...THE DEVELOPMENT OF HUMAN RESOURCE MANAGEMENT FROM A HISTORICAL PERSPECTIVE AND ITS IMPLICATIONS FOR THE HUMAN RESOURCE MANAGER CHUKWUNONSO Franklyn, franconicostelo@yahoo.com +234 8038765452, 8052829700 Department of Information Technology, Federal University of Technology, Yola ABSTRACT This paper introduces the development of Human Resource Management (HRM) from a historical perspective and explains the debate between HRM and personnel management. Thus, the paper identifies the historical developments and their impacts on HRM, outlines the development and functions of HRM, explains the differences between HRM and Personnel Management, evaluates ‘hard’ and ‘soft’ approaches to HRM, illustrates how diversity is an issue in Human Relations (HR) practice and finally considers HRM as an international issue. It concludes with a discussion about ‘hard’ and ‘soft’ models of HRM and its implications for the human resource manager. INTRODUCTION The term "human resource management" has been commonly used for about the last ten to fifteen years. Prior to that, the field was generally known as "personnel administration." The name change is not merely cosmetics. Personnel administration, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned the technical aspects of hiring, evaluating, training, and compensating employees and was very much of "staff" function in most organizations. The field did not normally focus on the relationship...
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...SEMESTER 2 2011 CPA 118 ETHICS AND GOVERNANCE CPA - ETHNIC SEMESTER 2 2011 MODULE 1 ACCOUNTING AND SOCIETY 1.05 1.05 Part A: Ineraction with society Depictions of A/cting Depiction Defeating depictions defeat Fig 1.1 new bean counter How to become professional? 3 aspects 1.06 Recruiting the best Beard(1994),Smith and Briggs(1999) and Simnik and Felton(2006) Friedman& Lyne(2001);Albrecht and Sack(2000);Coate et al.(2003) Jeacle: colourful accountant linked to corporate collapses 1.07 Moral agency Biddle(2006) Value creation - key to maintain high standards Moral agent - refer to individual making moral judgement for others Moral agent theory based on concept " act appropriotely and professionally" 1.08 Technical functions and social impact Understanding A/cting A/cting defination - Macquarie Dictionary - Technical practice - bookkeeping Not Prefect def - AAA(American A/cting Association) -communication skill… 1.09 Social impact of A/cting + impact - based on historic A/cting info professional capabilities - technical knowledge,soft skill & experience 1.10 Social impact example - A/cting and the GFC "mark-to market" Lonergan (2009) - if A/cting causative factor in GFC 2008/2009 1.11 Q 1.1 Logergan 'standard setters'slow reaction only cause GFC ? NO How wisdom come out? - experience /knowledge Distinguishing feature - building relevant wisdom over time Parker et al. (1989) - induce other behaviour Miller(1994) - intrinsically and inredeemable social impact IMPACT Macro level:...
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...Reference | To achieve the criteria the evidence must show that the learner is able to: | Task no: | Page numbers | P2 | Describe how the skills those employees require to carry out jobs in an organization. | 3 | 1-7 | Learner Declaration | I certify that the work submitted for this assignment is my own and research sources are fully acknowledged.Learner Signature: ……………………. Date:……………… | P2 Describe how the skills that employees require to carry out jobs in an organization. ------------------------------------------------- Employers are often looking for skills that go beyond qualifications and experience. ------------------------------------------------- While your education and experience may make you eligible to apply for a job, to be successful in the role you will need to exhibit a mix of skills: ‘employability skills’. This means that the specialist, technical skills associated with different roles may be less important than the 'soft skills' that can be transferred between different jobs and different employment sectors. ------------------------------------------------- For employers, getting the right people means identifying people with the right skills and qualities to fulfill the role and contribute to the organization’s success. Candidates may have the qualifications and 'hard skills' needed to be able to...
