...HR - Assignment I Case Study- Time of India SUBMITTED BY Sumit Harwani Roll No – 39451 Symbiosis Institute Of Business Management Pune [Constituent of SYMBIOSIS INTERNATIONAL UNIVERSITY - Accredited by NAAC with 'A' Grade] Established under section 3 of the UGC Act, 1956 vide notification No. F 9-12/2001-U 3 of Government of India] Symbiosis Institute Of Business Management Pune [Constituent of SYMBIOSIS INTERNATIONAL UNIVERSITY - Accredited by NAAC with 'A' Grade] Established under section 3 of the UGC Act, 1956 vide notification No. F 9-12/2001-U 3 of Government of India] Introduction The article unfolds the story of an icon – The Samir Jain, who played a pivotal role in transforming the fate of India’s biggest Publishing House- The Times of India Group. The article is full of anecdotes which depict the journey of evolution of the group under Samir Jain’s flagship. Samir with his unconventional ideas turned a publishing house into Marketing Organization and transformed the organization into country’s most profitable companies. This success story also has some pockets of failures in between, but still it managed to reap profits by a factor of 111000 %. Samir evolved as a true leader who helped the group analyze its challenges and help them come to terms with attitudinal shifts to respond to the environmental challenges. Real Leadership’ does not stop at just analysis and interpretation. It also provides valuable practical tools...
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...Global Journal of Human Resource Management Vol.3, No.3, pp.58-73, May 2015 Published by European Centre for Research Training and Development UK (www.eajournals.org) HISTORY, EVOLUTION AND DEVELOPMENT OF HUMAN RESOURCE MANAGEMENT: A CONTEMPORARY PERSPECTIVE Kipkemboi Jacob Rotich1, Moi University, School of Human Resource Development, Department of Development Studies, P.o Box 3900-30100, Eldoret, Kenya. ABSTRACT: Various attempts have been made towards tracing the historical development of the discipline of Human Resource Management (HRM). However, these initiatives have largely been concentrated on certain specific periods of time and experiences of specific countries and regions such as Australia, the USA, the UK and Asia (Nankervis et.al, 2011; Kelly, 2003; Ogier, 2003). This paper attempts to document the entire history of the discipline of Human Resource Management from a holistic perspective. The evolution and development of HRM will be traced right from the pre-historic times through to the postmodern world. Major characteristics in the evolution and development of HRM will also be examined and documented. KEYWORDS: Human Resource Management (HRM), evolution, history INTRODUCTION Defining Human Resource Management (HRM) According to Armstrong (2006) Human Resource Management (HRM) is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively...
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...Human Resource Management is a consistent and productive approach towards the management of employees who are ‘valued assets' to the organization. And managing resourceful humans requires a constant balancing between meeting the human aspirations of the people and meeting the strategic and financial needs of the business. Hence linking the HRM more explicitly to the strategic goals to improve the business and foster innovation and flexibility, thus serves the overall purpose. As the UK focuses on the challenges to build a new growth model based upon its exceptional economic and social strengths, it has to become more productive and more competitive. Thus, if the UK’s recovery is to become sustainable, policy action on a broad front is required. There are various practices and measures that are being introduced by the government of UK to produce or maintain an effective workforce as a few are mentioned below: • Assessments: Every business is different, varying in factors such as their size, product or service, or technical complexity. Yet there are enough common characteristics to make a process of self-assessment a valuable one. By looking at its performance against metrics such as Key Performance Indicators, or other measures such as customer satisfaction or quality of leadership, a business can examine its capability at an organisational and an individual level. It can then identify the type of skills, knowledge, understanding and experience required to undertake current...
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...THE MANAGEMENT OF HUMAN CAPITAL IN NEWLY ELECTED OFFICIALS IN LOCAL AUTHORITIES IN GREATER LONDON 1. Introduction: A new term for managing employment is Human Resource (HR) has gained rapid and widespread acceptance in worldwide. But still there is some ambiguity remains in between HR and traditional Personnel management. HRM’s main principle is “our human resources are our most important asset”. Others emphasize that it is all about matching employment practices to an organization’s strategy. Since the mid- 1980s, HRM has become very popular in the UK- in job titles, in conference programmes, in business courses in universities and colleges, and in the titles of lecturer posts, although the field of HRM is still in the process of forming (Hendry C., 1995). HRM is the role within an organization that spotlights on staffing of, management of, and given that direction for the people who occupied in the organization. The United States appears to be strewn with evidence of managerial failure. Whole industries – autos, steel, consumer electronics and others – have decreased victim to more aggressive, more efficient overseas competitors. The American economy is afflicted with stagnating productivity, high unemployment and the debilitating combination of surging inflation and high interest rates. The average age of the nation’s plant and equipment is about 20 years, twice as old as Japan’s. The rate of investment in research and development, the rate of new...
