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(2008, 2500 words)
The paper examines the concept of HRM defining its basic activities, reviewing HRM characteristics with the focus on strategic HRM and exploring the role of socialisation in the workplace. Theoretical approaches to organisational culture are reviewed arguing that strong socialization leads to harmonious individual behaviours that assist in maintaining competitive advantage of the organisation.
(2007, 900 words)
This paper briefly outlines literature review of the concept 'Talent Management'; it covers strategic guidelines for effective talent management in processes like recruiting, developing, training and retention of employees
(2005, 2000 words)
The report addressed such issues as importance of HRM, the evolution of both concepts, new forms of HRM - HPM (Human Potential Management) and Comparative HRM. Specific interest is also paid to such areas as strategic importance of HRM, the contemporary situations, current evolvement of the concept and future projections.
(2006, 3000 words)
The paper examines the value of human resources (HR) for organizational development defining the functions of a HR department, outlining the areas of HR management, discussing the issues of measuring HR performance, etc.
(2006, 300 words)
This brief paper is a summary of human resource management issues that highlight staffing needs, training, employee development, and welfare and leadership development within an organisation. Human resource management theories and practices have been discussed with special reference to UK organisational approaches.
(2005, 2500 words)
The paper reviews the activities involved in human resource management (HRM) providing description of the performance management, the issues of health and safety in the workplace, the procedures of recruitment and selection, the methods of encouraging involvement, employee counselling, establishing organisational rules and regulations.
(2006, 1000 words)
The paper examines the role of human resource planning (HRP) in an organisation reviewing key success factors for businesses, the history of ‘manpower’ planning, academic opinions on the importance of motivation, commitment and culture, etc. The impacts of HRP at corporate, business and operational levels are described focusing on its benefits for business.
(2006, 2000 words)
The paper examines the application of the labour process theories (LPT) in several organisations reviewing the core aspects of LPT, the rationale behind the logic of accumulation and control, etc. Criticism of LPT is provided highlighting responses to some critique, namely, an alternative ‘systems theory’.
(2005, 3700 words)
This paper examines three aspects of HRM in detail: Recruitment, Reward Management, and Diversity Management.
(2006, 3000 words)
The paper reviews the theories of human resource management (HRM) and motivation including the theory of scientific management by Taylor, the hierarchy of needs theory by Maslow, theory X and Y by McGregor, Hertzberg’s two factor theory, etc. Problems associated with performance related pay are reviewed suggesting recommendations for effective HRM.
(2006, 3000 words)
The paper reviews the functions of human resource in the changing business environment seeking to understand whether or not people will remain the main source of an organisation’s competitive advantage. Alternative delivery methods are discussed focusing on outsourcing, reviewing the practices of BP, GM, DuPont, etc., and highlighting the features of a shared services model.
(2006, 1000 words)
The paper examines the role of human resource planning (HRP) in the success of an organisation reviewing HRP history, functions, definitions, components of HRP, HRP corporate, business and operational influences on business, HRP costs to business, etc.
(2006, 2500 words)
The paper addresses the issues of human resource management reviewing literature on the causes of high absenteeism and turnover, low job satisfaction and motivation, lack of commitment among employees, etc. The impacts of working long hours are discussed. Strategies to reduce these problems are reviewed.
(2006, 1500 words)
The paper examines the role of human resource management (HRM) in the business performance reviewing academic literature on HRM including its relation to traditional personnel management, hard and soft approaches in HRM, impacts of employee attitudes and organizational culture on the company’s performance, new trends and challenges in HRM, etc.
(2006, 3500 words)
The paper examines organisations as emotional arenas providing a review of approaches to the types of emotions, emotional intelligence (EQ), Emotional Intelligence Training (EQT), organizational structure, leadership, motivation, fear, etc.
(2005, 3000 words)
The paper addresses the issues of human resource management touching on the employment of women in child-bearing age, the new UK government policy concerning the maternity leave, the problems of workplace stress, work-life balance initiatives of organizations, employee motivation, performance related pay, the causes of workplace absenteeism, etc.
(2006, 2500 words)
The paper outlines the problems that are related to the growth of software system and human resource (HR) in an organisation offering managerial solutions to each problem in the form or recommendations for decision making.
(2003, 2500 words)
The paper reports on Boots the Chemist (BTC) providing information on the companys background with the focus on the HRM practices and conducting external environment analysis using the LoNGPEST model including Local, National, Global, Political, Economic, Socio-cultural, Technological factors.
(2006, 4000 words)
The paper investigates the role of human resources (HR) for the competitive advantage of a company reviewing literature on HRM including HR criteria, HRM models, HR cycle, HR development, flexibility models, culture, TQM, strategic management, knowledge management, etc. Case studies of Smith (UK), Watanabe (Japan) and Home Cozy (UK) are conducted
(2004, 3500 words)
The paper examines the role and implementation of HRM in business practices identifying the areas of written HR policies, their legal background and requirements, advantages and disadvantages of written HR policies, etc.
