...Read the Chapter 1-1 Case: "Welcome to the World of 21st Century HRM". Once you have read the case, answer the questions that follow the case text. I have reprinted the questions below to assist you in your answers. You can answer these questions and then “save as” your “username_assignmentname”. For example, if I answered the questions I would then save the case as “jrh4_Case1-1” without the quotation marks. Make sure that you save the file in .DOC(or .DOCX) format. Once you have answered the questions to your satisfaction and saved this document as noted above into a Word document, go to the Blackboard Assignment page for this case and click on “Add Attachments” and upload your file. 1. Does Angie have a right to say what she wants on her Facebook page or in her blog? Why or why not? I feel that, yes, Angie has a right to say what she wants on her Facebook page. Everyone should have the freedom of speech. I also feel that one should take into consideration the consequences and effects it may have on you and/or others, depending on what was said. Opinions and actions are two different things that should be taken into account when giving information publicly. The text did not state the exact reason that Angie was fired. Was it because she called her boss an idiot or because she called in “sick” when she actually had a hangover? It is Angie’s opinion that her boss is an “idiot”. Was it ethical of her to make that remark, no, but do not think that would...
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...head: THE WORLD OF E-HRM Lions…Tigers…and Bears: The World of e-HRM Submitted in partial fulfillment of the requirements for the Degree of Master of Science in Management College of Business & Management Cardinal Stritch University November 29, 2011 Abstract Rapid development and expansion of the internet has boosted the realization and application of e-HRM. Technological optimist assume, that from a technical perspective, the IT possibilities for e-HRM are endless: in principal all HR processes can be supported by IT. This paper aims at giving a clear definition of what HRM and e-HRM actually is, as well as the current uses and technologies utilizing the e-HRM concept. This paper will also discuss some of the pros and cons associated with e-HRM from 4 different perspectives: individual, operational, relational, and transformational. Keywords: e-HRM, HRM, technology, management With the rapid development and expansion of the internet the realization and application of e-HRM has intensified. Technological optimist assume, that from a technical perspective, the IT possibilities for e-HRM are endless: in principal all HR processes can be supported by IT. Surveys of HR consultants suggest that both the number of organizations adopting e-HRM and the depth of applications within the organizations are continually increasing. (CedarCrestone, 2005) In addition, there is anecdotal evidence that e-HRM is becoming...
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...Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business. Human Resource Management Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business. Human Resource Management Contents Introduction 2 PESTEL Analysis 3 The argument 4 Technology 4 Talent management 5 Globalization 6 7’s Model 8 Is Human Resource Management a key part of the future? 10 Conclusions 11 Authors comment 11 Refrences 12 Introduction Human resource management has no future! At least, in the way it has been performing in the past. Human resource management nowadays is not limited with the boarders of their clerical role. Nowadays, human resource management has to deal with such responsibilities as recruitment, training and benefits administration. To make this job easier we use technology to carry these amounts of information and to process them. Furthermore, IT has changed the way we communicate with the employee, how we train them and expanded the possibilities. Nonetheless, it creates a framework for us to deal with them when working with similar issues. In such an easy way, technology has changed the way Human Resource Management is structured. Undoubtable, there are cons as well- it has become harder to keep up with these changes...
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...this paper the author will explain the different trends that human resource management uses for globalization, and technology, also how it may impact the world of e-business. Next the author will explain how diversity may affect the management of the human resource department within certain organization. Lastly the author will talk about the changing role human resource management may take when dealing with e-business and how it is done, and how it may affect the ethical standards of the organizations. About Human Resource Management Firstly, in order to explain the different roles of human resource management or (HRM) the author has to define what human resource means. Now according to "HR Certification Institute" (2010-2012), “Human Resources refers to the individuals and support systems within an organization responsible for personnel hiring and firing, applicant tracking, skills development, training, benefits administration, and compliance with government regulations. Management is all about managing people. All together human resource management means managing the availability of limited and scarce skilled people in the organization” (What is Human Resource Management). In order for the human resource manager to succeed within an organization, HRM has to understand the environment the work is done. The role of HRM is to; (1.) Be the enforcer, which means to make sure that everything is in compliance with state and federal and local laws. (2.) Be a compliance officer...
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...management is in its own world in terms of people management. David guest developed four aspects of human resource management which are strategic integration, flexibility, high commitment and quality. This model is a fusion of aspects that resemble both a hard and a soft approach of HRM. The purpose of this model was to try and distinguish human resource management from personnel management. In his quest to distinguish the 2, Guest suggested that human resource management is unitaristic, individualistic and mutual while personnel management is advisory, compliance oriented, pluralist and collective. Tempting as it may be, human resource seems to promise unrealistic goals. Firstly, Armstrong defines human resources as strategic, intergrated and coherent approach to the management of the organisations most valued asset working there (2009). Rama Rao (2010) defines personnel management as a set of programs functions and activities designed to maximize both personal and competent people. According to Bratton et al 2007 personnel management only focuses on cost minimisation rather than quality of workforce. On the other hand human resource management is manipulative. Wilmo (1993) quoted in Armstrong (2005) that human resources management operates as a form of insidious control. It preaches mutuality but the reality is that it exploits workers whereas human resources in this case is seen as manipulative. More so, human resource management is in the world of its own in terms of people...
