...Trends in the Workplace HRM 500 January 26, 2014 Trends in the workplace Predict three (3) human resource functions that are likely to be affected by the implementation of an MRP system. Propose two (2) ways in which you as a human resource manager can help the organization carry out this change successfully. Human resource functions that are likely to be affected from this new technology are: * Manpower planning: It would be now entirely different to evaluate the number of employees needed and that to be of a particular skill since the necessity of the skills will also change. This is normally done by analyzing the projected growth of the company but now since it would be difficult to project the growth rate owing to new technology; this function is going to be affected at large and hence there is a need to review it properly. * Determining wages and salaries: More competent and experienced employees will need higher salaries and more benefits. * Training and development: New technology means the need for new training and development program. This function of HR would become most crucial aspect in the future growth of the company. There are many ways by which the changes can be implemented properly. First of all, there is a need to evaluate completely the right number of employees needed with a specific skill set. Secondly, hiring right employees with the necessary skill set would be very important. Rather than just planning for training for the employees...
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...HRM 500 WK 3 ASSIGNMENT 1 TRENDS IN THE WORKPLACE To purchase this visit here: http://www.activitymode.com/product/hrm-500-wk-3-assignment-1-trends-in-the-workplace/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 500 WK 3 ASSIGNMENT 1 TRENDS IN THE WORKPLACE HRM 500 WK 3 Assignment 1 - Trends in the Workplace Imagine that you are the human resource manager for a small manufacturing company. You decide to invest in a materials resource planning (MRP) system. This is a computerized information system that improves efficiency by automating such work as planning needs for resources, ordering materials, and scheduling work on the shop floor. As the human resource manager you hope that with the new MRP system, the company can grow quickly and efficiently through the processing of small orders for a variety of products. You are also aware of the challenges to hire individuals with the technical skills needed to perform the job. Consider how the organization will address the skills deficiencies. Write a two to three (2-3) page paper in which you: 1.Predict three (3) human resource functions that are likely to be affected by the implementation of an MRP system. Propose two (2) ways in which you as a human resource manager can help the organization carry out this change successfully. 2.Determine three (3) human resource skills that would be important for success in leveraging the new MRP system. 3.Based on the planned growth of the organization, predict three (3) factors that...
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...HRM 500 WK 10 ASSIGNMENT 4 To purchase this visit here: http://www.activitymode.com/product/hrm-500-wk-10-assignment-4/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 500 WK 10 ASSIGNMENT 4 HRM 500 WK 10 Assignment 4 - Recognizing Employee Contributions Assume that you are the HR Manager at a university. You want to create a way to recognize employee contributions in the Admissions Office. Determining the methods to motivate employees to enroll new students has been challenging. However, you are now being pressured by top management to reach admission goals. Employee participation in pay-related decisions could be part of a general move toward employee empowerment. Employees have hands-on knowledge about the kinds of behavior that can help the organization to perform well. Consider ways that you would attempt to meet the admission goals. Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you: 1.As the HR manager, propose two (2) methods that you will use to determine incentive pay. Explain if the rewards are tailored towards individual, group, and / or company performance. Explain how you as the HR manager will create an incentive pay program that will motivate employees. 2.The balanced-score card approach is useful in designing executive pay. Propose three (3) measures the HR manager can use to assess shareholder value, customer value, and employee value. 3.As the HR manager, analyze two (2) difficulties in creating a benefits package...
