Human Resource Management Assignment Essay Sample

9 September 2017

Question 1: How does Telerik pull high quality endowment in a competitory market? Telerik is one of the celebrated package companies in Sofia. Bulgaria. It has known as a market taking supplier of terminal to stop solutions for application development. automated proving. agile undertaking direction. coverage and content direction across all major Microsoft development platforms. Company caput office was located in Sofia. Bulgaria where most of the package company developers were based. Telerik has still immature but its development really impressive. After get downing in 2002 with 5 peoples ( 4 co-founder and one another employee ) . The first 1 is Vassil Terziev who is co-founder and Chief Executive Officer ( CEO ) . He is responsible for supervising Telerik’s strategic way and enabling its rapid growing as a planetary supplier of enterprise-class package and services. The 2nd 1 is Svetozar Georgiev co-founder and Chief Executive Officer ( CEO ) who has been instrumental in set uping the Telerik trade name and turning the selling and fiscal organisations within the company. The following 1 is Boyko Iaramov who is co-founder and plays a function as Chief Operations Officer.

Boyko is in charge of set uping. measuring and pull offing Telerik’s internal organisation procedures and resources and guaranting that they support the nucleus procedures and maps of the company in the most efficient mode. The last 1 is Hristo Kosev co-founder and Chief Technology Officer who is responsible for the development of the proficient organisation at Telerik and its ceaseless pursuit for invention and new merchandises that serve unaddressed market demands. Until mid-2011. the company had dramatically developed with 360 employees in Bulgaria with an extra 70 employees in Australia. the United State. the United Kingdom. Germany and Canada. By the twelvemonth 2012. Telerik was recognized as a taking seller of a universe broad scope of package and application. Its merchandise was used by over 100. 000 organisations in 94 states on over the universe such as Nokia. Toyota. Reuters and Boeing. Beside that some of the world’s taking educational and non-profit organisation including NASA. the World Bank and Harvard University besides used Telerik’s merchandise.

Telerik was non merely celebrated for its merchandise. service but besides for its organisation design. particularly in human resource direction throughout Central and Eastern Europe. These things are the chief factors to construct the success of Telerik company. Nevertheless. I believe that the most of import factor is Telerik’s human capital ; the organisation can non win without its employees. Almost staff of Telerik company are the best who was recruited from many different beginnings. In modern society today. Telerik non merely recruited employees from traditional beginning such as university or professional associations but besides focused more on resources which attracted younger. computer-literate persons such as Twitter. Facebook. web logs and enlisting web site.

Presents. in ferociously competitory market. companies non merely vie in bring forthing first-class goods and services to supply for their client. Beside that they besides compete in human capital and the war in labour forces ne’er end. Because employers understand that holding good staffs is a cardinal component to maintain their concern stabilize and develop. Therefore. in its human resource direction scheme. Telerik merely recruited persons who had university grade. were inflowing in English and had applicable accomplishments and cognition. Beside that. in order to look for and enroll these employees has ne’er of all time an easy mission. However. Telerik has solved this job by supplying a good policy in order to pull talent come to company.

There are many things in a company which can pull employee such as company’s repute. organisational direction system. compensation. benefit bundle. working status. work hr and holiday. colleague. cooperate civilization and so on.

First of wholly. we can speak about the repute of company. Companies which have positive repute have strong intangible advantage in pulling endowment. Because that employees feel more secure when they join in these companies which have sustainable value. Beside that they besides feel to be proud of working for these companies.

The 2nd factor which can utilize to pull endowment is the organisational direction system. At Telerik. they realized that the agile package
development which was a comparatively modern attack to package technology and it was being used by an increasing figure of package development companies. The organisations which used nimble direction could hold higher quality merchandise and services. faster clip to market. higher employee keeping. more success with employee enlisting. more originative and flexible solution and increased client satisfaction. In add-on to Telerik had developed a working environment that supported its direction doctrine and package development processes. The advanced and supportive physical environment was offered to assist employees experience most comfy when working. Beside that company besides built working environment and organisational construction which focused more on communicating and facilitated teamwork. Particularly. in the entry hallway to its central offices office in Sofia which was built in a modern manner and decorated by the cooperate name. logo “Deliver more than expect” and the legion awards that company won lined the corridors.

Third. the desirable wage and benefit bundle were offered by Telerik which could fulfill all of its employees. Employees had a generous wage. a fillip system related to their public presentation. Beside that every bit was common in Eastern Europe. employees received a fillip “13th month” salary addendum each twelvemonth. They besides have opportunity to raise salary and fillips with quarterly reappraisal. Furthermore. Telerik’s direction scheme do the employees feel that company’s concern is besides their ain concern by giving opportunity for long-run employees buy company’s stock. Therefore. employees non merely work for themselves but besides for the development of company. The following factor. in 2010. Telerik set up its ain Telerik Academy to back up its recruiting attempts and professional development demand.

