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University Degree: Human Resource Management
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For example, (Iaffaldano, and Muchinsky 1985) have found and described link between satisfaction and performance as a link between two factors that logically or intuitively should connect but in reality do not. On the other hand, (Judge and Thoresen and Bono and Patton 2001) have found that satisfaction and performance are only slightly related. Next, I described value percept theory and job characteristics. In 1976, (Hackman and Oldham) argue that skill variety; task identity, task significance, autonomy and feedback result in high level of three psychological states, making work tasks more satisfying.
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The author also talks about a couple of dozen studies that have shown very little difference in the productivity between the people who expect some form of rewards and the people who do not expect anything. The author goes further on to mention the research performed by Jude T. Rich and John A. Larson in which they examined 90 major US companies and found no difference in the shareholders' return between the companies that had incentive plans and the companies that had none.
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The aim of this report is to assess and evaluate the current management of human resources within the Metropolitan Police Service providing an insight on the current HRM situation and how that compares to relevant theory giving rise to possible recommenda
The area now covered by the Metropolitan Police Service ("the MET") covers 620 square miles and a population of 7.2 million compared to less than 2 million in 1829 (met.police.uk, 2011). (c) Macro Environmental Factors affecting HRM within the MET The influence of the external environment on HRM is important as any change in the external environment of an enterprise can have a profound impact on the personnel. These changes include technological advances, cultural and social changes, changes in the policies of the Government, politics and the like which all affect the level of productivity within an organization.
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Is it important for Business and Management students to study organisational behaviour? Why? Give reasons and examples to support your position
Business and Management students who want to become managers need to study organisational behaviour so they can gain strong interpersonal skills such as communication, problem solving and teamwork abilities. This results in a manager caring about their people. Managers can then predict how others will behave in a given situation. They can then find ways to respond to conflict and gain the respect of the members of their team by listening to them. Getting along with people is very important to success.
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Managing project teams has plenty of theories, from motivational theories to types of teams to be managed. All have the same basic concepts which enable them to be successful. Most theories point to some type of motivation for teams to be successful.
Their objective was to find out some teams just seemed to work and others hit the rocks. They wanted to control the dynamics of teams to discover if - and how - problems could be pre-empted and avoided. The research revealed that the differences between success and failure was not dependent on factors such as intellect, but more on behavior. The team identified separate clusters of behavior, each of which formed a distinct team contributions or "team roles". The study defines team roles as a tendency to behave, contribute and interrelate with others in a particular way.
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Critically argue whether particular HRM approaches are essential for business or merely a passing fad or fashion.
There are two types of rewards which are financial and non-financial. Financial reward is the pay that in form of money, such as salary, bonus, and benefits. Non-financial is a measure that give employees psychological satisfaction, such as the training, job development opportunities and comfortable work environment. Armstrong(2004) thinks reward management is not just about pay and benefits, it is also concerned with non-financial rewards. There are so many contents in reward management, it is the most difficult and challenge area in HRM.
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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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None urgent work includes; personal changes forms such as address changes, holiday balance, changes in the personal circumstances such as marriage, divorce, and telephone enquiries regarding how to complete personal change forms. SWOT ANALYSIS What are my strengths? * I have been studying towards diploma. * I have been working with the company almost four and half years and so I have good understanding of the organisation and experience of working with my manager. * I am fully committed to support for the company success.
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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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This document is designed to lead you trough the situations and give you answers for your questions. We believe that after reading this hanbook the new manager will be able to understand company culture and companys attitude towards its employees and business. The main advantage is that you can use this handbook 24 hours a day 7 days a week. Please read this hanbook carefuly because itcontains very inportant and usefull guidance for you in your new job. Should you have any questions please do not hesitate to contact our HR department for futher information. Company description Company The Best Coffee in Town was established in year 2000 in Bratislava, Slovakia.
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Todays selection processes are impartial, rational and effective. To what extent is this statement a myth?
Getting this wrong can have serious legal implications. Efficient - cost effective in methods and sources. Crucial point is the amount of time it takes to conduct interviews etc - time away from normal job increases cost. Also bottlenecks at sign-off points increase the time. Effective/Rational - producing enough but not too many suitable candidates, and ensuring identification of the best fitted for the job and organisation. Getting this wrong can lead to inefficient workforce, low morale, high staff turnover, etc. Interviewing According to CIPD website (2011) "interviews remain popular because as well as providing information to predict performance, interviews also give an opportunity for the interviewer and interviewee to meet face to face and exchange information".
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Leading is the ability to influence others in a group. Being a good leader takes understanding of what motivates others. Leaders want to influence things to continue or create change. Either way it takes a person with certain skills to do the task. Motivation can be considered in two major models, intrinsic and extrinsic. Intrinsic motivation is that which from within the individual, team, group, or organization. Its execution brings about production and self-actualization. Extrinsic motivation is that which originates outside of the individual or organization under scrutiny. Team Motivated Elementary problems are prevented or solved at the source.
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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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because of its tacitness, inimitability and immobility (Grant, 1996). However, gaining and maintain competitive advantage has become hugely complex because of rapid technological change, increasingly shifting customer focus, ever-enhancing competitive pressure, and fast growing availability of amount of knowledge for the firms to be used as a basis for the innovation (Carrillo, P., 2004; Fan et al., 2009). Though many organizations are undertaking knowledge management projects, and despite the many success stories in KM projects, dispute over what exactly KM is, continues as it is there for knowledge, and knowledge types.
