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University Degree: Human Resource Management
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"Discuss what resources are needed to plan, prepare and deliver service operations, for maximum quality and efficiency, at a large-scale hospitality event such as a charity, celebrity dinner for 300 people"
Watt (2001) defines events as "a one-off happening designed to meet specific needs at any given time," and the specific need here is for the charity involved to raise much needed revenue, raise its awareness within the public, and for the guests attending to have an enjoyable memorable experience. Watt (2001) also goes on to mention that properly done, events can be a great thrill, but poorly done, they can be an unpleasant experience for all concerned. To this end it is vital that every effort goes into making sure the planning, preparation and delivery of the dinner goes smoothly and efficiently.
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When the firm expanded into Northern Kentucky and Cincinnati they asked Kim to move there to open the new office and recruit all the support staff and lawyers. Shortly after successfully starting up the Cincinnati office the Executive Director, based in Louisville, paid her a visit to ask if she would be willing to move to Louisville to be the Recruiting Director for the entire firm. At some point something happened, she could not really remember what, that made the Executive Committee decide that she would take over Human Resources and also continue Recruiting.
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This document outlines the project planning and management tools developed for ensuring the successful completion of the MBL1 program and specifically the first Human Resources Management assignment by MBL Group CEN404A.
Typically, a project will go through planning, scheduling and control stages, each of which requires clear definition of tasks, means of accomplishing them and how to time phase them within given cost constraints. It also important that the desired outcome is clearly defined and that a team with a project leader is put together with the mandate of planning and executing the project. In the case of MBL1 for Group CEN404A, a number of outcomes were defined by the Unisa School of Business Leadership for each of the six subjects.
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The WRA, however, altered the awards system by reducing the scope of awards to '20 allowable matters'. This change now acts as a safety net of fair and enforceable minimum wages and conditions. Benefits beyond this system must be settled at the workplace level through workplace agreements. Australia's previous industrial relations systems emphasized the settlement of disputes by third parties such as tribunals, unions and employer associations rather than encouraging employers and employees to reach responsible solutions based on their own workplace organisations and needs (Reith: 1997).
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This has been explained by a belief that to deviate in any way from the set questions was to invite potential claims of unequal treatment. This process provided a neutrality essential to individual fairness and contributed to the transparency of the decision making process. Within the smaller organizations however, for example Caribbean Home Insurance, considerable HR responsibility for these activities had been delegated to line management. To provide a managerial consistency of this approach the HRM Unit developed a detailed recruitment and selection code for every stage of the process.
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The various representational strategies that are employed by Australia's most popular beer represent the discourses and ideals of its citizens.
Even today, Australian's are known far more for their physical prowess, demonstrated through sporting achievements than any other field. VB advertisements convey and naturalise the image of "working class, little Aussie battler doing it tough" by themselves in the bush, when in fact, Australia is one of the most urbanised nations in the world, with over 70% of its population living in major cities. VB television adverts depict males drinking in stereotypical, small town Aussie pubs, which serve to foster a sense of community amongst its consumers, VB prides itself on being the only Australian beer to have broken through the barriers of "Australia's culturally entrenched state beer obsession" (Parkes qtd in Australianbeers.com).
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remain in that position so that his incompetence can be blamed for all of the other incompetence that flows from the managers directly above him who were promoted in exactly the same way. In top-down organizations managers are focused on processes and regulations. They do not support their employees as much as they control them. Managers do the thinking, employees do the doing. Finally, a company with a top-down structure is competitively disadvantaged in the long run. In order to stay in business and remain competitive, companies have to be, run smoother, be more cost effective, grasp innovation, build leaders, and be able to change quickly and be flexible above all else.
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"Delivering A Bridge Between A Lived Experience Of Organising And The Textbooks On Organisational Theory".
feelings, sex, serious joking, us & them, managing differences & diversity, career-ing, producing & consuming, working & living, and learning & organising in uncertain times. All or most of the chapters consist of a description of the topic with real life examples, a bullet point summary, a list of terms from the chapter that can be found in the thesaurus, and a section called 'reading on', which can be useful for further people wanting further information on the aspects that have been discussed in the chapter.
