...Effects of Social Networking Sites to the Study of CLSU 3rd year HRM students As a Partial Fulfillment of the requirements of the subject Methods of Research Submitted to: Submitted by: Lysel Cris C. Agram Mara Katrina C. Cusi December 2011 I Introduction Social networking websites are currently being used regularly my millions of people. The use of social networking sites has been widespread that they have not only caught the attention of academic and industry researchers worldwide but also us, in particular. Social networking sites are now being investigated by numerous social science researchers and an increasing number of academic commentators are becoming more and more interested in studying Facebook, Twitter, and other social networking services, because of their probable impact on society. While the social networking sites have the same key aspects, the cultures and responses around them that become apparent are varied. Most sites help strangers connect with others based on shared personal interests, political and economic views, or simply recreational activities. Some sites accommodate distinct viewers, while others attract people based on similarities, such as common languages or shared racial, sexual, religious or nationality-based identities. Nonetheless, social networking sites have only one common goal. It is to encourage new ways to communicate and share information. Many students have been blaming various social networking sites for their steady...
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...A RESEARCH PAPER On HUMAN RESOURCE PRACTICE IN DEPZ Prepared for: Ms. Rubina Easmin Research paper Supervisor Assistant lecturer Faculty of business administration Prepared by: Md Abu Yusuf chy ID-120204047 MBA (1) Human Resource Management Date of Submission: 30/08/2013 Faculty of Business Administration BGC Trust University Bangladesh EXECUTIVE SUMMARY To meet the requirement of the course outline as well as to comprehend the application of the theoretical knowledge in the practical fields, the research report on HUMAN RESOURCR PRACTICE in DEPZ has been conducted. The main focus of the study is Hrm Practices And Firm Performance Recruitment And Selection Performance Appraisal ,Unionisation ,Training And Development ,Compensation ,Hrm Practices to analyze the, to identify the strengths and weaknesses of existing Recruitment and selection Process and suggest some measures for bringing effectiveness in Recruitment and Selection Process. I prepared an overview of “Foreign Direct Investment in Bangladesh” based on secondary data and information. For this specific purpose I collected data and information from various sources like published materials such as the Bangladesh Economic Review, Different articles of Board of Investment (BOI) and Bangladesh Export Processing Zone (BEPZA), Daily Statement of Affairs of different Internet based publication and other books on Foreign Direct Investment in Bangladesh and articles related to...
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...RESOURCE MANAGEMENT (HRM) PRACTICES AND SERVICE BEHAVIOUR IN SERVICE QUALITY IN VIETNAM’S TOURIST HOTELS Name of Student: Email of student: Matriculation Number: SEPT ID Number: Mai Hung Manh manhmhvnpt@gmail.com 2182281 VN05-14 First supervisor: Second supervisor: Prof. Dr. Utz Dornberger Dr. Nghiem Sy Thuong 20th May 2012 22nd June 2012 Date of assignment of topic: Date of submission: TABLE OF CONTENT LIST OF FIGURE.............................................................................................. 4 LIST OF TABLE ............................................................................................... 5 ACKNOWLEDGEMENT.................................................................................. 7 ABSTRACT....................................................................................................... 8 CHAPTER 1: INTRODUCTION ....................................................................... 9 1.1. Background ............................................................................................. 9 1.2. Rationale of the research........................................................................ 10 1.3. Research objectives ............................................................................... 11 CHAPTER 2: THEORETICAL FRAMEWORK ............................................. 13 2.1. Literature review ................................................................................... 13 2.1.1. HRM practices........
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...This chapter contains: research design, respondents, instruments, and techniques to be use in the study like questionnaire, interviews, and observation which will be discussed in the latter part of this chapter. RESEARCH DESIGN The researchers will use the descriptive method of this study. The descriptive method is used to describe characteristics of a population being studied. It does not answer the questions about how/when/why the characteristics occurred. Rather it answers the “what” question. RESPONDENTS OF THE STUDY The respondents of the study were 80 HRM students in CSTA, enrolled in the academic year 2013-2014, from first year to fourth year. SAMPLING TECHNIQUE In order to gather the necessary information needed for the research, the researchers used the random sampling technique. RESEARCH INSTRUMENT To gather the necessary data needed for the study, the researcher employed the following instruments: 1. Questionnaire This was the main source of the data gathered. It contained set of specific questions to draw specific response from the respondents to answer the problems stated in Chapter 1. The questionnaire was employed because it is one of the most effective techniques by which information from other people could be obtained. The respondents were asked to check a blank, which corresponds their answer to the questions. 2. Survey Survey is the secondary source of data and will be used to answer the questions detailed on the statement of the problem...
