Morale – Training and Development helps in improving the morale of the work force.
• Image – Training and Development helps in creating a better corporate image.
• Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation.
• Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies
• Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.
Last edited by a moderator: