...Executive |Summary Motivation, Leadership and management and human resource management are important factors in the working of any organization. Each of them have certain theories or principles founded by various researchers and scholars. These theories have gained some criticisms over time. Under motivation there are two types of theories: content and process theories. Content theories include Maslow’s Hierarchy of Needs, Herzberg’s Motivation-Hygiene theory. Process theories include equity theory and expectancy theory. The organizational example is that of a robotics’ manufacturing firm. Leadership and management includes trait theory of leadership, leader behavior theories which focuses on the Michigan Studies and The Ohio state studies and contingency theories of leadership which includes Fiedler’s Contingency theory and the |Path – Goal theory of leadership. This is followed by the fourteen principles of management. The organizational example is that of Continental |Airlines. Lastly, there are three models mentioned under human resource management, the Harvard model, the Michigan model and the Fombrun, Tichy and Devanna model. The organizational example is that of a laundry company called Kwik & Kleen. Table of contents Introduction ………………………………………………………………..Page 1 1. Motivation ………………………………………………………....Page 1 • Maslow’s Hierachy of Needs ……………………………………...Page 1 • Herzberg’s Motivation-Hygiene...
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...and changing HRM landscape2 Insight of HRM history for modern practitioners 3 3) Significance of HR best practices and organisational behaviour (OB) tools within a MNC 3 4) Assumptions underpinning the way in which HR best practices are being propagated within a MNC, particularly in different cross-cultural environments. 5 5) The influence of culture on HR best practices………………………………………………………. 5 6) Conclusion…………………………………………………………………………………………………………… 6 7) References…………………………………………………………………………………………………………… 6 Introduction Human Resource Management (HRM) has brought profound change and debate to how employees are seen within an organisation. A review of HRM history with a look at relevant theories being propagated today for a better understanding of the HRM context with insights to the HR Practitioner moving forward. This is followed by a breakdown of the HR best practice, recruitment and selection and its challenges for MNCs. The accompanying OB tools are reviewed to see how MNCs would be able to best address talent acquisition. Assumptions are then looked at underpinning the way in which HR best practices are being propagated within a MNC, particularly in different cross-cultural environments with focus on MNC originating from emerging economies. Finally the influence of culture on HR Best Practice with OB solutions is reviewed. The theoretical and changing HRM landscape The best way to understand the complexities in modern HRM is to understand its...
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...Human Resource Management Mattu Sampath Kumar Registration I12EMDL4964. Course: Executive Master Program in Business Administration. Duration : 1 Year. Semester-1 Part One Human Resource Management Section A 1. It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others c. Ethnocentrism 2. It is the systemic study of j ob requirements & those factors that influence the performance of those j ob requirement s a. Job analysis 3. This Act provides an assistance for minimum statutory wages for scheduled employment b. Minimum Wages Act, 1948 4. __________ is the actual posting of an employee to a specific job b. Placement 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as b. Development 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events a. Planned change 7. It is a process for setting goals and monitoring progress towards achieving those goals d. Performance management system 8. A method which requires the rates to provide a subjective performance evaluation along a scale from low to high c. Rating scale 9. It is the sum of knowledge, skills, attitudes, commitment, values and the liking of the people in an organization a. Human resources 10. A learning exercise representing a real-life situation where trainees compete with each other to achieve specific objectives b. Management game Part Two: 1. Explain the importance of...
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...Programme Responsable Master Grande Ecole 15-16 RN MGE M1 S3 Human Resources & Organization RH41003E-1-RN Département académique : People & Organisations Responsable : J.HARRISON HARRISON Jennifer SUBRAMANIAN Dilip BABALOLA Mayowa Chargés de cours : Langue d'enseignement : Anglais Crédits ECTS : 4 Nombre d'heure de cours : 30 Charge de travail globale : 90 Positionnement dans l'architecture programme (Bloc) : Assurance of learning : Référentiel de compétence : Connaissances requises Présentation du cours et finalités générales The purpose of this course is to introduce students to the role of people in facilitating organizational objectives. It will stress the importance of understanding human behaviour in the organizational setting. This course is required of all business majors in order to provide support to graduates' management capability, career advancement and personal development. Over a 10 week period you will explore topics related to organizational concepts and theory, such as behaviours (OB) and human resource management (HRM) systems. The list of subjects that are covered in this course are not exhaustive of all the specific areas in organization theory, OB and HRM. Rather, this course is designed to provide a snapshot of people management challenges that are important and difficult in organizations today. Coverage of these topics are designed to facilitate both knowledge and skill acquisition. Objectifs...
