HRM

Que-2.

Objectives of human resource management

by  SIDHARTHA ROY   on MARCH 6, 2006

in  HUMAN RESOURCE MANAGEMENT

OBJECTIVES OF HUMAN RESOURCES MANAGEMENT (HRM)

Objectives are pre-determined goals to which individual or group activity in an

organization is directed. Objectives of personnel management are influenced by
organizational objectives and individual and social goals. Institutions are instituted to
attain certain specific objectives. The objectives of the economic institutions are mostly
to earn profits, and of the educational institutions are mostly to impart education and / or
conduct research so on and so forth. However, the fundamental objective of any
organization is survival. Organizations are not just satisfied with this goal. Further the
goal of most of the organizations is growth and / or profits.

Institutions procure and manage various resources including human to attain the
specified objectives. Thus, human resources are managed to divert and utilize their
resources towards and for the accomplishment of organizational objectives. Therefore,
basically the objectives of HRM are drawn from and to contribute to the accomplishment
of the organizational objectives. The other objectives of HRM are to meet the needs,
aspirations, values and dignity of individual employees and having due concern for the
socio-economic problems of the community and the country.

The objectives of HRM may be as follows:

1. To create and utilize an able and motivated workforce, to accomplish the basic
organizational goals.
2. To establish and maintain sound organizational structure and desirable working
relationships among all the members of the organization.
3. To secure the integration of individual or groups within the organization by co-
ordination of the individual and group goals with those of the organization.
4. To create facilities and opportunities for individual or group development so as to
match it with the growth of the organization.
5. To attain an effective utilization of human resources in the achievement of
organizational goals.
6. To identify and satisfy individual and group needs by providing adequate and
equitable wages, incentives, employee benefits and social security and measures for
challenging work, prestige, recognition, security, status.
7. To maintain high employees morale and sound human relations by sustaining and
improving the various conditions and facilities.
8. To strengthen and appreciate the human assets continuously by providing training
and development programs.
9. To consider and contribute to the minimization of socio-economic evils such as
unemployment, under-employment, inequalities in the distribution of income and wealth
and to improve the welfare of the society by providing employment opportunities to
women and disadvantaged sections of the society.
10. To provide an opportunity for expression and voice management.
11. To provide fair, acceptable and efficient leadership.
12. To provide facilities and conditions of work and creation of favorable atmosphere for
maintaining stability of employment.
Management has to create conductive environment and provide necessary
prerequisites for the attainment of the personnel management objectives after
formulating them.
Que-5.
Selecting a New Employee: An important process that
takes time
Selecting A New Employee
An important process that takes time
By Brandon Battles
From my observations when visiting maintenance facilities, most managers
begin the workday busy and end it the same way. Basically, and it's true for
many of us, our typical workday keeps us so busy that we have little time
for surprises or events that fall outside of the norm. So, when an unusual
event occurs, such as losing an employee, how do you handle it?

Due to the infrequent (hopefully) nature of the event, you probably do not
have much time to deal with the situation properly. For one thing, your
typical busy day has just gotten busier because you are now forced to
compensate for the loss of someone that was performing important tasks. In
a good scenario you simply have to monitor the situation more closely as
others attempt to perform the work. However, in a difficult scenario you
have to perform the tasks yourself. In either case, you don't have much
extra time to properly find and hire a replacement.

The immediate tendency is to fill the position as quickly as possible.

Unfortunately, while this approach may fill the vacancy, it can also raise
many concerns. Will the person perform the job adequately? Will the person
work well with existing employees? Does the position meet the longer-term
needs of the employee?

If the new employee is not a good fit then the likelihood of remaining for any
extended period of time is decreased. If the employee leaves then you are in
the same situation as before, looking to fill a vacant position. If the
employee remains, you may have a more difficult situation than when the
position was vacant. Either way, don't forget that employees can be one of
the most expensive assets for an organization and your objective is to spend
your organization's limited assets efficiently.

What can you do?

So what can you do if faced with this situation? The following information
should serve as a quick reference outlining the process or steps that you
may want to perform to identify and select a candidate to join your
organization. It will take time to perform these tasks, but the long-term
results will make your job as a manager easier.