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...SEMESTER 2 2011 CPA 118 ETHICS AND GOVERNANCE MODULE 1 ACCOUNTING AND SOCIETY 1.05 1.05 Part A: Ineraction with society Depictions of A/cting Depiction=描述 Defeating depictions defeat =挫败 Fig 1.1 new bean counter How to become professional? 3 aspects 1.06 Recruiting the best Beard(1994),Smith and Briggs(1999) and Simnik and Felton(2006) Friedman& Lyne(2001);Albrecht and Sack(2000);Coate et al.(2003) Jeacle: colourful accountant linked to corporate collapses 1.07 Moral agency Biddle(2006) Value creation - key to maintain high standards Moral agent - refer to individual making moral judgement for others Moral agent theory based on concept " act appropriotely and professionally" 1.08 Technical functions and social impact Understanding A/cting A/cting defination - Macquarie Dictionary - Technical practice - bookkeeping Not Prefect def - AAA(American A/cting Association) -communication skill… 1.09 Social impact of A/cting + impact - based on historic A/cting info professional capabilities - technical knowledge,soft skill & experience 1.10 Social impact example - A/cting and the GFC "mark-to market" Lonergan (2009) - if A/cting causative factor in GFC 2008/2009 1.11 Q 1.1 Logergan 'standard setters'slow reaction only cause GFC ? NO How wisdom come out? - experience /knowledge Distinguishing feature - building relevant wisdom over time Parker et al. (1989) - induce other behaviour Miller(1994) - intrinsically and inredeemable social impact IMPACT Macro level: all types of business...
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...INTELLIGANCE FOR HR PROFESSIONALS Human Resources professionals areoften viewed asonly having a policy and procedure role focusing mainly on compliance and legal issues or Henchmen for Top Management. They are considered as support functional team having little influence in the overall strategy of the company.HR like most other aspects of business, including marketing, research and development, and strategy formulation is at least partly subjective, a matter dependent on experience and judgment as well as data. But finance and Accounting? The numbers produced by these departments are objective, black and white, and indisputable. According to John Hofmeister, president of Shell Oil Company “If you’re going to be in business and you’re going to work in HR, then you better understand finance, To be blunt, everything that a business line manager should understand.”HR people should be able to read and understand their company’s income statement, balance sheet and that they should be able to deal with the whole budgeting process, capital investments so on. The art of accounting and finance is the art of using limited data to come as close as possible to an accurate description of how well a company is performing.The bottom line of the income statement is net profit.These are the numbers that senior managers use to gauge a business’s performance. They are the basis for many of the fundamental decisions a company’s leaders must make day in and day out.As a HR professional if you can understand...
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...on the CIPD website and enables CIPD members to carry out a self assessment online and receive expert advice and guidance, in turn helping them to reach their professional goals. It was developed after extensive research amongst HR Professionals and enables people to benchmark themselves against the findings. The map will constantly evolve, keeping it relevant to the changing needs of the HR Profession. The map is broken into 4 main sections: 1. Core Professional Areas – These 2 areas are at the centre of the map and are relevant to everyone no matter what level or position they work at in the HR Profession. These are Insights, strategy and solutions and Leading HR. 2. Specialist Professional areas – There are 8 specialist professional areas and they tell you what you need to know and do in relation to the 4 bands of competence (ranging from beginner to leadership or advanced level). These are Organisation Design, Organisation Development, Resourcing and Talent Planning, Learning and Talent Development, Performance and Reward, Employee Engagement, Employee Relations and finally, Service Delivery and Information. 3. Behaviours – In order to be effective, there are 8 behaviours that you will need to demonstrate in order to carry out activities as described by the Professional Areas. These are Curious, Decisive Thinker, Skilled Influencer, Driven to Deliver, Collaborative, Personally Credible, Courage to Challenge and finally, Role Model...
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...sweets, regional and cultural variations; sequencing of courses/dishes; why do people eat what they eat Trends: recipe development; dietary/special requirements; health issues eg lifestyle, balanced diet, anaphylactic shock; fusion with different cuisines; changes in customer demand; changes in menu structure; religion https://www.blogger.com/blogger.g?blogID=5649485182751853952#editor/target=post;postID=6161545265251223374 LO2 Understand the multicultural nature of food and drink in society Multicultural: historical and geographical influences eg European, Asian, Pacific Rim, the Americas Food: current trends; association and relationship with drink; branded foods and food businesses Drink: current trends; alcoholic eg beers, lagers, ciders, wines, spirits, liqueurs; non-alcoholic eg soft drinks, bottled water; tea/speciality tea; coffee eg cappuccino, espresso, mocha, latte; service procedures and techniques; trends eg designer waters, branded alcohol drinks, energy drinks LO3 Be able to use food preparation and cooking knowledge and skills to prepare dishes from different world regions in a professional, safe and hygienic manner Preparation: time planning; food orders; selecting and using appropriate equipment; commodities and methods; food safety Cooking: methods; processing; timing; quality; selecting and using appropriate equipment Professional: attitude; high standard of personal appearance including proper uniform; good hygienic practices; attentiveness; body...
