...bring together in a coherent way: HR philosophies describing the overarching values and guiding principles adopted in managing people HR strategies defining the direction in which HRM intends to go HR policies which are the guidelines defining how these values, principles and the strategies should be applied and implemented in specific areas HR processes consisting of the formal procedures and methods used to put HR strategic plans and policies into effect HR practices comprising the informal approaches used in managing people HR programmes which enable HR strategies, policies and practices to be implemented according to the plan Unit 10 SHRM, Prepared By: Ms. SHABNAM VARIOUS MODELS OF HRM The Harvard Framework Guest’s Model of HRM Best Practice Model Storey’s Hard and Soft HRM Patterson’s Model of HRM Best Fit/Contingency Model Unit 10 SHRM, Prepared By: Ms SHABNAM Theoretical Perspectives on HRM The HRM models: Provide an analytical framework for studying HRM Legitimate certain HRM practices Establish variables and relationships to be researched Explain the nature and significance of key HR practices. Unit 10 SHRM, Prepared By: Ms. SHABNAM MODELS OF HRM The Harvard Framework The Harvard school suggested that HRM had two characteristic features Line managers accept more responsibility for ensuring the alignment of competitive strategy and...
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...Dr. Michael Workman Information Security Management RISK ASSESMENT Information systems have long been at some risk from malicious actions or inadvertent user errors and from natural and man-made disasters. In recent years, systems have become more susceptible to these threats because computers have become more interconnected and, thus, more interdependent and accessible to a larger number of individuals. In addition, the number of individuals with computer skills is increasing, and intrusion, or “hacking,” techniques are becoming more widely known via the Internet and other media. Arisk assessment is not about creating huge amounts of paperwork , but rather about identifying sensible measures to control the risks in your workplace. You are probably already taking steps to protect your employees, but your risk assessment will help you decide whether you have covered all you need to. Think about how accidents and ill health could happen and concentrate on real risks – those that are most likely and which will cause the most harm. For some risks, other regulations require particular control measures. Your assessment can help you identify where you need to look at certain risks and these particular control measures in more detail. These control measures do not have to be assessed separately but can be considered as part of, or an extension of, your overall risk assessment. Although all elements of the risk management cycle are important, risk assessments...
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...BSB51215 Diploma of Marketing Queensford College COMPLETE ASSESSMENT DOCUMENT BSB51215 Diploma of Marketing BSBMKG502 Establish and adjust marketing mix Assessments are to be completed and then submitted in Moodle (ensure you “submit” – not just “save”) “Specifications” lists the only requirements ROLE-PLAYS Any student able to attend in class The assignment submission is to be done in the normal manner with the following statement completed for the relevant section about the role play>>> “Part .... I performed the role of ....................... in a role play on ..........(date) .......and it was assessed by ......................(name of assessor)......................” Any student UNABLE to attend in class May (a) use Skype conferencing (or any other video conferencing tool available to the candidate); (b) video the role-play and submit electronically; or (c ) Write out the ENTIRE DIALOG that would take place during the role-play eg Customer: “I work as a buyer for ...” Mary: “I understand ...” Customer “A few...” . PRESENTATIONS All presentations are to be made in Powerpoint. They should be presented in class. Any student UNABLE to attend in class May complete the Powerpoint slides as would be used and include in the assignment submission the following statement completed for the relevant section about the presentation: “Part .... I performed the presentation on ..........(date) .......and it was assessed by ...................... (name ...
