Analysis of Human Resources at Solar Plant

Analysis of Human Resources at Solar Plant Introduction: The detailed analysis of training and development and talent management process is providing through human resources management in solar industries. According to this report is based on case study of solar industries at talent management. Planning and development should be proper implemented in the solar industries. The report includes how the training and development and talent management to be implement. However research found that to continuing competitive advantage people are the only real source. Prahalad and Hamel (1990) HRM is considered a logical approach to the management of an organisations most valued assets. (Armstrong 2007). The term personnel management has been replaced by human resource management and human resources. Armstrong, Michael (2006). The managers of an activity state their goals with HRMs techniques, the work force implicit and carry out the activity with its techniques which requires resources to accomplish their coursework successfully. The objective of HRM is to help an organisation, maintaining employees to congregate strategic goals and also to manage them effectively. The personnel administrators constant complaint is that they lack status. This proves their inability to make contribution and to make impact on their management associates. Their continuous worry is their inability to prove that they can make impact on their management associates. Drucker (1954) Thus, solar industry is getting more and more important day by day especially Solar Energy. And this is why solar industry developing rapidly in every part of world. So the Human Resource also becomes an important part to manage man-power, technology, research and development etc. Human Resource Management Theory: The objective of HRM is to help an organization, maintaining employees to congregate strategic goals. The key word here perhaps is fit that is to make sure that there is healthy relationship between the management of employees and on the whole strategic direction of the company. (Miller, 1989). However, there are many HR functions which are struggling these days to get the task of management and member of staff and they are unconsidered rather than intentionally practical partners for the top management. Further, in the solar industries HR have difficulty in proving that their activities and processes are accumulating value to the company. In modern times, HR scholars and professionals decided to develop models that can measure the value. HR. Smit, Martin E.J.H. (2006). Human Resource Strategy: The strategy of HRM is to implement the specific functions of HRM. Planning, organizing, training and development is the main function of the human resources. In order to correspond with the whole business strategy HRM needs to correlate various areas of HR. This strategy of HR is to be implement in the solar industries. HRM Activities in Solar Industry The three key HRM activities in solar industries are Recruitment of the best employees Development of Leadership Development of Management The main objective of Solar Industries is to identify and describe the broad range of policies, technical, financial, regulatory, and other market related factors that affect of renewable energy technologies. Firstly, recruiting the right employees with the right competencies at the right time had to fit in the solar industries as there is skills shortage at all levels in the organization. Secondly, HR manager has to develop a leadership training plan to manage their leadership skills to get experienced people in the industry. Finally, management development activity is to be fit in the solar industries to manage organization. Planning, organizing, leading and coordinating resources are the activities included in management. Thus, for the above reason recruiting the best employees, leadership development and management development are the three key activities that should be fit into overall corporate objective of the company. HRM Model in solar industries: 1) The Harvard Model The Harvard model of HRM had to deploy in the solar industries. To guide all managers in relations with employees soft version of HRM has to concentrates on the Harvard model. (Beer, Spector, Lawrence, Quin Mills and Walton, 1984). It focuses on employee commitment that is not control. (Wood, 1995) The model is useful to know the agreement, capability and effectiveness of cost for employees in the organization. Work system Employee influence Human resources flow Rewards For recruitment, and selection process human resource flows are used in the organization. They are used in the organization through placement, promotion, out of the organization as termination pay. To attract and to keep employees motivate the reward system is organized. Thus, employee influence is used to put controlled on authority and decision making. The jobs are defined and not based on particular tasks like classical approaches. The employee having high commitment led to better job performance is the advantage of this model. (Beardwell, Holden and Claydon, 2004). The selection policies were based on competence and it includes the element of suitability and flexibility. Thus, the right employees fit for the right jobs led to effectiveness. The main aim of reward system is to attract and motivate held performance appraisal but it is not a tool for evaluation. The Harvard model is praise in analytic aspect as an advantage by Pettigrew and Hendry (1990). However, on basis of resource this system is bad form labor point of view. There is an argument that soft aspect of HRM has conflict in the Harvard model regarding business focus of the organization and it changes the cost minimization and profit maximization. (Armstrong 1987, Legge, 1995) 2) The Michigan model The solar industries can also deploy the Michigan model because it includes hard version of HRM. (Fombrun, Tichy and Devanna, 1984) To managed employees like resources they use resources inexpensive and carefully to developed and exploited fully. The model includes HRM activities as follows. Selection Appraisal Rewards Development To obtain organizational performance this model includes selection, appraisal, development and rewards policies. The surrounding idea was ignored for its situational factors, stakeholder interests and the concept of strategic choice. (Cusworth and Franks, 1993) The model shows the internal and external factors in the policies of HR along with strategy of