netrashetty
Netra Shetty
ION Media Networks (formerly known as Paxson Communications) is an American television broadcasting company that owns and operates over 60 television stations in most major American markets. It is now a privately owned company.
Functional-level strategy
Functional-level strategy pertains to the major functional operations within the business
unit, including research and development, marketing, manufacturing, finance
and HR. This strategy level is typically primarily concerned with maximizing resource
productivity and addresses the question, ‘How do we support the business-level
competitive strategy?’ Consistent with this, at the functional level, HRM policies and
practices support the business strategy goals.
These three levels of strategy – corporate, business and functional – form a hierarchy
of strategy within large multidivisional corporations. In different corporations, the
specific operation of the hierarchy of strategy might vary between ‘top-down’ and
‘bottom-up’ strategic planning. The top-down approach resembles a ‘cascade’ in
which the ‘downstream’ strategic decisions are dependent on higher ‘upstream’
strategic decisions (Wheelen & Hunger, 1995). The bottom-up approach to strategymaking
recognizes that individuals ‘deep’ within the organization might contribute to
strategic planning. Mintzberg (1978) has incorporated this idea into a model of ‘emergent
strategies’, which are unplanned responses to unforeseen circumstances by nonexecutive
employees within the organization. Strategic management literature
emphasizes that the strategies at different levels must be fully integrated. Thus:
strategies at different levels need to inter-relate. The strategy at corporate level must
build upon the strategies at the lower levels in the hierarchy. However, at the same
time, all parts of the business have to work to accommodate the overriding corporate
goals. (F.A. Maljers, Chairman of the Board of Unilever, quoted by Wheelen & Hunger,
1995, p. 20)
The need to integrate business strategy and HRM strategy has received much attention
from the HR academic community, and it is to this discourse that we now turn.
Though many HR management
gurus have championed the
evolving and expanding strategic
role of HR professionals, a
recent report from the Conference
Board of Canada seems to
indicate that most HR executives
feel they aren’t very
involved with their companies’
strategic plans. The recent
survey of 155 senior-level HR
executives found that 63 per
cent of the respondents felt
that ‘HR is never, rarely or only
sometimes’ a major part of their
companies’ overall strategy. The
remaining 37 per cent did feel
that HR plays a significant role
in their companies’ strategic
planning. According to
researchers with the Conference
Board, employees at
companies that encourage HR
participation in strategic planning
have a stronger understanding
of their functions
within the organization. ‘There
is a strong correlation between
those companies that say HR is
always linked to the strategic
process, and how well the
companies’ employees understand
where the company
wants to go’, says Brian
Hackett, a senior HR specialist
with the board
EMPLOYEE RETIREMENT BENEFITS:
The main feature of the schemes operated by the company for its employees is as follows:
All the executive staff members participate in an approved funded defined benefit pension plan. In addition, there is an approved funded defined benefit gratuity plan for all employees. Monthly contributions are made
FIRING OF AN EMPLOYEE:
According to ’s policy management try to improve and polish the skills of an employee through organizing different training programs but if the employee are not still giving desire results after the training then ultimately management take a step which is unfavorable for employee. Other reasons of dismissal are given below;
REASONS:
• Misconduct
• Neglect of duties
• Dishonesty
• Drunkenness
• Absenteeism
• Incompetence
• Disciplinary rules are not met.
WAYS OF DISMISSAL:
The procedures of dismissal are given below;
• Management entitled to terminate the contract by providing reasonable notice to employee
• The copy of notice is also given to HRD
• HRD study the case and give the specific time to employee for reporting(normally 3 days).
• If the employee is not able to defend himself then HRD terminates the employee.
• If there is some problem with the employee’s performance then he/she is given oral warnings and notices even then if there is no improvement in employee’s performance then HRD terminates the employee.
• If the case is confusing and in favor of an employee then HRD have a right to cancel the notice and restore the employee on his same designation and monitor there working.
Career Planning & Development
PROMOTION
Management would always prefer existing employees for promotion against vacancies. However, if experienced person is not available within the company, management has the right to employ experienced persons from outside in the best interest of the company.
Department head will recommend the employee for promotion to the vacant position and Human Resource department will determine the salary within the available grade, based on the performance and his education and experience. All promotions will be approved by the Chief Financial Officer.
JOB ROTATION
Moving the employee through a pre-planned series of positions in order to prepare the person for an enhanced role with the company is job rotation. company also follow the job rotation policy to make their employee learn and enhance their skills. This will lead them to the development of their career. In , this policy is practiced within a department. They change the jobs within to increase their skills and to let them know the whole process of the department. This process increases the productivity and efficiency of an employee.