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... Submitted To Course Instructor: Mr. Abu Hena Mostafa Kamal Course Title: Human Resource Management Course Code: Fin 502 Program: MBA Department of Business Administration University of Asia Pacific Submitted By Mohammed Nayeem Ul Hasan ID: 12206047…………... 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...
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...Human Resources Management Roles HCS 341 May 09, 2011 Tracie Mileski Human Resources Management Roles hjghdfjkghdfjkgdfjghdfkjghkdjfhfds'fjds;fhjritureighjsdkfjdskjofhrughrufhsdjghfjdg hr euthufhdhffffggggggggggg I agree that drug testing for employees in the healthcare field is very important. Not only illegal drugs but also prescription narcotic drugs. Being that healthcare workers often have easy access to different types of medication; there should be random testing of employees for these drugs also. As far as alcohol; even though it is legal to drink when over the age of 21; most companies have a policy in place concerning alcohol consumption. In my opinion a very important law that relates to healthcare is the Pregnancy Discrimination Act of 1978. This law protects pregnant employees from being discriminated against due to being pregnant. The law requires employers to treat pregnant women the same as any body else who has a health condition. Meaning if an employer allows an employee to take sick time due to having a stomach flu or feeling nauseated, then the employer must allow a pregnant woman to take sick time if they have morning illness. It also prevents employers from forming or providing a health care plan that doesn't cover pregnancy. This law is in existence because there have been documented cases of employers discriminating against pregnant women. In some cases pregnant women have been demoted and even laid off when their OB/GYN's told them to...
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...Saint Petersburg State University Graduate School of Management Group project for the Organizational Behavior course “Aeroflot” MiM, cohort II, group 5 Group members: Cherenko Polina Pitubaeva Tatiana Samadov Imruz Tarasenko Vladimir Supervisor: Assoc. Prof. Latukha Marina 2015 Table of Contents 1. Aeroflot’s Background 3 2. Country-specific context 7 3. Peculiarities of OB and HRM in country of a company’s origin 11 3.1. Main Characteristics 11 3.2.Trends 15 3.3.Perspectives 16 4. HRM strategy and practices and OB areas 17 4.1. HR Policies 17 4.2. Employee training 18 4.3. Department for Aviation Personnel Training 18 4.4. Aeroflot Aviation School 19 4.5. Social Programs For Company’s Employees 20 4.6. Health and safety 21 5. Analysis of existing problems and challenges in OB or HRM areas. 22 6. Problem description and analysis. Recommendations 24 List of Sources 27 1. Aeroflot’s Background After the World War I many European countries started to look forward civil aviation development. Since then, Soviet Union Government established Dobrolet - the first Russian air fleet that had flights from Moscow to many airports in European part of the USSR and nearest foreign locations. In the beginning, only one plane served the route from Moscow to Kenigsberg (Kaliningrad). That plain could accommodate four passengers and mail carriage. During early years of activity the company enhanced number of flight, adding following destinations...
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...tends to highly influence employee performance within an organization. In relation to the rapidly growing global business environment, marketers have been widely witnessed to implement a number of strategic measures in order to keep the workforce more optimistic with regard to their specific roles and responsibilities within the organization. In this regard, Organizational Behavior (OB) has long been observed to play an essential role for the entrepreneurs to develop strong workforce in accordance with the vision and postulated business goals (Tishman et al., 2012). Emphasising the notion of OB to play as an essential role in employee motivation, the primary objective of this report is to critically analyse the practice of OB by United Healthcare (UHC) while empowering performance and long-term relationship of the employees within the organization. In this regard, the report intends to critically assess the key principles and practices of OB that are highly practiced by UHC to keep the employees satisfied within their respective job roles. In order to critically identify the importance of OB in employee motivation, the...
