netrashetty
Netra Shetty
Aspyr Media, Inc. (pronounced /əˈspaɪər/) is an Austin, Texas based company that specializes in porting Windows games to Mac OS. It has been in business since 1996, and as of 2003 owns 60 percent of the Mac entertainment market. Aspyr has worked with partners like Universal, Paramount, Warner Bros., LucasArts, Electronic Arts, Activision and Eidos.
Aspyr's old logo. (1996-2001)
In recent years, it has begun porting console games to Windows and Game Boy Advance and publishing games, such as Wideload's Stubbs the Zombie in "Rebel Without a Pulse", for Mac OS, Windows, and the Xbox. In addition, Aspyr has produced and distributes several albums and documentaries.
Human resource management (HRM) is the creation, development and maintenance of an effective workforce, matching the requirement of the organization and responding to the environment (Naylor, 2004). It is in this context, as a part of HR practices, it is rightly pointed out that, Effective recruitment and selection strategy are the keys to the success of any organization. Recruitment consists of activities intended to identify sources of talent to meet the needs and then to attract the right number and kind of people for the right jobs at the time and places. The most important challenges in the recruitment and selection is finding and keeping the right people.
‘Right person approach’, ‘Culture fit model’ and ‘flexible person approach’ is the recruitment strategies followed in any organization (Price, 2004). When people are selected with required capabilities, they can perform the job without any training. Hence organizations prefer the right person, who has the capabilities, to do their job. For example, if the senior management recruits people who are already Chartered Institute of Personnel and Development (CIPD) qualified, they no need to give personality development training. This will reduce the training cost of the organization. Hence every organization will recruit the right person for the right job.
Large organizations have multiple jobs. If they recruit people with multi capabilities it can help them to switch over their jobs. Many organizations have multiple jobs. For example in prisons, they need people who are CIPD qualified to train the managers and team members. They are also needed people who are National Vocational Qualified to train prisoners with arithmetic’s and basic qualifications which will enable the prisoners to get job when they go out of the prisoners. Hence if they recruit people who are both CIPD and NVQ qualified personnel, it will help them to switch their jobs when there is a demand in certain places. Culture fit model will enable people to recruit people with multiple capabilities.
Flexible person approach is the most competitive advantage for any association. It will enable organization to recruit people to adapt even for the future changes. This will be most suitable for prison recruitment and selection strategy because senior management of ‘Cell Block’ is to restructure their organization in the future. If they selected flexible employees, they can adapt better even for the future changes. Moreover, they also need people to be flexible with prisoners because some of the prisoners will be mentally retarded, affected and drug addicts. Hence senior management need employees to be flexible with those prisoners to get work done form them and also need to train them so that they can get job outside when they go out of the prison. This reflects a long – term strategy, geared towards realizing talent for tomorrow’s requirements. Organization should identify a range of individuals required for the future. They will require training and development.
ANALYSIS OF IMPLEMENTED STRATEGIES
Our project study on HR practices at LTD. has enabled us to look beyond the text book concepts of HRM.
We also discovered as to which extent any corporate (such as LTD.) follows the latest HR trends and practices.
While moving along our project we have tried to build a logical reasoning for each and every activity that the HRM undertakes and how far they are successful for effective management of human capital.
Thus we have tried to suggest some innovations in HR activities at which might be helpful to further strengthen the HRM.
TRAINING:-
-The training procedures and methods undertaken at LTD. are quite simple and logical.
-It is interesting to note that even though employees of corporate office not have much to deal with site side, the training procedure takes care that they do undertake visits at sites and get acquainted with heart of the company and its real people and products.
- Thus it not only ensures the employees’ knowledge about the company they are working for but also enhances the prestige of the company when the details of the company are the top of their employees’ mind.
-In much similar situation in case of WORKS’ recruits are purely given the technical training concerned to them which is to some extent, logical. But then still even those employees need to have feel of the entire organization although may not be exhaustive as in case of corporate office recruits.
