Introduction How a company’s processes are managed has an effect not only on its overall success but also on each employee’s performance. Out of the many elements that can improve organizational effectiveness, employee empowerment is rather important. With the help of empowering leadership, it is possible to reach a higher...
As observed, just customers are valuable to firms as are the employees. It is worth noting that firms are not mere offices, factories, trade businesses or service organizations since people or the human resource plays a critical part towards the realization of anticipated goals (Rucci 83-97). In firms, individuals are...
Staff development and sustainability It is not enough to have in place employees within an organization. It has been shown that with time workers tend to lose focus, as well as morale in their works especially when there are no programs in place to help in staff or career development...
Introduction It is evident that the world will become more interconnected over the next one to two decades as the flow of knowledge, goods, and services increases. To effectively compete and set themselves apart, organizations will have to develop strategies that take advantage of these changes while identifying high growth...
Introduction Many laws and policies can be used to protect the rights of employees in their workplaces. Despite numerous intentions to support the staff and create appropriate working conditions, reports on negative attitudes and behaviors among colleges, including sexual harassment, continue. Each country has its own approach and punishment for...
Introduction Talent management is an important part of human resource management. It regulates how companies address issues such as the replacement of valuable employees and their retention, as well as other aspects related to employees. The presented case study outlines a situation where a company is starting to lose its...
Introduction Managers and leaders in an organization have delegated the role of ensuring employees carry out outlined tasks with the aim of attaining organizational goals and objectives (Ivancevich, Konopaske & Matteson, 2011). Good managers should clearly outline the strategies and methods used to attain the organization’s goals and vision. These...
Importance of Job Satisfaction Many researchers have drawn a link between job satisfaction and motivation. Most of them have used different terms to define them. For example, Champoux believes it refers to the overall level of contentment people have with their jobs (198). Job satisfaction (and by extension, motivation) is...
Introduction and Purpose of Paper Human Resources (HR) are extremely vital for any organization, as they give it an opportunity to maintain efficient operations. In this way, the performance of the company depends on its workforce, which means that individuals who recruit employees are to be rather diligent. The competencies...
Performance management is a dynamic process whereby managers and employees come together and work in conjunction with the functional strategies, goals and objectives of the organization or company. Performance management involves planning, monitoring, development, rating and rewarding processes within an organization’s cycle. Performance can be measured in terms of how...
Because of increased globalization, the interaction between people of various ages, backgrounds, and ethnicities is essential. Every person participates in the global framework that is based on diversity and cross-cultural relations. This is why any organization is striving to have a diverse employee background to sustain its competitive advantage. Putting...
Even though someone may say that demonstration of emotions is unprofessional, those still drive people’s behavior, including their behavior in the workplace. That is why proficient leaders should always take into account a human factor and be able to recognize, understand and manage emotions, both their own and those of...
Employee satisfaction plays a critical role in the overall productivity of the company. When employees are motivated and satisfied, they record improved performance. However, there are enormous factors that affect the overall satisfaction of employees. The purpose of this essay is to explore the employee programs employed by Google and...
Strategic HRM and Business Decision-Making The human resource (HR) is of particular importance for business success, and the need for the alignment of human resource management (HRM) with business strategy is highlighted nowadays by HRM specialists (Armstrong 2007; Boxall & Purcell 2013; Ulrich, Brockbank & Johnson 2009). Basically, the strategic...
Introduction Training needs analysis can be described as a process of collecting and processing data to analyze if there is a need for training. Its goal is to verify if there is a knowledge gap between the workers in the company, and how this issue can be solved. Denby (2010)...
Bibliographic Citation Society for Human Resource Management. “Selected Cross-Cultural Factors in Human Resource Management.” Research Quarterly, vol. 1, no. 1, 2008, pp. 1-9. Introduction The 21st century has been characterized by numerous changes and developments. Many workplaces are currently characterized by diversity. This is the case because there are many...
The current wave of globalization explains why “organizational development” mainly focuses on employee empowerment. Business organizations should manage their workers by establishing the best “work contracts.” Every company should develop, mentor, and encourage its employees. This proposal examines some of the recent studies on workplace development. Recent Studies for the...
Behavioral reaction to change is common in most businesses that conduct organizational change. In fact, the way employees perceive change determines how they react to it. Although organizations try to minimize resistance to change, some reactions are unavoidable (Senior and Swailes 31). One behavioral change observed is disengagement. Disengagement causes...
Introduction Change is one of the most important elements in the attainment of organizational success. Despite its importance, many employees resist it because of the numerous social and work-related shifts it introduces in the workplace. It is difficult for an organization to thrive without implementing change initiatives from time to...
Introduction Organizations can derive considerable competitive advantage by investing in training and development. Employee training and development help organizations to eliminate performance deficiencies amongst their workforce. Moreover, training and development contributes towards the improvement of employee stability. Organizations in different economic sectors are increasingly facing a major challenge emanating from...
Project managers should use a wide range of strategies to deliver positive results within a specified period. Competent managers should use appropriate practices and approaches to support the targeted project. One of the critical approaches towards delivering positive results is the creation of good teams. Many theorists argue that teams...
