...developed with employees, job satisfaction can plummet. Existing research suggests, though, that motivating employees after a change initiative has begun, rather than securing employee participation, complicity and motivation to support the period of transition, requires some understanding of the basic factors and common methods used for employee motivation. Evidence suggests that improvement in job satisfaction is directly correlated to improvements in employee performance. Employee satisfaction, though, is a complex issue. A number of different types of human resource management systems have been put into place in an effort to improve employee satisfaction, including shorter workdays, shorter workweeks, and improvements in compensation packages. Some theorists have argued, though, that of all of these efforts, compensation improvements have had the greatest impact on performance outcomes of all of the efforts put in place (Lawler and Worley, 2006). This review of literature assesses the impacts of motivational strategies, especially in the presence of workplace dissatisfaction, to provide support for compensation motivators in a transitioning workplace. Literature Summary Since the late 1960s, theorists like Gary Becker have attempted to determine the best ways to retain and motivate a workforce population. Becker (1967) defended the use of the concept of human capital, a concept easily applied to the modernizing and...
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...Leadership: Human Capital, Motivation, and Team Spirit A leader’s challenge is to develop human capital, motivate them and create a team spirit among them in the organization. Gurvinder Kaur Karan Batra Pankaj Walia Table of Contents i. Executive Summary 3 ii. Introduction 4 iii. Leadership: Roles and Qualities 4-5 iv. Leadership: The human capital developer 5-8 * Staffing * Training * Empowerment v. Leadership: The motivator 8-12 * Encouragement of employees * Fairly treatment * Employers behave politely with employees at workplace * Communication skills * Delegate authorities and responsibilities * Deal employees as a part of the organization * Intrinsic and Extrinsic motivation * Job security vi. Leadership: The team builder...
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...to know "the how to" and whether the way you manage things effectively accomplish the targets of the tasks at hand. And thus helping, at the end of the day, to achieve the overall objectives of your organization. It is very difficult to give a precise definition of the term 'management'. Different scholars from different disciplines view and interpret management from their own angles. The economists consider management as a resource like land, labour, capital and organisation. The bureaucrats look upon it as a system of authority to achieve business goals. The sociologists consider managers as a part of the class elite in the society. Mary Parker Follett Management is also defined as "to get things done through others." She defined management as "the art of getting things done through people." This is a fine definition if there are "others" to help. You are more in the position of being "in charge", "handling" the task at hand, and "directing" yourself in the process. You "managed" to accomplish the task not "through others". So the definition of management in this context is that you got things done all by yourself, using your skills, knowledge and effort. Other definitions are "administration" and "the process of managing." This appears to fit more the previous way of managing people which is more administrative than strategic. Management guru Peter Drucker (1909-2005) stated that the basic task of a management is marketing and innovation....
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...HUMAN RESOURCE ACCOUNTING Definition Assigning, budgeting, and reporting the cost of human resources incurred in an organization, including wages and salaries and training expenses. Measurement in HRA The biggest challenge in HRA is that of assigning monetary values to different dimensions of HR costs, investments and the worth of employees. The two main approaches usually employed for this are: 1. The cost approach which involves methods based on the costs incurred by the company, with regard to an employee. 2. The economic value approach which includes methods based on the economic value of the human resources and their contribution to the company’s gains. This approach looks at human resources as assets and tries to identify the stream of benefits flowing from the asset. The methods for calculating the economic value of individuals may be classified into monetary and non-monetary methods. Monetary Measures for assessing Individual Value a) Flamholtz’s model of determinants of Individual Value to Formal Organizations According to Flamholtz, the value of an individual is the present worth of the services that he is likely to render to the organization in future. As an individual moves from one position to another, at the same level or at different levels, the profile of the services provided by him is likely to change. The present cumulative...
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...ASSESSMENT ITEM – 2 ESSAY HUMAN RESOURCE MANAGEMENT Is there a need for the role of HR to change during an economic downturn, and how might the HR function demonstrate a clear link between HR practices and the bottom line of the Organisation? It is worth noting that the world of work is rapidly changing. Advancement in technology coupled with globalization has resulted in a situation where change in one region results in rapid changes in locations far away. On the same note, it has been shown that the human resource is one single important attribute that dictates how an organization operates while meeting their goals and objectives. HRM must be prepared to deal with the effects of the changing world of work. This means changing skill requirements, understanding the implications of globalization, reengineering, work-force diversity, total quality management, corporate downsizing, the contingent work force, decentralized work sites and employee involvement (Cascio, 2006). One of the most important changes that the human resource management should pay close attention to is during economic downturn. It has been shown that during recession, different organizations regardless of their size and location are in danger of crippling if necessary steps are not taken to either curb the situation or correct the effects. It is no doubt that the human resource management (HRM) plays a vital role in the continuance of an organization...