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Worklife Balance. A questionnaire was developed by the researcher consisting of different questions to gather information over the situation of work life balance at Levis Strauss and Company.
Moreover an effort is made to elucidate the newer concept of diversity that differs from racism. Meaning and importance of Diversity: The concept of diversity has gone through various phases of change and now takes a new form today. Workplace diversity in today's world is no longer just about anti-discrimination compliance; rather it now focuses on inclusion and the impact on the bottom line. In this globalized work, it is increasingly seen as a vital strategic resource for competitive advantage.
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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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Stress in the Workplace Some theories that are deemed to have a possible impact on the forensic psychologist in the workplace are stereotyping, sexism and working conditions. These factors can cause stress in the workplace as they may create adverse work
The social learning theory is the main culprit responsible for explaining how stereotypes are formed. People tend to learn stereotypes from their parents or people they see as figures of authority. The cognitive psychology on the categorisation process gives an insight into how stereotypes are formed by children. This states that when children are given a lot of things to remember, they generalise the group in order to remember it with greater ease. Children listen to the generalities made by their parents and apply them as they age. At a young age, a child's brain absorbs a large amount of information in a small period of time from their parents and their surroundings.
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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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THE IMPACT OF LEADERSHIP STYLES ON JOB STRESS AND TURNOVER INTENTION TAIWAN INSURANCE INDUSTRY AS AN EXAMPLE
The insurance industry focuses on close contact and interaction among clients, sales people and managers. That is a human-oriented industry, for which the experienced leaders inspire the sales people through continuous training and encouragement and lead them to work hard to achieve goals by vision. The leader's leadership type plays an important role in achievementing performance t of the organization. The leader's ability to adapt to internal and external environment changes and lead a group of cordial subordinates to work together is the key to success. Thus, this research explores the relationships among the leader's leadership style and the subordinate's personality characteristic, job stress and turnover intention.
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Describe two transferable skills a student will acquire at university and evaluate their importance to a future employer
Some transferable skills may be more important than others in the job market, but some employers may seek specific skills. Kevin Gallagher explains the two different types of communication in his book 'Skills Development for Business and Management', "Verbal communication is communication that uses words - either written or spoken. Non verbal communication is communication which uses other means.". Verbal communication looks at the tone of voice, the speed in which we talk and the language used when talking. This is used in our every day life and is the most common form of communication.
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Compare and contrast the key features of the academic fields Industrial Relations and Human Resource Management
Human resource management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, and training; whereas industrial relations refers to the rights and responsibilities and all the things in the work and employment relationships. These two aspects are relevant but not the same. Understanding the similarity and difference is helpful for further study on the labour force and corporate governance. Industrial Relations The definition of industrial relations is different made by different people.
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Company-based vocational training system VS Professional Certification training system, which is better in China?
Vocational education & training is an important part of Human Resource Development. It is broadly defined as any type of job-related learning that raises an individual's productivity, and includes learning in formal vocational training centres or institutes, or in the workplace, both on and off the job (Mun C. Tsang, 1999). The two main parts of vocational education & training in China are Company-based vocational training system and Professional Certification training system. Which of these two learning activities is more efficient for a company to train their employees? The answer is still not clear.
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Decisions in Paradise. Not many tropical places are seen as a heaven. One known place is the Island of Kava, which is presently going through a complex period. The Call Center Company will be working toward a way to decide how it plays a function in reco
Arriving at the Island of Kava was a surprise. Kava was nothing like it was thought to be. Noticing rather quickly that the land in Kava was a chaos, furthermore this chaos went all the way through to the business. This was pretty plain that something horrifying had taken place within the South Pacific heaven. Finally, met my manager, Alex whom I thought was the secretary. Nonetheless, Alex says the Island of Kava is a nation that requires support. Alex went on and gave the details about the crisis through the Island.
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Employee retention is one of the hottest management topics in the United States for good reason; it is impacting employers on a daily basis. The number of qualified applicants available for vacant positions is currently in decline and employers are findin
Let Us see what "Employee Retention" used to mean This entails understanding just a little history. The term "employee retention" first began to appear with regularity on the business scene in the 1970s and early '80s. Until then, during the early and mid-1900s, the essence of the relationship between employer and employee had been (by and large) a statement of the status quo: You come work for me, do a good job, and, so long as economic conditions allow, I will continue to employ you. It was not unusual for people who entered the job market as late as the 1950s and '60s to remain with one employer for a very long time-sometimes for the duration of their working life.
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Reflective essay on a teamwork task. The main objective of this paper is to conduct the self assessment in order to evaluate the role of the individual within the team in regards to other team members and therefore the effectiveness of the team work.
The rest of our four come from China. Therefore, at this point it is very significant to maintain good relationships with other team members and start managing the synergy inside the team. According to Lehman C.M.,(2007) it is quite challenging in the first stage of teamwork due to the different characteristics of the team members. Thereby our team formed a restricted regulation for each members, everyone were supposed to observe it and be punctual to participate in every meeting owing to German's time discipline. On the personal experience, the appropriate trust building activities, divided leadership and an open communication have helped our team to overcome this challenge and shift to the next phase, called storming.
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