...Introduction The human resources of an organization consist of all people who perform its activities. Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function. The activities involved in HRM function are pervasive throughout the organization. Line managers, typically spend more than 50 percent of their time for human resource activities such hiring, evaluating, disciplining, and scheduling employees. Human resource management specialists in the HRM department help organizations with all activities related to staffing and maintaining an effective workforce. Major HRM responsibilities include work design and job analysis, training and development, recruiting, compensation, team-building, performance management and appraisal, worker health and safety issues, as well as identifying or developing valid methods for selecting staff. HRM department provides the tools, data and processes that are used by line managers in their human resource management component of their job. What is the focus of HRM department? “The HRM focus should always be maintaining and, ideally, expanding the customer base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus regardless of the size of the business, or the products or services you are trying to sell.” (Dr....
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...INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Human Resource Management is concerned with human beings, who are energetic elements of management. The success of an enterprise will depend upon the ability, strength and motivation of persons working in it. Human Resource Management refers to systematic approach to problems in any organization. Human Resource Management is concerned with all aspects of managing the human resources of an organization. According to Likert,’’Every aspect of firm’s activities is determined by the competence, motivation and general effectiveness of its human organization. Of all the tasks of management, managing the human component is the central and most important task because...
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...INTRODUCTION KenolKobil Limited is a petroleum company operating across international markets in the African continent with its headquarters based in Nairobi, Kenya. They offer a wide range of products including lubricants, bitumen, liquefied petroleum gas, vehicle and jet fuels, and car-care products. The emphasis of this work continues to be on KenolKobil’s Human resource department that was relied upon during the company’s downfall that led its senior management to reduce their wage bill by laying-off unproductive staff whilst employer-employee relationships turned hostile. Therefore, this particular proposal intends to further elaborate on the activities of the HR department. The organization faces an uphill battle to motivate the remaining productive staff and to ensure maximum output at the lowest cost. This proposal then sheds light on the general schemes of making staff redundant and of motivating the remaining employees at the organization. JOB EVALUATION The proposal proceeds by firstly, introducing the concept of the process of job evaluation. This is the assessment of the relative worth of various jobs within the organization on the basis of a consistent set of job and personal factors, such as qualifications and skills required (BusinessDictionary.com, 2014). Basically, job evaluation is a process of determining the relative worth of a job. It should be seen as an integral part of organization’s procedures for evaluating jobs and establishing a fair pay structure...
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...Human Resource Management (Introduction) 200 Assessment 2 – Case Study Analysis and Essay INTRODUCTION: The purpose of this essay is to identify and describe four human resource issues faced by the companies affected by the earthquakes in Christchurch, New Zealand. As a human resource consultant working for the New Zealand government, four human resource solutions will also be discussed and suggested in order to assist these companies with the problems faced after the earthquake. The key issues brought about by the earthquake are; the shrinking talent pool for staff and the senior management, a fall in demand, a decrease in the morale of both staff and management and the temporary chance of Christchurch’s population to fall. It is important to address these issues because they affect the operations of the companies in a very negative way. These issues can be dealt with by using solutions which have been utilized in other countries which have faced natural disasters, as well as creating new ideas for future problems caused by such disasters. The issues and propositions will be discussed in further detail. Even though there is a low chance of such an event occurring in New Zealand again, they still leave companies not well prepared for the consequences of such an experience (FM Global, 2009). HUMAN RESOURCE ISSUES: The very first issue Christchurch faced was the shrinking talent pool of both their staff and senior management within their companies. This...
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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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...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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...Tutor or Lecturer to discuss issues related to this Course, including the two Assessments. This document is to aid you in developing a format which will help you to express your ideas well. I am using a shortened example (based loosely on some past marked assignments) to show possible subheadings that you may include in your Assessment 1. Note that your assessment MUST be original, with appropriate references that follows the Harvard Referencing Guide! Students are also expected to write better reports than the example provided here. Each report must address the assessment criteria in the Course Profile. I expect the structure of your reports to have: 1. Title Page 2. An Abstract or an Executive Summary 3. Table of Contents 4. Introduction 5. Body (addressing assessment criteria as laid out in the Course Profile) 6. Recommendations 7. Conclusion 8. References (cite current/latest but relevant references, 2008-2015) ================================ Title Page (see format below) The front page of your assignment should be a cover page. The Title Page should include: The assessment number and title The...
