...Hupnan Resource Management GAINING A COMPETITIVE ADVANTAGE The Ohio State University JOHN R. HOLLENBECK Michigan State University University of Wisconsin-Madison ) Cornell University McGraw-Hill Irwin ENT; Preface vi 1 Human Resource Management: Gaining a Competitive Advantage 2 Enter the World of Business: Starbucks: HR Practices Help Focus on the Brew, Weather the Recession, and Prepare for Growth 3 Introduction 4 What Responsibilities and Roles Do HR Departments Perform? 5 Strategic Role of the HRM Function 7 Demonstrating the Strategic Value of HR: HR Analytics and Evidence-Based HR 10 The HRM Profession: Positions, Education, and Competencies 11 Competitive Challenges Influencing Human Resource Management 14 Key Terms 61 Discussion Questions 61 Self-Assessment Exercise 62 Exercising Strategy 62 Managing People Skill Shortages Make It Difficult to Fill Positions and Customer Orders 63 Twitter Focus 64 Notes 64 Parti The Human Resource Environment 69 2 Strategic Human Resource Management 70 The Sustainability Challenge 14 Enter the World of Business: HP's New Strategy 71 Evidence-Based HR 24 Introduction 72 Competing through Sustainability Volunteerism and Going Green Are Reaping Dividends for Employees, Communities, and the Environment 30 What Is a Business Model? 72 GM's Attempt to Survive 73 What Is Strategic Management? 74 Components of the Strategic Management Process 75 Linkage between...
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...Assignment Brief Managing Human Resources | | Task 1 1.1 Explain Guest’s model of HRM, 1.2 Compare the differences between Storey’s definitions of HRM, personnel and IR Practices; 1.3 Assess the implications for line managers and employees of developing a strategic approach to HRM.Further guidance notes are set out below. | Task 22.1 Explain how a model of flexibility might be applied in practice,2.2 Discuss the types of flexibility which may be developed by an organisation;2.3 Assess the use of flexible working practices from both the employee and the employer perspective;2.4 Discuss the impact that changes in the labour market have had on flexible working practices.Further guidance notes are set out below | Task 33.1 Explain the forms of discrimination that can take place in the workplace;3.2 Discuss the practical implications of equal opportunities legislation for an organisation;3.3 Compare the approaches to managing equal opportunities and managing diversity.Further Guidance Notes are set out below | Task 44.1 Compare different methods of performance management,4.2 Assess the approaches to the practice of managing employee welfare in a selected organisation;4.3 Discuss the implications of health and safety legislation of human resources practices;4.4 Evaluate the impact of one topical issue on human resources practices.Further guidance notes are provided below. | Further Guidance NotesTask 1To achieve a Pass you must explain Guest’s model of...
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...Number: Unit Title: Unit Code: Credit Value: QCF Level: BTEC Higher National Diploma (HND) in Business 22 Managing Human Resources F/601/1268 15 4 Writer of the brief: Internal Verifier name: Dr K Hoodless Dr M Rahman Learning outcomes and criteria covered by this assignment: All pass criteria All merit descriptors All distinction descriptors Key dates: Assignment distribution date to learners: Assignment submission date for TASK 1 & 2: Assignment submission date for TASK 3 & 4: Assignment returns date to learners (if applicable): 14 May 2013 21 June 2013 02 August 2013 10 September 2013 Page 1 of 12 BTEC HND in Business/ Managing Human Resources/May 2013 -BLANK PAGE- Page 2 of 12 BTEC HND in Business/ Managing Human Resources/May 2013 Introduction The aims of this assignment are to measure the outcome of students’ learning in terms of knowledge acquired, understanding developed and skills or abilities gained in relation to achieve the learning outcomes. The aim of this unit is to develop an understanding of the theory and practice of human resource management focussing on current human resources practice and the impact of topical issues and legislation. Edexcel Grading Criteria The assignment/portfolio will be assessed according to the following grading criteria: PASS Criteria: LO 1 Understand the different perspectives of human resource management 1.1 Explain Guest’s model of HRM (P1) 1.2 Compare the differences between Storey’s definitions...
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...|Assignment brief – QCF BTEC | |Assignment front sheet | |Qualification |Unit number and title | |BTEC Level 3 Extended Diploma In Business |Unit 16: Human Resource Management in Business | |Learner name | Assessor name | | | C Graham, F Mooney, J Robinson, E Smith | |Date issued | Hand in deadline |Submitted on | |1 W/E 26/01/2015 |W/E 27/02/15 | | |2 W/E 26/01/2015 |W/E 27/03/15 | | |3 W/E 26/01/2015 |W/E 17/04/15 | | |4 W/E 26/01/2015 |W/E 15/05/15...