business. The market performance and organisational growth is an advantage of this model. It is useful in cost minimisation for employees which is inexpensive. However, market failures are the disadvantage of this model. It is due to ignorance of environments. Moreover, HRM planning certifies the future requirements of the organization that are minimal. Further, this model fails in range of group and internal conflict. (Chuang et al, 2004) Thus, it led to organizational performance failure. (Bagshaw,2004) According to this two model of HRM solar industries deploys because in the case study performance of the solar industries are not going well, work system, rewards and development growth, appraisal for example like shortage of skills(learning skill, training development skill etc) sort of experience and labour turn over levels are high. So according to this above two model of HRM are bring in action in the solar industries. Training and development: Training refers to efforts that help enhance employee skills for carrying out the present job. To do particular job the training is an act of increasing knowledge and skills Edwin B Flippo. Development is a permanent change in knowledge, skills, attitudes or behaviour that comes through experience. Training is must for every individual when he enters into the organization. Even though the candidate has experience he also should get training. Why because the organization culture, values and beliefs are different from one organization to other. Thats why the training program plays a key role in every organization. Training program followed by solar industries is formal assessment tools for recruiting, structured induction training. Solar industries have not developed an effective induction programmed. New employees employed at solar industry get off to a bad start and they do not understand the organization itself or their role in it. Hence, this has lead to employment turnover which is high-18% for managers, 17% for engineers, 20% for sales and marketing and 15% elsewhere. As a result, it is increasingly difficult to find good replacements, and also lowering of morale for the remaining staff. In solar industries HR planning and development methods are high involvement practices, integrated HR practices and reward approach but in spite of all this, things are clearly not going too well, so for this they need to view plans as adaptable. A solar industry requires more attention to planning. It is both possible and desirable to plan for uncertainty. The emphasis in HR planning will be on maximum future flexibility. The objectives of HRP play a useful role in the management of organization: recruitment, training and development, staff costing, redundancy, collective bargaining and accommodation. Recommendations: Firstly, I recommend that board of directors of solar industries could improve its strategy towards training and development of its management staff by using formal induction course. It will save inductors and managers time by dealing with a group than dealing with individuals. It ensures that all new recruits are given a positive message and consistent information. It can employ a range of communication techniques including: group discussion and projects, presentation, visits and guided tours, off-site training sessions, involvement with suppliers, customers and contractors. It enables new recruits to socialize with each other and build cross-functional relationships. This process of training and development is easy to arrange. Secondly, try to avoid by providing too much and too soon to the inductee. This will make the procedure simple and relevant. It will be suitable for everyone in the industry and for their roles within the organization. By this way the process should be shared. Moreover, induction programmed will generate unreasonable expectations. Finally, I recommend that according to effective induction training and development programme and proper HR planning solar industries improved its strategy towards training and development of its management staff. According to effective induction training and development is done by formal and informal course. Thus, industry needed proper learning skill, training plan and developing strategy in the industries management staff in corporate world. Talent Management: Talent management is a position of employees with business priorities to deliver greater performance and results. As agencies strive to meet strategic goals, they must ensure that they have a continuous process for recruiting, training, managing, supporting, and compensating their employees. Emerging technologies are changing the employee competencies needed in organization. There is need of improvement in solar industries in areas of planning, growth and development, management skill by talent management system. The specialized products of the solar industries are electronics. Talent management provides solution to provide better services to organisations like solar industries. The solar industries should make strategy of talent management that give advice to various areas of industries. The process of talent management helps solar industries to recruit, deploy, develop and retained employees in the organization. Solar industries should focus not only on recruiting and retaining talent, but also focus on talent savvy organization support their employees on issues they care about most. Industry has to focus on strategic recruitment in the organization because there are shortage of skill employees at all the levels. They have to deploy about matching the correct employee to a critical job or project. The organization must focus on their critical talent to achieve strategic objective by ensuring their skills, interest, and capabilities. It creates successful work force in the industry to develop a public reputation for being a great place for work, which fosters loyalty among current employees. The employees will be more interested in working for a company that gives importance to its employees and give them opportunities for continued success. Talent management is necessary in the solar industries to retain employees, new skilled workers to be recruited. The war for talent is the process of attracting and retaining employees between firms. (Article in 1998 David Wilkins of soft scope) In solar industries it is necessary to implement talent management system to work into the business strategy. The company has to implement talent employees in the solar industries. It should be implemented at all