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...HRM 500 WK 6 ASSIGNMENT 2 ORGANIZATIONAL STRUCTURE To purchase this visit here: http://www.activitymode.com/product/hrm-500-wk-6-assignment-2-organizational-structure/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 500 WK 6 ASSIGNMENT 2 ORGANIZATIONAL STRUCTURE HRM 500 WK 6 Assignment 2 - Organizational Structure To achieve high-quality performance, organizations have to match job requirements with people. A job analysis is used to acquire detailed information about jobs. In addition, the job analysis is critical in determining the selection of qualified candidates, the design of a job, staffing and training needs, performance appraisals, and compensation. Write a six to eight (6-8) page paper in which you: 1.Analyze three (3) elements of a job analysis, and discuss its significance to the hiring and employee development aspects of human resource management. 2.Describe the importance of the position analysis and questionnaire (PAQ). Propose two (2) ways that the results of a PAQ can be used by human resource managers for work redesign of a customer service job to make it more efficient and to improve quality. 3.Develop two (2) strategies that a human resource professional can use in the selection of qualified applicants for a customer service position based on the Fleishman Job Analysis System. 4.Consider the job of a customer service representative who handles consumer inquiries for a company that sells items online and by catalog. Examine two (2) challenges of designing...
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...HRM 500 WK 8 ASSIGNMENT 3 PERFORMANCE MANAGEMENT To purchase this visit here: http://www.activitymode.com/product/hrm-500-wk-8-assignment-3-performance-management/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 500 WK 8 ASSIGNMENT 3 PERFORMANCE MANAGEMENT HRM 500 WK 8 Assignment 3 - Performance Management Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance. Write a four to six (4-6) page paper in which you: 1.Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance. 2.Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards. 3.As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency with which the feedback would...
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...Assignment 1 of 2 Assignment Front Sheet Qualification HND in Business Student name Unit number and title Unit 22 [F/601/1268] Managing Human Resources Student Number Assessor name Date issued 19th January 2015 Assignment Title Deadline 7th February 2015 Submitted on Understand the different perspectives of human resource management In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. LO Numbe r Learning Outcome AC Number Assessment Criteria Task No. Evidence (Page No.) 1.1 1.2 Explain Guest’s model of HRM Compare the differences between Storey’s definitions of HRM, personnel and HR practices Assess the implications for line managers and employees of developing a strategic approach to HRM LO1 Understand the different perspective of human resource management 1.3 NOTES: THIS ASSIGNMENT ENABLES STUDENTS TO ACHIEVE A PASS ONLY DISTINCTION . AND MERIT CAN BE ACHIEVED IN ASSIGNMENT 2 Student declaration I certify that the work submitted for this assignment is my own and research sources are fully acknowledged. Student Signature: Date: Assignment Brief Unit number and title Qualification Start date Deadline/hand-in Assessor Understand the different perspectives of human resource management Unit 22: [F/601/1268] Managing Human Resources HND Business 19/01/2015 12/02/2015 Assignment Title Purpose of this assignment Discuss the factors...
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...------------------------------------------------- ------------------------------------------------- Centre Name: ICS ------------------------------------------------- ------------------------------------------------- ICS Student Number: 20967681 ------------------------------------------------- ------------------------------------------------- CIPD Membership Number: 42454541 ------------------------------------------------- ------------------------------------------------- Qualification Title: Foundation Human Resource Practice ------------------------------------------------- Unit Title: Understanding Organisations and the Role of Human Resources 40552A ------------------------------------------------- Unit Code: 3HRC ------------------------------------------------- Assignment number: 40552/01 First Submission Date | 30-Sep-2014 | Re-submission Date (if Applicable) | 3-Oct-2014 | Word Count | 1,289 | ------------------------------------------------- Candidate declaration: ------------------------------------------------- ‘I confirm that the work/evidence presented for assessment is my own unaided work.’ ------------------------------------------------- ------------------------------------------------- I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal...
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...boxes (marked with lecturers' names) outside the School of Management office Room C422, Level 4, Block C Building 5, by 5pm Monday 30th April. Length: About 3000–3500 words Task: Students will individually develop and submit an HRM portfolio focused upon a particular job within an organisation of their choice. The purpose of the Portfolio is to: critically evaluate the issue of job analysis and design and consider the importance of this issue for the sustainability of an organisation 1. demonstrate understanding of the purpose of job descriptions and their connection to recruitment 2. 3. develop skills in the writing of job descriptions and job advertisements The development of an HRM Portfolio provides students with an excellent opportunity to develop 20/02/2012 (Autumn 2012) © University of Technology, Sydney Page 4 of 8 their practical HRM skills within the context of scholarly knowledge. Further information: Definition of a 'Portfolio': Simply speaking a portfolio is a 'set of pieces of creative work collected by someone to display their skills' (Dictionary.com) and knowledge. In the context of this assignment the Portfolio is a collection of pieces of work structured according to the sections listed below: Section 1: (Max 500 words) This is an introductory section in which you must: a) Explain the nature of the job to be examined and briefly describe the organisation in which it is based. b) Outline the strategic importance of the job to the organisation ...
