...more profit and to have more customer base island wide. To that the management have to have proper effective strategies. In Sri Lanka upper markets are mainly accounted in the order of priority, quality, range of products, price, location, environment, parking and customer service etc. To achieve these objectives, the management should have proper knowledge about the Strategic HRM. This case is a small attempt to analyze the island’s largest private employer brought into light a few concrete conclusions about the company regarding its strategic human resource management. QUESTION 01 What do you mean by “competitive Advantage” explain as to hoe you formulate HR Strategies enabling to get such advantages in the competition in the super market business? Competitive advantage is an advantage that a firm has over its competitors, allowing it to generate greater sales or margins and/or retain more customers than its competition. Competitive advantages give a company an edge over its rivals and an ability to generate greater value for the firm and its shareholders. The more sustainable the competitive advantage, the more difficult it is for competitors to neutralize the advantage. There are 2 main types of competitive advantage. Those are: comparativeadvantage and differential advantage....
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...BM703: MASTER OF BUSINESS ADMINISTRATION HRM730: HUMAN RESOURCE MANAGEMENT INDIVIDUAL ASSIGNMENT JOB ANALYSIS USES AND ITS IMPACT ON EFFECTIVE HUMAN RESOURCE MANAGEMENT AT THE WORKPLACE Table of Contents 1.0 Introduction 3 1.1 Job Analysis 3 1.2 Job Description 4 2.0 Job Analysis Uses 5 2.1 To Gather Information 5 2.2 Recruitment and Selection 5 2.3 To Enhance Communication 5 2.4 To Accommodate Change 6 2.5 Performance Review 6 3.0 Job Analysis Impact 7 References 9 Job Analysis Uses and Its Impact on Effective Human Resource Management at the Workplace 1.0 Introduction Organizations must have a systematic way in determining which employees are the most suitable to accomplish the task of functions given by the employer (Ivancevich & Konopaske, 2013). Most of the Human Resource specialist does not know about the details of the jobs in an organization. In order to provide a good vision to the future employees, knowledge and requirements of the jobs can be collected through a process called job analysis (Rehman, 2009). 1.1 Job Analysis Rehman (2009) defined job analysis as a descriptive process of breaking down a specific job into several components by using different types of tools and techniques to establish job requirements. The information obtained will then be organised and evaluated in order to prepare a job description and job evaluation. The job analysis should include information such as the purpose of the job, the nature of the job...
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...embellishments/emphasis to endear his Greek readers to the peoples he met abroad. * Napoleon Bonaparte and Egypt * Self-proclaimed Emperor of France (1769-1821) In Western History… European Exploration/Colonialism Columbus, Napoleon, and… Western Society’s past attempts at getting to know other cultures * Modernism: Began with the Renaissance and the Enlightenment. * A reaction to the superstition and hysteria of Europe’s “Dark Ages” (The Witch hunt era that we will get into later). Rationality, objectivity, reason can discover knowledge and truth and lead to progress We can understand everybody/thing everywhere if we adhere to these principles of logic. * Empirical knowledge: Based on observations of the world rather than on intuition or faith. * Hypothesis: A tentative explanation of the relation between certain phenomena Theory: In science, an explanation of natural phenomena, supported by a reliable body of data * People are now freed from the restraints of superstitious nonsense and can now grow as logical, rational and evolved beings. * This is where our modern thoughts of linearity come from. In Western Society, time is like an arrow, experienced as breach, innovation and change – we are seen to always improve on what came before. The Europeans of the Enlightenment...
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...This study investigated the characteristics of organizational climate and its effects on organizational variables. Investigation of 419 participants including both managers and employees indicated as follows: educational level, position and length of time working for the current organization had significant main effects on organizational climate; specialty, enterprise character and enterprise size also had significant main effects on organizational climate; organizational climate had significant main effects on human resources management effectiveness such as turnover intention, job satisfaction and work efficacy; organizational climate also had significant main effects on organization effectiveness like staff members’ organization commitment and collective identity. Keywords: Organizational climate, Human resources management effectiveness, Organization effectiveness 1. Introduction Research on organizational climate can be traced back to the 1930s. With the human relations movement pioneered by Hawthorne, researchers turned their attention from the “hard” physical environment to the “soft” psychological environment; thus the concept of organizational climate was born. The first researcher to initiate studies in this area was Kurt Lewin, the founder of group dynamics (1939). In his famous "leadership style" study, Lewin applied three different leadership styles, democracy, autocracy and laissez-faire, to...
