Ethnocentric Approaches to HRM

Ethnocentric Approaches to HRM 1 Introduction Human resource management (HRM) refers to the activities an organization carries out to utilize its human resources effectively, including determining the firms human resource strategy, staffing, performance evaluation, management development, compensation, labor relations. The staffing activity is concerned with the selection of employees who have the suitable skills required to perform a particular job. To perform staffing function effectively, there are three main approaches within international business identified: the ethnocentric approach, the polycentric approach, the geocentric approach (Dowling PJ, Festing M and Engle AD, 2008). In the article, the ethnocentric approach will be comprehensively and deeply analyzed, and then the advantages and disadvantages of ethnocentric approach will be figured out. Combined with analyzing the case of Hilton Group, we will see that the reason why the ethnocentric approach to HRM for multinational company (MNC) is out, that how an internatio nal human resource management (IHRM) effectively plays its part under the global context. 2 The ethnocentric approach to HRM for MNC is out. 2.1 General situation of Hilton International Group Whichever major city you find yourself in you may have a big shot to coming across a Hilton Hotel. Hilton International Group is a leading global hotel brand; the company operates 380 hotels all round the world and has subsidiaries located in 66 countries. Its 80,000 strong workforce looks after and serves an average of 8 million guests every year (Article, 2002; Annual Report, 2003). The quality of the Hilton brand is base on the customer service and its operational excellence is higher than in most industries. The same as all service businesses, the contribution of people is of central importance to Hiltons success. Hilton International is quite decentralized: splitting into countries, cities and individual hotels. This meant that hundreds of its managers have to be convinced about the initiative an exercise in which Skill-Soft plays a fundamental role to tackle different issues arisen from its 66 country subsidiaries. (Article, 2002) 2.2 Recruitment analysis of Hilton International Group The broad recruitment strategy determines the nature of the international manager development program and the type of IMD, suggested by Perlutter (1969) and later on by DAnnunzio-Green (1997). Besides the ethnocentric approach which tends to use expatriates in key positions abroad, there are other two different approaches available for managing and staffing companies subsidiaries, the polycentric approach and geocentric approach. The polycentric approach tends to use local nationals wherever possible and the polycentric approach tends to use a mixture of nationals, expatriates and third country nationals (Treven S., 2001; Datamonitor, 2004). For the ethnocentric approach, the cultural values and business practices of the home country put a predominant influence on the subsidiaries. The corporation headquarter determines all the standards of evaluation and controls the branchs management practice in the form of orders and commands (Miles, 1965; Malkani, 2004). For the polycentric appr oach, it is just direct opposite to the ethnocentric approach. The corporation headquarter allows its subsidiaries to develop locally but the corporation headquarter will supervise the local managers. However, this results in little communication between the corporation headquarter and its subsidiaries. For the geocentric approach, it combines the advantages of ethnocentric approach and polycentric approach. The selection of manager is based on competency rather than nationality and organizations try to combine the best from both the corporation headquarter and its subsidiaries. With regard to Hilton Hotel Group, it tries to integrate different parts of the group through the cooperation between headquarter and subsidiaries, and then implement combined standard of both universal side and local side for evaluation and management (Johnson, 2003). And at the same time, Hilton has attempted to recruit and develop a group of international managers from diverse countries for many years. These international managers constitute a mobile base for a variety of management facilities as the need arises. 2.3 The phenomenon Hilton Group unfolds and implies: the ethnocentric approach to HRM for MNC is out The recruitment approach of Hilton hotel indicates something that reveals the shortages of the other two approaches. As this article aims at the ethnocentric approach analysis, it can be concluded that the Hilton Group did not adopt the ethnocentric approach as the staffing strategy for some reason. Here what is needed to be explored is that what the reason is. Underling the phenomenon of Hilton Group not adopting the ethnocentric approach, there may exists some common truth shared the multi-national corporation, like Hilton Group. Is the ethnocentric approach out to human resource management for Multi-national Corporation? The answer to this question definitely is yes; the explanations and its analysis will be stated in the following paragraph. 