netrashetty
Netra Shetty
Human Resource Management of Corning Incorporated : Corning Incorporated (NYSE: GLW) is an American manufacturer of glass, ceramics and related materials, primarily for industrial and scientific applications. The company was known as Corning Glass Works until 1989, when it changed its name to Corning Incorporated. While probably best known for its line of Corelle tableware and Pyrex cookware (businesses which it sold but in which it still holds an ~8% interest), Corning has transformed itself over the years into a high technology company, allocating a significant amount of resources towards research and development. As of 2008, Corning has five major business sectors: Display Technologies,
7.1 Recruiting and Selecting Staff
This HRM function implements equality as far as employment opportunities are considered (EOO). It supports corporate governance by selecting employees on the basis of their merit and qualifications without any prejudice or bias.
7.2 Managing Performance & Rewards
This HRM function suggests fair and responsible remuneration rewards for employees and key executives. Corporate governance requires that the executives remain motivated throughout, and to be so, they need to be given the right incentives to do the right thing (Becht 2004).
7.3 Occupational Health and Safety
The organization has to follow safety policies and OHS legislations which include a first aid policy, security policy, pastoral care policy and HIV/AIDS workplace policy.
Three areas of activity for HRM’s role in corporate governance
• Technical Issues- A project manager has to follow rules and adhere to the responsibilities, which is usually dealt with through legislation.
• Political Issues – A project manager has to resolve professional conflicts of interest and roles dominated by sectional interest and influence.
• Cultural Issues – A project manager must have organisational regard for ethics, honesty and the law.
There are many issues where HRM departments can demonstrate ethical credibility and authority: Discrimination, recruitment, whistleblower, basic rights, privacy, testing, salary and benefits, employee protection out of these the ones that concern a project manager are (Dessler 2007):
• Workplace discrimination – A project manager must be rational and unbiased with his subordinates and clients
• Sexual harassment – A project manager should abstain from such activities.
• Affirmative action and Equality – A manager is responsible for maintaining affirmative action and equality.
7.4 `s Corporate governance guidelines
has set some cornerstones for its contribution to good corporate governance which includes: strong work principles and ethics, cognitive and unbiased decision making and a constant monitoring of acquiescence and employee performance (See Appendix 6).
8. Key Learning Points from the Portfolio
This portfolio has been very productive in providing an insight into the various aspects of an organization from the point of interviewing a candidate to the parting of the ways of the organization and the employee. Human Resource Management is an anthology of knowledge and practices that clearly explain the nature of work and improve the intra organizational relationships (Bratton & Gold 2001).The process of building a portfolio has clearly and explicitly explained the importance of Human Resource Management in a firm. It highlights the methods for an organization to attract the appropriate candidate for an apt position based on merit and qualifications; it also looks into the matters of workplace comfort for an employee, methods of determining the remuneration and other benefits; and also the resolution of conflicts at workplace.
The presentations in the class followed by relevant discussions were a worthwhile effort in understanding the most quintessential elements and practices of Human Resource Management in a practical way. Each presentation provided a diverse view of the issues faced by most HR departments. The pseudo brainstorming that took place during the Q & A sessions after each presentation led to a large scale exchange of views and perspectives of the students about various Human Resource practices. The diversity in the selection of topics each week created an environment of curiosity and constructive criticism, thus, a better understanding of the Human Resource Management Process. The immense contribution of these presentations would help a student deal with the Human resource issues whether as an employee or an employer in the future.
Job analysis:
Job analysis is done to know the work activities, human behavior, and working conditions of a particular job. In this, HR manager want to know the machines and tools which are used to perform that job. He may also want the information about the job’s performance standards. He also collects the information about the human skills which are required for the job.
In Metro, job analysis is done by HR officer (Aftab Ali Butt). He collects all the information by using interview technique. He asks questions about the job and other job related questions. He asks the questions such as
o What is the job being performed?
o What are the major duties?
o What are the working conditions?
o What are the job duties and responsibilities?
o What is your education?
o How many years of experience you got?
o What are the other skills you posses?
o What is the job’s physical demand?
o What are the health and safety conditions?
o In which activities do you participate?
these were some questions by which he collects information about job from employee. Using this information, he prepares a complete job analysis.
This information about job is then used in two ways
1) Job description 2) job specification
Job description:
in job description, information about what a worker actually does, how he does it, and what the working conditions are is written. In Metro, the job descriptions are written by using the information collected from job analysis. They write job name, job function, job duties, limit of authority and skills required for the job in job description. This enables them to know the duties of that particular job and use this information at the time of recruitment for that job.
