...5. Motivating students to take competitive examinations. 6. Creating civic sense COURSE STRUCTURE I Semester Course Code POL 131 II Semester Course Code POL 231 III Semester Course Code POL 331 IV Semester Course Code POL 431 V Semester Course Code POL 531 POL 532 VI Semester Course Code POL 631 POL 632 Title Core Concepts of Political Science. Title Major Political Ideologies Title Indian Government and Politics- I Title Indian Government and Politics- II Title International Relations- I Principles of Public Administration Title International Relations- II Personnel and Financial Administration Hrs/ wk 5 Hrs/ wk 5 Hrs/ wk 5 Hrs/ wk 5 Hrs/ wk 4 4 Marks 100 Marks 100 Marks 100 Marks 100 Marks 100 100 Credits 4 Credits 4 Credits 4 Credits 4 Credits 3 3 Hrs/ wk 4 4 Marks 100 100 Credits 3 3 1 BA SEMESTER I POL 131: POLITICAL SCIENCE PAPER I – CORE CONCEPTS OF POLITICAL SCIENCE 75 Hrs This course deals with basic concepts of political science such as state, government, law, rights etc. Objectives To introduce the students to: • The...
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...International Human Resource Management product: 4273 | course code: c252|c352 International Human Resource Management Centre for Financial and Management Studies, SOAS, University of London First Edition 2008, 2010 All rights reserved. No part of this course material may be reprinted or reproduced or utilised in any form or by any electronic, mechanical, or other means, including photocopying and recording, or in information storage or retrieval systems, without written permission from the Centre for Financial & Management Studies, SOAS, University of London. International Human Resource Management Course Introduction and Overview Contents 1 Course Objectives 3 2 The Authors 4 3 Course Structure 4 4 Learning Objectives 5 5 Study Materials and Resources 6 6 Teaching and Learning Strategy 6 7 Assessment 7 International Human Resource Management 2 University of London Course Introduction and Overview Centre for Financial and Management Studies 3 1 Course Objectives This course aims to introduce you to the study and practice of International Human Resource Management (IHRM). To benefit from this, you need, of course, to have a basic understanding of Human Resource Management (HRM) itself. HRM has developed from personnel management, but instead of concentrating primarily on the hiring and firing of staff, it is the strategic and coherent approach to the overall management of an organisation’s most valued assets – the people working there who contribute...
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...The strategic focus of HR Recently we have witnessed the amalgamation of several streams of management into the strategic management literature including epistemology, organizational learning, the resource based view, organizational capabilities and competitiveness and innovation and new product development (Frost, 2003; Grant and Baden Fuller, 1995). Other streams focus on nature and processes and examine the internal focus, which includes impact of strategic management concepts and frameworks that managers use to develop competitive strategy (Clark, 1997). Researchers have contended that the concept of strategic human resource management has evolved into a bridge between business strategy and the management of human resources (e.g. Butler et al., 1991; Lengnick-Hall and Lengnick-Hall, 1988; Lorange and Murphy, 1984). On the other hand, Truss and Gratton (1994) opine strategic human resource management as the overarching concept that links the management and deployment of individuals within the organization to the business as a whole and its environment. Ulrich (1997) further distinguished between strategic HR and HR strategy. He stated that strategic HR was the process of linking HR practices to business strategy. Thus, strategic HR deals with identifying the capabilities required of a business strategy and using HR practices to develop those capabilities. On the other hand, he viewed HR strategy as building an agenda for the HR function and defining the mission...
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...Statistical data 6100: Human resource planning 2400: Public relations Geographic Names: United Kingdom UK Abstract: The relative absence of debate about ethical issues within the area of human resource management is addressed. IT is argued that ethics is not about taking statements of morality at face value; it is a critical and challenging tool. The discussion starts with what should be familiar terrain: ethical arguments that uphold a managerialist position, such as ethical individualism, utilitarianism, and "Rawlsian" justice. Other theories are then introduced that broaden the field of ethical concern in an endeavor to be more socially inclusive: stakeholding and discourse theory. Copyright Eclipse Group Ltd. 2000 Full Text: Until very recently the field of business ethics was not preoccupied with issues relating to the ethical management of employees. Apart from the development of ethical awareness among managers (Snell, 1993; Maclagan, 1998) and the ethical dimension of change management processes (Mayon White, 1994; McKendall, 1993), there has been little debate around the ethical basis of much HR policy and practice. The main debates in business...
