Rio Tinto Case Study Essay

In order to compete effectively in the current global economy, modern companies need to successfully address three competitive challenges: technological, global and sustainability. Human resource management practices play an important role in supporting companies to address these competitive challenges. The focus of this paper is to analyze the current sustainability of Pratt & Whitney Canada, and to determine which human resource management practices enhance their competitive advantage both presently and in the future.

On the other hand, the success of the company is in large part due to the hard work of the staff who would lose their employment. In addition, it must be determined who would perform the work of the dismissed employees and if the company would be able to function without them. Moreover, the morale and productivity

The purpose of this briefing paper is to provide supporting information to compliment the group discussion at the CIPD branch conference attended by students and other CIPD professionals across all areas of organisations and levels of competency. The paper aims to explain the role of HR and the link to business management across the different organizational sectors, including an explorative approach to the context of contemporary business, equality and diversity, environmental, technical and governmental developments and its impact on modern business initiatives. Furthermore this paper will examine how these initiatives differ according to sectors in relation business profit, methods of analyzing performance and the influence of HR

This standard points of interest the necessities for Rio Tinto Group organizations to actualize an

Opposition from Unions in different subsidiaries against the layoff could cause serious problems like high severance package and possible strikes

Administrators are very important for all companies as they are assigned sensitive and specific roles that make certain the company operates at its optimum capacity. At the same time, administrators ensure all employees perform their expected duties within the company. Among all the roles the administrators are assigned, conducting a Reduction In Force (RIF) in the company is one of them. Reduction in the workforce in any company should be handled professionally and amicably whilst ensuring that the company, the administration, and the employees are all in understanding at that point. The termination of an employee’s employment or contract should only take place when a company can no longer sustain the entire workforce in addition to not meeting its goals and objectives. As an administrator, there are several ways that the reduction in force process should be conducted at the same time as observing various laws that protects employees from sudden termination of their employment.

By way of introduction to the business, CNH Industrial is a global leader in the capital goods sector. Like most successful business entities within today’s modern context, CNH Industrial understands the need for exceptional and strategic Human Resource (HR) functionality, including within its

George Wellington in this case being NDR’s Director for Personnel was given the responsibility of creating a plan for the proposed lay-off and retention of the 100 production and

During 2006, the first part of Alan’s plan was to convince bankers into giving Ford Motor Company billions of dollars to complete this company overhaul. Once they were provided with the right amount of money, the plan was able to be executed. With this plan came a timeline; by the year 2009, the company planned to have the ‘One Ford’ mission in action and to see production increase. Because of such a short timeline, HRD was ultimately involved throughout the entire process. As part of the company’s “One Team” approach, certain areas of the plan are discussed and analyzed to examine if anything can be improved; this is accomplished by using everyone in the company. Employees are able to share how they feel about certain areas of their work and give their opinions on how certain things should change or stay the same; after everything is examined, the leaders of the company are the ones held responsible and accountable for making the changes, if any, to whatever was examined (Ford Motor Company, 2010). During this process, new strategies can also be provided by using the employee’s opinions and assessments of their strengths and weaknesses. This ultimately shows the use of human resource development as part of the company’s competitive strategy. Without the employees understanding how to complete their job correctly, the company would plunder. Thus, the company makes

The role of HR during economic downturn becomes more creative. With limitations in terms of cost factors, it has to focus on these vital areas

healthy workplace to its employees where their rights and dignity are respected. The firm seeks to build enduring relationships with the native population that demonstrates mutual respect for each other, active partnership, and long‑term commitment for the betterment of society. Rio trains its people under its Skill360 Australia program so that the trainees can get a nationally recognised trade certificate in their field. The new apprentices are at many times offered full time roles in the concern. Rio promotes gender diversity and has many female workers in non – traditional roles. Anna Kepper is a Rio product who has made the company proud by her achievements.

In this changing world, our global business theories and literature have implications toward the future. The future of this growth and success depends largely on the key component which is Human Resource Management. So, we as researchers hope to enlighten and inform you as employers the significance of an effective solution that both understands your employees and is beneficial to your company. That is why we offer our recommendations in the end of this article based on our findings.

At a very high level an instance in which human resource management brought about great value in establishing a “best in class” HR strategy can be seen in the global insurance company Lloyd’s. Lloyd’s has been in

In today 's changing business environment, Human Resource Management is being evaluated as one of the major differentiating factors between successful and unsuccessful organizations. HR management is a very new area of study especially in comparison to law, economics or sociology. However, there is no need to prove the relationship between the performance of organization and HR management. It is obvious that HR management has critical impacts on the productivity of organizations. So in the first part of this paper competitive business strategies and HR management strategies of Tata Steel Europe are going to be investigated. In addition to these, people and organizational challenges which can be encountered by Tata Steel

Human Resource Management is one of the most important management tool in developing strategy 's and gaining comparative advantage (Bearmont1992) .In multinational company`s HRM is a key to success.This case study is to analyze the problems faced by MR Quin CEO of Australian medium sized mining company.Exploring problems such as ,Human Resource Management ,recruitment, selection ,reward, retention culture, selection and communication.This case study analyses the Human Resource as the core function of the Mining industry, every step and activity having its own role which will be seen in the output of the company.These problems will be focused on Project Manager who has to work with a new joint venture company in Peru, South America.Problems will be focused more on recruitment, selection and culture of the employee and understand them as per their work assigned.