Characteristics of Distributed and Virtual Teams The internet continues to facilitate the use of virtual and distributed teams. Such virtual teams are usually situated in different parts of the world (Gundersen, Hellesoy, and Raeder, 2012). Project managers can use the internet to monitor the performance and effectiveness of different virtual...
The HR profession has evolved throughout decades. Modern HR practitioners focus on such aspects as leadership, strategic thinking, developing partnerships and so on (Pritchard, 2010). This paper includes some ideas concerning the future of the profession as well as competencies that will be needed to address new challenges. However, prior...
Introduction A number of organisations have established a specialised human resource (HR) department to handle the issue of recruitment and retention of talent. The HR function in such firms is referred to as People/Performance Partnership (PPP). It is an integral part of the organisation. The PPP is made up of...
Performance appraisal is an important element of HR management because it can significantly contribute to the improved performance of workers and businesses. In particular, these tools can help managers retain the trust of employees, make them more engaged in workplace activities, and identify organizational weaknesses. This is the main thesis...
To understand the connection between recruitment and retention, we need to define both phenomena. Recruitment is a process of finding employees that are suitable for hiring by an organization. Recruiting includes one or more verification procedures aimed at determining the candidates’ suitability and the means of persuading them to join...
Introduction Human capital is one of the most important resources that enable companies to create competitive advantages in their industries. A firm with a talented and innovative workforce is likely to develop unique products or services that satisfy market needs. Thus, most companies are adopting strategic human resource management (SHRM)...
Successful recruitment of an employee as a new member of a company can greatly affect his or her performance, motivation, as well as retention in a position (Philips & Gully, 2015). Therefore, it is crucial to give the process of recruitment extra thought as to how the hired talent can...
Employee Welfare in an Organization Work-life balance has emerged as an important term in the modern industrial context. According to scholars, work-life balance involves a number of issues related to employee welfare at the workplace. This report analyses the state of employee welfare at Oakwood International limited. This is a...
The strategic role of Human Resource Management (HRM) in the context of the ever-changing world is rather diverse, yet the core goal is to provide value to an organisation. Among HR managers’ functions, there can be recruitment, training, motivation, and so on. At this point, they encounter different challenges such...
Introduction The Virgin Blue is small pharmaceutical company with ten employees. The store department has two employees while the administration section has five employees. On the other hand, the sales department has two employees. Reflecting the compensating differential theory, the proposed compensation scheme aims at improving the remuneration that each...
The purpose of this reflective paper is to demonstrate learning attained in classroom on comprehension and use of information in the area of human resource management. It aims to capture issues related to equal employment opportunities (EEO) and affirmative action, human resource planning, recruitment and selection, as well as human...
Introduction The practice of human resource management often comprises of the activities that involve the management of the people, commonly known as a workforce. Since the practice of managing people changed from personnel management to human resource management, the human capital paradigm has been evolving rapidly with numerous transformative changes...
Abstract Employee benefit plans have been designed to provide workers with financial security to manage unexpected life situations. While it has been widely recognized that such programs are essential, lack of attention has been given to the value they can bring to both employees and their employers. The paper aimed...
Functional Areas of Human Resource Management Human resource management (HRM) is a powerful practice that brings stakeholders in a firm together. HRM leaders should be aware of the major functional areas in a firm. The first one is a business strategy. The HR manager can propose the most appropriate strategy...
Case Study This paper evaluates the case of ISI and its reward system policies currently in use in its United States operations. This review considers the impact of the policies on the company’s operations in India. The sections below bring out various factors to consider when thinking about performance-based pay...
Abstract Employee engagement is often associated with an improvement in organizational performance. This study examined how different engagement strategies (intrinsic and extrinsic) relate to job satisfaction levels of new employees. It involved a survey of 20 respondents drawn from two different firms. One of the firms had an established employee...
Introduction Training and development is a crucial undertaking in the growth of an economy. Unless professionals in various fields are moulded and additional developed through capacity building, an economy can hardly boast of growth. As a matter of fact, human resource development is the epitome of impressive economic performance in...
Performance management is a fundamental aspect of the human resource (HR) department. In modern organizations, it is essential to create a work environment that supports and enhances the most qualified worker’s productivity. A systematic approach is formed to engage with personnel throughout their employment and maximize the use of human...
Linking Business Strategy and HRM High-performance work systems relate to a special collection of human resource practices. They are interconnected, and the majority of them (including training, performance evaluation, and reimbursements) are designed to improve workforce performance (Jiang et al. 2012). When these human resource practices are applied, the overall...
Abstract Human resources management is essential to the success of every organization. Efficient functioning of the HR department allows to reduce turnover, improve motivation, and increase workers’ profitability, while at the same time decreasing some of the business costs and retaining talents. The roles of the HR department include a...
HR Manager’s Core Duties Being an HR manager is never easy as it involves working with individuals having their own problems in order to make the company more successful. If we speak about the peculiarities of their work, there is a plenty of practices that are helpful when it comes...
