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University Degree: Human Resource Management
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HRM Essay. Every company in the modern world will have to handle employee disciplinary and grievance issues.
employee thinks , believes or even feels as unfair , unjust or inequitable.? Discipline and Grievance both are "two faces of same of coin. The employee is direct to follows the discipline guidelines. Meaning of Discipline is relationship between teacher to a Student, Father to a Son and Employer to an Employee. In an Organization if Employee does not follow the instructions regarding Discipline then there is a Punishment for the particular employee. Whereas grievance is the topic that a reported registered by the worker to take care of by process provided in the union contract.
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Discussing different HR policies for High performance working practice and discus its benefits for the company. 3. Evaluating the results of other companies around who had already implemented these concepts. 4. Suggesting a cost-effective recommendation and action plan to improve the performances and effectiveness of the company. 1. Literature Review: 2.1 High performance working: According to Organisation for economic Co-operation and Development (OECD) High performance working system is a flatter, non- hierarchical structure, moving away from dependence on management control towards team working, autonomous working based on high levels of trust, communication and involvement (Rayner C & Smith D, 2009).
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Culture of HS Engineering. HS Engineering as a company is facing some potentially drastic changes to its values and identity
Using an analogy of an overseas war, this will be fought on two fronts; the home front and overseas. The approach on each front will determine the future identity and profitability of HS Engineering. UK As with any major changes, one must always start with the home front, and the importance of eliminating any problems before the move cannot be stressed enough. Bower (1966) described corporate culture as ?the way we do things around here.? Using this loose description, HS Engineering has traditionally established itself as a family run firm, with many family members in key posts within the firm.
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Importance of Recruiting and Retaining the most skilled, qualified and talented staff in todays globalized economy
An effective plan is of no use if unskilled and unqualified people are working on it. Hence an organization should recruit talented people only who can meet the global challenges faced by the organizations today. Also their retention is important because if an employee leaves the organization, it affects adversely. Recruitment process is very costly and time consuming, hence retention is important. INTRODUCTION In today?s world of Globalization, it is important for any organization to adopt International Human Resource Management. The Human Resource Managers have to think globally and the major challenges for them to work internationally are global recruitment, selection, training and managing diverse workforce.
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The link between national culture and leadership style. Can one expect discrepancies between the two?
It is clear that the notion ?culture? is very flexible term but the core of the meanings of all different definitions is however the same. All possible definitions which are at the root of the term culture basically share one and the same. The term culture can be described as a group of people which share similar traditions, values and beliefs. In this paper also the term national culture is described as culture of a definite nation. It should however be noticed that culture is not always confine within borders of one country.
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Asbestos: The health risk This report discusses Health and Safety issue that appears in Bolton Wanderers FC
British Lung Foundation (2012) says that asbestos is a naturally occurring fibre which is mined in various parts of the world, notably South Africa and Canada. It can be processed in several ways for industrial use. Its properties of resistance to heat, electricity and sound, make it useful for a variety of purposes, particularly brake linings and insulation. HSE (2012) says that asbestos is a problem because large amounts of asbestos were used in new and refurbished buildings before 2000.
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This paper provides a brief overview of inequality in remuneration with focus on age, qualification and nationality discrimination and highlights impacts of perceived unfairness in distributing remuneration
For the purpose of this essay, remuneration is defined as the total rewards ? both monetary and nonmonetary - granted to employees in return for their labor and contribution to the company. The term ?Remuneration? is also used interchangeably with the term ?Compensation? in this essay. Remuneration covers both financial and non-financial compensation in which: 1. Direct financial remunerations are direct monetary pay in the form of fix and variable salaries, commissions and bonuses. 2. Indirect financial remuneration refers to monetary rewards that are not included in the direct compensation but are part of the employment contract between the companies and its employees such as paid leave, paid maternity and paternity, pension plans and education subsidy.
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Recent events in the banking sector have brought the issue of bonus payments into the spotlight. With reference to appropriate motivation theories, critically evaluate the statement the money motivates"
Money, apparently, becomes the common measure to assess how effectively they work. It also comes out the question whether money is regard as the major motivation for the employment at work. While most of people consider money as a motivator at work, there are some theories taking further opposite consideration about this complex viewpoint. According to Ray French et al, 2011, ? Motivation to work refers to the forces within an individual that account for the level, direction and persistence of effort expended at work?. Besides, The dictionary of Business and Management defines ?Motivation may stem from processed taking place within an individual (intrinsic motivation)
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HRIMS. This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions
The resources that are available to the firm fall into three general categories: physical, organizational, and human. The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires timely and accurate information on current employees and potential employees in the labor market. With the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS. A basic assumption behind this assignment is that the management of employee information will be the critical process that helps a firm maximize the use of its human resources and maintain competitiveness in its market.
