...It can be said that the term ‘human resources management’ became popular in the UK at the latter half of the eighties and at the beginning of the nineties. It has been applied to a diverse range of management strategies and has sometimes been used simply as a more modern term for personnel, employee or industrial relations. It’s importance lies in its association with a strategic, integrated and highly distinctive managerial approach to the management of the people. The distinctiveness lies in labour being seen as an asset and resource and not as a cost. The strategy is to try to develop this resource to it’s maximum so that emphasis is on the individual employee and on his/her motivation, training and development. Human Resources Management is defined as proactive rather than reactive, system-wide rather than fragmentary, treats labour as social capital rather than as a variable cost, is goal-oriented rather than relationship oriented, and ultimately is based on commitment rather than compliance. The key themes upon which Human Resources Management is based include Human Relations psychology, Strategic Management theory, and the doctrines of quality and flexibility. The relative emphasis that is accorded to each of these themes can give rise to different ‘variants’ of Human Resources Management. In particular, it is possible to identify two extreme positions. These are Instrumental and Humanistic. Instrumental approaches draw upon the rational-outcome model of strategic...
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...INTRODUCTION “Management guru Tom Peters once joked that if you want to insult a Human Resources director ask him if HR stands for 'Human Remains.' The fact is HR is a universally misunderstood discipline whether you are a large or small company. But bringing in an HR presence into your growing business could be one of the most sensible decisions you ever make.” Source: (http://www.mybusiness.co.uk/Yc0-nCFoc2BfBw.html) This report has been designed to investigate the traditional view of personnel management and the new approach of human resource management; as well as to evaluate the procedures and practices used for recruiting and selecting suitable employees. SECTION 1 Distinguishing between ‘personnel management’ and ‘human resource management’ and discussing the historical development and changing context in which they operate Introduction ‘When the flexible concept of HRM emerged in the 1980s, in the times of Thatcherism and Reaganomics, it “could not help but look more desirable than personnel management” (Hope-Hailey et al 1997: 5). The attractiveness of the theory of managing personnel led to a proliferation of HRM language. Nonetheless, it remains to be seen if there is more to HRM than only a new and shining rhetoric. A number of authors stress the difficulties of identifying clear differences between personnel management and HRM, and maintain...
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...1.0 INTRODUCTION The history or background of performance appraisal is quite brief. Its roots in the early 20th century and can be referred to Taylor's pioneering Time and Motion studies (Archer North, 2010). Unfortunately, this is not very helpful because for the same may be said about almost everything in the field of modern human resources management. As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the World War Two which is not more than 60 years ago. Yet in a broader sense, the practice of appraisal is a very ancient art. In the scale of things historical, it might well lay claim to being the world's second most aged profession. People differ in their talents, skills and their aptitudes. There are always some inequalities between the quality and quantity for the same work and same job perform by two different people. Therefore, performance management and performance appraisal is necessary to critically understand each of the employee’s abilities, competencies and relative merit and worth for the organization. In a simple explanation, employee’s performance is being rates by the performance appraisal. This performance appraisal is universally used in the society. According to Khan (2008), it is an objective way to determine and evaluate employee work-related behaviour. An employer evaluating their employees is a truly classic concept. It is a crucial part or also can be seen as...
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...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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...HUMAN RESOURCE MANAGEMENT MGT 201 – ANALYTICAL ESSAY 28/07/2013 TOPIC: Analysing Staff Turnover, its Cost and Effects on the Business and Developing Strategies to Improve Staff Retention: Student Name: Fabio De Souza Lima Student Number: 0053455T Lecturer: Nathalie Hudson Sunday, 28 July 2013, 11:55pm In comparison with other types of industry, excess of labour turnover has become a chronic problem for Tourism related enterprises, especially in the Hospitality sector. It has the potential to cause (directly or indirectly) serious issues and generate a multitude of costs to a business. For example, the whole process of recruitment and training can be very expensive and, even costlier can be the potential decline in the levels of service quality and productivity, which can culminate in customer dissatisfaction and consequential weakening of the business. This paper seeks to analyse such scenario by investigating staff turnover cases occurred throughout a variety of corporations in the hospitality industry. It discusses how such situation will affect businesses and, at the same time, suggests how Human Resource Departments should approach the issue, in order to help companies retain its most valuable asset, the employees. The difference between staff turnover rates amongst managerial positions and other more peripheral positions became evident after research and so did the notion that staff turnover rates will vary depending on the size of corporations. But, above...