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...Introduction to Human Resource Management Multiple Choice 1. The basic functions of management include all of the following except ___________. a. planning b. organizing c. motivating d. leading e. staffing (c; moderate; p. 2) 2. The management process is made up of ___________ basic functions. a. three b. four c. five d. eight e. ten (c; moderate; p. 2) 3. Which basic function of management includes establishing goals and standards, developing rules and procedures, and forecasting? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 4. What specific activities listed below are part of the planning function? a. giving each subordinate a specific task b. recruiting prospective employees c. training and developing employees d. developing rules and procedures e. all of the above (d; moderate; p. 2) 5. Celeste spends most of her time at work setting goals and standards and developing rules and procedures. Which function of management does Celeste specialize in? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 6. Which basic function of management includes delegating authority to subordinates and establishing channels of communication? a. planning b. organizing c. motivating d. leading ...
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...Human resource management refers to the management of an organisations work force. Human resource management is based upon the recognition that organizations can be more effective if their human resources are managed with human resource policies and practices that deliver the right number of people with the appropriate behaviours, the needed competencies and the necessary level of motivation to the organization. Therefore it can be noted that human resource management is important in organisations because of the role it plays within the organisational structure itself. Hence it is important to study human resource management in the organisation for a myriad of reasons. The people who make up an organization -human resources- are considered to be one of the most important resources of today’s firms. In this regard it is important to study human resource management in the organisation because it assists people through the introduction and encouragement of learning processes designed to increase capability and align skills to organizational needs, it also is important as it the organisation to gain the commitment of people to the organization’s mission and values. It also assists to define the behaviours required for organizational success and ensure that these behaviours are encouraged, valued and rewarded. Human resource management is also important as it ensures that the organization identifies the knowledge required to meet its goals and satisfy its customers and takes...
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...Chapter 1: The Strategic Role of Human Resource Management Multiple Choice 1. The basic functions of management include all of the following except _____. a. planning b. organizing c. motivating d. leading e. staffing (c; moderate; p. 4) 2. The management process is made up of _____ basic functions. a. three b. four c. five d. eight e. ten (c; moderate; p. 4) 3. Which basic function of management includes establishing goals and standards, developing rules and procedures, and forecasting? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 4) 4. What specific activities listed below are part of the planning function? a. giving each subordinate a specific task b. recruiting prospective employees c. training and developing employees d. developing rules and procedures e. all of the above (d; moderate; p. 4) 5. Celeste spends most of her time at work setting goals and standards and developing rules and procedures. Which function of management does Celeste specialize in? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 4) 6. Which basic function of management includes delegating authority to subordinates and establishing channels of communication? a. planning b. organizing c. motivating d. leading e. staffing (b; easy; p. 4) 7. What specific activities listed below are part of the organizing function? a. giving each subordinate a specific task b. recruiting prospective employees ...
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...HUMAN RESOURCE MANAGEMENT FOR SERVICE Industries Contents Introduction: 1 Task A: Research report describing the human resource management issues and the effect of employee relations, and employment law on service industries businesses 1 a. Analyze the role and purpose of human resource management in Healthcare industry: 1 b. Justify a human resources plan based on an analysis of supply and demand for Healthcare Industry. 3 c. Assess the current state of employment relations in Healthcare Industry: 4 d. Discuss how employment law affects the management of human resources in Healthcare industry: 5 Task B: Review of recent development 5 a. Discuss a job description and person specification for a Healthcare Organization: 5 a. Compare the selection process of different service industries businesses: 7 b. Assess the contribution of training and development activities to the effective operation of Healthcare organization: 9 Introduction: Every organization needs different types of capital like, cash, valuables, machineries or goods to generate income. No matter what type of business organization it is one thing they need to make the capital work that is People, to generate revenue from capital through their abilities and skills. And Human Resource Management (HRM) is the process of choosing the right people and retaining them for generating utmost revenues from the capital. So, Human Resource Management (HRM) is the procedure of accumulating right employee...
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...Employee Training and Development Johnny Mai HRM/300 – Fundamentals of Human Resource Management April 8, 2015 Professor Alex Luna Employee Training and Development Employee training forms a vital part of the functions of an organization. There is a close relationship between employee training, job satisfaction, organizational commitment and the overall productivity. With good training strategies and management, human capital can be utilized both individually and collectively to contribute to the achievement of organizational goals. An organizational training strategy should improve the current performance of an employee through training, be able to prepare employees for future identifiable positions in the organization and help foster individual growth, which will have a direct impact on the future of the organization. The organization should adopt dynamic training methods that accommodate the new, old and the aging employees. On the Job Training This is the method of training that is mainly characteristic of new employees who could either be on internship or newly recruited. It involves training the individual on the requirements of the specific post for which they have been recruited. Also, it involves acquainting them with the organization’s routines. On the job training requires a lot of close supervision from an experienced employee or a professional supervisor. On the job training is the most effective method as the individual gets the training while they are...