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...Abstract This project was conducted to study the human resource practices that can facilitate the social service organisation to effectively align its employees for efficiently service delivery. For this purpose the HRM theories and concepts as well as the best practices applicable to social service organisations were studied. This facilitated the author to find the strategic role that the HRM can play in engaging the employees and assess how the HR can motivate them and align them towards attaining organisation goals and objectives. The ultimate aim was to evaluate how Leyton health care an elderly home care service provider in London can align its HR and attain its objectives. Interview was held for the managerial level staff and questionnaire was given to the service delivery staff of Leyton Health Care. The total samples used for the study were 12. Out of these 2 were managerial level staff and 10 were service delivery staff. Open ended questions were used for the managerial level participants of the organisation while in case of the service delivery employees, a survey questionnaire which had statements with multiple choice questions i.e., close ended questions were used. The statements that were derived were regarded as themes and the evaluation of results was made by using the method of thematic analysis. Here pie charts were used to indicate neutrality, agreement and disagreement to the statements given. The results of this project indicate that there was...
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...came out to analyze HRM in Malaysia( Osman et al.,2011). Osman et al.’s research aim to examine HR practices among firms in Malaysia by provide HRM history and current HR practices in Malaysia ,examine the trend of HRM practices among Malaysia firms and try to find out the relationship between HRM practices and firm performance in Malaysia. However, although the research is effective to help finding out the link between business and HRM, there are some limitations in this research. These limitation are identified in the definition of HRM, research design, result and result discussion. This paper will identify these limitations and analyze the disadvantages using in this research, then evaluate the limitations. The first limitation in this research is the definition of the HRM. As the research mentioned in the history of Malaysia and current HR practices in Malaysia, the author outlined the time when Malaysia organizations began to use human resource practices, how many HR practices were find, about 11,585,000 people were employed in 2009 and Malaysia suffered a 3% deficit in 2009 because of the world economic crisis( Osman et al.,2011). However, the definition of HRM are not clear, three parts of HRM were included in 2009 which are training and development, performance appraisal management and career planning and development. But no definition was included in current HR practices in Malaysia, it is not clear about HRM, what are the HRM about and how to use HRM and what the consequence...
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...be rightly and appropriately encouraged and motivated. Significantly, these days careful management of this important resource calls for a strategic focus on Human Resource Management (HRM) in the organization. Previous research on HRM widely accepted that employees create an important source of competitive advantage for firms (Barney, 1991; Pfeffer 1994). As a result, it is important that a firm adopt HRM practices that make best use of its employees. This trend has led to increased interest in the impact of HRM on organizational performance, and a number of studies have found a positive relationship between so-called “high-performance work practices” (Huselid, 1995) and different measures of company performance. Furthermore, there is some empirical support for the hypothesis that firms, which align their HRM practices with their business strategy, will achieve superior outcomes (Bae & Lawler, 1999). However, a review of the literature indicates a serious lack of large-sample empirical studies designed to investigate whether extensive use of “high-performance” HRM practices and a good alignment between HRM and firm strategy have positive effects on the performance of multinational companies located in developing countries in Asia, except Malaysia. Moreover, research in the area of strategic HRM has been almost exclusively carried out in the Western world. To fill some of the voids in the...
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...CapraTek Training Program Design: HRM 5015 Leading and Managing Workplace Learning Training Topic Topic Identification The training topic I will design for CapraTek is Sexual Harassment: You make the call. Upon interviewing various supervisors for their different plants I found that overall they are all uncomfortable with their knowledge on laws that affect their associates. Considering that the new plant is being opened in a state where there is a mandatory sexual harassment training law. Strategic Needs Due to the mandatory regulation of this training it is cost effective to use this training as an opportunity to grow our leadership. By having a in person session with our supervising team we can instill leadership behaviors that will help them in other areas of leadership. This seminar will give them the tools needed to solve other law/policy related problems. If we have to spend money let us make sure that we are getting a better return on investment from it. Needs Analysis Currently our company’s objective is to open the plant in Illinois and train our supervising staff accordingly. One major obstacle to this is the mandatory regulation of sexual harassment training by the state. Our supervisor must know what is legally required of them and what we expect from them. Our expectation is that they are able to fully understand what is sexual harassment, what are the signs of it, who to prevent it and...