the levels of the organization in the industries to attract and retain employees. The talent management is not same in different organisation. From talent management stand point, employee evaluations has fear of two major of measurement performance and potential. The talent management is necessary to be practiced in the solar industries and must practiced consistently; Performance management Leadership development, Work force planning (identifying talent gaps), Recruiting. The employees in the solar industries should be talented and talent market should be implemented. It is useful for industries and the most productive employee can select the projects and assignments that are most perfect for particular employee. Talent management is kind of human capital management based on human resources management field that make work easy in the organization where the situation is critical. To manage employee talent in the industries they have to develop effective plans and to implement it in the company. Their responsibility is to develop skills in all the areas of management for this they have to develop new business strategy. Recommendations: To improve the organizational performance of the solar industries, I recommend that they should allocate talent management in their industries. Firstly, solar industry needs workforce diagnostic capabilities that enable more effective strategic decision making across all components of workforce planning. For example solar industry has high percentage of employees labour turnover at all levels would be an indicator that requires attention of senior management. Secondly, a solar industry has experienced expansive growth from around the globe location play an increasingly important role. The ability to find individuals with particular knowledge and bring them together in a virtual environment can make it easier for employees to share good practices. Thirdly, industries have to develop proper recruiting and development activities to get the right employee in right job with right skill. Finally, industry has to develop a talent marketplace by a standard classification of employee roles, skills and competencies and potential managers can identify individuals with relevant skills and capabilities. Conclusion: Finally, I think that training helps people to learn different things in a different ways. Training and development helps in the organisation to develop there information, methods in a systematic way to perform all the activity in the solar industries. Talent management is method of aid in the organisation. It helps talented employees to develop their skills and knowledge. And also develop their effective plan to manage talented employees in the industries. However, talent management and training is the key role of human resources management in the solar industries.

Machiavelli’s View of Human Nature Essay example -- Machiavelli The Pr

Niccolo Machiavelli was a political philosopher from Florence Italy. He lived during the Italian Renaissance from May 1469 to 1527. This period in time that Machiavelli lived was the "rebirth" of art in Italy and rediscovery of ancient philosophy, literature and science. Machiavelli’s philosophy about the nature of man is that man possesses both good and bad qualities, but will lean towards his own self-interests when all things are equal: thus man is a fickle creature. Machiavelli’s view of human nature influences his view of government.   Ã‚  Ã‚  Ã‚  Ã‚  Machiavelli writes, â€Å"that man has qualities that will bring him either praise or blame† and because a prince is a man; therefore, he will also exhibit these qualities. A prince should put his good qualities on public display and be clever enough to hide his immoral failings from his subjects; but, if these vices are necessary to maintain his state, he should embrace them; because this appearance of a strong state by his subjects gives them a false sense of security.   Ã‚  Ã‚  Ã‚  Ã‚  He states in paragraph fourteen that â€Å"since they (men) are a sad lot, and keep no faith with you, you in turn are under no obligation to keep it with them†. Machiavelli believes that men will lie, cheat, or steal if it has some benefit to them, and while a prince shows the...

Harley Davidson Five Forces Analysis Essay

In our present competitive world in the business where customer preferences are continuously changing, prices of raw materials and cost of labour are increasing and global economy is becoming unstable, it is always been a difficult task for companies to stay and perform business. And these barriers have been a familiar scene in the global business. That is why for most companies in order to overcome such of these difficult challenges, innovativeness and the desire to be very critical and most anticipative of the changes in the industry and the whole global economy is highly necessary. Just like for Harley Davidson as the main focus of this study, even though the company currently established itself for being the highly rated motorcycle brand in the world, it is still not enough for the company to be relaxed and feel that they can be profitable and enticing to the market as years goes on. That is why in this paper it will directly focus on how do Harley Davidson’s competitors are doing at the present, what are some of the strategies that they do to compete. With this information about the competitors, how does this information be used by the company in terms of opportunities for them to use it as a strategy against them? Also, making use of this information to handle future threats as well, this is in order for them to anticipate and provide some immediate actions. In the second part of this paper, it will focus on how the company can apply Porter’s five forces tool in order to continually achieve competitive advantage over its competitors. Also at the second part of this study it will discuss on how motorcycle companies like Harley Davidson, can still earn above average return even though the company falls at the high-end market with more on the luxurious and recreation side and not as necessity for customers. Also, with that, what are the actors or contributors that will lead to that conclusion or will help attain that goal? Study of Harley Davidson’s Major Competitors As the pioneer and one of the oldest known brands in the motorcycle industry in the world, Harley Owners Group has been in the industry since 1983 and due to its growing influence worldwide, it already has over 1,000 chapters and over a million members worldwide. But, not