Entrepreneurship and Innovation Opportunity †MyAssignmenthelp.com

Question: Examine about the Entrepreneurship and Innovation Opportunity. Answer: Presentation Advancement is one of the basic angles in business today. This exploration paper talks about the administration of development in business associations. It looks at the arrangement, usage and post-execution periods of progress in accordance with the accepted procedures, demonstrable skill and the objectives and targets of the organization. Right off the bat, the paper presents the idea of advancement and talks about various types of changes. It further delves into the asset perspectives in the administration of advancement catching human asset factor and the basic partner's association delineating their jobs and the impact they have all the while. The exploration continues to examine the execution and post-usage phases of advancement plotting best practice systems and the reinforcement plan. At long last, the paper dives into the moral variables affecting on development the executives and offers closing comments about the entire investigation. Advancement alludes to re-planning procedures or building items to accomplish cost and operational efficiencies. A definitive objective of advancement is to build piece of the overall industry and benefits in a venture. Overseeing advancement is a basic assignment in an organization that needs systems and contributions from all the partners of the association. Something else, the procedure or re-designed item won't come around as a result of numerous reasons that will event its disappointment (Siltala, Taatila and Alajaaski, 2014, pp. 280-297). Effective selection and execution of innovative thoughts in business associations is basic and will affect decidedly to the association. Disappointment of the procedure of appropriation and usage of innovative thoughts realizes a misfortune in the business. Overseeing advancement is the act of coordinating, arranging and assessing the change procedure occurring in an association. This procedure is fundamental to the accomplishment of the focused on result. The activity requires the help and generosity of entire of the association's partners. Their interests and thoughts should be thought of and engraved in the highlights of the inventive item or administrations. Telling their comprehension is vital to the achievement of the task (Silverstein, 2008). Hence, its basic that the group comprehends what the association is attempting to accomplish, why and how they ought to contribute. Such sort of data goes about as a rule to guarantee that the creative thoughts are overseen in the most ideal manner conceivable. The change directors will see how to approach the procedure. An association stands to lose huge on the off chance that it doesn't deal with its advancement exercises. Right off the bat, the task will come up short and result in the dissatisfaction of the group and different laborers who had put their expectations and assets in it. The workers will be demotivated, and conceivable accuse games may follow (Wagner, 2008). With respect to development, the firm will frustrate its clients and gouge its notoriety if an unsatisfactory item is introduced to them. Disappointment of the imaginative item to intrigue the market will draw in analysis towards the organization causing it to miss out its piece of the pie. Notoriety is worked in ages yet demolished without any problem. Additionally, there will be potential claims if the inventive item end up to have] occasioned damage to the collections of the end clients (Heyne, Boettke and Prychitko, 2010, pp. 317-318) Types of development Development can occur in various structures including item improvement, troublesome or advancement approach. However an organization decided to seek after, the advancement must carry an incentive to both the association and its partners explicitly the end clients. Troublesome advancement totally faces out the current procedures or item and presents another technique. It is important that careful worker preparing is finished during this progress to maintain a strategic distance from mistakes and personal time that will be counter-profitable to the activities of the organization (Ebeling, 2009). The laborers should be educated on the idea of the advancement and experience hands on preparing to upgrade getting a handle on of aptitudes. Data should be adequate to the outer partner with respect to the development. Further, the organizations group should demonstrate the reasonability and appropriateness of the progressions to win their endorsement in light of the fact that the outside partners are regularly key to fruitful execution of a venture (Dutton, 2015). There is likewise the item or administration improvement change. Development can focus to better the existent item or administrations. A basic factor to see in this line of advancement incorporates consistency of the idea of development. Likewise, the improved administrations or item should offer more an incentive without noteworthy expenses to the customers. Something else, the development will be confronted with dismissals disrupting all the endeavors from the organization to make deals and acquire benefits. Asset parts of advancement Advancement process devours assets including reserves and other material and expert costs. In the event of assets ventures, the undertaking group should persuade past sensible uncertainty why the financial specialists siphons in more cash for the task. On the off chance that an association designs an item, the end client needs adequate data with respect to the item. The organization ought not run late with the goal that the potential clients wind up benefiting from gossipy tidbits and making negative decisions attacking the procedure. This, thusly, requires a careful and constant battle to showcase the item, its highlights, and helpfulness including its specialized perspectives to acclimate it to the end clients. Notices can be used to quick track consciousness of the item in the market and make it recognizable to individuals. All the more critically, the association needs to draw out the genuine estimation of the item to the clients who give it an edge over different items in the market. Not overlooking consistence issues to morals and other lawful