A study on the factors of High Labour Turnover within the Hotel Industry in Johor Bahru 1.0 Introduction The hotel industry in Malaysia was considered the second highest industry that contributed to the national GDP. A report from the Malaysia Insider (2010) stated that 9% of the country’s GDP is contributed by this industry due to the increasing numbers of tourists visiting the nation. This can be seen from a 2010 report by the MTPB which showed 16.4 million tourists arrived in 2005, later the
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ESSEX INTERNATIONAL COLLEGE Programme: Unit Number: Unit Title: Unit Code: Credit Value: QCF Level: BTEC Higher National Diploma (HND) in Business 21 Human Resource Management K/601/1264 15 4 Writer of the brief: Internal Verifier name: Mr Alfred Dr Rahman Learning outcomes and criteria covered by this assignment: All pass criteria All merit descriptors All distinction descriptors Key dates: Assignment distribution date to learners: Assignment/Portfolio submission date for
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based on an empirical study in Chinese multinational enterprises (MNEs), this study develops an IHRM model and argues that it can be widely applicable. The model indicates that an MNE’s IHRM policies and practices are the interaction of the home HRM system, firmspecific factors and host-contextual factors. The firm-specific and host-contextual factors have a differentiated, changing and concurrent impact on IHRM policies and practices. There is also interplay between IHRM policies and practices
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the Relationship between Strategic Management and SHRM: The Best-Fit School of SHRM The Best-Fit (or contingency) school of SHRM explores the close link between strategic management and HRM, by assessing the extent to which there is vertical integration between an organisation’s business strategy and its HRM policies and practices. This is where an understanding of the strategic management process and context can enhance our understanding of the development of SHRM, both as an academic field of
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A MEASURE THAT EXAMINES ATTITUDES TOWARDS e-HRM PRACTICES by Lisa Shane submitted in part fulfilment of the requirements for the degree of MASTER OF ARTS in the subject INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY at the UNIVERSITY OF SOUTH AFRICA SUPERVISOR: MR H VON DER OHE MARCH 2009 Student number: 33450625 STATEMENT I declare that “DEVELOPMENT AND VALIDATION OF A MEASURE THAT EXAMINES ATTITUDES TOWARDS e-HRM PRACTICES” is my own work and that all sources
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Critically discuss why it is important for an organization to have effective processes for recruitment and selection. Word count (excluding references and front page): 2,995 In 21st Century, tight labour market affects in more complicated and difficult task for organizations which crave to recruit and select talented employees. Fewer qualified applicants, influence in ever greater competition for precocious employees. Deficiency of talented aspirants beg the doom of necessity for successful
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1 Apple’s Make vs. Buy Decision Tanjaneka Guy Dr. Robert Waldo Human Resource Management Foundations – HRM 500 October 29, 2011 Apple’s Make vs. Buy Decision 2 Best approaches to Recruiting Recruiting can include giving proper interviews. Human Resources recruitment is to build a supply of potential new hires that the organization can draw on if the need arises. Public employment agencies allows employees to register their job vacancies with their
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Electronic Submission Coversheet * Please complete and insert this form as the first page of your electronic submission. * Submit the assignment with attached coversheet electronically through the Wolf E-submission gateway * Please make sure you keep a copy of your assignment. Student Details Surname | ADEYEYE | Given name | BABATUNDE .K. | Student Number | 1015631 | Email | meet_tunashi@yahoo.com | Assignment Details Module name | Managing Human Resources | Module Code
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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
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Purpose and principles: Multinational companies recognize that human resources play an important role in developing and sustaining a competitive advantage in today’s highly competitive global business environment. As a result, Multinational companies increasingly use expatriates on short-term and long-term international job assignments for a variety of purposes, such as to acquire and transfer knowledge, to manage a foreign subsidiary, to fill a staffing need, to maintain communication, coordination
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