...PROPERTY MANAGEMENT ASSIGNMENT AN ASSIGMENT ON FACILITIES MANAGEMENT [pic]NAME OF THE STUDENT: NAME OF THE MODULE: MODULE CODE: SUBMITTED TO: DEPARTMENT: NAME OF THE UNIVERSITY: YEAR: TABLE of CONTENTS 1. INTRODUCTION: 5 2. BODY OF THE CURRENT TOPIC: 6 2.1 The Key Issue of Facilities Management: 6 2.2 Strategic function of Facilities Management: 6 2.3 Role of Facilities Management in Property Management: 7 2.4 Facilities Management in the direction of Financial Resource Trial: 8 2.5 Role of Facility Manager in Property Management: 8 2.6 The Evolving Role of Facility Management: 9 3. CONCLUSION and RECOMMENDATION: 10 LIST OF FIGURES Figure 1: ROLE OF FACILITY MANAGER IN INTEGRATED INFORMATION SYSTEM. SOURCE: El-Haram and Agapiou, (2002). 10 Figure 2: USE OF CAFM SOFTWARE IN PROPERTY AND FACILITIES MANAGEMENT. SOURCE: http://www.manageengine.com/products/facilities-desk/. 11 ABSTRACT The current assignment aims to provide relevant information to the readers regarding the concept of facilities management, its role in property and real estate corporations, its strategic functioning and the key issues which are taken care by it. Amongst the key issues, several concepts like safety and security, cost cutting, maintenance is of prime importance in the property handling. Until now people have been more concerned with the property management issues but they haven’t really focussed...
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...The Human Resource department is an integral part of any organization and their roles have changed in many different ways over the years. No longer are they considered only the aspect of the company that handles all of the hiring and firing of personnel, they are now deeply rooted in the overall goal of the firm and its employees. Today I will discuss important roles of human resources (with personal examples), I will discuss how the HR department represents the employees and the firm itself, I will also discuss how the HR role has changed over the years and how it will change even more in the future. First I will discuss the most important roles of the HR department. Personnel development and growth should be the primary focus for the HR department. This will allow the employees to always understand there are chances for advancement and new opportunities. Developing your personnel involves delegating and empowering them to perform tasks on their own. “Empowerment means that the management team of a business shares some of its authority and responsibilities with team members.” (Keefe, 2010) Another way to ensure your personnel are progressing is to provide training opportunities for them within the company. This also gives them “job and career enhancing skills” (Heathfield 2010) which will allow them to grow and gain motivation. Another way to grow your employees is by ensuring there is a good mix of employees within the company. Diversification allows individuals to come...
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...CIPD Level 5 Diploma in Applied Human Resources | Assignment: Understanding the Business Context of Human Resources (5CBIC) | Name: Sian GluckTutor: Tim BatesDate: 29/08/2014 | No. | Understanding the Business Context of Human Resources (5CBIC)Contents: | 1.0 | Compare two different types of organisation and their operational/business purpose (AC:1.1) | 2.0 | Assess how business type and purpose affects the HR Function (AC: 1.2) | 3.0 | Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3) | 4.0 | Explain the role of the HR function in formulating organisational strategy (AC: 3.2) | 5.0 | Explain how organisational strategy is translated in HR strategy and policy (AC:3.3) | 6.0 | PESTLE Analysis | 7.0 | How does PESTLE or SWOT affect the organisation’s HR Function (AC: 2.1, 2.2, 2.3, 2.4) | 8.0 | Analysis of techniques/tools you used and conclusion(AC: 2.5, 3.1) | 9.0 | Reference List | 10.0 | Bibliography/Webography | 11.0 | Appendices | Assignment 1: Understanding the Business Context of Human Resources 1.0 Compare two different types of organisation and their operational/business purpose (AC:1.1) There many different types of organisations, such as: Large private sector, public sector, voluntary sector, SME’s, networked organisations and multinational organisations, as defined by Taylor and Woodhams (2014). This is a comparison of two of these types, focusing on the large private...