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...Pre course assignment 2: Performance Related Pay The assignment is to write a paper about Performance Related Pay (2000 words) Performance Related Pay is receiving a great deal of attention. On the one hand (collective) labour agreements are increasingly including arrangements that relate to pay-forperformance, at the same time there is also strong resistance. Trade unions have never been enthusiastic proponents subject to certain conditions, but opinions are also divided in employers' circles. Pay-for-performance is even named as a root cause for the crisis of the financial sector and for the collapse of some companies. A number of companies have recently announced that they will abolish or change their pay- for-performance systems. When organizations have performance related pay systems in place, (front line) managers usually play an important role. They make pay decisions, or provide information for these decisions. The paper is also a preparation for a class debate about pay for performance in the fourth lecture. The debate will be about the statement: “The introduction of individual pay for performance contributes to an improvement in a company's (financial) performance” The paper will be written from one of three starting points: 1. You are against the statement: all arguments you discuss should underpin that the statement is false 2. You are in favour of the statement: all arguments you bring forward should underpin that the statements is true 3. You are undecided: find...
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...Introduction This paper is a based on a case study of Nike. The paper will be discussing legal and ethical analysis and how the impact the operational/ ethical issues of the organization, the paper shall also be discussing the contribution factors and how the company’s corporate culture may have helped to minimize the unethical behavior or actually contributed to/caused the unethical behavior. The paper is also going to provide ethical decision factors, which are going to address or going to be considered in resolving the legal/ethical issues identified within this case. And finally the paper is going to provide an action plan for each of the legal/ethical issues along with recommendations that company can take to help prevent these issues in the future. Nike is one of the famous franchises in the world that sells sportswear for all ages. But is mostly famous for their athlete shoes and apparel and Nike is also one of the major manufacturers of sport equipment as well. The slogan for Nike is “Just Do It”. Nike was founded in January 1962 in Oregon, United States by Philip Knight and Bill Bowerman. Nike has somewhere around 700 or more retail outlets spread all over the world, and has approximately 45 offices only outside the United States. And it employs 30,000 people all over the world. Nike had a revenue excess of $16 billion in 2007. Nike’s factories are mostly located in Asian countries like Pakistan, India, Malaysia, China, Indonesia, Philippines, Taiwan, Vietnam...
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...This paper will contain a review of the article “Old-Earth Geology and its Ramifications for Life in the 21st Century by Dr. Terry Mortenson, 2003”. Brief Overview and Main Points The theme of the article covered the long debated topics of the earth and universe being billions of years old, which was an idea with its origin and roots beginning in the 19th century, and was understandably named “The Genesis- Geology Debate”. Today, it is a very important topic, to science students, Christianity’s history along with science; and is also highly relevant to the current growing debate over evolution and or creation. The dominant view of the earth’s age in the 1800’s was mostly the creation theory that God created the earth in six 24 hr. days. However, by the end of the 1800’s, theories sought to prove earth’s existence only through natural and evolutionary means. This change in theory was mainly due to 3 French scientists, whose work revolved around natural laws in matter, time, chance and nature itself, leaving God out of the picture. Therefore, during the 19th Century there were 3 dominant earth views: 1) Catastrophists- who believed that creation was “untold-ages” old and that through catastrophic floods many life forms were died off, and God recreated new species. 2) Uniformitarians who ignored origins of life, and believed all geological processes...
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...Abstract: this paper explore the relationship between the corporate strategy and human resource management of the organisation and their effect on organisation performance outcome. A survey based approach is used to collect data from selected number or organisation. Overall we expected that the fit between corporate strategy and HRM practices will yield to a positive effect on organisation performance List of Contents Abstract ……………………………… 1 1. Introduction 1.1. Overview ………………………………. 3 1.2. Literature review and hypotheses ………………………………. 4 2. The research method and conceptual framework 2.1. Method ………………………………. 6 2.2. Measures ………………………………. 7 3. Results and conclusion ............................... 8 4. References ………………………………. 9 Appendix ………………………………. 10 1. Introduction: 1.1 Overview: Each organization has its particular strategy to fit its distinctive competencies, needs and circumstances. Strategy can be conceptualized into three levels: corporate level, business...