guidelines; the firm should give due contemplations to these issues to spare its notoriety and possible expenses of lawful suits and missing out in business because of absence of consistence. Human factor in overseeing Innovation Associations vary in culture, size and human asset; a factor that makes the fruitful usage of advancement to get testing. Right off the bat, there is the human factor affecting the administration of development. Associations have laborers with various ranges of abilities, mentalities, and instruction. Selling a thought that will pick up their footing and endorsement is an errand that needs morals and best practice. Partners backing to the undertaking will accomplish a smooth procedure of turning out and executing the development. A portion of the workers may dismiss the presentation of advancement for reasons connected to their professional stability, the solace of the state of affairs or trouble in acing new aptitudes and procedures excreta. Elucidating, a few laborers will oppose advancement because of a paranoid fear of being supplanted by innovation. They comprehend that innovation will make forms productive decreasing the human work required consequently pronouncing a portion of their obligations excess (Bessant and Davies, 2007). Additionally, a few specialists have the fear of changes due to their failure to ace new aptitudes and information (Fuglsang, 2008). They dread that their associates will have a bit of leeway of understanding the re-arrangement exposing them to scorn and under-execution. This therefor needs a representative methodology with adequate data gave to the workers. Partners gatherings must be presented during the pre-usage stage, execution and post execution to pick up input. Holding these gatherings will accomplish straightforwardness all the while and rouse a feeling of responsibility for development to the individuals. This will support their spirit and drive duty. Advancement the board requires significant level responsibility from the top, center level and operational degrees of the association. The administration of the organization should drive the course through offering the plan to their lesser and look for their criticism. Further, association's administration should submit a sensible measure of time towards the learning and investigating the foreseen advancement. It is through these meetings that agreement is looked for and issues explained to the clients in an offer to win their endorsement and backing (Paul, 2007, pp. 55-76). Departmental pioneers will assume a critical job to drive the plan to their youngsters on account of their continuous every day association over the span of their obligations. Overseeing advancement requires a wide viewpoint from all the elements of the association. All the partners need to channel their info contributing thoughts on the parts of the advancement that fall in their calling (Fuglsang, 2008). This will guarantee that a perfect item or procedure accomplished is pleasant and increases the value of the organization. Further, this between departmental group will give a road to conceptualizing to present more thoughts that will better the procedure or result of advancement. The enhanced contribution of this unit will be outfit to improve the nature of the result and spare a lot of time for readdressing and revision of the undertaking while in development level (Dessington, 2017). Each thought is valued and assessed against the corporate culture, objectives, and goals to guarantee consistency. The group will be straightforward and truly offer criticism to thoughts raised as minds behind perfect proposals given acknowledgment. This experience is essential as it will leave recollections of seeing the example of overcoming adversity of advancement exercises and bring the feeling of responsibility for venture to the entire group (Malerba, 2008). To improve the adequacy of the turning out development, the administration needs to allot various jobs and bits of the procedure to basic individuals from the association. These utilitarian chiefs can be commanded to support the extend and guarantee the general objective and

Summary hardware, software findings Research Paper

Outline equipment, programming discoveries - Research Paper Example This is an extraordinary data framework that is acquired uniquely in contrast to the remainder of the product. This data framework, be that as it may, isn't completely claimed by the Intel Corp organization. This is on the grounds that it is recruited from the cloud specialist co-op (Blundell, 2008). Another significant component of the engineering of equipment and programming of Intel Corp is that it has embraced the most recent advances in their framework. There is the utilization of distributed computing in their system. This innovation assists with conquering the difficulties of having servers and entire applications on the neighborhood site. This framework and course of action are found in the manner the organization works the CRM programming. The CRM programming is gotten to from the cloud specialist co-op. This implies the organization doesn't possess the product framework in full (Hamlet, 2010). Another significant perspective that can be found in the product is that of utilizing one merchant to obtain the product. Most PCs are introduced with Windows Operating frameworks and Windows based programming applications, similar to office suites and utility projects. The equipment parts that are found in the organization are believed to embrace customer server design in a large portion of the structures that have been broke down and introduced up until this point. The majority of the PC equipment is organized so that the machines rely upon one another to get to the significant server parts of the equipment. One inadequacy that I find with the product is that they are from one seller. As expressed before, a large portion of the applications are for Windows. On the off chance that there will be a need to have an overhaul so that there different applications from different merchants, this could be a dull and troublesome assignment. This is on the grounds that there is no plan that has been done to guarantee that the future establishments of various applications are very much dealt with. Another inadequacy is that of productive