all of its members own a bike; it is only the prestige and respect about the Harley machines that made them decide to be a member. As one of the strength of the company, it has been continually establish its brand as the number one brand in the world, with over 5 billion USD annual revenue annually. In terms of its competitors, the company’s main competitors, most specially in terms of design are the following: BMW, Victory, Honda, Suzuki and Yamaha, but among these lists, Honda has become the closest and toughest competitor of Harley Davidson’s motorcycles. (Harley Davidson Motorcycle, n. d. ). With the company’s main focus on design, quality and most specially durability, it continuously has been in the forefront of the high-end and luxurious motorcycle business in the world. That is also why 80% of the total revenue of the company comes from motorcycle sales. With regards to the company’s competitor, even though the company clearly dominates the American market as its origin, which has registered in the 2006 market share, the company has eaten up half of the market or 50% while far second and third are Honda and Suzuki with 15. 1% and 12. 9% respectively. But the question now is not just the American market but instead what this paper is focusing is what the competitors are doing in the global scene. Which is actually smaller, like for Canadian market, it drops to 38. 4% still relatively high, but what is more alarming and needs to be focus on by the company is on the European market which is only 10. 2%, but still the company has a noticeably high market share globally as it generates at an average of 33%. And this is more alarming because it will also follows that the company’s net revenue growth also shows very small in other major regions in the world. With this event, it is necessary for the company that it needs to strengthen its presence in these main regional markets, because in the long run, it will be a problem that the company needs to focus on. The two main reasons why these competitors starting to entice substantial number of customers are: (1) they have greater financial resources, like Honda and Suzuki, with their global presence, they have enough financial support in every region that they operate. Meaning to say these companies knows that they know how to make use of their money in enticing potential customers and retaining current customers as well and they can even compete with price and that will soon be a serious problem with Harley Davidson, since the competition is on how to innovate with technologically funded studies that will still provide quality as well as make the product still not that so expensive. Lastly, (2) these companies, like Honda and Suzuki are obviously more diverse than Harley Davidson; they sell a lot of products with a lot of brands and choices that customers can choose, from cars, to simple scooters up to high-end luxurious brands of motorbikes and not only that with wide variety of choices to choose from. This is another serious problem by the company in the long run, since these competitors knows how they can be well-trusted by the customers and if you made such products with quality in all of it, it will be a positive sign for these companies and that will create problem for the company. With these two main reasons, Harley Davidson needs to formulate a strategy that will address these problems in order not to further add problem in the future and also not to wait until the company’s edge in the global market be removed or at least be reduced. Also, based on this study, the company must also look forward in addressing these issues while they are still room to operate due to its continuing edge in the global market. (Harley Davidson (HOG), n. d. ). In the second part of this paper, the main focus is on how the company can effectively apply Porter’s fiver forces model in attaining competitive advantage. The five forces of Porter’s method that are popularly applied by companies are: (1) Potential entrants, (2) Buyers, (3) Substitutes, (4) Suppliers, and (5) Industry competitors. In each of these five forces, there is an important factor that contributes to the success or failure of each forces and this will be discussed separately as to how the company can effectively apply it. In the entry barrier, where it mainly focus on the potential entry of new products or brands, the company must continue to be very pro-active in this part as the competitors are becoming very aggressive in this area. What Harley Davidson should do is to increase the customer awareness of their motorcycle brand in some of the regions that they are starting to have a very low market share like in the European and Asian market. Studying cost advantage and relatively access to distribution are two of the most important focus that the company should do. Also, can be added to that is to have an in-dept study on the Government policies which might be the effect of low market share, because the territories that the company operates must also need to be well represented and not just putting up a business. In the rivalry determinants, which mainly focus on both the industry competitors and new entrant forces, the company should be mainly focus as usual on how they can have advantage over its competitors by not only anticipating future challenges and innovation that their competitors may bring but also be able to establish a well defined marketing and research and development study that will help the company confident enough in dealing with the market.  particularly, the factors that it needs to focus are: industry growth, always look on the potentials in the business and be first in formulating it to the market, product differences, at this point, which is already been the strength of the company, but still needs to do more and that is innovativeness where it also been the main focus of its competitors. The company must look on how they can provide its clients new and very attractive designs, but it should also have to look on the cost side as well. And lastly, is switching costs, for any company there should also be some intelligent cost study on how the company can still be appreciated by the customers and these can either come from service and parts and of course these should be well accompanied with excellent service and availability of parts which is also a big factor during actual competition. In the side of threat, what the company should look closely on how the innovative trend and pricing strategy trend that competitors is