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...Preface Introduction to Human Resource Management and the Environment Human Resource Management A Brief History of Human Resource Management Strategic Importance of HRM HRM and Organizational Effectiveness Objectives of the HRM Function Helping the Organization Reach Its Goals Efficiently Employing the Skills and Abilities of the Workforce Providing Well-Trained and Well-Motivated Employees Increasing Employees' Job Satisfaction and Self-Actualization Achieving Quality of Work Life Communicating HRM Policies to All Employees Maintaining Ethical Policies and Socially Responsible Behavior Managing Change Managing Increased Urgency and Faster Cycle Time Who Performs HRM Activities Outsourcing The Interaction of Operating and HR Managers HRM's Place in Management HR Department Operations HRM Strategy Clarifying Meaningful HRM Objectives HRM Policy HRM Procedures Organization of an HR Department Plan of the Book Summary Key Terms Questions for Review and Discussion Notes The Human Resource Manager and Managing Multiple Responsibilities Careers in HRM A Strategic Management Approach to Human Resource Management A Model to Organize HRM How to Take a Diagnosic Approach to HRM External Environmental Influences Government Law and Regulations The Union Economic Conditions p. iv p. 1 p. 2 p. 5 p. 7 p. 9 p. 10 p. 11 p. 11 p. 12 p. 12 p. 12 p. 12 p. 13 p. 13 p. 13 p. 14 p. 14 p. 15 p. 16 p. 16 p. 16 p. 17 p. 19 p. 19 p. 19 p. 21 p. 22 p. 22 p. 23 p. 23 p. 25 p. 28 p. 30 p. 33 p. 34 p. 35...
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...manager behavior on productivity. Resource: Ch. 1 & 2 of Managing Human Resources Content • Human Resources in a Globally Competitive Market o Managing people: A critical role for every manager (pp. 6-10) o Features of the competitive business environment (pp. 10-14) o Productivity: What is it and why is it important? (pp. 22-26) o The 21st Century Corporation (pp. 27-29) • The Financial Impact of Human Resource Management Activities o The financial impact of high-performance work practices (pp. 40-43) o The behavior costing approach (pp. 43-46) o Financial effects of employee attitudes (pp. 46-49) o Costing employee absenteeism (pp. 49-54) o Costing employee turnover (pp. 54-58) o Financial effects of work-life programs (pp. 58-62) o Costing the effects of training activities (pp. 62-69) OBJECTIVE: Describe manager actions that adhere to and also violate fair employment laws. Resource: Ch. 3 of Managing Human Resources • The Legal Context of Employment Decisions o EEO and unfair discrimination: What are they? (pp. 77-79) o The legal context of human resource decisions (pp. 79-107) OBJECTIVE: Describe effective management practices in a diverse workplace. Resource: Ch. 4 of Managing Human Resources • Diversity at Work o Workforce diversity: An essential component of HR strategy (pp. 119-35) o Managing diversity (pp. 135-44) Note: Use the information above to help...
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...Managing Diverse Workforce Name Institution Introduction The concept of workplace diversity refers to the differences that exist within an organization based on the employees working together in a team (Sonnenschein, 2009). It is imperative to note that the modern working environment calls for the need to manage the diverse workforce. As such, the management shoulders the responsibility of ensuring that they effectively manage diverse employees within their organization. It would sound simple to think that managing such team does not require tact and knowledge. However, it is pertinent to note that the aspect of diversity encompasses many fields like ethnic background, race, and age of individuals, gender, educational level, and the personality type of people. Additionally, diversity involves how the individuals perceive themselves and others of the different background than theirs. Hence, the perceptions will interfere with how they interact with others and the manner in which the organization will operate (Blunt, 2009). Therefore, for various assortments of employees to be in a position to function effectively within an organization, the human resource personnel must effectively deal with a broad range of issues. For instance, they must address change within the organization, communication aspect, and adaptability to the working environment. Furthermore, the issue of diversity will significantly increase in the future hence the need...
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...Sheet | Qualification | Unit number and title | BTEC Level 3 90 Credit Diploma in Business | Unit 2: Business Resources | Learner name | Assessor name | | Sarah Price | Internal Verifier | Date Verified | | | Date issued | Hand in deadline | Submitted on | | | | | | Assignment title | Managing Human, Physical and Technical Resources (LO1&2) | In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. | Criteria reference | To achieve the criteria the evidence must show that the learner is able to: | | Task no. | | Evidence | P1 | Describe the recruitment documentation used in a selected organisation. | | 1 | | | P2 | Describe the main employability, personal and communication skills required when applying for a specific job role. | | 2 | | | P3 | Describe the main physical and technological resources required in the operation of a selected organisation. | | 3 | | | M1 | Explain how the management of human, physical and technological resources can improve the performance of a selected organisation | | 2&3 | | | M2 | Assess the importance of employability and personal skills in the recruitment and retention of staff in a selected organisation. | | 2 | | | D1 | Evaluate how managing resources and controlling budget costs can improve the performance of a business. | | 2&3 | | | Learner declaration...
