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University Degree: Human Resource Management
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What mistakes did Lynn make regarding the appointment of Shelly as the shop manager? What steps should she take in appointing a new shop manager?
If Lynn had specific issues regarding the business, she should have resolved these before recruiting. The business, and not personal goals are one of the stated aims of recruitment to be considered, as stated by Foot and Hook (2002). Two other considerations are the legal and the moral. These refer to compliance of anti-discrimination legislation, and unfair discrimination on moral grounds. At the outset of any recruitment process, these considerations are key. It is clear that in her decision, Lynn gave no thought to these, and therefore made a poor decision in the appointment. The hiring of Shelly was one of a "known quantity".
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From the case study material it is fair to say that lack of motivation is a continuous theme that runs throughout the company. The main factors that I feel are influencing staff motivation are the lack of communication and acknowledgement between the staff and management, staff need to be trained in the area they are working in as there seems to be a general feeling of 'lack of knowledge' in their area of work and finally improvement of staff facilities.
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Motivational Theory Motivation has been studied for many years stretching beyond the 19th century. As a result, a number of theorists have compiled their own conclusions and consequently a wide variety of motivational theory has been produced FW Taylor (1856-1917) believed that people work for only one reason-money. He saw it as the task of the manager to devise system, which would maximize efficiency. In other words people were motivated only by the economic motives of the self-interest. Elton Mayo (1880-1949)'s solution was to prescribe work breaks.
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With today's increasingly competitive global market, organisations are placing more and more emphasis upon their 'human resources' or 'intellectual capital' as a source of competitive advantage.
The power nexus of selection is considered to be held by the organisation which is primarily looking for a person-job fit. In practice a systematic job analysis is conducted in order to establish what skills are necessary to fulfil the position. This then enables a person specification to be drawn up containing a full, comprehensive description of skills, knowledge etc being sought. From this job specification, the candidate with the most appropriately matched skills from the selection procedures will be chosen.
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Administration No organisation can operate effectively without on efficient administration system. In longer organisations this will comprise on administration department, whose job is to provide back up for all the other functions and departments of the organisation. The activities: * Clerical work, including filing and keeping records * Typing and secretarial services * Organising meetings * Desk-top publishing * Photocopying * Design and production of forms * Reception and telephone * Dealing and queries * Collecting and distributing mail. The 5 job roles of administration: * Buildings, machinery and other equipment * Stocks of raw materials and finished goods * Money * Employees * Customers.
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Sainsbury's.In order for Sainsbury's to function properly as a company, close attention has to be paid to its Personnel function, as it is an essential part of the process of management.
This is whereby an undercover employee (normally selected by the head office) enters the store as a customer. The idea is to test what kind of customer service their employees really provide for true customers. Normally they will ask a member of staff for an item that is not available or will appear to be an awkward customer in order to test the level of training the employee has undertaken. However, the outcome of a mystery shopper is more a reflection of the stores management as it highlights areas needed for improvement, which is extremely beneficial to any company.
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It was my reality, and I did not know any other way, until I began college, where I worked three jobs while attending school my first year. I did this until I burned myself out falling asleep while standing on the train, or even at work or in class. My grades suffered and I realized I need to change some aspect of my life, or I would fall into the poverty stricken statistic like my mother. I thought Eherenreich would make a fool out of herself writing this book, when in fact she touched me where it hurt most.
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Outline and explain the different types of unemployment. Examine the most appropriate government policies for tackling each of the different types of unemployment.
People are unemployed because of the changing structure of the economy, e.g. a miner may not have the correct skills for the new job being created in computing. Seasonal Unemployment is caused by relatively regular and predictable declines in particular industries or occupations over the course of a year, often corresponding with the seasons. Unlike cyclical unemployment, which could occur at any time, seasonal unemployment is an essential part of many jobs. For example People in jobs such as fruit picking are likely to be unemployed at certain times of the year.
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'The success of an organization rests on the ability of managers to plan, organize, direct and control' - The aim of this essay is to examine to what extent the above statement is an accurate appraisal of successful management?