doing. Most of the time these is what is being target to Harley Davidson, since it has been recognized as a very expensive brand and at the same time more on respecting traditional design, competitors compete through these factors. So, what the company needs is that they have to anticipate these by introducing new and innovative styles and at the same time study some possibilities of offering some not so high cost brands which may also give additional leverage for the company. Another important study and important advantage of Porter’s Five Forces is supplier power, in this side it is also important for the company not only to look for the most efficient supplier but also study closely in terms of cost. Harley Davidson must be careful in forming up agreement with suppliers. Like they can have global partnership with some suppliers, most specially if some of these suppliers are proven that they serve the company well. This reduces the cost by having different suppliers in the different regions. That is why there are two ways that the company may apply: (1) the company must carefully look into suppliers that are effectively performing for the company, if there is, Harley Davidson must look into how they can formulate a global partnership in order to lessen the cost. And lastly (2) the company must also re-visit some suppliers that are not performing well and be able to replace it or make some better arrangement on how the company as well as the partner can have a more favourable output. Lastly, in terms of buyer concern, where two of the important force involved, buyers and competitors. At this point these are the greatest challenges that the company must look at since the competitors are very aggressive in this area, most specially in the price sensitivity and not much on the bargaining leverage. Price is always a problem with the company, since it continuously in the high-end brands. What the company should do is on how they can study on introducing brands that may target other markets which will still not compromise quality and cost. In the bargaining leverage, the company must look on how they can provide some better offers for some big markets, like in terms of wholesalers. Lastly, with regards to the question how can motorcycle companies like Harley Davidson, where its business falls more on luxurious and recreation brand of products which also targets high-end markets, which the question is on how they can continue to earn above average returns. It is obvious that for company like Harley Davidson, they have to focus more on how to deal with innovations is one aspect that they need to do. By strengthening its research and development and the usual attention to customer needs and preference is the key to continually achieve above average returns. Most specially the latter where still it is considered as the most important factor in the business. The main actors or contributors that needs to work on this one in order for it to materialize are the following: (1) Company’s human resources, which means that it should continually strengthen the technical expertise of the company, and lastly, (2) is to build partnership with some of the global and most recognized industries or companies which is what is lacking with Harley Davidson. People expertise and partnership through reliable and very influential companies are very important to the success of company’s these days. That is why with the help of the management team and its top executives, they need to recognized it as the main key to continually have a better return in the business. Conclusion In this study, it shows that for any company to survive in this very competitive world of business, company’s needs to be sensitive enough in understanding the competition and on how they can overcome it. In this paper it shows that even company like Harley Davidson, who still has substantial edge in the market, it still needs to be aggressive and continue to study on how they can attain competitive advantage. Like what resulted in this study that even though the company seems to have control in the American market, competitors are however starting to focus on targeting on market outside the American region, which shows that the company starting to slow down and competitors like Honda and Suzuki are rising up. This also resulted that due to financial capabilities and diverse status of these competitors which starting to give problem to Harley Davidson. That is why the company must look on these growing advantages and be able to formulate a strategy that can offset it. In the second part of this paper, it also shows that in order for the company to be aggressive and effectively achieve competitiveness, Porter’s five forces has been presented and for each forces, there are important discussions on how the company can apply it effectively and efficiently.

The Diagnosis and Treatment of Bipolar Disorder Versus...

The Diagnosis and Treatment of Bipolar Disorder Versus Unipolar Depression Bipolar disorder is a serious mental disorder, but unfortunately our collective knowledge of this mental illness is not extensive. Unlike depression, where patients are strictly sullen and deeply blue, the bipolar patient experiences that same depression only flanked by extreme highs—a hyperactivity and increase in serotonin. It is this inconsistency in mood—a clinical mood swinging, that makes bipolar disorder so difficult to diagnose. Difficulty, as will be discussed in the paper, comes from patients inability to recognize these highs as potentially troublesome, and instead opt to focus only on the depressed moods that follow. Conventional thought, after all,†¦show more content†¦Viewing the serotonin (as well as other neurotransmitters directly responsible for mood such as endorphins, and dopamine) levels of a bipolar patient will often resemble a sine curve—with consistent crests and troughs, and an episode refers to one crest or trough on the curve. Bipolar I disorder is similar to bipolar II, but patients typically alternate between mania and depression, rather than elevated mood (hypomania) of bipolar II. The bipolar patient typically suffers multiple episodes over the course of a year, each usually lasting three to six months (Kessler 1994). If more than four episodes occur within a 12-month period, the patient is said to be in ‘rapid-cycling’ (Coryell 2003). The manic, episodic nature of bipolar disorder has made difficult for primary care doctors to diagnose and understand. 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