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(2008, 2300 words)
The paper reports on the car dealers Inchcape PLC examining their organisational culture, strategic intent, and human resource (HR) policies with the focus on employee recruitment, selection, training and development The system of Inchcape's performance management is described; recommendations are suggested about the training of managers in all aspects of HR.
(2007, 2000 words)
The paper examines the keys to effective human resource management focusing on the cooperation between HR-managers and leading employees. Problem areas of the HR strategy are identified; its main directions are discussed; the challenges of employee recruitment are outlined.
(2004, 2500 words)
The paper is going to analyse the current external environmental changes of British Airways (BA), and find out the impact of those changes on BA's human resource (HR) activities. After giving a general overview of BA Plc., it will analyse BA's current external environmental changes by using the LoNGPEST Model. And then mainly concern on the key issues of HR activities and suggesting recommendations to those key issues regarding to the current external environmental changes of BA. Several HR activity recommendations were given in the last of this article to support its business strategy of cost reduction. And a longer time HR strategy, which was considered to cope with future changes, was suggested to be produced.
(2004, 2500 words)
This report presents analysis of business strategy of ASDA using PEST, McKinsey 7S and corporate strategy investigation and follows towards the investigation of the HR Policies and Practices of ASDA.
(2004, 1500 words)
This paper examines the strategic relationship between Total Quality Management (TQM), Human Resource Management (HRM) and strategy at the corporate, business and functional levels. It does this through four stages: First, it asks the question: What is strategic management and how has our view of it changed over time? The Porterian view of strategy, resource-base view and relational-based view of strategy are considered. Next, the two prominent models of strategic HRM (SHRM) are presented, namely, the ¡match model and ¡resource-based model. These are linked to the strategy process and a firms choice to adopt either a proactive or reactive view of HRM and strategy. Third, the characteristics of TQM are examined and the implications for and links with SHRM are outlined. Finally, the paper concludes by highlighting the role SHRM must play in the strategy process if a firm is to successfully implement its TQM initiatives.
(2004, 1800 words)
This essay aims to analyse how human resources can be used to implement Porters generic competitive strategies in the organisation. After that, essay analyses and compares the costs and benefits of these strategies and illustrates management theory with real-life examples of different companies.
(2004, 4000 words)
This essay has discussed two human resources functions. One is equal employment opportunity, it discussed the theory of equal employment opportunity, advantages and disadvantages, and in practice of McDonald's. Another is personnel selection, it also discussed the theory, advantages and disadvantages and in practice of Premier Lodge. And it is given some other examples to prove.
(2004, 2600 words)
This essay focuses on basic issues concerning the management of organizations and human resources, with major emphasis on critical analysis and situational practice. This paper analyses the circumstances of Deutsche Bank AG division (Private & Business Clients) Munich in the light of motivating people. Statements of different writers are applied and discussed. It is explained how and why these concepts and theories match the organisations approach to managing people. Finally, the writers own practice in motivating people as well as the learning outcomes are hold in place.
(2004, 1500 words)
The report is based on the given case study of a Hotel International. The researcher initially works out the cultural programme taking place within the institution and later applies two ethical approaches in order to analyse it. In particular, the researcher has been using the golden rule (GR) theorem, which states "Treat others only as you consent to being treated in the same situation", the classical (hedonistic) utilitarianism and systems of punishments and rewards. The report is significantly based on the theoretical background, i.e. provides wide range of citations and quotes used by the leading academics and practitioners in the field.
(2004, 5000 words)
This essay aims to discuss the key ways in which an organisation can manage its human resources in an increasingly more cost-effective way. Essay refers to several important themes such as organisational culture, leadership and other strategic elements of HRM. Referring to numerous examples essay outlines the ways in which managers can manage their human resources in the cost-effective way.
(2004, 6100 words)
The report projects new plan for Human Resources Department establishment in different nation and covers all current IHRM issues for the plan
(2004, 2500 words)
This paper discusses Organisational Change from a Strategic Human Resource Management Perspective. In particular paper analyses the requirements for successful change management; main types of change; how change affects individuals; the process of change; prescriptions for change management; HRM strategies of implementation of change and who would be the best person in facilitating change.
(2004, 2000 words)
This essays aims to evaluate and make judgement to the extent, if at all; Strategic Human Resource Management (SHRM) is of value to the management of human resources in the tourism sector. It starts by examining particular Human Resource Management (HRM) literature and then outlines specific characteristics of the tourism sector and its employment. The main body evaluates whether, the SHRM literature can be applied to the tourism industry, according to the characteristics.
(2004, 2500 words)
The aim of the following report is to critically assess and evaluate the stances of strategic human resource issues taking place at NatWest. The researcher intends to allocate the appropriate theory and frameworks in order to achieve the relevant degree of comprehensivity and depth during the course of the report. Furthermore, the researcher would like to assume that NatWest is considerably large organisation employing a significant number of people coming from different cultural and therefore national background (or visa versa). Hence, the assumption rests upon the possibility that the HR strategies recently developed by NatWest may require even further degree of flexibility in order to take into account the cultural diversity of its staff as well as of customers. The later group is of a particular importance for the company and HR strategies may need to be shaped around this issue. Therefore, the researcher may undertake rather unusual angles for the purposes of the analysis in one's intention to highlight the most important issues and fields.
(2004, 4000 words)
This assignment will be focusing on two perspective strategies, "strategic fit" and "strategic intent" in attempt to establish which, if any, is most appropriate for the contemporary organisation. Attempts will be made to consider 'appropriateness' in a number of contexts, including large firms versus small; dynamic versus more static competitive environments; and in relation to the technological orientation of a given firm/industry. Further analysis will look at the strategies of "fit" and "intent" in relation to human resource implications, operational performance and ultimately and the ability for a firm to acquire and sustain competitive advantage through the pursuit of such strategies.
(2004, 5000 words)
The aim of this report stands at the development of knowledge about the issues of human resource management (HRM), its past, present and future trends. First of all, the writer intends to define the concept and clarify its meaning. Secondly, run an extensive research upon the subject related literature in order to outline the past developments and possible future trends. Finally, complete the review by making certain conclusions upon the findings and the likelihood of the predicted changes.
(2003, 4500 words)
The paper examines the issues of human resource management in Shared Service Centers (SSC) offering an overview of their history and functions. The advantages of SSC use are outlined; difficulties in establishing SSC are identified and analyzed; impacts of SSC on human resource transactions are discussed; the requirements for a successful implementation of a SSC are pointed out.
(2003, 4500 words)
This paper critically evaluates the following propositions: "Propelled essentially by globalisation, the principal effect of the 'post-modern condition' has been the emergence of post-bureaucratic organisations. The key challenge to HRM in the 21st century will be to facilitate cultural change within organisations so as to cope with the resulting uncertainties".
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