...University in the Netherlands. The research is the terminal of the program Human Resource Management. Doing this research not only improves my skill on literature searching, information analysis, but helps me to gain more profound knowledge about e-HR. During the research, I have got great support from several persons, and now, here is the opportunity to thank them. At first, I give special thanks to Jiajie Li, my boyfriend. He accompanies with me during the whole research period. Besides dealing with my impatient and anxious attitude, he also put great effort on improving my thesis. His optimistic and serious attitude influences me, and makes me continue the research with better and better results every time. His support is very meaningful for my research period. Secondly, I would like to thank Ms. Tanya Bondarouk, and Prof. Jan Kees Looise for their excellent support, feedback and guidance. Both of them give me fruitful advice on how to improve my work. And they always give me timely feedback on my work, which encourages and makes me belief that I can hand in a satisfactory report under the effort. At last, I would like to thank my family and friends for supporting me not only during this research period, but also throughout my life, my study and everything I undertake. Yu Long Den Haag, March 2009 I Management Summary Information technology is expected to improve the performance of Human Resource Management (HRM) by shifting its focus from administration or personnel...
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...Assignment Human Resources Management Task One: Personnel Management | Human Resources Management | Reactive: Personnel Management is reactive in such a way that thinks, and reacts in response to a situation or the actions of others at that moment (short time). For example if some worker is being regularly late, the P.M will react and give him a warning. | Proactive: Human Resources Management is proactive as a result of thinking, planning and acting in anticipation of future problems, needs, or changes. (Long term). For example what kind of people the company will recruit, what kind of workers they need, etc. | Relationship Oriented: P.M try to create a good relationship between the employees. They are focused on support, motivate and develop the people on their teams and their relationships, what will encourage good teamwork and collaboration, through stimulating positive relationships and good communication. | Goal Oriented: HRM has goals and visions and is constantly working hard to achieve them. They are focused on seeing if the employees are working to achieve the organisation’s goals. HRM don’t tend to think much about their team's wellbeing. | Communication is Limited: P.M receives orders from HRM. Since they don’t take such decisions as HRM does (They only implement what HRM decides.), they don’t need to communicate with the other departments as much as HRM does. | Informed decision: HRM department can’t work alone they have to work with upper and lower levels...
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...analysis on the interaction of HR and line managers, including the concept of HR business partnering, the integration of businesses and HR strategies, and integration of theories with practice using examples from organisations. Name:Ikenze tony Kalu STUDENT NO: 12234835 Word count: HR AND LINE MANAGERS HR managers are managers responsible for delivery of basic HRM services such as recruiting, hiring, training, organizational development, coaching, employee relation, communication, leadership, advice, salary and benefits, team building of staffs within an organization and also the well-being of people and relationship between management and employees (Susan, H, 2012). while the line manager are managers crucially responsible for administrative management of individuals, direct management of staffs within an organization and the supervision and discipline of their employees and performance appraisal (John ,F ,2012) in addition the line managers have the power to influence the employees behaviour (cascio,2008;cited in faisal et al ,2011). Interaction between the HR mangers and line managers However the interaction between the HR manager and the line manager is very essential within an organization, a previous research carried out by Stockton Borough Council (2011) showed that there is an existing culture of both managers working together to address people management responsibilities, this research also showed that line managers were ready to take up more responsibities...
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...Abstract The paper deals with Human Resource Organizational Structures in Czech and Slovak organizations, reflecting new trends which are related to HR Business Partner model. HR organizational structure is the framework within a human resources department that divides the decision making functions within HR into specific groups with distinct job functions. HR Business Partner model reflects modern expectations arising from new roles of human resources managers in organizations which include its strategic consequences, change support and also its abilities of HR systems development and improvement of employee engagement. The paper in its first part describes basic principles of new roles of human resource departments in organizations based on HRBP concept and also new competencies required. In the second part the paper presents situation in these aspects in organizations from different sectors of the Czech and Slovak economy (especially secondary and tertiary sector), benefits of the HR department transformation and some conclusions drawn from the analysis of data obtained from qualitative and quantitative survey. It also compares specific situations and documents specific applications of these new trends with more or less developed HR organizational structures. The contribution of the paper can be seen in practical view of theoretical concepts which constitute HR Business Partner model by Dave Ulrich and specific applications determined by human resources department transformation...