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...Human Resource Management, 2006, 4 (1), 36-43 SA Tydskrif vir Menslikehulpbronbestuur, 2006, 4 (1), 36-43 AN OPERATIONAL ’PROJECT MANAGEMENT CULTURE’ FRAMEWORK (PART 1) YVONNE DU PLESSIS CRYSTAL HOOLE yvonne.duplessis@up.ac.za Department of Human Resources Management University of Pretoria ABSTRACT The aim of this research is to develop an operational ‘project management culture’ framework, which can be used by project managers and organisations to support project work. One of the main causes of project failure is attributed to a non-supportive project management culture in organisations. A triangulation method is followed inclusive of a thorough literature review, a survey questionnaire and a concept mapping process. A project management culture framework with descriptive elements, based on Deal and Kennedy’s (1982) definition of organisational culture, comprising of four dimensions i.e. project process; people in projects; project systems and structure, and project environment was developed. Key words Project management culture The management of projects has become a strategic issue for many companies. Issues such as strategic alliances, rapid movement of labour and capital, and failure of projects are calling for the need of risk assessment and management from a new perspective. An organisation that wants to remain competitive in providing its customers with continually improved products and services has no choice but to use project management...
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...2. Strategic Analysis (Step 2) 13 4.2.1. Core Business and Competency 13 4.2.2. Preferred Culture 13 4.2.3. Create a Value System to Promote a Preferred Organisational Culture 13 4.2.4. Create a Vision and Mission of the Future 14 4.2.5. Create a Strategy Map 14 4.3. Strategic Development (Step 3) 15 4.4. Strategy Implementation (Steps 4 & 5) 16 5. RECOMMENDATIONS 17 6. CONCLUSION 17 7. BIBLIOGRAPHY 18 List of Figures Figure 1: Different steps 7 Figure 2: BSPM learning organisation value chain schematic 8 Figure 3: Shared Authority, Responsibility and Accountability 10 Figure 4: Programme structures for portfolios adapted from Steyn and Schmikl (2010: 130 11 Figure 5: Strategic Transformation Project-Portfolio adapted from Steyn et al. (2010: 79) 11 Figure 6: Establish Programme Office adapted from Steyn et al. (2010: 80) 12 Figure 7: Developing Strategic Options adapted from Steyn et al. (2010: 82) 15 List of Tables Table 1: Problems Identified against performance improvement strategies 5 Table 2: Strategic Transformation Programme Management Process 8 Table 3: Differences between Vision and Mission 14 Table 4: Responsibilities 16 EXECUTIVE SUMMARY INTRODUCTION 3. OVERVIEW PROBLEM IDENTIFICATION Table 1: Problems Identified against performance improvement strategies |# |Problem Identified |Behaviour...
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...that is divided into two sub topics: the scientific management theory and the bureaucracy theory. The management at Trust Technology is adopting the classical scientific management theory in its operations. The management in the company considers that the scientific theory that is based on managing the workers in order to improve the production is the best solution for their scenario. Trust Technology is an 8 years old business that is classically focusing on the relation between the worker and the employer without any complex organizational management. After its third year, Trust Technology started to have more customers and hence the business started to expand. The number of workers increased and then more supervision and management strategies should be implemented at this case. It is important for companies to know what organizational theory approach to use in order to improve the companies productivity, and also what is more important is to know what kind of approach to take and when should the company take a step forward. After knowing the problem, the management in Trust Technology decided to move on to the bureaucracy theory of organization and divide the company into hierarchical tree of management and workers. Organizational Theory Definition Organizational theory is slightly a combination of various approaches to analyse an organisation. It consists of different themes, queries, approaches, and modes of explanation. According to Waldo’s Review about the topic,...
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...Prepare a report that identifies and discusses how the ideas from any two functions of management can be used by managers to ensure innovative values and practices occur in their organization. TABLE OF CONTENTS Executive Summary …………………………………………………………… iii Introduction …………………………………………………………… 1 Purpose …………………………………………………………… 1 Scope …………………………………………………………… 1 Methodology …………………………………………………………… 1 Assumptions …………………………………………………………… 1 Limitations …………………………………………………………… 1 Background …………………………………………………………… 1 Plan …………………………………………………………… 1 Discussion …………………………………………………………… 2 Planning …………………………………………………………… 2 Organisational Goals ……………………….. 2 Strategic Planning ……………………….. 2 Leading …………………………………………………………… 3 Transformational Leadership .………………………. 4 Conclusion …………………………………………………………… 4 Recommendations …………………………………………………………… 5 References …………………………………………………………… 6 1. Executive Summary The purpose of this report is to advise Company X’s Chief Operating Officer (COO) how the effective use of the planning and leading functions can be utilised to ensure innovative values and practices are occurring within the organisation. The report was commissioned by the COO following the acquisition of a new business that lacked formalised planning and consequently the sales and profitability of the business had been in a decline over the past three years. In Item 3 the report examines innovative values and practices in the context of the planning...