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...Perspectives to Human Resource Management” Author: Arrey Mbongaya Ivo ©2006 African Centre for Community and Development (www.africancentreforcommunity.com ) All rights reserved. Table of Contents 1.0 Introduction, Perspectives in Management and the genesis of Human Resource Management 1.1 Scientific or Closed management, Human Relations or Semi open system, Open System or Contingency system 1.2 Personnel management/ Personnel Manager 1.3 The genesis of Human Resource Management(HRM)/Defining Human Resource Management 1.4 What is ‘Hard’ and ‘Soft’ HRM? 1.5 The Debate between Human Relations(HR) and Human Resource Management(HRM) 1.6 The Human Resource Manager and his role 2.0 Attempting a framework for Human Resource Management(HRM) 2.1 Using HRM as a style, a strategy and an outcome 2.2 Is HRM a restatement of Personnel Management? 2.3 Is HRM a new managerial discipline? 2.4 HRM as a resource-based dimension of management 2.5 The Strategic and international possibilities of HRM 3.0Using some models of HRM to critically assess HRM “Hard” and “Soft” Approaches. 3.1The Harvard Model 3.2The Michigan Model 3.3Guest comparative models 3.4The ‘Choice Model’ and its benefits. 4.0The influence of senior management and their Effectiveness 4.1 policy makers 4.2 senior managers and their frames of reference 4.3 The more effective the better the policies 4.4 The Japanese example 5.0 Conclusion, limitations and proposals 5.1HRM a widespread contemporary, evolving & contingent tool 5.2The...
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...Executive Summary This report traces the evolution of the HR function from its traditional role of personnel management into what is known today as Strategic Human Resources Management (SHRM) and the role that devolution has played in this evolutionary cycle. From the research, it was observed that the devolution of HR responsibilities to line managers has enabled the HR function to take on a more strategic role as a business partner of the organization. It is also observed that devolution has benefited both line managers and employees alike by reducing bureaucratic red-tape and providing a faster approach to decision making and problem solving. The limitation of this report is that the negative aspects of devolution as noted by many researchers are not covered due to limitations in the length and scope of the assignment. Table of Contents No Title Page i Cover Page 1 ii Executive Summary 2 iii Table of Contents 3 1.0 Introduction 4 2.0 The Evolutionary Cycle of Human Resources 5 3.0 The Effects of Devolution towards Strategic Human Resources Management 11 4.0 Conclusion 14 5.0 References 15 1.0 Introduction In the last few decades, there have been extensive changes and transformations in the perspective of organizational behaviour as a whole. To quote Smilansky (1997), “organizational change has become a permanent state of affairs”. The rapid changes in the technology...
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...challanges faced by HR Manager are: Health & Welfare, retirement, change management, compensation, Employee rewards, HR effectiveness measurement, HR technology selection & implementation, industrial relations, Leadership development, Learning and development, Legal/Regulatory compliance, M&A integration/restructuring, Organizational effectiveness, Outsourcing, Staffing: mobility of employees, Recruitment and availability of skilled local labour, retention and succession planning. Health & Welfare of the employees is a big challenge. If health of the employees of an organization is sound, they are able to perform well. Change Management represent a particular challenge for personnel management staff, as this expertise has generally not been a consistent area of focus for training and development of HR professionals. An intensified focus on training may be needed to develop added competencies to deal with change management. Leadership development also proves to be a big challenge HR professionals continue to wrestle with understanding the best ways to keep people in the pipeline and develop leaders for future succession planning. HR professionals are expected to provide the essential frameworks, processes, tools and points of view needed for the selection and development of future leaders. Across the globe leadership development has been identified as a critical strategic initiative in ensuring that the right employees are retained, that the culture of...
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...Introduction Part (A) examines the evolving role of the multinational subsidiary unit and the factors which have helped to shape this evolution. Delaney (1998) poses the question of whether subsidiaries are “dumb sub-contractors or initiative-takers?” Historically, the literature on the topic has supported the notion that subsidiaries are subordinates of the parent company, carrying out tasks and performing functions as requested from corporate headquarters (Jarillo and Martinez, 1990). In recent years, a trend has emerged whereby subsidiaries are devising their own strategies and themselves determining the work they carry out in an attempt to add value to the overall business (Birkinshaw, 1997). A number of factors have and are shaping this evolving role of the multinational subsidiary unit. In part (b) the importance of an R&D function for subsidiary sustainability is examined along with the importance of having strong network relationships. To gain insights into the importance of these factors in the Irish context, Intel’s Irish subsidiary is used as an example. Part A Much of the research carried out on subsidiary evolution contains elements of bias as a result of a tendency of researchers from smaller countries to have a subsidiary perspective while researchers from larger countries tend to have a more corporate point of view (Brock, 2000). Studies from the corporate perspective argue that evolution is driven by the parent company, (Chang, 1995) while studies from the...
