Operation and Quality Management

Topics: Human resource management, Management, Strategic management Pages: 7 (2317 words) Published: June 6, 2013
Advised Implementation of HRM Practices in HUAWEI

Table of Contents

Introduction……………………………………………………………………………3 1. The three critical aspects of the HRM in HUAWEI………………………………..3 2. Recruiting…………………………………………………………………………..4 3. Training and development………………………………………………………….5 3.1 Training……………………………………………………………………………5 3.2 Development………………………………………………………………………5 4. Performance management………………………………………………………….6 5. Conclusion………………………………………………………………………….9 References……………………………………………………………………………10

Introduction
The process of designing and implementing a proper and effective strategic human resources management in a specific organization in our contemporary times has been taken as a most critical element for the organizational strategic decision maker of the concerned organization to achieve the pre-set organizational objective (Lyer, H. 2004). There are generally a series of detailed and influential sub-divisions of the process that is concerned to a number of concrete issues related to the practice of strategic human resources management in the specific organization. To achieve the organizational objective made for the business development of the concerned organization, it is of critical importance to work out a feasible and efficient package of strategic plans according to the specific business condition faced by the concerned organization.

This paper is focused on the task of creating a feasible and practical package of plans for the purpose of enhancing the operations management and business conduction efficiency of the specific organization, HUAWEI, which are a leading manufacturer and service supplier in the world in the field of information technologies and communication technologies for the time being (Lundholm, M. 2001).

1. The three critical aspects of the HRM in HUAWEI
Among the many critical aspects of the strategic HRM employed in the internationally famous organization, HUAWEI, such three aspects as follows will be carefully dealt with in this paper, so as to form a reliable and efficient series of applicable strategies to enhance the existing operations management and business performance in the chosen organization.

The three critical aspects of the strategic human resources management involved in this issue are recruiting, training and development and performance management. Due to the unique business environment that HUAWEI has been faced with for the time being, the three aspects of human resources management mentioned above are taken as the major influential factors that are to be affecting the business development of the organization (Lindgaard, G. 2004). Thus the optimal advices for enhancing the efficiency of its human resources management with the purpose of improving its operations management and business performance can be designed as follows.

2. Recruiting
With the purpose of successfully realizing its organization business development objective of reaching optimal efficiency in its human resources management and production in the chosen organization, in its process of recruitment of the organization, the quality of the comprehensive consideration of the capabilities and potentials of the job applicants in the organization have long been taken as a major factor affecting the business performance and conditions of human resources management in the organization. To be exact, while choosing the potential staffs for the various positions in the organization, both the professional skills and the relevant capabilities that may not have direct connection with the requirements of the position that the job applicants are to be offered can also be included in the assessment of the human resources department in the process of selecting the ideal staffs for the consideration of realizing their business development objectives (Donald H. McBurney, 2005).

It is because of the fact that in the chosen organization, HUAWEI, the staffs are usually expected to be capable of undertaking the job...

References: 1. Donald H. McBurney, (2005) ‘Research Methods (Examples & Explanations Series)’, Wadsworth Publishing; 8th edition
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3. Ersen, D. (2007) The Expectations within a Firm 's P/B and P/E Ratios, Financial Management, Vol. 10, No. 2, p13-18.
4. Famiin, T. (2006) The advantages of the TDS: Management Applications. London: Congress Cataloging.
5. Fesenmaier, D. R. (2006) Destination Recommendation Systems: Behavioral Foundations and Applications. London: SBC press.
6. Hopken, W. (2009) Information and Communication Technologies in Tourism 2009. Netherlands: Springer Wien New York.
7. June, H. T. (2005) ‘Data Mining and Data Warehousing’. Second Edition. Singapore: Pearson Prentice Hall.
8. Kurtz, D. L. (2000) ‘Contemporary Marketing’. Cengage Learning. Beijing University Press
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10. Lewis, M. (2001) web evaluation methods. Available At: [ Accessed July 3 2012]
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12. Lundholm, M. (2001) Performance Evaluation Framework [Pdf] Vid Göteborgs Universitet. Available At: [ Accessed July 2 2012]
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14. McCarthy, K. (2005) A Live-User Evaluation of Incremental Dynamic Critiquing. Proceedings of the 6th International Conference on Case-Based Reasoning, Chicago, USA.
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