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* Freedom of speech- the managing director allows the other team members to have their say in the business. This could influence the motivation of the team members in our group in the two following ways: 1) With freedom of speech problems within the business can usually be resolved as everyone has a say in the running of the business. If everyone were given the freedom of speech then it would give a hint of cheerfulness, and therefore, motivation to the group. 2) Without the freedom of speech, conflict can occur as people have differing ideas and desires, which can clash to cause problems leaving problems unresolved.
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It is at the age of 5 that we become capable of social comparison. This process entails judging our aptitude levels against the abilities of people in the same age group or rivals This theory can be separated into 2 main aspects which are the two types of personality for an athlete's disposition to avoid or pursue challenges; these motives are nAch (Motivated to succeed) and nAf (Motivated to avoid failure). These two personality types have completely opposite characteristics to one another, evidence of this is demonstrated through each one's approach to situational factors, which are probability of success of success.
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The relationship between levels of intrinsic motivation and perception of parental pressure in junior tennis teams.
White suggested that 'effectance motivation' was based around the desire to feel competent; this impels individuals towards competetency. White also proposed that this desire to feel competent was innate. White's model of effectance motivation that an individuals desire to be competent drives them into competing, and that their perceived success or failure if what drives them to compete again. Reviews of sport-related research assessing 'effectance motivation' (e.g. Nicholls, 1984) developed his own theory which he called 'achievement goal theory.' This theory suggests that there are two basic concepts central to trying to explain motivation. Firstly 'goals & cognition' basically if we know what we want to achieve and we know how to achieve it then we are likely to act accordingly and be motivated to do so.
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Play the role of a human resource officer in a large NHS hospital and recruit a ward administrator from eight applicants
Applicant 3 also does not have the relevant skills, experience or qualifications. The reason for not choosing applicant 4 is again, she does not have health sector experience and knowledge. As a consequence, she is not qualified for this job. For applicant 5, the reason for not choosing him is that he lacks health sector qualifications and experience. He even made spelling mistakes in the application form, which means his English skills may be poor. Applicant 7 lacks health sector experience and training.
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a novice swimmer may be encouraged to learn to swim for numerous reasons including the safety, enjoyment, social and health benefits received. However to maintain their interest, awards and badges may be used, but care must be taken to ensure the swimmer does not simply continue because of the next reward, otherwise what happens after the final award? Ideally, a performer should be motivated by a combination of intrinsic and extrinsic rewards, in order to optimize learning. More factors which effect your motivation are arousal, achievement motivation and attribution theory.
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The overall purpose of this report is: * To outline the key issues regarding health and safety at JJK Retail Outlet Our aims and objectives are: * Identify the key requirements under the Health & Safety at Work Act, 1974 * Analyse and Identify the approach adopted by the Site Services Manager * Detail the strategy to be adopted to resolve the situation * Identify the role of the Human Resource Department in managing health and safety at work Introduction JJK Retail Outlet, situated in the Midlands, have employed us as their Human Resource Advisor.
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An example of this is Jonathan Edwards, who competed in the Manchester Commonwealth games for the personal achievement that winning a gold medal would bring, this medal would complete the challenge he set himself to win a gold at every major competition. Intrinsic motivation is very important in enhancing a sports performance, without self-drive and an ongoing desire to win, an athlete will find it hard to succeed. This is evident when considering the England footballer David Beckham; he is paid �100,000 a week to play for Manchester United.
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The principal approach to Perception of self and others & what can assist someone to be a qualified manager.
'Perception is a complex process by which people select, organise and interpret sensory stimulation into a meaningful picture of the world' (Arnold, 1995, P.263)The general perceptual process can be divided into 3 stages. 'First of all, the first stage in the process of perception is selection and attention.' (Mullins, 1999, P.378).The person will process information and receive the stimuli from the environment such as sight, sound, smell, taste etc. But each person has his physical limits. It is impossible for an individual to surpass the limits to attend everything in his environment, so he has to learn to be selective to certain stimuli.