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...Resources Challenges: In Relation to Terrorism & Migration In general, human resources management (HRM) is concerned with the personnel dimensions of an organization. There is a set of functions each Human Resources Management department must perform, in order to achieve its objectives. However, the most frequent human resources functions that any typical organization could have are; job analysis and job design, recruitment and selection of employees, employees’ training and development, performance management, compensation and benefits, labor relations, and finally managerial relations. These seven human resource areas and their associated functions contribute to the most common objectives of an adequate quantity of competent employees with high skills, abilities and knowledge that are requisite for satisfying the goals of an organization. HRM is facing a lot of issues due to the instable economy as well as local and international progresses that are occurring rapidly. In the Survey of Global HR Challenges: Yesterday, Today and Tomorrow, several challenges for HRM were revealed. This survey concluded that "despite national and regional differences, there was remarkable unanimity” and unveiled the following HRM challenges among others: change management, leadership development and organizational effectiveness. In addition to these global challenges, HRM is facing some geographically exclusive challenges in the Middle East as well, such as: staffing – finding skilled...
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...Performance Appraisal of Beximco Textiles Ltd. Submitted to Ms. Parvin Agaz Course Teacher Manpower Planning & Personnel Policy University of Development Alternative (UODA) Submitted by : Arefur Rahman ID – 9MBA 050175 Sk.Md Jahirul Islam ID – 9MBA 050178 Shifunnessa ID – 9MBA 050200 ________________________________________________________ UNIVERSITY OF DEVELOPMENT ALTERNATIVE Letter of Transmittal May 10, 2007 Ms. Parvin Agaz Course Teacher Manpower Planning & Personnel Policy University of Development Alternative (UODA) Dhaka Dear Madam, Here is the report on, Performance Appraisal of Beximco Textiles Ltd. This report is assigned us by you. We think that it is an important report for us because it increases our knowledge in practical matters in the field of Performance Appraisal. This knowledge will help us in the long run. We prepare this report in a very short duration, there was some limitation also. But we tried our best to make it as a complete one. Lot of thanks to you to give us a chance to prepare such a practical life related and challenging report. Sincerely yours, Arefur Rahman ID – 9MBA 050175 ------------------------- Sk.Md Jahirul Islam ID – 9MBA 050178 ------------------------- ...
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...assignment, we were given a task to prepare an essay on critical assessment of different approaches to Human Resource Management. Namely the “hard” and “soft” HRM practices identified by Storey (1989). One of the aspects from which the HRM practices will be valued is employer’s attitude towards employees. As those practices are completely different in nature, the way how management treats their workers distinguishes a lot. Therefore, comparative analysis will identify the contrast between the styles. Another aspect from which the HRM practices are going to be assessed is a pay scheme followed in each type of management. Introduction Human Research Management as a practice and tool to manage employees in the organization evolved quite recently. The predecessor of HRM is personnel management, which came into formation due to industrial development around the world. Since the beginning of 20th century many organizations opened personnel departments, which had many responsibilities such as managing payroll, hiring and firing employees. Further tasks of this department in the organizations were to introduce new law requirements, implementation of different social and workplace safety rules. According to Guest (1998) transformation of PM into human resource management began in the end of 20th century. The main reason for development of HRM was shift of western economies towards the services economy. Therefore, quality of services became the competitive advantage for many organizations....
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...and what is the purpose and goal of each type of organization. The definition of a global organization from our text is an organization that operates on a global scale(Thomas, D.C. and Lazarova, M.B. 2014.) An example of a global organization is the World Health Organization. Which an organization which is in charge of directing health authority within countries that are part of the United Nations. The World Health Organization is an organization that operates globally and has a goal of getting aid and medical assistance to all who need it. The organization has a large number of employees that come from all over the world and also help people of many cultures. A multinational organization is one that has to do business in multiple environments and they all need to be controlled(Thomas, D.C. and Lazarova, M.B. 2014.) This usually means the organization has many subsidiaries in multiple countries. An example of a multinational organization is Coca-Cola which is headquartered in Atlanta, Georgia but has many bottling plants and subsidiaries all over the world. Many consulting firms are multinational organization like Accenture which is also headquartered in the United States of America but has many offices around the world. International organizations are organizations that have international membership or an international scope(Thomas, D.C. and Lazarova, M.B. 2014.) These organizations like the global and...