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...that was founded by Sam Walton on July 02, 1962 in Rogers, Arkansas. It is the nation largest retail discount store in the world with 4,500 stores in the United States and more than 10,150 worldwide. Within five years of being in business, the company expanded to 24 stores ringing up 12.7 million in assets. In 1969, Wal-Mart officially became incorporated as Wal-Mart Stores, Inc and became a publicly traded company in 1970 (www.corporate.walmart.com, 2012). Wal-Mart Stores, Inc. focused on the growth and expansion of the corporation, which is called a growth strategy (DeNisi, 2012), and they opened their first distribution center and home office in Bentonville, Arkansas. In 1972, they were listed on the New York Stock Exchange and with 51 stores their recorded sales was $78 million. By 1980, Wal-Mart reached $1 billion in annual sales with 276 stores and 21,000 employed associates. Continuing with the growth strategy, Wal-Mart opened the first Sam’s Club in Midwest City, Oklahoma and with sales steadily increasing they celebrated its first 100 billion sales year in 1997 (www.corporate.walmart.com, 2012). Wal-Mart rich heritage define who they are and what they do today. Due to their innovative thinking, leadership through service and commitment to saving their customers money so they can live better have made the business what they are today and are shaping the future of the company (www.corporate.walmart.com, 2012). Since the first Wal-Mart store opened in 1962, Sam Walton...
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...Birmingham Business School Student ID Number: 1258841 Programme: MSc Human Resource Management Module Title: Training and Development Assignment Title: The benifits and barriers of employers adopt strtegic approach to Human Resource Development. Module Leader: Helen Rainbird Deadline: 10/12/2012 Total words (except reference): 2137 Introduction: ‘The number of countries affected, the volume of trade, and the rate of growth are far greater than in any previous phase’ (Stark, 2005). ‘Inevitably globalization is having a huge impact on the role, nature, and purpose of HRD in organizations of all sizes and sectors across the world’ (2009, David Mankin), Globalization is the characteristic of New Economy, it provide a broader opportunities to new economy development. As an organization, employers must consider a strategic process to compete with other competitors and survive under globalization underground. Organisation need ever-improving performance to survive and prosper in today’s competitive world: individual and organisational performance improvements are the keys to competitive advantages. (Raymond J.Stone 2008). A formal planning procedure and a right position in the competitive arena have been seen as the main strategic concerns of the top management. (Mikko Luoma, 2000). With the time passed from the early days of strategic management, there are some evolution has taken place in strategy (Mikko Luoma, 2000). As David Mankin mentioned in his book...
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...Introduction Organizations are forced to understand the importance of the human capital. The current state of the competition which is spreading in all directions compels a company to ensure that it develops, fosters, and trains its personnel to ensure that they are in the best possible situation to tackle the challenges which are becoming so evident in the world of business today. (Fink, 2013) Despite this growing awareness there examples of organizations struggling to use their employees for the fullest extent. Uncountable resources are being spent to ensure that the human capital is at its peak but even then organizations are struggling to find the right type of people who would be able to perform the jobs and tasks in the best possible manner. The report will assess the overall HR function of DW Travel, like recruitment and selection, performance evaluation, compensation etc. but concentrate on the implementation of performance management system which is not yet accomplished in the organization. It will also provide recommendations, where deemed necessary to reduce the barriers and improve their performance. DW Travel is a subsidiary of Dubai World. It was set up in January 2004. It aims to be recognized for its high level of professionalism and claims to possess a highly experienced team. (DW Travel, 2014) Its core value are * Respectful of values, all cultures and our employees * Excellence in Customer Service * Logical and precise in our thinking ...
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...– Second Quarter 2010 Volume 5, Number 2 Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model Rehman Safdar, Pakistan Electronic Media Regulatory Authority (PEMRA), Pakistan Ajmal Waheed, Quaid-e-Azam University, Pakistan Khattak Hamid Rafiq, National University of Modern Languages, Pakistan ABSTRACT Researchers have developed a relationship between HRM practices and organizational performance, but the relationship between HRM practice like job analysis – employee Job performance remains unexplored. This paper, based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance. Survey results of 568 employees indicated that practice of job analysis was strongly related to employee job performance. The findings suggest that an organisation-wide policy of job analysis is an important source of competitive advantage in its own right, and requires due attention of HR professionals. The study extends the findings of the HR–employee job performance research pursued in Western countries to a non-Western context. Keywords: Human resource management; HR practices in regulatory authorities; HR-performance linkage; Job analysis; Job performance; Job satisfaction; Job retention; Recruitment...