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...FOUNDATION DEGREE IN HUMAN RESOURCE MANAGEMENT HRM IN A BUSINESS CONTEXT ORGB50178 Contents Module Descriptor Assignment Brief Submission Feedback Sheet Contact Details Explanation of Assessment Process Specific Module Guidance Module Descriptor The complete, electronic, version of the module descriptor can be found through this link; http://www.staffs.ac.uk/current/student/modules/showmodule.php?code= BSR10390-5 |Contact |Email | |VLE | |Louise Harrison |l.harrison@staffs.ac.uk | |Blackboard | Pattern of Delivery |Credits |Contact Hours | |Site |Cost Centre |Cost Centre |Subject |Subject Description |Subject % |Hesa Subject %| | | |Description | | | | | |STOKE | | | | | | | |STAFFORD | | | | | | | |TAMWORTH & LICHFIELD | | | | | | | |COLLEGE | | ...
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...Assignment Questions Question #1: (250 each part) a) Provide a brief description of the models of HRM discussed in the first chapter of the textbook, and explain how each one related to strategic human resource management. First there is the Fombrun, Tichy and Devanna model which “emphasizes the fundamental interrelatedness and coherence of HRM activities” (Bratton & Gold, 2012, pg. 18, para. 3). There are four main components consisting of selection, appraisal, development and rewards that attribute to the HRM cycle. This model ignores different stakeholder interests, situational factors and management’s choice, but gives strength to the “coherence of internal HR policies and the importance of ‘matching’ internal HR policies and practices to the organization’s external business strategy” (Bratton & Gold, 2012, pg. 18, para. 3) Second, is the Harvard model, which addresses the issue of management’s goals and the specific HR outcomes. The Harvard model has six components: situational factors, stakeholder interests, HRM policy choices, HR outcomes, Long-term consequences and a Feedback loop. Each of the components are a result of the previous which effects the HR outcomes and the long term consequences; and the feedback loop carries the outputs directly into the organization and to the stakeholders. The Guest model looks at labour management in the context of goals, employee behaviour, performance and long-term financial outcomes. “Managers are advised to consider...
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...Int. J. of Human Resource Management 16:4 April 2005 584– 598 The challenge of international human resource management: balancing the duality of strategy and practice Helen De Cieri, Marilyn Fenwick and Kate Hutchings Abstract Over the last two decades there has been an unprecedented increase in the number of organizations that have internationalized their operations. The international movement of labour that has been concomitant with such expansion of international business has meant that issues associated with the management of human resources across international borders are increasingly important to international human resource managers and academics. The research presented in this paper examines international human resource management (IHRM) pedagogy and practice in Australia. It reports IHRM academicians’ and practitioners’ understanding of the major issues for teaching and practice in IHRM and elucidates current developments and directions for this field. Keywords International human resource management; pedagogy; Australia. Introduction During the last two decades academicians and practitioners of international management have paid increasing attention to the impact of globalization on the management of human resources across national boundaries. International businesses have increasingly turned their attention to issues such as expatriate management (employees being transferred by organizations to work outside their country of origin/permanent residence), managing...
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...strategy would include aspects such as cost minimization which would involve optimum utilization of resources at minimum possible cost, this a traditional approach, on the other hand an organization could adopt profit maximization strategy which would involve taking risks and thus a more unconventional approach. Typically once the strategy is prepared the focus is on accomplishing these objectives. But how can this be done? Do you remember the first day at work? It’s a mixed feeling of nervousness and excitement. You get all geared up to commence our first assignment and go to the managers cabin and get all the required details of the assignment. But what is the most crucial thing in order to ensure successful accomplishment of the assignment? Alignment of Manager’s understanding of the assignment along with yours. This is essential because unless you don’t understand the manager’s point of view of the assignment and what he is trying to say you will be unable to fulfill it and similarly unless the managers doesn’t understand your point of view it will difficult to complete...
