...Business Strategies: Feasibility of HR Department in a Public Sector University Shomayl Chowdhury (BS29 2330) Research Methodology (GMAG 301) Final Project Part 2 Dr. Syed Arshad Imam Table of Content Title Page …………………………………………………………………………………1 Question 1…………………………………………………………………………………2 Question 2…………………………………………………………………………………3 Question 3…………………………………………………………………………………7 Question 4………………………………………………………………………………..12 Question 5………………………………………………………………………………..14 Feasibility of HR Department in a Public Sector University Shomayl Chowdhury (BS29 2330) Greenwich University Q1. What research methods have been used by the author in the research paper? Ans1. The current paper discusses and lays lime light on the current situation and the possibility of establishing HR department in a Public Sector University as no HR department is to be found in Public Sector Universities. The paper focus on the marketing, financial and operational aspects of the university and furthermore it also focuses on the importance of an HR department, the level of support and assistance that is provided by the HR department to the entire university and above all to the organizational environment at hand and lastly the cost of establishment and implementation of a HR department. Descriptive study has been undertaken to address this paper due to the absence of HR department in the university. Through this study feasibility of an HR department is inquired. The methods used for data...
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...Statistics provides Hr managers with more confidence in dealing with uncertainty in spite of the flood of available data, enabling managers to more quickly make smarter decisions and provide more stable leadership to staff relying on them. Businesses are increasingly using Statistical techniques to convert data into information. Tools and techniques of Statistics are being widely used in HR in many domains that include Compensation survey, Performance Management, Employee Satisfaction Survey, Training Feedback Evaluation, Operational Research Techniques in HR, Human Resource Accounting, Acquisitions, Mergers, Restructuring and Downsizing, HR Budgeting etc. The most common areas where HRM can use information gathered from statistics to make improvements and changes within the company, include the following: Compensation survey: This will help the HR team identify if compensation programs, such as pension schemes, are working or if areas need to be addressed. This will help them identify how many staff are involved on a pension scheme and will help them tailor the service to suit their needs. Employee satisfaction: By carrying out staff surveys and questionnaires the HR will be able to identify how happy and satisfied the employees feel within the workplace. This will help identify areas where more attention or investment is needed and may even help a potential problem from growing out of control. Training and support: By regularly asking staff if they feel they would...
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...HR Statistical Techniques HRM/558 Research in Human Resource Management Week Five, July 23, 2012 to conduct an assessment of the effectiveness of the staffing, training, and HR assessments by applying the following statistical techniques t-test, ANOVA, regression analysis, and other methods that might help the company analyze the effectiveness. Require Data Statistics involve the describing and analyzing of data and for making decisions about phenomena represented by that data. Hypotheses play a primary role in research; it implies assumptions or beliefs and is often stated as questions. A null hypothesis is true until verified otherwise by statistical testing. If the null hypothesis is rejected then the alternative hypothesis is accepted (McIntire & Miller, 2007). To provide adequate answers to the research questions, employing both quantitative and qualitative types of research will allow the company to collect the data required. Quantitative data includes productivity /performance levels, staffing requirements, turnover rates, and require training of the workers needed to be measure. To find this information the HR department will look into documents or previous records of the company or the department/location where the employees work. The productivity levels after the training is important because the company has to compare the performance before and after the training. Qualitative data will come from interviews and observations. These will provide information that...
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...data. Hence, analytics is given such importance nowadays. The HR function is no exception to this trend. The recent boom of developing HR analytics capabilities in organisations is indicating that it is the next big thing to transform the workplace and workforce. In this white paper, we have explored the scope of HR analytics, framework of HR analytics, how to implement the same in organisation, barriers to implementation, current practices, benefits of HR analytics and the way forward. HR analytics measures the effect of HR programs on performance of companies and helps to prepare strategies for the business. HR analytics processes are used mainly for talent acquisition,...
