Hancock Manufacturing HRM Brochure
January 11, 2015
Hancock Manufacturing HRM Brochure
Hancock Manufacturing has been in the manufacturing business for many years and is one of the pillars in the manufacturing industry. The human resource department for Hancock Manufacturing is one of the key reasons why they are one of the best in the business. That said even though they are the best, there can always be change to help make it better. Technology, globalization, diversity and ethics all play a part in the way that the company and department can change for the better. By putting all of these pieces together, the human resource department at Hancock Manufacturing will be the trendsetter of the industry. Technology
Technology is an essential function that most HRM must constantly look at, as this is a vital piece to providing the best work environment and work efficiency in an organization. If the technology is not updated it can affect the performance of not only the employee but the organization as well. “Imagine an employee who spends considerable time each day developing product designs. This employee, however, is struggling with outdated design software. Compared to another employee who does have access to such technology, the first individual is going to be less productive” (DeCenzo, Robbins, & Verhulst, 2013, p. 37). Hancock Manufacturing human resource department has continually kept up with technology and over the years, that has benefited the company. Integrating new technology improves the communication effectiveness of the department and across the organizations other departments. Purchasing new network systems benefits Hancock by increasing its footprint to keep in ahead of its competitors and helps their employees to better assist its clients in a worldwide market. Not only does it helps communicate but allow Hancock Manufacturing to track all of its employees and supplies that move around the globe. By providing current technology ensures, departments run smoothly and can share information between them. Having up-to-date intergraded software, applications, the Internet, and network servers can mean easy maintenance of data, and organization keeping the company ahead of its competitors.
Technology also benefits HRM as its makes searching and recruiting top talent for the company through the Internet such as Facebook, LinkedIn, and job finder websites, which gives the potential talent to post their resumes and be seen by recruiters. Technologies also benefit the organization’s ability to train new employees without slowing down production and get them into the field faster, keeping the company ahead. This is critical depending on the position a new employee is filling. Lewis (2014), “Information technology makes it possible for human resources professionals to train new staff members in a more efficient manner as well. The ability to access company information and training programs from remote locations eliminates the need for trainers to work directly with new hires on all training. Some interaction will always be necessary on some level, of course, but training in virtual classrooms makes it possible for the HR professionals to train a large number of employees quickly and to assess their progress through computerized testing programs” (Training). Globalization
Among the many factors that will affect Hancock Manufacturing in a global market concerning HR functions are Culture, the skill set of potential employee in the local, and concerns with compatibility of organizational culture and local culture (Gordon, n.d.). Additionally, staffing for market research and a team dedicated to learning and preparing the organization for global opportunities will precede initial ventures abroad (Gordon, n.d.). The HR also is preparing training for new hires abroad and diversity training for current employees to implement international collaboration within...
References: DeCenzo, D.A., Robbins, S.P., & Verhulst. (2013). Fundamentals of Human Resource Management (11th ed.). Retrieved from University of Phoenix eBook Collection database.
Gordon, J. (n.d.). How to prepare your company for globalization. Retrieved January 6, 2015, from Houston Chronicle: http://smallbusiness.chron.com/prepare-company-globalization-78025.html
Thomason, S. J., & Hagan, C. M. (2013). The Role of Globalization in HR Policy and Practice. Retrieved January 6, 2015, from McGraw Hill Education: http://highered.mheducation.com/sites/dl/free/0078029163/934874/ber29163_ch02.pdf.
Becker, W. S. (2010). Ethics in human resources: an exercise involving new employees.
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