(2005, 1900 words)
Human resource planning is the extent of manpower planning which has been developed in 1980s. Manpower planning is an old approach for the planning of human resource. The difference between these two approaches is the way they are treating people. Refers to Bramham (1989)”There are particularly important differences in terms of process and purpose. In human resource planning the manager is concerned with motivating people – a process in which costs, numbers, control and systems interact to play a part. In manpower planning the manager is concerned with the numerical elements of forecasting, supply-demand matching and control, in which people are a part. …” Human Resource Planning is a composite topic, particularly in the rapidly changing business environments, which has an increasingly strains between the greater need for planning and the greater difficulties of prediction. Human resource planning is not only concerned with employing the right people at the proper time, with the right skills that organisation currently needs and the potential skills that the organisation will need in the future, and places them into the right position. It also translates human resources strategy into day-to-day activities and operations, and concerned with all factors that influence the way that people in the organisation are managed. The aim of this essay is to analyse the usefulness of human resource planning in organisational downsizing, career planning and cost minimizing. The major concern within the traditional human resource planning is to forecasting the demand and the supply of human resource, in order to optimize their uses.
(2005, 5000 words)
The paper is devoted to the problems of human resources management (MHR) covering the issues of recruitment and selection procedures, staff retention, performance management, career development, etc. Total Quality Management (TQM), individual assessments, employee relations and motivation are analysed from the theoretical and practical perspectives, which allows to give recommendations in human resources strategies and tactics.
(2005, 3000 words)
The paper investigates the changes in political environment reflected in regulatory requirements, i.e. employment legislation, human rights, occupational health and safety, etc. The challenges facing human resource management (HRM) are discussed; changes in HRM practices are analysed using the example of the French telecommunication company Alcatel.
(2005, 1800 words)
The paper consists of seven answers to seven questions. The questions are based on case study, which features a story of general manager of a small organisation (20+ people) and in particular, his managing style, recruitment and selection methods, leadership, relationships with employees and various problems resulting from different situations. Each answer analyses some particular situation, critically assessing manager's behaviour or solution/decision, suggesting better alternatives or possible improvements. The answers cover such areas as motivation, recruitment, employee relations, leadership and others.
(2004, 2000 words)
Since the human resource management came into peoples sense in early 1980s, the debate whether its a distinctive discipline or just a fashion name of the traditional personnel management has never stopped. There are many articles discussing this issue in the past 20 years written by both academics and practitioners. What this article trying to do is illustrate the opinions from both sides of the debate in order to find out to what extent the human resource management and personnel management are different. After reviewing the definitions of personnel management and human resource management, and illustrating the different opinions from the argument of whether human resource management is a distinctive discipline, it can be seen from the article that there are many distinctive features of human resource management and also some opposite opinions which argued that human resource management is just a new bottle with old wines.
(2004, 3000 words)
This essay discusses whether HRM is the revolution of rather the evolution of PM. Essay is based on the following statement of Torrington (1989): ´Personnel Management has grown through assimilating a number of additional emphases to produce an even richer combination of experience…HRM is no revolution but a further dimension to a multifaceted roleÎ. Essay analyses the evolution of Personnel Management (PM) and compares it with the nature, objectives and purposes of Human Resource Management (HRM). Second part of the essay brings up a debate about differences and similarities of Personnel Management and Human Resource Management (HRM).
(2003, 2000 words)
This essay outlines gradual change from traditional industrial relations to the current HRM practices. Differences and similarities between Industrial relations and HRM are outlined, political influence is analysed, and Contingency models are discussed. Changes in employee commitment and employee relations are outlined and the question of whether Human Resource Management (HRM) has replaced Industrial Relations as they were deemed no longer suitable is answered.
(2004, 3000 words)
This essays aims to critically assess whether human resource management 'works well in theory' but 'not in practice'. Firstly, the HRM theory is analysed in order to evaluate whether theory itself 'works' well. Secondly, HRM practices are analysed. Clashed between theory and practice of HRM are discussed to answer the questions of whether HRM works in practice.
(2003, 2000 words)
This report aims to assess the role that the human resource management department can play in the strategic planning and management of a multinational company. It analyses the concept of Strategic Planning, HRM in Strategic Analysis, HRM in Strategic Choices and HRM in Strategy Implementation. Conclusions are drawn that HRM department plays a major role in the strategic planning of a multinational company, and indeed, any company. Without this function new company strategy is almost certain to fail and consequently the HRM department must be involved closely with the strategic planners at all stages to offer advice and suggestions and general feedback regarding any possible changes.
(2003, 2400 words)
(2003, 2700 words)
(2003, 1700 words)
The objective of this coursework is to study "women in power", and the problems suffered with the gender differences in the organisation. It is shown the changing of roles women have endured over time and exhibit how do they position in society at the moment. It will be explained as well the reasons why women are failing to reach top positions in the organisations, and what it is necessary to do in order for them to be able to improve their situation.
(2003, 2600 words)
According to Armstrong (1996) 'Whether this process should be called personnel management, personnel and development management or human resource management is not regarded as being crucially important. However, the philosophy of human resource management is different from the philosophy underpinning many traditional personnel management practices. Thus, the aim of this work is to 'discuss the extent to which the management of human resources is different from conventional personnel management both in theory and in practice.'
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