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...CSE- 401 DISTRIBUTED SYSTEMS [3 1 0 4] 1. Distributed System Models: Introduction , Examples , Architecture models , Fundamental models (1.1,1.2,1.4, 2.1-2.3 of Text1 ) ..2hrs 2. Interprocess Communication, Distributed Objects and Remote Invocation: Introduction , External data representation and marshalling, Communication models, Communication between distributed objects , Remote procedure call Case study: Interprocess communication in UNIX, Java RMI . (4.1-4.6, 5.1-5.5 of Text1) ..6hrs 3. Operating System Introduction , Operating system layer, Processes and threads, Communication and invocation, Architecture (6.1-6.6 of Text1) ..4hrs. 4. Distributed File Systems and Name Services: Introduction , File service architecture, Name services, Domain Name System, Directory and directory services. Case study: Sun network file system, Global name service. (8.1-8.3, 9.1-9.4 of Text1) …6hrs 5. Synchronization: Clock Synchronization, Physical clocks, Logical clocks, Global state (5.1-5.3 of Text2) ..5hrs 6. Transactions&...
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...HR Plan-09s HR Demand: Demand Forecasting Techniques I. Index/Trend Analysis II. The Delphi Technique III. Moving Average Method IV. Regression Analysis Method I. Index/Trend Analysis Examining the relationship over time between an operational business index, such as level of sales, and the demand for labour (as reflected by the number of employees in the workforce) is a relatively straightforward quantitative demand forecasting technique commonly employed by many organizations (see the following Table) Table: Index/Trend Analysis |Year |Sales |Number of Employees |Index | | |(Tk thousands) | |(Sales [Tk thousands] per Employee) | |2003 |2800 |155 |18.06 | |2004 |3050 |171 |17.83 | |2005 |3195 |166 |19.25 | |2006 |3300 |177 |18.64 | |2007 |3500 |188 |18.64 ...
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...the undergraduate business curricula through an integrated topics course. The Human Resource Management Concentration helps students develop an understanding of the fundamentals of human resource management and its strategic relevance in business. The concentration addresses the legal and ethical components of the decision making process involved in the human resources environment. The Human Resource Management Concentration introduces students to the basic concepts of human resource management, and allows further study in the areas of employment law, risk management, recruitment and selection of employees, international HR, change management, compensation and benefits, employee development, and performance management. Students will also develop an understanding of the critical business implications for human resource professionals today and in the future. HR practitioners and managers must be equipped with a solid understanding of the fundamentals of human resource management, along with strong skills in the areas of systems thinking, problem solving, influencing, negotiating, communications, and leadership. In the Human Resource Management Concentration, 18...
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...labor forecasting is a restaurant that has nights with many bookings and large parties and other nights when few diners make reservations. The manager forecasts the restaurant’s wait staff, bar and kitchen needs. * Succession Human resources forecasting helps to avoid long-term holes in staffing needs by keeping on top example employees might be retiring, leaving or asked to leave. Using that information, Human Resource managers plans to fill holes with internal staff or prepares for a quick recruiting effort. * Budgeting In addition to forecasting labor needs, human resources forecasting helps you plan budgets based on your future staffing levels. For example, demand forecasting might show a need for more seasonal workers. An HR review might determine the best way to handle this is with part-time workers or paying overtime to current employees. If your labor needs won’t change next year, you might still...
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...2.3 Maslow’s Hierarchy of needs theory 14 2.2.4 Expectancy Theory 15 2.2.5 Theory X and Theory Y 15 CHAPTER THREE- THE RESEARCH METHODOLOGY 17 3.1 Research background 17 3.1.1 Sample selection 17 3.1.2 Data collection 19 3.1.3 Qualitative research and quantitative research 20 3.1.4 Data structuring 20 3.2 Hypothesis testing 21 3.2.1 Hypotheses to Be Tested 21 3.3 Research Technicalities 22 3.3.1 Measurement of Variable 22 CHAPTER FOUR- PRESENTATION OF FINDINGS 23 4.1 Statistical Representation Of The Survey 23 4.1.1 Key Findings of the Survey 25 4.2 Qualitative Analysis of the Hypotheses 27 4.2.1 Hypothesis #1 27 4.2.2 Hypothesis #2 29 4.2.3 Hypothesis#3 31 CHAPTER FIVE- ANALYSIS AND DISCUSSION 34 5.1 Information Analysis According To Hypothesis 34 5.1.1 Analysis of hypothesis #1: HR strategy and business generation 34 5.1.2 Analysis of Hypothesis #2: HR strategy and better organizational environment 35 5.1.3 Analysis of Hypothesis#3: HR strategy and job satisfaction 36 5. 2 Limitation of the Study 38 5.2.1Small sample size 38 5.2.2 Logical...
