Management Essay Example | Topics and Well Written Essays - 750 words - 2

Management - Essay Example In the contemporary business language, that term has been replaced by HRM, while its description has remained the same. Management of people involves such tasks as hiring and adjusting them, assigning them their respective tasks, and addressing their needs. All of these functions are performed by HR department. So, HR function has a cardinal role to play in the management of people within an organization. What is the role of the first line supervisor or manager in managing people within an organization? First line managers in an organization have a direct interaction with the workers that practically work in the field. First line managers are assigned the responsibility to look after the needs of workers and manage them in the way that would keep the work flowing smoothly. They are directed to do so by the middle managers who are in turn, instructed by the top managers. First line managers make sure that there is sufficient material and equipment available on site, workers are adequa tely allotted their respective tasks, their productivity is up to the mark, they are dropped into and carried from the site without any inconvenience and are provided with food, leave passes and compensation. All of these and such other works are included under the umbrella term of â€Å"management†. As a first line manager looks after all these factors for the workers, he essentially plays a very important role in managing the people within an organization. ... This is what is taken care of by the first line managers. They look after the lowest side of the overall picture so that the progress remains consistent with the strategies of the top managers. Who is responsible for ensuring all HR policies and practices are implemented within the organization? In any organization, the responsibility of ensuring adequate implementation of all HR policies and practices fundamentally rests with the Director of the HR department. The director is supposed to advise the managers regarding various matters of huge significance to the organization. As HR department formulates the strategies, policies and practices to facilitate the work, the HR Director is answerable to the organization owners and/or top managers for their effective implementation and follow up. The director is at the top of the HR department, and is responsible for all actions and activities of the HR department. It is quite reasonable to expect the HR Director to take necessary measures f or adequate implementation of the policies and practices devised by the HR department. Who is responsible for the performance of employees within an organization? In any organization, it is the Human Resource Manager (HRM), who is expected to look after the performance of employees and manage it. Employees perform best when they are satisfied. Employees derive their motivation for work from their satisfaction with various aspects of job. An employee can not be expected to perform adequately unless his/her individualistic concerns are addressed. There are several factors that need to be taken care of in order to keep the employees motivated. These factors include their salary, accommodation, work

Marketing Planning Coursework Example | Topics and Well Written Essays - 1500 words

Marketing Planning - Coursework Example Intense competition amongst big three firms in global wind market with global market share differential of only 0.7% between Siemens and its close competitor- Vestas (Zawadzki, 2015). One of the fundamental issues facing Siemens Wind Energy is the inability to set foot in the Chinese market which happens to be one of the fastest growing markets for wind energy. This is owing to stiff competition from rivals such as Ming Yang , Goldwind and United Power which continue to dominate top positions in their home country (Gosensa & Lu, 2014) . Previously, European solar power manufacturers have been virtually eliminated by cheaper Chinese competititors. In conjunction to this is the threat of overinvestment which has left many, including the Danish Vestas, on the verge of bankruptcy (Lund, 2014). Another major issue confronting Siemens is the cost of electricity generation from offshore turbines which, at 14 euro cents a kilowatt-hour, is still higher than the cost of fossil-fuel electricit y generation in Europe (The Economist, 2014). Unless binding targets of renewable energy consumption are set by EU towards its member states, Siemens may expect falling demand for offshore wind turbines in European countries. This is reflected in the fact that the Europe and Middle East market, which is currently the largest global market for wind energy, is expected to contract to 34% down from 40% by 2030 (Reuters, 2013). Next, the company is facing the brunt of vague political efforts and direction in the field of renewable energy. Planned projects have consequently been delayed as main offshore wind markets such as Germany suffer from policy restructuring, thereby reducing the targeted capacity for offshore wind energy (Schaps, 2014). Finally, a major issue lies in the faulty manufacturing process of bearings used in wind turbines from a particular supplier