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...¿Qué son los Recursos Humanos? Son los trabajos que localizan su atención en el ser humano como eje del sistema organizativo, lo que podríamos llamar el enfoque humanista de la organización del trabajo, frente al enfoque mecanicista que supone la escuela de la organización científica. Causas de la aparición de la dirección de personal Siempre ha sido necesario contratar y despedir empleados; siempre ha habido que idear sistemas de retribución equitativos e incentivantes, pero no siempre estas tareas las ha realizado una dirección de Recursos Humanos. Aunque la función de RRHH ha existido siempre, en vano buscaremos en la bibliografía española anterior a los ochenta del s. XX referencias a un departamento de RRHH mas o menos semejante a los actuales. Sí, encontraremos menciones a departamentos de Dirección de personal e incluso a jefaturas de personal. La TGS, que es una teoría organicista, hace suya aquella afirmación de los biólogos evolucionistas que dice que ‘’la función crea al órgano’’ mientras la función de RRHH se realizaba de forma esporádica, revestia poca dificultad, y las consecuencias de llevarla a cabe de manera incorrecta eran escasas o de importancia irrelevante, no había ninguna necesidad de que las empresas se dotaran a sí mismas de una organización especifica ad hoc. Pero esta actitud cambió a partir del momento en que estas tareas se hicieron más frecuentes, implicaban un cierto ‘’saber hacer’’, y las consecuencias de no llevarlas a cabo correctamente...
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...Chapter-II KISAN STRUGGLES IN INDIA 38 Cultivation has been in existence in India from ancient times – since Indus valley civilisation, it is the belief of the people that it is a part of their cultural pride. At present, they adopt agriculture not because it is profitable but because they have no other alternative and they can feed themselves at least for a few months from the yield they are getting.1 Economic experts (pandits) also agree that the kisan goes for cultivation knowing fully well that he has to suffer losses. This fact is also stated and agreed upon in the “Statutory Report on Agricultural Credit” by the Reserve Bank of India. If anybody wants profit in his business, the cost of the manufacturing material (goods) should be cheaper. The system of exploiting their labour also is an extra burden for the farmers.2 The process of proletarianisation of agricultural labourers has increased during the last few decades and they are more dependent on wage labour while losing the extraeconomic relations with their employers which govern the conditions of their work and life. Barrington Moore Jr. in his celebrated work Social Origins Dictatorship and Democracy; Lord and peasant in the making of the modern world questions the revolutionary potential of the Indian peasantry. He observes that the landed upper classes and the peasants played an important role in the bourgeois revolutions leading to capitalist societies in England and France, the abortive bourgeois revolutions...
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...bromides have included management by objectives, quality circles, total quality management, re-engineering, and now the learning organization and systems thinking. But all these implemented as techniques produce the same results: short term gains followed by long term disillusionment and dissolution. What is going on here? Could conventional management wisdom be wrong? Richard Farson thinks so, and I think he’s right. Farson’s unconventional approach to leadership operates from a different set of assumptions than the traditional rational model. In his view, human behavior and its organizational manifestation are replete with complexities and paradoxes. Because of this, approaches that simplify behavior and offer a series of prescriptive steps to success are doomed to ultimate failure because they do not comprehend the absurdity of the situation. Some Definitions A paradox is a seeming absurdity. The natural human inclination when confronted with a paradox is to seek to resolve it. Farson’s approach is to embrace the absurdity and to seek to understand the truth contained therein. By embracing paradox, one sees the organization and its members for what they are: complex,...
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...Ethics In Human Resource Management Alisha Wood Saint Augustine’s University Ethics and Human Resource Management Wikipedia, defines ethics as: "…a study of values and customs of a person or a group. It covers the analysis and employment ofconcepts such as right and wrong, good and evil, and responsibility." Wikipedia, defines utilitarianism as: “…ethical doctrine of greatest good. The ethical doctrine that the greatest happiness of the greatest number should be the criterion of the virtue of action The complexities of business and our human/social society makes corporate ethics a very interesting study. To a practicing manager in the working world today, this becomes critically important, especially if they don’t get it! And many obviously have not and still do not. The questions are really simple to ask - yet hard to answer: What does good business today really mean? What does ethics have to do, if anything, with good business? What impact can the human resource function have on either? Within business, what is my responsibility as a human resource professional? Corporate social responsibility (CSR) is known as one of the areas that has drawn many attentions in the business environment over the last twenty years. Carroll (1991) argued that corporation should be addressed not only from economic and legal perspectives but also from ethical and philanthropic perspectives; the idea of CSR’s pyramid is then derived. Furthermore, the efficiency theory...
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...[pic] Lecturer: Melanie Ahmad Email: melanie.ahmad@auscampus.net Semester 2, 2011 1.0 Subject information at a glance |Academic and support staff: | |Enrolment requirements: |Assumed entry skills and knowledge: | |Credit points: 15 |It is assumed that students undertaking this subject already possess a | |Prerequisite: Human Resource Management (MGT2HRM) |sound understanding of basic human resource management. | |Delivery mode and location: | | | |Assessments: | |Two assignments 2500 words (total word count) 30% | |Final examination 2 hours 70% | | ...
