...Unit: | Unit 16: Human Resource Management in Business | Learner Number | | Assessor | Cedainne Hart | Learner Signature | | Learning Outcomes | 1 Know the factors that are involved in human resource planning in organisations2 Know how organisations motivate employees3 Understand how to gain committed employee cooperation4 Understand the importance of managing employee performance at work. | Issued | | Date | | Submission Date | | Received By | | Review Period | | | | | Progress of the student | | | Date / Signature | | UNIT DESCRIPTION Human resource management is a dynamic activity in any organisation as it takes place against a changing economic, technical, legal and social background. It is important for learners to appreciate that effective human resource management means getting the best out of the people who work for an organisation in order to ensure the organisation fulfils its purposes, whether it is a football club winning the premiership, or a hospital increasing the success rates for medical operations. Many organisations say that their employees are their most valuable resource because of their skills, knowledge and attitudes. As labour is both an expensive and valuable resource, it is important to ensure it is planned and that the best value is obtained from employees contributions. Human resource managers have to plan their human resource requirements against a background of internal and external factors which are dynamic...
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... The study focuses on the human factors affecting the high performance of faculty members in university. The subjects provided in this chapter helped in obtaining the objectives of the study. Several studies had proven that there was actually an existing problem on the performance of employees in Cavite State University. An employee must be a communicator, a leader, a role model, and a collaborator. Each individual member of a team should understand exactly what their responsibilities and expectations are, and as their supervisor, an employee should work to help them reach those goals. Some people find performance management to be a difficult role to play. Some people in particular have difficulty when it comes to evaluating performance. But when it’s done well, performance management is about partnership and motivation at work. If it’s done from this perspective, there is nothing to be uncomfortable about. When this perspective is shared with your employees and they learn to see it that way, performance management becomes a powerful tool that helps your team to become more successful. (Tschiesche, 2013) Measuring performance is of great importance to an incentive plan because it communicates the importance of established organizational goals. “What gets measured and rewarded gets attention” (Bohlander et al, 2001). In discipline of human resource management, different writers suggest the following indicators for measuring employee performance and they include: quality that...
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...16: Human Resource Management in Business Unit code: K/502/5445 QCF Level 3: BTEC National Credit value: 10 Guided learning hours: 60 Aim and purpose The aim of this unit is to introduce learners to methods of managing human resources in the workplace. Learners will use their knowledge of relevant human resources management theory and link it with current human resource management practices in organisations. Unit introduction Human resource management is a dynamic activity in any organisation as it takes place against a changing economic, technical, legal and social background. It is important for learners to appreciate that effective human resource management means getting the best out of the people who work for an organisation in order to ensure the organisation fulfils its purposes, whether it is a football club winning the premiership, or a hospital increasing the success rates for medical operations. Many organisations say that their employees are their most valuable resource because of their skills, knowledge and attitudes. As labour is both an expensive and valuable resource, it is important to ensure it is planned and that the best value is obtained from employees contributions. Human resource managers have to plan their human resource requirements against a background of internal and external factors which are dynamic and constantly changing. The first part of this unit introduces learners to the factors that influence human resource ...
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...(Higgins, 1994); and the will to achieve (Bedeian, 1993). Organisations exist to achieve corporate objectives and employees working in those organisations aide in achieving those objectives by working towards their individual goals and targets. In an ideal world, if every individual was providing his best performance then organisational goals would be met sooner too; however in the real world it is often not the case. Organisations lag behind and more often than not the reason is a demotivated staff. An understanding of the basic human nature is important for effective employee motivation in the workplace and also for effective management and leadership. Struggling with your essay? We can help! We can help get your coursework back on track, take a look at our services to learn more about how we can help. Custom Written Work Guaranteed on Time Get The Grade You ordered In today's business world with rapid changes happening all around, it has become even more important for managers to motivate their staff and help their staff in optimising their performance. Besides, research and observation proves that motivated employees are more creative and productive in the work place. Several theories of motivation have been presented...