Company willing to offer the preparation plans for employees who have possible ability. Beside that company besides organized other categories for current company to update new accomplishment and refresher accomplishment at no cost. This served as a grapevine of qualified occupation appliers for the company. while leting current employees to prosecute professional development. Furthermore. Telerik besides sponsored for athleticss squads. tablet for ranks in wellness and diversion nines and covered wellness services for employees at a private clinic. We can reason that Telerik has strong advantage in pulling employees who are expert in their field by offering them a rich benefit bundle and good working environment. In at that place. employees non merely better themselves but besides contribute for the development of company.

Question 2: What is Telerik’s overall scheme for the development of endowment?
Attracting endowments is a hard undertaking. nevertheless ; retaining and developing them for the hereafter of company is more hard. Therefore. an organisation must demo employees see that they have opportunity to develop with the purpose of maintaining the employees stay with an organisation in long term. In order to make this purpose. an organisation must hold a sensible scheme in developing the endowment of company. First. we will clear up the importance of employees’ developing scheme. Development refers to activities and experiences. such as formal instruction. occupation. experiences. relationships and appraisals that help employees to turn and fix for the hereafter. It involves voluntary acquisition that is non tied straight to the employees’ current occupation.

Beside that employee development is of import for a company to better quality. run into the challenges of planetary competition and societal alteration and integrate technological progresss and in work design. Furthermore. employee development besides helps employees to understand civilizations and imposts that affect international concern patterns perform functions traditionally reserved for directors and overcome stereotypes attitudes that prevent advanced parts that can come from a work force made up of employees with diverse racial background.

We can see that investings in preparation and development of employees can do them productive or more effectual in their occupations. straight lending to the bottom line. Investing in human resource through preparation and direction development improves single employee capablenesss and organisational capablenesss. However. puting in people is non the same as puting in equipment or machinery. For illustration. when an organisation invests in new machine. its cost can be depreciated over multiple old ages ; but when the same capital is invested in direction development. it is a cost for that old ages and can non depreciated.

Telerik knew that it needed to retain its work force in order to further a mature and capable organisation. Therefore. the company had developed calling waies to react the demand for experiences leaders and to turn to single desires for development. To farther support this. leaders were required to pass clip developing their squad members’ end and abilities.

Particularly. newly-hired employees are assigned managers. wise mans. and leaders. in add-on to working with Hristo Georgiev. Human Capital Manager. The manager. the “domain specializer. ” helps the single with proficient content. while the wise man. a more senior individual. assists the new employee in cultural assimilation. To farther ease the development of strong leading within Telerik and to guarantee organisational acquisition. calling ladders with elaborate occupation descriptions for all place classs were developed. Included in these paperss are demands that senior persons spend clip with more junior employees to assist with development. including “open hours. ”

Particularly. the company established its Academy to back up its recruiting attempts and professional development demands in 2010. It offered developing plans for possible employees and new accomplishments development and refresher accomplishment options for current company employees at no cost. This served as a grapevine of qualified occupation appliers for the company. while leting current employees to prosecute professional development. The company besides offered payment for professional ranks and meetings. conferences and enfranchisement plans.

Telerik’s success depended to a great extent on its ability to hold a talented and motivated work force. and the company was to the full committed to schemes that would assist them maintain their first-class hiring record and low employee turnover rate of 5 % in an industry where the employee turnover rate by and large approached 75 % . As Telerik continued to win awards for being an employer of pick. the company hoped to pull and retain the type of employees necessary to stay a successful. competitory planetary company.

Question 3: How does the Telerik wages system reflect the civilization of Telerik?
There are many different definitions or constructs in term of organisation civilization or company civilization. Culture: “the set of shared attitudes. values. ends. and patterns that characterizes an establishment or organization” Merriam-Webster Dictionary

Harmonizing to Jim Geier ( 2006 ) . the individual most of import portion of any company’s foundation is finding its civilization. Culture defines who you are in concern. it defines what you stand for. and it defines how you want to be known by your clients. stockholders. sellers and employees. However. the cardinal factor of an organisation is the values and behaviours that contribute to the alone societal and psychological environment of an organisation. Each company has its ain civilization which makes it different with many others. Beside that organisation civilization base on shared attitudes. beliefs. imposts. written and unwritten regulations that the organisation develops over clip and that have worked good plenty to be considered valid. Telerik’s wages system

