The Importance of HRM


This is important because some of the personnel mistakes you don’t want to make while managing. They include:

  • Hire the wrong person for the job;
  • Experience high turnover;
  • Find your people not doing their best;
  • Waste time with useless interviews;
  • Have your company taken to court because of discriminatory actions;
  • Have your company cited under occupational safety laws for unsafe practices;
  • Have some employees think their salaries are unfair and inequitable relative to others in the organization;
  • Allow a lack of training to undermine your department’s effectiveness;
  • Commit any unfair labor practices.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.


This is important because some of the personnel mistakes you don’t want to make while managing. They include:

  • Hire the wrong person for the job;
  • Experience high turnover;
  • Find your people not doing their best;
  • Waste time with useless interviews;
  • Have your company taken to court because of discriminatory actions;
  • Have your company cited under occupational safety laws for unsafe practices;
  • Have some employees think their salaries are unfair and inequitable relative to others in the organization;
  • Allow a lack of training to undermine your department’s effectiveness;
  • Commit any unfair labor practices.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Sexual Harassment


Sexual harassment is any unwanted activity of sexual nature that affects an individual’s employment. It can occur between members of the opposite or of the same sex, between employees of the organization, involve an employee and a non-employee. Although such an activity is generally protected under sex discrimination, in recent years this problem has gained more recognition.

Sexual harassment creates an unpleasant work environment for organization members and undermines that ability to perform their job.  For many organizations, it’s the offensive or hostile environment issue that is problematic.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Global Sourcing & Operating Guidelines


Levi Strauss & Company developed the following policy to guide the firm through the maze of international business and maintain its high standard of ethical integrity. Levi Strauss & Co., has a heritage of conducting business in a manner that reflects its values. Because the company sources in many countries with diverse cultures, it must take special care in selecting business partners and countries whose practices are not incompatible with its values. Otherwise, its sourcing decisions have the potential of undermining this heritage, damaging the image of its brands and threatening its commercial success.

Business Partner Terms of Engagement

Terms of Engagement address issues that are substantially controllable by our individual business partners.

We have defined business partners as contractors and subcontractors who manufacture or finish our products and suppliers who provide material (including fabric, sundries, chemicals and/or stones) utilized in the manufacturing and finishing of our products.

i.            Environmental Requirements: We will only do business with partners who share our commitment to the environment and who conduct their business in a way that is consistent with Levi Strauss & Co.’s Environmental Philosophy and Guiding Principles.

ii.            Ethical Standards: We will seek to identify and utilize business partners who aspire as individuals and in the conduct of all their businesses to a set of ethical standards not incompatible with our own.

iii.            Legal Requirements: we expect our business partners to be law abiding as individuals and to comply with legal requirements relevant to the conduct of all their businesses.

iv.            Employment Practices: We will only do business partners whose workers are in all cases present voluntarily, not put at risk of physical harm, fairly compensated, allowed the right of free association and not exploited in any way. In addition . . . . specific guidelines [are provided in the areas of]: wages and benefits, . . . . working hours, . . . . . child labor, . . . . prison labor/forced labor, . . . . health and safety, . . . . discrimination, [and] . . . . disciplinary practices.

v.            Community Involvement: We will favor business partners who share our commitment to contribute to the betterment of community conditions.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Strategy Maintenance


  1. To maintain existing strategies, seek little change in current organizational (inter-organizational) arrangements. Any significant change is likely to undermine the regime established in the earlier phase. It is important, however, to find occasions to recall the mission or vision that originally inspired people to seek new strategies or validated the results of previous strategy formulation efforts.
  2. To maintain or marginally modify existing strategies, rely on implementers and focused input from consumers. Broader involvement of elites and the public is likely to raise issues and conflicts that may require more fundamental policy changes.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Staying Close to Customers