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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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...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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...this assignment the main functions of human resource management will be discussed along with the key concepts and practices associated within the role. The ways in which human resource management contributes to organizational performance will be evaluated as well as an evaluation of the two components of HRM; soft and hard. Finally, the ways in which human resource management differs from personnel management will be examined outlining the main differences between them and discussing the views that a management theorist, John Storey, has about the two management types. Human resource management (HRM) “includes all the activities that managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of an organization’s goals.” (Jones, George & Hill, 2000, p.349) However, defining the term ‘human resource management’ isn’t always easy which has been part of an ongoing debate over the years. Although human resource management is a popular term within management, “there is still no universally agreed definition of it’s meaning.” (Beardwell & Claydon, 2010, p.4) The reasons for this is because HRM is a very broad topic with it being used in many different ways within organisations and the fact that HRM can be referred to as a more modern form of personnel management. The main functions of human resource management will now be discussed. In human resource management there are five main practices which...
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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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...Evolution of Human REsouRcE managEmEnt and Human REsouRcE infoRmation systEms The Role of InfoRmaTIon Technology Mohan ThiTe, Michael J. Kavanagh, and RichaRd d. Johnson EDITORS’ NOTE The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT) and to the combination of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use in managerial decision making of results and reports from an HRIS. The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM), as is discussed in this chapter. This first chapter will lay the groundwork for the remainder of this book, and, consequently, it is important to understand thoroughly the concepts and ideas it presents. This chapter contains definitions for a number of terms in common use in the HRM, IT, and HRIS fields. (Note that a glossary defining these terms is also provided at the back of this book.) The central themes 2 Chapter 1 Evolution of Human Resource Management and HRIS ...
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...Edexcel BTEC Levels 4 and 5 Higher Nationals specification in Health and Social Care Unit 13– Managing Human Resources in Health and Social Care LESSON PLAN Week: 01 |Topic |Introduction to module, unit description, Assignment Brief, Evaluation sheet, VLE, | | |Turnitin/Similarity Index, Plagiarism, Harvard Referencing system etc. | |Times |09. 00-11.30 |NB | | |12.00-14.30 |Lessons will start at 09.00 and continue till 14.30 with a | | | |lunch break from 11.30 to 12:00. There will be lectures and | | | |discussion of lecture topics and activities during the | | | |session. The afternoon sessions will be supervised | | | |student-centred learning using on-line materials. Be familiar| | | |with each lesson’s topic and activity. ...
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...16: Human Resource Management in Business Unit code: K/502/5445 QCF Level 3: BTEC National Credit value: 10 Guided learning hours: 60 Aim and purpose The aim of this unit is to introduce learners to methods of managing human resources in the workplace. Learners will use their knowledge of relevant human resources management theory and link it with current human resource management practices in organisations. Unit introduction Human resource management is a dynamic activity in any organisation as it takes place against a changing economic, technical, legal and social background. It is important for learners to appreciate that effective human resource management means getting the best out of the people who work for an organisation in order to ensure the organisation fulfils its purposes, whether it is a football club winning the premiership, or a hospital increasing the success rates for medical operations. Many organisations say that their employees are their most valuable resource because of their skills, knowledge and attitudes. As labour is both an expensive and valuable resource, it is important to ensure it is planned and that the best value is obtained from employees contributions. Human resource managers have to plan their human resource requirements against a background of internal and external factors which are dynamic and constantly changing. The first part of this unit introduces learners to the factors that influence human resource ...
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...INTRODUCTION TO MANAGEMENT | |Chapter Aims | |Definition of Management | | |Management Functions |This chapter aims to: | |Planning | | |Organizing |Introduce the foundation of management such as various functions, | |Directing |levels and areas of management in business | |Controlling | | | | | |Levels of Management | | |Types of Management | | | ...
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