• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

University Degree: Human Resource Management

Browse by

Currently browsing by:

Meet our team of inspirational teachers

find out about the team

Get help from 80+ teachers and hundreds of thousands of student written documents

  1. 1
  2. 8
  3. 9
  4. 10
  5. 11
  6. 12
  1. What changes is the way how people work, the tasks they perform, their relationships with other people in the workplace, as well as the overall surrounding

    Competition among existing players is getting fiercer and competitors enter the marketplace from anywhere in the world. Continuous innovation will be a must because the new era3 focus on mass customization which require new capabilities and skills:4 Information Technology5 is a survival kit of the company. In addition, Telecommunication play a vital part, it created a truly global village in communication matters6. Hence an organization, which performs works in today's manner, will not cope, the workplace must be radically redefined. II. ANALYSIS OF THE WORKPLACE COMPONENTS. Global competition and customers' requirements created pressure on the organization and force it to adapt - to change.

    • Word count: 2790
  2. Progressive Direct Sales Representative (DSR) - Turnover Reduction - Cross-functional Process Improvement.

    Beyond the screening, factors related to training, management, and incentive compensation also impact turnover in a call center environment. The first six months for the company and the new employee are critical. Here are the primary reasons employees resign within their first six months of employment: * The new employee did not fully understand what the job involved. Most likely, management did not properly communicate what the employee's job responsibilities were when the job was offered. The new employee may feel like they accepted a different job than they are being trained to do (Defined as Job Fit).

    • Word count: 2662
  3. What are the motivating characteristics of work? Discuss with reference to well-known theories on work motivation.

    The theories on work motivation can de divided into three different groups; content, process, and reinforcement theories. The first type of theory to be studied is content theories, which look at the role played by the individual's need strength, and how these affect motivation at work. One of the key theories of the content theories is Maslow's theory on the hierarchy of needs. Maslow believed that humans were motivated by many needs of hierarchical order. (Buchanan, 1997). The first need was physiological needs, or the need for a secure environment, which incorporated things such as job security and benefits.

    • Word count: 2272
  4. This paper initially examines similar cases of two countries that have emerged as super powers in Asia: People's Republic of China & South Korea.The second part of the essay discusses the case of Algeria.

    Every country has different business practices, standards, values etc. which reflects when companies are doing business abroad. These differences are evident when comparing business activities in developed countries to those in developing countries and when examining issues of worker health, safety and environmental issues (Amante, 1993; Cichon and Gillion, 1993). The real challenge is when companies form different countries have to tackle with locals of other nations especially the less developed countries because of different cultural influence. In the west people have a similar culture in many countries like USA, UK, Canada etc.

    • Word count: 2819
  5. What is Human Resource Development?

    Garavan, Gunnigle and Morley (2000) suggest that in fact, it led to the emergence of strategic HRD, in which practices are linked to organisational priorities. Garrick supports this view through reference to other theoretical approaches, which aim to design a culture through the use of terms such as 'team work, self-direction, empowered workers and non-hierarchical work arrangements,'(p.3) yet only create a discourse that eclipses the actualities of the practitioners day-to-day life. Development, training and education 'must' now be judged by their ability to increase an organisation's competitive advantage (Beatty and Schneier, 1997 cited in Garavan et al, 2000).

    • Word count: 2395
  6. This assignment introduces the concept of planning process, different approaches and addressed planning to strategy.

    The choice of objectives is an essential part of the decision-making process involving future courses of action. Objectives may be set out either in general terms or in more specific terms. General objectives are determined by top management. Specific objectives are formulated within the scope of general objectives and usually have more defined areas of application and time limits. Objectives may be just implicit but the formal, explicit definition of objectives will help highlight the activities which the organisation needs to undertake and the comparative importance of its various functions.

    • Word count: 2692
  7. Human Resource Management (HRM).

    Is it HRM that has affected the work environment, or is it the result of modern society and social change? During the early 1980s companies could recruit what was named as the 'buyers market' meaning, young people, however, during the late 1980s the 'buyer market' began to drop. Despite organisations being warned about the drop in the 'buyers market' by the National Economic Development Office (NEDO) (Sisson, 1994), organisations failed to look strategically at alternatives in the market, for example, older workers, until all other measures had failed.

    • Word count: 2604
  8. The aims of recruitment.

    A recruitment policy enables all employees involved in the process to direct their efforts towards achieving the company's goals and to know that they are acting in the spirit intended by the company. A basic recruitment policy should at the very least include a statements about the company's stance on: - the overall goal of recruitment - equal opportunities One argument that is sometimes raised against internal recruitment policies is that they may lead to entrenching any equal opportunities problems that exist.

    • Word count: 2725
  9. With reference to theory and theorists, and examples from case studies, examine the human resource management implications of developing a knowledge-based organization.