3 Advantages and disadvantages of ethnocentric approach to HRM 3.1 The ethnocentric approach To analyze the question and answer above, firstly let us see what does ethnocentric approach mean and why the people use it to human resource management. Ethnocentric approach means the home country practice prevails within the company (Albrecht MH (Ed), 2001); headquarters from the home country makes crucial decisions; employees from the home country hold important positions, and the subsidiaries follow the headquarter management practice. The companies that adopt ethnocentric approach hold three reasons: firstly the company believes that there is a lack of qualified individuals in the host country to fill senior management positions(Dickman M, Brewster C, Sparrow P, 2008); secondly, the firm regards an ethnocentric approach as the best way to maintain a unified corporation culture; thirdly, the company believes that the best way to create value by transferring core competencies to a foreign branch is to transfer home-country nationals who have sufficient knowledge and competency fo r the branch. However, recently the ethnocentric is on the wane in most international business, for two main reasons: leading to â€Å"cultural myopia† and limiting advancement opportunities for host country nationals. 3.2 Advantages and disadvantages of ethnocentric approach As to the issue whether ethnocentric approach to HRM should be used in Multi-national Corporation, both the advantages and disadvantages of ethnocentric approach deserve to be analyzed and evaluated. The advantages of ethnocentric approach include: offers multi-national orientation opportunities to employees through the working experience at parent company; cultural similarity with parent company guarantees various transfer of business and management practices; permits tighter control and closer coordination of international subsidiaries for the headquarters (Grandrose CS, 1997); establish a big pool of international experienced executives for the parent country. The disadvantages of ethnocentric approach include: the subsidiaries may create problems of adaptability to the local environment and culture; the corporation may involve high transfer fee and salary costs; sending managers to subsidiaries may result in personal and family problems; it may be more possible to lead to high fa ilure rate; it may has disincentive effect on local-management morale and motivation; the subsidiaries may be subject to local government restrictions, and others. For Multinational Corporation, the ethnocentric approach shows a centralized authority management style. The local subsidiaries do not have so many decision-making rights compared with the geocentric approach subsidiaries. However, the business surroundings vary from one country to another. One management decision works out in a country but may not work out in another. Obviously this is unsolvable problem faced by the corporation headquarter that adopted ethnocentric approach to HRM. Surely there are other tough issues confronted with the MNC which adopts ethnocentric approach. But all the issues are arisen from the ethnocentric approach. Thus I think the disadvantages of the ethnocentric approach put a heavier negative role on the MNC management than the positive role put by the advantages of the ethnocentric approach. Combined with Hilton hotels operational environment differences, Hilton Group made a right decision of not adopting the ethnocentric approach. 3.3 Deeply analyzing the reason why the ethnocentric approach to HRM for MNC is out. Since it is a right decision for Hilton Group not to adopt the ethnocentric approach, then put it in another way, it is a wrong decision for Hilton Group to adopt the ethnocentric approach, at least at the time of present. Then it can be concluded that the ethnocentric approach to HRM for Hilton Group is out. However, can the conclusion be applied universally into other multi-national corporation like Hilton? If the answer is yes and the ethnocentric approach to HRM for Multinational Corporation is out, then what is the reason and how does it happen. The following is to deeply analyze the reason why the ethnocentric approach to HRM for MNC is out. On the related theme, if the foreign subsidiaries of MNC intend to succeed in a particular market, they must hire, train, and afford attractive career path to the local managers in the subsidiary country (Lucas R et al, 2006). Having those who know the language, the culture, and the business customs to operate the subsidiaries is quite crucial to reach the success of the subsidiaries. All these requirements above in this paragraph cannot be realized by the ethnocentric approach. For MNC, the ethnocentric approach denies advancement to the subsidiary country nationals, which probably breed resentment and diminish the corporation public image; the expatriate managers may become insular in their attitudes and prone to the cultural myopia, and the latter may lead to management overlooking niche market opportunities. The ethnocentric approach also frequently comes into conflict with host-country laws, norms and traditions (Schuler R. and Jackson S., 2003). It is clearly that the ethnocentric approach to management is not best suited to a global market place. And as more and more companies realize that the ethnocentric approach does not yield success, gradually this approach will be abandoned in favor of a more multinational approach. 4 The right way to perform IHRM and help MNC develop. 