First of wholly. we will take a expression about the wages system in Telerik company. Telerik merely recruits employees who are the best and expertness in their Fieldss such as computing machine. package and selling. However. the adept and talent employees are really limited. Therefore. these employees besides require a benefit bundle which deserve with their ability. At Telerik. in order to pull and maintain employees remain with the company. a desirable benefit bundle which includes physical and mental benefits was offered for its employees. On the one manus. the physical benefits offered a modern edifice which had good equipment to back up for employees’ occupation. First. compensation was competitory with many other package companies in Europe particularly in Western Europe. Furthermore. employees were received a generous wage and the fillip wages system relate to the employees’ public presentation. Beside that each employee receives an terminal of the twelvemonth fillip which is called “the 13th month salary” .

Furthermore. employees have opportunity to raises and benefits with quarterly reappraisal. Employees who have worked at Telerik for a long clip. is eligible for stock option. On another manus. the mental benefits besides were of import portion in the benefit bundles. Company has a flexible work agenda. no set work hr. informal frock to do employees experience more flexible. convenient and comfy when working. Besides that there are many activities outside working hr for employees such at field day. skiing. charity plan. The company besides patron for the athletics squad. squad edifice and music set. Furthermore. the organisation pays for rank in wellness. recreational nine and screen wellness services for employees at private clinic. One of the newest benefits provided was a company-wide Personal Assistant to supply concierge service for employees. This service includes helping employees with activities that might take clip off from work. such as buying tickets for featuring events or concerts. holding cars fixs. and running other errands.

Telerik wages system reflect the civilization of company
The success of Telerik Company depends on its ability to hold an first-class policy to pull and maintain their work force stay and contribute for the development of company. The most obvious grounds is the low turnover rate merely 5 % in Telerik comparison with 75 % in other companies. Therefore. the employees really proud of to be a member of Telerik where offer them high degree of salary. Employees who work efficaciously and expeditiously will honor for their calling. Company besides offers the fillips system which relate to the employees’ public presentation to do them believe that concern as their ain concern. Furthermore. the opportunity to raise salary and fillip in each one-fourth motivates and encourages them working hard to lend for company with their right attitude. In term of mental benefit. Telerik’s modern doctrine offer opening environment for their employees.

Work at Telerik is done by squads in big. unfastened suites. with modern white modular desks with Telerik green speech patterns. In the centre of most suites. one finds a hive of four linked desks and braces of partnered desks around the borders of the squad room. Peoples are ever traveling in Telerik and although people are assigned to squads for certain lengths of clip. they move from topographic point to topographic point. Beside that squad members sit with each other to discourse undertaking facets. or wander in and out. acquiring nutrient or drink. sing with other squads. Furthermore. all members of a squad sit and work in an open-plan office. therefore leting speedy verbal communicating between the members. This besides builds up a feeling of chumminess and squad spirit. The squads have tonss of liberty and decision-making power. This helps determine the squad into one supportive unit. The package developers at Telerik are organized into one ( or more ) merchandise squads. with each squad charged with developing merchandises for a peculiar Microsoft engineering.

So. one squad is assigned to develop controls for ASP. NET AJAX ; another squad assigned for WPF controls. another to Sitefinity development ; and so. In this manner. each squad builds up expertness in developing merchandises for one peculiar Microsoft engineering. The package development squads use a choice of techniques derived from the two chief methodological analysiss of nimble development known as Extreme Programming and Scrum Development. Every forenoon. the developers in each squad stand around in a circle for about 15 proceedingss which is called “scrum” . In “scrum” each member tells the remainder of the squad what he did yesterday in footings of merchandise development. what he hopes to make today. and Tells of any jobs encountered.

Software is frequently developed utilizing Pair Programming. two developers sit at the same Personal computer. with one typewriting in plan codification while the other remarks and offers advice and suggestions. Closely associated with the development of the package is Test-Driven Development – every few lines of codification are exhaustively tested to be functionally right before the developers move on. In decision. from the wages system of Telerik company. Telerik’s civilization was built through gap workplace. ongoing communicating. transparence in actions. and through handiness to all members of the organisation. In add-on to. teamwork has been an of import success factor at Telerik. Communication is seen as critical in Telerik and all employees are expected to be pass oning with other employees. professional equals. clients. user groups. distributers. bloggers. and anyone else who might hold information related to Telerik’s merchandises and procedures.

Question 4: What human resource challenges will Telerik face in the hereafter? As Telerik continues its development of new merchandises for Microsoft platforms. and as it continues to spread out into new markets. it must be prepared to confront the challenges of its growing. Particularly. the challenges in human resource which can be divided into two factors: internal and external challenges.

