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University Degree: Human Resource Management
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Effects of Miscommunication. In the following pages, I will discuss the direct link between company performance and its ability to recognize and correct employee errors. The theory will be bolstered by a short description of the theory, how it applies to
There comes a point where the expectation for a manager to oversee every process becomes unreasonable. Therefore, in many companies, managers rely on their employees to report errors and mistakes so they can be quickly corrected. In the cases where errors go unreported, many managers set out to discover the reasons why they are unreported. There can be a number of reasons why an employee would want to keep a mistake to himself or herself. The number one answer most people assume would be fear of reprimand or termination. While this is sometimes a result, many managers only use this as a last resort (Hicks).
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Getting all such individuals and groups committed to a vigorous pursuit of the quality standards aspired for is a herculean task for leaders of higher educational institutions. What effective measures can leaders of such institutions put in place to ensur
Indeed Ajayi and Ekundayo (2007) have rightly stated that governments do not consider the funds allocated to higher education as mere expenditures, but as long-term investments in human resources. Today all levels of education have assumed a global character, and as such, the narrow focus on the focal nation is giving way to a focus on globally-oriented contents, practice and management (Middlehurst, 2001). Higher education in particular is becoming more and more a commodity at the global market, following the increasing mobility of scholars and students across national borders.
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Managing Distributed Work Group. In this paper I will discuss the issue involved in managing employees who work at a location that is not the same as their supervisor and therefore are not under direct supervisory control. My observations come from my e
Districts are made up of seven to nine MAs and are managed by a District Manager. Since MAs are not colocated with a supervisor, it is important for DMs to give them a reasonable amount of independence to run their business but closely monitor their performance of key job functions. Some of the functions that should be monitored by DMs include new account openings, existing customer sales growth, profit growth, and accounts receivable management. Even though MA performance is measured individually, John Doe thinks it is extremely important to get individuals in a district to act as a team.
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This report seeks to explore the different recruitment and selection approaches in human resource management. Furthermore, it has a discussion about the advantages and disadvantages of some approaches.
It appears that recruitment is an important work of human resource management. It is to find the right candidate to fill the vacancy immediately for the company and make sure that company running well. Selection is the follow-up recruitment work, it is "the combination of processes that lead to the choice of one or more candidates over others" (Edenborough 2005, p2). Selecting a right candidate can make company successful and increase the operation efficiency. First this report discussed the different recruitment and selection approaches.
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Describe, compare and contrast one content theory and one process theory of motivation. Evaluate their appropriateness for the current business environment
One of the most famous and influential content theories is the works of Abraham Maslow (1943). According to Maslow, "human needs arrange themselves in hierarchies. That is to say, the appearance of one need usually rests on the satisfaction of another more prepotent need" (Sheldrake, 1996, 136). Based on this idea, he claims that we all have similar set of needs. Furthermore, he argues that these set of needs are structured in a hierarchy with five different levels and once individuals have fulfilled one need in the hierarchy, it ceases to motivate their behavior and they are motivated by the need at the next higher level.
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How can high-performance HRM strategies and practices demonstrably contribute to organizational performance? Consider in some detail the evidence both for and against the view that high-performance HRM strategies and practice
the 'numerator management'. However over the last few years, significant development in the research regarding relationship between human resource and organizational performance has been made, where now the new interest in HRM is its role as the 'strategic lever' that ensures positive impact on bottom line of business through value creation (Becker and Gerhart, 1996). The relationship between HR and performance is explained in words of Armstrong who defines HRM as 'the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business' (Armstrong, 2006).
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This essay will be exploring the individual within the organisation and their development throughout their time with the organisation, including the ongoing process of recruitment, appraisal, training and development. The first task for human resources th
If the wrong sources and media are used to recruit from, an insufficient number of or unsuitable applications may be generated, and the process will prove to be expensive (Marchington, 2005). Choosing a recruitment method which is cost-effective therefore depends on factors specific to each organisation and to different types of vacancy. Findings from the 2004 Workplace Employment Relations Survey (WERS, 2004) (Kersley, 2005) show that, although the majority of workplaces treat external and internal applicants equally, one-fifth give preference to internal candidates and one in ten prefer to recruit externally.
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Treating employees as human beings and as an economic resource is not a mutually exclusive proposition
However, the emphasis should be put on the human factor because that is what energizes employees in reality - feeling of belongingness. Utilitarian Instrumentalism v Developmental Humanism In 1960 Douglas McGregor developed two sets of theories in human resource management: Theory X and Theory Y. They are based on radically different assumptions (McGregor, 1960). According to Theory X people are lazy by nature, only pursuing their own interests. Workers have no ambitions and they avoid responsibility. No development is needed, enthusiasm exists rarely.