4.1 How IHRM works in a MNC Under the context of global economic integration, if the MNC wants to achieve success in the world market, it has to adopt a more multi-national competitive strategy for human resource management, rather than the ethnocentric approach. To explore deeper what constitute the success of a MNC for HRM, the characteristics of IHRM will be stated and analyzed here. Broadly defined, international human resource management (IHRM) means all the process of procuring, allocating, and effectively utilizing human resources within a multinational corporation. If the IHRM is a art of managing different people with various cultures, then the emphasis of IHRM should be focused on dealing with the changes among the differences from both the people and the culture (Warner M and Joynt P, 2002), and then to realize the goal of managing workforce efficiently and effectively across boundaries for the company, in other word, during the process of managing, people with different culture, ethnicity, values and ethos will be well coordinated and organized. Compared with the domestic traditional HRM, there are two somewhat conflicting strategic objectives that are needed to be achieved by international human resource managers (Sparrow P. et al, 2004). Firstly, the IHRM managers need to integrate the HR practices and policies across the subsidiaries in different coun tries so that the corporation objectives can be achieved. Secondly, the approach to IHRM must be flexible enough to allow for many differences in the type of HR policies and practices that are very effective in the different business and cultural environment. 4.2 The approach for IHRM working in a MNC: geocentric approach Based on the requirements of IHRM, according to the definition of the geocentric approach, and combined with the analysis of Hilton case, it can be seen that the geocentric approach is an effective approach to the international human resource management. The geocentric approach can not only help the corporation deal well with the local issues arisen in the subsidiaries, but also can demonstrate trust in local citizenry which is good for the public relations of a MNC and increase acceptance of the company by the local community. What is more, the geocentric approach can effectively represent local considerations and constraints in the decision-making process and maximize the number of decision options available in the local environment. 5 Conclusions IHRM focuses on the management of human resources on a global basis. For a multi-national corporation, how to effective manage various differences from the subsidiaries located in different countries is a crucial part to its IHRM. Then choosing the right approach influences the great implementation of the major international human resource management functions. Those companies that take the ethnocentric approach attempt to impose their home country methods on their subsidiaries. But it results in bad outcomes in the subsidiaries. Various issues arisen from the ethnocentric approach are confronted by the corporations that adopt ethnocentric approach. The multi-national corporations have to find another approach to effective carry out the global competitive strategy and deal with the local tough issues in subsidiaries. Hilton Group, though using large quantities of expatriates to manage its hotels, achieved a great success all round the world. It indicates that the ethnocentric approach to HRM for MNC is out. Then by analyzing the characteristics of multi-national corporations, the right approachgeocentric approachis proved to be able to tackle the issues arisen in subsidiaries. However, varied with the business surroundings changes and differences, the approach to IHRM implementation also needs to be adjusted. Maybe one day the geocentric approach is out to IHRM, a newer approach appears to help the MNC achieve success globally; after all, all the approaches aim to make the company win. References Albrecht MH (Ed) (2001), International HRM: managing diversity in the workplace, Oxford: Blackwell Article, 2002, A skillsoft case study: Hilton hotels, http://www.skillsoft.com/EMEA/documents/Hilton%20Case%20study.pdf Boselie P., Paauwe J., Richardson R., 2003, Human resource management, institutionalization and organizational performance: a comparison of hospitals, hotels and local government, International Journal of Human Resource Management; December, Vol. 14 Issue 8, pp.1407-1429; Datamonitor, 2004, Hilton Group plc: company profile, April, pp. 1-9; Dickman M, Brewster C, Sparrow P (2008) International Human Resource Management: A European Perspective, London: Routledge Dowling PJ, Festing M and Engle AD (2008), International Human Resource Management: Managing People in a Multinational Context, London: South Western Grandrose CS (1997), Cross-cultural Work Groups, London: Sage Johnson A., 2003, Making room for recognition and reward at Hilton, Strategic HR Review, Vol.2 Issue 3, March/April, pp.10-12; Lucas R et al (2006) Human Resource Management in an International Context, London:CIPD Miles R., 1965, Human relations or human resources?, Harvard Business Review, Vol.43 Issue 4, July/August, pp.147-189; Schuler R. and Jackson S. (2003) Managing Human Resources in Cross-Border Alliances London: Routledge Sparrow P. et al (2004) Globalizing Human Resource Management London: Routledge Warner M and Joynt P (2002) Managing Across Cultures. London: Thomson

Introduction Of Payroll information Management System Essay

