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University Degree: Human Resource Management

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  1. The industry revolution has brought a significant propagation to human resource management over the last century(Ref).

    and its later adaptation by Fraser (1996) in the form of the five-point plan. These describe and categorise the principal features required for any job (Marchington and Wilkinson, 1996: 113). In Rodger's Seven Point Plan, there are seven criteria: Physical make-up is concerned with the physical attributes which are considered essential or desirable for achievement of the task. Attainments include educational/professional qualifications, licences, and work experience. General intelligence involves the ability to define and solve problems. Special aptitudes the highlights specific skills, abilities or competences deemed necessary or desirable for performing a job. Interests refer both to work-related and leisure pursuits which may be relevant to the performance of the job.

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  2. Work Related Stress and International Alert.

    International Alert is a non-governmental organisation based in the United Kingdom. Human rights advocates including Martin Ennals, former Secretary General of Amnesty International, set up the organisation in 1985. A committed defender of human rights, Martin Ennals was the founding Secretary General of International Alert. International Alert has a multi-national team of 56 staff including volunteers and interns. The organisation is headed by Dr Kevin Clements, Secretary General, and is governed by an international Board of Trustees. International Alert has income in excess of �5 million.

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  3. Human resource management (HRM).

    The market place for talented, skilled people is competitive and expensive. Taking on new staff can be disruptive to existing employees. Also, it takes time to develop cultural awareness, product and organization knowledge and experience for new staff members. Faced with rapid change organizations need to develop a more focused and coherent approach to managing people. In just the same way a business requires a marketing or information technology strategy it also requires a human resource or people strategy. That is why the Japanese view it as a way of life: an instrumental approach to ever-increasing efficiency focused on employee commitment and skill.

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  4. Display Screen Equipment Related injuries and how to avoid them by using Management & leadership intervention.

    The purpose of this report is to improve our awareness of and the management of Risks for computer users. The Objective is to: * To minimise the injuries associated with DSE * To reduce absenteeism * To prevent litigation * To protect the Trust Reputation To help achieve the above specific goals, I will use the stakeholder map to identify the different stakeholders within my unit in the organisation. STAKEHOLDER MAP Looking at the above stakeholder map, each area will have different interest. These stakeholders have a keen interest in the way the organisation is run therefore by identifying them I can have a balanced view of taking everybody into account when making proposals.

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  5. Investigate the causes of labour turnover.

    It has been looked at as a company wide issue and they do aim to reduce labour turnover. One the main areas they seem to have focused on is the induction procedure into the company. This study is looking at one store specifically and how labour turnover can be reduced at that store. All suggestions made are intended to improve staff turnover at shop floor and lower management levels, as that was no opportunity to interview or question members of the higher management team.

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  6. An Analysis of Human Resource Management in Hangzhou Xinglong Down Co., LTD.

    John Bratton (2003) has pointed out that human resource management is a strategic approach to managing employment relations which emphasizes that leveraging people's capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices. So, for XL, HRM has been a more and more important role to win the tough competition. The PESTEL and McKinsey 7-S to Analyze External and Internal Environment The PESTEL Analysis: According to Johnson and Scholes (2002), the PESTEL analysis includes six parts: political, economic, socio-cultural, technological, environmental and legal, which analyze the macro-environment of company.

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  7. The various needs and expectations of work can be categorised in a number of ways - 'intrinsic' and 'extrinsic' motivation.

    To overcome employees feeling inadequately informed abut careers and improve training; the proposed strategy should include the following key inputs: - Carry out a training needs analysis - to identify individual training needs, which will also lead to career progression - Determine how the training or development will be delivered i.e. on the job, off the job (but in house) or externally away from the job - Development of options for and design of the training and development opportunities - Ensure efficient delivery of the identified requirements - An effective system of review and evaluation to include comparison of the

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  8. Explore and assess the problem of motivation within the Business System Support Branch (BSSB) of Environment Canada.

    Until recently the majority of the new projects and exploratory developmental research was done by BSSB. Most, if not all new projects and research are now farmed out to eager private consulting companies, more than willing to take advantage of the fruitful government contracts. Symptoms After several interviews and one-on-ones with many of the BSSB employees and managers it became noticeably clear that the BSSB has deep seeded issues concerning motivation, communication or lack there of, and leadership problems. While interviewing BSSB employees and managers we found that people were just not motivated or interested in putting forth an effort in their daily routines.

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  9. 'In what ways, and to what extent do males and females have different experiences in the labour market?'

    for each observation. The average number of hours worked in a normal week was calculated, for both males and females, by using the 'desc vars' command within the category 'hours1'. The average number of hours over time worked by males and females was calculated by the same method only this time from the category 'hours2'. The category 'weekpay' shows the last wage the respondent received divided by the number of weeks worked the pay was for. Therefore it is the pro rata weekly wage rate.

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  10. An evaluation of the strategic Human Resource problems and issues which arise out of take-overs and mergers.