Some of you may work for an organization that has a human resources or
personnel department. Check with them first because they have policies and
procedures for identifying, interviewing, and hiring candidates. They will,
more than likely, take care of some of the following steps but eventually you
will or should become involved with the hiring process.

Review the job description

What skills and characteristics does the person need to have to succeed? A
good standard may be the person that was in the position previously,
assuming the person was a good employee. Additionally, you Identify the
requirements of the position. What type of person is it that you would like to
see in the position? may have a job description that describes the duties and
responsibilities of the position. With the standard set by the previous person
and the job description, you may believe that you have enough information.
Que-9

Let's Talk - How We Value Our

Employees  

As a global leader in mail delivery and successful corporate

business practices, we maintain a talented workforce to
support strategic initiatives that continues to generate
revenue, reduce costs, achieve customer-focused results,
and improve service. Our executive and administrative
careers provide outstanding opportunities for career
advancement and growth.
Vision, Purpose, and Direction

Accessible Leadership

Work Environment Based on Trust and Integrity

Premium Benefits

Challenging Career Opportunities

Development and Learning

 Workplace Safety

 
Vision, Purpose, and Direction

The Postal Service is vital to the nation and its economy. Our vision, purpose, and direction are
evident in performance and maintenance of affordable mail service to every American. We are the
second largest employer in the United States today, delivering more than 200 billion pieces of
mail per year—connecting virtually every U.S. home and business. Because we are so integral to
our nation and its economy, we seek the best leadership available to continue our excellence in
operational performance. The Postal Service has a tradition of high performance in on-time
delivery and customer satisfaction, cutting-edge automated equipment, and information
technology. And we’re always looking for creative ways to perform our mission in the face of a
changing marketplace.

Accessible Leadership

Postal employees have open lines of communication available to leadership and management at
all levels of the organization. This accessibility ensures employees are able to understand their
roles and their expected level of performance.

Work Environment Based on Trust and Integrity

We have standards of ethical conduct for all postal employees. Our commitment to trust and
integrity permeates our organization, from the Postmaster General to the letter carrier you trust to
secure and deliver your mail. Our long history and tradition of trust and integrity with excellent
customer service is tied directly to the efforts of Postal employees. We were recognized in a
national study, the 2006 Privacy Trust Study of United States Government, as the most trusted
federal agency by our customers. The independent study by the Ponemon Institute involved 57
federal agencies and focused on advancing responsible information and privacy management
practices within business and government. It revealed agreement among respondents that in their
daily lives, the Postal Service delivers a sense of security when handling and delivering their
personal information and continues to earn and keep their trust and confidence.

Premium Benefits

Security in quality benefits is important in any employment. As an independent agency of the

federal government, the Postal Service affords all of the retirement and health benefits affiliated
with government employment, as well as other premium benefits. In addition to competitive
salaries, the Postal Service offers premium benefits that include: health and life insurance,
retirement/retirement health insurance availability and thrift savings plan, annual and sick leave
programs, qualifying relocation benefits, qualifying tuition assistance, an employee assistance
program, and an employee wellness program. A commuter program, employee fitness centers,
and parking privileges are available in some locations nationwide.

Challenging Career Opportunities

We encourage our employees to become involved in every area of business operations from
corporate leadership to everyday management. Cross-functional opportunities range from
administrative and technical support functions to processing and delivery operations.

Development and Learning

 The Postal Service offers a learning environment that reinforces success through training
initiatives that allow employees to improve basic operational knowledge and gain leadership
competencies. We manage performance by providing a variety of programs to develop and
improve skills that enhance job performance. Our future talent is developed and managed through
developmental processes and programs that support potential leaders. Executive level
development is provided through a comprehensive, multi-level program designed for those
executives meeting certain high-performance criteria. The program includes learning activities
that simulate real work situations and provides opportunities to practice and strengthen job-
related skills.

