...Recommended Additional Resources Curwen J and & Slater R Quantitative Methods for Business Decisions 6th Ed. Thomson Learning London 2008 ISBN 978-1-84480-574-7 Wisniewski M Quantitative Methods for Decision Makers 4th Ed. Pearson Education Harlow 2006 ISBN 978-0-273-68789 -4 Business Decision Making 2nd Ed. BPP Learning Media London 2010 ISBN 978-0-7517-6832-9 Excel for Dummies – specific for the version year e.g. 2003, 2007 and 2010 etc. Online ‘library’ resource available via ilearn EBSCO Business Source Complete Assessment Criteria for PassTo achieve a pass you must meet all of the assessment criteria as stated below. Failure to cover all of the assessment criteria will result in a referral grade and you will be required to re-submit your assignment.Further guidance on completion of your assignment can be found in the guidance notes which are posted on the group learning space by your module tutor. For additional support please post questions onto the group learning space, or email pbyrne@rdi.co.uk | Learning Outcomes/Assessment Criteria | Criteria MetFor tutor use(you may wish to use this in your preparation for your assignment submission) | LO1 Be able to use a variety of sources for the collection of data, both primary and secondary | | | 1.1 create a plan for the collection of primary and secondary data for a given business problem | Task 2a,b | | 1.2 present the survey methodology and sampling frame used | Task 2c | | 1.3 design...
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...Human Resource Management Roles Jenny Secrest University of Phoenix Axia College HCS/341 Increased attention is being drawn to human resource management (HRM) in many healthcare organizations worldwide. There are three main principle health system inputs and human resource management is one of them with the other two being physical capital and consumables (Kabene, Orchard, & Howard, 2006). Figure 1 shows the relationship between budget elements, expendinture categories, and health system inputs (Kabene, Orchard, & Howard, 2006). Figure 1 [pic] Human resources can be defined in two different ways when pertaining to healthcare. One way is the clinical staff and the other way is nonclinical staff both of which are responsible for public and individual health intervention (Kabene, Orchard, & Howard, 2006). It is essential that human resource management works very closely with each person that is involved in the health care organization to ensure that organizations success (Clark, 2011). Working with each employee the human resources department helps that employee fully understand their jobs or duties within the organization (Clark, 2011). Working together with the entire organization the human resources department helps that organization achieve its goals (Clark, 2011). The health care industry has many challenges and one of the most important challenges that it faces is getting and keeping qualified professionals (Clark, 2011). This means coming up with...
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...Human Resource Management Roles Shelley Fields HCS341 April 19, 2014 James Kinneer The human resource department is a title that can be held by various people. It can sometimes mean a particular department or personnel in an organization as a whole. (Luis R. Gomez-Mejia, David B. Balkin, and Robert L. Cardy, 2010) Upon reading the chapters assigned, I was intrigued to see the different potential roles that a person in human resources can be involved in, since most of my time in the medical field has been spent in the billing department. With all the reading there was nothing that could compare like talking to my human resource department to find out exactly what their particular job entails. Upon a person applying for a job the human resource department were I work supplies the applicant with a 15 page application. I know that seems like a lot, so I had Allison Dotson break down the application for me. The first few pages are the generic information such as name, address, birth date, social security number and etc. There is also a page for their credentialing and training, a release for their criminal background check, a form for their drug test and reference page. (Dotson, 2014) Once the potential candidate has completed this application and all things are verified, the candidate is then brought in to produce copies of all licenses and continuing education credits they have received, they also have to sign a confidentiality agreement, code of conduct...