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...HHUMAN RESOURCE MANAGEMENT SUBMITTED TO: - SAUD SUBMITTED BY: - HAMZA IQBAL SUBMISSION DATE: - 30-AUG-2011 CONTENTS 1 Introduction……………………………………………………………………………………………… The process of hiring and developing employees so that they become more valuable to the organization. Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Examples of core qualities of HR management are extensive knowledge of the industry, leadership, and effective negotiation skills. Formerly called personnel management. 2 LO 1:- Understand the difference between……………………………………………………………....3 1.1 Distinguish between personnel management and human resource management and discuss the historical development and changing context in which they operate……………………………………3 1.2 Assess the role, task and activities of the human resources practitioner……………………………5 1.3 Evaluate the role and responsibilities of line managers in human resource practices……………….5 1.4 Analyze the impact of the legal and regulatory framework in human resource management………5 LO2:- Understand how to recruit employees……………………………………………………………... 2.1 Analyze the reasons for human resource planning in organization…………………………………… 2.2 Outline the stages involved in planning Human Resource...
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...Executive Summary This report traces the evolution of the HR function from its traditional role of personnel management into what is known today as Strategic Human Resources Management (SHRM) and the role that devolution has played in this evolutionary cycle. From the research, it was observed that the devolution of HR responsibilities to line managers has enabled the HR function to take on a more strategic role as a business partner of the organization. It is also observed that devolution has benefited both line managers and employees alike by reducing bureaucratic red-tape and providing a faster approach to decision making and problem solving. The limitation of this report is that the negative aspects of devolution as noted by many researchers are not covered due to limitations in the length and scope of the assignment. Table of Contents No Title Page i Cover Page 1 ii Executive Summary 2 iii Table of Contents 3 1.0 Introduction 4 2.0 The Evolutionary Cycle of Human Resources 5 3.0 The Effects of Devolution towards Strategic Human Resources Management 11 4.0 Conclusion 14 5.0 References 15 1.0 Introduction In the last few decades, there have been extensive changes and transformations in the perspective of organizational behaviour as a whole. To quote Smilansky (1997), “organizational change has become a permanent state of affairs”. The rapid changes in the technology...
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...HND Business Unit Name: Human Resource Management Unit number: 21 QCF Level 04 Assessor: Mr. Assad Ullah Internal Verifier: Syed Kashif Shah Assessment Title: Traditional view of Personnel Management and the new approach of Human Resource Management Procedures and practices used for obtaining suitable employees Assessment Method: Assignment Assessing in: Individual Number of Words: 2500 words max Outcomes Covered: 1st and 2nd Issue date: February 05, 2014 Due Date: March 12, 2014 College No. | Learner Name | Learner Signature | | Mohammad Asim | | | | | Learner’s Declaration: I confirm that the work submitted for this assignment is my own. | Date | | Outcomes Covered Outcome | Description | 1 | Understand the difference between Personnel Management and Human Resource Management | 2 | Understand how to recruit employees | Table of Contents AC 1.1: Distinguish between personnel Management and human resource management. . . . . . . . . . . . . . . . 3 AC 1.2:Asses the function of human resource management in contributing to organizational purposes. …..5 AC 1.3:Evaluate the role and responsibilities of line Managers in human resource management………….10 AC 1.4:Analyze the impact of legal and regulatory framework on human resource management?..............12 AC 2.1: Identify reasons why organizations involve in Human Resource planning……………………… ...15 AC...
