...|[pic] |LISA BEGGS | | |School of Business | | |HRM/300 Fundamentals of HumanResourceManagement | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. MU12BSM05 7/11/2012-8/8/2012 Course Description This course explores the critical role of human achieving resources in business results. The course will help students to have a solid understanding of the fundamentals of human resource management and its strategic relevance in business today. This course will provide students with a critical perspective on the development of human capital in the context of a unified system of attracting, retaining and developing talent that creates and supports the vision and values of the organization. Students will develop an understanding of the critical business implications for human resource professionals today. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies:...
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...University of Phoenix Material HRM 300 Employment Laws Chart Complete the chart below using information from the weekly readings and additional research if necessary. | | |Court Case Influential to | | | | |Description and Requirement of Law |Establishment of Law |Importance of Law |Workplace Application | |Employment Law | | | | | | |Prohibits discrimination in hiring, |Jones v. Mayer Co (1968) |The law is important because it gives |This law prohibits discrimination in | |Civil Rights Act of 1964 |compensation, terms, conditions or |The court held in this case that |individuals equal rights. The law |hiring. | | |privileges of employment based on |federal law bars all racial |makes sure everyone is being treated | | | |race, religion, color, sex, or |discrimination, in sale or rental of |fairly and it ensures...
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...Tokyo Preface XXII Acknowledgments xxv Strategic Human Resource Management: An Overview 3 Chapter Objectives 2 HRM in Action: Not HR Branding, Employer Branding 3 Human Resource Management 4 Human Resource Management Functions 5 Staffing 5 • Trends if Innovations: Measuring Quality of Hire in Today's Environment 6 Human Resource Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate...
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...XYZ Comprehensive Human Resources Plan Cesar Pastora American Military University HRM600 Xyz Comprehensive Human Resources Plan XYZ is an engineering firm specializing entirely in Civil Engineering. The firm applies for tenders on constructions of different structures such as; highways, drainage systems and buildings, from various tenderers within the country. The company has 300 employees in total: who include include head engineers who are in charge of the various departments within the firm. In this essay, an extensive human resource plan in the XYZ Company will be elaborated and discussed. The company has twelve departments altogether, meaning that up to twelve projects can be undertaken at a go and hence; each department would require adequate staff to avoid overworking of some workers. . “Since the inception of the of the first personnel departments, management practices have played a major role in promoting today’s HRM operations (DeCenco).” Therefore, after the subcontractors have been chosen, the company allocates the remaining staff to each department depending on the projects that they are undertaking: these personnel may include machinery operators, staff drivers and mechanics. Additionally, the firm also has a security detail which also accounts for the firm’s employees. Each departmental head in the organization...
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...Assignment 3 week 6 –Dismissal Meeting Carol B. Parker Professor Paul Jaikaran Human Resource Management – HRM 530 May 16, 2016 PROPOSE THREE (3) WAYS THAT A MANAGER CAN COPE WITH ANY NEGATIVE EMOTIONS THAT MAY ACCOMPANY AN EMPLOYEE LAYOFF. One way that a manager can help ease the pain of an employee that’s been laid off is to let them know that a layoff may occur as soon as the manager receives word that there may be one in works. This will give the employee a jump start on looking and preparing for their finances and job skills and resume updates. Also if possible grant the employee a generous severance package which could provide economic benefits that reflects management’s compassion and understanding of the impact of the termination. Although the trend is for companies to offer less in severance payments, 93 percent of them require employees to sign releases of liability in order to receive severance pay. A great way to help soften the blow of a layoff is for the company or manager to do their best to find those leaving the company a new job. This could mean calling around to see if anyone is hiring, providing great job recommendations and even calling the competition to see if they have any openings. The company should also cover the expenses for some career counseling. The company can provide on-site training around resume writing and how to ace an interview for all employees. This can cause loyalty from all employees...
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...Term paper on Human Resource Management Practices of Bangladesh: A Case Study on Orion Infusion Limited (OIL) Letter of Transmittal Date: August 17, .... Lecturer Department of Management Studies Faculty of Business Administration and Management Subject: Submission Report on Human Resource Management Dear Sir, Here we are submitting our report on “Human Resource Management Practices of Bangladesh: A Case Study on Orion Infusion Limited” prescribed by you in your course Human Resource Management. For this Purpose, we have gone through internet, different books, articles, journals, interview of authorities and employees of the respective organizations and class lecture sheets for the relevant information of the assigned topic. Please call me for any further information at your convenient time and place. Yours truly, Letter of Authorization Date: August 17, .... Lecturer Department of Management Studies Faculty of Business Administration and Management Subject: Declaration regarding the validity of the research report. Dear Sir, This is our truthful declaration that the “Report on Human Resource Management Practices of Bangladesh: A Case Study on Orion Infusion Limited ” we have been prepared is not a copy of any research report previously made by any other students. We also express my honest confirmation in support of the fact that the...
