netrashetty
Netra Shetty
American Hofmann Corporation is a design and production facility of balancing machines in Lynchburg, Virginia USA. It was opened in 1972.[3]
American Hofmann balancing machines cover a wide range of sizes and applications. Machines range from simple bench-top models to fully automatic, multi-station measuring and correction systems, as well as portable field balancers [2]. American Hofmann serves the automotive, electric motor, turbocharger, gas turbine, airline, digital media, pump, oil and gas, medical, textile, nuclear, military, and environmental industries.[4]
American Hofmann standard balancing machines include vertical, side-spindle, and horizontal balancers for rotor diameters from 0.3 mm to parts greater than four meters in diameter, and weights from 50 mg to 40 tons. Additionally, the company specializes in custom balancing machines designed for unique applications.[4]
Balancing services include contract balancing, balancing machine upgrades and retrofits[1], rotor analysis, training, and financing.
The Hofmann Brothers formed the balancing business Gebrueder Hofmann in Darmstadt, Germany in 1931.[3] Dionys Hofmann, the son of the one of the original founders, is the founder and current owner of American Hofmann Corporation, along with its balancing partner Hofmann Mess-und Auswuchttechnik.
Political factors whereby the company have to deal with the political interferences that may be practiced by the government. According to research, political systems of nations affect the conduct of businesses, for example, some countries practice collectivism while others practice capitalism political systems. For instance in UK, the government practices capitalism in that it allows factors of production to be privately owned and the government performs only limited duties that the private sector cannot perform unlike in collectivism and communism that stresses collective goals. Therefore, APC Company has no restrictions and hence we can conclude that it enjoys good external political environment. (Grant, 2005)
Economical factors which mainly deals with financial forces in the economic environment. Such factors include foreign exchange rates, currencies and global monetary systems like the use of Euro currency, inflation, counter trade, balance of payments, monetary policies, and fiscal policies among others. After carrying out careful analysis of these factors APS Company can determine if the economic factors of the country it is operating in are favourable or not. The economic factors have a significant impact on the market segment of and share of the company. (Kotler, 1996)
Social factors are other factors that the company has to consider before formulating its marketing strategies in relation to the society aspects. Forces within the society such as religion, family, social structure and education may influence positively or negatively the way APS Company will market its products. Social factors affect our attitude, opinions and interests on the way we view products from certain companies. (Kotler, 1996)
Technological factors are another key factor to given consideration before going getting products on the market. Many companies because of the concept of globalization are now experiencing advanced technologies. Globalization has taken centre stage and now many firms have increasingly utilized the use of e-commerce or Internet marketing. The technology of production has continued to develop leading to more premium brands being produced by the company to fulfil the new demands of the customers that keep changing with time. (Hollensen, 2004)
Legal factors are other factors that must be analyzed before entering into a market. The way the company operates in terms of operating rules of law for example how APS Company will have to cope the legal rules in the a country more importantly because it avoids conflicts and will enhance the success of the organization. The company has to be ethical in its practices.
Critically evaluate the ethical requirements for managing human resources within APS and show why this particular area is of paramount importance within a counselling firm.
Ethical norms are the moral standards that help us judge good from bad or right from wrong and living morally. They involve articulating the good habits or character that we should have, the consequences of our behavior on us and others and the duties that we are supposed to follow. As company, treating employees ethically implies being fair to them in all aspects of human management. Basically, ethics and ethical conduct is about being professional and transparent. The NCDA code of ethics has been formulated as a guide to counselors. The code of ethics offers defined principles, which can be used in different situations and settings. The code serves both the careers professional counselors and those who are getting services from the counselors so that they are in a position to understand their responsibilities and rights as consumers. (Grant, 2005)
Ethical requirements stipulates that the Employee's relations which are the relationship that exists between the employee and the employer. Or processes by which employees and their companies contract of work needs to be fair to all parties.. A good working relationship is required from both parties to maintain high production in the working place. For the employer to have a good relationship with his employees, the employer has to avoid disagreements with the employees. This can be achieved through, both parties honoring their agreements and the company offering better working terms can achieve this. In conuselling company ethical practices are more important because they will ensure that employees are also in a position to be ethical with the clients of the company. (Grant, 2005)
Counseling is very important in this 21st century when many people want information about personal development and enhancement. However, it is important the a company observe ethics in the profession so that they can offer better services for their clients. Ethics dictates that proper and professional ways be followed when the career counselor in performing his/her duties.