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...AND PSYCHOLOGICAL CONTRACTS A Thesis presented to The Faculty of the Graduate School At the University of Missouri-Columbia In Partial Fulfillment of the Requirements for the Degree Master of Science by PRIYANKO GUCHAIT Dr. Seonghee Cho, Thesis Advisor AUGUST 2007 The undersigned, appointed by the dean of the Graduate School, have examined the thesis entitled HUMAN RESOURCE MANAGEMENT PRACTICES, ORGANIZATIONAL COMMITMENT AND INTENTION TO LEAVE: THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PSYCHOLOGICAL CONTRACTS presented by Priyanko Guchait a candidate for the degree of master of science, and hereby certify that, in their opinion, it is worthy of acceptance. Dr. Seonghee Cho, Food Science (HRM) Dr. Dae-Young Kim, Food Science (HRM) Dr. Robert Torres, Agricultural Education ACKNOWLEDGEMENTS The thesis could not have been completed without the support of many people who are gratefully acknowledged herein. First of all, I would like to express my sincere gratitude and appreciation to my Committee Chair and Advisor, Dr. Seonghee Cho, for her guidance and support throughout the completion of this thesis and my study at University of MissouriColumbia. Without her mentorship I would not have been able to undertake this thesis and my education at University of Missouri-Columbia. I would also like to thank Dr. Robert Torres who served as my committee member, and without whom I would not have been able to do statistical analysis on my own. I would...
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...Measuring the impact of HRM on organisational performance Anastasia A. Katou University of Macedonia (GREECE) akatou@uom.gr Received September 2008 Accepted December 2008 Abstract: The purpose of this paper is to measure the impact of HRM on organisational performance in the context of Greece. Data were collected from 178 organisations using a questionnaire survey in the Greek manufacturing sector, and analysed using the ‘structural equation modelling’ methodology. The results indicated that the relationship between HRM policies (resourcing and development, compensation and incentives, involvement and job design) and organisational performance is partially mediated through HRM outcomes (skills, attitudes, behaviour), and it is influenced by business strategies (cost, quality, innovation). Thus, the contribution of this study for academics and practitioners is that HRM policies associated with business strategies will affect organisational performance through HRM outcomes. Keywords: HRM policies, organisational performance, Greece 1 Introduction Over the last ten years significant steps forward have been made in identifying the HRM – performance relationship. However, serious gaps in our understanding still remain with respect to the causal ordering of the variables involved in the HRM – performance relationship (Purcell, Kinnie, Hutchinson, Rayton, & Swart, 2003; Wright, Gardner, Moyniham, & Allen, 2005). Specifically, in analysing the impact of HRM on organisational...
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...DEVELOPMENT AND VALIDATION OF A MEASURE THAT EXAMINES ATTITUDES TOWARDS e-HRM PRACTICES by Lisa Shane submitted in part fulfilment of the requirements for the degree of MASTER OF ARTS in the subject INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY at the UNIVERSITY OF SOUTH AFRICA SUPERVISOR: MR H VON DER OHE MARCH 2009 Student number: 33450625 STATEMENT I declare that “DEVELOPMENT AND VALIDATION OF A MEASURE THAT EXAMINES ATTITUDES TOWARDS e-HRM PRACTICES” is my own work and that all sources that I have used or quoted have been indicated and acknowledged by means of complete references. …………………… ..…………………… SIGNATURE DATE (MRS L SHANE) ii ACKNOWLEDGEMENTS So many people have come along this journey of personal and academic development with me. While completing this dissertation, I have had the greatest support and encouragement from many. I would like to express my gratitude to the following people: My wonderful husband, Bryan, who has shown such patience and understanding during this trying time. I would not have been able to accomplish what I have without you holding my hand the whole way through. Thank you for helping me realise that I could do it. My promoter, Mr. Hartmut von der Ohe, who has consistently provided encouragement and support, and given me the extra push that is needed to get through the writing of this dissertation. Also for having the extra energy and pushing me when I had all but given...
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...The Impact of Culture on Human Resource Management Practices: An Empirical Research Finding in Indonesia Suharnomo-Diponegoro University-Indonesia +628156581301 Abstract The objective of the study is to investigate and analyze the influence of culture on human resource management practices. The research is expected to answer the importance question: Are HRM practices influenced by national culture or not? It is generally accepted that the practices of management is considered to be universal until Hofstede (1980:42) published the seminal work: Culture’s Consequences: International Differences in Work Related Value in 1980. Hofstede’s work is the most popular in cross culture management studies so that his framework in national culture will be used in this research. The research was done by using the survey method. The respondents were 108 managers of HRM from the listed companies of Jakarta Stock Exchange 2007. Structural equation model (SEM) with Two Step Model Building Approach is used to test structural theory. It is used to test the hypotheses model statistically to determine the extent to which the proposed model is consistent with the sample data. SEM incorporates both confirmatory factor analysis and multiple regressions to estimate a series of interdependent relationship simultaneously. The results of descriptive analysis indicate that the national culture dimensions tend high for collectivism, power distance, masculinity and uncertainty avoidance...