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...The UK government is playing a big role in the training and developing human resources in both private and public sectors. they conduct training programs with expert trainers to help firms at biggest level developing their human resources .they contribute much in the UK economy as one of the biggest retail stores ,so that performance and efficiency would be an advantage to the economy. And for those issues the HK government took a biggest responsibility in developing human resources, and tried to generate self-motivated learning by the employees to achieve a livelong learning .this helps the organization to gain a stable condition for a long term. Also the organization may not be able to invest in a high amount training ,and then they can benefit from the government support to their human resources development. Successively the industries are blooming quickly and gaining HR effectiveness, and this helps the firms to be in a good position for a highly competitive market . The level of competency and knowledge in the world is getting bigger every day, therefore the public and private firms in UK are committing more and more to improve their employee’s skill, knowledge or quality of service. The private firms in the UK focus on customer service, working environment and how the make it best. Public sector as well is working on its human resource development by making standards for consumers. The competency movements are an effective and essential part of learning...
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...HUMAN RESOURCE DEVELOPMENT IN PUBLIC SERVICE Executive Summary “Maldives has a young civil service and high number of employees is employed at lower categories. These employees require technical skills in most of the policy implementing areas. However, as technical training opportunities are less in Maldives and to train employees abroad is expensive, there is a high demand for training and retraining for employees in Public Service.” Civil Service Commission’s Final Draft, Report and Strategy, 2010, pg14. In order to improve the effectiveness and the productivity of the civil service of the Maldives, it is important to do training needs analysis and cater effective training programs that can be given in the Maldives to increase their capability. The report is based on the Human Resource Development in public / civil service of the Maldives. The report outlines the analysis of training needs of the public service employees, planning and designing of training programs and their evaluations and a research on the role of UK government in Human Resource Development. In order to effectively complete this report, I have gathered information from various internet sites and the references of those sites have been shown under the heading Bibliography and References in page: 21. To complete task 1 and 2, I have interviewed civil service employees of different levels working in the AA. Atoll Hospital, AA. Atoll Education Centre, Secretariat of the North Ari Atoll and the Ministry...
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...Assignment On “HUMAN RESOURCE DEVELOPMENT” Submitted by: Ronke Taiwo Adeeyo EXECUTIVE SUMMARY Learning process is contrasted according to individual to individual. There are different sorts of learning procedure including auditory, visual, material procedure. Ultimately, anybody can pick the fitting one for them and in addition ensure the legitimate advancement of them. Stuff likewise can create by the preparation process. Here the preparation procedure of Green and Company will examine where the organization gives legitimate preparing to its workers and also appropriately assess the framework. UK government gives enough help to the preparation and additionally advancement project of Green and Company. Contents EXECUTIVE SUMMARY 2 INTRODUCTION 5 TASK-1 5 Q 1.1 COMPARING DIVERSE LEARNING STYLES (AC 1.1) 5 Q 1.2 CLARIFY THE ROLE OF THE LEARNING CURVE AND SIGNIFICANCE OF THE TRANSFORMING LEARNING IN THE WORKPLACE (AC 1.2) 7 Q 1.3 REVIEWING THE ASSISTANCES OF LEARNING STYLE AND THEORIES WHEN ARRANGING AND PLANNING IN AN OCCASION. (AC 1.3) 10 TASK-2: 11 Q 2.1 COMPARING THE TRAINING ESSENTIAL FOR THE STUFFS IN DIVERSE LEVEL OF THE SPECIFIC ORGANIZATIONS (AC 2.1) 11 Q 2.2 ANALYSIS THE COMPENSATIONS AND SHORTCOMINGS OF TRAINING PROCEDURES OF ASSESSING THE COMPANY. (AC 2.2) 12 Q 2.3 USAGE OF METHODICAL ATTITUDES TO DESIGN TRAINING AND GROWTH FOR A TRAINING EXPERIENCE FOR THE ORGANIZATIONS (Q2.3) 13 TASK-3 14 Q 3.1 MAKING AN ASSESSMENT UTILIZING APPROPRIATE...
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...selection 3. Training and Development 4. Equal Opportunities and Managing Diversity 1. Introduction to First Group and First TransPennine Express FirstGroup plc is the leading transport operator in the UK and North America with revenues of over £6 billion a year. FirstGroup employ more than 130,000 staff and transport some 2.5 billion passengers a year. The Group is the biggest bus and rail operator in the United Kingdom, running more than one in five of all local bus services and operates one quarter of the UK passenger rail network. FirstGroup operates four passenger franchises (First Capital Connect, First Great Western, First ScotRail and First TransPennine Express) and one open access operator (First Hull Trains). First TransPennine Express (FTPE) runs inter-city train services on three main routes across the North of England. FTPE link Liverpool and Manchester with Leeds, York and the North East, with Sheffield and Doncaster, and with the Lake District and beyond. In December 2007 FTPE rail network expanded to link Manchester with Glasgow and Edinburgh. 2. Recruitment and selection Applicants should have a look at the FirstGroup Careers website where they can find all current vacancies both in First TransPennine Express and other FirstGroup businesses in the UK. Applicants will be prompted to apply for UK Jobs. They will need to set up an account using an email address. This will allow the Human Resources department to contact applicants...