The electronic and computerized Payroll System and at the same time information management system will not only offer exact calculations and accurate data of designated employees but it will also implement security measures and confidentiality of the files and accordingly arrange documents provided by an ingenious and quick-witted database that will indeed construct a paperless environment. With the aspiring technologies been thought up today, this minimize the burden and heavy loads of labor of the employees designated in the human resource management office of a certain company or institutions. Statement of the Problem The EVSU – Human Resource Management Office carries out different functions where it comprises manpower planning, job analysis and description, determining wages and salaries and welfare to each employed individual in the institution. As a result, the proponent’s interest to conduct an observation has led them to apprehend the EVSU – Human Resource Management Office present problems: 1. What are the common problems do the employees of EVSU-HRMO encounter in their current system? 2. Who are the employees that will use the entire system? 3. What are the advantages of the system that will help the employees? 4. What are the benefits can be derived from a payroll information management system? 5. How far this system could ensure the different payroll calculations proficiently and generate the desired and precise payroll transaction outputs? Theoretical Framework The proposed project needs a lot of help to things such as software, database and others that will make it possible to be developed. The reason of why these inventions had occurred is the innovative minds of people who saw the advantage of making such inventions to help not only the community but also the individuals to make and establish their own works that will  soon be made known in the whole world. MySQL is the world most used open source relational database management system that runs as a server providing multi-user access to number of databases. It is also a popular choice of database for use in web applications. The proponents used the MySQL as the database since the developed system requires intensive data management that requires fast and reliable database that can handle masses of records for the Savers Gas Corporation. Microsoft Visual Basic is a third-generation programming language and an integrated development environment that has been developed by Microsoft. The Visual Basic was derived from BASIC, a high-level programming language, and it enables the rapid application development of graphical user interface applications. The proponents used the Visual Basic since developing a transaction processing systems using this programming language is easier. It has all the components and tools that can be used for the development of the system. it is also ideal for the prototyping model of system development. MYSQL Database. The proponents used the MySQL as the database and backend since the developed system requires intensive data management that requires fast and reliable database that can handle masses of records for the payroll information management system VB.Net Programming Language. Visual Basic is Microsoft’s high-level object-oriented rapid application development environment for the Windows platform. The first versions of Visual Basic were intended to target Windows 3.0 (a version for DOS existed as well), however it was not until version 3.0 for Windows 3.1 that this programming language gained large-scale acceptance in the shareware and corporate programming community. Using drawing tools that resemble those found in hardcopy page layout programs or Photoshop, VB programmers make user interfaces by drawing controls and other UI components onto forms. The programmer then adds code to respond to user interactions with the controls (for example, clicks, drag and drop, etc) known as events. http://en.wikibooks.org/wiki/Visual_Basic_.NET/The_Visual_Studio_Integrated_Development_Environment Local Area Networks (LANs). The advent of personal computers changed the type of information sent over office computer networks. Terminals were no longer â€Å"dumb,† but contained the power to perform their own instructions and maintain their own memories. This took considerable pressure off mainframe devices, whose energies could now be devoted to more complex tasks. LANs allowed for the transmission of data between workers. In turn, they enabled this shared data to be directed to a common printer, serving a larger group of users. This eliminated the need for each worker to have a printer and ensured that the one printer provided was not underutilized. In addition, LANs allowed data to be called up directly on other workers’ computers, providing immediate communication and eliminating the need for paper. The most common application was in interoffice communications, or electronic mail (e-mail). Messages could be directed to one or several people and copied to several more over the LAN. As a result, an e-mail system became something of an official record of communications between workers. Addressees became obligated to respond to e-mail messages in a timely manner because their failure to answer could be easily documented for supervisors. Personal computers transformed LANs from mere shared processors to fully integrated communication devices. With processing power distributed among several computers, the mainframe’s main role was eclipsed and complex