He notes that this plan must consider the firm's resources, work- in-progress, and future trends of the eternal environment. Fayol also believes that a good action plan must consist of continuity, unity, flexibility and precision. Pugh and Hickson state that " The problems of planning which management must overcome are: making sure the objectives of each part of the organisation are securely welded together (Unity); using both short and long term forecasting (continuity); being able to adapt the plan in the light of changing circumstances (flexibility); and attempting to accurately predict courses of action Precision"2.
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According to Kirkbride (1994), he suggested that the use of this term is in the general sense of the policies, procedures and processes involved in the management of people in work organisations. However, Bratton and Gold (1999, p.11) also noted that it needs a definition of the subject matter to analyse and understand HRM practices. They also defined HRM the subject as: That part of the management process that specialises in the management of people in work organisations. HRM emphasises that employees are the primary resource for gaining sustainable competitive advantage, that human resources activities need to be integrated with the corporate strategy, and that human resource specialists help organisational controllers to meet both efficiency and equity objectives.
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Should the outcome indicate that it is not serious, the supervisor may grant the complainants request and hold of on an investigation. However, if the violation is serious or illegal an investigation must be undertaken promptly. Employee investigations must always be conducted when the compliant involves: * Sexual harrassment. * Illegal activity. * The alleged could result in discipline. You should conduct your own investigation if a criminal investigation is being conducted and the conduct under investigation involved company property, occurred while the employee was on duty, or the activity is closely related to the employee's position.
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- Scientifically select and then train, teach and develop the worker. - Heartily cooperate with the workers so as to ensure that all work is done in accordance with the principles of the science that has been developed. - Divide work and responsibility almost equally between management and workers. Management takes over all work for which it is better fitted than the workers. Taylor's first principle dignifies the standard expectations in an organisation, for example the rules each worker must follow in the procedure of completing their tasks, the work load must be reasonable and shouldn't affect the performance within each employee, and working conditions must not be harmful to any employee.
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The third one is the Social need, which states that the social factor is not less important as a motivated one, and it can be seen through social grouping. Next one is the Esteen need. It concerned with self-satisfaction and self-respect. Finally, is the Self-fulfilment need or what is called Self-actualisation, which become active when the pervious four have been satisfied. The second theory is by F.Herzberg, which is divided into two district categories, that depends on people attitude at work.
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There is a mixture of views on how the department should be run. It is good to have a mixture of views however this can cause conflict and also shows lack of direction. When employees have different views they will priories differently. With a proper organisation chart introduced it would help to overcome the informality within the department as it would clearly state the different staff levels and make objectives become unified. Authority will then flow through the hierarchy. Hierarchies can motivate staff. Maslow's hierarchy of needs shows that different things motivate people and that they have needs to be satisfied.
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Group work is the collaboration of a number of individuals to undertake some kind of project. Online group work involves using the Internet to facilitate collaboration by using tools, such as electronic mail, discussion boards, whiteboard discussions, and chat rooms. In order to use this type of communication, participants must be aware of the implications of its use. Therefore, several advantages and disadvantages must be noted before its successful use. Online group work creates and invents opportunities for rich learning environments, creates a sense of responsibly for learning (Clark 2003), enables participants to take on various roles ( Clark, 2003 ), and allows each participant to share and engage.
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According to Henri Fayol, to manage was to forecast and plan, to organise, to command, to co-ordinate and to control. Critically discuss Fayol's perspective.
Like all the management theorists, Henri Fayol believes that his theory is entirely correct, but is this necessarily true? Would Fayol's scientific view of management still be valid in today's working environment? His perspective leads us to believe it would. Henri Fayol was one of the first management theorists along with Max Weber and Frederick W Taylor. These three theorists belonged to the Classical School of Management whom saw management as a highly rational activity. All of them have a task focus; however they all have very different approaches.