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...Construction skills development in the UK: transitioning between the formal and informal Paul W Chan Northumbria University, Newcastle upon Tyne, UK paul.chan@unn.ac.uk ROBERT C MOEHLER Northumbria University, Newcastle upon Tyne, UK robert.moehler@unn.ac.uk RESEARCH REPORTED HERE IS PART OF A WIDER STUDY THAT SEEKS TO EXAMINE THE PRACTICES INVOLVED IN ENCOURAGING AND ENABLING EMPLOYERS TO ENGAGE WITH THE SKILLS DEVELOPMENT AGENDA. A SERIES OF EXPLORATORY INTERVIEWS AND ETHNOGRAPHIC OBSERVATIONS REVEAL POTENTIAL DISCONNECTIONS BETWEEN SKILLS POLICIES AT THE GOVERNMENTAL LEVEL AND WHAT ACTUALLY HAPPENS IN EMPLOYER PRACTICES REGARDING SKILLS DEVELOPMENT. ON THE ONE HAND, THE FORMAL EDUCATION AND TRAINING SYSTEM FOCUSES ON SUCH TARGETS AS THE ATTAINMENT OF NARROWLY-DEFINED OCCUPATIONAL STANDARDS, LEVELS OF COMPETENCE, AND QUANTITATIVE PERFORMANCE MEASURES LIKE COMPLETION RATES. ON THE OTHER HAND, THE SOCIALISED CONCEPT OF SKILLS DEVELOPMENT TAKES PLACE INFORMALLY AT THE WORKPLACE THROUGH ON-THE-JOB TRAINING AND MENTORING RELATIONSHIPS BETWEEN SENIOR AND JUNIOR EMPLOYEES. BOTH THE FORMAL AND INFORMAL SYSTEMS APPEAR TO CO-EXIST ALONGSIDE EACH OTHER, ALTHOUGH TENSIONS ARE MOUNTING IN TERMS OF CONFIDENCE THAT EMPLOYERS AND THE WIDER INDUSTRY PLACE ON THE EFFICACY OF THE FORMAL SYSTEM. Keywords: informality, skills development practices, skills policy, training and education. INTRODUCTION The UK construction industry faces an enduring problem of skills shortages...
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...Human Resource Management Table of Contents Consultant Report 1 2 Introduction 2 Human Resource Theories and Current Market Place Trends 5 Human Resource Theories 5 Current Market Place Trends 9 Strategies To Be Implemented For The Next Ten Years 11 Recommendations 12 Conclusion 13 References 14 Consultant Report 2 17 Introduction 17 Human Resource Theories and Current Market Place Trends 19 Human Resource Theories 19 Current Market Place Trends 22 Strategies to Be Implemented For the Next Ten Years 24 Recommendations 26 Conclusion 28 References 29 Consultant Report 3 32 Introduction 32 Human Resource Theories and Current Market Place Trends 34 Human Resource Theories 34 Current Market Place Trends 38 Strategies to Be Implemented For the Next Ten Years 40 Recommendations 41 Conclusion 42 References 43 Consultant Report 1 Introduction The term ‘trade union’ is referred as an association which includes variety of members consisting of both workers and union leaders among others, integrated to defend and endorse the universal interests. Trade union acts as a weapon for the labourers or workers to fight for their own rights against the management of an organization. The prime objectives of a labor union may include bargaining about wages and provisions of working circumstances, legalizing the relations in between workers and owner, taking necessary actions for implementation of the policies of communal bargaining...
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...Prelude: Human Resources Management works with the human resource aspect of an organization which is treated as the most unpredictable and volatile of all the resources. A company’s success depends in a great extent on the management efficiency of this resource. If human resource cannot be managed properly it can be destructive for a business firm (Dessler, 2005a) (Maidment, 1995a) (Pallister & Issacs, 2004). Topshop UK has shown its competency regarding this. It has managed almost all the HRM aspects like – selection & recruitment, training, motivation, reward system and so on(Maidment, 1995b) with greater exception and innovativeness comparing to its competitors. That is why now Topshop is considered as the most dynamic and exceptional fashion retailer in UK (Howthorne, 2011a) (Liddle, 2013a). Topshop is a British multinational retailer. It was founded in 1964 as a youth fashion brand. They sold Shoes, accessories, makeup and Fashion clothing. They have 440 shops across 37 countries all over the world. They have online operations of its markets. TopShop is the most innovative and dynamic brand on the British high street today. Topshop is credible and strong brand to work for. Its Innovation, creativity, results and effort are all rewarded and recognized (Howthorne, 2011b) (Liddle, 2013b). Nature of HRM functions of Topshop UK: Topshop offers great career opportunities in fashion retailing. Organizational development and employee relations...