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Evaluate your performance as a team leader and your ability to lead a team effectively, commenting on your strengths and areas for improvement.
A leader should provide as much structure as possible in this stage. It was important from the start that I facilitated discussions on a level that all members could understand, ensuring that everybody was invited to participate, the aim being to support and empower the members, by adopting an anti-oppressive approach, enabling my team members to be actively involved in the decision making. I noticed that others may felt less confident about talking within the team and there were certain members who rarely spoke at all.
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Transformational Leadership. Transformational leadership involves the provision of leader influence on subordinates, but the effect of this influence is the empowerment of subordinates, who are also leaders in the transformation of the organization. Wit
al., 2010). These aspects of charismatic leadership are use of personal power, loyalty to the common cause, a clear vision of the future, the ability to take risks, and act effectively in situations of uncertainty. The leader, according to this theory, can only be a person who possesses a certain set of personality traits or a set of certain psychological traits. Various authors have attempted to provide these essential leader traits or characteristics. In American social psychology, these sets of traits were recorded with particular care, since they had become the basis for constructing systems tests for the selection of persons - potential leaders.
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Evaluate the impact of discipline in The British Army and justify the need for, role of and effects of such discipline.
All of this is merely the spirit of team play; that is, putting the interests of the team above one's own for the greater good of the team. The word 'company', 'troop', or 'unit' is merely the name for a team, and military discipline is nothing more than this same spirit of team play. It is the most important aspect in the Army. In civilian life lack of discipline in a young man may result in his getting into trouble which will cause his parents and teachers regret or sorrow.
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Key strand of thought in Sociology. In this assignment I intend to examine in detail some of the main strands of thought associated with industrial sociology. To avoid the notion of schools of thought within sociology the term strand has been coined
The scientific management's advocate was F.W Taylor whom was an American engineer and consultant between 18-56-1917. Essentially what Taylor tried to do was develop an efficient work-force by cutting the unnecessary workers which became surplus to requirements due to the experiments he conducted which focused on the time being the factor. Taylor's formulation signified producing more for lower cost per unit, usually by eliminating unnecessary workers. Similarly, 'how quickly' signified that time and money were equivalent. Above all, efficiency was a science (Norton, 2006 p.
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Leisure Time Ltd a consultancy Agency located in Fiji was hired to present a critical analysis on whether or not Hotel Denarau should attract British business tourist.
Immigrants have accepted several aspects of the indigenous culture, but a national culture has not evolved. The country consists of more than three hundred islands, approximately 110 of which were inhabited; most of the population is concentrated on the main island of Viti Levu. People from different parts of India came to work as indentured labourers on sugar plantations. European immigrants came primarily from Australia, New Zealand, and Great Britain. Viti Levu contains the major seaports, airports, roads, schools, and tourist centres, as well as the capital, Suva. Fijian, Hindi, and English became the official languages after independence in 1970.
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Organisations show an increasing awareness, in this current economic climate, of the costs of different HR processes. Discuss how organisations can attempt to balance the requirements of cost constraints with the need to develop effective, valid and relia
Validity is defined as "the strength/effectiveness of a tool and the conclusion of what it measures" e.g. measure of accuracyiv. Reliable selection processes are not necessarily 100% accurate in all instances, but offer a cost effective process when selecting applicants. In my opinion reliability and validity go hand in hand and are often both interlinked. It could be argued validity is vital because if you are using a tool that does not measure accuracy, what is the point in conducting it. I would conclude both are of importance, but the degree of importance of each will largely be dependent on the type of job.
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In 1940 Neville Chamberlain resigned as Prime Minster and Churchill took overii. The trait approach was formed in the 1920's and is probably the earliest and simplest form of leadership, this approach suggests that great leaders were born with key instincts and attributes that lead to success. We have all heard of statements such as "he is born to be a leader"iii. Statements like this are expressed by people who take a trait perspective towards leadership. During Churchill's period of leadership I feel his leadership was a good example of the trait approach, however Stodgill (1974)
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The most obvious way to do this is to open the lines of communication between employees and supervisory or management staff. An open-door policy should be enforced. Should this not prove fruitful, the company may wish to spend time working on employee relations via the union. Much can be learned from creating a pro-active positive relationship to union representatives rather than working in a reactive "us vs. them" environment. Another way to gather information would be to speak to the employees at the Repair Bureau to try to learn what issues are arising from the liaison between the two facilities.