    Increasingly, as the nature of business and organizations change, its' leaders are recognizing that their most valuable assets are their skilled employees and, more significantly, the knowledge, both tacit and explicit, possessed by these employees. The oft-stated clich� that "knowledge is power" has never been truer than in today's corporate world. This power is such that "the value of most products and services now depends on knowledge based intangibles such as technical know-how, product design, marketing presentation, understanding customers, personal creativity and innovation"(Soliman & Spooner 2000, p.

    • Word count: 2250
  10. "To acquire resources efficiently, foragers must organise themselves to be in the right place at the right time, with the right numbers of people" (Peoples and Bailey, 87). Discuss

    Firstly, the bushmen must arrange themselves so that the right number of people are employed to forage efficiently. This division of labour among the foraging peoples, is usually organised relating to their age and gender7, although special knowledge and skills also serve as a basis for assigning tasks8. Among many hunter-gatherer peoples, it is the male populace that perform the hunting tasks and the women who do most of the gathering9. However, despite this, it is not unusual in any of these cultures for either sex to aid the other.

    • Word count: 2598
  11. Critically compare and contrast 'hard' and 'soft' models of human resource management.

    The two most widely accepted models of HRM and frequently cited are those that adopt the 'hard' and 'soft' approaches. These two models are viewed as being opposing and incompatible and 'capable of signalling diametrically opposite sets of assumptions' (Storey, 1992, p. 26.) This reason for this view is that the set of assumptions on which they are based seemingly differ with the soft model placing its emphasis on the 'human' whilst the hard model places its emphasis on the 'resource'.

    • Word count: 2717
  12. Frederick Winslow Taylor & Scientific Management.

    one best way of doing a particular task, rather then rely on older 'rule of thumb' methods, and give financial incentives to make sure that all work is completed in accordance with the set method. All the responsibility for planning and organising work was shifted from the worker to the manager (Boddy & Paton, 1998). These systems required that management should take a more active role in the factory and, through engineers and salaried foremen, take greater control over operations.

    • Word count: 2884
  13. Assess the view that bureaucracy is the most efficient form of organization.

    Dividing the work of the machine workers into simpler repetitive-tasks, they became efficient and the productivity rose massively. Rules are the general-purpose tool of bureaucracies to set roles and co-ordinate them. Rules reduce variability and set patterns of behaviour. They come in all shapes and sizes: policies, procedures, best practices and protocols. Although most people resent rules as a limitation of their individual freedom, they also need them as behavioural reference points in an organised environment. Employees know exactly what is expected from them, so that they perform efficiently when achieving the task.

    • Word count: 2318
  14. When employees identify with organizational goals and culture they are less likely to leave their organization to work for another.

    Employers know that strategic planning and employee productivity and retention are essential for profitability, but they often do not understand the relationship between these variables. In our economy many corporations are seeking to make its employee satisfy with their job by increasing their benefits. However, the constant struggle to design an effective program is a challenge to most of these companies. It is important to keep in mind that value/appreciation and training are the keys to motivation and employee satisfaction to employees.

    • Word count: 2409
  15. Discuss the role of the manager in successful organisations and consider the required attributes and qualities for a successful manager.

    However it can be said that management is the practice of consciously and continually shaping organisations. Consequently, management should always be considered within an organisational context and environment. It is the process of setting and achieving goals through the execution of five basic management functions that utilize human, financial, and material recourses. According to Henri Fayol, these functions are: Planning: planning identifies the goals and objectives of the organisation and sets a plan of action for achieving those goals. This plan is the guide by which (1) the organisation obtains and commits the resources required to reach its objectives; (2)

    • Word count: 2160
  16. An Audit of Edexcel Foundation Using a Resource Based Model of Strategic Human Resource Management.

    1.1 Edexcel Foundation Edexcel Foundation is one of the leading examining and awarding bodies in the UK. It was formed by the merger of BTEC and University of London Examinations and Assessment Council (ULEAC) in 1996. It brought together two very different organisations, each with its own strategy, culture and personnel practice. It is a charity with approximately 750 staff, 14000 contractors who work as examiners, moderators and external verifier. The Edexcel HRS aims to maximise the contribution and development of the people employed by Edexcel. This is essential to for continued success as people costs constitute two thirds of total business costs and our results and susses depend on the quantity and motivation of its total workforce, which is made up of permanent, temporary, seasonal staff, and assessment associates.

    • Word count: 2529
  17. The business case for Equal Opportunities.

    The Sex Discrimination Act 1975 and The Race Relations Act 1976 respectively established the Equal Opportunity Commission for the Racial Equality to promote and support the discrimination laws on sex and race. By the 1980s, many businesses had recognised that they could not fulfil their social as well as their legal obligations without an effective equal opportunities policy, the credibility of which depended on a clear commitment from the top. In the wake of the dramatic changes to employment patterns during the last recession and downsizing and restructuring of organisational operations, more emphasis has been placed on putting equal opportunities policy into practise.