    Its title; How the Human Resource Function Adds Value During Mergers and Acquisitions, found that when companies involve their human resource departments in the early stages of an M&A, there is greater likelihood of success in achieving merger synergies and overcoming obstacles. The survey also found that there is a gap between what HR executive's view as their ideal level of involvement in the M&A process and there actual level of involvement. The HR executives who responded to the survey, rated the following activities in terms of how valuable they were to the M&A process and how involved the HR

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  11. Migration To Germany.

    Table 1: Unemployment rate and vacancies 1950 1955 1960 1962 1965 UNEMPLOYMENT RATE (%) 3.9 1.0 0.6 0.5 UNEMPLOYED PERSONS 1.580.000 928.000 271.000 181.000 147.000 VACANCIES 116.000 200.000 465.000 574.000 649.000 Therefore, in order to make up the excess demand for the labor market, the German Government, in 1955, made its first agreement, with Italy, for the recruitment of workers. The Italian migrant workers, it was thought, would be employed in the field of agriculture and construction. However, by 1959, only one worker from Italy worked in the field of agriculture out of ten.

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  12. Access the claim that the application of Human Resource Management (HRM) polices signifies a radical and necessary departure from more traditional, procedural approaches to managing people in work.

    Each shift and stance revels another facet a darker depth, a different contour. As a fluid entity of apparently multiple identities and forms it is not surprising that every time we look at it is slightly different. This is why conceptually; HRMism appears to be a moving target and why empirically it has no fixed (fixable) forms. (Keenoy 1999 1-23). In order to accurately assess HRM as we understand it today and if it is the radical departure from traditional approaches like personnel management it is necessary to examine its origins. In Britain HRM,s and Personnel's ancestry can be traced to the welfare officers employed by the Quaker-owned companies such as Cadburys.

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  13. Employee Discrimination: Keeping the Organization Informed.

    Though intentional or unintentional, discrimination occurs and is present in all walks of life. Equal employment opportunities are the basis for the laws and regulations that were created to protect employees from discriminatory practices. These laws have a great impact on human resource management since it is HR who is responsible to have and maintain a thorough knowledge of the laws that governs how a company conduct business and treat their employees. Even though everyone within an organization should be exposed to the knowledge of employment laws, first line supervisors to the CEO should be kept informed.

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  14. Critically evaluate the significance of pleasure in the contemporary workplace - To what extent is pleasure a benign product of managerial discipline and organisation?

    The second face offers an escape from reality and the acquisition of 'joyous serenity' (Boss 1979), a notion which will be is expanded in discussions surrounding consumerism. The third face is reflected in the tradition of political liberation (Marcuse, 1962), where the pleasure principle is placed in the foreground. This can be shown in capitalism where free market ideology is believed to lead to prosperity and liberation. In this essay the analysis will focus on these interrelated and interdependent faces, with particular reference to the first face.

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  15. Project risk management.

    Objectives * Improvement of agriculture production at household levels through promotion of appropriate technologies and enhancement of extension services. * Increase in household incomes through marketing of produce and improved access to the financial resources. * Identifying and promoting various Environmental conservation initiatives geared at promoting best land management practices for Environmental conservation. Specific Objectives * Empowering Women in IDP camps economically by training them in Income generating activities and persuading them to send their Girls to School. * The Project has identified the Children and youth as Vulnerable group and will aim to train them in income generating activities and further introduce them to Vocational training.

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  16. Payment Systems and the Influence of Motivation.

    Effective reward management results in the optimisation of staff costs, while individual and organisational performance can be improved. The process involves recognising that employees are motivated by a variety of factors, including, pay, benefits, personal and professional development and the work environment. Appropriate integration of these elements to satisfy both employer and employee is a complex task requiring specialist expertise. In a Human Resource Management context, reward management cannot be reduced to simple rewards and incentives, such as, salaries, bonuses and commissions. It is also concerned with intangible benefits including the ability to satisfy the employees' psychological needs.

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  17. Review the case study regarding a healthcare clinic and evaluate the key Organisation Behaviour issues it faced when modern technology was introduced in order to facilitate old working practices.

    new personnel, changing markets, new technology) and restraining forces (e.g. individuals' fear of failure, organisational inertia). To achieve change towards a goal or vision three steps are required: * First, an organisation has to unfreeze the driving and restraining forces that hold it in a state of quasi-equilibrium. * Second, an imbalance is introduced to the forces to enable the change to take place. This can be achieved by increasing the drivers, reducing the restraints or both. * Third, once the change is complete the forces are brought back into quasi-equilibrium and re-frozen. Thomas (1985) explained that although force field analysis has been used in various contexts it was rarely applied to strategy.

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  18. Describe and discuss the various stages in the process of Recruitment, as well as the main responsibilities of Human Resources Management in this regard.

