SEVEN WEEK INTERNSHIP WORK JOURNALS Introduction I had been assigned as a Human Resources Intern for the Citroen Auto Dealer in Abu Dhabi, UAE. The 7 weeks I spent there working as an intern provided me with valuable experiences that will help in enhancing my knowledge in the workplace. This is my seven-week journal that gives an account of my experiences there. Before I left for Abu Dhabi I brushed up on what I may hope to expect as an intern at the human resource Department. I read about the place, its people, its culture and asked around about the peoples eccentricities. I realize that the Human Resource Management plays a critical role in ensuring that no business failure brought about by mismanaged human resources can happen even in a culturally-diversed company such as Citroen Auto Dealer in Abu Dhabi.
The Human Resource Management of Citroen Auto Dealer is always pro-active in preventing such eventualities.It is vigilant in detecting possible areas that can disintegrate a strong and progressive business and so contingent measures are always at hand to put things always under control. Moreover, the Human Resource Management is well-prepared to handle issues and conflicts involving the interests of the firm and its relation to its human resource considering that the latter is the number one component that can make or break a company. First Week For a start, I got a culture shock with the place. There were a lot of rules and regulations that I needed to remember. I took note of them and made sure that I followed them correctly. I was introduced to the HR Manager.
The Term Paper on Human Resource and Management
It is widely accepted that functions involving management include planning goals of the organization, organizing its employees so that efficiency can be achieved, leading involves employee motivation and influence, whereas control function makes sure that all other functions help bring success to the organization . Another viewpoint is that there is a fifth function which is staffing. Staffing ...
He looked quite stern, with a fixed expression on his face. Yet he introduced me to the many jobs of a Human Resource Manager. From him I learned that managing human resources, changes and adversities must be perceived as challenges instead. By managing them, valuable lessons about management style, building and cultivating the right attitude or character of an employee are gained well. The tendencies to commit erroneous plans and arrive at wrong decisions applied towards wrong business directions are but signs of poor utilization of human resources. The following philosophies serve as his guidelines on how the Human Resource Management can improve the firms performance: Integrity.
This is a very important value that must be inculcated in the minds and hearts of the firms employees.The policies on honesty, openness and transparency, and trust in the employees must be stated clearly and be known by all in the business organization and failure to observe said policies may subject one to certain sanctions; Workforce. The value of the workforce and its worth in the organization is very important in a business organization. The welfare and interests of the workforce must be taken cared for in all aspects; employees must be encouraged to perform their work well; excellence of work performance must be given due reward and recognition by the management and the whole organization; Motivation. Motivation techniques must be in place to ensure that employees are always on their toes to give their best to the company.Highly-motivated, multi-talented, skilled and capable employees and managers that work as a team make up a successful company; A good, viable, business plan. A firms human resources capabilities are optimized if there is a clear, viable and promising business plan to accomplish. The firms goals and objectives as well as strategies to achieve them must be workable, reachable, be they long-term or short-term plan. Such plan must be formulated in such a way that every member of the organization believes with it and shares the same vision as the rest so that everyone is directed to serve the common interests of all: the Company or the firm, its employees and the management and even its stakeholders; Teamwork within the Organization. Teamwork is the key to a firms success.
The Review on Strategic Human Resource Management 4
... employees and giving them a voice in real decision-making. This shows that the company has moved from simple human resource management to strategic human resource management ... HR practices on the development of the firm’s human resources? Which HR practices lead to greater organizational ... given by major accounting firms, it is easy to see what makes human resource management strategic, and what does ...