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...Human resource management is a management of a workforce of an organizations. Now it is a good subject for students and a good skill for companies. Both human resource management practices and 'human resource bundles' result to superior outcome for organizations, and human resource management practices have more affect on outcome for organizations than human resource bundles. Some scholars think that human resource management practices have on organizational performance have a positive effects (Arthur JB, 1994). Many large companies use human resource management practices and have some good effect. Although human resource management creates some negative issues for some companies, it is a good model for other companies to follow because it have many advantages. Human resource management practices in term of theoretical and empirical academic studies will be discussed below. With the resource based view, strategic human resources management theory continuously Evolution, people realized, and contract with single human resource management activity, human resources management practice is complete of mutual complement and interdependent activity structure and imitate human resources management practice is almost impossible (Boxall, 2007). Therefore, thete is a theory basically formed: human resource management practice have some advantages for enterprise sustainable competitive. Nevertheless, many research mainly solve that enterprise should be how to implement human resource management...
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...great impact on the way employees perform in an organisation. If employees do not enjoy their work, it will affect the success of the organization’s goals. As an internal drive to satisfy unsatisfied needs, motivation can direct individuals’ behavior to satisfy those needs. Hence, the employer must understand what employees need and how to achieve those needs. To be effective, the employer needs to understand what motivates employees within the context of the roles they perform. Different people are motivated by different factors because individuals differ in the level of their needs. Some employees may want more income but others may require a more interesting and challenging job. In today’s world, it seems that money has become less of a motivator. The employee’s request is more than just good wages. They now do require some benefit and flexibility to bring their work and personal life together. A good working relationship with colleagues, as well as the opportunity for growth is a must. It becomes the employer’s responsibility to involve employees in the business and let them know that the employer appreciates their ideas and suggestions. Knowing what it takes to do what is right for employees can help a business succeed. Accordingly, motivating staff is part of an employer’s responsibility to attract and retain employees. The motivation process will help maximise the ability of human resource and develop sustainable management strategies for the organisation seeking success...
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...IBIMA Publishing Journal of Human Resources Management Research http://www.ibimapublishing.com/journals/JHRMR/jhrmr.html Vol. 2011 (2011), Article ID 598896, 20 pages DOI: 10.5171/2011.598896 The Adoption of Strategic Human Resource Management Practices in Commercial Banks: The Process and Challenges in Kenya George O. Omondi1, Peterson Obara Magutu2, Cliff Ouko Onsongo3 and Linda A. Abong’o4 1 Department of Business Administration, School of Business, University of Nairobi, Nairobi - Kenya 2 Department of Management Science, University of Nairobi, Nairobi - Kenya 3 School of Business, Jomo Kenyatta University of Science and Technology, Nairobi - Kenya 4 Central Bank of Kenya, Nairobi - Kenya ______________________________________________________________________________________________________________ Abstract Developing an effective human resource system that is compatible with organizational strategy is critical for the functioning and success of an organization in the competitive business arena. The main objectives of the study were to establish the extent of adoption of strategic human resource management practices among commercial banks in Kenya; and to determine the factors that influence adoption of strategic human resource management practices by commercial banks in Kenya. The research questions were systematically generated from the objectives. In the data analysis, descriptive statistics and factor analysis were used to help draw comparisons and...
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...IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE: (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK Supervisor: Dr. J. Mwita A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 ABSTRACT The study aims at assessing the impact of employee motivation on organization performance so as to help the organization know the contribution of motivation to them. This study will be carried out at Coca-Cola Kwanza Company limited at Dar es Salaam Tanzania. The study have the objectives of assessing various motivational packages for the staff of Coca cola Company Limited, to determine which of these motivational packages influence staff performance at Coca Cola Kwanza Company Limited, to assess the effect of motivational packages on corporate performance at Coca Cola kwanza Company limited, and to examine the motivation strategies of motivating employees The study is expected to help employers to determine...