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...ASSIGNMENT FOR HUMAN RESOURCES MANAGERMENT Topic: Motivation – Orientation to work Writer: Tran Tung Lam Supervised by: Professor Julia Pointon In recent market economies, to maintain and develop steadily each business must have sufficient resources including capital, technology, management, people, strategy, etc. Human resource is the most important factor which is decisive and rules over the other resources during businesses’ operation. It involves both managers and employees. Most of Vietnamese businesses face difficulties with human resources management. They have been trying to find solutions for this issue. Many policies are taken to improve the quality of human resources as well as the sourcing of high quality resources to meet the requirements of the development. General model of human resource management Internal environment Management of Human resources - Culture - The strategic objectives - Leadership - Resources Request results: - Objectives are achieved. - Employees are satisfy and enthusiastic to work. - Leaders get appropriate style. - Strategy - Operational activities - Skills - Economic environment - Technology environment - Social Environment - Legal Environment External environment 1 To clarify this issue, people need pay attention to motivation of organizations and individuals. Motivation is the power source comes from individuals and organizations. That motivates workers to work harder to meet individual needs and organizations to achieve goals...
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...where companies seek a competitive edge, motivation is key for talent retention and performance. No matter the economic environment, the goal is to create a workplace that is engaging and motivating, where employees want to stay, grow and contribute their knowledge, experience and expertise. Motivation is generally defined as the psychological forces that determine the direction of a person's level of effort, as well as a person's persistence in the face of obstacles. The direction of a person's behavior refers to the many possible actions that a person could engage in, while persistence refers to whether, when faced with roadblocks and obstacles, an individual keeps trying or gives up. (1) The responsibility for motivation is three-fold: it falls on the senior leadership, the direct manager and the employee. Numerous factors are involved, from trust, engagement and values (individual and organizational) to job satisfaction, achievement, acknowledgement and rewards. Motivation is essential for working autonomously, as well as for collaboration and effective teamwork. The ultimate focus of the organization is to successfully retain talent, meet goals and go beyond expectations. It is the role of HR and organizational leaders to foster an environment for excellence. Through a foundation of research, theory, studies and practical examples, this article addresses...
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...www.hbr.org How the best Indian companies drive performance by investing in people. Leadership Lessons from India by Peter Cappelli, Harbir Singh, Jitendra V. Singh, and Michael Useem Included with this full-text Harvard Business Review article: 1 Article Summary Idea in Brief—the core idea 2 Leadership Lessons from India Reprint R1003G Leadership Lessons from India Idea in Brief The leaders of India’s biggest and fastestgrowing companies take an internally focused, long-term view and put motivating and developing employees higher on the priority list than short-term shareholder interests. To engage employees, these leaders create a sense of social mission that is central to company culture, encourage openness by developing and personally modeling systems that provide transparency, empower employees by enabling communication and pushing decision making down through the ranks, and invest heavily in training. These individual practices aren’t new, but Indian leaders combine them in a coherent package and give them consistent emphasis. The authors advise that Western leaders adapt this managerial approach to their own circumstances, pursuing in particular two readily achievable goals: investing in training, and strengthening social mission. COPYRIGHT © 2010 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED. page 1 How the best Indian companies drive performance by investing in people. Leadership Lessons from India by Peter Cappelli...
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...and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) MCP 2135 – Leading and Managing Change in Organizations MBA in Human Resource Management Semester II – 2010/2012 Course Director : Prof. Sudatta Ranasinghe Professor of Management Name of the Student : Gamini Hettiarachchi Student Registration No. : 110046980 Date Submitted :16.05.2011 Word Count : 1662 words, 5 single side A4 pages Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) Abstract This term paper addresses human resource capacity building as a strategic instrument in leading and managing change in organizations. After describing the process and the basic steps in leading and managing change, the article has taken an effort to identify the role of leaders and the managers to derive a conceptual frame of reference to develop arguments in strategic importance of human resource capacity building in the process of leading and managing change in organization. To meet the challenges, negative as well as positive, HR capacity building is needed in most of the steps and stages in the process of leading and managing change in organizations. Further, developing human capacities has highlighted as one of the major roles and core functionalities of leaders and managers. Viewing human resources as human capital and beyond, the term paper argues that without well...
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...decentralization approach is the fact that the organization encourages a practice of face to face communication between employees and management. They also encourage employees to challenge management if they feel that they are being treated unfairly in regards to compensation rates and practices. Lincoln electric also encourages their management staff to reward employees who exhibit the core values of trustworthiness, openness, self-management and loyalty (Draft, 2010). Question 2 Based on what you have just read, what do you think makes Lincoln System so successful in the United States? Answer 2 One reason Lincoln Electric is so successful is because they fully invest in their intellectual Capital especially their human capital. They nurture, empower and use their human capital to its fullest extent. According to (Draft, 2010), Lincoln Electric has “cross-functional teams, empowered to make decisions, take responsibility for product planning, development and marketing(p. 563). The company also shares financial performance and information about its operations with all...
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