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...Human Resource Management Revision week 1 HRM encompasses -Policies - Practices and systems (Influence employees behaviour, attitudes and performance) - 1945-1979 HR focus was on Personnel Management - making sure employees comply with law…conditions - 1980-1990s HR focus was on management of human capital Strategic Human Resource Management (SHRM) - Plans activities for organisations to achieve its goals - To receive ultimate employee performance, they need to be linked to organisational goals and strategy - Achieved by consistently influencing employee attitudes and behaviours - HRM policies are linked towards organisational goals, HRM contribute to them in a meaningful way. Theoretical bases for HRM Behavioural view - HRM controls employee attitudes and behaviours to suit the situation - Suggesting HR focuses on behaviour rather than skills / knowledge of the job Resource Based view - HR are seen as a resource which give an upper hand for the reason they keep employees in right mind of frame for the goals set Political – influence view HR act as a Political leader through - Social communication through one and another - there to prevent negative social influences and maintain positive environment Harvard framework for HRM -HR take raw influences in business - Tune them providing an organisation that has positive, individual wellbeing, effectiveness and social wellbeing. Roles for HR professionals - Strategic...
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...CIPD Unit of Assessment – 09005 Unit title Resourcing and talent planning Level 3 Credit value 6 Unit code 09005 Unit review date Sep-11 Qualifications link Certificate in Human Resource Practice Aim To develop the learners’ understanding of the principles and practice of resourcing and talent planning Unit abstract Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting face to face or telephone interviews and contributing to job offer and rejection letters. They will also learn about the key legislation pertaining to recruitment and selection. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: • are working in...
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...close by with alternate understudies and the method for thankful emphasizes which is absolutely new and comprehension individuals of diverse society. By getting to be mindful of diverse society, I likewise figured out how to overcome them which was a testing part to get into this training framework. Hierarchical dialog was the rousing subject for me which taught numerous new things which was exceptionally key for me to learn all through the semester. The thing which I appreciated the most in this subject was correspondence speculations which was vital in hierarchical structures. In learning of this subject and with the populace of diverse societies gave me a ton of certainty which determined me to be the first individual in the administrative field. Forming a group from different cultures and working in a team helped us to achieve our goals by our different ideas. It was bit a challenging task for us but the positive attitude of our team has reached to success by doing survey of an organisation and preparing reports on those survey results. Interviewing managers and employees and getting solved their problems was the main purpose of our team that we should be helpful in some or the other way to the organisation. During survey, communication was an important part to overcome any problem. Schien (1993) recommend that to adjust correspondence and trade data, 'dialogue is not just distinctive type of numerous methods...
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...EXAMINATION OF THE ISSUES ABSTRACT This paper examines two research questions. Firstly, is a re-engineered company a suitable platform for the subsequent application of TQM principles? Secondly, is BPR an appropriate means to transform an organisation operating along traditional lines into one which is managed using TQM principles? It is argued that these questions have been given scant attention by the academic fraternity. The analysis presented in the paper indicates that the application of BPR can provide the base for the subsequent development of TQM. KEY WORDS Business Process Re-engineering, Total Quality Management, Continuous Improvement. INTRODUCTION In response to the globalization and growing competitiveness of world markets, companies are continually looking for different management recipes to get improvements into their business operations. A wide range of new philosophies such as lean production, world-class manufacturing, Total Quality Management (TQM) and Business Process Re-engineering (BPR) have been deployed as drivers to improve competitiveness, see Lee and Oakes (1996). Total Quality Management and BPR have been positioned at the two extremes of a spectrum of approaches focused on organisational change, see Elzinga et al. (1995). TQM is based on continuous improvement principles to facilitate change on a constant and progressive basis. BPR, on the other hand, advocates large step changes using structural process re-design, process re-engineering and...
