The impact of information technology on the HR function transformation By Yu Long 0123404 Graduation Committee: First supervisor: Dr. T. Bondarouk Course coordinator: Pro. Dr. J. K. Looise Master Thesis, Business Administration HRM University of Twente March, 2009 Preface This master thesis concludes my life as a student, which is performed under the supervision of Twente University in the Netherlands. The research is the terminal of the program Human Resource Management. Doing this
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engineering intern at National Instruments in Austin, Texas, was able to field complex customer questions on the workings of her company’s data acquisition technology after spending two weeks learning the ins and outs of the intricate hardware. She spent another three days getting the hang of her company’s phone system and learning how to best answer callers’ questions by asking her own pointed questions. In Salem, Mass., Daiana Rosario spent her first day as a Peabody Essex Museum 2003 summer intern
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support Identify required computer support relative to inventory Kimberly Lianne Identify staff requirements Hugh Lianne Work 340 hrs 140 hrs 70 hrs 70 hrs 60 hrs 60 hrs 40 hrs 40 hrs 60 hrs 40 hrs 20 hrs 40 hrs 11.43 hrs 22.85 hrs 5.72 hrs 200 hrs 120 hrs 60 hrs 60 hrs 40 hrs 20 hrs 20 hrs 40 hrs 20 hrs 20 hrs 210 hrs 120 hrs 60 hrs 60 hrs 50 hrs 20 hrs 20 hrs Duration 45.18 days 14.58 days Start 1/2 1/2 1/2 1/2 1/20 1/20 2/8 2/8
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Chapter 01 Managing Human Resources True / False Questions 1. Managers and economists traditionally have seen human resource management as a source of value to their organizations. True False 2. The concept of "human resource management" implies that employees are interchangeable, easily replaced assets that must be managed like any other physical asset. True False 3. Human resources cannot be imitated. True False 4. No two human resource departments
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Asking the Right Questions, in and of itself was a phenomenal read. I gained an incredible amount of insight with regards to critical thinking, but I also learned a lot about myself. While reading the text, I frequently had light bulb moments where I would reflect on my decision making process in personal relationships, but also business relationships. This book assisted me in identifying a new way in which I process information and how I make decisions. Asking the Right Questions, gives you the
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• Week one Question One What are five challenges facing HRM? According to Jeffrey A. Mello Strategic Human Resource Management, 2e, (Cengage Learning), Technological advancement, increasing attention to ethical behavior, Demographics and Diversity, Globalization and Employee relationship are the five challenges facing HRM today. What makes these challenges important? In technology advancement businesses need to keep up the latest and trendiest machinery to stay afloat and competitive, all organizations
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Survey report September 2007 The changing HR function Contents Summary of key findings 2 Introduction 4 Restructuring the HR function 5 Benefits and challenges of HR structures 10 Roles and responsibilities of HR 15 HR skills and careers 24 Conclusions 26 Background 27 Acknowledgements 28 References 28 The changing HR function Summary of key findings • Fifty-three per cent of organisations
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bullet points), and should be 2000 words long, single spaced. Each case study should be referenced and show evidence of recommended readings as set out in the Guidelines to Case Study 1. You should use a minimum of 10 references for your case study. Questions for the case can be found at the conclusion of the case. Individual case study 1 You need to clearly demonstrate how you will solve the following problem. Problem statement: John Tomey (fictional name) is a business manager that is responsible
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of the vital factors in today’s HR practices in modern organizations. Competency-based job analysis means describing a particular job in terms of the measurable, observable and behavioral competencies that an employee doing the job must exhibit to the job perfectly. DISCUSSIONS Job analysis Job analysis is the basic and important part of human resource management. It is a term used by human resource managers for the processes of collecting information related to job contents. It is conducted
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is valid and reliable enough to use when hiring for IT desktop and networking positions within the company. The type of test Evertz uses is a job knowledge test called The General Networking Test, administered by hiring managers. The type of questions the employment test ranges from is defining common terminology, solving problems to labeling diagrams. Job knowledge tests assess job applicants’ or employees’ knowledge of issues or procedures that are considered essential to successful job performance
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