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...-----------------8 2.4 The factors that will affect employees to retain--------------------------------9 2.5Relationships between retention rate and performance of the company-10 3.0 OBJECTIVE OF THE STUDY 13 4.0 METHODOLOGY 15 5.0 FINDINGS 17 6.0 DISCUSSION 28 7.0 LIMITATION 33 8.0 RECOMMENDATION 35 9.0 CONCLUSION 37 10.0 REFERENCES 38 11.0 APPENDIX 39 1. INTRODUCTION Human resources are comprised of individuals in the workforce of an organization. In the article by Rishma Vedd, and Reza Kouhy. (2001), Management Accounting & Strategic Human Resource Management, Wright & McMahan (1992) had defined human resources as the pool of employees under the firm’s control in a direct employment relationship. In a more simple word, human resources also known as labors, which is one of the four factors of production. An organization’s human resources should be managed to maximize return on investment in the organization’s human capital and minimize financial risk by aligning skilled and qualified individuals to the organization’s ongoing and future business plans. According to article by Rishma Vedd, and Reza Kouhy. (2001), Management Accounting & Strategic Human Resource Management, Human resources management is needed in order to achieve organization’s goals. Since there is no universal agreement on the meaning of Human Resources Management, many definitions are available. Armstrong (1995) had defined Human Resources Management as a strategic...
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...In this essay human resource management and its developmental history is going to be presented. The two models ‘The Guest Model’ and ‘The Storey model of HRM’ are discussed along with its application into the hotel industry. The growth and development of each and every industry depends upon certain factors or resources such that human resources, financial resources etc. The most critical factor among them is human resources factors. So to manage them properly, there is need of certain theories and practices. To handle these factors, management that is called human resources management is used (Price, 2011) Human resources management is collection of the strategies that are designed and implement to manage people to achieve the goal and objectives of the business. The strategies include the growth of policies and processes to maintenance of human resources Mullins (2010). Workers or employees are considered as critical factor to achieve the competitive advantages. Corporate strategies are integrated by using HR practices and in this context HR manager or specialist organise all the activities efficiently Bratton and Gold (1999) Now days working environment and relationships among employees and employers have been changed because of the impact of globalisation and competition all over the world. These changes are result of emergence of human resource management. Human resources can handle these types of situations so there is need to manage them in progressive manner (Redman...
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...Coventry university Business school Human Resources Management M47BSS COURSE: MBA Management Best Practice VS Best Fit A Case study of United Bank for Africa (UBA) By Name: Foluso Akintunde Fapohunda Student Id: 5471799 Contents 1.0 INTRODUCTION 2 2.0 LITERATURE REVIEW 4 2.1 Human Resources Management (HRM) 4 2.1.1 Best Practice as an Approach in HRM 4 2.1.2 Characteristics of best practice 5 2.1.3 Advantages of Best Practice: 6 3.0 ANALYSIS AND DISCUSSION 9 3.1 Distinct Human Resources Practice: 9 3.2 Hofstede Model of Cultural Dimension: 10 3.2.1 Power Distance: 10 3.2.2 Uncertainty Avoidance: 10 3.2.3 Individualism: 11 3.2.4 Masculinity: 11 3.3 HRM Best Fit Model 11 3.4 Differences between Best Practice and Best Fit 12 3.5 Key Issues in Implementing HRM Strategies 13 4.0 CONCLUSION 14 5.0 RECOMMENDATION 15 REFERENCES 16 1.0 INTRODUCTION The battle for survival among companies such as in the banking Industry in Nigeria has led to the liquidation, amalgamation, merger and acquisition of banks. This in effect brought down the number of banks in Nigeria to 25 solid banks (Gunu, 2009). The manufacturing and aviation industries have also incorporated the adoption of many principles, plans, forecast and strategy practices in the day to day trading activities. So many authors have written different reviews and articles on Best Practice and Best Fit as strategic tools of achieving the...