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Discuss the development of research into downsizing process in the organisations and a survivor syndrome.
Rightsizing is an unwanted and inescapable within all sectors of business. From one hand downsizing is traumatic and tense process for employees who are going to be redundant (victims). From the other hand it makes an influence on the remaining (survivors). However it is possible to reduce the negative effects of redundancy by managing the whole process with correct and delicate approach to ?victims? and ?survivors?. Five major causes for implementing downsizing programme: 1. Cost reduction 2. Productivity improvement 3.
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Case Analysis - A month behind its target, Green Mountain Cellular Telephone (GMCT) is facing delays in opening their operations for customers. Erik Peterson, the general manager of GMCT comes across several major problems
Then there were several personal difficulties with many people within the organization. The most prominent in the list was Curt Andrews, the chief engineer with whom Peterson had difficulties to get along with. Technically he was sound, but did not have any administrative ability or relevant knowledge for the domain he was appointed to. This resulted in severe problems include the mismanagement of supplies. Curt also had behavioral problems with some of the staff, including Peterson himself. Peterson also faced some technical challenges, for instance acquiring dual-mode radios, frequency reuse patterns, zoning problems, tower planning and placements etc.
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SMEs are here defined as organisations consisting of less than 249 employees. This sector of the UK economy accounts for 99.9 per cent of all enterprises, 58.8 per cent of private sector employment and 48.8 per cent of private sector turnover (ibid). While this definition, based on the number of employees in the organisation, is the most widely accepted it does have limitations. As a SME based on the number of employees may be small within one sector this may not be the case in another. Other measurements have been suggested such as turnover, value of output, capital employed but the level of employment is the most common.
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The month of July and October-January are the worst hit months wherein most of the offered candidates do not join. Current recruitment challenges 1. The percentage of candidates joined with respect to interviewed is very less (TMC (4.29), MMC (9.33), JMC (13.75) and S1 to S5 (14.14)) (Exhibit-1).This shows lack of groundwork done in inviting the right candidates for interview. The job description and criteria provided by the consultants need to be more specific. 2. Compensation: As from (Exhibit-2), we can infer that, major reason for not joining of the candidates is High CTC expectation; therefore organization is facing the challenge of insufficient appreciation and factual knowledge of the market levels of compensation.
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Discuss the main factors and issues that the Sparkle corporation took into consideration when decided to allow individual factories in different countries to carry on with their own approaches to HRM.
Furthermore, responsibility was allocated all the way to the lowest possible level in the firm as a management principle, strengthening Sparkles' image of a well managed, open minded organisation. A study by Lawrence and Lorsch (1967 cited Jackson 2002 p.44) states that 'One of the key aspects of the strategic management of modern organisations is the balance between differentiation and integration'. Jackson (2002 p.44) argues that 'While flexibility is required in the way business is conducted differently in different locations, there is a need to integrate activity and coordinate not only business activity, but the way people are developed and deployed within the international organisation.
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Evaluate and feedback regarding to the employee performance, and 5. Replace the existing assessment model with more consistent approach to performance management. ________________ There are 5 step in performance management process: 1. Performance Planning, establishing the performance expectation for the employee as a guideline to archive the organization goals. 2. Monitoring Employee Performance, provides and recorded information regarding to the employee?s performance. 3. Employee Development, employee development is essential to increase the effectiveness of an organization. 4. Evaluating Employee Performance, evaluating employee performance and compare with the pre-describe elements and standards in an employee's performance plan and assigning a summary rating of record.
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The function of talent management is as shown as below: 1. Attracting & Selecting talent ? selecting talent is one of the most important functions of talent management as this will assist the company to recruit and select the suitable employee for the suitable position. 2. Retaining talent ? retaining talent also mean to reduce the turnover rate. Talent is the most valuable asset in an organization and high turnover rate will cause the stakeholder lose confident to the company.
