Strategic Human Resource Management College Case Study

Strategic Human Resource Management College - Case Study Example It is possible to say that performance management is a central tool used by both companies to meet business objectives and goals. Performance management allows different companies to balance the need to embed processes with the need to be flexible and adaptive to changing circumstances. According to Greer (2000) management often supplements performance management by competency frameworks; appraisal is more frequently conducted through multiple perspectives; rewards decisions are more likely to be decentralized; and formal training is supplemented by coaching and self-development activities. In this case, it is possible to say that the application of performance management is influenced by the degree and experience of change, the involvement and commitment of line managers, and the transparency and perceived fairness of the process (Nkomo et al 2004). Training and self-development of employees are the key concepts identified in the case studies. All the companies placed great emphasis on training and development, with "most having a number of large-scale training initiatives either in place or being developed, sometimes as part of a broader cultural change program" (Nkomo et al 2004, p. 23). There is clear evidence that all the organizations are increasing their investment in training in order to compete on the market. Significant qualitative differences emerged between the types of training offered. Performance management is expected to regulate both motivation and ability to work. Performance management is usually conceptualized as consisting of three elements: (1) objective setting, (2) formal performance evaluation, and (3) linkage between evaluation outcomes and development and rewards, in order to reinforce desired behavior (Nkomo et al 2004).. Motivation is important because it influences commitment to work and productivity, morale and culture. Even if a company succeeds in constraining their behaviors in this way, the prescription might dampen the very motivation and creativity that the company seeks from them and depends upon for business performance. 'Business targets' also emerges as a significant source of motivation in all organizations. Motivation and rewards is an important part of change management helping companies to overcome resistance to change and inspire employees. One tempting interpretation of these results would be to argue that the personal motivation o f managers is of much greater importance in explaining the involvement of line managers than formal institutional incentives and pressures (Greer 2000). In any case, the personal motivation of managers is influenced by their organizational environment. B. The main similarity between Ford and Toyota management is the strategic approach to human resource management. Both companies had to change their working culture and improve professional skills of employees. Toyota created a positive environment where employees perceived that they easily acquired new skills and knowledge. Similar to Toyota, Ford introduced training programs for engineers and production workers. The main difference was that Ford emphasized on-job training and development while Toyota paid a special attention to motivation

The Water-Balance Research Paper Example | Topics and Well Written Essays - 500 words

The Water-Balance - Research Paper Example Let us consider two regions: Berkeley, California a west coast Mediterranean climate and Terre Haute, Indiana which has mid latitude continental climate. Berkeley, having the Mediterranean climate, experiences a distinct wet and dry season. It is a relatively dry environment. This region experiences high precipitations at summer times when compared to Terre Haute, which experiences high precipitation, at winter times. Both regions have a surplus during winter, around January February, and March. Berkeley has the highest surplus recorded in January which is at 10.4 cm, whereas, Terre Haute has highest surplus recorded at 7.8 cm in March. A surplus occurs when the soil storage of water is at 10 cm. Deficits occur when the soil storage is 0 cm, in Berkeley deficits are in June through to October with values ranging from 3.2 to 8.7cm. In Terre Haute deficits in July August and September are familiar with values of 0.9, 5.6, 1.2 cm respectively. Berkeley has high values due to the dry season during the summer. In the mid-latitudes, the winter results to surplus values, and the low rates of evaporation allow for the storage of water in the soil. Spring, on the other hand, represents water utilization whereby the water stored during winter gets used up. Negative values are commonly observed in the changes of stored water, in May, June, July. Come summer, there is a shortage due to high rates of evaporation. Fall is the recharge period with moisture addition to the soil as a result of the declining levels of evaporation and cooling of the atmosphere. Positive values in the change, in soil storage, in October, November, and December is common, when compared to Berkeley summer time high temperature, and low levels of precipitation result to the deficit. High precipitation values recorded during winter and thus a surplus is inevitable during this time. Recharge