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...DELIVERING RESULTS: EVOLVING BPR FROM ART TO ENGINEERING Richard J. Mayer, Ph.D., Associate Professor Department of Industrial Engineering Texas A&M University, College Station, Texas Paula S. deWitte, Ph.D., Executive Vice President Knowledge Based Systems, Inc. College Station, Texas Abstract This chapter presents an approach to BPR that is focused on achieving results from the first stages to implementation. The engineering approach presented utilizes an integrated set of methods applied incrementally. This allows BPR practitioners to more realistically approach a project; assess its impact, duration, and required budget; and mitigate the risks of failure. We present the approach as a phased BPR methodology along with methods, proven strategies, and tools To be published in a forthcoming book on Business Process Reengineering by Kluwer. 1 2 Evolving BPR from Art to Engineering we have worked with successfully at each phase. We present motivations for initiating a BPR effort that have been shown to result in successful cases for action. We present rationale for justifying change and a method for building a business case that includes the use of cost benefit analysis in formulating the justification rationale. An approach to planning for a BPR effort is presented that uses the same methods normally applied in the BPR process itself. We cover the issues associated with setting up a BPR project including: forming cross-functional teams, and selecting method and tool...
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...The Taj Group 16 Industry Example: NTPC 17 Pros & Cons 18 Conclusion 19 References 20 Executive Summary This project is based on finding the rationale behind the development of HR Scorecard and the reasons behind its successful implementation in companies worldwide. HR Scorecard is a tool used by the organization to match HR deliverables with the strategic aspect of the business. It provides a platform to measure HR performance and efficiency and how it can be molded to adapt to the ever-changing strategies of the company. First the strategy of the business is identified and the basis of that, KPIs of HR Scorecard is designed. Implementation of HR Scorecard involves complete acceptance of the system by the employee as well as the employer. Also it requires the development of a flexible system, which can be revised and reformed according to different scenarios. Overall Performance of Company The Company’s capacity to implement strategy Strategically Focused Employees Performance Measurement System HR Strategic Alignment Knowledge Management System HR Scorecard helps to highlight the role of the HR as that of the Strategic Business Partner. HR department can contribute in the strategy by becoming cost effective and creating added value for the company. HR’s emerging strategic potential is very efficiently gauged with the help of HR Scorecard. Many Indian companies like NTPC, The Taj Group have adopted and implemented HR Scorecard, which we will discuss...
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...Resources 1. Role of HR 2. HR Competencies 3. Future challenges for HR 4. Transforming process and critical success factors Introduction There has been some very important changes in the economy and business in the past two decades. The economies are merging creating a global market. The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources. The role of HR has become more vital and important for each organization. It has a broader range of responsibilities and influence on the business path of an organization. Human Resources is switching from administrative and operational role to a strategic role, which makes a bigger impact on the economical well being of a company. HR should not be defined by what it does but by what it delivers – results that enrich the organization’s value to customers, investors, employees. David Ulrich 1. Traditionally HR is viewed that it performs basic functions or roles for an organizations: - Administrative role has been heavily oriented to processing and record keeping. This role has given HR management low level and...
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...THE ROLE OF CEO IN THE STRATEGIC PLANNING SYSTEM IN NIGERIAN BANKS BY DR. (MRS.) S. L. ADEYEMI DEPARTMENT OF BUSINESS ADMINISTRATION UNIVERSITY OF ILORIN ABSTRACT The purpose of this paper is to analyze the CEO’s strategic role in the strategic planning system in the Nigerian banking industry. 69 Chief bank planners were selected for the study from banks that are generally considered to be at the leading edge of bank strategic planning in Nigeria. The paper explores the key dimensions of CEO’s participation in and relationship to bank strategic planning. First the impact of the rapidly changing internal and external environment on bank planning was examined. The survey findings indicating the current involvement of banks CEOs in specific dimension of corporate strategic planning are evaluated. However, while CEOs recognise the need, strategic planning has never really caught on as a basic bank management tool. INTRODUCTION The strategic importance of the Chief executive officer (CEO) in big organization is widely recognized. Lorange, (1986). The magnitude of the CEO’s potential impact on the success of an organization highlights the need to more fully understand the ways a firm may attempt to ensure that CEO acts in a manner that maximizes firm success. As every banker in Nigeria is well aware today the changes that have occurred in commercial banking over the years, together with emerging trends in “how business is done have added a new challenging dimension...