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...Some of the organizations and laws created for the purpose of protecting employees include the Department of Labor, Equal Employment Opportunity Commission, and the American’s with Disabilities Act of 1990. These laws and organizations address issues such as discrimination in the workplace, sexual harassment, safety in the workplace, senseless firing, and denial of employee rights. Unfortunately, several of these human resource laws are very complex. For example, according to Gomez-Mejia (2012), the Americans with Disabilities Act of 1990 is extremely long and there are over 1,000 different disabilities that affect over 43 million Americans (p. 95). Due to the complexity and varied opinions of these laws, different courts have made different decisions about what is a substantial case and what is not. The complexity of these laws and regulations make it difficult for an expert in HR law to understand which essentially is even more difficult for a manager to clearly understand all the possible implication of a particular law. Borbs (n.d.), “The human resource...
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...Role and Functions of Law Megan Cresse Law/421 October 29, 2014 Alfred Fenzel Role and Functions of Law There are many functions of law within business and society, but only one role. Laws must be enforced for society and businesses to function proficiently. Behavior and standards are set rules and expectations. Law tends to be a complex subject that must be understood by society and businesses alike. This essay will discuss the various ways law is present in the everyday lives of people in society. To give further information, law within business will be discussed through the Human Resource department that is accessible in most companies. What is Law According to Zain (2012) “Law is the set of standards, principles, and rules a society sets up to govern the actions of its members. It spells out the rules and the penalties for failure to abide by them.” (p. 1). Take a game for example. The individuals who are playing the game need to know the rules of the game in order to play. It is the same with individuals in both society and business. To function properly, rules and regulations of conduct and behavior must be observed. Law is used to govern society, establish good behavior for its members as well as protect them if anyone violates the law. It is seen as a necessity that a country needs to keep it running effectively and efficiently. Role and Function of Law in Business In business, laws govern every phase. Any and every type of business, large or small, must...
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...Academic Essay "There is no doubt that creativity is the most important human resource of all. Without creativity, there would be no progress, and we would be forever repeating the same patterns." (De Bono 2009) YOUR TASK In a 1500-2000 word essay outline 2-3 aspects of creativity and critically analyse how these aspects of creativity have been applied in a specific occupation or profession of your choice. Use real world examples to support your analysis. DETAILS: You must write a draft of your essay to hand in during your tutorial in week 8. You need to make two copies of your draft to bring to your tutorial in week 9 to use in peer review with one of your colleagues from your tutorial group. Week 8: Essay Draft (Formative/ Summative) DUE: Week 8: Hand your draft to your tutor in your Week 8 tutorial. Week 11: Essay (Summative) DUE: Thursday May 14, 2015 at Assignment Minder KG, R Block, Level 2 of the Library at Kelvin Grove Campus. Include the following in your folder when you submit 1. Your Essay with 1.5 spacing between the lines 2. Your reference list (a) in alphabetical order (b) single spacing for each entry 3. Your Essay Draft (from Week 8) with your tutor’s comments page. 4. The QCD111 Essay Criteria Sheet As well as submitting the hard copy to Assignment Minder, you will need to upload your final essay digitally to the matching software tool called Turn-it-in on BB before the due date. NB: QUT Policy on...
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...Study of ABC Company What follows below is an analysis of the ABC Company’s hiring and training practices. In reviewing the events as described, many issues have surfaced regarding the assigned recruiter, Carl Robins and the human resources and training practices of the ABC Company. There are numerous examples of disorganization, lack of following through and areas of overlapping responsibilities, requiring a possible reorganization of the business itself. Although the Case Study does not specify, for the purposes of analysis it is assumed that there are separate Human Resources and Training Departments within the company, for, in today's business world, it would be difficult to imagine a company structure that did not include these two key departments. Initially, there appears to be a definite lack of coordination, planning and follow-through of the newly hired recruiter, Carl Robins. There are many incidents that demonstrate his lack of follow-through in the entire hiring and training processes. Many questions arise that deserve to be asked and examined. For example, 1) Why did he not immediately follow-through with the newly hired employees to ensure all required paperwork was properly and timely completed? 2) Did he assume that the Human Resource Department or Monica, the Operations Supervisor would follow-through with the scheduling of drug testing, physicals, etc. of those new employees? 3) Why did Monica, the Operations Supervisor, have responsibility for the training...
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...Understand Jessica Rivera Western International University COM 110/Effective Persuasive Writing Lisa Hughes November 27, 2005 Employee Rights: Something Every Employee Should Know and Understand Currently, many employees take for granted the fact that they have more rights then just minimum wage, overtime pay, safe workplace, and equal opportunity rights. Many people do not take the time to access the resources needed to educate themselves on the rights they are entitled. By not knowing and understanding the importance of the employee rights, the employee in turn gives up their rights. Employees need to ask themselves, before reading this essay, do they fall into this category. If so, those employees should read further. If not, those employees should seek the necessary information about their rights to ensure that they know the rights that they are entitled. Employees must always acquire the knowledge concerning which rights they are entitled for their type of employment. There are so many valuable resources but too few really know where the search begins. When a person begins a new job, they must sign an acknowledgement stating that they understand the rights that they are granted as a condition of employment with their perspective employer. In many cases though, they do not fully understand that their signing of this document is an acknowledgement and an agreement of their and the employers rights. Most employees do not understand that...
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