A Human Resource Management System (HRMS) refers to the systems and techniques and the relationship between Human Resource Management (HRM) and Information Technology (IT). It unites HRM as a control and particularly its fundamental HR processes and activities with the IT field, while the programming concept of the data processing systems developed into standardized functions and the packages of Enterprise Resource Planning (ERP) software. Entirely, these ERP systems have their source on software that incorporates information from diverse applications into one inclusive database. The association of its financial and HR modules by one database is the most significant feature to the independently and proprietary developed forerunners that creates Hr management program software both firm and flexible.
There are many online companies who are now started providing HRM Solutions suiting exact needs. Human resource management program software managing diverse aspects becomes easier. Some of them embrace: managing employee info, comprising job histories, salary, employee benefits and etc. other features of this software are it becomes very easier for speedy, precise and printable payroll, guarantee tax agreement, and managing government reporting.
HRMP is versatile in retaining the real time workflow statement by automating modified messages to salesperson and customers with employees for particular system events, by SMS, e-mail, or on-screen messaging services.
The accurate amalgamation of functionality and reporting devices aids your HR Department to bring the services efficiently. Nowadays, there are many software companies who are offering you with such kinds of tools. All the products are designed to suit the requirements of every organization. These are specifically created for HR professionals to help them reduce countless administrative tasks and allowing them to focal point on their employees and in organizational decisions which impacts the outcome.
Human resource management program is the foremost web enabled HR software; this software can be ranged to fit organizations with equipped thousands of employees. It provides you total foundation HR functionality and vigorous reporting facilities. Based on your unique needs, wants, this application can meet up the distinctive wants of all HR departments. These can be easily customized as per your requirements with the help of software division team.
PERFORMANCE APPRAISAL
A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor.
give importance to their employees at their work place because totally depend on their quality, so quality achieved by the on the bases their employees performance. So if employees are on right track so company gives incentives to their employees.
COMPENSATION BENEFIT
Compensation is a key part of Real Rewards package and helps to attract, motivate, and retain a workforce of top performers. Our philosophy is to provide and maintain disciplined compensation programs which value long-term relationships with employees while recognizing individual performance. is also committed to offering compensation packages, including base pay, short and long-term incentives and benefits, that are competitive in today’s market.
BASE PAY
Your base salary is the fixed portion of your pay. Base salaries are designed to be competitive, based on data specific to each position as measured in the marketplace. High performance over time is recognized by base pay that is higher than the market.
SHORT-TERM INCENTIVES
Short-term Incentive pay is designed to reward you for accomplishments during a specific performance period (typically annually). For most Staff and Division level positions, offers Awards for Performance Excellence. also offers a variety of Sales and Plant Incentive.
LONG-TERM INCENTIVES
Long-term Incentive plans, such as are designed to motivate and reward those in eligible leadership positions for the Company’s sustained success over a longer period, often three years or more. LTIP target award opportunities are set to be competitive within the market and are calculated as a percentage of pay
HEALTH AND WELLNESS
The health and wellness of our employees and their families are important to the Company as they are to you. That’s why offers a range of healthcare options through benefits program called .
Healthcare plans include preventive care, prescription drug benefits, and may cover certain alternative medical services. You are given the flexibility to choose the benefits that are right for you (and your family), including medical, dental and vision coverage
SPENDING ACCOUNTS
Flexible spending accounts are a great way to save on taxes. These plans allow you to put aside your pre-tax rupees to reimburse yourself for eligible out-of-pocket healthcare and dependent daycare expenses incurred during the year.
DISABILITY
There may be a time when you are unable to work due to an illness or injury that occurred outside of work. short-term and long-term disability plans offer financial protection during these periods to assist you in meeting your financial obligations.
New Functions of HRM
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 (Lengnick-Hall and Lengnick-Hall 2004).
3. HR as Knowledge Management Facilitator – It is not enough simply to hire employees and put them to work. Strategic capability requires a firm to be able to create and disseminate knowledge among its employees. HR can play a vital role in facilitating organization learning and knowledge sharing between employees, among departments, throughout the organization, and with external co-producers. An important aspect of human capital stewardship is identifying people who want to learn. Employees need to be able to learn and unlearn continuously, to teach and be taught (Lengnick-Hall and Lengnick-Hall 2004).
