Evaluation and recommendations in terms of the five functions of human resource management: The case of Accenture

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Evaluation and recommendations in terms of the five functions of human resource management: The case of Accenture

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Abstract

The most important resource in an organization is its people. So the role they play, how they play, how they interact through formal and informal processes and the relationships they build are crucial to the success of strategy" say Johnson and Scholes (2002: 419). With 178,000 people in 49 countries, ACCENTURE - a literal mix between "Accent" and "Future"- is a "global management consulting, technology services and outsourcing company, committed to delivering innovation". ACCENTURE brings its experience, skills and research to the world's most successful companies and generated net revenues of US$19.70 billion in 2007. As a consulting company, ACCENTURE is focused on the management of human resources, neither only because the sustainable competitive advantage (the added value) of the company is the high quality of employees' skills, nor because ACCENTURE has to be an example itself to advice its customers in the human resources fields.

Introduction.
Overview of Accenture in terms of HRM.
1. Accenture needs people to achieve its strategic objectives.
2. The core values of Accenture and its culture.
Accenture and the HRM functions: Evaluation and suggestions.
1. Planning and organising for work, people and HRM.
2. Staffing Accenture with the necessary employees.
3. Using and maintaining HR.
4. Training and development.
5. Performance appraisal system.
6. The internal advancement and development.
Conclusion.
References.

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[...] This strategy of salary is really relevant to push them to be more efficient in their work To orientate and to socialise newly appointed employees In order ensure that the employee is happy and productive as soon as possible”, ACCENTURE has developed a program to integrate new hired colleagues (Swanepoel et al. 2005: 300). Each new employee is in relation with a Counsellor and a HR expert to help him/her in the first months to find his/her place within the company. [...]

[...] HRM plays a key function in promoting the core values of ACCENTURE and makes the corporate culture very important. These two elements represent a sustainable competitive advantage in regards to the strategy of competitors. The ability to work in team, the initiatives-taken capacity, curiosity and the well establishment of ACCENTURE in the economic life are its key success factors. This strong culture is the reason of the good cohesion between the different offices, in France and abroad. In reality, ACCENTURE applies what the company advices to its clients. [...]

[...] Working in a well-established and an international business as ACCENTURE, I have planned to analyse and criticize the Human Resource Management (HRM) functions of the firm in France (Europe). In order to achieve this, I have met consultants and Directors of the HRM department in France. The website provided me also a lot of information. These inquiries gave me explications, feelings, interpretations about HRM of ACCENTURE in France in particular and on the global scale in general. After a short overview of the company, its image, its internal culture and its core values that is absolutely essential to understand in ACCENTURE, it is relevant to evaluate and criticize the current functioning of HR planning, recruitment and selection, HR development, compensation and benefits, safety and health and employee and labour relations Overview of ACCENTURE in terms of HRM Created in 1989 under the brand name ANDERSEN CONSULTING, ACCENTURE is becoming a successful company on the global scale. [...]

[...] In ACCENTURE, HRM wants to develop optional training sessions in order to maximize the independency of each worker in his/her choices, the development of his/her career and the improvement of his/her skills. This strategy is successful and allows employees to develop their expertise to others fields. ACCENTURE expands HRM through the software myDevelopment & myPerformance where the performance culture is everywhere. Employees can settle objectives and evaluate themselves at the end of the process. They are really satisfied regarding this system and they want HRM department preserves and perform it Performance appraisal system The performance appraisal system is formal and systematic process by means of which the job-relevant strengths and weaknesses of employees are identified, observed, recorded and developed” (Swanepoel et al. [...]

[...] Well implemented office with a good transportation network A quality canteen with a large choices of nutritive meals (tactile terminal) A fitness room (Club Med Gym) and a sports club (200 members) Recreational club (sports, culture, travels ) An emergency and first-aid program to be prepared in any case Even if the quality of working in ACCENTURE is excellent, some recommendations can be added in order to ensure a day-to-day better performance of the internal life of ACCENTURE and to decrease a huge turnover: A better balance between working and family life Training programmes to manage stress at the work place A company concierge service which provides subscribers with a wide range of convenience services (dry cleaning, grocery delivery, assistance in dealing with public services and authorities, hair salon, massages ) provided at times that suit employees schedules. [...]

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