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...process. Drafts job descriptions and compensation studies. Advertise open positions and enforce current labour law. Provides coaching or counselling and feedback. Act as consultant to employees and managers to address root causes of human resources issues. Recommends and implements effective solutions. Assists department managers and staff. 6. Source: Transforming Human Resource Organizations: A Field Study of Future Competency Requirements Donna Blancero, John Boroski and Lee Dyer Note: all competencies in bold face are unique to the particular role 7. ORGANIZATIONAL ANALYSIS -- Understand basic principles, methodologies and process of organizational analysis and change. Collaborative problem-solving -- Engage talents of knowledgeable people or team. ORGANIZATIONAL BEHAVIOR -- Knowledge of OB theories and concepts and understanding of how organizations work. Anticipative Thinking -- understands the likely consequences or implications of actions or events. Presentation -- present effectively in diverse circumstances. Objectivity -- able to recognize the merits of different positions in conflict situations. CONCEPTUAL -- The ability to conceive ideas, patterns, images or relationships from limited data or elements. 8. Bachelor’s Degree in Human Resource...
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...HUMAN RESOURCE MANAGEMENT ANSWERS TO UNIVERSITY QUESTION PAPERS (1998, 1999, 2000, 2001, 2002) 1 INDEX HUMAN RESOURCE MANAGEMENT ( H R M ) STRATEGIC HUMAN RESOURCE MANAGEMENT: HUMAN RESOURCE DEVELOPMENT TEAM EFFECTIVENESS HUMAN RESOURCE PLANNING ( H R P ) JOB ANALYSIS JOB DESCRIPTION JOB SPECIFICATIONS JOB EVALUATION JOB DESIGN DESIGNING JOBS – MOTIVATING JOBS JOB SATISFACTION WORK SAMPLING RECRUITMENT & SELECTION TRAINING & DEVELOPMENT INDUCTION & ORIENATION PERFORMANCE APPRAISALS INCENTIVES BASED COMPENSATION HUMAN RESOURCE AUDIT MOTIVATION THEORIES MORALE PERSONNEL POLICIES WORKERS’ PARTICIPATION IN MANAGEMENT UNIONS ORGANIZATIONAL DOWNSIZING MEANING OF ORGANIZATION STRUCTURE HUMAN RESOURCE MANAGEMENT ( H R M ) Definit io n 1 – Inte gr atio n “HRM is a series of integrated decisions that form the employment relationships; their quality contributes to the ability of the organizations and the employees to achieve their objectives.” Definit io n 2 – Influe ncing “HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action.” 2 Definit io n 3 – Applica...
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...Int. J. of Human Resource Management 16:4 April 2005 584– 598 The challenge of international human resource management: balancing the duality of strategy and practice Helen De Cieri, Marilyn Fenwick and Kate Hutchings Abstract Over the last two decades there has been an unprecedented increase in the number of organizations that have internationalized their operations. The international movement of labour that has been concomitant with such expansion of international business has meant that issues associated with the management of human resources across international borders are increasingly important to international human resource managers and academics. The research presented in this paper examines international human resource management (IHRM) pedagogy and practice in Australia. It reports IHRM academicians’ and practitioners’ understanding of the major issues for teaching and practice in IHRM and elucidates current developments and directions for this field. Keywords International human resource management; pedagogy; Australia. Introduction During the last two decades academicians and practitioners of international management have paid increasing attention to the impact of globalization on the management of human resources across national boundaries. International businesses have increasingly turned their attention to issues such as expatriate management (employees being transferred by organizations to work outside their country of origin/permanent residence), managing...
