Browse our collection of papers in
Introduction to HRM
C/HR/662. Value of human capital for organisations
- WORDS:
- 3150
- DATE:
- 2010
- PRICE:
- 39.99 GBP
The paper looks at the theory of human resource (HR) defining the concept of ‘human capital’, describing its models, and addressing the issues of recruitment, reward, motivation, employee relations, HR retention, etc.
KEYWORDS: Human capital, employee relations, human resource, employee retention,
C/HR/632. Strategic Human Resource Management: Does a Good Fit between Organisational Strategy and HR Strategy Improve Business Performance?
- WORDS:
- 1250
- DATE:
- 2010
- PRICE:
- 19.99 GBP
The paper examines the importance of Strategic Human Resource Management (SRHM) for business success providing insights into the historical and theoretical background of SHRM. The key concepts of SHRM are discussed including the resource-based view (RBV) approach, the ‘strategic fit’ and ‘best fit’ approaches, the contingency approach, the tools of performance management, etc.
KEYWORDS: Strategic Human Resource Management, SHRM, Business Performance, resource-based view, strategic fit, performance management,
C/HR/621. Functional areas of Strategic Human Resource Management
- WORDS:
- 2150
- DATE:
- 2010
- PRICE:
- 29.99 GBP
The paper looks into the theory of Human Resource Management (HRM) discussing ‘hard’ and ‘soft’ HRM, and focusing on strategic (hard) HRM. The functional areas of strategic HRM are outlined in the context of the resource-based view (RBV), innovation development, contingency approach, communications and cultural fit, employee training and development, etc.
KEYWORDS: Strategic Human Resource Management, HRM, Resource-Based View, innovation, contingency, communications and cultural fit, training and development,
C/HR/608. Has organizational culture now replaced organizational structure as the dominant method of management control in organization?
- WORDS:
- 3550
- DATE:
- 2010
- PRICE:
- 39.99 GBP
The paper looks at the evolution of the management theory from the classical approach of scientific management (SM) to the humanistic approach of HRM examining the methods of management control and their dependence on the organisational structure and culture. The importance of the human element in business success is highlighted drawing examples from HTM practices at Google and McDonalds.
KEYWORDS: Organisational culture, organisational structure, management control, Google, McDonalds,
C/HR/606. Scientific management vs. human relations approach: what is more effective in modern business?
- WORDS:
- 2450
- DATE:
- 2010
- PRICE:
- 29.99 GBP
The paper compares Taylor’s scientific management and motivation theories by Maslow and Hertzberg examining their relevance in the context of current organizational demands. The difference between scientific management and human relations movement associated with the Needs/Motivation theory is explained, their applicability in modern low waged economy is argued.
KEYWORDS: Taylor, Scientific Management, Maslow, Hertzberg, human relation, low waged economy,
S/HR/284. History of industrial relations in UK: from trade unions to human resource paradigm
- WORDS:
- 2000
- DATE:
- 2010
- PRICE:
- 29.99 GBP
The paper looks at the development of industrial relations in the UK discussing the decline in UK Trade Union (TU) membership over the last thirty years, the low point in the UK economy during 1979, the increasing discontent towards industrial relations, the policy of Margaret Thatcher and the Conservative government, the rise of human resource (HR) paradigm with the focus on the “common interest” between employers and employees, and the possibility of industrial harmony.
KEYWORDS: industrial relations, industrial harmony, trade unions, human resource,
C/HR/597. Resource-Based Approach in Strategic HRM
- WORDS:
- 1050
- DATE:
- 2010
- PRICE:
- 19.99 GBP
The paper provides theoretical background of the resource-based view (RBV) in strategic human resource management (SHRM). The benefits and problems associated with RBV-SHRM are identified.
KEYWORDS: Resource-Based View, RBV, Strategic Human Resource Management, SHRM,
C/HR/584. Areas of Human Resource Planning
- WORDS:
- 4650
- DATE:
- 2010
- PRICE:
- 49.99 GBP
The paper looks at the theory of human resource management (HRM) examining five areas of human resource planning, i.e. strategic HRM, international HRM, performance management, learning and development, and recruitment and selection. The importance of a well planned HRM is highlighted.
KEYWORDS: Human Resource Planning, Strategic HR, International HR, Performance Management, Learning and Development, Recruitment and Selection,
S/HR/281. “Despite their fame, the Hawthorne Studies experiments were too poorly designed to demonstrate anything but the need for careful controls in scientific research”. To what extent would you agree with this appraisal?
