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University Degree: Human Resource Management

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  1. Human resource management - monitoring employess and employee exit.

    They are useful because they are two-way, thoughtful and they offer support and motivation. However, they can be a 'tick the box' exercise that is relatively meaningless. Appraisals are meaningless when they are rushed, they're one-way, and they refer to things which are no longer relevant or when people lie. Here's why We've gone into many an organisation where everyone is just about to go through the 'appraisal process' and there's an atmosphere of slight panic, uncertainty, anxiety or the complete opposite: boredom. Rarely have we had the experience of people looking forward to their appraisal and feeling that good use will come of it.

    • Word count: 4100
  2. The coming decade of the employee.

    (Workforce 2000) Now employers were becoming involved in a war for talent. Worried companies started to offer signing bonuses, life cycle benefit programs and increased general attention to workers needs. The recession of 2001-2002 meant a return of normality but despite the economic slowdown many corporations still find it hard to attract and retain key talent. These problems need to be addressed and solved in order to attract a workforce that maximizes possible output whilst simultaneously providing adequate motivation to the employee that makes their role worthwhile. The article, "The Coming Decade of the Employee" asks, was the trend in the 1990's in fact a long-term trend or just a bump in the road?

    • Word count: 1023
  3. Human Resource Management - Recruitment.

    By filling vacancies through internal promotions and transfers, an organisation can capitalize on the costs that it has invested in recruiting and training its current employees4. Through Advertisements One of the most common and popular practices is to announce vacancies in newspapers. These advertisements inform the public of openings in certain companies. In a typical advertisement, there could be a short description of the general job duties, followed by a listing of the qualifications and description of the persons who would be suited for the job.

    • Word count: 1828
  4. The most critical issue facing practitioners in Organisational Behaviour is? Why?

    In order to do so, practitioners must learn about what it is that inhibits the commitment and productivity of their employees, or in other words, what it is that de-motivates their employees. All individuals are influenced by drives; inherent needs that determine our behaviour. Also affecting all individuals are motives, needs which are not instinctive, but instead acquired socially and which gives us a sense of purpose. Motivation is that which stimulates a person's interest in an activity. By learning what it is that motivates and de-motivates his/her employees, a practitioner can devise ways to encourage them to work harder and better.

    • Word count: 1963
  5. The purpose of a project is to transform an unsatisfactory (existing or future) state to a better state within a certain time, using a limited effort.

    activities of the project have to be limited to those that will result in realization of the objectives of the project, inclusion of other activities not related to the projects objectives results in wastage of available scarce resources * Ineffective teams - this includes organizational behaviour factors e.g structure, functions, performance, and associated behaviour of groups and individuals * Poor communications -all the stakeholders have to be well informed about the project so that informed decisions can be informed * Unrealistic timescale from the donor and/or financier of the project to implement the projects * Poor monitoring and control during

    • Word count: 1533
  6. Changes in Human resource management.

    The concept of motivation is that "something that prompts person to act in a certain way" (Rudman, 2002, p412). Also according to the researcher, Davidman (1970), motivation can be defined as a concept used to describe the factors within an individual, which prompt, maintain and channel behaviour towards a goal. The reason I think motivation is most important factor in human resource management is because I conceive that the supreme goal of human resource management is that to retain employees' motivation high. This is the way to make the most of human resource that is limited. Because people must have motivation when they start doing things.

    • Word count: 1432
  7. Performance Appraisal.

    Performance appraisal deals with managing, monitoring and motivating the employees in an organization. According to me, job satisfaction and performance appraisal is interlinked as it should be understood by the employers that unless and until the employees are not satisfied with their work profile and the work environment, they would hardly perform up to the employers expectations. Hence, it is the sole responsibility of the organization to assess & fulfill these expectations. For example, early motivational researchers were aware that different people with roughly equal work abilities could be paid the same amount of money and yet have quite different levels of motivation and performance.

    • Word count: 1926
  8. 'The essence of strategic human resource management is in the development of staff to achieve competitive advantage in the marketplace'.