Workplace Safety

One of the greatest investments the Postal Service makes for employees is maintaining a safe
working environment. We have a robust Voluntary Protection Program, Ergonomic Risk
Reduction Process, joint safety initiatives with employee unions, and other safety programs
developed in cooperation with the Occupational Safety and Health Administration. And we have
an ongoing campaign series, “Safety Depends on Me.” Our law enforcement division—the Postal
Inspection Service and Postal Police—ensures the mail is safe and secure and protects the safety
of all employees and facilities.

MTNg

Que-5

The penetration strategy 

The penetration strategy is a part of the price strategy in marketing. It designates a price strategy, with
which the price is kept at the beginning of as low as possible, in order to obtain a high market penetration,
which one increases gradually however later. The enterprise expects to obtain by the market penetration
a competition advantage. The counterpart to penetration strategy is the absorption strategy.

Conditions
A condition for a successful penetration strategy is the existence of a sufficiently large market. Within this
market the offerer change costs should be very high, so that the change is unattractive with increase of
the prices for the customer.

In addition the product must draw more or less regular payments. The enterprise, which would like to
carry out a penetration strategy, must be financially very loadable, finally is at first very low the financial
yield. Usually the penetration strategy is suitable only for those, which are already market leaders or
monopolist in a closely neighbouring market. Because in this case often already exist
Kundenbeziehungen, which by the new product to become only further " “developed" ” to have.

When to Use Price Skimming Or Market Skimming As a

Pricing Strategy
Your pricing strategy is one of many of marketing strategies that you will use in your
business and it's very important to get this strategy right because the right price strategy
(along with the right product, and a strong marketing, sales and business plan) will earn
your business revenues and market share. A number of businesses, usually leaders in their
industry, use price skimming or market skimming as a pricing strategy.

An example of price or market skimming can be seen in the computer industry, where
technology sets up the environment for this price strategy. A computer manufacturer comes
out with a new laptop every 8 to 10 months. The older, unsold models move down in price
(they are in their mature or declining stage of their very short life-cycle), while the new
model laptop (with newer features and benefits) is in the introductory phase and is able to
command a higher price. The computer manufacturer is skimming price (also known as
skimming the market) at various life cycle levels (introduction, growth, maturity and
decline) and gaining the maximum profit through the maximum price that each level will
support.

This strategy will work if the market is large enough, if there are enough buyers, if there is
high product or service demand, and if the company has a good (and low) cost structure. In
the computer industry example, demand for laptops is high, there are many buyers and
recurring buyers, and the industry has a low cost structure that is technology enabled.

The challenge for businesses with this strategy will come from having too many competitors
in the market. If there are too many competitors, each with a full line of products in the
varying stages of the product life cycle, buyers will find it difficult to make decisions based
on quality or service or value for the price. Inevitably if there is too much competition for
the same buyer, the buyer will look for the laptop with the most features at the lowest
price. And if you are not the company with the lowest price and the most features, you will
look like you have been overcharging and your reputation and brand identity, as well as
sales, may be hurt by that perception.

Before you select this, or any, pricing strategy, make sure that you clearly understand your
buyer's behavior and decision making criteria and make sure that you have a good idea of
how your competitors will act or react. Understanding your market is the first step in
building a strong pricing strategy. The next step is to ensure that you test your pricing
strategy on a regular basis to ensure that the decision criteria you used in picking your
strategy is still valid over time and with changing market conditions.

Que-1
 MARKETING CHANNEL CONFLICT
Marketing Channel Strategy Consultants
USA - EUROPE - AUSTRALIA - BRAZIL - HONG KONG

con•flict  
vi.
1 orig., to fight; battle; contend
2 to be antagonistic, incompatible, or contradictory; be in opposition; clash

Definition: 
Marketing channel conflict can take the following forms:

 Multi-channel conflict - occurs when two or more different marketing channels destructively
compete against each other when selling to the same market;

 Horizontal channel conflict - occurs when two or more partners of the same marketing channel
destructively compete against each other.

Causes:
Channel conflict is an extremely difficult and potentially destructive marketing channel strategy and
management issue. 

