C/HR/306. Business implications of Strategic Human Resource Management

The paper examines the implications of Strategic Human Resource Management (SHRM) for the organisational strategy reviewing the HRM theory and discussing the issues of HR outsourcing, the process of recruitment, etc. The significance of SHRM for modern businesses is highlighted.

C/HR/172. Human Resources are a fundamental and integral part of the success of tourism and hospitality industries. Discuss why this is the case in the context of the distinctive features and characteristics which the industries have and evaluate some of the concepts and strategies which have been put forward to try and identify and therefore minimise problems.

This paper discusses why Human Resources are a fundamental and integral part of the success of tourism and hospitality industries in the context of the distinctive features and characteristics which the industries have and evaluates some of the concepts and strategies which have been put forward to try and identify and therefore minimise problems.

C/HR/171. Analysis of Aspects of HRM versus Personnel Management

This paper discuses thee difference between HR and its predecessor personnel, although they are two distinct functions within an organisation. Personnel is traditionally the recording of information and reactive to change, whereas HR is proactive and targets the needs of the business. The paper then discusses Recruitment and Selection, Disciplinary Procedure and Redundancy. The section on disciplinary procedures is based on scenarios and how the manager should react to these situations to stay within the law. It is always easier to jump to conclusion, therefore this takes time to gather the facts and reflect on the situation. All of the HR procedures are required to be seen as fair, this includes redundancy and recruitment and selection.

S/HR/133. Critically examine the proposition that HRM represents the final departure from conflict and domination at work

The paper reviews theoretical approaches to human resource management touching on the history the HRM development, the hard and soft types of HRM, Taylorism and Fordism techniques, the labour process theory by Marx, the types of legal domination, etc. The paper further argues whether HRM may put an end to conflict and domination in the workplace.

C/HR/145. 'HRM is now concerned more with the management of organisational culture than organisational structure'. Critically discuss this statement.

The essay discusses how HRM is more concerned with management of organisational culture compared to organisational structure. It is seen that effective management of organisational culture is crucial for sustaining competitive advantage in today's increasingly competitive market environment. In order to support the argument, relevant examples have been cited. Lastly, the implications for HRM are discussed also.

S/HR/144. Explain the importance of human resource management and describe the current issues in managing human resources

The paper looks into the theory of human resource management (HRM) evaluating its role in the 21st century organization, identifying HRM functions and defining its components, i.e. recruitment, selection, training and development, motivation, etc.

S/HR/117. Strategic Human Resource Management

The paper examines the role of Human Resource Management (HRM) in gaining and maintaining competitive advantage analysing the difference between Personnel management (PM) and HRM, identifying the types of HRM, and discussing the emergence of strategic human resource management (SHRM).

S/HR/103. Summarise what HRM involves and why it is important to business organisations?

The paper examines the concept of human resource management (HRM) discussing its significance in modern businesses and the need of training in HRM techniques to ensure job satisfaction. The advantages of motivating staff are highlighted

E/HR/85. What is the difference between Personnel management and Human resource management?

The paper examines the approaches to managing people within organisations reviewing the history of HRM development, its replacement of Personnel management (PM), the differences between HRM and PM approaches, etc.

E/HR/71. Trust and credibility are essential assets for business workers. Discuss.

The paper examines the importance of trust and credibility in the workplace discussing the executives' power of influence in establishing trust, the implications of losing trust and the benefits of gaining trust.

E/HR/59. HUMAN RESOURCE MANAGEMENT AND LABOR PRODUCTIVITY: DOES INDUSTRY MATTER?

The paper examines the role of human resource management in enhancing labour productivity reviewing academic opinions about the effectiveness of workforce performance, and seeking to identify the relationship between high performance work systems and labour productivity.

P/M/800. Relationship between organisational structure, culture and HRM

The paper examines the importance of organisational structure (OS) and organisational culture (OC) for effective human resource management providing a review of literature on OS, OC and HRM. The role of HRM in facilitating OS and OC changes is discussed focusing on the issues of employeesÌ recruitment, selection, performance appraisal, reward management, etc.

P/HR/330. To what extent is Human Resource Management different from traditional personnel management, or is it just "old wine in new bottles"?

The paper examines the nature of human resource management (HRM) comparing it with personnel management. Definitions of both terms are reviewed identifying differences and similarities of their functions in the organisation, and tracing the development of both concepts over the past years.

P/HR/324. Role of employee involvement and participation in organisational performance

The paper addresses the issues of employee involvement and participation (EIP) examining their effects on organisational performance. Theoretical approaches to EIP are reviewed discussing direct and indirect forms of EIP, the problems of individual EIP practices, and the alternative methods of improving individual and organisational performance.

P/HR/293. HRM and CRM in Indian companies

The paper examines the issues of human resource management in India reviewing the problems of the workplace environment in Indian companies and reporting on the HRM and CRM practices in several companies including employee development programmes, motivation and retention programmes, CRM systems, etc.

P/HR/281. Was there degradation of work in the 20th century?

The paper critically reviews Harry Braverman’s study on the ‘degradation of work’ in the 20th century discussing the meaning of this concept in the theoretical context of Taylorism, Marxism, Fordism, etc. The changes in the forms of organisations, workplace culture, human resource (personnel) management, etc. that took place over the past few decades are discussed.

C/HR/105. Human Resource Management

The report has been produced as a Human Resource Director at Southern Foods Limited (SFL), manufacture and supplier of customized menu items to the food industry. The report is based on the case study titled ‘Dogged by Instability’. The report has been divided into two major portions, i.e. an analysis of the extent to which the HR strategy complements the business strategy; and an evaluation of how the HR strategy impacts on HR operations and the potential problems for introducing the proposed strategy.

C/HR/103. HRM Issues: Summary

This summary looks at the topic of different perspectives of HRM, flexibility within workplace, equal opportunities and Human resource Practices in UK. The report is a summary which provides a quick look at some of the most significant topics in the domain.

Page 1>Page 3>