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...Human Resource Management: An Employment Review Scott J. Doyscher University of Minnesota Crookston Introduction As an alternative to my initially desired job search in Real Estate/Portfolio Management, I have always been curious about Human Resource Management as a possible alternative career path. Given the task of researching employment prospects for the next three, five, and ten years- I felt that I could do more than that in this paper. My finished product is a cursory overview of some of the roles and functions of Human Resource Management. I cover challenges in the industry/role, trends in the Human Resource segment of the employer market, and finally give a review of job prospects per the initial assignment. I believe that by producing a finished product with this scope and depth, I have learned much more than I would have by simply drilling down to the job prospects data. The first areas I provide commentary on are challenges that Human Resource Managers face on a daily basis in their job duties, specifically: * Challenge #1- Leadership Development * Challenge #2- Retaining and Rewarding the Best Employees * Challenge #3- Development of a Positive Corporate Culture Next, I transition to covering three interesting trends/innovations that Human Resource Management needs to understand to be successful in the workplace today: * Trend & Innovation #1- Employee Loyalty and Methods to Establish * Trend & Innovation #2- Work/Life Balance...
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... | 30 | |03 |Zinat Shahana |102 | |04 |Rifat Jahan |136 | |05 |Shayala Yesmin |160 | LETTER OF TRANSMITTAL October 30, 2010 IMRANA YASMIN Assistant Professor Dept. of Marketing University of Dhaka Subject: Letter regarding submission of Term Paper on HRM Dear Madam, It’s a great pleasure for us to have the opportunity to submit a report on ‘HUMAN RESOURE MANAGEMENT’ which had been a great experience for us to work with such a practical issue & to have the opportunity to know about the link between national culture, organizational culture, and values that determine behavior and decisions in organizations. It also helped us to know the different legal and ethical issues, different aspects of ethical conduct etc. We tried utmost to make & let it look like a professional one. Any shortcomings are expected to have a kind view for our...
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...The Impact of Culture on Human Resource Management Practices: An Empirical Research Finding in Indonesia Suharnomo-Diponegoro University-Indonesia +628156581301 Abstract The objective of the study is to investigate and analyze the influence of culture on human resource management practices. The research is expected to answer the importance question: Are HRM practices influenced by national culture or not? It is generally accepted that the practices of management is considered to be universal until Hofstede (1980:42) published the seminal work: Culture’s Consequences: International Differences in Work Related Value in 1980. Hofstede’s work is the most popular in cross culture management studies so that his framework in national culture will be used in this research. The research was done by using the survey method. The respondents were 108 managers of HRM from the listed companies of Jakarta Stock Exchange 2007. Structural equation model (SEM) with Two Step Model Building Approach is used to test structural theory. It is used to test the hypotheses model statistically to determine the extent to which the proposed model is consistent with the sample data. SEM incorporates both confirmatory factor analysis and multiple regressions to estimate a series of interdependent relationship simultaneously. The results of descriptive analysis indicate that the national culture dimensions tend high for collectivism, power distance, masculinity and uncertainty avoidance...
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...AFRREV IJAH, Vol.1 (1) February, 2012 AFRREV IJAH An International Journal of Arts and Humanities Bahir Dar, Ethiopia Vol. 1 (1), February, 2012:79-94 ISSN: 2225-8590 The Impact of Human Resource Management Practices on Organizational Performance: A Study of Guinness Nigeria Plc Osemeke, Monday, PhD Department of Business Administration Faculty of Management Sciences, University of Benin, Benin City, Edo State, Nigeria. GSM: 08035656284 E-mail: osemeke2k2002@yahoo.com Abstract The focus of this paper is on the impact of HRM practices on private sector organisations performance in Nigeria. Guinness Nigeria Plc is a private sector driving entity. Its human resource practices can be crucial to its performance. The purpose of this study therefore was to assess whether Guinness‟s human resource management practices, particularly recruitment and selection, Staff performance appraisal, compensation, and training and development practices influence its performance. Simple random sampling was used to select eighty employees from Guinness Nig. Plc. T-tests were carried out to examine the relationship between the selected Human Resources practices and organization performance. The results revealed 79 Copyright © IAARR 2012: www.afrrevjo.net/afrrevijah Indexed African Researches Reviews Online: www.arronet.info AFRREV IJAH, Vol.1 (1) February, 2012 that, from the perceptions of the respondents, there exists a positive relationship between effective recruitment and selection practices...