Causes of channel conflict include:

 Structural factors - badly designed channel structure and alignment to customer segments. The
use of multiple channels (direct and indirect) and the inclusion of new or emerging channels
 without appropriate planning,

 Resource scarcity - too many channels (or channel partners) compete for too few customers,

 Goal incompatibility - the channel principal and channel partners have incompatible or misaligned
goals,

 Poorly defined roles and responsibilities - the channel principal and channel partners' roles and
responsibilities are unclear or not matched to their capabilities.

 Communications difficulties -goal incompatibility, perceptual differences and role incongruities

may be caused by communications problems,

 Poor channel management - unstructured channel management processes, such as partner

recruitment, pricing structures, incentive systems and promotional strategies can all lead to
channel conflict,

 Weak channel performance assessment - channel principals fail to drive the desired channel-
behaviour through clearly defined performance targets and roles. Enforcement of performance
standards is weak.

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What is ITC?
ICT stands for Information Communications Technology. There isn't any universally excepted
definition of ITC because the applications and technology involved in this constantly keeps changing
almost on a daily basis. The changes happen so fast which makes it difficult to keep up with them.
ITC deals with digital data and the ways of storing, retrieval, transmission and receipt. More
importantly ITC deals with the ways these concepts work when put together. The C in ICT stands
forCommunication of data over some distance by electronic means. This is achieved by the use
of networks connecting different hardware to send and receive data like, personal computers;
digital television etc. networks are further divided into (LAN) local area networks usually linked within
an office building and (WAN) Wide areanetwork, a very common example of the WAN is the internet
which is connected over a vast distance.

Preparing for ICT Sector Growth, TIA Adds Industry Veteran John T.
Jacobs to Executive Team
Arlington, Va. – Anticipating renewed growth for the information and communications
technology (ICT) industry, the Telecommunications Industry Association (TIA) is adding
to its thought leadership by hiring John T. Jacobs as Vice President of Marketing and
Sales.
John is an accomplished, international marketing executive with extensive global
marketing, product management, and business development experience, as well as an
analytical decision-maker and tactical implementer.
"It's been clear that demand for broadband-enabled, data-driven services has continued
despite the recession," said TIA President Grant Seiffert. "As we're now poised for new
growth in the economy, TIA is uniquely positioned to help create opportunities for the
ICT industry. That's why we've brought John on board – the depth and breadth of his
knowledge and experience will maximize our potential on behalf of the industry during
this next growth cycle."
"I've always held a deep affinity for TIA and great respect and admiration for the impact
of their work on behalf of the ICT industry," said Jacobs. "I'm thrilled to have the
opportunity to help TIA members fully tap into new markets as innovations in technology
continue to broaden global horizons – not just for our industry – but for each industry
with which we connect."
Most recently, as Chief Marketing Officer and General Manager of Decisive Media, Ltd.,
John worked with TelecomTV, introducing its next-generation Web 2.0-enabled Web
site (telecomtv.com) and establishing the North American market for the fastest-growing
IPTV news, analysis and interactive media platform for the ICT industry.
Earlier John worked at Yankee Group Research, Inc., as Senior Vice President,
Marketing & Product Management, where he led strategic marketing, communications
and product initiatives, implementing a global portfolio of research products and
marketing programs that supported the repositioning of YG in a highly competitive
technology resource marketplace.
John has also served as Head of the Marketing & Business Development Division for
the United Nations' International Telecommunication Union (ITU), where he defined and
implemented marketing and communications strategies, partner programs, advertising
campaigns and sales plans for ITU's Telecom Unit.
From 1994 through 2001, John worked at MCI Communications Corp., where he was
Director of Marketing for the Wireless and Prepaid Communications Groups, heading all
product/program activities across multiple lines of business.
John holds a Bachelor of Arts in International Affairs from The American University in
Washington, and a Master of Business Administration from Georgetown University.
BUSINESS ENV--------

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Advantages of FDI
 

Merits of fdi
Foreign Direct Investment plays a pivotal role in the development of India's economy. It is an
integral part of the global economic system. Advantages of FDI can be enjoyed to full extent
through various national policies and international investment architecture. Both the factors
contribute enormously to the maximum FDI inflows in India, which stimulates the economic
development of the country.

