...BANGALORE MANAGEMENT ACADEMY MBA (International) COURSE CURRICULLUM - TERM II 1. Module Title: Production and Operations Management 2. Module Description: The module employs a systems approach to examine the production and information systems of organisations, with a focus on the integration of transformation activities of firms to produce goods and services and the information systems that link these processes. Throughout the module the use of information technology to carry out these functions and improve operations will be emphasised. This module is also intended to be a survey of the operating practices and procedures found in both manufacturing and service delivery firms. It will focus on those business processes and procedures used to transform various inputs into finished goods and services. The value added aspects of Operations Management such as purchasing, material requirements planning, inventory control and project management are also covered. 3. Learning Outcomes: Upon successful completion of the module the students will be able to: describe how organisations can reduce waste and improve quality. explain the impact and importance of the customer-supplier-competitor relationship within business operations. apply quantitative tools and techniques for planning, predicting, measuring and monitoring operations. base strategic decisions on information derived from these tools and techniques. understand the relationship between operations...
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...1. Proposed Title Role of Human Resource Information System (HRIS) in an Organization The purpose of this research is to identify business organizations that have faced human resources issues in regards to information technology. Through the study, we can learn how business organizations have handled certain human resources issues related to information technology, information systems, new technology, and data security. With the changing world and constant new technology that is available, managers need to be aware of the technology that will increase effectiveness in their organization. 2. Introduction HRIS refers to software packages that address HR needs with respect to planning, employee information access, and employer regulatory compliance. The following text begins with a discussion of human resource planning, followed by human resource management systems. Human Resource Information Systems (HRIS) have become one of the most important tools for many businesses. Many firms do not realize how much time and money they are wasting on manual human resource management (HRM) tasks until they sit down and inventory their time. HRIS is advancing to become its own information technology (IT) field. It allows companies to cut costs and offer more information to employees in a faster and more efficient way. Especially in difficult economic times, it is critical for companies to become more efficient in every sector of their business; human resource (HR) is no exception. HRIS...
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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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...committed their valuable time and effort in improving our knowledge and skills during the course units and all other parties including may parents and friends who gave their support to complete this project successfully Contents Acknowledgement 1 Introduction 2 Analysis of the case 3 What are the issues in this case? 3 What in your view is the most important issue? 5 Conclusion and recommendations 8 Conclusion 8 Recommendations 9 Discuss the manner in which you could solve the main issue. 9 1. Strengthen the communication process of the organization. 9 2. The company should identify human resource as a strategic resource. 10 Introduction This case study is based on a TV set manufacturing and assembling company named Super TV. Melani is the head of the department that manufactures and assembles of television receivers. Her department consists of talented employees who have knowledge about all the phases of the production at the same time her department usually walk off with honor award for their excellent work in every year. At the same time Mr leelarathne her immediate supervisor and Mr ariyasena the vice president of the division have started a poor management practice they did not inform Melini on their decisions on time. Due to that fact performance of her department has gone down number of rejections and customers complain have gone up. Recently Mr Leelarathna and ariyasena have decided to introduce new...
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...Student's name Instructor's name Course name Date Human Resource Management in Multinational Organizations A Preliminary Research on Self-Initiated Expatriation as Compared to Assigned Expatriation Human resource management in multinational organizations is complex due to the cross-cultural and international aspects related to its nature. This article examines the phenomenon of 'expatriation': choosing to leave one's own country in order to live or work in another, usually for a long period of time. Multinational organizations require a certain level of staff relocation in order to improve their knowledge of emerging markets as well as maximizing their talent resources. In addition to assigned expatriates, meaning those moving to another country following an assignment from their workplace, the article refers to "self-initiated expatriates, meaning people who choose to move to another country on their own. Human resource needs for both kinds of expatriates are unique, and may differ from each other. Self-initiated expatriates may exhibit more motivation to live in a different country and uproot their family for a long period of time, and this motivation may facilitate an easier transition, therefore being less demanding for the human resource management (Mo and Jian-Ming 170-172) Workplace flexibility and the changing nature of work: an introduction This paper examines articles referring to how the changes in the work environment require flexibility on behalf...