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...HCS 341 April 2016 Cengage Human Resources Management Exercise Paper Human Resources is the division of a company that focuses on the actions that relate to employees. These include hiring, training, benefits, retention and policies that enhance the work environment and build moral. The latter is the main issue of this week’s topic. HRC Retail, the company discussed in the exercise, is dedicated to providing a work environment that promotes equality, empowerment and satisfaction. That is why HRC Retail has decided to evaluate their current way of managing employees and make any necessary changes. The goal is to promote egalitarianism. The new policies are designed to make all employees feel valued, like members of the company not just workers. These changes include: offering the same health care plan to all employees instead of the better plans to senior executives and implementing monthly company status hall meetings for all employees so that everyone has a voice. In addition, I supported changes such as: creating self-managing teams, the removal of all reserved parking and the implementation of a 360 degree feedback program for all employees. The supervisor in the simulation agreed that my choices for change would promote impartiality among employees. However, when it came to challenges with performance issues, the supervisor did not agree with my choices. I believed that problems with structure, job design and information systems contributed to the people issues that...
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...CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT (HRM). 1) WHAT IS HUMAN RESOURCE MANAGEMENT? Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help...
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...A SCOTTISH POWER CASE STUDYINTRODUCTION FACTORS AFFECTING WORKFORCE PLANNING AT SCOTTISH POWER 4.2 SCOTTISH POWER’S RESPONSE TO WORKFORCE CHALLENGES 4.3 4.4 EMPLOYEE CASE STUDY CONCLUSION CONCLUSION BIBLIOGRAPHY 37 39 40 41 34 Page No. 1 4 7 8 11 15 17 21 26 29 31 33 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE PLANNING Human resource planning (HRP) is the first step in the Human Resource Management (HRM) process. The real HRM process starts with the number and kind of people required by the organization for the coming period. HRP is also known by other names such as “Manpower planning”, “Employment planning”, “Labor Planning”, “Personnel Planning” etc. HRP is a sub-system in the total organizational planning. In other words, HRP is derived from the organizational planning just like production planning, sales planning, material planning etc. Planning the right man for right job and developing him into effective team member is an important function of every manager. It is because HR is an important corporate asset and performance of organizations depends upon the way it is put in use. HRP is a deliberate strategy for acquisition, improvement and preservation of enterprise’s human resources. It is a managerial function aimed at coordinating the requirements, for and availability of different types of employees. This involves ensuring that the organization has enough of right kind of people at right time and also adjusting the requirements to the available supply. HRP is a forward...
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...International Journal of Human and Social Sciences 1:1 2006 Communication and Human Resource Management and its Compliance with Culture D. Charvatova, and C.G. van der Veer which is an important area of economical and corporate reality, and to compare the findings with theories on efficient communication outlined in the publications analysed. For the purposes of comparison and evaluation of theory and practice in the field of communication, a sociological survey has been carried out concentrating on communication between superiors and subordinates in companies operating in the Czech Republic. The survey has been carried out according to the rules laid down and described in special publications and has observed the basic methodological principles and requirements for this type of survey. The technical literature provided important advice and a framework helping the author to refrain from distortions and inaccuracies. The survey utilised both qualitative and quantitative methods. Abstract—According to the conception of personnel management, human resource management requires efficient use of human resources. This is ensured by various activities directed towards the area of management. Among these activities there are for example the recruitment of employees, development, strengthening of relations, mutual inspiring, implementation of correct working processes and systems used by individuals or groups. Keywords—Communication, company, customers...