Book discussion Coursework Example | Topics and Well Written Essays - 1250 words

Book conversation - Coursework Example Another was the subject of responsibility. This topic has had the option to communicate in various pieces of the book. In the Bulls Eye association, there were various directors, including John and Barb, who head various divisions. Their chief, Nancy had some intermittent gatherings with them in order to audit on their departments’ exhibitions. Each chief was made responsible for the outcomes their specialization was respecting the association. During certain ends of the week, John needs to answer to his office in order to address the awful occupation that was finished by his group. This is on the grounds that he is the one made responsible for the outcomes. There is the topic of harmony that has plainly turned out in the book. In the book, the writer has almost referenced Ubuntu on various pages. Simon says, â€Å"It doesn’t have any effect on the off chance that it was my work or another person work. We are all into this as a division. I need to help, it is Ubuntu† (pg. 19). This is after the office lead by John, Simon is a part, had bombed in meeting their degrees of anticipated consequences of the association. The subject has indicated that in fact to have accomplishment in a gathering, at that point you should have joint effort and collaboration. A large portion of the story occurred in the USA, especially in Chicago. This is apparent in the book when the writer says, â€Å"Twenty miles outside of Chicago, at a small†¦Ã¢â‚¬  (pg. 12). In this specific content, the creator was depicting the bistro where Alexandra and Steve went to take some espresso. Significant piece of the story in this book, particularly section one happens at the premises or workplaces of BullsEye association. Most of the characters in this story is having their sources in the USA, truth be told, they are on the whole residents of The United States. We just have Simon, who was conceived in South Africa during the Apartheid framework however he is an

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Analysis of interpersonal communication as seen in How to...

Jessica Diggs SD101 Angela Nebel April 6, 2004 Like most other movies, How to Lose a Guy in 10 Days uses many non-verbal cues to let the audience know how the characters are feeling and what they are thinking, art imitating life, as non-verbal communication is ingrained in everyday existence. Non-verbal communication is so pervasive in everyday life, in fact, that one may not even recognize consciously the cues given to them by others. One example of non-verbal cues in How to Lose a Guy took place in the Composure staff meeting at the beginning of the movie. While the woman perceived immediately to be a brown-noser tells her boss about the pieces she is working on, Andie and a friend are making facial expressions at one another that†¦show more content†¦Realizing, however, that the stages dont always progress in sequence and can overlap can help give one a general idea of how their relationship came together, fell apart, and then was reborn. Like all couples, Andie and Ben struggle with dialectical tensions in their relationship. First, they have trouble with the connection-autonomy dialectic. They are spending every day together trying to build (or destroy) their relationship (connection), but in Andies efforts to drive Ben away she begins to make him uncomfortable with the amount of control she has in his life. She redecorates his apartment, makes him wear a shirt that matches hers and their dogs, crashes his night with his friends, and even blows his nose for him, interfering with Bens autonomy. Another dialectic that Ben and Andie struggle with is that of openness-closedness. They both begin to have feelings for the other and want to share some things about themselves but neither is willing to disclose their original motive for the relationship. Also, Ben understandably does not mention to Andie that he was in diapers until he was five, and he gets angry when his mom divulges that information. Every relationship has such tensions, and they cannot be eliminated, only managed. Ben and Andie do not manage conflict effectively. Most of the time Andie isShow MoreRelatedEssay on Management skill23177 Words   |  93 Pages Page Ref: 238 Topic: Building Positive Interpersonal Relationships Skill: Recall 2) Studies have found that people make fewer mental errors when experiencing positive relationships. Answer: TRUE Explanation: This is true because positive relationships create positive emotions such as joy, fulfillment, etc., which in turn actually expand peoples mental capacities. Diff: 2 Page Ref: 238 Topic: Building Positive Interpersonal Relationships Skill: Recall 3) One suggestedRead MoreGgfghj12150 Words   |  49 Pagesfocus since the ï ¬ rst and second editions of this book. Why a Third Edition? 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Role Of Congress And The President - 1810 Words

The role of congress and the president in diplomacy, and in treaty making and wars, the role that the President and congress play is actually very significant in governing the country and this is kind of like a balance of power, in which both the president and congress both have extensive powers. The power to declare war, provide defense and support and raise armies. The regulation of foreign commerce, to congress. These powers are given to the President and congress through the Constitution. The President has the power to make executive agreements and treaties and receive foreign ambassadors and also appoint ambassadors. Treaties must be approved by two-thirds of the senate. Congress sometimes acts in an oversight role by signing off on†¦show more content†¦The budget for foreign policy functions is distributed among the institutions, this money is used to protect the U.S interest. This money only makes up 1 percent of the overall budget that the President submits to congre ss. This budget request includes funding for all federal executive departments and independent agencies that congress must approve in-order for the President to get things done. This will include funding for all U.S. international activities, like funding military assistance to allies and helping develop places that have weaker democracies. The U.S has key interest in developing other countries as we trade a lot of goods and services with other countries. Can the President s war powers be checked, yes, the constitution gives Congress the power to declare war as a check on the Presidential power. However the President still has the power to use troops even if Congress has not declared war. The commander and chief is given the power to assess overall threats that congress may not have had time to take action on. And in the news we have a more recent example of theShow MoreRelatedRole Of The President And Congress During The Economy Essay1100 Words   |  5 Pagestides. 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Critical Analysis Of Strategic Organizational Human Resource Managemen

