ORGANIZATIONAL BEHAVIOR AND HRM AT BANK MUSCAT Essay

ORGANIZATIONAL BEHAVIOR AND HRM AT BANK MUSCAT - Essay Example Conclusion 12 Recommendations to improve the HR activities in Bank Muscat 12 References 14 Appendix 17 Introduction Bank Muscat is one of the leading financial institutions that offer a wide range of financial services. The main financial services provided by the bank includes: asset management, speculation banking, commercial banking, secretive banking, trade banking and treasury. In addition, Bank Muscat also has international branches in the different countries of the world (Bank Muscat. 2012). In this paper, the relationship of traditional practice of Personnel Management and Industrial Relations to Human Resource Management would be discussed effectively in context of Bank Muscat. In addition, organization structure and the practice of the bank would also be identified properly in order to accomplish strategic objectives of this research paper. Apart from this, Bank Muscat’s HR activities would also be accessed in relation to human resource development. Finally, effective recommendations to improve the HR activities would also be discussed in relation to Bank Muscat. Additionally, for this assignment, a questionnaire would also be prepared to collect the important information as well as data. This information would be collected from the employees of Bank Muscat. This data would be more beneficial and significant to improve the understanding the relationship between the HRM and traditional practices of PM and IR. ... The traditional practices of human resources management includes: planning personnel needs, conducting job analyses, selecting the right people for the job i.e. recruitment, orienting and training, appraising performance and communicating with employees at all levels of administration (Price, 2007). There is a strong relation among the HRM and traditional practice of personnel management. For instance, as per the HRM front line managers are more accountable for managing the people within the organization. On the other hand, traditional activities of the human resource management provide necessary advice and support services to enable managers to carry out their responsibilities (Armstrong, 2006). Iit is also identified that, practices of personnel management as well as HRM flow from the business strategies of the organization (Miller, 2007). Along with this, it should also be noted down that HRM and the personnel management deals with the same level of challenges in the multinational organization. On the other hand, both the HRM activities influence personnel management direly or indirectly. For instance, both personnel management and HRM are fretful with providing the employees and organization personnel’s with appropriate compensations and benefits (Needle, 2004). This is one of the vital areas of employee management as no employee will works for free for any organization. In addition, both the approaches have a same objective that is to solve employee’s problems. For example, every time an employee has a problem those requirements concentration, personnel management and the HRM are available to them for solving their problems and issues. In this manner, the personnel

Value proposition & Social innovation Essay Example | Topics and Well Written Essays - 500 words

Value proposition & Social innovation - Essay Example For that reason, therefore, in my view, the designing of an effective value proposition should be preceded with a research that aims at understanding the needs, the tastes, and the preferences of one’s potential customers. Through research on the customers’ preferences, one is able to better understand the customers’ preferences, and therefore, be able to empathize with the feelings and the emotions of one’s customers as one designs the value proposition of his or her products. For that reason, therefore, in my view, it is impossible to design an effective value proposition without empathy mapping; this is because I believe that without making a serious effort to understand your customers’ tastes and preferences, it is impossible to design an effective value proposition for your products and services that will capture their attention and their interests. In my reflections on social innovation, I have realized that any business organization that does not take social innovation seriously cannot achieve its intended goals and objectives. This is because, without putting the interests of all the stakeholders of a business organization, and the social and environmental interests, over and above all other interests, a business organization cannot succeed in attaining its goals and objectives. This is because, although, making and maximizing profits is one of the main goals of an organization, an organization that does not put the interests of its stakeholders and its customers cannot succeed in making reasonable profits; the stakeholders and the customers of a business organization need to be treated well so that they can be motivated to serve the business organisation well and to purchase the organization’s products or services. Equally important, without taking good care of the environment, an organization cannot succeed in makin g