...Unit 21: Human Resource Management Module Instructor: Mehfuzul Haque Email: mhaque1902@hotmail.com Module started: ............... Assignment hand-in date: ..................... Submission deadline: ...................... HND in Business Date:………………………… Assignment Reference: K/601/1264 1 Learner’s name and statement of authenticity Unit 21 Learner’s name:……………………………………………….. Learner’s ID:…………….... Human Resource Management Date handed in:………………….. HND BUSINESS I certify that the work submitted for this assignment is my own. Materials taken from other sources have been duly credited and acknowledged in the bibliography. Edexcel BTEC Signature:………………………… Level 5 2014 Unit 21: Human Resource Management 2014 Learning outcomes and assessment criteria Recruiting and retaining staff of the right caliber contributes to the achievement of organizational purposes. Staff must make a valued contribution to the work of the organization. Eventually they will leave, more often than not because they find alternative employment or retire. Occasionally, however, employment has to be terminated. This unit considers how human resource management deals with these aspects of working. However, the focus of human resource management has moved beyond personnel management towards a more proactive approach that, in addition to the traditional roles associated with staff management, also considers how to get the best people and the best...
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...Human Resource Management The case study is on Harrods and each task is 1000 word. UK COLLEGE OF BUSINESS AND COMPUTING Module Booklet Course: EDEXCEL BTEC Group: Ed excel HND Group Module: Unit 21 – Human Resource Management Module type: Optional Module Code: : K/601/1264 Module Credit: 15 Teaching Period: (15+6 weeks) Level: 4 Contact Hours: (15*3+6*3 = 63) Lecturers: 15 weeks Revision Clinic: 3 week Feedback and assignment guidance: 3 weeks Lecturer: Mr Stephen Moore Start date: 03/10/2013 Day: Thursday Time: 10.00 – 1.00 Room: LH 02 Term: Sept 2013 – Jan 2014 CONTENTS 1. INTRODUCTION, AIMS AND OBJECTIVES 2. MODULE OUTLINE AND TEACHING METHODS 3. READING AND COURSE PREPRATION 4. LECTURE WITH DETAILED COURSE PROGRAMME AND OBJECTIVES 5. ASSESSMENT DETAILS Welcome to the Human Resources Management lecture class Module Leader: Mrs. SUNITA KOTTA ...
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...Journal of Management http://jom.sagepub.com/ The Impact of High-Performance Human Resource Practices on Employees' Attitudes and Behaviors Rebecca R. Kehoe and Patrick M. Wright Journal of Management 2013 39: 366 originally published online 8 April 2010 DOI: 10.1177/0149206310365901 The online version of this article can be found at: http://jom.sagepub.com/content/39/2/366 Published by: http://www.sagepublications.com On behalf of: Southern Management Association Additional services and information for Journal of Management can be found at: Email Alerts: http://jom.sagepub.com/cgi/alerts Subscriptions: http://jom.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav >> Version of Record - Jan 23, 2013 OnlineFirst Version of Record - Apr 8, 2010 What is This? Downloaded from jom.sagepub.com at HONG KONG POLYTECHNIC UNIV on January 21, 2014 Journal of Management Vol. 39 No. 2, February 2013 366-391 DOI: 10.1177/0149206310365901 © 2010 Southern Management Association. Reprints and permission: http://www. sagepub.com/journalsPermissions.nav The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors Rebecca R. Kehoe Patrick M. Wright Cornell University Although strategic human resource (HR) management research has established a significant relationship between high-performance HR practices and firm-level financial and market outcomes...
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...com References to third-party material made in this specification are made in good faith. Edexcel does not endorse, approve or accept responsibility for the content of materials, which may be subject to change, or any opinions expressed therein. (Material may include textbooks, journals, magazines and other publications and websites.) Authorised by Roger Beard Prepared by Susan Hoxley Publications Code BH029073 All the material in this publication is copyright © Edexcel Limited 2011 Edexcel BTEC Level 4 HNC Diploma in Business Edexcel BTEC Level 5 HND Diploma in Business Edexcel BTEC Level 5 HND Diploma in Business (Accounting) Edexcel BTEC Level 5 HND Diploma in Business (Management) Edexcel BTEC Level 5 HND Diploma in Business (Marketing) Edexcel BTEC Level 5 HND Diploma in Business (Human...