Functional-level strategy
Functional-level strategy pertains to the major functional operations within the business
unit, including research and development, marketing, manufacturing, finance
and HR. This strategy level is typically primarily concerned with maximizing resource
productivity and addresses the question, ‘How do we support the business-level
competitive strategy?’ Consistent with this, at the functional level, HRM policies and
practices support the business strategy goals.
These three levels of strategy – corporate, business and functional – form a hierarchy
of strategy within large multidivisional corporations. In different corporations, the
specific operation of the hierarchy of strategy might vary between ‘top-down’ and
‘bottom-up’ strategic planning. The top-down approach resembles a ‘cascade’ in
which the ‘downstream’ strategic decisions are dependent on higher ‘upstream’
strategic decisions (Wheelen & Hunger, 1995). The bottom-up approach to strategymaking
recognizes that individuals ‘deep’ within the organization might contribute to
strategic planning. Mintzberg (1978) has incorporated this idea into a model of ‘emergent
strategies’, which are unplanned responses to unforeseen circumstances by nonexecutive
employees within the organization. Strategic management literature
emphasizes that the strategies at different levels must be fully integrated. Thus:
strategies at different levels need to inter-relate. The strategy at corporate level must
build upon the strategies at the lower levels in the hierarchy. However, at the same
time, all parts of the business have to work to accommodate the overriding corporate
goals. (F.A. Maljers, Chairman of the Board of Unilever, quoted by Wheelen & Hunger,
1995, p. 20)
The need to integrate business strategy and HRM strategy has received much attention
from the HR academic community, and it is to this discourse that we now turn.
Though many HR management
gurus have championed the
evolving and expanding strategic
role of HR professionals, a
recent report from the Conference
Board of Canada seems to
indicate that most HR executives
feel they aren’t very
involved with their companies’
strategic plans. The recent
survey of 155 senior-level HR
executives found that 63 per
cent of the respondents felt
that ‘HR is never, rarely or only
sometimes’ a major part of their
companies’ overall strategy. The
remaining 37 per cent did feel
that HR plays a significant role
in their companies’ strategic
planning. According to
researchers with the Conference
Board, employees at
companies that encourage HR
participation in strategic planning
have a stronger understanding
of their functions
within the organization. ‘There
is a strong correlation between
those companies that say HR is
always linked to the strategic
process, and how well the
companies’ employees understand
where the company
wants to go’, says Brian
Hackett, a senior HR specialist
with the board
EMPLOYEE RETIREMENT BENEFITS:
The main feature of the schemes operated by the company for its employees is as follows:
All the executive staff members participate in an approved funded defined benefit pension plan. In addition, there is an approved funded defined benefit gratuity plan for all employees. Monthly contributions are made
FIRING OF AN EMPLOYEE:
According to ’s policy management try to improve and polish the skills of an employee through organizing different training programs but if the employee are not still giving desire results after the training then ultimately management take a step which is unfavorable for employee. Other reasons of dismissal are given below;
REASONS:
• Misconduct
• Neglect of duties
• Dishonesty
• Drunkenness
• Absenteeism
• Incompetence
• Disciplinary rules are not met.
WAYS OF DISMISSAL:
The procedures of dismissal are given below;
• Management entitled to terminate the contract by providing reasonable notice to employee
• The copy of notice is also given to HRD
• HRD study the case and give the specific time to employee for reporting(normally 3 days).
• If the employee is not able to defend himself then HRD terminates the employee.
• If there is some problem with the employee’s performance then he/she is given oral warnings and notices even then if there is no improvement in employee’s performance then HRD terminates the employee.
• If the case is confusing and in favor of an employee then HRD have a right to cancel the notice and restore the employee on his same designation and monitor there working.
Career Planning & Development
PROMOTION
Management would always prefer existing employees for promotion against vacancies. However, if experienced person is not available within the company, management has the right to employ experienced persons from outside in the best interest of the company.
Department head will recommend the employee for promotion to the vacant position and Human Resource department will determine the salary within the available grade, based on the performance and his education and experience. All promotions will be approved by the Chief Financial Officer.
JOB ROTATION
Moving the employee through a pre-planned series of positions in order to prepare the person for an enhanced role with the company is job rotation. company also follow the job rotation policy to make their employee learn and enhance their skills. This will lead them to the development of their career. In , this policy is practiced within a department. They change the jobs within to increase their skills and to let them know the whole process of the department. This process increases the productivity and efficiency of an employee.