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University Degree: Human Resource Management
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Also it helps firms to learn how to manage and motivate their staff better, to receive greater results. Human Resource Planning. Vetter ( 1967 cited in Jacson.E.S) defined human resource planning as "the process by which management determines how organisation should move from its current manpower position to its desired position". Planning helps managers to have right amount of people, at the right place, performing tasks that will benefit both company and employees with long-run benefits. For the organisation is important that senior management believe "that people represents the key source of competitive advantage because an organisation route to success is based on distinctive product and service quality as well as price".
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DISCUSSION QUESTIONS Case Questions 1. Identify the ethical culture problem at Texaco in the mid-1990s. The ethical culture problem at Texaco can be identified by observing that there were seemingly no ethics at the company during the mid-1990s. The company did not value minority employees' dignity or talents. In fact, employees and management were caught on tape using "...blatant racial language and behavior" (Nelson & Trevino, 2004, p. 268). Texaco was in such a horrific ethical state that the company failed to take even the simplest of all ethical approaches: the cookie-cutter approach. Instead, the company did nothing in regards to addressing their diverse workforce.
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The application of branding principles to human resource management has been termed "employer branding." Increasingly, firms are using employer branding to attract recruits and assure that current employees are engaged in the culture and the strategy of the firm. Employer branding is defined as "a targeted, long-term strategy to manage the awareness and perceptions of employees, potential employees, and related stakeholder with regards to a particular firm" (Sullivan, 2004 cited in Backhaus and Tikoo, 2004). The employer brand puts forth an image showing the organization as a good place to work (Sullivan, 2004). What is Employer Branding First of all brand on its own as defined by American Marketing Association, a brand is a
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It is because human labor can easily be replaced by machine. Clearly, the organization now requires people with different know-how, skills and abilities. Strategic recruitment helps organization find the human capital necessary to run effectively. Body Recruitment forms the first stage in the process, which continues with selection and ends with the placement of the candidate. It follows the HR planning function. Recruiting makes it possible to acquire the number and type of people necessary to ensure the continued operation of an organization. Hence, recruitment is considered as one of the most important functions in an organization.
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Nikora plans to expend and improve its operations in: Fishery and Farming, Distribution Net and Customer Service, Innovative Production. They started from 7 types of products and reached 130. Seven huge brands: Nikora (meat), Mzareuli (convenience food), Shxepi (lemonades), Enki (fish), InTrade (importer), Tevani (wine) and Paloma (ice-cream) are distinguished and each of them has its own trade mark. Each brand name is selected according to the product that it carries. Distinctive names are easy to remember and easy to pronounce.
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Motivation is a key factor for business as it is often recognised that well-motivated employees are more productive and produce better quality work. The way managers motivate people has significantly changed over the last few years
However, few questions subsist: do organisations still rely on fear, shame and guilt nowadays? Are these factors reliable? What are the risks inherent to such practice for organisations? Can these levers reflect good practice? In the first part, we will look at the evolution of the working relationship and determine whether or not organisations still use fear, guilt and shame in practice today. In the second part, we will see that, if used appropriately, these levers can effectively motivate. Finally, the concept of the psychological contract will be assessed. Factors governing the working relationship 1. The evolution of the working relationship The relationship between employer and employee is a key factor and has a direct impact on motivation.
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Why have multinational companies often failed to achieve consistency in their industrial relations policies
Another major influence is the management style of the parent company or simply the management attitude. This could be anything from an ethnocentric or geocentric view or simply a preference for a more centralised management style (Bartlett & Ghoshal, 1998). The attitudes of management would have a strong influence on the industrial relations policies of a multinational company. As aforementioned multinational companies are not homogeneous in nature and vary in many ways. Perlmutter classified multinationals into four typologies. Each of these would have an effect on how a multinational would choose its policies towards trade unions.
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A common view is that the mind is an amazingly powerful and complex mechanism which will respond well to some approaches and will resist some with all its might. Setting goals helps the mind clarify one's vision of where they want to be and to resolve any doubts and uncertainties. THEORITICAL CONTEXT Today, goal-setting theory has become a subject of vast interest, not only for those studying organizational psychology, but for anyone seeking to increase productivity, enhance performance and reach for greater heights of success.