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...CIPD Unit of Assessment – 09005 Unit title | Resourcing and talent planning | Level | 3 | Credit value | 6 | Unit code | 09005 | Unit review date | Sep-11 | Qualifications link | Certificate in Human Resource Practice | Aim | To develop the learners’ understanding of the principles and practice of resourcing and talent planning | Unit abstract Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting face to face or telephone interviews and contributing to job offer and rejection letters. They will also learn about the key legislation pertaining to recruitment and selection. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable...
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...Critically compare and contrast the ‘best fit’, BP and RBV models of HRM strategy – explain how EACH approach is argued to contribute to improve organizational performance. As the global business environment becomes increasingly competitive, more and more organisations are targeting human resources as a means of strategically gaining competitive advantage. Strategic human resource management (SHRM) is a constantly evolving process which is concerned with providing a strategic framework that supports an organisation’s long term business goals. The logic behind this is that organisations are using new innovative technologies to provide qualitative low- cost solutions, and are trying to manage their human assets more effectively (Wright, P. 2008). If competitive advantage is understood as a set of organisational capabilities that would lead to superior performance over competitors, then, HRM strategy is essentially the process of defining and enhancing appropriate systems that maximise people’s added value (Wilton, 2011). The key debate which will be explored is whether there is a best way of achieving strategic HRM. This essay will therefore critically engage in this theoretical debate by comparing and contrasting three SHRM models and explore how each can make a contribution towards improved organisational performance. Boxall and Purcell (2008) highlight that there is significant debate regarding approaches to strategic HRM when they discuss three theoretical contrasting...
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...A RESEARCH AND DEVELOP AN INNOVATION SYSTEM GREAT INNOVATOR/INNOVATION Innovation is the process of putting an idea or invention into the service system which will create value to the consumers and will results to organisational profit. It is the process of creating something new that makes life better. Innovation is impossible without passion and innovators see the world differently. It is said to be crucial to the continuing process but yet beneficial for the community and profitable for the business organisation. In this modern history of computer age, the development and launching of GOOGLE search engine made a huge impact in every individual and to the community on all aspects of life. It was created to organise the world’s information and to make it universally and useful. Its goal is also to preserve history and making it available to everyone. Internet entrepreneur and computer scientist Larry Page teamed up with grad school buddy Sergey Brin to launch this search engine in 1998. Larry Page is the current CEO of Google and leading one of the most innovative and successful companies in the world, perhaps in history. Sergey Brin is the multi-billionaire co-founder of Google who has been involved with some of the company’s most innovative technologies including Google Glass, and Google’s self-driving cars. (www.startupguide.com , “Creating a Better World Through Entrepreneurship,”) (www.entrepreneur.com) As a research project at Stanford...
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...stockholders, managers, and employees; and being socially responsible and protective the natural environment). An effective organisation is one that achieves its goals (George and Jones, 2014, P.5). Since organisations exist to accomplish goals, the management should outline those goals and therefore provide the means that for achieving them. Planning, under the elements of management, is about identifying an organisation’s goals, establishing an overall strategy for achieving those goals, and developing a thorough set of plans to combine and organise activities. Managers are also obligated to develop an organisation’s infrastructure. This is called organising. It includes deciding what tasks should to be done, who should carry out the tasks, how the tasks are to be completed, and who reports to whom. Every organisation contains people, and it is the management’s job to manage and coordinate the people. This is called leading. Once managers encourage staff, direct their activities, choose the foremost effective communication methods, or resolve conflicts among members, they are leading. To ensure that things are being carried out as intended, managers should monitor the organisation’s performance and compare it with formerly set goals. If there are any vital changes, it is the management’s job to...
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