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...Human Resource Management Student’s Name Institution Human Resource Management Human resource management is a modern management function in an organization that manages the welfare and well being of the employees’ (Mondy & Noe, 2005). Relationship between HR Staff and Line Managers Both human resource managers and line managers have a vested interest in the achievement of success in their company. They, therefore, must work together. This cooperation will enable line management to be more proficient. It will also assist the human resource department to devote more time to strategic human resource management (Nankervis, Baird, Coffey & shield, 2014).When the line managers respond to tactical human resource duties and functions, the HR will devote time to critical issues.The human resource staff and line managers collaborate in some features that are core to employee relations. These functions are performance management, workforce strategy, departmental staffing, conflict resolution, training and development (MONDY & Noe, 2005). Line managers manage teams and individuals directly, they, therefore, give progress on the well-being of the employees and performance to a higher level of management. Line managers are typically referred to as line managers as they are situated at a lower level in the hierarchy of an organization. To determine the qualifications and skills departmental roles and seamless operations, HR managers and line...
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...Human Resource Management Student’s Name Institution Human Resource Management Human resource management is a modern management function in an organization that manages the welfare and well being of the employees’ (Mondy & Noe, 2005). Relationship between HR Staff and Line Managers Both human resource managers and line managers have a vested interest in the achievement of success in their company. They, therefore, must work together. This cooperation will enable line management to be more proficient. It will also assist the human resource department to devote more time to strategic human resource management (Nankervis, Baird, Coffey & shield, 2014).When the line managers respond to tactical human resource duties and functions, the HR will devote time to critical issues.The human resource staff and line managers collaborate in some features that are core to employee relations. These functions are performance management, workforce strategy, departmental staffing, conflict resolution, training and development (MONDY & Noe, 2005). Line managers manage teams and individuals directly, they, therefore, give progress on the well-being of the employees and performance to a higher level of management. Line managers are typically referred to as line managers as they are situated at a lower level in the hierarchy of an organization. To determine the qualifications and skills departmental roles and seamless operations, HR managers and line...
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...Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance. It can be simply regarded as the general approach to the strategic management of human resources with respect to the intension of the organization which it wants to be placed in the future. It is a series of activities which firstly enables working people and the organization which uses their skills and abilities to agree or disagree about the objectives, necessities and nature of their working relationship and secondly ensures that this agreement is promised and well fulfilled. Human resource management is responsible for the improvement of the organizational performance, its well being and provides a platform for the organization to the best possible direction which will lead the organisation to success (Crainer, 1998). The functioning of the HRM is part of generality of management and the responsibility of all managers and supervisors. It is the job of the HR manager to provide knowledge and service for the line managers and to support and advice them in the performance of their jobs. Whereas it’s the duty of the line managers to control over the staffs in their department. For the HRM function to be effective there has to be good team work and co-operation between the line managers and the HR manager. The strategic management process is basically cut in to five simple steps, they are : * Mission and...
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...deliver better health, better care and better value. They have “The Blue Triangle” (see fig 1.) which captures the key elements of the Highland Quality Approach (HQA). “The Highland Quality Approach captures the spirit of how NHS Highland is working to improve care and outcomes for people in Highland Region. It describes ways of working, values and behaviour. It recognises how important it is to improve the health of the population and get the experience of care correct for individuals, every time. This will be delivered by focussing on providing person-centred care while simultaneously eliminating waste, reducing harm and managing variation. This approach places an explicit emphasis on how NHS Highland will make best use all of its resources. This approach is founded on empirical evidence...
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...Understanding Organisations and the Role of Human Resources 2.2 Human Resources are the most vital resource for any organization. It is responsible for each and every decision taken, each and every work done and each and every result. Employees should be managed properly and motivated by providing best of their abilities as per the industry standards. There are many activities in HR that the employee’s working in the HR department needs to partake in to support an organisation. Below are three that I have decided to focus on Recruitment and selection: When it comes to recruiting for an organisation, an HR employee has a lot to get involved in. They are the ones that arrange, or provide assistance in posting vacancies, developing and implementing recruitment strategies, identifying and selecting candidates, assuring all pre-employment requirements are met, and confirming job offers. Advertising the job role is something an HR employee has to do. They can advertise job roles in many different ways such as internal emails. Most companies start out emailing internal employees about current job vacancies incase another employee would like to apply for the role or a friend or family member would. This is cost effective as no money is spent on advertising publicly; therefore if they are working within a budget, this is a good way to save money. Advertising publicly can become an expense. If an HR employee does choose to advertise publicly such as in the local paper, then they...
