...Is No More Than ‘Old Wine in New Bottles’. Human resource management is no more than ‘old wine in new bottles’. Discuss. ‘’HRM is regarded by some personnel managers as just a set of initials or old wine in new bottles. It could indeed be no more and no less than another name for PM ’’ ( Armstrong, 1987) First we have to understand the meaning of HRM, but attempts to define HRM precisely have resulted in confusion and contradiction rather than clarity [Price, 1997]. However, according to Storey (1989) Human resource management is a completely different philosophy and an approach contrast to Personnel management. In his view, HRM provides a completely new form of managing personnel and can therefore be regarded as departure from the orthodoxy of traditional personnel management. The normative models of personnel management shows that PM is about selecting, developing, rewarding, and directing employees in such a way that not only will they achieve satisfaction and ‘give of their best’ at work, but by so doing enable the employing organization to achieve its goals. When considering the definition of Human resource management and Personnel management, there are many differences on the perspectives of researchers. Legge (1989) reviewed the definition of a variety of writers. She could come to conclude that there are three features which seems to distinguish HRM and personnel management (Guest,1990). These three differences will be analysed below: First of all, many statements about...
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...The Phrase ‘commitment’ is frequently used by HRM practitioners in the control of absenteeism and its contribution to business objectives. Evaluate the evidence to reinforce commitment and reduce absenteeism. Mowday et al have defined organizational commitment as “ the relative strength of an individual’s identification with an involvement in an organization” (Chapter 7 Attitudes at work, Page no, 265 Work Psychology, Understanding Human Behaviour in the Workplace by John Arnold (ft) fourth edition) Commitment is very powerful human concept as if a person is committed to an organization; therefore he or she has a strong identification with it and will turn out to be a long-term employee for the organization. Sir Richard Branson is an example of someone’s commitment towards its work. He born in an ordinary established family but it was his commitment, which led him to build the virgin empire and now he is one of the richest man in the world. Controlling the absenteeism is the objective of nearly every business organization and the phrase commitment is regularly used by HRM practitioners in order to control the absenteeism, In this essay I will explain the above statement in more details and also provide the evidence to support it. The question arises here why absenteeism is important? Absenteeism is important because it’s not only costly but it also affects the morale of other employees. The cost of absenteeism is greater than the...
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...execution of workforce and it expands the assurance and inspiration components of the representatives (Podiatry, 2009). Human Resource administration and contemporary individuals administration includes the powerful administration of human asset to improve the execution of people by joining the working with people with alternate arrangements and key destination of any association. In spite of the fact that the successful administration of human asset can help absolutely towards the general execution of an association, however there is a dull side of the normal practice of human asset administration; it frequently expect a top down chain of command in the middle of administration and its representatives and fundamentally advances the acts of managerial right. These sorts of administration practices engage the supervisor and their subordinates to do any sort of exercises (as indicated by law) without the assent and former data to the representatives (Saini, 2013). This report will examine the top down methodology of human asset administration quickly to assess its dim sides and it will exhibit the suggestions to change over this methodology into a more straight approach which will consider the workers as individuals instead of an asset to oversee. Top down progressive system of Human Resource Management There are various HRM techniques in practice to viably deal with the human asset by creating a relationship between the endeavors of people...
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...13 Table of Contents 1. Introduction1 2. HRM Transformation in general terms2 2.1 HRM phenomenon 3 2.2 Trends driving it3 3. HRM formulation for the manufacturing company 4 3.1 About the company4 3.2 Harvard HRM model 4 3.3 Situational and Stakeholders Aspects 5 3.4 Defining business strategy6 3.5 HRM policies 8 3.6 HRM Delivery9 4. Recommendations and Conclusions 10 4.1 Interpretational model and recommendations10 4.2 Conclusion13 References14 1. Introduction The first part of the report will provide an insight to what circumstances triggered HRM transformation. Then we’ll explore the complex issues debated around HRM transformation at present and attempt to examine some theoretical perspectives and approaches that may be suitable in advising CEO what HRM transformation would mean for the manufacturing industry. We’ll emphasize in our report that restructuring and retrenchment should be practiced only when relevant. In the last section of our report we’ll present an interpretational model amalgamating figures and some rhetorical findings analysed in the earlier sections of the report and based on the analysis of the same model we’ll provide recommendations and conclusion as to how HRM transformation might achieve both cost cutting and increased effectiveness. 2. HRM transformation in general terms 2.1 HRM phenomenon During Margaret Thatcher’s administration we observed ‘an ascendancy of a new political and economic...