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...Unit 21: Human Resource Management Submitted By: British Gas is actually one key strength company in UNITED KINGDOM. This can be a primarily component of Centrica collection. This particular collection gives electrical power along with unlike solutions for the clients all over Britain. British Gas present electrical energy along with gas for its clients plus advises gas home heating appliances all over land. Centrica just as one international company gives the majority of the solutions European union along with The United states along with later on provided the business to UNITED KINGDOM as British Gas. They make available solutions just like empty clear out solutions contain overcrowding, drain examination surveys, maintenance along with creating involving pipelines concerning gas functions. Centrica sited the collection as British Gas Company in 1995 at villa of Windsor, United kingdom. Inside modern-day years the electricity marketplace in UNITED KINGDOM offers come to be vibrant. When they present great solutions all over land. British Gas employee’s raised skillful personnel in excess of 9, 000 to offer solutions involving home heating along with gas appliances regarding clients. British gas consistently need to offer high-quality legitimate services along with help to make no hassle appliance, electrical system, drains and plumbing. In order to achieve the above mentioned methods British Gas collection must be in a position to generate a excellent strategy of human...
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...Chapter 1: Strategic Role of HRM Strategic Role of Human Resources Management Human Resources Management (HRM): management of people in organizations to drive successful organizational performance and achievement of organization's strategic goals - Attract, retain, engage diverse talent - Hire best, develop talent, create productive work environment ** HR Strategy align with Company Strategy Better HR practices = Better Organizational performance Which practices? ○ Profit Sharing Result? Positive Relationship with turnover, productivity, corporate performance ○ Results Oriented Performance Appraisal ○ Employment Security Human Resource Management Responsibilities 1) Traditional: Operational (Administrative) Category - Hire/maintain employees - Offer advice - Plan future workforce requirements - Appraising performance - Disciplining/counselling - Health and safety - Complaints Handling Outsourcing: using outside vendors to handle specified functions on permanent basis Employee counselling, recruitment, payroll, training, benefits administration 2) Strategic Category - Strategic partner ○ Help achieve strategic objectives Strategy: company's plan on how it will balance internal strengths and weaknesses with external opportunities and threats to maintain competitive advantage • HR Challenge: building leadership pipeline (manage talent shortage) Role in Formulating Strategy - HR professionals + line managers do environmental scanning: identify and analyze...
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...studies that will facilitate readers’ understanding of the nature and complexity of the SHRM debate, and enable them to apply their knowledge and understanding. Introduction to strategic human resouce management This chapter charts the development of strategic human resource management. It assumes a certain familiarity with the evolution of HRM, early HRM models and frameworks and their theoretical underpinning as discussed in Chapter 1. The aim of this chapter is to provide a challenging and critical analysis of the strategic human resource management literature, so that you will be able to understand the synthesis both within and between strategic human resource management and strategic management in its various forms. Since the early 1980s when human resource management arrived on the managerial agenda, there has been considerable debate concerning its nature and its value to organisations. From the seminal works emerging from the Chicago school and the matching model of HRM (Fombrun et al., 1984), the emphasis has very much concerned its strategic role in the organisation. Indeed, the now large literature rarely differentiates between human resource management (HRM) and strategic human resource management (SHRM). Some writers have associated HRM with the strategic aspects and...
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...N.K.Minda Group of Industries HRM Policy Manual Copy No. : Revision No. : 04 Effective Date : 01.04.2006 Next Review Date : 01.04.2007 FOREWARD This manual intends to keep employees abreast with the HRM policies and practices. Though the attempt has been made to cover and elaborate all possible factors, however, it is not conclusion. This Manual supersedes all earlier amendments or changes communicated from time to time. Any amendment or new thing that may arise from time to time shall be processed and communicated to all concerned for additions / deletions. Broadly, all are expected to follow this strictly and exceptional circumstances demanding any deviation may be taken up with appropriate authority, supported by due justification. ********** INDEX |S.No. |Policy Name |Policy No. |Page No. | |1 |Amendment Record |-- |5 | |2 |Distribution List |-- |6 | |3 |Mission |-- |7 | |4 |Vision |-- |8 | |5 ...