Question: What are the key strengths and limitations of the two HR systems in the context of the workplace? How do the two HR management systems relate to the accomplishment of strategic goals? What assumptions are you basing these views on? Compare how the two HR management systems effectively contribute to the management of human capital to achieve the strategic goals of the organisation. How did the discussion in the forum contribute to your analysis? How can you use the information in your posts and the posts of others as evidence? Answer: Introduction Strategic human resources management is a process that makes human resource strategies that are integrated with the firms business goals and contribute to the overall strategy of the organization. It is defined as the means of aligning the management of human resources with the strategic content of the business (Walker, J.W., 1992). The integration can be vertical or horizontal. Vertical integration provides congruence between HR strategy and the business with the former supporting the accomplishment of the latter. And the horizontal integration works to make sure that the various human resource strategy elements fit together and support each other mutually (Armstrong, M., 1999). Though strategic human resource management system is an evolving system today, there are several issues pertaining to its practice. Critical Analysis of strategic HRM Strategic human resource management basically is about the strategic role of human resources management in meeting the organizational objectives. Human Resources is firmly linked with the performance and effectiveness of a business. But the mechanisms through which the human resource practices influence organizational effectiveness were always questioned upon by critics. A lot of researches have been conducted upon the explaining the importance of human resource management in the performance of a business. The studies have mostly adopted a resource based view of the firm (Delery, J., 1998) which emphasizes that the firms competitive advantage is increased by the kind of resources it possesses. And this in turn emphasizes that human resources management definitely adds value to an organization since the human resource management practices are the main factors that a firm employs to produce or retain the necessary work force. The predominant focus of research on strategic human resourc e management is mostly on the horizontal and vertical fits. Horizontal fit in strategic human resource management emphasizes the internal consistency of the HR practices with the basic assumption that for any particular policy to have maximum effect it is important that the other policies in effect are functioning as good. The complication in this theory is the absence of description about which internally consistent practices make up a system. There is no solid theoretical framework for choosing the HR practices. It was argued that there are several combinations of practices that will result in the same organizational outcomes (Delery, J., and Doty, D., 1996). For example, a firm needs to identify the human resource practices that would develop work force with high performance if they are to have advantage over their competitors. But any HR practice leads to multiple outcomes and multiple HR practices can be used to achieve the same outcome. This is a critical issue in strategic human resource management. In fact recent models of competency have provided researchers with a framework that helps creation of horizontal fit. In these models, a set of behavioural competencies are defined that are relevant to the business based on which human resource practices can be employed to ensure development of those behaviours in individuals. But in actual, a solution is yet to be reached in the issue of horizontal or internal fit. How it is developed and measured is an avenue that offers ample opportunities for future researchers to address. An important discussion in strategic HRM is a synergistic relationship between the different HR practices. There are two basic forms of this synergistic relationship. The first describes how multiple practices can work together and promote each others effectiveness and that in turn enhances the organizations effectiveness resulting in a positive outcome. This is termed a powerful connection by Becker et al. Another combination termed deadly connection is when the practices work against each other and the outcome is negative. It is therefore important in strategic human resource management to identify and measure HRM practices and systems while acknowledging these relationships among the practices (Becker, B., and Gerhart, B., 1996). Another important issue in strategic HRM is the level of analysis. It is based on what level the human resource practices in a firm are measured. According to a framework proposed, it is important that the work force core for strategic goals be governed by a high performance work system. While this practice will gain the organization higher scores on their core work force, the issue with this approach is that the non-core work force may also have equal importance or greater weight. Therefore, while measuring the HR practices, closer attention must be paid to the level at which they are measured. Averaging the use of practices may denote that all the employees be it core or non-core groups are equally important. Organizations must use different human resource practices for different employee levels and groups. This suggests that for a particular job