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...1.1 Personnel management and Human resource management. 3 1.2 The functions of human resource management (HRM) in the Enterprise Rent A car 4 1.3 The roles and responsibilities of line managers in the HR department of Enterprise Rent-A-Car 5 1.4 Analyse the impact of UK legal and regulatory framework on human resource Management 6 Task 2 2.1 Analyse the reasons for Human Resource planning for Enterprise Rent A Car: 7 2.2 Outline the sages involved in planning its human resource requirements 8 2.3 Compare the recruitment and selection process of for Enterprise Rent-A-Car 10 2.4 Evaluate the effectiveness of the recruitment and selection techniques of the two 11 companies discussed above. Task 3 3.1 Assess the link between motivational theory and reward at Enterprise Rent-A-Car 12 3.2 Evaluate the process of job evaluation and other factors determining pay 13 3.3 Assess the effectiveness of reward systems in two different work contexts 14 3.4 Examine methods that are being used by businesses to monitor employee performance 15 Task 4 4.1 Identify the reasons for cessation of employment with Enterprise Rent-A-Car 16 4.2 The Exit procedures in two different organisations. 17 4.3 The impacts of the UK regulatory framework on employment cessation arrangements 17 Reference 19 Task 1 1.1 Personnel management and Human resource management. Since...
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...Running Head: Leadership and Supervising Influence in Human Service Programs Leadership and Supervising Influence in Human Service Programs Leadership and supervision in the Human Service field is about the person who assigns roles, organizes, schedules, and makes the final decision on behalf of the organization. The Alfred Kadushin model of supervision has influenced many great leaders to follow his approach to supervising others. Learning team B, will discuss the three different roles of the leadership model followed by the key elements of the supervisory process, challenges supervisor face as well as job factors that influence job design, hiring, training, and performance appraisal. Lastly, team B will discuss the most common challenges being supervised or supervising others. Identify the three roles of the leadership model—manager, mediator, and mentor. Managers, mediators, and mentors are roles people take on to try to help assist people. The role of a manger is taking on control of a certain unit, division, or business. Managers have many responsiblities in maintaining the business. The role of a mediator is kept neutral between the two parties in settling their disputes. A mediator will facilitate communication between disputants, and assist parties in reaching a mutually resolution of their dispute. Mentors try to maintain relationships to help provide resources the people needs. Manager, mediators, and mentors number one goal is to share their knowledge. ...
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...Performance Appraisal system Performance appraisal is a system of review and evaluation of an individual or team’s job performance. An effective system assesses accomplishments and evolves plans for development. Performance management is a process that significantly affects organizational success by having managers and employees work together to set expectations, review results, and reward performance. Its goal is to provide an accurate picture of past and / or future employee performance. To achieve this, performance standards are established. I. The Performance Appraisal Process Many of the external and internal environmental factors previously discussed can influence the appraisal process. Legislation requires that the appraisal systems be nondiscriminatory. The labor union might affect the appraisal process by stressing seniority as the basis for promotions and pay increases. Factors within the internal environment can also affect the performance appraisal process. The type of corporate culture can serve to help or hinder the process. Identification of specific goals is the starting point for the PA process. After specific appraisal goals have been established, workers and teams must understand what is expected from them in their tasks. Informing employees of what is expected of them is a most important employee relations task. At the end of the appraisal period, the appraiser observes work performance and evaluates it against established performance standards. The evaluation...
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...Contents Introduction in nawaloka construction Nawaloka Construction Company is a truly Sri Lankan construction organization that could offer multi-disciplinary service to suit your requirements and which has been in existence for over 65 years. It has the Category M1 for Building Works and Highways in the ICTAD Grading and is a Member of the NCCASL. It has the capacity to handle any type of construction work namely Piling Work of any magnitude, High rise Buildings & Factory Buildings, Land Development & Irrigation Works, Roads & Bridges, Water Supply Schemes & Elevated Water Tanks etc. It has a qualified and experienced staff in-house and the construction sites are well supervised and managed until the projects are completed. It has always met the requirements of the Clients and the Consultants and has proven it by completing the Projects on time to their entire satisfaction. The year was 1942, a turbulent period, the second world war was raging in Europe, the country under British occupation, industry in the modern sense was virtually non existent, the local entrepreneur class in a formative stage. This was the prevailing atmosphere when Deshamanya H.K. Dharmadasa made his entry in to the field of business in Sri Lanka. Nawaloka Timber Stores came into being and very soon made a household name in the country. Under his able stewardship and also with the assistance of his two sons, Nawaloka has grown into a group of companies covering many fields including...
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