    • Word count: 2357
  18. Recruitment and Selection Can be used to Influence Organisational Culture.

    Recruitment & selection VS Organisational culture Organisational culture is a pattern of values, norms, beliefs, attitudes and assumption that shapes the ways in which people behave and things get done. It can be felt in the implicit rules, expectations of behaviour in an organisation where, even though the rules are not formally written down employees know what is expected of them. The culture creates the personality and feel that can influence the way as well that organisation treat customer as within themselves().

    • Word count: 2133
  19. How can psychology contribute to the effective management of personnel selection METHODS within Australian organisations?

    The first section of this paper will look at some of the current tools and trends in selection techniques. Selection is defined as a process resulting in success or failure in an employment opportunity (Howard, 1995). Selection procedures refer to any procedure used singly or in combination to make a personal decision including interviews, references, biographical data, psychometric tests, inventories, job analysis and assessment centre evaluations (SIOP, 2002). All these selection procedures have different methods of measurement to assess a variety of characteristics.

    • Word count: 2911
  20. Summarise the employee commitment issues in the Optical Fibres Case and develop proposals to deal with the three problems emerging in the case.

    By bringing employment, new skills and a new industry to a depressed area, the expectation is that the company bought and generated a lot of beneficial kudos regarding the 'psychological contract.' This continued with the adoption of a progressive training policy, based on US principles. The US project leader worked with two local managers who 'cascade trained' (Hendry, 2004) the rest of the business. However the, 'comprehensive training and updating tended to lapse (however) and become rather ad hoc,' even though this training had contributed to the success of the business.

    • Word count: 2429
  21. Motivational Theories Paper - Human Relations and Organization Behavior.

    We will discuss how individual differences among the fourteen profiled employees in separate divisions create potential workforce conflicts. This will be related to the merger/acquisition transition with the stated goal of maintaining acceptable levels of individual performance during the merger/acquisition period. Methodology Learning Team "B" chose 14 employees and prepared Work Motivation Survey forms for each. Different types of production were considered and comprised both innovative and routine types of production similar to those in an ordinary work environment. Projected employee results were proposed based on the salient features of both motivational theories, as they would apply to a merger/acquisition scenario.

    • Word count: 2126
  22. Critically review how the resource-based view has developed our understanding of strategy.

    Next, they should position themselves in the market in accordance to his Five Forces Framework. Porters influential framework aids strategists in evaluating competitive forces such as; the threat of new entrants, buyers bargaining power, threat of substitutes, suppliers bargaining power and the rivalry between existing competitors; present in a particular industry or sector. The ultimate profit potential is determined by the collective strengths of these forces. (Porter, 1979 pp34-50). These forces can range from 'intense' in industries where little ROI is made, to 'mild' in industries where there is greater opportunity for superior performance and consequently increased ROI is realised.

    • Word count: 2502
  23. Shift in Learning Focus

    Many employees learn skills and methods by observing the ways in which others work. Other methods of learning can take place in the way of training and development where employees undergo a series of programmes in order to improve the employee�s knowledge and skills. Many modern organisations use this method in order to improve the organisation�s chance of success. Pedler�s Model Pedler developed a model that highlights the development of the learning of organisations in United Kingdom between 1955 and present day. This model shows that organisations always face problems that can often be fixed, however these solutions tend to lead to other problems which are also in need of solutions and so on.

    • Word count: 2616
  24. Organizational Behaviour.

    Research shows that people are drawn to each other psychologically under condition of threat and frustration. (Victor H. Vroom & Edward L. Deci). It can also be said that many groups form because they provide opportunities to fulfil basic human needs. We are human beings we need to communicate, we need to socialise, mix around, and share our happiness and sorrows, which can be best done in a group. In organization where there is social behaviour amongst the members, passing of friendly remarks, jokes and conversations about matters of mutual interest give expression to many personal needs.

    • Word count: 2556
  25. Managing Individual Performance

    Choosing the Team Building Case Files Building case files was the first task to be filled in the DARE group. The responsibility of this individual is, "conduct site visits to verify and research case histories and substance abusers' profiles" (Managing Individual, n. d.). Lisa Stafford was chosen for this position because she possesses characteristics that enable her to analyze situations quickly and is a hard-worker. Since the individual needed to travel to several locations and possess analytical skills, having an extroverted personality type is essential to succeed in this role.

    • Word count: 2563

Marked by a teacher

This document has been marked by one of our great teachers. You can read the full teachers notes when you download the document.

Peer reviewed

This document has been reviewed by one of our specialist student essay reviewing squad. Read the full review on the document page.

Peer reviewed

This document has been reviewed by one of our specialist student document reviewing squad. Read the full review under the document preview on this page.