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...HRM Research Proposal Human Resource Managers Perceptions of Leader Emotional Intelligence and its Effect on Employee Commitment: A Phenomenological Study ____________________________________________ [Insert name of Researcher] [Insert name of Institution] [Insert date of submission] Problem Statement Human Resource professionals are closely involved in all aspects of employee turnover and occupy a unique role in the organization, interacting between executives and all other employees (Gentry, 2006). Human Resource professionals are involved in organizational decision-making, liaising with senior leadership and with employees at all levels of the organization as an aspect of personnel administration and recruitment, selection, and termination (Gentry, 2006). This unique position gives Human Resources a clear overview of the personnel within the organization (Wielemaker & Flint, 2005). Leadership plays an important role in the success of an organization (Bass, 1990), and the emotional intelligence of the leader has an impact on the organization (Goleman et al., 2002). Affective commitment is important for reducing turnover (Morrow, 1993). It remains unclear whether the emotional intelligence of the leader affects employees’ commitment. This phenomenological, qualitative study will explore the life experiences of Human Resource professionals, to investigate the phenomena of the emotional intelligence of the leaders and the affective commitment...
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...Human Resources Management Department Brochure HRM/300 October 15, 2012 Hancock Manufacturing Thank you for your interest in Hancock Manufacturing because; we are a technology based each and everyone that get's hired on or already works for Hancock will stay on the right road by furthering their technology education. If one person is lead in the right direction, so the others shall follow, and here at Hancock we care about our employees so much that we put everything we have to keep our fellow coworkers happy so that they stay on the straight and narrow. We pride ourselves so much so that we have classes once a week to keep everyone up to date and their skills stay fresh. We also have a exercise facility so that our employees can find solitude because; if an employee is relaxed and stress free then their state of mind will be crisp and clear so that they may be able to properly concentrate on their work. Another perk we have recently added is a daycare center for children ages birth through ten years old. We did our research and found that if parents were closer to their smaller children that it made for more stress free environment for them as well. The Human Resources Department at Hancock Manufacturing is dedicating to happy and healthy employees. It is our mission to hire qualified, energetic employees who are motivated to helping us achieve organizational success. Our mission today at this University Career Fair is to recruit qualified...
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...European School of Economics ESE-MADRID Mid-term Assignment Human Resources Management Professor Alessandro Gaj. Mauro Suman Neto Madrid, February 27th, 2012 Executive Summary This is a Human Resources plan of The Limassol Manufacturing Company. This plan must give the necessary support to the company management next year, taking in consideration the successions and preparations needed to some of the employees and also some possibilities to hypothetic situations. The plan goal is ensure that the right people, competent, well-prepared and qualified are being chosen for the right positions. All of the actions are taking into consideration the improvement of the talent pool in order to guarantee a successful development of the company. Some concepts about Talent Management and Talent Pool can be found, as the Limasol employees are analyzed and there are some coaching practices suggested to improve the company and the environment. Introduction The Limassol is a company that produces equipment to be used in the wine industry, and it’s based in Cyprus. It is a big company, employing 4,000 people and having 7 big areas, with 7 VP’s, in its organizational chart. The company has one CEO, and below him there are the 7 areas, that are: Special Projects, Sales and Marketing, Technology, Manufacturing, Human Resources, Finance and IT, Comms and Government. Below the areas there are some others controlling levels depending of it area. As any other firm, there are some...
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...Castle’s Family Restaurant Business Plan: Stage III DeVry University December 11, 2011 Table of Contents Table of Contents --------------------------------------------------------------------------------- 2 Executive Summary ------------------------------------------------------------------------------- 3 Introduction ----------------------------------------------------------------------------------------- 4 Company Review ---------------------------------------------------------------------------------- 5 Business Analysis -------------------------------------------------------------------------------- - 6 HRIS Type/Comparison -------------------------------------------------------------------------- 7 HRIS Recommendation -------------------------------------------------------------------------- - 8 Conclusion ------------------------------------------------------------------------------------------ 9 Reference -------------------------------------------------------------------------------------------- 10 Executive Summary This restaurant business plan is for Castle’s Family Restaurant, eight medium-sized restaurants located in small unique cities throughout Northern California. One of the primary business characteristics of Castle’s is to project a food business which can easily provide the best products and services to its customers. Castle’s offers two distinctive dining rooms and menus: the Castle Room, an elegant dining...
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