processing, administrative functions, and data file storage became the job of a new device, the file server. Today, there are many different types of LANs. For example, many Macintosh computers use AppleTalk, while IBM computers commonly use Ethernets. (http://www.referenceforbusiness.com/small/Inc-Mail/Local-Area-Networks-LANS.html#b) Conceptual Framework Input Process Output Figure 1.0 IPO (Input-Process-Output of the Proposed System) The figure above shows the conceptual framework of the proposed study. The framework encapsulates the major functionalities that take place in a  payroll information management system. It helps understand the flow of the system to be more precise and easier. The proposed system will ask the user, particularly the employee, to input their detailed personal information that will be saved as soon as they click the submit button which will output as their records and later on be retrieved as the system requests it. From manual to automated transaction, the system will request for the days to be keyed by the user. Then, the system itself will modify the operation by adding the earned and subtracting the lost points that will automatically result to the total number of days the employee will credit. As soon as the user input the loans, premium, and LWOP, the system is automatically programmed to deduct it to the basic salary pay of the employee which then will result to his/her payroll. Significance of the Study The proponents found the system significant or substantial to create a system that will later be very useful for the department’s different functionalities. The study caters some advantages to the following: School. Specifically, Eastern Visayas State University will also benefit the proponent’s study. Since the proponents are bona fide students of the said prestigious institution, the system won’t be somebody’s establishment or department’s property but by the school itself. The proposed system will actually help the school to promote and perform better services and to satisfy individual’s satisfaction within the civic and in society in general. This will however aid the university to uphold its mission and vision. Management. The department of course will be the first one to benefit the proponent’s study because it would mean a great relief for them. As a result, an upgraded and improved way of processing staff’s important records as well as dealing out payroll transactions cautiously is at hand. This states more paper works reduction, data’s security, proper usage of manpower, lessening the company’s expenses which can be used in their other  expenses , as well as an increased productivity of the office. Employees. All because the activities happen inside the department will turn out to be electronically, expectedly it will allows employees to exchange information with greater ease without the need to count on paper loads. They will find it easier to transact about their records since searching in the system is faster than tracking in the record book or log book. A solution on dealing non-strategic and ordinary task is within their grasp. Working with this proposed system is such an exciting way, indeed. Proponents. The proposed study will let the proponents calculate themselves on how far they have gone through creating and developing the system. They can certainly identify whether the knowledge and effort they executed or exerted are sufficient enough for accomplishing the project. If so, this may lead them to cultivate their abilities & knowledge more. Or at best, through their experiences as well as expertise, the proponents could even make a better and complex system for the future purposes. Future researcher/s. This project will be of great help and is very significant to the future researcher/s for this will serve as their guide and reference in creating a payroll system especially those who are in line of Information Technology field. They can also use the system for information purposes. And at the same time, they can even upgrade or enhance the mentioned system. Scope and Delimitations of the Study This study concentrates and focuses on the improvement of a more organized and paperless payroll information management system for the EVSU – Human Resource Management Office. The system would be of great service to the department as well as the school itself, as it will reduce the mind numbing tasks and the countless stuff to be accomplished when using a manual payroll system. The department will speed up furnishing and securing computations of the employee’s workforce. It will also cover some features of payroll and information of each staff of the school. Furthermore, associated matters about the payroll transaction of the EVSU – Human Resource Management Office: the institution give the employees it’s  entitled basic pay to each staff according to its designated positions. To compute their number of hours worked, the employees provide their computerized DTRs to the staff in the HRMO, released from their biometric records. The end users of the system inputs the wage of a certain employee in a span of a month since the payroll takes place monthly, multiplied from the percentage of the deductions. Subtracted from the basic pay is the wage of the certain employee. The monthly salary is divided by two as the 15th and 30th of the month. Deductions taken are: GSIS, Philhealth, and Pagibig. However, the computations for