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...GB 570 Unit 4 Assignment- Globalization and the Value Chain Click Link Below To Buy: http://hwcampus.com/shop/gb-570-unit-4-assignment-globalization-value-chain/ 1. Use the APA formatted Microsoft Word document template in Doc Sharing titled “Unit 4 Assignment Globalization” as the starting point. Download the template and save it as your own document, for example, YourNameUnit4GB570.docx. 2. Write an APA formatted 4–6 pages paper, exclusive of the Title and References pages. 3. In your paper, address the following requirements using the directions included within the Unit 4 Assignment template. 4. Write your paper using third person perspective (do not use first or second person pronouns; (e.g. “I”, “me”, “you”, “we”). 5. In your paper, apply the 21 elements from the Contemporary Value Chain model, plus additional decision-making factors (all listed below) to evaluate the impact of globalization on a value chain. Here is the list of considerations that need to be addressed in the paper; all are related to the ultimate goal to earn customer value (includes customer delight and profitability). Within each element, describe what decisions may need to be made, for what reason, by whom, for what reason and how the elements are interrelated. 21 Value Chain Elements 1. Budgeting 2. Competitive advantage 3. Corporate social responsibility 4. Culture 5. Customer need 6. External resources 7. Financial 8. Goals 9. Idea generation 10. Information management 11....
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...EXECUTIVE SUMMARY. A case study seeks to associate with reward and employee motivation and identify association between employee motivation and employee motivation variables for instance gender, age, education, and income level and job experience in banking in Pakistan. The study should be based on primary data and sample size, by use of questionnaires. The partners are, therefore, in case of a business opportunity should apply relevant entrepreneurial skills in order to succeed especially by following the following path. Two hypotheses were developed for the present study and were tested by using Chi-square Test and binary Regression Test. The result of Chi-square shows that P- value is 0.048 of Chi-square its mean there is an association between salary and gender. The correlation between rewards and Employee Motivation is 0.546, which shows the positive relationship between compensation and employee motivation Payment structure is a crucial element in a business plan and should be carefully be looked into for instance the partners should make sure that they recruit a reasonable number of workers that they are able to manage. Objectives of this study (i).To determine if there is an association between rewards and employee motivation, biographical factors (Gender, age, education, qualification, and Income level). (ii).To identify the types of reward system in Pakistani Banks. (iii).To determine the impacts of rewards system on Banks employees’ biographical variables. (iv)...
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...Course Schedule Week | Unit/ Topic | Learning Outcomes | Readings | Events | Learning Assessments (%) | 1 Jan 7 | An Introduction to International Management | Analyze current and emerging realities in the global market place | Textbook: Chapter 1,in-class materials,Wide Web sources | LectureDiscussion | | 2 Jan 14 | An Introduction to International Management | Analyze current and emerging realities in the global market place | Textbook: Chapter 6, in-class materials,Wide Web sources | LectureCase study | 3 | 3 Jan 21 | Assessing The Global Environment: Macroeconomic | Evaluate the impact of global macroeconomic environment on managerial decisions | Textbook: Chapter 1, in-class materials,Wide Web sources | LectureMini-practicalsIntegrative Term Project | 21 | 4 Jan 28 | Assessing The Global Environment: Legal and Political | Assess major implications of the legal environment and political risks for foreign operations | Textbook: Chapter 1, in-class materials,Wide Web sources | LectureDiscussionIntegrative Term Project | 2 | 5 Feb 4 | Cultural Context of International Management | Modify management style to incorporate important cultural dimensions | Textbook: Chapter 3, in-class materials,Wide Web sources | LectureCase studyIntegrative Term Project | 22 | 6 Feb 11 | Communicating Across Cultures | Recommend effective approaches to overcome the existing barriers to communicate across borders | Textbook: Chapter 4, in-class materials |...