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...Interactionism , Functional Analysis, and Conflict Theory. All of which are centered around the people they derived from who are : George Herbert Mead, Charles Horton Cooley, Robert Merton and Karl Marx. With these theories being a major part of sociology, the research that is collected to study the people in these societies should be looked at as a whole ,for, sociology comes in many forms. Symbolic Interactionism is the idea that one puts meaning to something. We attach our selves to names of certain people or things . Symbols are used to describe the relationships that we have with one another. Without symbolic Interactionism there would be no names to associate with people like a sister or brother . This also includes a teacher , an associate or a co-worker, These people may have names but they have a certain name that categorizes them into where they are related to you and how you should act towards them. Our actions towards people depend on the symbols we associate society with such as how you treat a boss compared to a sibling. Without this type of perspective there would be no way to socialize things such as the government which would mean that the most common things that are used in everyday life wouldn't be here. This theory is used describe things that are untouchable such as love, marriage or being a parent . It all goes back to how you rationalize these relationships with the meaning you put to it . The love a child has a different meaning than the love you feel with...
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...Haydee Munoz 01063896 ANT2033 15- April-2010 Physioanatomical Analysis of Australopithecus Afarensis The first Australopithecus afarensis was found in 1974 by Don Johanson at Hadar in Ethiopia, Africa, and dates from about 3.9 to 3 million years ago. The very complete fossil is thought to be a female skeleton and it is called “Lucy” after a Beatles song. Because the skeleton is 40 percent complete, it facilitates a more accurate analysis in a broader sense. When comparing A. afarensis to a chimpanzee, a species with many traits that for hominins are considered primitive, and a modern human, it is concluded that the subject is very primitive, because it shows few developed traits. The Lucy skeleton is female and it is approximately 3 or 4 feet tall, while other A. afarensis male fossils have been found that are about 5 feet tall. While male chimpanzees average height is 4 feet tall and female average height is 3 feet tall, the male human height average is 5 feet 9 inches and the female average is 5 feet 3 inches. Therefore, like chimpanzees, Australopithecus afarensis has smaller body size than the modern human. Also, A. afarensis is sexually dimorphic, which is a trait that is common for attraction and reproduction among apes, while humans are not very different in body size among sexes. One of the most characteristic derived traits of modern humans is brain size. Modern humans have between 1150 to 1750 cm3, chimpanzees have 285 to 500 cm3, and A. afarensis...
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...Computerized decision making Q1. What are the specific advantages of using computerized decision making? How can computers be better decision makers than humans? First, computers are capable of amassing and compiling enormous amounts of data and using them to spot trends and patterns that a human observer would simply never see. The second one is the computers also aren’t prone to emotional decision making or falling into the heuristics and biases. I think that computers be better decision makers than human because they can know enormous information and computers have no emotion and it can listen to people’s order to make the right choice. Q2. What are the weaknesses of using computers as decision tools? Are computers likely to have any specific problems in making decisions that people wouldn’t have? The first weakness is the computer systems have certain faults that might severely constrain their usefulness. Then, although computers can grind through masses of data, they aren’t capable of intuition or creative thought. They are much more likely to spot opportunities that lie just beyond what the data can tell us directly. Computers cannot actively consider whether their programming makes sense or adapt automatically when values change. They cannot notice if a person is out of order, but actually he is a good person. Computer cannot know this kind of situation, but human can see this kind of people. If the company let the computer to do the decision, the company may lose a good employee...