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...Sheet | Qualification | Unit number and title | BTEC Level 3 90 Credit Diploma in Business | Unit 2: Business Resources | Learner name | Assessor name | | Sarah Price | Internal Verifier | Date Verified | | | Date issued | Hand in deadline | Submitted on | | | | | | Assignment title | Managing Human, Physical and Technical Resources (LO1&2) | In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. | Criteria reference | To achieve the criteria the evidence must show that the learner is able to: | | Task no. | | Evidence | P1 | Describe the recruitment documentation used in a selected organisation. | | 1 | | | P2 | Describe the main employability, personal and communication skills required when applying for a specific job role. | | 2 | | | P3 | Describe the main physical and technological resources required in the operation of a selected organisation. | | 3 | | | M1 | Explain how the management of human, physical and technological resources can improve the performance of a selected organisation | | 2&3 | | | M2 | Assess the importance of employability and personal skills in the recruitment and retention of staff in a selected organisation. | | 2 | | | D1 | Evaluate how managing resources and controlling budget costs can improve the performance of a business. | | 2&3 | | | Learner declaration...
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...How Businesses Manage Resources P3, M1, P4 As part of your training, your manager asks you to prepare a presentation into how a local organisation manages its physical and technological resources. This task is designed to cover: P3 Describe the main physical and technological resources required in the operation of a selected organisation M1 Explain how the management of human, physical and technological resources can improve the performance of a selected organisation P4 Describe sources of internal and external finance for a selected business • Prepare a PowerPoint presentation detailing the physical and technological resources involved in the running of your selected business. Your presentation needs to take into account all those resources needed in the day-to-day running of that business. You should have at least one slide for each aspect, together with relevant images and your presentation should be no longer than 10 minutes. (P3) You should continue the PowerPoint presentation and create note slides to assist you in presenting your ideas. Take each group of resources in turn (human, physical and technological) and explain how managing these resources appropriately can lead to improvements in the overall performance of your selected organisation. To get you started, you could consider how managing staff could lead to higher sales levels, increased profits, reduction in costs and lower staff turnover rates. Similarly, how could managing your buildings, equipment...
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...+919820306565 Required text book : Human Resource Management: Text and Cases 7th Edition – K. Aswathappa Additional / Suggested Readings : 1. Human Resource Management – 12th Edition – Gary Dessler & Biju Varkkey 2. Strategic Human Resource Management: A Resource Driven Perspective 1st Edition – Pulak Das Course Objectives: • Developing an awareness and appreciation of the role of contribution of HRM in organizations • Understanding significance of various HRM activities such as Manpower Planning, Selection, Recruitment, Performance Evaluation, Learning and Development, Compensation & Benefits at the functional, operational and strategic levels of the organization • Analyzing the effectiveness of human resource policy and functions within the organization • Understanding the challenges of managing a global workforce to ensure engagement for high performance. Pedagogy: The teaching / learning methodology for the course is based on discussion of readings and cases supported with Role plays and Lectures through ppt. Session wise details: Session Coverage Case Studies Required Pre-Reading 1 Importance, scope and challenges of HRM in organizations (98204) Why doesn’t this HR Department get any respect? – Robert Galford Section 1: Chapter 1 – 3 - K. Aswathappa HBR Articles: (98111) 1. A new mandate for Human Resources – Dave Ulrich 2 Human Resource Planning Class Discussion and Lecture ...
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...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 relating...
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...| Assignment title | Task 2: Assignment 2: The Impact of Non-Financial Resources. | The purpose of this assignment is to: Understand the Impact of Non-Financial Resources on organisations/businesses. | Scenario:The government provides advice and information for businesses through a national service called Business Link. It is thinking of opening a new office in your borough and is looking for office staff to work there. You are very interested and have enquired about these jobs. Along with your application form, you are asked to submit a report about the management of resources in an organisation of your choice, to determine how well you understand the operations of a business. How well you write this report will determine whether or not you are short listed for Interview. In order to prepare the report you are to do the following: | Task 2 APrepare a list of the main physical and technological resources used by the organisation and what they are used for. Explain what each resource you have identified is used by your chosen business. | Task 2 B:Explain how good management of their human, physical and technological resources helps improve the performance of the business. You will have to research into the various ways in which each of these resources are managed and how those methods will help the business to improve their performance. | Task 2 C:Assume that you have been shortlisted for an interview. In preparation for the interview you have been asked to produce...
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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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...AMERICAN INTERNATIONAL UNIVERSITY-BANGLADESH Faculty of Business Administration Department of Human Resource Management BBA Program COURSE OUTLINE I - Course Code and Title: HRM 6006, HRM in Global Business Environment II - Credit : 3 III- Course Instructor: Erfan Haque III - Course Description: This course aims to develop the professional skills of future managers in the areas of international human resource management and cross-cultural management. This course exposes students to Global issues in HRM. Topics include job analysis; legal and measurement issues related to staffing, employment testing, interviewing, training and selection decision-making strategies in the Global context. It is most suitable for third year students who have completed an introductory course in human resource management, and who have some basic understanding of how culture and the international marketplace affect business. The course will review the theories, models and concepts developed in the areas of international management, international organizational behavior, cross-cultural management, and other emerging disciplines, and study their implications on international HRM practices. A major focus of the course will be on international human resource management & development issues of recruitment and selection, compensation and reward systems, training and development, performance appraisal, expatriation, repatriation and career development. IV – Objectives: ...
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