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...and universities. In addition to academic institutions, research studies are common among business and government organizations. However, Selltiz (2009), points out that despite the increase in the research work in the last couple of years, little attention is paid to research methodologies. A large number of analysts have focused their attention on the quantity of the research studies rather than the quality of the studies. The result is that most of the research studies especially in the social sciences tend to be futile. This essay will evaluate two articles and summarize data collection instruments, sampling methods and statistic approaches using in the articles. The two articles include the ‘the impact of Information technology on the HR function and transformation’ and ‘how will competition change HRM in Retail and Banking? A strategic Perspective’. The article ‘how will competition change HRM in Retail and Banking? A strategic Perspective’, has applied sampling techniques while the other article has not used the techniques. Some of the sampling methods using in this article include simple sampling and stratified sampling. Let describe the weakness and strength of the two sampling as applied in the article. Simple random sampling is the simplest form of sampling. An item is selected randomly from the population to represent the entire population. For instance, a fruit is selected from a basket of fruits to represent all the fruits in the basket. In the article,...
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...1 HR discretion: understanding line managers’ role in Human Resource Management Juan López-Cotarelo, Industrial Relations Research Unit, Warwick Business School Introduction Line managers play a central role in human resource management. In many organisations, they are charged with myriad HR-related tasks, such as filling out performance appraisal forms, interviewing candidates for employment, making salary increase recommendations and breaking employment-related news –good and bad- to employees. This paper investigates how managers carry out their HR activities. In the literature so far, the prevailing view has been that managers act primarily on behalf of the organisation, applying HR policy in ways by-and-large consistent with organisational procedures. My findings from a number of store visits at a leading UK fashion retailer, give support to a different view: that managers carry out HR activities as organisational actors who pursue a combination of organisational, departmental and individual goals. Crucial in my discussion is the concept of HR discretion. I define HR discretion as a manager’s capacity to influence his (her) team members’ HR outcomes, and their perceptions of those HR outcomes. HR discretion must be understood as a subset of overall managerial discretion 1 . Managerial discretion has been an important concept in the economics and management literatures, from very different perspectives. In economics, managerial discretion refers to the freedom managers have...
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...partners? One of the assignment questions for this year’s class studying ‘Strategy and Human Resource Management’ (a very popular course) was: Does, and should, competitive strategy determine the design of a firm’s HR system? Give illustrations to support your answer. One of the great advantages in working in a university which has top students is that you can ask them questions you are not quite sure how to answer yourself! The best students gave clear examples of such a link and then got stuck in to the ‘should’ part of the question often noting the critical difference between competitive strategy and business strategy. Some even went further into corporate strategy, the resource based, and knowledge based view as well as ethics, culture and institutional setting. Surprisingly none of them questioned what was meant by a firm’s HR system. I will follow the same line of argument in this paper with thanks to the students, very few of whom have any intention of becoming HR professionals. We start with some of the classics in strategy and HRM, go on to look briefly at some major studies, or the ones that have influenced my thinking. Thereafter the paper notes the problems with the assumed link with competitive strategy as a dominant, or the dominant, force in determining an HR system. Once the focus is widened to cover business strategy two very interesting, and linked, phenomena can be observed. First, what we thought strategy was all about has changed hugely. Second, our definition...
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...Electronic Submission Coversheet * Please complete and insert this form as the first page of your electronic submission. * Submit the assignment with attached coversheet electronically through the Wolf E-submission gateway * Please make sure you keep a copy of your assignment. Student Details Surname | ADEYEYE | Given name | BABATUNDE .K. | Student Number | 1015631 | Email | meet_tunashi@yahoo.com | Assignment Details Module name | Managing Human Resources | Module Code | 7HR011 | Managing Human Resources | | 7HR011 | Dr Anosike. U. Paschal | Due date | 8/01/12 | | Assignment title | Task 2 | All forms of plagiarism, cheating and unauthorized collusion are regarded seriously by the University and could result in penalties including failure in the unit and possible exclusion from the University. If you are in doubt, please read the following web page. Student’s Declaration By submitting this assignment I SIGNAL & DECLARE my knowledge and agreement to the following: - Except where I have indicated, the work I am submitting in this assignment is my own work and has not been submitted for assessment in another unit or for any other purpose. This work conforms to the instructions and submission guidelines as contained in the assessment briefing and the module guide respectively. This submission complies with University of Wolverhampton policies regarding plagiarism, cheating and collusion. I acknowledge and agree that the...
