Human Resource Management : Louis Vuitton Moet Hennessy

Macy’s is a nationwide department store offering housewares, apparel, jewelry, and beauty products. Macy’s is one of the oldest retail companies in the United States, but our mission statement proves that we have a modern and relevant mission for the future. "Our goal is to be a retailer with the ability to see opportunity on the horizon and have a clear path for capitalizing on it. To do so, we are moving faster than ever before, employing more technology and concentrating our resources on those elements most important to our core customers." Although our customers are paramount, at Macy’s, our greatest strength lies in the skill, judgment and talent of our people. Every day our team displays a passion for the industry on our selling

The problem with Maples Leaf Shoes Ltd. was that the company did not have an experienced, qualified, skilled and knowledgeable manager to deal with the company’s day-to-day human resource activities like union negotiation and recruitment. A human resource manager plans strategies and handles the short and long-term challenges facing the company’s increasing global completion, increasing labor and production cost, managerial training and development for employees.

In this report, values and culture of H&M will be clarified at the beginning. Following that, PESTEL, Porter’s five forces, and VRIO analysis will be elaborated. Three new strategies will be tested and one relatively appropriate strategy will be used to make action plan.

I had the privilege to interview a member of the HR department at Liberty Diversified, International (LDI). LDI is a family of seven companies in different markets such as: custom packaging solutions (Harbor Packaging), retail solutions (Immedia), and office furnishings and solutions (Safco), to name a few. Being a freshman at the Carlson School I was really nervous about this assignment because I didn’t want to make a bad impression by interviewing someone I had no connections with. Thus, I decided to interview Erin Hanson who is and HR specialist for Liberty Diversified, International who aligns with their workplace furniture and solutions business Safco. Erin is actually a graduate of the University of Minnesota-Twin Cities so it was really cool to have the opportunity to meet an alumnus. I met with Erin because I have a relative in Safco who works as a business analyst who was able to set a meeting with her and even drive me to it. I asked Erin a series of ten questions relating to various facets of HR that we had discussed in class prior to my meeting with her.

Business environment is facing a rapid change that reminds the business management to focus on its core competencies to survive and sustain in the competitive environment. The core competencies can be developed by strategic human resource management. According to Armstrong (2006) employees are the valued assets for a company. The strategic human resource management is mainly developed in accordance to the fact that human resources need to be managed strategically for the company to enjoy sustainable competitive advantage.

H&M’s revenue was $24 billion in the year of 2015, a round trip to the moon is $750 million, to walk on the moon is $1.5 billion, two Airbus A380 is $810 million, the most expensive house, Antilia Mumbai in India is $1 billion, five F-35C Lightning II fighter jets are $1 billion, and the Los Angeles Lakers are $1 billion. Obviously, H&M makes a lot of money, has a great influence and impact on today’s fashion industry. What makes H&M one of the most popular global clothing retailers? Why does United States have over 400 different H&M locations? H&M’s visual marketing strategies played a big role in the success of the company.

VF Corp previously known as Vanity Fair is one of the biggest leaders in the apparel industry. The company was originally founded in 1899 and for the majority operated in the United States as well as in Europe. Over time VF has acquired many big brands such as, Nautica, Vans, The North Face, Timberland, Lee and Wrangler. Over the years international business has grown to great measures and being a vertically integrated company who owned their own factories wasn’t going to cut it anymore. It was becoming harder to keep up with competition in such an intense industry and changes had to be made. No longer could they depend on solely owning manufacturing factories to create their clothes. The low costs that were offered to competitors from outsourced countries were too big of margins to pass up on. While it was easy to sell some of their factories off and outsource to cheap labor factories, it is not the only action required to fix the problem. The company need to stand out, be different again and needs “ to look for other benefits like speed to market, material utilization, lower inventories, less work in process and lower cost to quality.” They need to find ways to get all those benefits and still have high return on investments. The main problem VF Brands faced was what decision to make on how their future business will be run. The president of supply chain for VF Brands Chris Fraser had to find a way for the company to have both internal manufacturing as well as

H&M is Swedish multichannel retailer for clothing with over 2,629 stores cross UK and that occupies 53 countries. The company become the second largest retailer and employed with over 116,000 people. The company has known the best fashion clothing for men, women, kids and teenagers. The company offers styled and quality at the best price. It’s designed-driven innovative and responsible fashion and based on strong values that are growing all over the world while developing quality, sustainability and high profitability.(H&M annual report,2012) H&M organisation structure is the pattern of jobs and groups of job within the organisation.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

VF Corporation, headquartered in Greensboro, NC, is a large lifestyle apparel, footwear and accessories conglomerate, home to many popular brands that are recognized globally. VF Corporation is a global force of over 30 “diverse” and “iconic” brands that are well positioned internationally to serve customers and consumers (VF Corporation, 2016). The purpose of this analysis is to provide an overall outlook of the company and to create a strategic plan for the future of the corporation. Conclusions based off of the research into the financials, key strategies, SWOT analysis of VF Corporation will be discussed in order to form a strategic plan for the future of VF Corporation.

In today’s highly competitive world market, companies are intensely pressurized to survive any possible failures caused by their external threats and internal weakness. Coming with the intense competition in the world market are the changes in many aspects such as technologies, customer demands and customer tastes. All these dynamic factors have all combined to make the originally shrinking world market share much smaller, and make the intensive competition all the more fierce. The adaption to this changing wave of the highly competitive world market requires a willingness and real strategic actions of companies to make internal changes so as to be adapted to the world market to maintain the very survival of theirs. Generally speaking, such a desire and those actual strategies come from nowhere but within the companies internally. The following essay aims at exploring the extent to which the changes in Human Resources Management has contributed to the competitiveness on Marks and Spencer’s (M&S) after 1997, its crisis of describing by analyzing the HRM problems with which M&S was faced, by evaluating the approaches made by M&S to HRM change, which this article will argue it played a large role in enhancing the overall competitiveness of M&S in the global market.

The feature of luxury is base on the fact that it is a brand, which is a basic discrepancy of luxury and craftsmanship. According to Keller (2003, p.60), “brand equity is the differential effect that brand knowledge has on consumer response to the marketing of the brand”. It is related to the added value of goods provided by the make as well (Farquhar, 1989). Therefore, companies having strong brands could sustain their differentiation (Aaker, 1996) and reach better “financial leverage” (Ind, 1997) than those do not have (Nyadzayo et al., 2011). Thus organizations, which produce luxury objects, need to create and maintain their brand equity.

Currently, the company is engaged in manufacturing, marketing and distributing of more than 200 products worldwide (Hill et al., 2016). However, in order to achieve and maintain such growth, the company has faced with significant challenges and barriers associated with operating in culturally diverse markets. It diversified its business operations globally after the Second World War through exporting its brands, products and marketing policies to the Western Europe, originally with substantial prosperity.

Hrm is the way of managing the human resource so that they can be directed to the achievement of the overall goal of the company. InterContinental Hotels Group PLC, informally known as InterContinental Hotels, a multinational hotel company which headquarter is in Denham, United Kingdom, has over 700000 rooms in almost 5000 hotels across approximately one hundred countries. Being a multinational company, managing employment relation and handling the employment laws that affect InterContinental Hotels Group PLC are both necessary. The role of human resource management, employment relation, employment laws in InterContinental Hotels Group PLC are discussed further.

In today’s trend of cut-throat competition, Bachelor of Business Administration (BBA) is sure to have an edge over their counterparts. BBA education brings its students in direct contact with the real corporate world through industrial training. The BBA program provides its students with an in depth study of various managerial activities that are performed in any organization.