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... * Employee * Personel * Worker * Assocıates * Human resources There are two types of employees: * Front of the house (line)staff(who directly contact with customers in the production of service) * Back of the house staff: is HR a front of the house department?or a back of the house department? Hospıtalıty and tourısm ındustry:collectıon of thousands of organısatıon on lodgıng and food functıon.ex:restaurants and hotels bars. Companıes have to fınd ways to become more responsıve and create greater value for theır customers. * The qualıty of organısatıon servıce delıvery hıngs ın part upon ıts people. * How frontlıne personel act has a determınıng ınfluence on customers’ perceptıon of servıce qualıty an ın turn on the overal level of customer satısfactıon. HR personel act > value > serv’ce quality perception > customer satisfaction Moment of truth:ınterractıon between the frontlıne employees and customers known as the servıce encounter or the moment of the truth that has the most dırect ımpact on the customers level of satısfactıon and overall perceptıon of the organısatıon. Management of human resources: ıs the responsıbılıty of all managers and not just the coccern of human resource specıalıst.all managers work wıth people ın theır departments and have responsıbılıty for a wıde range of human resource concerns ın theır day to day roles. Human resource management: ıt ıs ıronıc that the same frontlıne personel who are so vıtal to...
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...Impact of Investment in Human Resource Training and Development on Employee Effectiveness in Nigerian Banks Khadijat Adenola Yahaya (Mrs. ) Department of Accounting and Finance, University of Ilorin Abstract The success of any organization depends on the ability of its human resource to utilize other resources such as capital, equipment and land for the achievement of organizational objectives. Human resource thus requires the necess ary attention in order t o achieve corporate objectives. This paper investigates the impact of investment in h uman resource training and development on employees' e ffectiveness in N igerian banks. Descriptive survey research was adopted for the study. A quantitative measure published by the Institute of Intellectual Capital Research and approved by the Saratoga Institute database was used (o assess human resource effectiveness in three randomly s elected banks. Also, an instrument titled Assessment of Trai ning and Development Activities Scale (ATDAS) was administered to one hundred and twenty -five randomly selected employees of the selected banks in Ilorin metropolis, Kwara State, Nigeria. Relevant data was obtained from the three selected banks ' audited f inancial accounts for a period of five years (2001 -2005). The collected data was analyzed using descriptive a nd inferential statistics. The results showed that Zenith Bank had the best Human R esource M anagement and A ccounting practice p erformed best . T he study also ...
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...Administration. Duration : 1 Year. Semester-1 Part One Human Resource Management Section A 1. It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others c. Ethnocentrism 2. It is the systemic study of j ob requirements & those factors that influence the performance of those j ob requirement s a. Job analysis 3. This Act provides an assistance for minimum statutory wages for scheduled employment b. Minimum Wages Act, 1948 4. __________ is the actual posting of an employee to a specific job b. Placement 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as b. Development 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events a. Planned change 7. It is a process for setting goals and monitoring progress towards achieving those goals d. Performance management system 8. A method which requires the rates to provide a subjective performance evaluation along a scale from low to high c. Rating scale 9. It is the sum of knowledge, skills, attitudes, commitment, values and the liking of the people in an organization a. Human resources 10. A learning exercise representing a real-life situation where trainees compete with each other to achieve specific objectives b. Management game Part Two: 1. Explain the importance of Career Planning in industry. 2. Write the features of HRM Human resources refers to the people that work for an organization...
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...Amelie A. Coffi February 17,2012 HB Case #1 Porcini’s Pronto A successful business is about creating value for its customers and it could be done by the intent or plan to create more value than the competitor. The process involves matching the business resources and capabilities with the opportunities challenges of the marketplace. The Porcini’s new approach is unique in the way it is being developed and analyzed. Expending the company involves critical points and tactics that need to be sketched out in order to meet its goals for success. Because the basic nature of the competition faced is determined, the competitive advantages are therefore developed through these steps: Location determination, targeted customers, operation strategy and selecting the right form of ownership. This gives the Pronto concept a competitive advantage over its rival The Porter’s Value Chain Model is used in this case. A qualitative evaluation is performed with specific activities in order to create value and competitive advantage to deliver the same benefits as competitor at lower cost. T o achieve the competitive advantage, The “Pronto Concept” must perform on ore more value creating activities in a way that creates more overall value than do competitors. In this case superior value is created through service quality, food quality, pricing, branding location and ownership. Such activities are connected or interlinked and trough multiple processes The Porcini Pronto Concept delivers...
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