Browse our collection of papers in
HRM Models
C/HR/1176. Functions of strategic human resource management
- WORDS:
- 1600
- DATE:
- 2011
- PRICE:
- 19.99 GBP
The paper looks at the concept of strategic human resource management (SHRM) explaining its meaning, and providing examples of SHRM functions, i.e. training and development, knowledge management, talent management, etc.
KEYWORDS: strategic human resource management, SHRM,
S/HR/331. Presentation. Traditional HR Functions
- WORDS:
- 0
- ADD-ONS:
- 16 slides
- DATE:
- 2011
- PRICE:
- 19.99 GBP
This is a presentation of the study “Traditional HR Functions” providing graphical illustrations of Harvard’s and Guest’s models of human resource management (HRM), the link between strategic management and environmental pressures, human resource (HR) cycle, HR context, Batton and Gold’s model of employment relationship, strategic management and the steps of its planning, strategic HRM, key functions of HR, HR activities, roles of HR manager, etc.
KEYWORDS: Presentation, traditional HR functions, HRM, human resource management,
C/HR/1123. Literature review. An examination of the development of e-HRM
- WORDS:
- 2450
- DATE:
- 2011
- PRICE:
- 29.99 GBP
This literature review examines the concept of e-HRM, and aims to discuss its development. The paper begins by outlining existing HRM models, and assesses how e-HRM has grown from these models. The evolution of IT and technology is assessed in relation to e-HRM, and the paper also analyses the effects of the implementation of the concept. A wide variety of literature and theoretical view points are evaluated, and the paper also discusses the issues that future research should focus on. The importance of e-HRM in relation to organisational change and behaviour is examined, and the paper also assesses the expansion of organisations on a global level.
KEYWORDS: Literature review, e-HRM, HRM, IT, technology, organisational change, organisational behaviour, web based HRM,
C/HR/1121. An examination of human resource management in the public and private sector in China
- WORDS:
- 2450
- DATE:
- 2011
- PRICE:
- 29.99 GBP
This paper examines human resource management (HRM) in China and aims to see if there are any differences between the public and private sector. The paper begins by providing a theoretical overview of HRM, and follows with an examination of the economic transformation in China. The impact this has had on HRM models is also discussed. The different HRM approaches to private and state owned companies in China are also examined before conclusions are made.
KEYWORDS: human resource management, HRM, China, public sector, private sector, HRM models,
C/HR/1075. Development of HR function and four-role model of HRM
- WORDS:
- 3900
- DATE:
- 2011
- PRICE:
- 39.99 GBP
The paper looks at the development of human resource (HR) function in organisations examining Ulrich’s four-role model that describes HR management as strategic HR partner, administrative expert, employee champion, and change agent. Analysis and critique of the model is presented discussing its applications in the organisational context.
KEYWORDS: HR function, Ulrich’s four-role model, HRM,
S/HR/319. Evolution of personnel management into HRM
- WORDS:
- 2400
- DATE:
- 2011
- PRICE:
- 29.99 GBP
The paper explains the difference between personnel management (PM) and human resource management (HRM) tracing the transition of PM into HRM, and discussing Harvard model, Michigan model and choice model of HRM. The pros and cons of each approach are highlighted.
KEYWORDS: personnel management, PM, human resource management, HRM,
C/HR/971. Models of strategic human resource management in Royal Air Force
- WORDS:
- 2650
- DATE:
- 2011
- PRICE:
- 29.99 GBP
The paper looks at the theory and application of strategic human resources management (SHRM) in the Royal Air Force (RAF) discussing HRM approaches to the attraction and retention of talented staff, performance management, work force motivation, etc. The use of Harvard model, Warwick model, Ulrich 4 role model and Atkinson model by RAF is discussed analysing the effectiveness of the models, identifying the most beneficial models, and suggesting recommendations about their implementation.
KEYWORDS: Strategic human resource management, SHRM, HRM models, Royal Air Force, RAF,
C/HR/968. People management at Jinnikins Jeans
- WORDS:
- 1950
- DATE:
- 2011
- PRICE:
- 19.99 GBP
The paper looks at the approaches to people management used by Jinnikins Jeans (JJ) explaining the features of people management in the context of personnel management (PM) and human resource management (HRM). HRM models are reviewed including Michigan model, Guest’s model and Storey model. Recommendations are suggested about the ways to improve people management at JJ.