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Moreover, expatriates suffer from personal and family problem which lead them early return home or premature repatriate. This paper is structures as follows. Firstly, begins with the overview of expatriates and number of using expatriate in Multinational companies. Secondly, reasons for employing expatriates of MNCs. Thirdly describes three general motives which cause MNCs sent out expatriates and three major roles of expatriate follows with the role of international knowledge transfers, expatriates as control mechanism as well as expatriate role in as global team in HR practice. Finally end with the conclusion. Overview of expatriation Expatriates are workers and who work in headquarter company who move to work and live in foreign country with their family for the particular period of time of at least one year(Tayeb, 2003).
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(De Cieri et al. 2005). BEST PRACTICE / BEST FIT: some authors argue that 'best fit' model is more effective for designing the strategic HR system and some authors argue that 'best practice' is the universalism model and it helps the organization for managing the people strategically. One of the more fundamental aspects of the on going debate about the added value of HRM relates to 'best practice versus 'best fit'. Best practice suggests the universal success of certain HR practices, while best fit acknowledges the relevant impact of contextual factors (Paauwe and Boselie 2003).
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Motivation. Motivation can be defined as the mental strength set in motion to achieve a definite goal. It is the most important factor to accomplish a most excellent standing in business world
Employee motivation in a desired path always leads organization to advantages and that is because when employee receives positive attitude, good salary, and their basic needs then they try more to work hard in interest to get more benefits. Effort: It is the basic characteristic of individual's job related efforts that how much he or she work hard for their job. Such as, workers might put on greater force on their work while loading or unloading a truck by carrying heavy cages where as, a software engineer might apply greater force by designing fabulous software.
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Design and Definition The research is based on secondary data collection. The data is extracted from various journals, articles and books. In secondary research data is extracted from various journals, books and articles. Qualitative research is applied for proposed study. Qualitative research is more subjective as compared to quantitative research and uses very different methods of collecting information which could be both primary and secondary. As already mentioned this study will choose the secondary method. The theme of this type of research is investigative along with open-ended.
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Appointments usually need to be scheduled one or two weeks in advance. Decision-making positions may work non-stop from 10:00 am to 5:00 pm with a short break for lunch at 1.00 pm. Punctuality is appreciated and expected from visitors to Argentina for all business related occasions. However, you may find your Argentine counterpart to be 15 minutes to an half an hour late. During the holidays it may be hard to do business. The fixed holidays are January 1, Easter, May 1, May 25, July 9 and December 25. Business meetings Argentines prefer the spoken word over the written word and they prefer face-to-face meetings to telephone conversations.
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This report will focus on the key improvement my career. I used two different approaches in SWOT analysis, which helped to define current views of myself. Maslow`s hierarchy of needs pyramid which help me to define my current personal needs and Alan Mumford who analyse management development process and learning styles by using your learning experiences. 1.1 Executive Summary/Key Findings This report presents the outcomes of the �Personal development planning (PDP) in the 1 October 2008 to 1 March 2009 practice-focused development project for the First Six Months Theme.
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The information from government bodies like ACAS or BERR (Department for Business, Enterprise and Regulatory Reform) was also very valuable and useful. 2. The Process of Trade Union Recognition According to many sources, including trade unions and government bodies, trade union recognition process can be either voluntary or statutory. Traditionally recognition of a union by an employer was purely a voluntary decision (Hollinshead, Nicholls, Tailby, 2003). It is also the most common form of trade union recognition (Business Link, 2007). In practice this means that the employer, without any legal actions undertaken by trade union, decides to recognise the trade union as a representative body of its employees.
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Critically review on Impression management tactics and affective context: influence on sales performance appraisal(TM)
Thus, it is suited to theory testing rather than theory development. It usually starts with a hypothesis. Advantages of SEM include more flexible assumptions, use of confirmatory factor analysis to reduce measurement error. However, SEM cannot itself draw causal arrows in models or resolve causal ambiguities. Theoretical insight and judgment by the researcher is still of utmost importance. Sample selection A sample is a portion or a subset of a larger group called a population that is the universe to be sampled (Fink, 1995).