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...also made this technology relatively restrictive, and despite predictions dating back to 1992 stating that virtual reality would become affordable within the next two years, it took over two decades for devices like the technology I will be focusing on in this essay, the Oculus Rift, to largely solve issues pertaining to its graphics, performance and most importantly, the price is expected to be under 300 USD – a far cry from the 76000 USD price tag for a Virtuality system. This can largely be associated to the exponential increase in processing power as a result of Moore’s law, alongside the development of organic light emitting diode (OLED) technology that vastly improves upon contrast and color accuracy when compared against the thin film transistor liquid crystal displays of the past. The exponential decrease in the size of transistors as a result of Moore’s law has spurred the development of the inertial measurement unit (IMU) that combines an accelerometer, magnetometer and gyroscope into one single unit to reduce the weight of the head mounted device. The Oculus Rift will also take...
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...Magistrates Court Service Case Study Executive summary Nowadays with the rapid development of the society and the ongoing advancement of science and technology, the productivity and service within an organization is becoming more and more various. What’s more, with the more and more frequent exchange of human resource and other materials and sources, human resource managers are required to be equipped with professional knowledge and highly qualified skills to carry out good management of the human resources within an organization. However, nowadays the management of human resources is affected by a lot of different factors which may consist of both the internal and external ones. The following report concerns on the issue of management training for magistrates’ clerks. First of all, it will give a brief introduction to the background of the organization. Secondly, the following report will outline the key issues that the management development needs to handle with. After the key issues and problems of the organization are identified, the people who will be attending will be analyzed in the following report. The relevant human resources strategies and methodologies will be illustrated to support the argument in the report. What’s more, a six month program will be designed and highlighted in the following report. In the end, a brief conclusion of the discussed points will be made. Introduction The following report focuses on the issue of human resource management in...
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...quality of people’s lives’ including “skills and innovation; enjoying what we do; delivering within time and budget’. This serve as the code of business behavior and business principles. Halcrow Group’s operations were brought together in 2001 to meet the future needs of business environment. All 4 main business groups - Property, Water, Transport and Consulting were brought together and operated as a matrix. This four unified business groups operated across eight geographical regions – UK North and Scotland, UK South, Europe and Central Asia, Middle East, North America, Latin America, Asia Pacific and India. This strategy aimed to leverage the collective human, technical and financial capital of the company. Each of the Group’s 4 main business group are managed by a 5 people management team including a Group Board Director or a Managing Director. Different “Professional & Technical Staff” could be formed as into technical skills group and the leader of the group is responsible for their training and career development. A Corporate Support Services, comprising all the corporate and business support functions, include the 31 people HR team are divided into ‘Personnel”, ‘Pensions” and “Training” lead by a director at the executive level. This group of non-technical staff is shared amongst the four business groups under the umbrella of corporate support services. In this way, business projects are assigned to respective “Professional & Functional” team based on their location...
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...educational institutions in Nigeria. Specifically, between the year 2004 and 2008, I was at the University of Ibadan, Oyo State for degree program leading to the award of Bachelor of Science in Geography. My inquisitive and adventure loving nature steered me easily to the sciences. I chose to study Geography because the earth in itself provides an immeasurable source of instantaneously occurring mysteries. I then went ahead to start my career in sales at a reputable Telecommunications company in Nigeria. After four years mastering the art of sales I decided a career change or at the least career advancement was needed to succeed in this competitive world, hence my decision to pursue a Masters in Business Administration to hone my analytical skills. There are various principles that shape my vision, goals, path and my life’s journey. Amongst the factors that drive me is a passion for excellence, excellence in everything I set out to do however minute the task is. The need to be a pacesetter, a trail blazer, someone that questions the status quo is inherently ingrained in me. Also, having an acute dislike for mediocrity is another factor that has an impact on my outlook to life, mediocrity is defined as the quality of being average or ordinary, why be ordinary when I can be extraordinary. I also persevere even in the face of insurmountable obstacles; I believe firmly in the saying ‘there is always a light at the end of the tunnel’. Finally, the ultimate driving force for me is ‘fear’...
