netrashetty
Netra Shetty
Liz Claiborne, Inc. is a fashion company founded in 1976 in New York City that designs and markets a wide range of women's and men's apparel, accessories and fragrance products. In 2006, the company generated sales of nearly $5 billion.[2] The company sells directly to customers throughout the world through 399 specialty retail formats, 625 concessions, 336 outlet and 13 e-commerce sites. Products marketed to men are labeled without the founder's first name, leaving the gender-neutral "Claiborne." The company's brands are available at more than 30,000 different retail locations throughout the world. As of 2006, Liz Claiborne employed more than 17,000 people worldwide and was ranked 440 in the Fortune 500 list.[3] In the film The Corporation a $178 Liz Claiborne jacket, made in El Salvador, was said to realise 74 cents to the worker for every jacket made.
In 2007, Issac Mizrahi ended a lucrative, years-long deal with Target to become the designer of Liz Claiborne New York, the revamped women's Liz Claiborne line, which was released in Spring 2009. Mizrahi had designed hundreds of successful shoes, women's clothes and bridal wear, and household items for Target.
Liz Claiborne announced that it had named Isaac Mizrahi to the position of Creative Director for the Liz Claiborne New York brand in 2008.[4] His collection debuted in Spring 2009[5] with Macy’s and Dillard’s as its flagship carriers.[4] One of the smaller stores to carry the line, Gottschalks, declared bankruptcy and was liquidated only weeks after Mizrahi's launch.[6] Liz Claiborne outlet stores also carried the line. Later that year, it was announced that the Liz Claiborne New York line, designed by Mizrahi, would be sold on television shopping network, QVC.[7] As of December 2009, the Liz Claiborne Web site was no longer available to make online purchases.
Designer John Bartlett was the creative director of Claiborne by John Bartlett, the new men's collection which launched in Spring 2009.
Human Resource Management is a source of an organization’s competitive advantage because:
1. It provides the right kinds of talent to the organization at the right time. HRM is expected to assure that a supply of qualified labor in a timely fashion (Clardy 1996, p.20).
2. It ensures that the organization is properly staffed. When done effectively, the staffing, recruitment, and selection process provides a flow of qualified individuals for filling open positions within the organization on a timely and efficient basis (Clardy 1996, p. 41).
3. Using appraisals, the employees are assesses and evaluated. Employee appraisals have very profound implications for both the employees and for the future success of the organization (Clardy 1996, p.58).
4. Using effective pay systems, the management can focus employees’ efforts toward desired organizational goals (Clardy 1996, p.79).
5. Ensures that the employees are properly skilled to perform their tasks and supports the organization’s growth through career development. The goal of training as part of the human resources management processes is to create cost-effective programs that build the skills to perform effectively
The nature of Human Resource Management in business and non organizations in can be discounted by some points. Though these points may not be the final but still these can be kept in mind to group the nature of Human resource Management of a developing country like .
1. Management is more or less efficient.
2. Employees are more or less committed.
3. They are more or less skilled.
4. Government pressure is high.
5. Decision (most of the company) comes from the government.
6. High degree of irregularities.
7. Lack of sense of accountability.
8. Lack of human resource policy.
9. Heavy pressure of trade unions.
10. Undue political pressure.
11. Lack of quick decision.
12. Improper utilization of all resources.
In conclusion we can say that, i human resource managers belongs to special type of mentality as regards, recruitment, selection, promotion, training and many other human resource management functions. i organizations should try to avoid these characteristics and develop modern fair policies very soon.
According to Sims (2002), effective SHRM planning aids in creating a competitive advantage for an organization (p.30). SHRM planning when done correctly provides a number of direct and indirect benefits for an organization.
* Identification of gaps between an organization’s current situation and desired future
* Explicit communication of organizational goals
* Encouragement of proactive instead of reactive behavior
* Stimulation of critical thinking
* Creation of common bonds and a sense of shared values and expectations
* Identification of the potential problems and opportunities
* HRM costs may be lower because management can anticipate imbalances before they become unmanageable and expensive
* More time is available to locate talent because needs are anticipated and identified before the actual staffing is required
* Better opportunities exist to include women and minority groups in future growth plans.
* Development of managers can be better planned
In 2007, Issac Mizrahi ended a lucrative, years-long deal with Target to become the designer of Liz Claiborne New York, the revamped women's Liz Claiborne line, which was released in Spring 2009. Mizrahi had designed hundreds of successful shoes, women's clothes and bridal wear, and household items for Target.
Liz Claiborne announced that it had named Isaac Mizrahi to the position of Creative Director for the Liz Claiborne New York brand in 2008.[4] His collection debuted in Spring 2009[5] with Macy’s and Dillard’s as its flagship carriers.[4] One of the smaller stores to carry the line, Gottschalks, declared bankruptcy and was liquidated only weeks after Mizrahi's launch.[6] Liz Claiborne outlet stores also carried the line. Later that year, it was announced that the Liz Claiborne New York line, designed by Mizrahi, would be sold on television shopping network, QVC.[7] As of December 2009, the Liz Claiborne Web site was no longer available to make online purchases.
Designer John Bartlett was the creative director of Claiborne by John Bartlett, the new men's collection which launched in Spring 2009.
Human Resource Management is a source of an organization’s competitive advantage because:
1. It provides the right kinds of talent to the organization at the right time. HRM is expected to assure that a supply of qualified labor in a timely fashion (Clardy 1996, p.20).
2. It ensures that the organization is properly staffed. When done effectively, the staffing, recruitment, and selection process provides a flow of qualified individuals for filling open positions within the organization on a timely and efficient basis (Clardy 1996, p. 41).
3. Using appraisals, the employees are assesses and evaluated. Employee appraisals have very profound implications for both the employees and for the future success of the organization (Clardy 1996, p.58).
4. Using effective pay systems, the management can focus employees’ efforts toward desired organizational goals (Clardy 1996, p.79).
5. Ensures that the employees are properly skilled to perform their tasks and supports the organization’s growth through career development. The goal of training as part of the human resources management processes is to create cost-effective programs that build the skills to perform effectively
The nature of Human Resource Management in business and non organizations in can be discounted by some points. Though these points may not be the final but still these can be kept in mind to group the nature of Human resource Management of a developing country like .
1. Management is more or less efficient.
2. Employees are more or less committed.
3. They are more or less skilled.
4. Government pressure is high.
5. Decision (most of the company) comes from the government.
6. High degree of irregularities.
7. Lack of sense of accountability.
8. Lack of human resource policy.
9. Heavy pressure of trade unions.
10. Undue political pressure.
11. Lack of quick decision.
12. Improper utilization of all resources.
In conclusion we can say that, i human resource managers belongs to special type of mentality as regards, recruitment, selection, promotion, training and many other human resource management functions. i organizations should try to avoid these characteristics and develop modern fair policies very soon.
According to Sims (2002), effective SHRM planning aids in creating a competitive advantage for an organization (p.30). SHRM planning when done correctly provides a number of direct and indirect benefits for an organization.
* Identification of gaps between an organization’s current situation and desired future
* Explicit communication of organizational goals
* Encouragement of proactive instead of reactive behavior
* Stimulation of critical thinking
* Creation of common bonds and a sense of shared values and expectations
* Identification of the potential problems and opportunities
* HRM costs may be lower because management can anticipate imbalances before they become unmanageable and expensive
* More time is available to locate talent because needs are anticipated and identified before the actual staffing is required
* Better opportunities exist to include women and minority groups in future growth plans.
* Development of managers can be better planned
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