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...to: (1) develop the skills to identify the appropriate statistical techniques for the analysis of data; and (2) learn how to collect, analyze, present and interpret research data. Course Syllabus Group I: Research Methodology: Objectives, Role & Scope in Management Research, Process of Research; Research Designs: Exploratory, Descriptive & Experimental Research Designs and their Applications; Sampling Design: Concepts, types and their applicability; Scaling Techniques including Likert, Thurston, Semantic Differential Scaling techniques, etc. Tools & Techniques of Data Collection: Primary & Secondary; Classification & Tabulation of Data. Group II: Introduction to Statistics, Statistics & Business Research, Measures of Central Tendency: Mean, Median and Mode; Measures of Dispersion, Coefficient of Variance; Skewness & Kurtosis: Concept and Measures; Correlation Analysis: Simple, Partial & Multiple (Elementary); Regression Analysis: Concept & Measures, Linear Regression. Elementary Probability Theory: Concepts, Definitions and Problems. Group III: Probability Distributions: Binomial, Poisson and Normal Distributions; Testing of Hypothesis: Concepts like types of hypothesis, significance level, degrees of freedom, Errors in hypothesis testing, Procedure of testing hypothesis etc.; Statistical Tests: Chi-square test, t-test, ANOVA – 1 way and 2 way; SPSS and Report Presentation: Use of Statistical...
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...STUDENT ZONE |Chapter 7 | |Recruitment And Selection | Jeff Gold CHAPTER OVERVIEW This chapter begins by providing an overview of the critical processes of recruitment and selection. It emphasizes the importance of the psychological contract in achieving positive HR outcomes and the significance of issues of power. It then goes on to consider various legal issues, forms of discrimination and recent requirements on data protection and human rights. The role of recruitment in managing diversity is considered. Recruitment is seen as an attraction process subject to variations in labour market conditions and variation of interests. The importance of a strategic view is considered to align performance requirement with roles specified in terms of skills and attitudes – often expressed as competences. e-Recruitment is also considered. Coverage of various selection methods is provided, based on a consideration of reliablity and validity issues. Chapter objectives After studying this chapter, you should be able to: □ Understand the place of recruitment and selection as a stage in the formation of the employment relationship. □ Understand the key legal requirements relating to recruitment and selection □ Explain the nature of attraction...
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...College of Economics and Management 85 COLLEGE OF ECONOMICS AND MANAGEMENT Libornio S. Cabanilla, Dean Jose V. Camacho, Jr., Associate Dean Agnes T. Banzon, College Secretary Reynaldo L. Tan, Chair, Dept. of Agribusiness Management Cesar B. Quicoy, Chair, Dept. of Agricultural Economics Amelia L. Bello, Chair, Dept. of Economics The College of Economics and Management (CEM) was formally created in the 996th UP-BOR meeting, February 1987. However, the College traces its roots to the Institute of Agricultural Development and Administration (IADA)which was established in 1975, with three departments – Agricultural Economics (DAE), Economics (DE), and Management (DM), and was elevated to the College of Economics and Management from the merger of IADA with the Agricultural Credit and Cooperative Studies and the Agrarian Reform Institute in 1978. At present, CEM is composed of three departments – the Department of Agricultural Economics, the Department of Economics and the Department of Agribusiness Management. The college sees itself as a center of excellence in undergraduate and graduate instruction, research and extension in economics, agricultural and applied economics, and agribusiness management in Asia. It envisions to be an institution of higher learning that can serve as an active catalyst for economic and social transformation. Its two-fold mission is to produce graduates and future leaders with strong training in economics, agricultural and applied economics, and in agribusiness...