the withholding taxes to subtract from its basic pay are not involved in the system for the accounting department has its access in these matters. The proposed Payroll Information Management System for EVSU – Human Resource Management Office does not support online program or online transaction. Therefore, Employees cannot inquire their salaries or earnings through internet. It is designed for a small topology suitable for a small and medium size. The proposed system has 5 to 6 admins that can solely and exclusively access the said system. Only the said admins can edit and update the payroll presented in the system. The system can add, modify and update the employees. It can also view personal and private information about the staffs. The proposed Payroll Information Management System for EVSU – Human Resource Management Office. Definition of Terms Payroll. This refers to a sum of all financial records of salaries for employee, wages, bonuses and deductions. In accounting, payroll refers to the amount paid to employees for services they provided during certain period of time. Basic Pay. This refers to monthly rate divided by the number of working day multiplied by the number of days worked. Daily Time Record/DTR. This refers  to a record of how a person’s time has been spent. It is used to calculate pay, asses the efficient use of time, or charge for work done. Database. This refers to an organized collection of data for one or more purposes, it is usually in digital form. Deduction. This refers to business expenses or losses which are legally permitted to be subtracted from the gross revenue of a firm in computing its taxable income. Loan. This refers to funds transferred from one party to another payment for purchased goods or services. Net Pay. This refers to the remaining amount of an employee’s gross pay, after deductions, such as taxes, and retirement contributions, are made.

Music of the South - 2009 Words

As you are driving down the road of the countryside of the American South, you see the dry fields of grass spread for miles. You turn on the radio and all you hear is country music or the blues. This is the culture and music of the South. The South has two types of music, country music of the whites and the blues of the blacks. Due to the isolation and conservatism of the South, the South had their own forms of rural music. First, we look at the blues and how grief can become a form of popular music. Great blues singers include Ma Rainey, Bessie Smith, B.B. King, and Muddy Waters. Secondly, we look at the origins of country music. Examples of great country singers include Dolly Parton, Johnny Cash, Loretta Lynn, and Randy Travis.†¦show more content†¦She recorded for many more years and got the name Empress of the Blues. Sadly in 1937, Bessie Smith was killed in an automobile accident. In addition, one of the great male blues singers was Muddy Waters. Waters was born on Apr il 4, 1915 in Rolling Fork, Mississippi. His nickname was McKinley Morganfield-Muddy Waters and was raised by his grandmother in Clarksdale. Waters was raised in the heart of the blues music which influenced his life in many ways. At the age of 13, Waters worked at a farm and learned how to played the harmonica. Later, he learned how to play the guitar and mastered the bottleneck style. He recorded folksong with the Library of Congress field collectors which helped him gain experience in performing and also helped improve his vocal skills. Next, he moved to Chicago during the middle of the war and performing at house parties or small taverns. He made his first recording with Columbia Records but they were never published. After, he recorded with Aristocrat-later Chess-Records which include I Cant Be Satisfied/I Feel Like Going Home. 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The Concept of Intelligence Essay - 3428 Words

The Concept of Intelligence ABSTRACT: Gilbert Ryle’s dispositional analysis of the concept of intelligence makes the error of assimilating intelligence to the category of dispositional or semi-dispositional concepts. Far from being a dispositional concept, intelligence is an episodic concept that refers neither to dispositions nor to ‘knowing how,’ but to a fashion or style of proceeding whose significance is adverbial. Being derivative from the function of the adverb ‘intelligently,’ the concept of intelligence does not have essential reference to specific verbs but rather to the manner or style of proceeding of nearly any verb that is descriptive of the proceedings of an agent. Intelligence- words are expressive of a manner of doing†¦show more content†¦The dualists reaction was to withdraw from the dispositional analysis and to claim that intelligence can only make sense when it is ultimately linked to an alternative concept which presumably has reference to a proc ess (the existence of which may be ascertained by a subjective avowal: intent, deliberation, reflective choice, etc.). Whether this maneuver avoids the Rylean critique is subject to serious doubt. Each new term may itself have a problem concerning the metaphysical status of its referent: whether it is a physical or a spiritual process. Another problem with this approach is that it often makes the concept of intelligence dependent on factors that may have no more than a casual relation to its meaning: a contextual connection, for example. 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