netrashetty
Netra Shetty
Human Resource Management of Home Depot : The Home Depot or simply Home Depot (NYSE: HD) is an American retailer of home improvement and construction products and services. The Home Depot operates 2,242 big-box format stores across the United States (including all 50 U.S. states, the District of Columbia, Puerto Rico, the Virgin Islands and Guam), Canada (all ten provinces), Mexico and China.[6] (12 store chain). The Home Depot is headquartered from the Atlanta Store Support Center in unincorporated Cobb County, Georgia.[7]
In terms of overall revenue reported to the U.S. Securities and Exchange Commission, The Home Depot is the largest home improvement retailer in the United States, ahead of rival Lowe's, and the fourth largest general retailer.[8] The store operates out of large warehouse style buildings averaging 105,000 ft² (9,755 m²) with megastores operating in larger facilities (the company's largest store, located in Union, New Jersey is 225,000
Human Resource Management (HRM) consists of various elements. These are namely: a core of beliefs and assumptions concerning the nature of management and organization, and by implication a core set of beliefs and assumptions which define the nature of humanity and the wider society it inhabits. In particular the philosophy which underpins HRM tends to argue that a state of natural harmony exists between management and workers such that trade unions are unnecessary for the effective regulation of management-employee relations (Collins 1998). The elevation of certain strategic concerns such that the management of employee relations comes to fulfill a central role in management strategy, on a par with other matters such as finance and accounting. An elevation of the role and status of line management in human relations matters such that line managers are said to take over many of the day-to-day functions normally associated with the personnel function. HRM’s element is an analysis of key levers to promote moves from some notion of personnel management to embrace the ideas and ideals of HRM. HRM may be interpreted as an attempt to reconfigure and redirect organizations towards competitive success (Collins 1998).
HRM assumes that managers must reshape organizational forms in order to develop individualized, high trust relations with subordinates. Leadership training and development initiatives are part of a larger human resource management system that includes development planning, reward systems, succession planning, and personnel tracking processes. These components need to align with and support efforts to develop executive leadership capabilities within the organization (Klimoski & Zaccaro 2001). Increasing numbers of organizations are recognizing that effectively managing their human resources also necessitates recognition and incorporation of the global context. It is almost impossible in an age of internationalization to conceive of any business as being purely domestic in its focus. Though some small businesses may never sell their products internationally or establish subsidiaries in other nations, they are affected by global trends, fluctuations in stock markets and swings in economic conditions. Businesses will also increasingly find that some, if not most of, the products or services they buy and sell, or the components from which they make their products, are produced overseas (Beaver & Stewart 2004). The increasing international mobility and cultural diversity of workforces will mean that thinking globally will be essential to business survival, and there is much that businesses may learn from the disciplines of international human resource management and cross-cultural management Beaver & Stewart 2004). HRM helped in showing the way for businesses to be creative and adaptive to the changes in the environment. HRM helped business in to provide excellent services. This prompted businesses to have such an enthusiastic uptake on HRM and its principles. Businesses wanted to acquire HRM knowledge because they believe that such principles will make them better companies and it will help them achieve the goals and objectives they have set. The popularity of HRM is still evident due to it adding new and better ways for businesses to manage
1. Managing the Vision:
Vision of the organization provides the direction to business strategy and helps managers to evaluate management practices and make decisions. So vision management becomes the integral part of Man management in future.
2. Internal environment:
Creating an environment which is responsive to external changes, providing satisfaction to the employees and sustaining through culture and systems is a challenging task.
3. Changing Industrial Relations:
Both the workers and managers has to be managed by the same HRM Philosophy and this is a daunting task for the managers.
4. Building Organizational capability:
Even in the adverse circumstances the employees have to be made to live in psychological state of readiness to continually change.
5. Job Design & Organizational structure:
Instead of depending on foreign concepts we need to focus on understanding the job, technology and the people involved in carrying out the tasks.
6. Managing the large work force:
Management of large workforce poses the biggest problem as the workers are conscious of their rights.
7. Psycho-Social environment:
Nowadays employees participation required not only in performing job but also in democratizing and humanizing the institution.
8. Employee Satisfaction:
Managers should be aware of techniques to motivate their employees so that their higher level needs can be satisfied.
9. Modern technology:
There will be an unemployment due to modern technology and this could be corrected by assessing manpower needs and finding alternate employment.
10. Computerized Information System:
This is revolutionary in managerial decision making and is having impact on coordination in the organization.
11. Legal environment:
To meet the changes in legal environment, adjustments have to be made to the maximum utilization of human resources.