a particular HRM system is required. Focussing on human resource practices at different job levels in an organization would thus provide insight into how advantage over competition can be achieved using work force. As discussed already there is no agreement about what practices constitute a coherent HRM system. It is also equally important to concentrate on the human resource policies along with the practices; the issue of construct definition. Development of theory would solve this problem. Strategic HR management has always been criticized for lack of theoretical foundation. But researches have proved that there are three different theoretical frameworks in the Strategic HRM; Universal, Contingency and Configuration theories (Delery, J., and Doty, D., 1996). The Universalistic theory demonstrates that some human resource practices are universally effective. Adoption of these practices by an organization will result in increased benefits. According to the Contingency theory, the effectiveness of human resource practices is contingent with the organizational strategy. Organizations must adopt HR strategies that are appropriate for its strategy to have higher effectiveness. And the configuration theory deals with the synergistic relationships between the practices. Other research employs six theoretical models for discussing strategic human resource management; Behavioural perspective, cybernetic models, transaction/agency cost theory, institutional theory, resource-based view of the organization, and power/resource dependence models. These theories are useful for understanding strategic as well as non-strategic determinants of human resource practices (Wright, P., and McMahan, G.C., 1992). The behavioural perspective is concerned with how strategy, human resource behaviours and practices are interrelated. Cybernetic models and transaction cost models is concerned with the relationship amongst the HR practices, firm strategy and the HR capital pool and behaviours. The institutional theory and resource dependence theory concerns the effects of institutional and political factors on the human resource practices. These theoretical frameworks are not without their limitations. But according to the critical analysis of strategic human resource management, most of the issues concerning the SHRM can be solved by developing a strong theoretical basis of management. Qualitative and quantitative comparison of two firms in the same industry and different performance levels could be constructed to aid in the construction of specific and general practices. It also helps in generalizing the process within a firm that drafts the principles and the process of successfully translating these principles in HR policies that are efficient. This line of research in strategic human resource management could help improve the way organizations are studied and managed (Colbert, B., 2004). Using data from forty five business units and correlated human resource practices from the past, present and future operational practices, it was found that correlations with all operational measures were high and invariant. Further it was found that controlling the past and present performance almost eliminated the connection of human resource practices with that of the future. This provided strategic human resource management researchers cautionary evidence on making casual inferences on the relationship between HR practices and the performance of the organization (Wright, P., Snell, S., and Dyer, L., 2005). Organization performance depends upon the how HR systems are measured. Performance in organization varies based on how near it is to the intended effect of human resources practices and what level it is aggregated. Analysis of strategic human resource management in emerging economies countries demonstrate that it is more likely that privately owned businesses will adopt this process than the public organizations. More focus is being paid on the implementation issues of strategic HR management in recent times. The business firms are recognizing that the intended and realized practices are different from one another and relying upon a set of stated principles will result in ineffective results. Also more attention is being focussed on strategic human resource managements role in mergers and acquisitions. Understanding the human capital investment decision making process, understanding the difference between investments in core and non-core work force, and a better understanding of the diversity of work personnel and their effects on organizations performance are contributing in understanding the strategic human resource management. The challenge is to fill the gap between knowledge that has been identified and break new ground (Lengnick-Hall, M., Lengnick-Hall, C., Andrade, L., and Drake, B., 2009). Two HR systems The human resource management system can be most notably classified in two; traditional, operational and functional aspects comprising the micro or functional system and the strategic system. Complying with business strategy, dealing with mergers and acquisitions, downsizing, international human resource management formed the core of strategic HRM and selection, training, appraisal and compensation constituted the functional HRM (Fisher, 1989). Strengths and limitations of the two HR systems Strength of a Human Resource management lies in the effectiveness of HR policies in practice. The practices that are not efficiently working need to be regularly monitored and modified. The competitive advantage that an organization provides its employees in comparison to the opposition is an important factor that determines the strength of the Human Resource system. Skills and qualifications of the work force and placing right people at the right jobs contribute to a HRMs strengths. In case of strategic HRM, one serious limitation is that the strategic fit is a very good idea but is very difficult in practice. Business strategy being translated into mutually supportive set of human resource practices doesnt happen most of the times (Armstrong, M., 2006). Role of HRM in accomplishing strategic goals Human resources can offer competitive advantage and can be managed strategically. HRM practices differ between different organizations and countries. And researches show that the companies