netrashetty
Netra Shetty
GoDaddy is an Internet domain registrar and Web hosting company that also sells e-business related software and services. In 2010, it reached more than 45 million domain names under management.[1][2] GoDaddy is currently the largest ICANN-accredited registrar in the world, and is four times the size of its closest competitor.[1][3]
Known for its racy marketing, GoDaddy started advertising in the Super Bowl in 2005. Since then, the company expanded its marketing to include sports sponsorships.[4][5]
GoDaddy filed for an IPO in 2006, but later cancelled it, due to "market uncertainties
Human Resource Management (HRM) act as a catalyst for overall development of nation’s economy. HRM is a way of management that links people-related activities to the strategy of a business or organisation. HRM is often referred to as "strategic HRM". It has several goals:
To meet the needs of the business and management (rather than just serve the interests of employees);
To link human resource strategies / policies to the business goals and objectives;
To find ways for human resources to "add value" to a business;
To help a business gain the commitment of employees to its values, goals and objectives.
It is an approach to the management of people in an organization. Organizations are made up of people i. e employees and function through them. It is the human resource which brings success and prosperity to a business enterprise. Human Resource Management also called Personnel Management, deals with various problems relating to manpower employed. Such problems include personal planning, recruitment and selection, induction, performance appraisal, employee training and development, promotions and transfer of employees, compensation payment, career planning and participative management. The person who looks after personnel functions/ problems is called Personnel/Human Resource Manager. HRM is relatively a new term for what was earlier called as personnel management. The term HRM got popularity in the USA by 1970s. This is a management function which helps managers to plan, recruit, select, train, develop, remunerate and maintain members for an organization. HRM is the latest nomenclature use to denote personnel management. The policies of management relating to personnel matters/problems are called policies. Human Resource Management in a Business Context provides an international focus on the theory and practice of people management. A thorough and comprehensive overview of all the key aspects of HRM, including case studies, articles from HRM Guide and other sources, key concepts, review questions and problems for discussion and analysis.
Related to cultural differences and other socialization influences, there
appear to be significant conflicts in the values or ideological assumptions
among HR managers in many corporations and parts of this world. Burrell and
Morgan (1979) explore social paradigms and some underlying values
differences, such as a preference for stability or conformance to existing norms
versus an interest in social change or reform. Such contrasting values
assumptions held by HRM practitioners can confound or inhibit greater HRM
consensus on ethical leadership in work organizations, particularly conflicting
notions of ``positive'' HRM duties in supporting the moral rights or claims of
various organizational stakeholders, such as employees or community
members. Confusion or questions concerning HRM ethical obligations, leading
to relative inaction, may be due to lack of perception or agreement concerning
these moral claims and/or a lack of confidence in tactics or skills to fulfill vague
or general intentions concerning such obligations (Rest, 1986).
Conventional American views of HRM ethics
Human resource managers might seem to have fairly well established work
demands or roles in American and multinational firms, at least according to
most current HRM textbooks published in the USA. These books, as well as
HRM journals, have increasingly included discussion of professional or ethical
HRM responsibilities. In the past few decades, certain ethical expectations for
HRM practice have become more formalized through the establishment of both
professional codes of ethics within the HRM field and codes of conduct within
many corporations in the USA. The ranks of HRM certified professionals keep
growing, and the certification process itself includes ethical issues in the HRM
field. HRM practitioners may well be assigned monitoring, compliance, and
discipline roles in American corporations with regard to expected workplace
values. Informing employees of organizational rules/policies concerning
appropriate conduct, as well as warnings and sanctions for rule/policy
violations, continue to be part of many HRM role expectations.
Known for its racy marketing, GoDaddy started advertising in the Super Bowl in 2005. Since then, the company expanded its marketing to include sports sponsorships.[4][5]
GoDaddy filed for an IPO in 2006, but later cancelled it, due to "market uncertainties
Human Resource Management (HRM) act as a catalyst for overall development of nation’s economy. HRM is a way of management that links people-related activities to the strategy of a business or organisation. HRM is often referred to as "strategic HRM". It has several goals:
To meet the needs of the business and management (rather than just serve the interests of employees);
To link human resource strategies / policies to the business goals and objectives;
To find ways for human resources to "add value" to a business;
To help a business gain the commitment of employees to its values, goals and objectives.
It is an approach to the management of people in an organization. Organizations are made up of people i. e employees and function through them. It is the human resource which brings success and prosperity to a business enterprise. Human Resource Management also called Personnel Management, deals with various problems relating to manpower employed. Such problems include personal planning, recruitment and selection, induction, performance appraisal, employee training and development, promotions and transfer of employees, compensation payment, career planning and participative management. The person who looks after personnel functions/ problems is called Personnel/Human Resource Manager. HRM is relatively a new term for what was earlier called as personnel management. The term HRM got popularity in the USA by 1970s. This is a management function which helps managers to plan, recruit, select, train, develop, remunerate and maintain members for an organization. HRM is the latest nomenclature use to denote personnel management. The policies of management relating to personnel matters/problems are called policies. Human Resource Management in a Business Context provides an international focus on the theory and practice of people management. A thorough and comprehensive overview of all the key aspects of HRM, including case studies, articles from HRM Guide and other sources, key concepts, review questions and problems for discussion and analysis.
Related to cultural differences and other socialization influences, there
appear to be significant conflicts in the values or ideological assumptions
among HR managers in many corporations and parts of this world. Burrell and
Morgan (1979) explore social paradigms and some underlying values
differences, such as a preference for stability or conformance to existing norms
versus an interest in social change or reform. Such contrasting values
assumptions held by HRM practitioners can confound or inhibit greater HRM
consensus on ethical leadership in work organizations, particularly conflicting
notions of ``positive'' HRM duties in supporting the moral rights or claims of
various organizational stakeholders, such as employees or community
members. Confusion or questions concerning HRM ethical obligations, leading
to relative inaction, may be due to lack of perception or agreement concerning
these moral claims and/or a lack of confidence in tactics or skills to fulfill vague
or general intentions concerning such obligations (Rest, 1986).
Conventional American views of HRM ethics
Human resource managers might seem to have fairly well established work
demands or roles in American and multinational firms, at least according to
most current HRM textbooks published in the USA. These books, as well as
HRM journals, have increasingly included discussion of professional or ethical
HRM responsibilities. In the past few decades, certain ethical expectations for
HRM practice have become more formalized through the establishment of both
professional codes of ethics within the HRM field and codes of conduct within
many corporations in the USA. The ranks of HRM certified professionals keep
growing, and the certification process itself includes ethical issues in the HRM
field. HRM practitioners may well be assigned monitoring, compliance, and
discipline roles in American corporations with regard to expected workplace
values. Informing employees of organizational rules/policies concerning
appropriate conduct, as well as warnings and sanctions for rule/policy
violations, continue to be part of many HRM role expectations.