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...below. Organisational Structure & Culture:- The company’s organizational structure in brief can be glimpsed in Appendix 1- DNV.ppt [2]. For the purpose of assignment, one business unit of DNV will be under the “microscope” – Maritime more specifically the business unit called Maritime Services. The organizational structure for the same can be seen in Appendix 2 – Organizational Chart.ppt. Since the organization is fairly large and the scope of the assignment is limited, Maritime Services is the chosen domain. However, the various HR related practices extends to all parts of the organization as the HRM function is common to all business units with minor variations for some of the business untis. The company has a strong culture [3] where all members of the organization hold clear organizational values. Keeping in tune with the changing business landscape, the company is well equipped to react and adapt to the new market conditions. This is seen by how the employees have adapted to the present reorganization. To some extend DNV has been successful in injecting flexibility into the roles employees play in teams and in getting people to adopt a wider range of skills [4] to suit the present market situations. HRM has been mainly instrumental in developing a strong culture within the various business units all over the world. HRM identifies people as its key source just as like many other companies....
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...BAM 411 Human Resource Management Unit 3 Examination Follow Below Link to Download Tutorial https://homeworklance.com/downloads/bam-411-human-resource-management-unit-3-examination/ For More Information Visit Our Website ( https://homeworklance.com/ ) Email us At: Support@homeworklance.com or lancehomework@gmail.com 1. The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called ________. • employee selection • recruitment • performance appraisal • organizational development 2. The “S” in the acronym for SMART goals stands for ________. • straightforward • specific • strategic • support 3. Who is the primary person responsible for doing the actual appraising of an employee’sperformance? • the EEO contact person • the company appraiser • the employee’s direct supervisor • None of the above. 4. Because in most organizations there is a hierarchy of goals, employee performance standardsshould ________. • make sense in terms of the broader organizational goals • be standard • be decided by the top executive • All of the above. 5. Besides the supervisor, which of the following is available to managers as an alternative sourceof performance appraisal information? • the employee • rating committees • peers • All of the above. 6. Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluate Then, you indicate...
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...jenkins2@waldenu.edu Student ID # A00551485 Program: Ph.D. MGMT - Human Resource Management Introduction From small to large organizations, the functions of a human resource department are an essential piece in helping organize and manage the personnel that helps to keep an organization running. A Human resource department performs functions that encompass a variety of activities. Significantly influencing all areas of an organization such as Human Resource Planning, Recruitment, and Selection, conducting job analyses to establish the specific requirements of individual jobs within the organization, and forecasting the human resource requirements the organization needs to achieve its objectives just to name a few. In just recruiting alone the human resources department has a duty to also look at retention rates, complaints and terminations of employees which allow them to analyze as to what programs work and what do not. Human Resource Research utilizing human resource information database are able to conduct surveys, utilize questionnaires with direct and indirect control questions, or just take a show of hands to determined. If current systems work, what the employees want verses what the employer needs, and establish a system that will benefit not only the employer but also the employees. The examination of eight various articles will look at the various research methods that are used to manage human capital, how they work and how there is room for improvement. Purpose...
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...ERP Systems What is it. Competitive advantage. Modules. Transportation Management. Done by Pavliushchenko Ksenia Date Nov 21, 2014 What is ERP? ERP (Enterprise Resource Planning)-is a software system that allows company to integrate all the data and processes into one centralised system. The system allows to integrate such operational units as financing, HR, marketing, sales, etc (Sap Online Training,ND,para.6). ERP software is a number of applications that are helping an organisation to find, manage and report information along the business process(para.8). Competitive advantage of using ERP ERP System allows a firm to increase productivity, increase profit, decrease costs, improve delivery, quality, information and performance management (para.7). -ERP System allows avoid duplication of entering data; -ERP system provides all needed real time information for the firm in one system; -System gives an opportunity to each member get any information needed or share information with everyone; -Integration of different operational units leads to increased productivity, efficiency and better communication; -Accounting, profit, costs tracking are given in details; -Standardises business process and information (para.18). ERP system contribute to higher customer satisfaction, better information and sharing of it, increased productivity, quality, decreased time to market, costs, inventory levels and time of delivery...