With cooperation, collaborative thinking among employees and management in the organization and unity in purpose and in action the firms success is definitely achievable. The Human Resource Management of Citroen Auto Dealer is quite a big company with several branches in other parts of the UAE. My first week there paved the way for more challenging tasks that carry with it a serious responsibility in ensuring that all aspects of their firm is taken cared for.Its management calls for effective, efficient, service-oriented leadership that works positively with the rapidly changing times.It requires the Human Resources Manager to be firm yet flexible, dynamic yet compassionate, in handling issues, conflicts and problems involving the workforce.I saw all that during my first week stay and I can say that the volume of insights alone is enough to fill an entire journal. Second Week The Human Resource Management of Citroen Auto Dealer is constantly posed with challenging opportunities on how managing organizations of diverse cultures can effectively deliver excellent results; how varying attitudes and characters of people blend with others towards achieving the set goals and objectives of the Company; how new technologies are passed on to the workforce and teach them to adapt as fast as possible.Most of all, it is a continuing challenge for the Human Resource Management to work out how its employees fulfill their personal aspirations for the company and for themselves so that they, too, may find their sense of fulfillment in all the things that they do. For one, the company is composed of a mix of almost all races. In the Human Resources Department alone, we have some British, Thai, Japanese and Singaporean staff and we were all united in our effort to respond to the needs of the staff at Abu Dhabi and the nearby auto dealers.
The Business plan on Human Resource and Organizational Success
A Human resource department is an organizational entity which is primarily formed to report organizational relationships, organize people and function in a manner that best supports organizational goals accomplishment. The key behind any Human resource department is the organizational devotion towards availing of efficient procedures, policies and people-friendly guidelines that will give support ...
During the second week, all of us trainees were gathered at the conference hall and we were given an orientation on what the company was all about and about organizational performance. The HRD Manager emphasized that organizational performance refers to the act of comparing the measurement of actual output against target or intended output (Dictionary.laborlawtalk.com., Organizational Performance).
It intends to measure how well the company is achieving its target goals and objectives. It also includes the ability to quantify discrepancies and analyze the source or causes of discrepancies. From this analysis of discrepancies, managers or owners can successfully chart alternatives and choose the best way to improve organizational performance. Thus, when planning strategically, it is important to include the factor of monitoring and evaluating organizational performance, as this contributes to organizational development.
We were considered one team. We were expected to share the ideals of collaboration and group learning, and lead to better organizational performance. He reported how this company uses social capital, such as capacity-building and community involvement, to enrich the companies perception of their role in the society, and from this realization, positively improve product and service quality. We were expected to promote work with efficiency and effectiveness, at fewer costs. He mentioned that the company was growing and the tasks, technological and human resources were more complex and diverse. Communities of practice share learning and experiences to the rest of the company in order to highlight the strengths, and opportunities of the organization, and minimize or lessen weaknesses and threats.
Through this integrated learning and shared values, organizational performance leaps forward, decreasing gaps between the intended output and actual output. Third Week Some of our cars were up for a motor display with the participation of the other car dealers of the Sultanate. It was an impressive array of the newest care models and we were part of this set-up. I was asked to join in the booth since motoring enthusiasts would be looking for auto parts and accessories which we have at our place. It was a wonderful time for me as I was exposed to all the grand car displays that they regularly hold at the Oman International Exhibition Centre in Seeb. It was a huge place and that was my first time to see such a wide range of automotive paraphernalia gathered under one roof. This Motor Show seemed to be the biggest put up so far according to the organizers.
The Review on Human Resource Management Practices On Organizational Performance
The study evaluates the effects of human resource management practices on organizational performance in Oil and Gas Industry in Pakistan. A total of 150 managers of 20 randomly selected firms from Oil and Gas Industry responded to self-reported questionnaire that measured five HRM practices and subjective measures of organizational performance. Factor analysis was performed to identify human ...
All the firms there were cohesive and seemed well-integrated. I learned that firms need to integrate the functions and communication channels of the different units or departments of their company even for a simple motor show for the achievement of innovation and quality assurance. By coordinating functions and opening communication channels, members from different departments gain more insight in the whole process, and how each part operates. This deeper understanding of what we do and the specific parts promote the awareness of how essential individual and collaborative efforts are to meet the companys vision, mission and goals. Fourth Week As we were immersed in the company, I began to become more aware of the problems that the company encounters every now and then. This week saw the managers in a seminar on Employee Motivation arranged by the company. I was asked to sit-in in the seminar-workshop and I began to be aware of the problems this company faced, Somehow, the HRD Manager told me and the other trainees that absenteeism seemed to be a chronic problem of the staff.
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