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...HUMAN RESOURCE MANAGEMENT Human Resource management in UK perspectives Contents Introduction 3 Literature review and Critical analysis 4 World War I and II 4-6 Training and development 6-7 Total Quality Management (TQM) 7-8 Conclusion 8 References .............................................................................................................................................9 Introduction The purpose of this essay is to consider the work of Audrey Collin in British perspectives compared to the international perspectives. Secondly to identify human resource issue and look at in British point of view. The studies of HRM by Collins provide us a colourful findings and rich competing theoretical outlook. HRM run through all human resource processes such as recruitment, selection, and performance evaluation as well as formal human resource policies, which direct and to some extent hamper the progress of specific practices; and over arching human resource thought, which state the principles that inform an organization's policies and practices. Ideally, these embrace a system that exert a pull on, develops, motivates, and maintain workers who guarantee the effective operation and survival of the business and its component. To be on familiar terms with HRM in context we must think about how these elements of HRM are affected by the internal and external environments of organizations. The internal organizational contextual factors...
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...Childhood and education: changes and challenges Dr Nick Lee Institute of Education, University of Warwick February 2009 Summary The first section of this paper will describe the child-centred social investment thesis developed by Esping Andersen (2002). This thesis has been a strong influence on UK government educational and child-related policy over the last decade. Some of the resulting current UK policies will be examined, and their success or failure so far will be explored. It is crucial to note that these policies involve the increasing integration of health, welfare and educational resources in the common purpose of increasing children’s social and cognitive capital. This survey will reveal the key trends and drivers that policy makers are currently responding to as they shape children’s lives. Given that steps taken today may well have effects lasting decades, the guiding social, technical and economic assumptions currently made about the future need to be identified and critically examined. Section Two will set these assumptions in the context of major global trends and signals including issues of demographic change in less and least developed world regions, climate change, energy and food security and financial conditions. The key question here will be whether the bases of current policies address the range of possible futures of yesterday or the range of possible futures of today. Section Three will draw on this material to compose a set of issues that are likely...
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...you will accept or not, any countries, corporations and individuals can not stop this trend, what we can do is change ourselves to suit the globalization. As a multinational company, develop different markets have its necessity, and market development can be helpful for the development of the company. In this report ,as the people working in this company, will analyze the differences between home country market and target country market, and help to choose the suitable market when company have willing to investing in a foreign country, the decision of the country which the company can invest in is China. In this report, will make analysis for Chinese market in economic environment, culture, marketing and human resource management, to prove its accessibility, and what risks the company will meet, then give some recommendations to escape or solve the problems. For the decision of target market, will based on its profitability and expansibility, China is a country that has the number of population as 1.3 billion, which means it has great predominance in consumption, now Chinese people’s consumption in household goods and home furnishings less 100 Yuan per capita, below the standard of world average as 200 dollars. But with the development of Chinese economic, there are 20 million people will enter the middle class per year, and with the increasing of people’s income, the amplification of building area and the increasing of consumptive level, the requirement of household goods...
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...listening, 21 speaking, 19 writing and 20 reading) PTE (Pearson): 62 (minimum 55 in all components) Test dates should be within two years of the course start date. 2. ST ANDREWS 圣安Scotland MLitt International Business MLitt Marketing MSc Economics MLitt English Studies MSc Finance MLitt Finance and Management MLitt Human Resource Management MLitt International Business and Strategy MLitt Management MSc Management and Information Technology MSc Computing and Information Technology MSc Information Technology MLitt TESOL with Distance Learning 2:1 (UK), 2:2 or B+ (Europe), 3.6 GPA (USA), 85% (China), 70% (India) IELTS 7.0 with minimum 6.0 in writing or TOEFL 600PBT/100IBT £17,500 NO GMAT Requirement, 2+2 students’ IETLS may can be waived. 3. Bath 巴斯 England The School of Management: No 1 for Accounting and Finance in UK No. 1 for Student Satisfaction in Business Study in UK No 1 for Graduate Jobs in Business No 2 and No 11 in UK and World Ranking in MBA study Management: 44 (0) 1225 386742 MSc in Management MSc in Human Resource Management and Consulting MSc in Sustainability and Management MSc in International Management MSc in Advanced...
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