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...Human resource management Table of Contents Introduction 3 Task 1 3 1.1 Distinguish between personnel management and human resource management (P1) 3 1.2 Assess the functions of human resource management of Tesco (P2) 4 1.3 Evaluate roles and responsibilities of the line mangers of Tesco (P3) 5 1.4 Analyze impact of the UK legal and regulatory framework on human resource management (P4) 5 Task 2 6 2.1 Analyze the reasons for human resource planning for Tesco (P5) 6 2.2 Outline the stages involved in planning Tesco’s HR recruitments (P6) 6 2.3 Compare the recruitment and selection process of Tesco and Toyota (P7) 8 2.4 Evaluate the effectiveness of recruitment and selection techniques of Tesco and Toyota (P8) 8 Task 3 9 3.1 Assess the link between motivational theory and reward (P9) 9 3.2 Evaluate the process of job evaluation and other factors determining pay (P10) 9 3.3 Assess the effectiveness of reward systems in two different work contexts (P11) 10 3.4 Examine methods that being used by businesses to monitor employee performance (P12) 11 Task 4 11 4.1 Identify the reasons for cessation of employment with Tesco (P13) 11 4.2 Describe employee exit procedures of Tesco and Toyota (P14) 12 4.3 Consider the impact of the UK regulatory framework on employee cessation agreements of Tesco (P15) 12 Conclusion 12 Reference 13 Introduction Human resource management is way of directing and executing the workforces of the organization in...
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...1.1 Explain Guest's model of hard-soft, loose-tight dimensions of HRM. The most widely acceptable models of HRM are the soft and hard versions. The soft model is associated with human relation and the hard model on the other hand sees employees as human resource (Gratton et. al. 1999). The soft model assumes that employees respond better when an organisation recognise their individual needs and addresses them as well as focusing on the overall business objectives. The hard model primarily focus to promote human resource planning strategy, align with business strategy, outsourcing, flexibility, performance management and downsizing or work intensification. Some HRM models have been developed by UK academics including Guest and Storey. Guest has identified key features of personal management and HRM that allow for comparative measurement and acknowledging the close links between human resource strategy and general business strategy (Bratton and Gold 2003). The Guest model of HRM is given below: 1.2 Review the differences between Storey's definition of HRM and personnel and IR practices. There are some differences between HRM and Personnel Management (PM) and Industrial Relation (IR) practices as there are a lot of different views and contradictions. HRM is a new managerial discipline that has different perspectives of PM and IR, but create a new and broader disciple as a results of different views and contradictions of these two (Beardwell and Holden 1997). The main aim of...
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...DILEMMA 1. Today’s managers are just as likely to be women as they are men. (True; moderate; p. 4) 2. Management affects employee morale but not a company’s financial performance. (False; easy; p. 4) WHO ARE MANAGERS? 3. In order to be considered a manager, an individual must coordinate the work of others. (True; moderate; p. 5) 4. Supervisors and foremen may both be considered first-line managers. (True; moderate; p. 6) WHAT IS MANAGEMENT? 5. Effectiveness refers to the relationship between inputs and outputs. (False; moderate; p. 8) 6. Effectiveness is concerned with the means of getting things done, while efficiency is concerned with the attainment of organizational goals. (False; moderate; p. 8) 7. A goal of efficiency is to minimize resource costs. (True; moderate; p. 8) 8. Efficiency is often referred to as “doing things right.” (True; moderate; p. 8) 9. Managers who are effective at meeting organizational goals always act efficiently. (False; difficult; p. 8) WHAT DO MANAGERS DO? 10. The four contemporary functions of management are planning, organizing, leading, and controlling. (True; easy; p. 9) 11. Determining who reports to whom is part of the controlling function of management. (False; easy; p. 9) 12. Directing and motivating are part of the controlling function of management. (False; moderate; p. 9) 13. Fayol’s management functions are basically equivalent to Mintzberg’s management roles. (False; moderate;...
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