4. HR as Rapid Deployment Specialist – The rapid pace and constantly changing environment that many organizations and industries confront creates another new challenge and new function for HRM: rapid Deployment Specialist. Strategic capability requires competence in rapidly assembling, concentrating, and deploying specific configurations of human capital in order to achieve mission-specific strategic goals. Rapid deployment of human talent requires adaptable employees. Workers need to be adaptable, versatile, and tolerant of uncertainty to operate effectively in the constantly changing global market
American Hofmann balancing machines cover a wide range of sizes and applications. Machines range from simple bench-top models to fully automatic, multi-station measuring and correction systems, as well as portable field balancers [2]. American Hofmann serves the automotive, electric motor, turbocharger, gas turbine, airline, digital media, pump, oil and gas, medical, textile, nuclear, military, and environmental industries.[4]
American Hofmann standard balancing machines include vertical, side-spindle, and horizontal balancers for rotor diameters from 0.3 mm to parts greater than four meters in diameter, and weights from 50 mg to 40 tons. Additionally, the company specializes in custom balancing machines designed for unique applications.[4]
Balancing services include contract balancing, balancing machine upgrades and retrofits[1], rotor analysis, training, and financing.
The Hofmann Brothers formed the balancing business Gebrueder Hofmann in Darmstadt, Germany in 1931.[3] Dionys Hofmann, the son of the one of the original founders, is the founder and current owner of American Hofmann Corporation, along with its balancing partner Hofmann Mess-und Auswuchttechnik.
Political factors whereby the company have to deal with the political interferences that may be practiced by the government. According to research, political systems of nations affect the conduct of businesses, for example, some countries practice collectivism while others practice capitalism political systems. For instance in UK, the government practices capitalism in that it allows factors of production to be privately owned and the government performs only limited duties that the private sector cannot perform unlike in collectivism and communism that stresses collective goals. Therefore, APC Company has no restrictions and hence we can conclude that it enjoys good external political environment. (Grant, 2005)
Economical factors which mainly deals with financial forces in the economic environment. Such factors include foreign exchange rates, currencies and global monetary systems like the use of Euro currency, inflation, counter trade, balance of payments, monetary policies, and fiscal policies among others. After carrying out careful analysis of these factors APS Company can determine if the economic factors of the country it is operating in are favourable or not. The economic factors have a significant impact on the market segment of and share of the company. (Kotler, 1996)
Social factors are other factors that the company has to consider before formulating its marketing strategies in relation to the society aspects. Forces within the society such as religion, family, social structure and education may influence positively or negatively the way APS Company will market its products. Social factors affect our attitude, opinions and interests on the way we view products from certain companies. (Kotler, 1996)
Technological factors are another key factor to given consideration before going getting products on the market. Many companies because of the concept of globalization are now experiencing advanced technologies. Globalization has taken centre stage and now many firms have increasingly utilized the use of e-commerce or Internet marketing. The technology of production has continued to develop leading to more premium brands being produced by the company to fulfil the new demands of the customers that keep changing with time. (Hollensen, 2004)
Legal factors are other factors that must be analyzed before entering into a market. The way the company operates in terms of operating rules of law for example how APS Company will have to cope the legal rules in the a country more importantly because it avoids conflicts and will enhance the success of the organization. The company has to be ethical in its practices.
Critically evaluate the ethical requirements for managing human resources within APS and show why this particular area is of paramount importance within a counselling firm.
Ethical norms are the moral standards that help us judge good from bad or right from wrong and living morally. They involve articulating the good habits or character that we should have, the consequences of our behavior on us and others and the duties that we are supposed to follow. As company, treating employees ethically implies being fair to them in all aspects of human management. Basically, ethics and ethical conduct is about being professional and transparent. The NCDA code of ethics has been formulated as a guide to counselors. The code of ethics offers defined principles, which can be used in different situations and settings. The code serves both the careers professional counselors and those who are getting services from the counselors so that they are in a position to understand their responsibilities and rights as consumers. (Grant, 2005)
Ethical requirements stipulates that the Employee's relations which are the relationship that exists between the employee and the employer. Or processes by which employees and their companies contract of work needs to be fair to all parties.. A good working relationship is required from both parties to maintain high production in the working place. For the employer to have a good relationship with his employees, the employer has to avoid disagreements with the employees. This can be achieved through, both parties honoring their agreements and the company offering better working terms can achieve this. In conuselling company ethical practices are more important because they will ensure that employees are also in a position to be ethical with the clients of the company. (Grant, 2005)
Counseling is very important in this 21st century when many people want information about personal development and enhancement. However, it is important the a company observe ethics in the profession so that they can offer better services for their clients. Ethics dictates that proper and professional ways be followed when the career counselor in performing his/her duties.