    F.W. Taylor developed the hard approach at the turn the 20th century. He placed great importance on task specifications and gave the role of thinking to managers expecting workers to tow the line. Although he advocated the financial reward of employees I feel this is a means to encourage compliance. It also ignores the importance of learning to job satisfaction and thus motivation. This is an opinion supported by Herzberg et al (1957) who acknowledged that a lack of money might create discontent, however its presence does little for long term satisfaction.

    • Word count: 1820
  9. To what extent and in what ways has Human Relations humanised the workplace?

    It also considers ways in which the approach failed to make the workplace better, thereby making the approach ineffective. I am going to concentrate on the classical approach of scientific management and the human relations approach. The subsequent improvements upon the Human Relations approach with the aim of making the workplace more flexible, such as the Neo-Human Relations and Total Quality Management are also discussed briefly and brought together in the conclusion. Industrial capitalism during the late nineteenth and early twentieth centuries brought about waged labour and new businesses were developed with the sole aim of the owners (capitalists)

    • Word count: 1654
  10. "Managing motivation".

    Maslow organized human-beings' needs in a hierarchy and argued that people are motivated by unsatisfied needs and will never be completely satisfied. Herzberg took Maslow's theory one step further when he said that the main source of motivation was the job itself. He introduced the job enrichment model where motivation seekers would gain more responsibility which would increase their skills and expertise and make the job less boring. The enrichment model had some limitations which the STS, sociotechnical system, approach overcame when it integrated technical and social aspects to make a group responsible for the whole task.

    • Word count: 867
  11. Organisational Change.

    Hofford Distribution is an organisation based in central Northampton which delivers fresh and pre-packed bread, rolls of many variations, pasties, sausage rolls, fresh cream cakes and in some cases milk, to approximately 500 local shops, cafes and schools within and around the Northampton area. The company currently has it's own bakery, on-site, which produces the uncut bread, most rolls, sausage rolls, pasties, and cream cakes, whilst pre-packed bread and rolls bought from Sunblest Ltd. The organisation was originally established in 1984 under the name of Hofford and Lancaster Trading, with the 2 partners of the company, Steve Hofford and Bob Lancaster, deciding to set up this business of bread delivery.

    • Word count: 3991
  12. Public Relations: Definition and Function Paper

    Combined with other advertising/marketing material, public relations is a communications effort, designed to favorably influence others' attitudes or perceptions towards your organization or business. When used correctly, public relations can be as effective as advertising, yet costs much less. According to the Foundation for Public Relations Research and Education, public relations is defined as "a distinctive management function which helps establish and maintain mutual lines of communications, understanding, acceptance, and cooperation between an organization and its publics" (Seitel 2002, p22).

    • Word count: 522
  13. "Time management".

    Stated on www.mindtools.com "The process of setting goals and targets allows you to choose where you want to go in life." Setting myself small goals helped me to complete assignments and get them in by there deadlines and manage my time effectively. When analyzing my time log for the week I also found there were some things that I had to give priority to, such as going to work. I had to give priority to work as I had not got much money but this was an important and not urgent task as I didn't need the money for anything particular and could have spent more time doing research for forthcoming assignments.

    • Word count: 2040
  14. Discuss to what extent individuals are regarded as passive or active participants in the process of organisational change.

    Decentralisation can be initiated to speed up the decision-making process. Change agents can also introduce major modifications in the actual structural design. This might include a shift from a simple structure to a divisional structure or the creation of a matrix design. Change agents might consider redesigning jobs or schedules. Job descriptions can be redefined, jobs enriched or flexible work hours introduced. Still another option is to modify the organisation's compensation system. Motivation could be increased, for example, by introducing performance bonuses. CHANGING TECHNOLOGY Most of the early studies in management and organisational behaviour dealt with efforts aimed at technological change.

    • Word count: 1995
  15. In this project im going to be looking at human resource problems they currently face at a particular little chef restaurant located in Royston.

    The problem may be costing the restaurant a lot more than they think for example through training costs. In order to uncover the cause of the problem I will ask a number of questions; > Is there a desirable work setting? > Are tasks being appropriately assigned and performed? > Are they hiring the right staff and giving them adequate training? > Are they offering effective ways for staff communication? > Are staff members supporting each other? These are important questions, which need to be investigated if the problem is going to be solved.

