abhishreshthaa
Abhijeet S
THQ Inc. (NASDAQ: THQI) is a developer and publisher of video games. Founded in 1989 in the United States, the company develops products for video game consoles, handheld game systems, as well as for personal computers and wireless devices. THQ has offices in North America, Europe and Asia Pacific.
The company publishes internally created and externally licensed content in its product portfolio. THQ's internally created franchises include Saints Row, Frontlines: Fuel of War, Red Faction, MX vs. ATV, Company of Heroes and others. The company also holds exclusive, long-term licensing agreements with leading sports and entertainment content creators including World Wrestling Entertainment (WWE), Games Workshop (Warhammer 40,000), Ultimate Fighting Championship (UFC), Nickelodeon and Disney-Pixar. It has announced net sales of $830.0 million in 2008, down from $1,030.5 million in the year previous. Net losses were $431 million for the 12 months ending March 2009, down from $35.3 million in the year previous.
The reward system should always be aligned with the overall business strategy and management philosophy. The last category is that of work systems which deals with the arrangement of people, information activities and technology (Colombo, 2006). This is a highly prescriptive model of HRM which emphasizes a number of presumed long-term benefits of acting on stakeholder interests and situational factors, assuming that there is a set of predetermined and superior human resource policy choices (Sisson, 1994). Organizations adopting this model would ensure that employees were involved in work, have opportunities
The Michigan School Model emphasizes the strategic resource aspect of human resources and is considered to be the ‘hard’ variant of HRM (Obliging, 2006) which considers employees as one of the key resources of organizations, arguing that human resource should be used effectively in order to achieve organizational goals. On the other hand, the Harvard model stresses the human element in the human resources formulation (Obliging, 2006) and is considered as the ‘soft’ variant in HRM. The soft version of HRM is linked to the human relations school while the hard HRM version is seen as emerging from the strategic and business policy thoughts (Guest, 1989).
These two models are the most commonly use HRM models in businesses today aside from other models that has been theorized and formulated by some academics. Based on the definitions and explanation of each model, it can be concluded that the soft model is more advisable to be practiced by industries within the service sector while the manufacturing sector would be better to use the Michigan Model of HRM for increased production.
ALTERNATIVE WORK ARRANGEMENTS
A growing number of employers are allowing workers to use widely different working arrangements. Some employees work partly at home and partly at an office, and share office space with other “office nomads.”
The shift to such arrangements means that work is done anywhere, anytime,
and that people are judged more on results than on “putting in time.” Greater
trust, less direct supervision, and more self-scheduling are all job characteristics of those with virtual offices and other less traditional arrangements.
COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY
This inventory of organizational capabilities often consists of:
l Individual employee demographics (age, length of service in the organization, time in present job)
l Individual career progression (jobs held, time in each job, promotions or other job changes, pay rates)
l Individual performance data (work accomplishment, growth in skills)
These three types of information can be expanded to include:
l Education and training
l Mobility and geographic preference
l Specific aptitudes, abilities, and interests
l Areas of interest and internal promotion ladders
l Promotability ratings
l Anticipated retirement
All the information that goes into an employee’s skills inventory affects the
employee’s career. Therefore, the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when the
employee was initially hired. Furthermore, security of such information is important to ensure that sensitive information is available only to those who have specific use for it.
The company publishes internally created and externally licensed content in its product portfolio. THQ's internally created franchises include Saints Row, Frontlines: Fuel of War, Red Faction, MX vs. ATV, Company of Heroes and others. The company also holds exclusive, long-term licensing agreements with leading sports and entertainment content creators including World Wrestling Entertainment (WWE), Games Workshop (Warhammer 40,000), Ultimate Fighting Championship (UFC), Nickelodeon and Disney-Pixar. It has announced net sales of $830.0 million in 2008, down from $1,030.5 million in the year previous. Net losses were $431 million for the 12 months ending March 2009, down from $35.3 million in the year previous.
The reward system should always be aligned with the overall business strategy and management philosophy. The last category is that of work systems which deals with the arrangement of people, information activities and technology (Colombo, 2006). This is a highly prescriptive model of HRM which emphasizes a number of presumed long-term benefits of acting on stakeholder interests and situational factors, assuming that there is a set of predetermined and superior human resource policy choices (Sisson, 1994). Organizations adopting this model would ensure that employees were involved in work, have opportunities
The Michigan School Model emphasizes the strategic resource aspect of human resources and is considered to be the ‘hard’ variant of HRM (Obliging, 2006) which considers employees as one of the key resources of organizations, arguing that human resource should be used effectively in order to achieve organizational goals. On the other hand, the Harvard model stresses the human element in the human resources formulation (Obliging, 2006) and is considered as the ‘soft’ variant in HRM. The soft version of HRM is linked to the human relations school while the hard HRM version is seen as emerging from the strategic and business policy thoughts (Guest, 1989).
These two models are the most commonly use HRM models in businesses today aside from other models that has been theorized and formulated by some academics. Based on the definitions and explanation of each model, it can be concluded that the soft model is more advisable to be practiced by industries within the service sector while the manufacturing sector would be better to use the Michigan Model of HRM for increased production.
ALTERNATIVE WORK ARRANGEMENTS
A growing number of employers are allowing workers to use widely different working arrangements. Some employees work partly at home and partly at an office, and share office space with other “office nomads.”
The shift to such arrangements means that work is done anywhere, anytime,
and that people are judged more on results than on “putting in time.” Greater
trust, less direct supervision, and more self-scheduling are all job characteristics of those with virtual offices and other less traditional arrangements.
COMPONENTS OF ORGANIZATIONAL CAPABILITIES INVENTORY
This inventory of organizational capabilities often consists of:
l Individual employee demographics (age, length of service in the organization, time in present job)
l Individual career progression (jobs held, time in each job, promotions or other job changes, pay rates)
l Individual performance data (work accomplishment, growth in skills)
These three types of information can be expanded to include:
l Education and training
l Mobility and geographic preference
l Specific aptitudes, abilities, and interests
l Areas of interest and internal promotion ladders
l Promotability ratings
l Anticipated retirement
All the information that goes into an employee’s skills inventory affects the
employee’s career. Therefore, the data and their use must meet the same standards of job-relatedness and nondiscrimination as those used when the
employee was initially hired. Furthermore, security of such information is important to ensure that sensitive information is available only to those who have specific use for it.
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