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Reward management. This case is concerned with Refusenicks PLC, which is a waste disposal and recycling company. As Assistant HR Manager a review of HRM policies and practices will be commissioned, in sequence to reach final recommendation. Following on
* No training schemes - chance of employee growth. Review of strategic Business: 'Strategic decisions are the direction and scope of an organisation over the long-term, which achieves advantage in a changing environment through its configuration of resources and competences with the aim of fulfilling stakeholder expectations'.(Johnson, et al., 2009 p.3) Refusenick PLC, want to meet the requirements on the central issues: such as the following, a) waste is disposed of efficiently with no disruption to service, b) The environment is properly protected and pollution minimised, and lastly c)
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Classic theories were produced in the 1950s and 1960s within the human relations framework. By the 1970s most managers participating in formal management training were aware of: Theory X and Theory Y (McGregor, 1960); of Maslow and Herzberg's motivation theories; and knew where they should be in terms of the managerial grid (Blake and Mouton, 1964). These theorists advocated participative, 'soft' approaches to management. Interest in leadership increased during the early part of the twentieth century. Early leadership theories focused on what qualities distinguished between leaders and followers, while subsequent theories looked at other variables such as situational factors and skill levels.
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Outsourcing has become a popular practice amongst many competitive manufacturers. In other words, outsourcing has been measured one of the major factors contributing to a companys competitive advantage. The chief vehicle to achieve outsourcing is subtr
Major international companies outsource their labor. Global competitors such as Nike and Timberland utilize outsourcing in their operations. "Nike discovered years ago that it can pay to let somebody else do your manufacturing. Its skills were in research, marketing, and distribution. Others are increasingly making the same calculation. Five years ago, Timberland produced 80% of its shoes in its own plants. Today, it produces just 18% by itself" (Alfaro, L. and Rodriguez-Clare, A. 2004). Also, Motorola divulged plans to outsource more than $30 billion of consumer-electronics production over the next five years with Flextronics International Ltd. and take a small stake in the contract manufacturer.
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In a section titled, "Changsu, my Korean husband," she starts with another idiom: "Thread goes where the needle goes." Daussy confesses that something vexes her on this trip to France. "Almost everybody I've met has come up to me asking, 'Isn't it frightening to live in a country where you never know when war might break out? Do you see troops on the streets every day?" This book breaks the stereotypes that some people may have about South Korea, and aroused in me a fascination for this country that seemed interesting to include in my studies 1.
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Robert Lord is a Director of Plant Operations for Riordan Manufacturing, he is also the expatriate who will be sent to oversee the production plant in Japan. Through the experience of expatriate Robert Lord, this paper will assess the role of social cont
The social contract in Japan main objective is to provide protective measures to ensure consistency throughout its society. It addresses the amount of services the government has to provide in return for their right to reduce citizen's incomes. Social contracts differ from country to country, it depends on what the citizens expect or want from their government and what the government expects and want from the citizens. Countries craft their social contract over the course of their histories; in fact it is a part of their history. "A social contract grown over time and inclusive of a country's leading interest as well as societal norms and values, is difficult to change, either incrementally or radically" (Olson, 1982).
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The importance of industrial relations has widely been discovered and it is one of the most important factors that lead a company to success. A successful company should be able to focus on both the internal and external environment where not only to satisfy the customers, but also benefits its own employees. Factors that involved in shaping industrial relations There are numerous factors that involved in shaping industrial relations. First and foremost, the employee, human capital of a company, is one of the most important factors in shaping industrial relations.
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Business is becoming global, society more diverse and our business is under greater competition than at any time before. Companies have to consider how their actions impact on an increasingly connected set of issues. our aim to serve the most satisfied cup of coffee for every single penny that our customer spent wherever we trade, by demonstrating a clear sense of customer service and consistency in our brand standard. Smile Speed Service Brand Standard Mission statement.... To be unique brand in the market for the coffee and satisfy 1 million customers every year... Value statement.... We always value our customers so we always ensure to provide better value for the money every single customer spend....
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Afterwards paper presents possible recommendations concerning human resource strategy for the same book festival, including recruitment, selection and training of the staff. 1. STAFFING REQUIREMENTS FOR THE NATIONAL BOOK FESTIVAL 1.1. Various staff roles for national book festival Bowdin (2011) claims, that events manager have just one main strategic decision to make in the area of human recourse management and that is - staffing. In order to get the best workforce for the festival, various decisions have to be made theretofore.
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Research methods is been used to explore, discover and to develop new methods or knowledge to find answers. To get the answer that we are looking for we need to understand the situation of the problem. In some cases we make observation in order to getting a clearer picture. By getting a clear understanding of the problem area, we can than decide which research design we can use to collect the data that we need, the next step will be making a plan to analyse that information.
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