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...British Airways Case Study [Name of the writer] [Name of the institution] Table of Contents Abstract iii Introduction 1 1.1 HR strategies for an organisation 1 1.2 Assessment of HR strategies and its application 1 British Airways HR strategies 2 2.1 Contemporary issues affecting SHRM 4 2.2 Analysis of contemporary issues affecting SHRM 5 Impact of the merger on SHRM at British Airways 5 Conclusion 6 References 7 Abstract This report is based on the employee relations at British Airways (BA). It includes four main HR strategies which are applicable to British Airways for resolving employee relation issue. Moreover, other HR strategies are also highlighted which are used in the organization. Moreover, merger of BA with Iberia is also discussed and its impact on strategic HRM. Introduction Employee relations with employer have been remained a biggest challenge to British Airways. Due to outsourcing and cost cutting business strategy, BA experienced industrial disputes. Employees go on strikes. It hits the passengers during the peak seasons of New Year or Christmas. Employee relation is a biggest issue. BA employs a diversified workforce, therefore, disputes between employees and employer occurs frequently. There are some HR strategies that are applicable to BA for strengthening relation between employees and employer. 1.1 HR strategies for an organisation There are various HR strategies designed for organization to attract and retain the employees...
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...contributors Preface Authors’ acknowledgements Tour of the book HRM as I see it: video and text feature Publisher’s acknowledgements Key topics grid xviii xx xxi xxii xxv xxxiii xxxiv xxxvi xxxviii xl 1 2 2 2 3 3 3 4 5 6 8 9 9 13 16 17 18 18 20 22 22 24 25 27 30 I the arena of contemporary human resource management 1 the nature of contemporary HRM John Bratton Outline Objectives Introduction The development of HRM Keynesianism: collectivism and personnel management HRM in practice 1.1: A new role for HR professionals Neo-liberalism: individualism and HRM Management and HRM The meaning of ‘human resource’ The meaning of ‘management’ The nature of the employment relationship Scope and functions of HRM Theoretical perspectives on HRM HRM in practice 1.2: Twenty-first-century senior HR leaders have a changing role The Fombrun, Tichy and Devanna model of HRM The Harvard model of HRM The Guest model of HRM The Warwick model of HRM The Storey model of HRM HRM and globalization: The HRM model in advancing economies? Ulrich’s strategic partner model of HRM Studying HRM Critique and paradox in HRM viii contents ix Case study: Canterbury Hospital Summary, Vocab checklist for ESL students, Review questions and Further reading to improve your mark 33 34 37 37 37 38 38 39 41 44 44 45 46 48 50 52 54 55 56 56 58 60 62 65 66 69 69 69 70 70 71 72 72 73 73 74 77 78 80 81 88 92 2 corporate strategy and strategic HRM John Bratton Outline Objectives Introduction Strategic management...
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...Internship report On [pic] The Practice of Human Resource Management in Aarong & AAF Submitted to Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin...
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...Hospitality Individual Report Recession & Healthy Eating Jason Holness Hospitality Services Management Events Management & Human Resources Monday 20th June 2011 [Summary] The great recession and healthy eating are two main concerns within the restaurant sector. Reviewing issues ranging from immigrants being blamed for homegrown residents finding it hard to find suitable work, down to healthy eating issues of obesity epidemics and why organic food is being served. [Introduction] Two major current issues within the restaurant sector / tourism industry are recession and healthy eating. This report will further highlight those issues, go into depth and observe how HRM is trying to tackle the issues also. The recent recession had caused a lot of people to change the way they live and businesses to change the way they operate. Issues more commercially known to the general public were was simply a loss of jobs or businesses going bankrupt. Businesses who were able to survive the recession either grew in demand or downsized operations to cut costs. Moving onto another key issue within the restaurant sector, healthy eating has risen on the agenda as the government tries to reduce and combat obesity. Along side obesity is a list of other health and lifestyle issues, which seem to exist due to unhealthy consumption of food. [Recession] A recent report considers the question: did the presence of immigrant workers in the United States labour market...
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...Internship report On The Practice of Human Resource Management in Aarong & AAF Submitted to Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin Tanjila ID: 05304024 BRAC Business School Acknowledgement I would like to take this opportunity to convey my heartfelt appreciation to them whose blessing and cooperation was important...
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...HRM in India Summary ------------------------------------------------- India is being widely recognised as one of the most exciting emerging economics in the world. Besides becoming a global hub of outsourcing, Indian firms are spreading their wings globally through mergers and acquisitions. During the first four months of 1997, Indian companies have bought 34 foreign companies for about U.S. $11 billion dollars. This impressive development has been due to a growth in inputs (capital and labour) as well as factor productivity. By the year 2020, India is expected to add about 250 million to its labour pool at the rate of about 18 million a year, which is more than the entire labour force of Germany. This so called ‘demographic dividend’ has drawn a new interest in the Human Resource concepts and practices in India. This paper traces notable evidence of economic organisations and managerial ideas from ancient Indian sources with enduring traditions and considers them in the context of contemporary challenges. Intriduction Over many centuries India has absorbed managerial ideas and practices from around the world. Early records of trade, from 4500 B.C. to 300 B.C., not only indicate international economic and political links, but also the ideas of social and public administration. The world’s first management book, titled ‘Arlhãshastra’, written three millennium before Christ, codified many aspects of human resource practices in Ancient India. This treatise presented notions...