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...Human Resource Management IIBM INSTITUTE OF BUSINESS MANAGEMENT DISTANCE LEARNING PROGRAM HUMAN RESOURCE MANAGEMENT ( IIBM - B102 ) www.iibmindia.in www.iibmonline.com Author: VSP Rao Copyright © 2010, VSP Rao All Rights Reserved Produced and Printed by EXCEL BOOKS PRIVATE LIMITED A-45, Naraina, Phase-I, New Delhi-110 028 For IIBM Institute of Business Management Meerut - 250002 Distance Learning Education, IIBM Institute of Business Management The ultimate vision of this Institute is to ensure that all working executives and each young manager must possess the requisite research-oriented-business-acumen and the competitive managerial excellence in successfully tackling the new emerging management-related-problems of the country in the changing global scenario. Individuals who look upon education as a continuing activity and wish to enhance their knowledge in an existing discipline or acquire proficiency in a new area are sure to benefit from the offered Programs. Distance Education is an attempt to make education accessible beyond the close confines of a classroom and to make it available to those who aspire and endeavor. The pedagogy used is interactive with cutting-edge techniques and innovation. This has gone long way to strengthen skills and expertise students to meet much-needed requirement of management students; in industry or society. The Institute pioneered and offers more than 40 programs in the field of Management, Computer, Six Sigma and SAP Training...
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...comments. The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research. © 2010 by Nicholas Bloom and John Van Reenen. All rights reserved. Short sections of text, not to exceed two paragraphs, may be quoted without explicit permission provided that full credit, including © notice, is given to the source. Human Resource Management and Productivity Nicholas Bloom and John Van Reenen NBER Working Paper No. 16019 May 2010 JEL No. L2,M2,O32,O33 ABSTRACT In this handbook of labor economics chapter we examine the relationship between Human Resource Management (HRM) and productivity. HRM includes incentive pay (individual and group) as well as many non-pay aspects of the employment relationship such as matching (hiring and firing) and work organization (e.g. teams, autonomy). We place HRM more generally within the literature on management practices and productivity. We start with some...
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...3122-prelims.qxd 10/29/03 2:20 PM Page i International Human Resource Management 3122-prelims.qxd 10/29/03 2:20 PM Page ii 3122-prelims.qxd 10/29/03 2:20 PM Page iii second edition International Human Resource Management edited by A n n e - Wi l H a r z i n g J o r i s Va n R u y s s e v e l d t SAGE Publications London l Thousand Oaks l New Delhi 3122-prelims.qxd 10/29/03 2:20 PM Page iv © Anne-Wil Harzing and Joris van Ruysseveldt, 2004 First published 2004 Apart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act, 1988, this publication may be reproduced, stored or transmitted in any form, or by any means, only with the prior permission in writing of the publishers, or in the case of reprographic reproduction, in accordance with the terms of licences issued by the Copyright Licensing Agency. Enquiries concerning reproduction outside those terms should be sent to the publishers. SAGE Publications Ltd 1 Olivers Yard London EC1Y 1SP SAGE Publications Inc 2455 Teller Road Thousand Oaks, California 91320 SAGE Publications India Pvt Ltd B-42, Panchsheel Enclave Post Box 4109 New Delhi 100 017 British Library Cataloguing in Publication data A catalogue record for this book is available from the British Library ISBN 0 7619 4039 1 ISBN 0 7619 4040 5 (pbk) Library of Congress Control Number...
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...so first impression is very important at interview. Damco out source much of their root level job but British American Tobacco (BAT), Standard Chartered Bank (SCB), Unilever, and Reckitt Benckiser (RB) do not out-source job, on the other hand; SCB take many of their employees on contract based. So recruitment and selection follow the required business process of different organizations. In this report we have presented our collected data from both primary and secondary sources, and analyzed them to present the information in a flow, that can clarify the individual characteristic of different organizations and as well as their recruitment and selection process. 8 CHAPTER-1 1.1 Background of the Report As part of an organization, HRM must be equipped to deal with the effects of the changing world of work. For them this means understanding the implications of globalization, technology changes, workforce diversity. Changing skill requirements, continuous improvement initiatives contingent workforce, decentralized...
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...INDIAN AUTOMOBILE INDUSTRY The automobile industry is one of the core industries in Indian economy, whose prospect is reflective of the economic resilience of the country. With the Liberalization of the economy, India had become the playground of major global automobile majors. The automobile industry in India is gradually evolving to replicate those of the developed countries. The report focuses on the trends that are emerging in the Industry across segments, namely, passenger cars/multi-utility vehicle, commercial vehicles, two wheelers and Tractors. The qualitative analysis of the various trends reveals that industry offers immense scope even for allied industries and those looking at investing in the automobile Industry. Indian automotive industry has become more competitive in the export market due to its Technological and quality advances, so much so that in quality conscious market as such as Europe and America, Indian automotive industry is emerging as a major player judging by its performance. India today exports engine and Engine parts, Electrical parts, Drive transmission and steering parts, Suspension and braking parts among others. Automobile industry in India is still in its infancy but growing rapidly. The opportunities in the automobile industry in India are attracting big names with big purse and they are investing vigorously in infrastructure, design and development and Marketing. Automobile industry in India is today poised for the big leap. It...
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