    • Word count: 3297
  16. Cross-cultural communication in business.

    The American and Japanese have different styles of doing business that could harm the transaction. Self-reference criterion becomes very important in this type of situation. The self-reference criterion refers to the tendency of individuals, often unconsciously, to use the standards of one's own culture to evaluate others. For example, "Americans may perceive more traditional societies to be "backward" and "unmotivated" because they fail to adopt new technologies or social customs, seeking instead to preserve traditional values." If the Americans and the Japanese don't research the others culture before the meeting, self-reference may occur. High context/indirect vs.

    • Word count: 800
  17. 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
  18. When motivating people at work it is important to remember that they do not attach the same value to all things.

    Our needs for food, oxygen, water and warmth can all be over powering. These needs are called drives and they are part of our body. We do not have to learn them, but we can override these drives. Motivation is the extent to which an individual will make an effort to do something. For a company to motivate its staff rewards must be offered, employees must know how to achieve these rewards, individuals must believe they are capable of achieving them. If the employee is motivated they are likely to be more productive, to have better attendance, to produce better quality work and will be more open to change.

    • Word count: 821
  19. 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
  20. 'It is clear that Britain has moved away from collective forms of industrial relations. It is not so apparent that it has moved towards a more enlightened type of human resources management(HRM)'. Discuss

    Now the public sector still operates a model of collective relations, but the size of this sector has been substantially reduced. Within the far larger private sector of the British economy joint regulation is rare. (Millward et al, 2000) Metcalf (1994) identified four ways that the structure and conduct of industrial relations changed between 1980 and 1990. These changes come under the headings unions, management, bargaining and the environment. Unions represent workers by helping to negotiate wages, hours, rules and working conditions collectively for its members.

    • Word count: 1988
  21. Human resource management.

    Although wholesale distribution remains its core business A.S. Brydens & Sons (Barbados) Limited is well diversified in its business interests and sources of income. Through wholly owned and majority owned subsidiaries, the company is involved in such business lines as general insurance, stationery, corporate office supplies, film processing and sales, shipping and courier services and real estate development and sales. PURPOSE We have seen in the changing marketplace, the ever increasing importance of people within an organization. The marketplace now riddled with the increased use of technology, trade liberalisation and globalization, has forced organizations to change their view of the importance of Selection.

    • Word count: 6899
  22. Future ofIndustrial / Organizational Psychology.

    Industrial Psychologists focused on applying sound psychological theories and methods to behavior in the workplace. The early goal of I/O Psychologists was to make organizations more productive, and in turn, more profitable. Along with the "Principals of Scientific Management" imposed by Fredrick Winslow Taylor, came issues involving the individual laborer becoming changeable and expendable to the organization. This lead to many issues for workers including: no health insurance, safety standards, welfare systems, unemployment insurance, and few social support systems. Industrial Psychologists recognized these issues in the workplace and took steps to better the work environment.

    • Word count: 797
  23. Discuss and evaluate some of the Organisation Development initiatives which Hewlett Packard could undertake and introduce into the organisation.

    In order for Hewlett Packard to regain its innovativeness, it will need to create a culture that stimulates, encourages and supports creative thinking. Whatever method HP utilises to achieve this cultural change should fit in with the overall Corporate Strategy of HP. Organisation Development Initiatives There are a number of established approaches that Hewlett Packard could adopt, with the main contenders being: * Total Quality Management (TQM) * Becoming a Learning Organisation * Business Process Re-engineering (BPR), and * Customer Care Orientation I feel that the approaches which would best help HP to promote innovation and knowledge transfer whilst maintaining a high standard of quality are the TQM and Learning Organisation approach.

    • Word count: 1389
  24. 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
  25. computers and employment

    What are the legal and ethical obligations of an employer to workers displaced by technology? 6. What impact has the use of computers had on the service provided to the public? THE COMPUTER REVOLUTION Before the industrial revolution, 90% of workers were employed in agriculture. Industrialisation brought about a major shift in the workforce from agriculture to industry. Today there is less than 10% of the population working in agriculture. We are currently going through the computer revolution (I.e.

    • Word count: 4209

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