- WORDS:
- 2750
- DATE:
- 2009
- PRICE:
- 29.99 GBP
The paper looks at the study conducted by the Hawthorne Works of the Western Electric Company in Chicago in 1924-1927 to determine how the quality and quantity of illumination can influence the efficiency in the industry. The methods used in the experiment and the results of the study are critically analysed discussing the factors that can contribute to workers' productivity.
KEYWORDS: Hawthorne Works, productivity, illumination,
S/HR/280. Hawthorne Studies: what factors contribute to workers' productivity?
- WORDS:
- 2750
- DATE:
- 2009
- PRICE:
- 29.99 GBP
The paper looks at the study conducted by the Hawthorne Works of the Western Electric Company in Chicago in 1924-1927 to determine how the quality and quantity of illumination can influence the efficiency in the industry. The methods used in the experiment and the results of the study are critically analysed discussing the factors that can contribute to workers' productivity.
KEYWORDS: Hawthorne Works, productivity, illumination,
S/M/510. For a Human Resource professional to be effective, at all levels of management, they need to have an understanding of basic accountancy, business systems, how to present and analyse basic management information. Discuss
- WORDS:
- 2550
- DATE:
- 2009
- PRICE:
- 29.99 GBP
The paper examines the scope of knowledge and skills needed by a HR professional and their role in the company's competitive advantage. The links between knowledge management and organisational culture are established, the use of information technology in knowledge management is highlighted, the role of internal and external information management in HRM is emphasised.
KEYWORDS: Knowledge management, competitive advantage, HR professional, information management, HRM,
S/M/509. Knowledge of accountancy, business systems and management information by Human Resource (HR) professional
- WORDS:
- 2550
- DATE:
- 2009
- PRICE:
- 29.99 GBP
The paper examines the scope of knowledge and skills needed by a HR professional and their role in the company's competitive advantage. The links between knowledge management and organisational culture are established, the use of information technology in knowledge management is highlighted, the role of internal and external information management in HRM is emphasised.
KEYWORDS: Knowledge management, competitive advantage, HR professional, information management, HRM,
C/HR/566. Strategic Human Resource Management: Fashionable Name for Traditional HRM?
- WORDS:
- 2700
- DATE:
- 2009
- PRICE:
- 29.99 GBP
The paper looks at the concept of strategic human resource management (SHRM) critically evaluating its content and arguing whether it is different from the traditional HRM. Literature on HRM theory is reviewed discussing HRM changes within the organisational context and presenting arguments for and against SHRM as a separate discipline.
KEYWORDS: strategic human resource management, SHRM, HRM,
C/HR/565. HR management: is it strategically or operationally focused?
- WORDS:
- 1000
- DATE:
- 2009
- PRICE:
- 19.99 GBP
The paper looks at the debate over the nature of strategic HRM (SHRM) as opposed to traditional HRM taking an insight into the history of HRM development, exploring the roles of HRM, presenting criticism of the strategic view on HRM, and discussing the benefits that strategic HRM cab bring to business.
KEYWORDS: Traditional HRM, Strategic HRM, SHRM, Globalisation,
C/HR/539. ‘Empowerment only appears to give employees greater control and, in reality remains dominated and restricted by management'. Discuss.
- WORDS:
- 1600
- DATE:
- 2009
- PRICE:
- 19.99 GBP
The paper argues whether empowerment only appears to give employees greater control and in reality remains dominated and restricted by management. Theories of HRM are reviewed discussing the issues of employee involvement and participation.
KEYWORDS: HRM, empowerment, employee involvement, employee participation,
C/HR/538. Does empowerment give employees greater control?
- WORDS:
- 1600
- DATE:
- 2009
- PRICE:
- 19.99 GBP
The paper argues whether empowerment only appears to give employees greater control and in reality remains dominated and restricted by management. Theories of HRM are reviewed discussing the issues of employee involvement and participation.
KEYWORDS: HRM, empowerment, employee involvement, employee participation,
C/M/1196. Taylorism vs. Human Relations Movement: Who is the Villain?
- WORDS:
- 1500
- DATE:
- 2009
- PRICE:
- 19.99 GBP
The paper reviews Taylor’s Scientific Management theory arguing whether the scientific method is projected as a “villain” within management literature, while human relations movement as the “hero”.