that employed the HR practices of other successful companies failed miserably emphasizing the need for each organization to develop their own HR practices and policies. These HRM practices indirectly affect operational performance through strategic goals. In accomplishing strategic goals of the organization, a human resource manager needs to develop an environment for the employees that is conducive and fosters employees loyalty to the firm (Ahmad, S. and Schroeder, R., 2003). Globalization, de-regulation of markets, varying demands by the customers and investors and constant increase in market competition are becoming the norms for most organizations with the rapidly changing economic environment. The role of HR management can be crucial in improving performance in such an environment. Therefore, the human resources department and function must have as their primary focus a set of properly designed policies that support the organizations strategic and operational goals. But simply instituting the best in class HR systems will not have the desired effect. A properly configures HR system will achieve the desired objective. The leadership of this strategic human resources systems role in organization also reflects in the competition for intellectual leadership in the area (Becker, B., and Gerhart, B., 1996). Strategic human resource practices contribute to the strengthening of competitive advantage of a firm by enabling knowledge development as HR practices develop individual knowledge and skills along with developing the work forces attitudes and behaviours. This along collective changes in human capital and organization environment is strong enough to influence organizational performance and in turn attaining the goals (Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C., Wall, T. and Wood, S., 2008). Functional human resource practices such as recruiting the right person for the right job; empowerment and training enhance employees knowledge of the company and help them exploit it. Also these three human resource practices interact positively with each other resulting in positive outcomes. The adoption of advance manufacturing technology, quality management, supply chain partnering etc. will independently enhance performance of the firm. Management of human capital by the two HRM systems The foundation of a human resource department relies on human capital as the basic source of competitive advantage. The system is characterized by operational excellence and understanding by the HR managers the implications of human capital on the business and their ability to modify the system based on the requirements. The human resource management system that strives to improve an organizations strategic infrastructure is an investment. According to the CFO of Coca Cola, a companys phenomenal market value is largely attributable to its brands and management systems rather than any collection of tangible assets. The strategic importance of human capital has increased significantly owing to the rapid globalization, and the demands for constant innovation in products, the ability of the firm to adapt to the changing trends and its speed and efficiency. The three important elements of value added HR functions include: A management culture and strategy that is supportive and appropriately aligned, human resources system characterized by professional and operational quality, and human resources executives and managers who are effective and human resources function that support the managers. It is proven that with the proper alignment of each of these things, businesses average twenty seven percentage higher gains. And to achieve this building an extraordinary environment at the work place is important. The environment must be characterized by ensuring the employees feel valued, achieving long term business success, ensuring employees feeling of pride in being associated with the firm, emphasizing a sense of camaraderie and team work, enabling opportunities for the employees to reach their personal and professional high points, making the environment fun and exciting. A strong pay performance relationship is also an important characteristic. It elicits a signal that right behaviours and higher performance will reflect on the employees pay check. Some examples of firms operational excellence by proper human capital management by HRMs are: Lucent Monitors report ninety nine percent data entry accuracy in their HRIS (Becker, B. and Huselid, M., 1999). Ninety percent of the customers using their employee services centre have their problems tackled on the first call; Sears indicates significant proficiency at handling higher volume demands efficiently; at Herman Miller, desire to combine HR with the organizations business strategy has resulted in the adopting of worldwide shared services environment by them. Defining of the competencies required is the first step in identifying proper human capital suitable for a particular role. These competencies are then integrated in recruiting and staffing, career development of the staffs and management of their performance. Adaptation of some of the best practices that lead to exceptional performance by organizations include: employment security, good pay, reduced status distinctions, decentralized decision making, selective hiring, extensive information sharing, and extensive training. And the ability to translate HR practices into high performance practices requires several roles by HR managers including: role as an administrative expert, employee champion, and strategic partner. Conclusion Strong human resource management systems can create environments with little ambiguity regarding strategic goals of the organization. Characteristics such as visibility of the HR processes, clarity of the information in the policies, acceptability of the practices, and consistency of the management in applying the policies to employees uniformly, effectiveness of the policies, internal consistency (horizontal fit) and intensity are the basics governing the strength of a human resource management. Organizations that attempt to copy HR policies and practices from successful organizations find those practices from the other firms did not give them the same advantageous results. 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