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...Human Resource and Skill Requirements in the Electronics and IT Hardware Industry Study on mapping of human resource skill gaps in India till 2022 Human Resource and Skill Requirements in the Electronics and IT Hardware Industry Table of Contents 1. Environment Scanning and Competitiveness of Electronics and IT Hardware Industry...... 5 1.1. 1.2. 1.3. 1.4. 1.5. 1.6. 1.7. 1.8. 1.9. 1.10. 1.11. 1.12. 1.13. 2. Overview of the Global Electronics Industry.......................................................................... 5 Overview of Indian Electronics and IT Hardware sector........................................................ 6 Key segments in the Indian electronics hardware sector ........................................................ 8 Consumer Electronics ........................................................................................................... 10 IT Hardware .......................................................................................................................... 11 Telecommunication Equipment ............................................................................................ 13 Electronic Components ......................................................................................................... 14 Strategic Electronics ............................................................................................................. 15 Overview of Industrial Electronics and other products...
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...Veterans Readjustment Appointment Program. CPAC also functions as the Human Resource Department for the Fort Hood Community that provides a Labor Relations Office to look out for the well-being of the federal employees as well as the Bargaining Unit Employees in utilizing the best approach in resolving labor disputes and labor conflicts while working closely with the union. Most federal employees are represented by the American Federation of Government Employees, Local 1920 which without membership is the union who also fall under the Bargaining Unit. The Labor Relations office is there to provide guidance as representatives should the bargaining unit employees find themselves in a dispute with their employer or supervisor that could lead to filing grievances or they choose to address their issues to the union. As a federal employee myself and of the 5, 5000 federal employees on Fort Hood, I chose to conduct an interview with a Labor Relations Specialist working with in the Labor Relations office of the Human Resource Department on the installation to gain a better insight of how the labor issues are handle from the federal government perspective while working hand in hand with the AFGE. Labor Relations Functions Fort Hood being a military installation holds a Human Resource Department within the Civilian Personnel Advisory Center (CPAC). Human Resource department also has a Labor Relations office consisting of three Labor...
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...Business ISSN: 2046-7141 Vol. 2, Issue. 1, (pp.01- 14) | 2012 An Empirical Analysis of the Human Resource Management Activities in Retail Sector: A Study of Saudi Arabian companies Dr. Abdalelah S. Saaty Dean, College of Business (COB), King Abdulaziz University, Rabigh, Saudi Arabia Mohammed Owais Qureshi Lecturer, Human Resource Management, College of Business (COB), King Abdulaziz University, Rabigh, Saudi Arabia Email: drzaidansari@gmail.com ABSTRACT Human resource management (HRM) generates competitive advantage for a company and also the subsequent performance of a company is influenced by a set of effective human resource management activities. The success evident in the Saudi Arabian retail industry is attributable to numerous lucrative activities undertaken by respective human resource departments. This ranges from planning endeavors to appropriate grievance handling mechanisms. In this study, we intend to assess the human resource practices in retail companies in the Kingdom of Saudi Arabia. Primary data based on 355 respondents were analyzed to assess human resource activities being practiced by retail companies in Saudi Arabia. Six factors were analyzed. ‘Human resource planning and recruitment’ was fairly practiced in retail organizations. Recruitment practices observe transparency and equality and thus offer due opportunities. It was also observed that human resource planning incorporated knowing and sourcing when, where, and how potential employees will be...
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...Human Resource Management Roles There are multiple departments within an organization that work as a cohesive unit to accomplish the overall mission of that organization. No matter which organization it is that one desires to focus on, there will be a human resource department found, or one that has similar responsibilities of one. Activity that is focused on managing, recruiting, and developing the people in an organization is the responsibility of Human Resource Management (HRM). Some other functions human resource management deals with are that of any issues that arise about an employee’s pay, performance evaluations, and the hiring of employees. When thinking of the most important asset to a company, it is the people. The taking care of this asset is the responsibility of HRM. Within human resource management staffing functions will either be internal or external. Internal factors that may affect staffing include the supply of managers within the organization, organizational goals, technology task, organizational structure, and the reward system. The external factors that may affect staffing include the economic conditions, level of education, laws and regulations that affect staffing, and the society’s attitude towards work. Additionally, the supply and demand of manpower outside the organization is an external factor affecting staffing functions. One major issue faced by human resource managers is that of staffing, and staffing turnovers. Some...
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