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...Human Resource Management Challenges The rapidly transforming business landscape means that there are currently many human resource management challenges which will continue to evolve for years to come. Tom Marsden, Director of Professional Services at Alexander Mann Solutions says that HR departments really need to be adding real business value to their organizations. "Although the restrictions of the recession aren't over yet, companies are recognizing that in 2010, they will need to take steps to retain their workforce. This could be through an increased emphasis on training and engagement programs or by investing in areas that will optimize expenditure, such as integrated technology systems or improved candidate attraction schemes. The signs are that HR departments are preparing to maximize their resources and staff as organizations look to grow." The Evolution of HR Professionals Coach. Counselor. Employee advocate. Business strategist. As the business world changes, so does the role of HR professionals. Since human resources is a business-driven function, effectiveness depends on a thorough understanding of the strategic corporate direction, as well as the ability to influence key policies and decisions. In addition, human resource management challenges must be defined and solutions determined in order to succeed. Today's Top 10 Human Resource Management Challenges Due to the fluctuating economy as well as local and global advancements, there are many changes occurring...
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... Organogram of Eduext Ltd. 10 6. Eduext Ltd. Activities 10 6.1 Non-technical Business Skills 11 6.2 Education 11 6.3 Training and Development Services 11 6.4 Eduext Ltd. Training Programmes 12 6.5 Compensation Survey & Design 12 6.6 Eduext Head Hunting Services 13 6.7 Eduext Ltd. HR Consulting 13 7. Eduext Ltd. Core Strategies 13 8. Outsourcing Recruitment Process by Eduext Ltd. 14 8.1 Eduext Strengths: 14 9. HR Consultancy Services By Eduext Ltd. 15 10. Eduext Ltd. Customers 16 11. Conclusion 17 12. Reference 18 1. HR Consultancy Firm HR consultancy firm a firm of experts providing professional advice to an organization for specific amount fee. Organization top level manager are constantly making decisions to improve the productivity and performance of their firm. Often, that discussion leads to goals for the future. That’s where and when we come in. A human resource consulting firm that provides one-stop HR solutions to its clients specialize in delivering innovative and value added services that promote revenue growth and cost containment. With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function...
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...The Manager’s Role in Strategic Human Resource Management The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. (Mintzberg, H, Quinn, J B, Ghoshal, S (1989) Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources. With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. (Boxall, P 1992). And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization’s big picture and be able to influence key decisions and policies. In general, the focus of today’s HR Manager is on strategic personnel retention and talents development. (Fombrun, C.J., Tichy, N,M, and Devanna, M.A. (1984) HR professionals will be coaches, counselors, mentors, and succession planners to help motivate organization’s members and their loyalty. The HR manager will also promote and fight for values, ethics, beliefs, and spirituality within their organizations, especially in the...
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...Information Systems Professional What it is to be an information systems professional? In today’s constantly evolving world, the term “information systems professional” is always adapting to the relevant changes in technology and society. The term encompasses many different jobs such as CIO, Systems manager to Network manager, all with varying levels of responsibilities and task revolving around information. To be an information systems professional, one needs to be an informed user, they need to not only be able to use different IT applications and systems, but understand how they work and the reasons they are used, and be able to use these to improve how things are currently within an organization. It requires you to be constantly evolving and updating with the new systems and technologies emerging. Our Interviewee, Roy Al Hachem, was the Chief Information’s Officer (CIO) of a “small to medium sized company”. A CIO is someone who is regarded as “The highest ranking IS manager; is responsible for all the strategic-planning in the organization” (Gray, et al., 2015, p. 7). However Roy saw his role as an information systems professional as something more than just handling the strategic planning and use of information, taking a distanced role from his employees. He instead, took a more hands on approach with his employees, wanting to know and befriend them and not seem like an autocratic boss, a leader within his organization that employees could approach and resolve issues...
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