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...Learning Internal Assignment No. 1 Bachelor of Business Administration Paper Code: Paper Title: BBA – 201 Cost and Management Accounting Max. Marks: 15 Last date of submission: Note : Question No. 1 is of short answer type and is compulsory for all the students. It carries 5 Marks. (Word limits 50-100) Q. 1. Answer all the questions: 1. 2. 3. 4. 5. What do u understand by Economic order quantity (EOQ)? What do u mean by variance analysis? Give four differences between management accounting and financial accounting. What is trend percentage? How cash flow statement is different from Fund flow statement. NOTE: Answer any two questions. Each question carry 5 marks (word limit 500): Q. 2. What is the meaning of Cost Accounting? Explain the difference between cost accounting and financial accounting. Q. 3. Write short note on (any two): a) Comparative Balance sheet statement. b) Ratio analysis. c) Fund flow statement. Q4. Prepare a cost sheet from the following particulars: PARTICULARS Stock of finished goods 1.1.2009 Stock of raw material on 1.1.2009 Purchase of raw material Productive wages Sale of finished goods Stock of finished goods on 31.12.2009 Stock of raw material on 31.12.2009 Factory overheads Office and administrative overheads Selling overheads 72,800 33,280 7,59,200 5,16,880 15,39,200 78,000 35,360 1,29,220 70,161 20,000 RUPEES JAIPUR NATIONAL UNIVERSITY, JAIPUR School of Distance Education & Learning Internal Assignment No. 2 Bachelor...
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...Alignment of HRM and Business Strategies Assignment 1 Strategic Human Resources Management- HRM 530 Ford Motor Company believes it is one of the greatest automobile manufacturers of all time. One Ford, One team, One Plan, One Goal is the mission and vision for its company, which is an American diversified global automobile industry, and that was founded in 1903, by Henry Ford (“History of Ford Motor Company”, 2015). These vehicles have changed how the world view and drove automobiles. Their core values are putting people first, pursuing excellence, embracing the change, acting with integrity and serving our world. They have always worked on the base of founding principles and their heritage. Propose how you would ensure the HR strategy is in alignment with the business strategy. According to the OPM, HR (1999), alignment means to incorporate decisions about people with decisions about the results an organization is trying to obtain. Companies that successfully align HR with the business mission accomplishments do so by integrating HR with the planning process and activities that support the mission and goals of the company, while building a strong relationship. Aligning Human Resources (HR) Strategy with the Business Strategy, Ford is committed to ever changing upgrades and developments to help ensure the company can realize its goals. This company’s values and vision will provide the groundwork for everything it does to include its employees, what’s right for the customer...
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...INTERNATIONAL HRM The emphasis throughout this book has been on HRM as it is practice in organizations in the United States. But many of these firms also engage in international trade. A large percentage carry on their international business with only limited facilities and representation in foreign countries. Others, particularly Fortune 500 corporations, have extensive facilities, and personnel in various countries of the world. Managing these resources effectively, and integrating their activities to achieve global advantage, is a challenge to the leadership of these companies. We are quickly moving toward a global economy. While estimates vary widely, approximately 70 to 85 percent of the U.S. economy today is affected by international competition. Recent popular books have suggested that many U.S. companies need to reassess their approach to doing business overseas, particularly in the area of managing human resources. To a large degree, the challenge of managing across borders boils down to the philosophies and systems we use for managing people. In this chapter we will observe that much of what is discussed throughout this text can be applied to foreign operations, provided one is sensitive to the requirements of a particular international setting. The first part of this chapter presents a brief introduction to international business firms. In many important respects, the way a company organizes its international operations influences the type of managerial...
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