Job specification:
Job specification consists of the information about the human traits and experience which are needed to perform a particular job.
In metro, job specifications are also derived from job analysis. They write all the human traits which are required to perform a job successfully. This is all helpful for them while creating a pool of candidates. Job specification is used for launching a recruitment campaign.
7.1 Recruiting and Selecting Staff
This HRM function implements equality as far as employment opportunities are considered (EOO). It supports corporate governance by selecting employees on the basis of their merit and qualifications without any prejudice or bias.
7.2 Managing Performance & Rewards
This HRM function suggests fair and responsible remuneration rewards for employees and key executives. Corporate governance requires that the executives remain motivated throughout, and to be so, they need to be given the right incentives to do the right thing (Becht 2004).
7.3 Occupational Health and Safety
The organization has to follow safety policies and OHS legislations which include a first aid policy, security policy, pastoral care policy and HIV/AIDS workplace policy.
Three areas of activity for HRM’s role in corporate governance
• Technical Issues- A project manager has to follow rules and adhere to the responsibilities, which is usually dealt with through legislation.
• Political Issues – A project manager has to resolve professional conflicts of interest and roles dominated by sectional interest and influence.
• Cultural Issues – A project manager must have organisational regard for ethics, honesty and the law.
There are many issues where HRM departments can demonstrate ethical credibility and authority: Discrimination, recruitment, whistleblower, basic rights, privacy, testing, salary and benefits, employee protection out of these the ones that concern a project manager are (Dessler 2007):
• Workplace discrimination – A project manager must be rational and unbiased with his subordinates and clients
• Sexual harassment – A project manager should abstain from such activities.
• Affirmative action and Equality – A manager is responsible for maintaining affirmative action and equality.
7.4 `s Corporate governance guidelines
has set some cornerstones for its contribution to good corporate governance which includes: strong work principles and ethics, cognitive and unbiased decision making and a constant monitoring of acquiescence and employee performance (See Appendix 6).
8. Key Learning Points from the Portfolio
This portfolio has been very productive in providing an insight into the various aspects of an organization from the point of interviewing a candidate to the parting of the ways of the organization and the employee. Human Resource Management is an anthology of knowledge and practices that clearly explain the nature of work and improve the intra organizational relationships (Bratton & Gold 2001).The process of building a portfolio has clearly and explicitly explained the importance of Human Resource Management in a firm. It highlights the methods for an organization to attract the appropriate candidate for an apt position based on merit and qualifications; it also looks into the matters of workplace comfort for an employee, methods of determining the remuneration and other benefits; and also the resolution of conflicts at workplace.
The presentations in the class followed by relevant discussions were a worthwhile effort in understanding the most quintessential elements and practices of Human Resource Management in a practical way. Each presentation provided a diverse view of the issues faced by most HR departments. The pseudo brainstorming that took place during the Q & A sessions after each presentation led to a large scale exchange of views and perspectives of the students about various Human Resource practices. The diversity in the selection of topics each week created an environment of curiosity and constructive criticism, thus, a better understanding of the Human Resource Management Process. The immense contribution of these presentations would help a student deal with the Human resource issues whether as an employee or an employer in the future.
Job analysis:
Job analysis is done to know the work activities, human behavior, and working conditions of a particular job. In this, HR manager want to know the machines and tools which are used to perform that job. He may also want the information about the job’s performance standards. He also collects the information about the human skills which are required for the job.
In Metro, job analysis is done by HR officer (Aftab Ali Butt). He collects all the information by using interview technique. He asks questions about the job and other job related questions. He asks the questions such as
o What is the job being performed?
o What are the major duties?
o What are the working conditions?
o What are the job duties and responsibilities?
o What is your education?
o How many years of experience you got?
o What are the other skills you posses?
o What is the job’s physical demand?
o What are the health and safety conditions?
o In which activities do you participate?
these were some questions by which he collects information about job from employee. Using this information, he prepares a complete job analysis.
This information about job is then used in two ways
1) Job description 2) job specification
Job description:
in job description, information about what a worker actually does, how he does it, and what the working conditions are is written. In Metro, the job descriptions are written by using the information collected from job analysis. They write job name, job function, job duties, limit of authority and skills required for the job in job description. This enables them to know the duties of that particular job and use this information at the time of recruitment for that job.
Job specification:
Job specification consists of the information about the human traits and experience which are needed to perform a particular job.
In metro, job specifications are also derived from job analysis. They write all the human traits which are required to perform a job successfully. This is all helpful for them while creating a pool of candidates. Job specification is used for launching a recruitment campaign.
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