An Overview of Advantages of FDI-

Foreign Direct Investment in India is allowed through four basic routes namely, financial
collaborations, technical collaborations and joint ventures, capital markets via Euro issues, and
private placements or preferential allotments. 

FDI inflow helps the developing countries to develop a transparent, broad, and effective policy
environment for investment issues as well as, builds human and institutional capacities to
execute the same.

Benefits of Foreign Direct Investment-

Attracting foreign direct investment has become an integral part of the economic development
strategies for India. FDI ensures a huge amount of domestic capital, production level, and
employment opportunities in the developing countries, which is a major step towards the
economic growth of the country. FDI has been a booming factor that has bolstered the economic
life of India, but on the other hand it is also being blamed for ousting domestic inflows. FDI is
also claimed to have lowered few regulatory standards in terms of investment patterns. The
effects of FDI are by and large transformative. The incorporation of a range of well-composed
and relevant policies will boost up the profit ratio from Foreign Direct Investment higher. Some of
the biggest advantages of FDI enjoyed by India have been listed as under: 

Economic growth- This is one of the major sectors, which is enormously benefited from foreign
direct investment. A remarkable inflow of FDI in various industrial units in India has boosted the
economic life of country. 

Trade- Foreign Direct Investments have opened a wide spectrum of opportunities in the trading
of goods and services in India both in terms of import and export production. Products of
superior quality are manufactured by various industries in India due to greater amount of FDI
inflows in the country. 

Employment and skill levels- FDI has also ensured a number of employment opportunities by
aiding the setting up of industrial units in various corners of India. 

Technology diffusion and knowledge transfer- FDI apparently helps in the outsourcing of

knowledge from India especially in the Information Technology sector. It helps in developing the
 Disadvantages of Foreign Direct Investment

The disadvantages of foreign direct investment occur mostly in case of matters

related to operation, distribution of the profits made on the investment and the
personnel. One of the most indirect disadvantages of
foreign direct investment is that the economically backward section of the host
country is always inconvenienced when the stream of foreign direct investment
is negatively affected.

The situations in countries like Ireland, Singapore, Chile and China corroborate
such an opinion. It is normally the responsibility of the host country to limit the
extent of impact that may be made by the foreign direct investment. They
should be making sure that the entities that are making the foreign direct
investment in their country adhere to the environmental, governance and social
regulations that have been laid down in the country.

The various disadvantages of foreign direct investment are understood where

the host country has some sort of national secret – something that is not meant
to be disclosed to the rest of the world. It has been observed that the defense
of a country has faced risks as a result of the foreign direct investment in the
country. 

At times it has been observed that certain foreign policies are adopted that are
not appreciated by the workers of the recipient country. Foreign direct
investment, at times, is also disadvantageous for the ones who are making the
investment themselves. 

Foreign direct investment may entail high travel and communications

expenses. The differences of language and culture that exist between the
country of the investor and the host country could also pose problems in case
of foreign direct investment. 

Yet another major disadvantage of foreign direct investment is that there is a

chance that a company may lose out on its ownership to an overseas
company. This has often caused many companies to approach foreign direct
investment with a certain amount of caution.

At times it has been observed that there is considerable instability in a

particular geographical region. This causes a lot of inconvenience to the
investor.

The size of the market, as well as, the condition of the host country could be
important factors in the case of the foreign direct investment. In case the host
country is not well connected with their more advanced neighbors, it poses a
lot of challenge for the investors.

At times it has been observed that the governments of the host country are
facing problems with foreign direct investment. It has less control over the
functioning of the company that is functioning as the wholly owned subsidiary
of an overseas company.

This leads to serious issues. The investor does not have to be completely
obedient to the economic policies of the country where they have invested
the money. At times there have been adverse effects of foreign direct
investment on the balance of payments of a country. Even in view of the
various disadvantages of foreign direct investment it may be said that foreign
direct investment has played an important role in shaping
the economic fortunes of a number of countries around the world.