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...motivate the employees using which theories are also shown. Managers use performance management techniques to contribute higher performance of the employees and team. Here, the development and models of team have also been showed with the benefits of it within the organization. However, by going through the article, anyone can get an exact idea on leadership management. Table of Contents Executive Summary 2 Introduction 4 Task 1 4 1.1an analysis of the concepts of leadership and management 4 1.2 An evaluation of the key management and leadership theories 5 1.3 An assessment of the challenges of leadership and management practice 7 Task 2 8 2.1 An analysis of the key motivational theories and how they influence organizational success: 8 2.2 An evaluation of the role of leadership and management in employee motivation: 11 (Task 3) 11 2.3 An analysis of the contribution of performance management techniques as organizational processes: 11 Task 4: 12 3.1 An analysis of the development of teams: 12 3.2an analysis of the roles and models of team leadership: 13 3.3 An evaluation of the role and usefulness of teams within the organization: 14 Conclusion: 14 References 15 Introduction Leadership and management concepts are essential for business personals. Management is a vast knowledge where leadership is a small part of it. But, a leader has much influence on management techniques and decisions. He, basically a manager, has to maintain the environment...
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...Assignment 2 There are a number of elements that can help in the study of HRM that have been covered in the two guest lectures. The first of these lectures was from Consult Capital on the 23rd January 2012 and the second was on 27th February 2012 and was from Caroline Willgoose. Caroline is the Personnel Manager from the John Lewis store in Cardiff. There is one difference between these two companies that stands out above any other element. This is the idea that each company conducts itself with either a ‘hard’ or ‘soft’ approach to Human Resource Management (HRM). ‘In essence, the ‘soft’, or what others have called ‘high commitment’ HRM, sees employees – both managerial and non-managerial – as part of the solution rather than the problem’, Bratton & Gold (2003 p.32). ‘Soft’ HRM is the idea that the employees are treated as the most important resource the organisation possesses and their needs are paramount. The hierarchy is far less highly stacked than that of the ‘hard’ approach. ‘The ‘hard’ version emphasized the term ‘resource’ and adopted a ‘rational’ approach to managing employees, that is, viewing employees as any other economic factor, as a cost that had to be controlled’, Bratton & Gold (2003 p.6 ). So, ‘Hard’ HRM is different in the fact that an organisation with this approach sees its employees and workforce as just another resource and offers little to them in regards to incentives and opportunities. John Lewis takes the approach of soft HRM as they really do value...
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...Bachelor of Science in Information Technology program, students must apply the principles of systems analysis and design to fundamental business systems within the organization. The final individual paper for this class includes three sections; the final section is due in Week Four. One section of the paper is due each week. Complete Section 1 of the Service Request SR-rm-022 paper. Using the Service Request SR-rm-022, analyze the HR system. Prepare a 4- to 6-page paper that accomplishes the following: • What key stakeholders in Riordan Manufacturing would you gather requirements from? • Describe the information-gathering techniques and systems analysis tools you would propose for the project. • Identify the key factors that help ensure the information required for the project is gathered successfully. • Explain what project scope is and why it is important. Describe the areas of project feasibility that are examined in the analysis phase of the SCLC. • Cite and discuss 2 to 3 references, in addition to the required readings, that are relevant to the assignment. Include citations and references formatted consistent with APA guidelines. Submit Section 1 of the final paper. Week 2 Individual Assignement The Riordan Manufacturing Company has submitted a service request to analyze the human resources department. The goal of this analysis is to integrate the variety of tools already in use by the company into one system for the whole company...
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...Advancing Australia’s ‘Human Capital Agenda’( Gary Banks Chairman, Productivity Commission Introduction It is a privilege to have been invited to give the fourth Lecture in this annual series in honour of Ian Little. Ian was a passionate advocate for good public policy and for reform — within his own state and nationally. This was grounded in an equally strong attachment to good analysis and evidence in support of policy decisions. As Secretary of the Victorian Treasury, he championed the use of quantitative analysis, including the development of an input/output based model of the Victorian economy, to gain a better understanding of the effects of policy changes on different industries and on the State’s overall economic performance. It was under his and John Brumby’s stewardship of the Treasury portfolio that the Victorian Competition and Efficiency Commission was established, to provide rigorous arms-length analysis and advice on key policy issues affecting the welfare of Victorians (akin to the role of the Productivity Commission at the national level). Victoria’s more systematic attention to good analysis and policy innovation commenced in the 1990s. It has yielded considerable benefits for Victoria’s citizens since then, not only in the comparative economic performance of this State, but also in its achievements in the social and environmental domains. Victoria was a first mover in the ‘second wave’ of economic reforms in the 90s — reforms that...
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