    "Recruitment determines the success of a business"(www.kgv.edu.hk/business...). The implication here is that recruiting at the right time, and suitably qualified persons assist in the growth of the company. According to Hacker, C.A. (1998:3), "sometimes we don't stop to ask ourselves whether or not we really need to hire someone". The point she makes is that positions should not be automatically filled. Changing needs within the company or department should be taken into account. Hacker, C.A. (1998:4) advises an employer to consider three things when he or she prepares to hire, i.e., "cost per hire; turnover rate; and productivity".

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  19. Partnerships in Development - Plan international

    STRENGTHS & WEAKNESS OF DIFFERENT PARTNERSHIP MODELS 2 3.1 Partnership Models 2 3.2 Working Towards Active Partnerships 2 4. EFFECTIVE PARTNERSHIPS 2 4.1. Preparing for Partnership 2 4.2. Building Partnership 2 4.3. Managing Partnership 2 4.4. Lessons Learnt 2 5. CONCLUSIONS 2 6. REFERENCES 2 7. APPENDIX 2 7.1 Civil Society and Social Capital 2 7.2 Categorising existing partnerships through partner type 2 7.3 Catholic Relief Services: Partnership Quality Principles & Standards 2 List of Acronyms CBO Community-based organisation CRS Catholic Relief Services CSO Civil society organisations IDNGO International development non-governmental organisation INGO International non-governmental organisation PPP Public-private partnerships SEEP Small enterprise education and promotion SWOT Strengths, weaknesses, opportunities, threats TNC Trans-national corporation UN United Nations Question 11.

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  20. Safety stock and issues involved: optimize safety stock in supply chains and improve materials requirements planning performance.

    Categorization As mention earlier, researcher used various/different methods and approach to gauge problems with regards to safety stock to serve certain objectives. Hence, these researches can be categorized in terms of methods or approaches or objectives. 1. Methods of studying All the researches are using one of the following methods to study safety stock. a. Simulation modeling b. Mathematical modeling c. Case study The most popular method is simulation modeling, in which the author makes assumptions to develop (a) models (e.g.

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  21. Discuss to what extent broad banding is an improvement on traditional job evaluation, as a means of valuing jobs.

    How can traditional Job Evaluation systems cope with new, ever-changing, and flatter structures? > What is broadbanding and what should be broadbanded? > Why is there an increasing emphasis on competencies and competency-based pay? (Harvard Business Review 1990) Broadbanding becomes an option when an organisation is shifting its administrative philosophy toward enhanced flexibility and empowerment. Broadbanding is usually only one part of a larger organisational change strategy e.g. delayering. How should Broadbanding be done? The newly defined boundaries should follow logic based on principles of: > Organisation design > Systematic collapsing of the present grading structure e.g.

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  22. Diversity and Non-Discrimination In the Workplace.

    In the case of Y, there was no authoritative study to establish whether delusional disorder was hereditary. There was thus no real risk that K, Y and W would develop the same disorder as their parents, and so their employment did not present any real risk to the safety of the public or fellow employees. 2. Sex discrimination - Tsang Helen v. Cathay Pacific Airways Limited (1 December 2000) Helen was employed by Cathay Pacific as a flight attendant from 1979.

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  23. An Evaluation of F.W.Taylor and D.McGregor's management theories

    Alienation at work led to people being treated like part of the machinery, they were expected to do very repetitive and boring work, without any responsibility leading to unhappy employees. Pay can be used as an incentive to encourage people to work harder but it cannot help them to enjoy their work. The way in which employment is rewarded is a factor in determining attitudes to work. Methods of payment such as Taylor's 'piece-rate' (Kouvuri, D, 31/10/02) where employees are paid according to the number of items produced, can also add to a feeling of alienation (for example workers rushing to produce given targets in order to increase pay).

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  24. Motivation in Arcedia Marketing.

    (See Appendix 3 for Company Promotional Structure) However, the manual is not filled with information as he is expected to make his own notes throughout his training. The only literature Arcedia has about their client Scottish Power is the same information which is given to the customer when they sign up to change their electricity supplier. 3.12 Text books An in-dept reading on the area is crucial before conducting any investigation, as it increase the researcher's confidence on the topic and aid the decision making process of choosing the most appropriate research method.

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  25. Evaluation of Organisational Creativity.

    14 2. DEVELOPMENT OF A SURVEY INSTRUMENT TO MEASURE ORGANISATIONAL CREATIVITY. 15 3. EVALUATION OF CREATIVITY WITHIN BELFAST CITY COUNCIL EVENTS UNIT. 18 CONCLUSIONS 21 CRITIQUE OF SURVEY INSTRUMENT 22 Advantages 22 Disadvantages 22 Recommendations for the future. 23 REFERENCES 25 APPENDIX A III Case Study APPENDIX B VII Example questionnaire Introduction In recent years the event industry has been constantly expanding and changing. More companies are starting up and local authorities are bringing more of their cities events in house. This has lead to increased competition between companies who are all looking to secure the same contracts.

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