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...Motivating and Compensating Employees Simulation HRM 558 Week 4 DQ 1 HRM 558 Week 4 DQ 2 HRM 558 Week 4 Learning Team Assignment Market Analysis HRM 558 Week 5 DQ 1 HRM 558 Week 5 DQ 2 HRM 558 Week 5 Individual Assignment HR Statistical Techniques Paper HRM 558 Week 5 Learning Team Discussion Question HRM 558 Week 6 Learning Team Assignment HR Team Evaluation HRM 558 Week 6 Final Exam ================================================ HRM 558 Week 1 DQ 1 FOR MORE CLASSES VISIT www.hrm558help.com What are the consequences in HR if an assessment is used that is not validated? How does this affect the business as a whole? ================================================ HRM 558 Week 1 DQ 2 FOR MORE CLASSES VISIT www.hrm558help.com How might research be used to address current issues in HR? Provide an example to support your answer. ================================================ HRM 558 Week 1 Individual Assignment Research Applications Paper FOR MORE CLASSES VISIT www.hrm558help.com Description Write a paper of no more than 700 words discussing the research principles found in the assigned reading and their application to research in human resources. Include the following in your paper: The goals of research in HR A comparison of the applications of primary and secondary research An explanation of how reliability and validity are used and why they are...
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...Employees Simulation HRM 558 Week 4 DQ 1 HRM 558 Week 4 DQ 2 HRM 558 Week 4 Learning Team Assignment Market Analysis HRM 558 Week 5 DQ 1 HRM 558 Week 5 DQ 2 HRM 558 Week 5 Individual Assignment HR Statistical Techniques Paper HRM 558 Week 5 Learning Team Discussion Question HRM 558 Week 6 Learning Team Assignment HR Team Evaluation HRM 558 Week 6 Final Exam ---------------------------------------------------------- HRM 558 Week 1 DQ 1 For more classes visit www.snaptutorial.com What are the consequences in HR if an assessment is used that is not validated? How does this affect the business as a whole? ---------------------------------------------------------- HRM 558 Week 1 DQ 2 For more classes visit www.snaptutorial.com How might research be used to address current issues in HR? Provide an example to support your answer. ---------------------------------------------------------- HRM 558 Week 1 Individual Assignment Research Applications Paper For more classes visit www.snaptutorial.com Write a paper of no more than 700 words discussing the research principles found in the assigned reading and their application to research in human resources. Include the following in your paper: The goals of research in HR A comparison of the applications of primary and secondary research An...
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...Kingfish Datacenter Migration By Reginald L. Cobb PROJ 592 Professor Keith Bluestein Executive Summary/Proposal When an organization decides to migrate to a state-of-the-art data center, it is considered a strategic initiative that, if done correctly, will help the organization in several key areas. The migration will help the enterprise and service providers maintain market leadership, increase business agility, reduce total cost of ownership (TCO), meet regulatory requirement, and position the organization for future growth. The Kingfish Datacenter Migration plan relocation to the Connection Factory converted warehouse will save the organization an estimated fifty thousand dollars annually in lease and indirect cost. The TOC is reduced by timing the migration with a total hardware refresh to more energy efficient servers and appliances. Kingfish will also be virtualizing 50% of the application that now sit on individual servers. This initiative will not only save the datacenter the cost of running an inefficient server but will pass on saving to the customer while providing a robust and scalable environment. Kingfish Datacenter Migration Kingfish Datacenter is a medium size datacenter that is used primarily as a hosting center. The datacenter is primarily oriented toward a client-server which means that the data traffic flows north-south (in and out of the facility). The data center has lost its lease in its current location and will have to move within...
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