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...HR Managers’ Roles & Contributions in Merger Processes Khalil Al Jerjawi Faculty of Business School of Management University of Western Sydney, Australia E.mail: mr.jerjawi@gmail.com Accepted: August 12, 2011 DOI :10.5296/ijhrs.v1i1.896 As companies have engaged in domestic and international mergers over the last few years in order to match the macroeconomic trends operating on a worldwide and more recently to cope with the current global financial crisis, human resource managers have been encouraged to play a more strategic role in their organizations, especially in the case of extensive and radical organizational change such as merging process. This study addresses and works on the existing research gap by investigating the roles of HR managers among the different roles which were defined at the fist by Dave Ulrich. This paper demonstrates that HR managers are an essential part of merger and that HR practices should be given an extensive emphasizing throughout such organizational change “the merger process”. Keywords: HR practices; HR manager roles; Merger process. 64 www.macrothink.org/ijhrs 1. Introduction In recent years human resource managers have been triggered to play a more strategic role in their organizations, especially in making strategic decisions and going through radical organizational changes such as merging process (Bjorkman & Soderberg, 2003). Nowadays this requirement is even more urgent and acute due to the fact that past decade has been characterized...
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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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...Course Code: C201 Cost and Management Accounting (CMA) 1. Objectives: The course intends to equip students with the ability to apply cost concepts in managerial decision making. At the end of the course, they are expected to have learnt the methodology and techniques for application of cost and managerial accounting and information in the formation of policies and in the planning and control of the operations of the organization. The course covers the nature of managerial accounting; activity costing; marginal costing; standard costing, etc. 2. Course Duration The course will have 45 sessions of 60minutes duration. 3. Course Contents Assignment of sessions to the modules of course is as follows: Module No. | Modules/ Sub modules | Sessions | Marks (Uni. Exam) | I | Cost Management and Cost EstimationCost and Management Accounting OverviewVarious Cost Concepts. Cost Estimation approaches, tools and techniques | 9 | 20 | II | Cost allocation and Job/ batch CostingCost Allocation, Activity Based and Target CostingJob and Batch Costing Introduction to the concept of operating costs | 9 | 20 | III | Costing MethodsOperating Costing. Process Costing and Joint and By product Costing. | 9 | 20 | IV | Management ApplicationsMarginal (Variable) Costing and Absorption Costing Decision Involving Alternative Choices and Pricing DecisionsMake-or-Buy | 9 | 20 | V | Planning, Control and Decision MakingBudgeting and Budgetary Control SystemStandard...
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...Global Human Resource Management Learning Objectives After studying this chapter, you should be able to: Describe the drivers behind globalization in the early 21st century. Discuss the role that culture plays in determining the effective use of human resource management practices in a global organization. Identify critical HRM issues faced by multinational and global organizations when they conduct business in the international marketplace. Internet/Web Resources General Sites www.expatexchange.com www.ilo.org www.odei.gov/cia/publications/factbook/ index.html www.mexicomaquila.com www.gmacglobalrelocation.com www.shrm.org globalgateway.monster.com Company Sites www.globaldynamics.com www.nortel.com www.bp.com www.dell.com www.ballygaming.com www.nestle.com www.unilever.com www.fiat.com www.volvo.com Career Challenge Chapter 4 Global Human Resource Management 97 Boswell Technologies is a computer software development firm located in Akron, Ohio. Michael Carl, vice president for human resources at Boswell Technologies, has just returned from San Benedetto, Italy. It seems that Boswell is soon going to become Boswell International. The company has just acquired a successful software firm located in San Benedetto. The purpose of the acquisition was to quickly allow Boswell to become a premier supplier of new and innovative computer software in Europe. On his first day back in Ohio, Michael has been called into the office of Boswell’s president, David Randolf, to give...
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...A Report On Case Study: Keeping Suzanne Chalmers Tanvir Mohammad Azim (1301315) M Sc Project Management 11/20/2013 * A Report On * Case Study: Keeping Suzanne Chalmers A Report On Case Study: Keeping Suzanne Chalmers Unit Name: Human Side of Management Unit Code: SHR034-6 Tanvir Mohammad Azim Student ID: 1301315 M Sc Project Management University of Bedfordshire Date: 21.11.2013 List of Figure Figure No | Title | Page No | 01 | Maslow's hierarchy of needs and related aspects a t work | 11 | 02 | Four Drive Model | 12 | Contents Term of Reference 4 1. Introduction 5 1.1 Purpose of the Report 5 1.2 Methodology of the Report 5 1.3 Scope of the Report 6 1.4 Limitations of the Report 6 2. Background: Case Study in a Brief 6 3. Existing Motivational Theories 7 4. Situation Analysis-Findings and Explanation 9 5. Conclusion 11 List of References 12 Bibliography 13 Term of Reference The report is based on analyzing ‘Suzanne Chalmers Case Study’ to find the reason behind to quit herself from Advanced Photonics Ltd. It also tried to suggest what types of job design must take by the APL for future action to reduce such situation like Suzanne. 1. Introduction Modern business world becomes more competitive over last few decades. Business concepts runs so fast and peoples engaged with that type business as an employ also make them more outward looking and sensible. According to a recent data for...