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...In England and the United Kingdom as a whole we have a Head of state this being in the form of monarch who is Queen Elizabeth II the longest Serving head of state as of the 9th September 2015. In the UK we have differing forms of government. One being the European parliament this is mad up of 736 members who represent all 27 member states of the EU. There are 72 that are directly elected from the UK and are there to represent the interests of our country. MEPS represent larger regions than MPs for example east midlands rather than Bassetlaw thus meaning this county of ours is represented by MEPS. This is because as shown previously we are linked to the EU, as we are a member state. The role of the parliament is to draft legislation that has an impact across all the EU states on issues such as: the environment, equal opportunities, transport, consumer rights, movement of workers and goods. Another is central government which is the layer of government that operates across the whole country. Ours is located in the city of Westminster, which is set with two houses in Westminster these being the House of Lords and the House of commons. Central government has very specific responsibilities that no other level of government is able to do. For example: signing treaties or agreements with other nations, making laws, defending the nation. When a vote is taken in the House of commons for example for a proposed law to be added there are sections which are part of the house of...
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...Human Resource Management Term Paper Tata Case 1) Are they ethical? Can they be trusted? There are many myths about Gen Y that they are lazy, casual and lack work ethics but in reality it is not so. We cannot generalize the statement. In order to understand whether Gen-Y are ethical and they can be trusted or not, it is important to know Gen-Y and its characteristics. It refers to the generation of people born between the early 1980s and the early 1990. It is also known as The Millennial. Gen-Y is hard driven, tech savvy, ambitious, and well aware of the social context of their life and their work. Sure, they want money and stuff, but they also value the communal and social aspects of their lives. Everyone would agree that talent is the lifeblood of any organisation. Without young, aggressive, dynamic people no company can thrive because these people bring new ideas. Other positives adjectives to describe them include confident, self-expressive, liberal, upbeat and receptive to new ideas and ways of living. Gen-Y has a strong work ethic though they don't want traditional schedule from 9 to 5. Gen-Y wants work to be fun and flexible because the line between work and life is seamless. Gen-Y believes in the mantra of working smarter, not harder. The employers must offer flexible working schedule to provide effective work culture that is pleasant and positive. Gen-Y population has a sense of belonging to communities .They are joiners. They want to be with other people who...
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...“GEOGRAPHICAL DISTANCES HAMPERING WOMEN CAREER - A CORPORATE AND ‘THE WOMAN’ PERSPECTIVE” SHEETAL DAMEY PRIYANKA KHOSE TRUPTI MALGAONKAR H & GH MANSUKHANI INSTITUTE OF MANAGEMENT 9922577556,9664867202, 9960745741 Sheetal0265@gmail.com, truptimalgaonkar@gmail.com priyankakhose@yahoo.co.in Abstract "Women account for one-half of the potential talent base throughout the world and therefore, over time, a nation's competitiveness depends significantly on whether and how it educates and utilizes its female talent," said Professor Klaus Schwab, founder and executive chairman of WEF. India has the lowest percentage of women employees (23%), followed by Japan (24%), Turkey (26%) and Austria (29%), according to the Corporate Gender Gap report brought out by the World Economic Forum on March 08, 2010. Work-life balance among women is now-a-days a crucial issue that many organizations are taking into consideration. When employees go back to their homes, they should not carry any organizational stress with them. A woman has two roles to play- personal and professional; each role having different set of demands. Such role demands are overlapping due to geographical issues. Women travelling 2-3 hours to reach workplace are having considerably high stress. This impact on performance pressure and losses for all concerned: the individual, the family and the organization. This leads to family–work conflict (FWC) and work–family conflict (WFC). FWC and WFC are more likely to...
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