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At the same time there is an involvement of operations staff in certain HRM specific jobs like participation of operations line managers in staff selection and recruitment. The HRM of GECIS uses scientific methods in designing and implementing policies for e.g. use of Markov's Analysis (refer appendices#1) of the effects of internal and external supply to predict total supply, aptitude tests etc for recruitment, selection. The functions of HRM in GECIS includes recruitment, selection, trainings and developmental activities, appraisals, promotions, safety and welfare, job related disciplinary policies, Industrial relations arrangement, employee relations framework, retrenchments etc. (Source: Employee handbook, GECIS (India)
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Unit 10 is a larger space. It used to be a hardware store. Shanta took it over, gutted it out and built the new Caf� from scratch. From the old Caf� Fiona, Ester and Debbie are the only staffs still working for Shanta. Since the transfer there has been a high staff turnover, however the positions to be filled have always been the same. Customers/ Area: The Caf� is located in the north side of Dublin. Its address on Prussia Street places it in the heart of a busy area.
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Trust is necessary within the team; each member is comfortable asking for help from any of the other members without the feeling of inadequacy. "Time Management is prioritizing the tasks of what needs to be accomplished; focusing on the what, not how; results not methods" (Hammar& Maltchi 2). Critical thinking skills are necessary in determining what research information is important. Task Coordination allows each member to take an active role in accepting and completing specific portions of an assignment. In order to have a better understanding of how the Learning Team Charter will work the team must concur regarding the various conditions, resources, attitudes, and behaviors that might affect the team.
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A very high motivation level results in a high performance level. Motivation is one of the most important aspects of a competitive performance. Motivation is being inspired to do something; this can be intrinsic or extrinsic. Extrinsic motivation comes from the outside environment; this can be money, medals, prizes or fame. You are motivated to do it because you get a material reward. Intrinsic motivation comes from within the performer. The performer gets personal enjoyment from the sport, even if they have no ability, if they enjoy it and have fun then they will be motivated to carry on with the sport, it doesn't matter if they have natural ability or not.
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In the earlier workshops of the first semester I learnt how easy introductions to new people could be, I thought that "name graffiti" was a particularly effective process, especially for somebody who finds first time introductions difficult. In my opinion the first workshop was the one in which I got the most out of, because it gave me the framework with which to base my years at university around. I also agree strongly with Ambady who says "the first thirty seconds of an encounter is the basic impression they will have of the other person after fifteen minutes - or half a year."
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(Collins, 1993: 29). The targeted market depends on staff numbers, skills, competencies and experiences required. Additional considerations are age distribution, commuting distances and unemployment rates. Mullins (1999: 101) acknowledges a systematic approach, which describes tasks and specifies personal attributes. The budget, time-scale and scarcity of the required calibre of individual must be given care and attention. Natwest's recruitment drive was a change in manpower needs. The company has restructured by overhauling its graduate recruitment process. (IDS) All methods including job centres and chance applications have advantages and disadvantages, which must be considered.
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How can we convince employees that organisational changes are needed? The staff morale is poor. Employees are not very motivated in doing their work. The results of production are not satisfactory and employees do not feel comfortable because they do not have enough knowledge in the processes of production and in the new technologies. The organisation implemented a new computer technology but the employees have not been trained on it yet. All these factors are affecting negatively on the motivation of employees.
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Ryanair possesses everything that is needed to have the company operating in the airline industry. For example, an aircraft fleet (the average age was considerably higher than that of the fleets of Ryanair's current or potential competitors), a headquarter in Ireland, secondary airports to use for landing et cetera. * Human resources Ryanair has several hundred employees who issued a statement asserting that they are happy to work for the company. * Financial resources Ryanair has different shareholders: o The Ryan family o The employees o Michael O'Leary o An investment group led by David Bonderman o Irish Air o EU nationals * Intellectual capital The intellectual capital is the intangible resources of an organisation and is often overlooked or undervalued.
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Moreover, Thompson and McHugh (1995) mentioned that motivation can be indicated into two main factors: internal and external. These focus on the process of motivation theory which content of theory will be used, for instance, external use payment level and internal use a creation of work satisfaction. Discussion in details deeply will be revealed later. Although money seems to be seen as the main factor of encouraging people to work, but it cannot motivate them working in long-period. In fact, people always expect more and more payment, and they will not willing to work in fully power if they have inadequate expected money (Thompson and McHugh, 1995).
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