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...HUMAN RESOURCE EFH LT MANAGEMENT ™ EDITION Gary Dessler Florida International University .I r e i l t l C e J r l 3 . l l Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Hong Kong Singapore Tokyo Contents Preface xxiii Acknowledgments xxvii Introduction to Human Resource Management 2 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes...
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...Summative Assignment: A Report Writing based on a Case Study By Tanzina Shomy Student ID: 1322288 Title Page “A Written Report about comparison of the achievement attained by two travel firms named the AET and SA exploiting diverse strategies in an akin sets of HR practice.” Date- 10-1-2016 By- Tanzina-Shomy-Motahar Student ID –‘1322288’ Executive Summary This written report emphasised the constant achievement of about 2 travel businesses in 2 different countries named “Southwest Airlines, Dallas, TX, USA” and “Airport Express Train, Oslo, Norway”. It will also be studied the internal consistency of HR of both firms and how they achieved competitive advantages, success and conclusively touched the highest position through HPWS theory into the practices. Yet, both travel firms were monitored accordingly different methods like age, ownership, range of the company, competitive strategy, labour law and national framework, whereas both travel companies were accomplished success applying theory of HPWS into the practice. Generally, the Airport Express Train (AET) and the Southwest Airlines (SA) travel businesses are suggested to follow ‘the chain of impact framework’ as a recommendation for future success in travel business. This report will explain also how the HR and HPWS models are applied in this case. For example, SA company considered they can gain success continuously...
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...People Management Module Code: BM014-3--PM Lecturer Name: Halmin Bin Yusoff Intake Number: UC1F1101BM Submission Date: 26th September 2011 TABLE OF CONTENTS 1. Introduction........................................................................pg 3 2. Differences between human resource department and personnel department.........................................................................pg 4 3. Benefits of human resource management..........................pg 5-6 4. Conclusion..........................................................................pg 7 5. References...........................................................................pg 8 HUMAN RESOURCE MANAGEMENT INTRODUCTION By definition, human resource management can be defined as the process to which the management manages the employees in a company or in an organisation in a thorough and a very structured manner. Personnel management can be explained as the process of planning, compensating, organizing, maintaining and integration of the employees in an organisation or in a company mainly for the purpose of contributing to the individual and organizational goals. In many cases, personnel management is said to be almost the same as the human resource management, it is explained further that the personnel management is like the old or the early version of the human resource management. For some reasons many companies or organisations...
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...FT 106C FT 107C FT 108C Management Principles and Practices Mathematics and Statistics for Managers Accounting for Managers IT and E-Business Fundamentals Business Environment Organization Behavior and Processes Business Communication Business Legislation 1-2 3-4 5-6 7-8 9-10 11-12 13-14 15-16 COURSES AND SYLLABUS FOR SECOND, THIRD AND FOURTH SEMESTER SHALL BE COMMUNICATED LATER. 2 FT-101C MANAGEMENT PRINCIPLES AND PRACTICES Course Objective The objective of this course is to help the students gain understanding of the functions and responsibilities of the manager, provide them tools and techniques to be used in the performance of the managerial job, and enable them to analyze and understand the environment of the organization. Examination The faculty member will award internal marks out of 20 (8 for Tests and 12 for class participation). The semester examination carrying 80 marks will have two sections A and B. Section A worth 60 marks will have 6 theory questions out of which students will be required to attempt any four questions. Section B carrying 20 marks will contain one or more cases. Cases prescribed below are only for classroom discussion and internal evaluation and not for end semester examinations Course contents 1. Concept of Management Functions and Responsibilities of Managers, Fayol's Principles of Management, Management Thought The Classical School, the Human Relations School, Systems Theory, Contingency Management, Developing Excellent Managers...
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...EVOLUTION AND DEVELOPMENT OF HUMAN RESOURCES AND HR MANAGEMENT. BENSON MWENDWA WAMBUA KENYATTA UNIVERSITY D241/OL/CTY/7935/2014 BBA 032: FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT Abstract Introduction Human Resource Management is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are crucial for the modern organization. We cannot believe that the successful business could exist without the Recruitment and Staffing, Compensation and Benefits, Training and Development or the Leadership Development. However, in the past the companies did not use any of the HR value added processes. The story of Human Resources started as evidence of all employees. It dealt with issues and requests. Nothing more was expected to be delivered. The HR Management history is fascinating. The wars usually change the path of Human Resources in organizations and society. The evolution and background of HR Management It is a paradox of the human history that best things evolve. The history of the modern Human Resources Management is not a deviation from this general rule of the human history. However, the HRM background...
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