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...ADMINISTRATION Final Exam Take Home Human Resource Management Short Essay Questions (Answer FOURTY of the following questions) DEADLINE for submission is Friday, March 22nd 2013 Midnight 1) Please compare and contrast between the concepts of “core employees” and “contingent employees”. Please provide one example for each concept that highlights your understanding. * Core employees are workers who hold full time jobs in organizations. These employees usually provide some essential job tasks that require commitment in the organizations (as in governmental organizations) * Contingent workers include individuals who are typically hired for shorter periods of time. They perform specific tasks that often require special job skills and are employed when an organization is experiencing significant deviations in its workflow (as in non-profitable organizations). 2) Please explain the role of the HR department during downsizing activities. Please provide an example that highlights your understanding. * HRM must ensure that proper communications occur during downsizing. * HRM must minimize the negative effects of rumors and ensure that individuals are kept informed with factual data. * HRM must prepare individuals for the change. This requires clear and extensive communications of why the change will occur, what is to be expected, and the effects it will have on employees. * Example: During our removing to our new place, where we will...
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...Chapter 9 Staffing and Human Resource Management Human Resource Management and Business Strategy Modern HR professional helps firm attain business strategy. HRM strives to maximize human capital so workers achieve organizational goals. HR helps build high-performance work practices. HR practices should lead to sustainable competitive advantage. 2 Components of Staffing Contribute to Retention 1. 2. 3. 4. 5. 6. 7. Awareness of legal aspects Strategic human resource planning Recruitment Selection Orientation, training, and development Performance evaluation Compensation 3 Legal Aspects of Staffing 1. 2. 3. 4. 5. Federal, state, and local laws cover all aspects of staffing. Key federal laws: Title VII of Civil Rights Act of 1964 Equal Pay Act of 1963 Age Discrimination in Employment Act of 1967 American with Disabilities Act of 1990 Civil Rights Act of 1991 4 Strategic Human Resource Planning Strategic human resource planning includes planning related to: Future needs Future turnover Recruitment, selection, and layoffs Training and development 5 Recruitment The process of attracting job candidates with the right characteristics and skills to fill job openings. Job Specification A statement of the personal characteristics needed to perform the job. Job Analysis Obtaining information about a job by describing its tasks and responsibilities and gathering ...
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...selection process for PV Gas 5 Apply legal, regulatory and ethical considerations to the selection process 6 The mix of knowledge, skills and experience necessary for a team to fulfil its functions 8 Analyze dynamics within teams, stimulate and promote a team spirit which helps motivate and provides support to team members and also clarify expectations of relationships 9 Encourage team members to develop roles during their team assignments 11 Empower teams to develop their own ways of working independently and to rely on their own capabilities within pre-set boundaries 12 Conclusion 12 Reference 13 Introduction PETROVIETNAM, Petrovietnam Oil and Gas Group is a state-owned company. On August 29th 2006, the Prime Minister issued the Decision No. 199/QĐ-TTg accepting that PETROVIETNAM is the Holding Company-Petrovietnam Oil and Gas Group (short name is Petrovietnam Oil and Gas Group) with international transaction name is Petrovietnam, PVN for short. Petrovietnam - a strong economic corporation in Vietnam is known worldwide. This is the report to make the new process about recruitment new employees, staffs and how to work in team for PV Gas. Characteristics of the person requirements and inform potential applicants of PETROVIETNAM. The good engineers, staffs or managers are one of strategy which improves strength of company in business market. Those are some characteristics and skills of the person requirements in PV gas...
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...healthcare associated infection (HAI) which is also known as nosocomial infection is an infection that a person gets while staying as a patient in a hospital or other health care facility (PADOH, 2008). Hence, it is clearly understood that patients always acquired nosocomial infections during the process of receiving health care services from health professionals in any hospital or healthcare setting. PADOH has also confirmed that HAIs are the primary contributors of most sicknesses and mortalities in the world. For example, in American hospitals alone, HAIs account for about 1.7 million infections causing 99,000 deaths each year. Therefore, based on the analysis of Good Health Hospital records, research had shown that a great number of recent nosocomial infections that had happened before were identified. Among the different kinds of nosocomial infections verified, few infection type have been listed as followed: 1. Surgical site infection (SSI). 2. Urinary tract infection (UTI). 3. Gastrointestinal infection (GI). 4. Blood stream infection (BSI). 5. Pneumonia infection (PNEU). 6. Lower respiratory tract(LRI)’ 7. Skin and soft tissue (SST). 8. Eye Ear Nose and Throat (EENT). 9. Cardiovascular system(CVS)....
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