- Thus we suggest some sort of informal meetings arranged for them with the corporate employees at corporate premises, which not only enhance the interpersonal skills but also inculcate a bonding among the all the employees of the company.
Aspyr's old logo. (1996-2001)
In recent years, it has begun porting console games to Windows and Game Boy Advance and publishing games, such as Wideload's Stubbs the Zombie in "Rebel Without a Pulse", for Mac OS, Windows, and the Xbox. In addition, Aspyr has produced and distributes several albums and documentaries.
Human resource management (HRM) is the creation, development and maintenance of an effective workforce, matching the requirement of the organization and responding to the environment (Naylor, 2004). It is in this context, as a part of HR practices, it is rightly pointed out that, Effective recruitment and selection strategy are the keys to the success of any organization. Recruitment consists of activities intended to identify sources of talent to meet the needs and then to attract the right number and kind of people for the right jobs at the time and places. The most important challenges in the recruitment and selection is finding and keeping the right people.
‘Right person approach’, ‘Culture fit model’ and ‘flexible person approach’ is the recruitment strategies followed in any organization (Price, 2004). When people are selected with required capabilities, they can perform the job without any training. Hence organizations prefer the right person, who has the capabilities, to do their job. For example, if the senior management recruits people who are already Chartered Institute of Personnel and Development (CIPD) qualified, they no need to give personality development training. This will reduce the training cost of the organization. Hence every organization will recruit the right person for the right job.
Large organizations have multiple jobs. If they recruit people with multi capabilities it can help them to switch over their jobs. Many organizations have multiple jobs. For example in prisons, they need people who are CIPD qualified to train the managers and team members. They are also needed people who are National Vocational Qualified to train prisoners with arithmetic’s and basic qualifications which will enable the prisoners to get job when they go out of the prisoners. Hence if they recruit people who are both CIPD and NVQ qualified personnel, it will help them to switch their jobs when there is a demand in certain places. Culture fit model will enable people to recruit people with multiple capabilities.
Flexible person approach is the most competitive advantage for any association. It will enable organization to recruit people to adapt even for the future changes. This will be most suitable for prison recruitment and selection strategy because senior management of ‘Cell Block’ is to restructure their organization in the future. If they selected flexible employees, they can adapt better even for the future changes. Moreover, they also need people to be flexible with prisoners because some of the prisoners will be mentally retarded, affected and drug addicts. Hence senior management need employees to be flexible with those prisoners to get work done form them and also need to train them so that they can get job outside when they go out of the prison. This reflects a long – term strategy, geared towards realizing talent for tomorrow’s requirements. Organization should identify a range of individuals required for the future. They will require training and development.
ANALYSIS OF IMPLEMENTED STRATEGIES
Our project study on HR practices at LTD. has enabled us to look beyond the text book concepts of HRM.
We also discovered as to which extent any corporate (such as LTD.) follows the latest HR trends and practices.
While moving along our project we have tried to build a logical reasoning for each and every activity that the HRM undertakes and how far they are successful for effective management of human capital.
Thus we have tried to suggest some innovations in HR activities at which might be helpful to further strengthen the HRM.
TRAINING:-
-The training procedures and methods undertaken at LTD. are quite simple and logical.
-It is interesting to note that even though employees of corporate office not have much to deal with site side, the training procedure takes care that they do undertake visits at sites and get acquainted with heart of the company and its real people and products.
- Thus it not only ensures the employees’ knowledge about the company they are working for but also enhances the prestige of the company when the details of the company are the top of their employees’ mind.
-In much similar situation in case of WORKS’ recruits are purely given the technical training concerned to them which is to some extent, logical. But then still even those employees need to have feel of the entire organization although may not be exhaustive as in case of corporate office recruits.
- Thus we suggest some sort of informal meetings arranged for them with the corporate employees at corporate premises, which not only enhance the interpersonal skills but also inculcate a bonding among the all the employees of the company.
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