12. Managing Human Relations:
As the workforce comprises of both educated and uneducated, managing the relations will be of great challenge.
In spite of all the problems HR Managers are able to overcome all these problems with the support of management and employees. In the current business world managing employees are becoming complex task and this can be handled effectively only by our great HR Leaders.
In terms of overall revenue reported to the U.S. Securities and Exchange Commission, The Home Depot is the largest home improvement retailer in the United States, ahead of rival Lowe's, and the fourth largest general retailer.[8] The store operates out of large warehouse style buildings averaging 105,000 ft² (9,755 m²) with megastores operating in larger facilities (the company's largest store, located in Union, New Jersey is 225,000
Human Resource Management (HRM) consists of various elements. These are namely: a core of beliefs and assumptions concerning the nature of management and organization, and by implication a core set of beliefs and assumptions which define the nature of humanity and the wider society it inhabits. In particular the philosophy which underpins HRM tends to argue that a state of natural harmony exists between management and workers such that trade unions are unnecessary for the effective regulation of management-employee relations (Collins 1998). The elevation of certain strategic concerns such that the management of employee relations comes to fulfill a central role in management strategy, on a par with other matters such as finance and accounting. An elevation of the role and status of line management in human relations matters such that line managers are said to take over many of the day-to-day functions normally associated with the personnel function. HRM’s element is an analysis of key levers to promote moves from some notion of personnel management to embrace the ideas and ideals of HRM. HRM may be interpreted as an attempt to reconfigure and redirect organizations towards competitive success (Collins 1998).
HRM assumes that managers must reshape organizational forms in order to develop individualized, high trust relations with subordinates. Leadership training and development initiatives are part of a larger human resource management system that includes development planning, reward systems, succession planning, and personnel tracking processes. These components need to align with and support efforts to develop executive leadership capabilities within the organization (Klimoski & Zaccaro 2001). Increasing numbers of organizations are recognizing that effectively managing their human resources also necessitates recognition and incorporation of the global context. It is almost impossible in an age of internationalization to conceive of any business as being purely domestic in its focus. Though some small businesses may never sell their products internationally or establish subsidiaries in other nations, they are affected by global trends, fluctuations in stock markets and swings in economic conditions. Businesses will also increasingly find that some, if not most of, the products or services they buy and sell, or the components from which they make their products, are produced overseas (Beaver & Stewart 2004). The increasing international mobility and cultural diversity of workforces will mean that thinking globally will be essential to business survival, and there is much that businesses may learn from the disciplines of international human resource management and cross-cultural management Beaver & Stewart 2004). HRM helped in showing the way for businesses to be creative and adaptive to the changes in the environment. HRM helped business in to provide excellent services. This prompted businesses to have such an enthusiastic uptake on HRM and its principles. Businesses wanted to acquire HRM knowledge because they believe that such principles will make them better companies and it will help them achieve the goals and objectives they have set. The popularity of HRM is still evident due to it adding new and better ways for businesses to manage
1. Managing the Vision:
Vision of the organization provides the direction to business strategy and helps managers to evaluate management practices and make decisions. So vision management becomes the integral part of Man management in future.
2. Internal environment:
Creating an environment which is responsive to external changes, providing satisfaction to the employees and sustaining through culture and systems is a challenging task.
3. Changing Industrial Relations:
Both the workers and managers has to be managed by the same HRM Philosophy and this is a daunting task for the managers.
4. Building Organizational capability:
Even in the adverse circumstances the employees have to be made to live in psychological state of readiness to continually change.
5. Job Design & Organizational structure:
Instead of depending on foreign concepts we need to focus on understanding the job, technology and the people involved in carrying out the tasks.
6. Managing the large work force:
Management of large workforce poses the biggest problem as the workers are conscious of their rights.
7. Psycho-Social environment:
Nowadays employees participation required not only in performing job but also in democratizing and humanizing the institution.
8. Employee Satisfaction:
Managers should be aware of techniques to motivate their employees so that their higher level needs can be satisfied.
9. Modern technology:
There will be an unemployment due to modern technology and this could be corrected by assessing manpower needs and finding alternate employment.
10. Computerized Information System:
This is revolutionary in managerial decision making and is having impact on coordination in the organization.
11. Legal environment:
To meet the changes in legal environment, adjustments have to be made to the maximum utilization of human resources.
12. Managing Human Relations:
As the workforce comprises of both educated and uneducated, managing the relations will be of great challenge.
In spite of all the problems HR Managers are able to overcome all these problems with the support of management and employees. In the current business world managing employees are becoming complex task and this can be handled effectively only by our great HR Leaders.
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