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... Prepared by: Kayla Vu 006146202 Executive Summary This report was commissioned by Renee Malan in order to The purpose of this report is to discuss about the process of a job analysis, in terms outlining the job description and job specifications and how job analysis information can be collected and as well as, providing an example of job description of a baker. Furthermore, this report will discuss in finding the suitable ways to attract a pool of qualified job applicants for the jobs either internal or external of the organisation, how to create a job and explaining how the strategic selection can be applied to select the best candidate for a baker by applying to within the practical context of bakery. Recruitment strategies are reported including the varieties of methods is used and showing the advantages and disadvantages. In conclusion, the report will finalise and recommend which recruitment method is best applied to bakery context as well as, why these methods are suitable and how the strategic selection can be applied to select the best candidate. This information will be presented individually under subheadings as a formal report. Specific information resources came from textbooks, journal articles and online resources such as eBook and internet. Table of Contents Executive Summary………………………………………………….………1 1. Introduction3 1.1 Authorisation 1.2 Limitations 1.3 Scope the report……………………………………………………………… 2. Job Analysis 2.1 Use of Job Analysis…………………………………………………...
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...Begum Course Instructor: Human Resource Management Prepared by: Md. NorulBasor ID No. : M1516031 Batch : MBA-16 (A) Session : 2014-15 Faculty of Business Studies Bangladesh University of Professionals, Dhaka September 15, 2015 September 15, 2015 Dr. Sumayya Begum Associate professor (FBS) Course Instructor: Human Resource Management Bangladesh University of Professionals Dear Mam: SUBMISSION OF TERM PAPER I have the pleasure to submit the term paper on “Human Resource Management Practice in City Bank”for your kind perusal and evaluation. It is a matter of immense pleasure for me to have the opportunity to analyze the “Human Resource Management Practice in City Bank” one of the dynamic process of HRM in everysector of education. I am grateful to you for allowing me to carry out such term paper. I am also grateful to you for necessary co-operation and assistance from you during my term paper. I believe that the knowledge and experiences acquired while conducting this study will help me in many ways and the readers as well in future. I tried my best to accommodate my ideas and findings as specifically as you asked about within the time frame and resources available. I hope that the idea presented in the assignment will provide a clear picture about Human Resource Management Practice in City Bank. I would like to mention that there might be some errors in the assignment that is totally unintentional and due to professional hazard...
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...Human resource management, commonly abbreviated as HRM, has emerged as an increasingly important field in contemporary business organizations. Companies today recognize the HRM function as being highly integral to their success, since HRM has evolved from simply being a function that is responsible for hiring and firing employees, to a function that manages people and knowledge within an organization. This means that no company in today’s competitive market is able to succeed without looking at HRM as a core component of their business structure. This report analyzes the theories of HRM, delving into the core responsibilities and functions of the HRM department within organizations and how these lead to organizational success. Importance of HRM is highlighted for organizations overall, and then specific HRM policies of companies in the fast food industry are assessed in terms of their strengths and weaknesses to analyze what core functions of their HRM strategy attracts employee so that other companies can also learn from their success and implement similar strategies within their business structures. The Definition and Theories of HRM In the contemporary business world, organizations face immense competition and the only way for any organization to outperform competition is through implementing effective and strategic business processes and business functions. For this purpose, organizations aim to constantly improve upon their HRM function since competitors can replicate every...
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... Md. Mahmudul Haque ID: 11206010………….. Md. Ashraful Islam ID: 12106021………….. Date of Submission: (22/06/13) Letter of Transmittal To The Honorable Course Instructor Mr. Abu Hena Mostafa Kamal Department of Business Administration Program: MBA Course Title: Human Resource Management. University of Asia Pacific Sub: A Visit Report on Human Resource Policies & practice (Al-Muslim Group). Dear Sir, Here in our report on “Human Resource Practice in an Organization”. You assigned us to prepare this report as a part of Human Resource Management course requirement. While writing this report, we have tried to follow the given instruction. This report will help us to know the present situation of human resource in an organization. We have tried to gather accurate information about this topic. We sincerely hope that this report will meet your approval. We would be glad to furnish you with any clarification if required. Name: Mohammed Nayeem Ul Hasan ID: 12206047 A.K.M Kamal uddin chowdhury ID: 10106051 Md. Mahmudul Haque ID: 11206010 Md. Ashraful Islam ID: 12106021 Acknowledgement First...
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...HUMAN RESOURCES SOFTWARE ................................................... 3 Defining Different Types of HRIS Solutions..................................................................................... 5 What Are HR Systems Managing? .............................................................................................. 5 What Are the Main HR Software Solutions? .............................................................................. 5 HRIS Solutions ............................................................................................................................. 5 HCM Solutions............................................................................................................................. 6 HRMS Solutions ........................................................................................................................... 6 HUMAN RESOURCE INFORMATION SYSTEM-DEFINITION.............................................................. 7 HRIS – Why it is needed? ............................................................................................................ 7 Components of HRIS ....................................................................................................................... 8 Benefits of HRIS............................................................................................................................. 10 A. Benefits for management...
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