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This article identiï¬es the areas in Indian labour laws where change is demanded in the wake of increased foreign participation and steps taken to adapt to the changing time of globalization. International Labour Standards: A world of division This section reviews international labour standards and its progression in the context of divergent geo-political and economic environments of global trade. The 1947 preamble of the original General Agreement on Tariffs and Trade (GATT) states: ‘Relations among countries in the field of trade and economic endeavor should be conducted with the view of raising standards of living and ensuring full employment’.
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This report will analyse current organisational situation of Heidelberg Insurance Services Company which is a subsidiary company of a German insurance organisation.
However, company has to be able to measure the efficiency of PMS and to manage the system. Balanced Score Cards are framework which measures and supports the management of PMS. They are divided into sections concerned by different fields. HIS company should design balanced score cards to suit its issues as the cards show what should be addressed and how. It is the most flexible way how to manage PMS. Important part of performance management is an appraisal process. This is a discussion between line managers and employees about employee?s performance, future training and general feedback. As HIS?s employees feel de-motivated and are not satisfied by their work, the appraisal process could increase their motivation and commitment.
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One of the primary purposes of the human resource management is to enable the work force to reach maximum levels of efficiency. The human resource perspective also took a proactive approach with continuous development of functions and practices to enhance the organization?s workforce. Unlike personnel management that was only considered the responsibility of the personnel department, human resource management encompasses and involves managers from all divisions of the organization. Furthermore, in terms of motivation human resource management recognized work groups, effective work practices and job creativity as important determinants.
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Thirdly, it has to hire people for horticulture division from manufacturing to e-commerce if required and find out if the hired people have correct knowledge and skill set for working in the business. To address the issues faced by them, for the manufacturing facility, they should try to hire people who are flexible and posses multiple skills, so that they can use the same labour for manufacturing of football post as well as garden fencing and other garden furniture. Or if they have to hire different set of employees for both the manufacturing processes then they have to have to find such employees which can develop understanding amongst themselves.
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Recent events in the banking sector have brought the issue of bonus payments into the spotlight. With reference to appropriate motivation theories, critically evaluate the statement that money motivates.
They are tangible visible to others and contingent on performance. According to Dan Ariely a behavioral economist a bonus is a performance based pay dependent on a good performance. On the other hand, W. Edwards Deming criticizes the use of pay-for-performance scheme for its vagueness. Measuring performance is problematic because it is really subjective and based on manager?s views and values. It can cause unrest within the company if some of the workers would feel underestimated what would make them demotivated or dissatisfied about their jobs (French et al., 2005).
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This idea has also been embraced by the business community. Yuki Funo the Chairman and CEO of Toyota motor, states that the ?Toyota way is the way to number 1?. One of the principles of the Toyota way is to ?add value to the organization by developing your people and people can be developed by molding them into exceptional individuals and teams to work within the corporate philosophy2. Organisations constantly strive to develop new products, services, new technologies and deliver them to the market.
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In any consulting assignment what are the most important factors in determining a successful outcome?
can be objective, independent, and trustworthy, (b) probably possess the needed experience, expertise and analytical skill, and (c) should have the time to take on projects that organizational members do not have.? (Armenakis and Burdg, 1988; pp.340). In general this report relies on the work related to consultancy success factors done by McLachlin (1999), Appelbaum (2004) and Schaffer (2002). As well as some success factors Schafer (2002) also provides a list of ?fatal flaws? that if present are likely to lead to an ?implementation gap? between the proposals of the consultant and the actions of the client.
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Scope: Scope of this assignment is not only limited to the individual as communication is a vital skill in today?s complex business world. It is necessary to all of the functions that a business performs. It is the tool that allows information to flow between people. If we are able to have a visible meeting with the person, we can use body language such as nodding and other gestures to show that we are eagerly listening. If we are having trouble understanding fully, try paraphrasing what has been said back to the speaker to clarify any points.
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Evaluate to what extent a) Expectancy Theory and b) Goal Setting Theory can explain motivation at work
In expectancy theory, there are three main variables. Valence, Instrumentality and Expectancy (VIE). Valence describes the satisfaction the person expects to receive from a particular outcome, rather than the real value the person receives (Vroom 1964). Instrumentality refers to the personal belief or the probability that a good performance will lead to desired outcome and Expectancy describe the expectation that achievement will lead to good performance and organisational rewards. These three variables are put into an equation F = ? (Valence x Instrumentality x Expectancy).
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