Human resource management

Intercultural management within a team has become the daily issue of companies with international vocation. If the globalization is often described as a powerful mean of standardization, the intercultural factors lead companies to take into consideration the local particularities. The phenomenon of multiculturalism, which became more and more relevant for the strategy of companies since the beginning of the new technologies, contributes to make it more difficult for the human resources management

going to analyze first tangibles resources of Virgin Group, secondly intangibles resources: Virgin brand values and its innovation, thirdly Human resources of Virgin, fourthly understand capabilities of Virgin find in its internal management. Resources and capabilities can show the internal source of competitive advantage, and how competences help resources to increase or not the competitive advantage of Virgin compared to its competitors. 1. Tangibles Resources: Virgin Group. As we see, the

telecommunications and the 71th world company. This company employs 187 000 persons, approximately 100 000 in France. In an important group like this one, the human resources are a preponderant place. My role of director of the human resources allows to manage a set of practices of the management having for objective to mobilize and to develop the human resources for a bigger efficiency and an efficiency of the organization. It is an activity which has to tend to improve a transverse communication, while making

Diversity Definition: According to the textbook, workplace diversity includes important human characteristics that influence an employee’s values, perceptions of self and others, behaviours, and interpretation of events around him or her. Diversity includes age, ethnicity and culture, gender, race, religion, sexual orientation and mental and physical capabilities. Reference to human resource management: There is a major change in the Canadian labour market now, where the workforce is much more

Will Mason [wymason@gmail.com] Subject: Senior Human Resources consultant position advertised on Monster.com To: Jane.smith@hugecorporate.com Dear Ms. Smith,  Please find attached my Curriculum Vitae for the position of Senior Human Resources Consultant.  I’m particularly interested in this position, which relates strongly to my ten years of experience in Human Resources at senior management level. I’m currently Human Resources Manager of Littlecorp Inc., and I believe I meet

and the expansion of irrigated agriculture led to great impacts on water cycles. Global common resources have been washed up or polluted leading to dramatic situations on human societies. Indeed, scientific data confirmed the uneven access and distribution of fresh water at the global and local scale. According to the report of the United Nations Development Program of 2006, more than one billion of humans are denied their right of drinkable water and 2.6 billion don’t have sanitary infrastructures

species and not only humans. Ecological justice concerns fairness with respect to common environments, and it is therefore closely connected to the idea of commons and that species beside humans are also important. It concerns individuals in relation to the system, and in recent years this concept has emerged as a forceful reaction to the current global trends, which is a key point within this article. In relation Policy Implementation: The administration of Canadian Resources and Environmental Policy

configurations ou grappes de pratiques (bundles) prennent plusieurs noms, notamment « système de pratiques progressives ou novatrices » (Arthur 1994 ; MacDuffie 1995), « système à forte participation » (highinvolvement management) (Lawler 1986) et « système à engagement élevé » (high-commitment management) (Ramsey, Scholarios et Harley 2000). Dans ces dernières appellations, les grappes se limitent presque uniquement aux pratiques destinées à développer l’engagement et la participation des employés (p. ex., la

aims to analyze the similarities and differences between the practices of human resources management of two subsidiaries of the company Ernst & Young, working in different cultural contexts, or Montreal and Monterrey (Mexico). The data collected in this study come from desk research. This study is divided into three parts : - A presentation of context, followed by - A description of practical human resource management in both subsidiaries. - A comparative analysis will complement this case

CONCLUSION Faire des recommandations BIBLIOGRAPHIE : LIVRES Hartline Michael D, Bejou David (2004), "Internal Relationship Management: Linking Human Resources to Marketing Performance” The Haworth Press, Inc. ARTICLES Adamson E (2004), “Recruitment Perspectives The Marketing–Human Resources interface: Why a marketer might like to treat the Director of Human Resources with more respect” International Journal of Medical Marketing Vol. 4, 1 82–84 Allen D, Van Scotter J and Otondo R (2004),