The first factor is internal challenges which include enlisting. choice. keeping. preparation and development of gifted employees. Recruitment is a map that requires concern position. expertness. and ability to happen and fit the best possible campaigner for the organisation. In recruitment facet. we can see that Telerik has high demand when it recruit employees. Company merely recruits who have university grades. were fluid in English. had applicable accomplishments and cognition and expertness in computing machine. package and selling. However. it is non easy to happen out campaigner who has full its demand. A employee who are expert in computing machine. may non be inflowing in English or may non work in nimble direction.

Employee choice is an of import procedure for any organisation. In this procedure. an organisation has to do a determination “hire” or “no hire” sing to applicant ability. However. it is non easy to choose right people who can work in Telerik’s environment. have a right accomplishment and the same end with company. particularly they can accommodate with Telerik doctrine. Telerik besides considers entrepreneurial spirit in employees who demonstrate an devouring involvement in company’s concern and merchandise. Because that these employees will care company’s concern as their proprietor concern. However. employees who possess entrepreneurial spirit may non remain with company in a long term. Because that they ever want to hold their ain concern where they are proprietor and non under control of any 1. This factor can be considered as the challenge in term of keeping employee at Telerik. Some challenges in term of preparation and development can see as cost. clip. In order to stay preparation and development procedure. company must hold a stable beginning of budget. Furthermore. this cost will be able to increase twelvemonth by twelvemonth. Beside that there are some other challenges such as figure of employees attendance. clip allocated to developing. developing country. clip of the twenty-four hours that employees were allowed to go to preparation.

The 2nd factor is external challenges which include economic environment. globalisation and technological alteration.
The economic environment has a major impact on concern in general and the direction of human resources in peculiar. Economic conditions affect supply and demand for merchandises and services which have a dramatic impact on the labour force by impacting the figure and types of employees required. every bit good as an employer’s ability to pay rewards and supply benefits. When the economic system is healthy. companies frequently hire more workers as demand for merchandises and services additions. Consequently. unemployment rates fall. there is more competition for qualified employees. and keeping schemes increase in importance. Conversely. during a downswing. some houses cut down wage and benefits in order to retain workers. Other employers are forced to downsize. by offering attractive early retirement and early leave plans or by puting off and ending employees. Unemployment rates rise. and employers are frequently overwhelmed with appliers when vacancies are advertised. Globalization refers to the inclination of house to spread out their gross revenues or fabrication to the new market.

With the entry of Bulgaria into the Europe Union. Telerik has to confront with the “brain drain” from Bulgaria into other European state. Particularly. Telerik now non merely vie with domestic company but besides company has to vie with international company from exterior. Beside that many other organisation are turn uping new workss in countries where labor cost and other operating cost are lower than Bulgaria. Telerik besides has to confront with the challenge when company expand concern in oversea state. The ground is that there are a difference in civilization. authorities policy. labour market. employees ability and so on. In term of technological alteration. it will convey both advantage and disadvantage to Telerik. The advantage is that new engineering can assist company cut down work force in some procedures. The productiveness and company’s gross besides addition when company apply new teachnology. Beside that it will assist company easier in term of organisation direction. production and so on. Conversely. the disadvantage is that company has to pass more money in order to upgrade new engineering. it besides require clip to develop for employees. to assist them accommodate with new system.

Mentions

Human Resource Management Book. Open University Malaysia ( OUM ) . March 2011. BMHR5103. Brewster. C. . Sparrow. P. R. & A ; Vernon. G. ( 2007 ) . International Human resource direction ( 2nd erectile dysfunction ) . London: Chartered Institue of Personel and Development. Byars. L. L. & A ; Rue. L. W. ( 2004 ) . Human Resource
Management. ( 8th erectile dysfunction ) . London: the McGraw Hill Irwin Dessler. G. ( 2005 ) . Human resource direction ( 10th erectile dysfunction ) . Upper Saddle River. New Jersey. Pearson Prentice Hall. Jim Geier ( 2006 ) . How to pull and retain great people: A seven measure procedure. Mejia Gomez et Al. ( 2007 ) . Pull offing Human resource. Pearson International Edition ( 5th ) . Thomas S. Bateman & A ; Scott A. Nell ( 2010 ) . Management: Leading & A ; Collaborating in a competitory universe. New York. New york: the McGraw Hill Irwin Attracting and Retaining the Best Employees. Available at: hypertext transfer protocol: //www. cssp. com/CD0700/AttractingRetainingBestEmployees/ Human resource direction. Retrieved December 10. 2009 from hypertext transfer protocol: //www. hour. usher. com hypertext transfer protocol: //www. telerik. com

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