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...Problems met by Our Lady of Fatima University BS-HRM students in finding a hotel establishment for Practicum 2 SY 2012-2013 A Thesis Proposal Presented to the Faculty of the College of Hospitality and Institutional Management Our Lady of Fatima University In Partial Fulfillment of the Requirements for the Degree of Bachelor of Science In Hotel and Restaurant Management Binlayo, Jhasper G. Adel, John Christian R. Sarmiento, Jeffrey P.\ Manzano, Adrian Rome Taoingan, Jan Iam Guido March 2013 CHAPTER I The Problem and Its Background 1.1 Introduction Early times were all on the job training. It would usually take an entire village to learn how to construct a shelter, when one moved one, he taught his skills to others. It can be an effective training method or it can cause many problems by not providing the skills and knowledge needed by the workers. On-the-job training program is a requirement of a student in every university. This is a stepping stone to serve as an experience for their chosen careers. The focus of this field problem is to know what problems are encountered by HRM students when finding an establishment for their practicum 2 as part of their curriculum. 1.2 Background The researchers came up with the idea of researching about the problems met by Hotel and Restaurant Management students from Our Lady of Fatima University when finding an establishment so that we, as a student who doesn’t have any experiences about field training will...
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...STRATEGIC HUMAN RESOURCE MANAGEMENT A STUDY AND ANALYSIS ON THE BANKING SECTOR OF KHULNA ABOUT EMPLEMENTING STRATEGIC HUMAN RESOURCE MANAGEMENT Date of Submission: 02 August, 2009 Abstract The connection between human resources and performance in firms in the private sector is well documented. What is less clear is whether the move towards managerialism that has taken place within the banking sector in Bangladesh, more preciously on Khulna. The research begins with a review of the literature. In particular the conceptual thinking surrounding the connection between HRM and performance within private banks is explored. HRM plays a part in influencing the direction and shape of the devolving strategy. With business strategy, it might be that strategic HRM is seen as contributing to strategic choice within the organization by either maintaining feasibility or producing a sustained advantage. So, strategic HRM emphasizes the need for Human Resource (HR) plans and strategies to be formulated within the context of overall organizational strategies and objectives, and to be responsive to the changing nature of the organization’s external environment. Introduction In today’s world, bank is one of most essential organization for the society. Any financial agreement or involvement cannot take place without the participation of banks. So without any argument, it can be acknowledged that banks are playing a very important role in the social economy. As the banks are playing such...
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...Title: PERCEIVED HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES AND THEIR IMPACT ON EMPLOYEE MOTIVATION Course: Methods in Business Research Instructor: Fatima Saman Qaisar Semester: Spring 2016 Group Number: 1 Section: 2013 BBA-B Group Members: Ahsan Bashir Gill L13-4761 Tayyab Javaid L13-4713 Humza Humayun L13-4879 Mishall Masood L13-4886 Word Count: 3540 Table of Contents: Abstract: 2 Introduction: 3 Research Questions: 3 Research Objectives: 3 Background: 4 Literature Review: 5 INFLUENCE OF INDEPENDENT VARIABLE ON DEPENDENT VARIABLE: 5 SCHEMATIC DIAGRAM: 6 HYPOTHESIS: 6 Methodology and Data: 7 NATURE OF RESEARCH: 7 POPULATION: 7 SAMPLE SIZE: 7 INSTRUMENT OF DATA DESIGN: 7 MEASURING SCALE: 7 DATA COLLECTION METHODS: 8 LIST OF BANKS 8 Project Management: 9 COST: 9 LIMITATIONS: 9 Interpretation: 10 Frequency 10 Correlation 13 Demographic variables 15 Data Analysis 20 Results: 20 Conclusion: 21 Recommendations: 21 Appendix: 24 QUESTIONNAIRE: 24 Abstract: Employee motivation is a factor of importance these days for all organizations. Every organization is busy in finding a way to enhance employee motivation using HR practices. So we have conducted a study referring to variables effecting employee motivation. We adopted a hypothesis testing approach through survey methodology to find the relationship between different variables. The research is based on hypothesis that is if the employees are satisfied with the HR practices of banks...
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