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79.0% 21.0% Table 2 UK Residents Tourists Total Customers UK resident % of Total Tourists % of Total 1997 10M 1.5M 11.5M 87.0% 13.0% 1998 9.5M 1.8M 11.3M 84.1% 15.9% 1999 9.2M 1.9M 11.1M 82.9% 17.1% 2000 8.9M 1.8M 10.5M 84.8% 15.2% 2001 8.4M 1.7M 10.1M 83.2% 16.8% Total Average 46M 9M 8.5M 2M 54.5M 11M 84.4% 15.6% From the above figures given about sales and the number of customers for the last five years, we can deduce that sales and patronage started to drop from the year 1999.
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COMPARE AND CONTRAST THE ADVANTAGES AND DISADVANTAGES OF ON-THE-JOB AND OFF-THE-JOB TRAINING AND DEVELOPMENT
What are the advantages and disadvantages of both of these methods? ANALYSIS 2. ON-THE-JOB TRAINING On-the-job training is when the employee is trained at the workplace using its resources, whilst carrying out tasks entailed in the job. Various types of on-the-job training include: Demonstration/Instruction - where the trainer demonstrates the steps required to be taken to complete a task; Coaching - where the trainee works closely alongside an experienced individual providing beneficial guidance, support and encouragement; Job Rotation - where the trainee is allocated a cocktail of tasks to widen their knowledge and understanding of activities within the company; Projects - where the trainee can broaden their team-working skills whilst completing a group assignment (Tutor2u); Apprenticeships - "a combination of...work experience and technical training" (Immigrant Toolbox)
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orient their behavior in terms of external factors, such as rewards, and the Impersonal scale measures the extent to which the person believes that they can control outcomes by their own actions, or whether "luck" or "fate" controls what happens in their lives. Results Megalith sample consist a total of 70 managers from different pay categories. These managers and were administered on GCOS scale measuring autonomy, control and impersonal. Table 1 demonstrates the frequencies based on pay categories that determine the number of managers in each pay category.
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What are the benefits and barriers associated with the achievement of a work-life balance for employees and employers?
Also some policies aim to enable men to have more responsibility within the family and to be more active in a child caring role. Some examples of these policies are flexitime, paid parental leave, maternity and paternity leave, career breaks, working from home and paid leave for elderly care (Heery & Noon, 2001). Achieving the right balance between work and life can be hard, with many people working long average weekly hours. A balance between paid employment and life outside of work can be hard to achieve, but with the implementation of work-life balance initiatives this balance can become more reachable.
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However, Marks and Spencer's long term success was not to last, as 'the company saw its sales stagnate, profits collapse, and market share fall' Mellahi et al (2002). The firm needed to introduce a new strategy for the future, so with a new chairman, Peter Salsbury, closures of overseas branches, and division of roles, Marks and Spencer took its first steps to recovery. Marks and Spencer's previous Path- Goal approach to leadership had meant that 'the company had not changed its visions and aims for almost half a century' MacMillan and Tampoe (2002).
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Even after being in a competitive energy market, and they continue to be the first choice gas suppliers for millions of people, and since the residential electricity market opened to competition in 1988, they have grown to be the largest supplier of electricity to residential customers in Britain. They maintain high levels of customer service, and this attracts customers. In order to do this they have an academy which has expanded with the demand to recruit more people to meet the customer demand.
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There is no formal appraisal system for any of his employees. Affair Many employees leave his company including some junior programmers, designers and consultants. The junior programmers leave for better pay and promotion prospects elsewhere. The designers leave for more senior positions elsewhere. The consultants leave for disgusting the selling of the product and the instruction role, because they have caused anxiety and stress to some employees. Development John has plans to develop a new product, CPIS (Computerised Personnel Information System). He thinks it will replace his existing software. However, he doubts whether the current feelings of his employees will help him to realise his product ambitions, and he is unsure what to do next.
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As the Alliance was about to enter the next stage, leadership was facing a new challenge as to what would be the criteria to select, recruit and promote people for the leaders of the new generation for the Alliance and what qualities and personality trait would be needed for future managers. "Phillips (1992) summarises the views of most commentators and practitioners as of the knowledge and skills required for effective international management in the following list: * technical skills and experience often beyond those normally required at home, for example the engineer who needs sound financial management skills; * people
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