A Human Resource Management System (HRMS) refers to the systems and techniques and the relationship between Human Resource Management (HRM) and Information Technology (IT). It unites HRM as a control and particularly its fundamental HR processes and activities with the IT field, while the programming concept of the data processing systems developed into standardized functions and the packages of Enterprise Resource Planning (ERP) software. Entirely, these ERP systems have their source on software that incorporates information from diverse applications into one inclusive database. The association of its financial and HR modules by one database is the most significant feature to the independently and proprietary developed forerunners that creates Hr management program software both firm and flexible.
There are many online companies who are now started providing HRM Solutions suiting exact needs. Human resource management program software managing diverse aspects becomes easier. Some of them embrace: managing employee info, comprising job histories, salary, employee benefits and etc. other features of this software are it becomes very easier for speedy, precise and printable payroll, guarantee tax agreement, and managing government reporting.
HRMP is versatile in retaining the real time workflow statement by automating modified messages to salesperson and customers with employees for particular system events, by SMS, e-mail, or on-screen messaging services.
The accurate amalgamation of functionality and reporting devices aids your HR Department to bring the services efficiently. Nowadays, there are many software companies who are offering you with such kinds of tools. All the products are designed to suit the requirements of every organization. These are specifically created for HR professionals to help them reduce countless administrative tasks and allowing them to focal point on their employees and in organizational decisions which impacts the outcome.
Human resource management program is the foremost web enabled HR software; this software can be ranged to fit organizations with equipped thousands of employees. It provides you total foundation HR functionality and vigorous reporting facilities. Based on your unique needs, wants, this application can meet up the distinctive wants of all HR departments. These can be easily customized as per your requirements with the help of software division team.
PERFORMANCE APPRAISAL
A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor.
give importance to their employees at their work place because totally depend on their quality, so quality achieved by the on the bases their employees performance. So if employees are on right track so company gives incentives to their employees.
COMPENSATION BENEFIT
Compensation is a key part of Real Rewards package and helps to attract, motivate, and retain a workforce of top performers. Our philosophy is to provide and maintain disciplined compensation programs which value long-term relationships with employees while recognizing individual performance. is also committed to offering compensation packages, including base pay, short and long-term incentives and benefits, that are competitive in today’s market.
BASE PAY
Your base salary is the fixed portion of your pay. Base salaries are designed to be competitive, based on data specific to each position as measured in the marketplace. High performance over time is recognized by base pay that is higher than the market.
SHORT-TERM INCENTIVES
Short-term Incentive pay is designed to reward you for accomplishments during a specific performance period (typically annually). For most Staff and Division level positions, offers Awards for Performance Excellence. also offers a variety of Sales and Plant Incentive.
LONG-TERM INCENTIVES
Long-term Incentive plans, such as are designed to motivate and reward those in eligible leadership positions for the Company’s sustained success over a longer period, often three years or more. LTIP target award opportunities are set to be competitive within the market and are calculated as a percentage of pay
HEALTH AND WELLNESS
The health and wellness of our employees and their families are important to the Company as they are to you. That’s why offers a range of healthcare options through benefits program called .
Healthcare plans include preventive care, prescription drug benefits, and may cover certain alternative medical services. You are given the flexibility to choose the benefits that are right for you (and your family), including medical, dental and vision coverage
SPENDING ACCOUNTS
Flexible spending accounts are a great way to save on taxes. These plans allow you to put aside your pre-tax rupees to reimburse yourself for eligible out-of-pocket healthcare and dependent daycare expenses incurred during the year.
DISABILITY
There may be a time when you are unable to work due to an illness or injury that occurred outside of work. short-term and long-term disability plans offer financial protection during these periods to assist you in meeting your financial obligations.
New Functions of HRM
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 (Lengnick-Hall and Lengnick-Hall 2004).
3. HR as Knowledge Management Facilitator – It is not enough simply to hire employees and put them to work. Strategic capability requires a firm to be able to create and disseminate knowledge among its employees. HR can play a vital role in facilitating organization learning and knowledge sharing between employees, among departments, throughout the organization, and with external co-producers. An important aspect of human capital stewardship is identifying people who want to learn. Employees need to be able to learn and unlearn continuously, to teach and be taught (Lengnick-Hall and Lengnick-Hall 2004).
4. HR as Rapid Deployment Specialist – The rapid pace and constantly changing environment that many organizations and industries confront creates another new challenge and new function for HRM: rapid Deployment Specialist. Strategic capability requires competence in rapidly assembling, concentrating, and deploying specific configurations of human capital in order to achieve mission-specific strategic goals. Rapid deployment of human talent requires adaptable employees. Workers need to be adaptable, versatile, and tolerant of uncertainty to operate effectively in the constantly changing global market
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