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...Technology, Yola ABSTRACT This paper introduces the development of Human Resource Management (HRM) from a historical perspective and explains the debate between HRM and personnel management. Thus, the paper identifies the historical developments and their impacts on HRM, outlines the development and functions of HRM, explains the differences between HRM and Personnel Management, evaluates ‘hard’ and ‘soft’ approaches to HRM, illustrates how diversity is an issue in Human Relations (HR) practice and finally considers HRM as an international issue. It concludes with a discussion about ‘hard’ and ‘soft’ models of HRM and its implications for the human resource manager. INTRODUCTION The term "human resource management" has been commonly used for about the last ten to fifteen years. Prior to that, the field was generally known as "personnel administration." The name change is not merely cosmetics. Personnel administration, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned the technical aspects of hiring, evaluating, training, and compensating employees and was very much of "staff" function in most organizations. The field did not normally focus on the relationship of disparate employment practices on overall organizational performance or on the systematic relationships among such practices. The field also lacked a unifying paradigm. HRM developed in response to the substantial increase in competitive pressures American business...
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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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...understanding of the relationship between human resource management (HRM) and organizational effectiveness (OE) has evolved during the past three decades and to provide examples how firms are using HRM to improve their OE today by addressing several challenges that result from a broader stakeholder model. Design/methodology/approach – This paper reviews the past and current work on the relationship between HRM and OE. Findings – This findings indicate that the relationship between HRM and OE is very different when comparing the past with the current work on the relationship between HRM and OE. A major reason for this is the current work on OE uses the multiple stakeholder model that accounts for many more stakeholders than the past work. Practical implications – Human resource (HR) professionals have the opportunity to demonstrate many ways by which HRM can influence OE, and not just solely on the basis of firm profitability. Thus the use of the multiple stakeholder model today offers the HR professional and the HR profession many more opportunities to demonstrate their importance and impact. Originality/value – A systematic review and comparison of the past and current relationship between HRM and OE using the multiple stakeholder model have not been using both the viewpoints of both academics and practitioners. Keywords Human resource management, Organizational effectiveness, Multiple stakeholders Paper type General review HRM and OE...
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...They are also recognizing that doing so, however, cannot be done without recognition and incorporation of the global context. It is virtually impossible to read a business periodical or newspaper anywhere in the world without seeing stories detailing the success of a company due to how effectively it manages its people. As the environment becomes more global, managing people also becomes more challenging, more unpredictable and uncertain and more subject to rapid change and surprise. Thus what we are witnessing within human resource management (HRM) is the rapid appreciation for and development of all aspects of global and international activities and issues associated with and affected by HRM. And because the importance of managing people effectively in the global context is so great, many companies are devoting a great deal more time, attention, skill, and effort into doing it well. To be successful, many firms have to compete on the global playing field because the costs associated with the development and marketing of new products are too great to be amortized only over one market, even a large one such as the USA or Europe. Knowledge of conditions in a variety of countries and knowledge of how to manage both within and across them is the essence of international HRM. Differences between Domestic and...
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...role? 4. INTRODUCTION There has been a dramatic shift in the role of human resource management (HRM) in recent decades. Traditionally, the HR function has been viewed as primarily administrative, focusing on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich, 2001), with the basic premise that improvements in individual employee performance will automatically enhance organizational performance. In the 1990s, an emphasis on strategy and the importance of HR systems began to emerge. Both researchers and practitioners began to recognize the impact of aligning HR practices with organizational strategy. HR has now emerged as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are closely aligned with each other and also with the overall strategy of the organization. This new approach of managing human resources has introduced a more strategic role of HRM in an organization. Globalizations, technological advance, changes in the nature of work, changes in workforce demographics are the factors that demand more strategic role of HRM in management. In order to play a more strategic role as a HR manager you need to involve in many tasks like creating strategy execution role, creating formulation execution role, creating a strategic HRM system, creating high-performance-work system, translating strategy into HR policy & practice, and...
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...Journal of Chinese Human Resource Management Emerald Article: Chinese HRM in action: an interview with Wayne Chen of Hay Group China Boyi Wang Article information: To cite this document: Boyi Wang, (2011),"Chinese HRM in action: an interview with Wayne Chen of Hay Group China", Journal of Chinese Human Resource Management, Vol. 2 Iss: 1 pp. 61 - 68 Permanent link to this document: http://dx.doi.org/10.1108/20408001111148739 Downloaded on: 04-05-2012 References: This document contains references to 2 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 1212 times. Access to this document was granted through an Emerald subscription provided by UNIVERSITY OF SUSSEX For Authors: If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service. Information about how to choose which publication to write for and submission guidelines are available for all. Additional help for authors is available for Emerald subscribers. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com With over forty years' experience, Emerald Group Publishing is a leading independent publisher of global research with impact in business, society, public policy and education. In total, Emerald publishes over 275 journals and more than 130 book series, as well as an extensive range of online products and services. Emerald is both COUNTER 3 and TRANSFER compliant...
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