KEYWORDS: Jinnikins Jeans, JJ, people management, human resource management, HRM, personnel management, PM,
C/HR/838. Analysis of human resource management in the UK hotel industry
- WORDS:
- 3850
- DATE:
- 2010
- PRICE:
- 39.99 GBP
This paper examines human resource management (HRM), aiming to present the latest theories and models relating to it. The paper uses the UK hotel and boutique hotel market as a case study to further the discussion. The paper defines HRM, and provides examples of models and strategies. HRM is then discussed in reference to business growth and the UK hotel industry. The background to the UK hotel industry is provided, and the paper performs a PEST and Porter’s Five Forces analysis. The findings are analyzed to present a proposed strategy for the industry.
KEYWORDS: human resource management, HRM, UK hotel, boutique hotel market, models, business growth, PEST, Porter’s Five Forces,
C/HR/789. Human Resource Management (HRM) models in the European Union
- WORDS:
- 2500
- DATE:
- 2010
- PRICE:
- 29.99 GBP
This paper discusses Human Resource Management (HRM) within the European Union, aiming to focus on the distinguishing aspects. The paper suggests the difficulty in producing a model due to differences between European Countries and organisations. The paper states that there are a variety of forms of the European HRM model, all based on the regulationsist stance, social policy and reform, but differ due to reasons like differences between host Nations.
KEYWORDS: Human Resource Management, HRM, models, European Union, regulationsist, social policy, reform.,
C/HR/779. Human Resource Management: Case Study of Kraft and Cadbury
- WORDS:
- 3500
- DATE:
- 2010
- PRICE:
- 39.99 GBP
This paper examines the acquisition of Cadbury by Kraft in view of both companies approach to HR, aiming to draw conclusions on how the success of the companies is linked to their HR approaches. The paper is split into two parts, part 1 gives a brief outline of the company’s history, and of the acquisition. After reviewing both companies HR practices, the models that the company uses are also defined stating that Cadbury uses a soft model known As the Harvard Map Model. Kraft uses a similar model, but after their acquisition of Cadbury they adopted a hard HRM model, named the Michigan Model, that treats employees as a business resource like any other resource. Part 2, discusses the positive and negative aspects of Krafts takeover of Cadbury in the UK and Poland.
KEYWORDS: Human resource management, Kraft, Cadbury, Harvard Map Model, Michigan Model, HR practices!,
C/HR/751. Role of HR Function and its Interaction with Line managers in Organisations
- WORDS:
- 1000
- DATE:
- 2010
- PRICE:
- 19.99 GBP
The paper looks at the decentralisation of human resource management (HRM) into a separate function within contemporary organisations. The significance of the interactions between HR function and line managers is explored explaining the nature of strategic human resource management (SHRM), human resource development (HRD), etc.
KEYWORDS: HR Function, Line Managers,
C/HR/749. Applications of resource-based approach
- WORDS:
- 2000
- DATE:
- 2010
- PRICE:
- 29.99 GBP
The paper examines the policies and models of human resource management (HRM) making references to HRM theory, illustrating the application of the resource-based theory with the examples of various companies, and showing how HRM approaches differ from organisation to organisation.
KEYWORDS: resource-based approach, HRM theory,
C/HR/462. Managing People and Organisational Development
- WORDS:
- 2300
- DATE:
- 2009
- PRICE:
- 29.99 GBP
The paper addresses the areas of HRM such as motivation, learning, conflict management, change management, team formation, and leadership in IT projects discussing how various aspects of these changes are to be tackled.
KEYWORDS: Managing people, organisational development, motivation, learning, conflict management, change management, team formation, leadership, IT,
S/HR/249. Hospital case study: labour intensive system
- WORDS:
- 1700
- DATE:
- 2009
- PRICE:
- 19.99 GBP
The paper offers a case study of a hospital's old labour intensive system comparing it to a new recently introduced system and exploring the reasons behind the poor efficiency of the new system. The positive and negative features of both systems are outlined discussing the role of unofficial reserve pool, informal groups, 'social loafing', etc. The ways to improve the situation are considered.
KEYWORDS: Labour productivity, hospital,
C/HR/255. Explain briefly what is meant by resource based view of HRM and provide examples to illustrate its shortcomings
- WORDS:
- 336
- DATE:
- 2008
- PRICE:
- 9.99 GBP
The paper examines resource based theory reviewing academic literature on the models of HRM and highlighting the advantages and disadvantages of the resource based strategy.
KEYWORDS: hr, explain, briefly, meant, resource, based, view, hrm, provide, examples, illustrate, shortcomings,
C/HR/270. Does international and comparative HRM exist beyond Multinational Firms? In what ways do HR strategies and policies associated with MNC act as innovation in the British business system?
- WORDS:
- 2200
- DATE:
- 2008
- PRICE:
- 29.99 GBP
The paper examines the peculiarities of human resource management at Multinational Corporations reviewing related literature to outline the benefits of MNCs for nation states, the pressures that exist regarding home and host country, the influences of MNCs on different HR practices, Japanese and European models of MNC, etc.