KEYWORDS: Taylorism, Post-Taylorism, Modernist, Human Resource Management, HRM, Empowerment, human relations,
C/HR/531. People and Organisations: Role of HRM under Globalisation
- WORDS:
- 2100
- DATE:
- 2009
- PRICE:
- 29.99 GBP
The paper examines the broad notions of ‘people and organisations’ focusing on the role of globalisation in HRM and exploring what motivates people to work. Cultural differences and the function of HRM in the strategic process are taken into account highlighting the complex nature of HRM in modern companies.
KEYWORDS: HRM, human resource management, globalisation, cultural differences,
C/HR/513. Issues of HRM and Trade Unions' decline
- WORDS:
- 1500
- DATE:
- 2009
- PRICE:
- 19.99 GBP
The paper examines the basics of employee relations (ER) and human resource management (HRM) addressing the challenges of employee training evaluation, describing the management tools that replaced trade union (TU) functions, discussing the causes of the decline in collective bargaining, and highlighting the advantages and disadvantages of TU as compared to HRM.
KEYWORDS: Trade Unions, Individualism, Employee Voice, collective bargaining, HRM,
C/HR/501. Direct employee management: historical perspective
- WORDS:
- 5100
- DATE:
- 2009
- PRICE:
- 59.99 GBP
The paper looks at the evolution of the direct employee management (DEM) analyzing its features, discussing the transformation of management practices in modern economies, describing the shift from collectivism towards individualism, the decline in the Trade Union activities, the concept of collective bargaining, the history of pay systems over the last three decades, etc.
KEYWORDS: Direct employee management, HRM, human resource, trade unions, collectivism, individualism, pay,
C/HR/471. Industrial relations: from Trade Unions to Human Resource Management
- WORDS:
- 1800
- DATE:
- 2009
- PRICE:
- 19.99 GBP
The paper looks at the changes that have taken place in industrial relations over the past three decades exploring the reasons why employees are now reluctant to join a trade union and discussing the differences brought about by the human resource (HR) approach to management, i.e. the neo-liberalism and New-Ageist ideology, introduction of individualism into the contract of employment, the hard and soft models of HR management, the idea of 'common interest' of employers and employees, and the symptoms of common interest reduction.
KEYWORDS: Trade Unions, Employee Voice, Human resource management, HRM, common interest,
C/HR/472. Industrial relations: from Trade Unions to Human Resource Management
- WORDS:
- 1800
- DATE:
- 2009
- PRICE:
- 19.99 GBP
The paper looks at the changes that have taken place in industrial relations over the past three decades exploring the reasons why employees are now reluctant to join a trade union and discussing the differences brought about by the human resource (HR) approach to management, i.e. the neo-liberalism and New-Ageist ideology, introduction of individualism into the contract of employment, the hard and soft models of HR management, the idea of 'common interest' of employers and employees, and the symptoms of common interest reduction.
KEYWORDS: Trade Unions, Employee Voice, Human resource management, HRM, common interest,
C/HR/476. Concept of mutuality in human resource management
- WORDS:
- 1000
- DATE:
- 2009
- PRICE:
- 19.99 GBP
The paper examines the notion of mutuality in human resources management (HRM) reviewing the theory of HRM and organisational theories related to authority and structure at the expense of people. The appearance of the mutuality concept in the 1980s is discussed and compared to the contemporary notion of partnership.
KEYWORDS: Mutuality, partnerships, human resources management, trade unions, New Labour, organisational theory, work psychology, employee motivation,
C/HR/482. To what extent have changes in the labour market over the last three decades altered the ways in which organisations resource, reward and manage their employees?
- WORDS:
- 2000
- DATE:
- 2009
- PRICE:
- 29.99 GBP
The paper looks at the changes in the labour market over the last 30 years discussing how globalisation and the use of information technology have led to a world market for some jobs. Social changes are considered with regard to the value of older workers and ethnic minorities, the feminisation of the workforce, more flexible approaches to recruitment, remuneration, reward policies, etc.
KEYWORDS: Globalisation, Flexible Working, Recruitment, Reward Policies, Social Change, feminisation,
C/HR/394. Strategic human resource management
- WORDS:
- 3000
- DATE:
- 2009
- PRICE:
- 39.99 GBP
The paper looks at strategic human resource management (SHRM) in the context of training, recruitment and discipline. SHRM philosophy is considered arguing that SHRM creates value by providing opportunities for organic learning, develops intellectual capital and enhances core competencies.
KEYWORDS: hr, strategic, human, resource, management,
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