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levels continue to decrease rapidly, the state government will be left in a worse condition then they already are, with increased levels of lost productivity due to the decline in training expenditure provided by the government. In actual fact "training funds have been underspent by over $200m over the past two years, indicating either a shortfall in funded training places or an ignorance of how the employer training system is funded" (Connell & Burgess, 2001:15). The casual density rate in the workforce has almost doubled in over a ten-year period, according to Campbell (2001)
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This has caused the company to loose around 80% of its montly sales, while in 2001 the WTC tragedy has already caused the company to loose 70% of monthly sales value. Exhibit 1 shows the sales decrease during 2001 & 2002. The huge downturn in sales has forced Mr Yoshiaki Nakamoto, the President Director, to announce a cost-cutting policy in the form of cutting the annual salary increases and annual bonuses. In term of employees, Jalpak has a various kinds of ethnic backgrounds.
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In general, women were paid half of a man's wage; men were often paid more for physical labour such as mining while women, working as nurses for example, were undervalued and underpaid despite their jobs also involving heavy lifting and dangerous tasks. These biases introduced occupational segregation which suggested men and women tend to do different jobs as a result of their gender and women's supposed lack of physical strength. Women faced a patronising and hypocritical attitude in the early 20th century, which resulted in a lack of recognition as workers and opportunities limited to menial chores.
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and internal ethics resources (conscience, moral skills). One method to promote liability in a company is by creating codes of conduct. Nowadays society requires that businessmen act according to certain principles and only by behaving this way will a business retain a share of the market (Mahoney, 1990). Publishing a code of conduct can also be a way to demonstrate an organization's agreement to ethical conduct but doesn't guarantee to be efficacious. Law may also be considered as a major ethics resource because many actions which are judged illegal, may also be ethically wrong.
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Consultants say that on the average, professionals spend fifteen to eighteen hours a week in meetings. Most of them will say that at least five of those hours are wasted. Every organization has to deal with ill-managed meetings, and there are several ways to combat this. Most organizations feel meetings are more important than they've ever been before. Employers are increasingly encouraging more teamwork than ever before and look for more decision-making from their employees. Instead of the pyramid structures of the past, employers are looking for more input from individual groups. Problem solving on different levels is helping to increase productivity.
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To what extent are individuals homogenised as "workers" or "staff" so as to make leading and managing a more simple process.
Therefore, when undergoing a task in the organisation. It is a challenge for manager to ignore all the differences between individual and seem them as a group. As Furnham and Gunter (1993) point out: culture represents the "social glue" and generates a 'we-feeling', thus counteracting processes of differentiation which are an unavoidable part of organisational life. Culture differences may include a different race of people, different countries, Sometimes, even different areas may cause a different point of view. Also, there may be different sub-cultures within an organisation, there may be some common organisational values or norms, but in some respects there will vary between different work environment.
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Try to fix definite times when you would not like to be disturbed, and make the system work except for genuine emergencies. Plan your telephone calls. Make a brief note of what you want to say and what you want to find out. It saves time later. If you have several phone calls to make, do them all in a burst. When you start a piece of work, try to finish it without interruptions. If you have to finish it later, you will lose time picking up where you left off.
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It is indicated by the department turnover rate that is very low. Chap # 4 Personnel Planning and Recruiting HR Manager told us that they do Personnel planning and recruiting according to available budget. If budget is available and no seats are vacant but for service of the country Lawrencepur hire employees for only the service of the country. For Management Positions: > Advertising > Executive Recruiters > Referrals > Walk Ins For Professional And Technical Jobs: > Advertising > Employment Agencies > Executive Recruiters > Referrals > Walk Ins For Sales ,Office and plant Personnel > Advertising > Employment
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Is motivation more important than ability in a successful competitive performance? To have ability in a successful performance some would say in necessary
There are many examples of ability required in many different areas of performing, in sport they range from: hand eye co-ordination, flexibility, speed etc. Without these abilities certain skills would not be performed to a high enough standard to compete successfully, i.e. a serve in tennis. Without innate it has been said, you will never be great at performing. Motivation can influence our decisions, our learning and our performance. We would not be able to perform to our best level if we were in a negative psychological state of mind, some say mind over matter, but it has been proven in most activities this is not the case.
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