KEYWORDS: MNC, multinational, HRM, human resource,
C/HR/289. Strategic Human Resource Management
- WORDS:
- 3000
- DATE:
- 2008
- PRICE:
- 39.99 GBP
The paper examines the scope of strategic human resource management (SHRM) critically evaluating the extent to which the knowledge and understanding of strategic management literature and practice contributes to the application of HRM. A case study of Sonning Common Health Centre is conducted to illustrate the concept of strategic management and HRM and analyse how they are integrated in organisations.
KEYWORDS: HRM, SHRM, Guest model, Harvard model, Sonning Common Health Centre,
C/HR/303. Forces affecting Human Resource Management and the ways HRM role may change, discuss
- WORDS:
- 1900
- DATE:
- 2008
- PRICE:
- 19.99 GBP
The paper examines the factors affecting the HRM role looking at the increasing competition in the global economy and considering cost reduction, new working practices and the shift from the collectivism to the individualism of contracts in the context of HRM. HR models and possible changes in the organisational function of HRM are discussed.
KEYWORDS: Human resource management, global economy,
C/HR/353. Comparison of HRM in Semco and HSBC
- WORDS:
- 2600
- DATE:
- 2008
- PRICE:
- 29.99 GBP
The paper examines Brazilian company Semco comparing it to a classical organization and the HSBC South Asian organisation in terms of management, compensations, operations, profitability, employee morale and other aspects related to general management and employee relations. Suggestions are made about how the CEO of HSBC might attempt to change the management of the organization from its traditional manner to the Semco method.
KEYWORDS: Semco, HSBC, Classical Organization,
C/HR/366. Unitary and pluralistic approaches to human resource management at Marks and Spenser
- WORDS:
- 2100
- DATE:
- 2008
- PRICE:
- 29.99 GBP
The paper looks at the HR policies of Marks and Spenser (M&S) and a hypothetical organisation Sew & Son that place different value on their employees. The unitary and pluralistic framework and management styles are reviewed, the paternalistic approach of M&S to HRM practices is compared to the authoritarian HRM model used by Sew & Son.
KEYWORDS: Non- union, paternalistic, pluralistic, framework, authoritarian, Marks and Spenser,
C/HR/384. Equal opportunity policy: mummy works, but daddy still brings home the bacon
- WORDS:
- 2500
- DATE:
- 2008
- PRICE:
- 29.99 GBP
The paper examines the policy of equal opportunity and equal pay for women who work full-time like men. An example of a financial and legal service company is used to show their application of equal opportunity scheme to maximise the talents of their diverse workforce.
KEYWORDS: HRM, equal opportunity, recruitment, human resource development, training, reward man,
C/HR/208. HRM: Learning Organisations
- WORDS:
- 2000
- DATE:
- 2007
- PRICE:
- 29.99 GBP
The paper examines the concept of Learning Organisation (LO) giving its definitions, discussing the theory of LO and analysing the application of LO principles in General Electric including their decentralised organisation, information sharing culture, innovation and risk-taking strategies, etc.
KEYWORDS: Learning organisation, human resource management, HRM, General Electric,
C/HR/212. HRM: Cross-Cultural Management in East and West
- WORDS:
- 2000
- DATE:
- 2007
- PRICE:
- 29.99 GBP
The paper examines the differences between human resources management (HRM) in the East and West focusing on the challenges faced by businesses in managing the integration of western and eastern practices. Western and Eastern approaches to HRM are reviewed, the benefits of integrating business practices are highlighted.
KEYWORDS: Cross-cultural, HRM, human resources management, East, West, China, Korea, United Sta,
S/HR/139. HRM models and approaches
- WORDS:
- 2000
- DATE:
- 2007
- PRICE:
- 29.99 GBP
The paper examines the model of 'best practices HRM' reviewing approaches to HRM, and arguing whether the model can be applied to all groups of staff. The roles of organisational size and structure are considered
KEYWORDS: Human resource, HRM,
Subject Catalogue
- Dissertations and Proposals
- Analysis of Companies
- Analysis of Industries
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- E-Commerce and E-Business
- Economics
- Education
- Engineering
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- Finance and Accounting
- General Business
- History
- Hospitality and Tourism
- Human Resource Management
- International Relations
- Law
- Literature, Language and Theatre Studies
- Management and Organisational Behaviour
- Marketing
- Media, Music and Art
- Operations Management
- Philosophy
- Politics
- Psychology
- Science, Medicine and Nursing
- Sociology
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