  • Show them that you think of them. Send or fax helpful newspaper clippings, relevant articles, and greeting and birthday cards. How about sending a card on the anniversary of the day they became your customers?
  • Tell them what’s new. It is a good way to stay in touch and increase sales or get referrals.
  • Offer “valued customer” discounts. These can take the form of coupons, letters, or other sales promotions. This not only garners more orders; it also makes your customers happy to be getting such good deals.
  • Compensate customers for lost time or money if they were caused by problems with your product or service. Use a well thought-out recovery program and stick to it. Better to err on the side of generosity than lose an account out of stinginess!
  • Be personal. Keep notes in your customer files on every little detail you know—everything from spouse and children’s names to hobbies, and especially their behavioral style.
  • Always be honest. Nothing undermines your credibility more severely than dishonesty. Lies have a way of coming back to haunt you.
  • Accept returns unconditionally. The few bucks you might lose in the short run are far less than what you gain from pleasing the customer.
  • Honor your customer’s privacy. If you have been a truly consultative salesperson, you may possess some knowledge that should be kept confidential. Your ethical standards should demand that you keep it that way.
  • Keep your promises. Never, ever promise something that you cannot deliver. This principle applies to little things such as returning phone calls as well as big things like delivery dates. If you must, ‘baby-sit’ deliveries and promised service to see that they are realized. Your reputation is on the line.
  • Give feedback on referrals. This is the right way to show your appreciation for the referral. Tell your customer the outcome. This is also a good way to get more referrals without asking for them directly.
  • Make your customers famous … for 15 minutes. If your enterprise has a newsletter, ask customers for permission to write about their success. Then send a copy to your customer. The same can be done for local newspapers and other publications.
  • Keep lines of communication open. As in any relationship, assure your customers that you are open to all calls about everything and anything – ideas, grievance, advice, praise, questions etc. This is one ay to maintain that all-important rapport.

 Remember that people do business with people they like!

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Managing Diversity


Managing Diversity meanstaking steps to maximize diversity’s potential advantages while minimizing the potential barriers—such as prejudice and bias—that can undermine the functioning pf a diverse workforce.

 In practice, diversity management involves both compulsory and voluntary management actions. First, there are are laws requiring that employers minimize discrimination at work. But while such compulsory actions can reduce the more blatant diversity barriers, blending a diverse workforce into a close-knit and thriving community also requiresvoluntary steps. Five sets of voluntary organizational activities are at the heart of any diversity management progra,. They are:

a)    Provide strong leadership. Chief executives who champion diversity typically have companies with exemplary reputations in managing diversity. Leadership here means, for instance, taking a strong personal stand on the need for change and becoming a role model for the behaviors required for the change. Some firms are more proactive than others.

b)   Assess he situation. The company must assess the current state of affairs with respect to diversity to delivery management. This might entail administering surveys to measure current attitudes and perceptions towards different cultural groups within the company. Tools for measuring diversity include equal employment hiring and retention metrics, employee attitude surveys, management and employee evaluations, and focus groups.

c)    Provide diversity training and education. The most commonly utilized starting point for … managing diversity is some type of the employee education program.

d)   Change culture and management systems. Change the performance appraisal criteria to measure supervisors based partly on their success in reducing intergroup conflicts.

e)    Evaluate the managing diversity program. Do the employee attitude surveys now indicate any improvement in attitudes towards diversity?

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

A Healthy Company


A healthy company is like a fine athlete is more than someone who isn’t sick, a healthy company embodies people and practices that combine and coordinate to produce an exceptional performance.

 

Healthy companies all possess and emanate a certain vitality and spirit. This spirit is not a religious fervor or a mindless cheerleader enthusiasm but a deep feeling of shared humanistic values at the core of the company. These values are the glue that binds healthy, successful employees with healthy, productive workplaces. They influence the way people act and think at all levels of the company and form the foundation for corporate policies and practices. They define roles and responsibilities and dictate hor business decisions are made. These principles are expressed and applied at every turn of the business, from receptionists and loading dock workers, through managers and executives, and into the board of directors.

 

These values are perpetually interacting, expanding, and contracting like a living entity. Each value depends on and determines the health of the others; sickness or disease that undermines on weakens all; roboustness in one value strengthens all. The values at the heart of a healthy company enable it to continuously grow, evolve, and renew itself, reinforcing what is productive and prositive and sloughing off the unhealthy and unworkable. In short, the causes and effects between values, people, and companies are not linear but circular. Values are the center of the enterprise; they circulate through every cell and artery of a company, and a company and its employees either reinforce healthy values or bring about their decline.

 

Healthy company values bind people to their organizations. By creating a common language and appealing to principles of dignity, commitment, and growth, these values help to create an identity that connects thousands of people around a shared mission. Suddenly, the traditional hard values of business success and the nontraditional soft values of human development merge into one dream.

 

This convergence generates a synergy, producing something greater than the sum of their parts—a vital business that lives and breathes a humanistic philosophy, that treats people as more than profit producers, views relationships as more than simply financial contracts, and regards the workplace as more than a setting for business. It is a holistic environment, one that nurtures, stretches, and empowers peple. The result is an organization that optimizes people, principles, and profits.

 

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com, Line of Sight