Explain the objectives of effective compensation management. The absolute objective of effective compensation management is to have reasonable salaries and wages amongst employees. This salary scale ought to match the employees’ qualifications and other qualities that may be unique to different employees. It also seeks to enhance fairness in salary...
Introduction Employees are the most significant asset of a business since they are the determining force of the overall business success. Considering the significance of the workforce in a business, it is important for organizations to invest heavily in their workers through consistent employee development. This significant intervention will not...
Introduction Human resource (HR) managers should use their competencies to guide, empower, and meet different employees’ needs. Skilled HR leaders implement appropriate strategic plans and processes to increase organizational performance. One of these processes entails the execution of powerful changes depending on the goals of a given business organization. That...
Introduction Compensation management is a very important element of human resource management. It entails giving monetary and other forms of benefits to employees as payment for services offered or reparation for a loss or injury suffered (Barber, Dunham & Formisano, 2012). Most organizations use their compensation strategies to motivate their...
Proposal Summary The proposal is about the role of HR management in recession, specifically in UAE aviation sector enterprises, with a look at Emirates Airlines, Dubai Airports, and Air Arabia. The study will be reviewing the roles that HR plays during the recession test whether it causes firms to withstand...
Abstract The paper discusses how successful leadership positively influences productivity. It begins by noting how the current business environment is rife with competitive and therefore in need of strong leadership. It discusses how leadership will result in innovation and creativity. This leadership will also increase motivation and help the organization...
Executive Summary Devolution in human resources has become more popular as a vital component of organizational practices and culture in many companies. Companies are increasingly embracing the concept of delegating work responsibilities and duties to subordinates to ensure they achieve positive results in the end. The changing external business environment...
Executive Summary Companies in the United Arab Emirates face numerous challenges in choosing and hiring staff. This is because of the shortage of skilled domestic labour and the bureaucracy of hiring expatriates. The report will focus on most fundamental human resources systems involved in choosing and hiring staff. The paper...
Introduction Recruitment and selection of employees is an essential decision for any business enterprise. Acquisition of employees costs the organization considerable capital. Therefore, the process should be undertaken with care to obtain an effective and efficient workforce to aid in the realization of overall organizational goals and objectives. Recruitment and...
People Management Practices at PepsiCo Successful organizations have proper human resource management practices that correlate with the organizational structure (Welch and Welch 79). People management practices include a set of guidelines that help an organization to handle the internal environment of work. The internal environment comprises of the employees, competitors,...
Introduction In contemporary business environments, groups and teams are widely used for the creation of projects, planning, research, monitoring, assessment, and evaluation. The rapid development of technologies in the modern world has led to the appearance of teleworking. This means that there is a tendency of creating virtual offices that...
Outline Introduction Reasons for Working in Fields and Industries Differing from Areas of Study Graduates’ Reasons not to Develop Careers in Fields Related to Their Majors Adaptation of HR Managers’ Practices to the Situation of Mismatching College Degrees and Positions Employee Orientation in Addressing Employees’ and Companies’ Needs Summary Introduction...
The motivation of employees plays a crucial role in organizational behavior; probably, it is one of the most difficult parts of it. If an employee lacks skills, he or she can be trained, if working conditions are not sufficient, those can be improved, but motivation is an indicator that is...
Introduction The performance of organizations is subject to a myriad of internal and external factors. Some of the external factors such as economic, social, and demographic changes are unpredictable and beyond the employers’ capacity to control. Despite the inherent uncertainty in these forces, employers can control some internal organizational aspects....
The scenario for the analysis Your department has fallen behind on production of a new product and is unable to keep up with demand. The company executive believes lack of motivation and ineffective training to be the major factors contributing to the team’s slow progress and poor quality of the...
Training needs assessment The new employees in the company require training before they can start their respective jobs. Identifying the specific needs of the employees will be the first step in the training program. A survey will have to be developed to identify with the areas of weakness among the...
Embry’s performance review Embry’s strengths include high ratings on expertise. He has the initiative to assist because he volunteered to help a team that appeared to be failing. He met his objectives with the two teams that he was assigned at the beginning of the period. One of Embry’s weaknesses...
Introduction Despite the fact that the field of human resource management is central in contemporary organisational practice, HR managers tend to have a relatively harder time than their colleagues when it comes to budget approval. Guest (2011) suggests that the reason for such challenges is that there has been little...
Introduction Talent management at Abu Dhabi Health Services Company (SEHA) is done to ensure the expertise of employees improves over time as they gain experience while working in the various hospitals under its management. This practice is done by developing staffing models, which are accurate, identification of vital skills while...
Abstract Talent management is one of the most important human resource functions. In this study, the researcher focused on talent management and how it relates to other human resource functions within organizations in Saudi Arabia. The researcher will use both primary and secondary sources of data. Introduction In Saudi Arabia,...
Introduction I belong to an organization whose business is tourism and travel. Tourism has allowed me to travel and meet peoples of various cultures. Heritage sites, tourist spots, and wonderful places have become familiar to me. Our organization seriously handles human resource management. Our manager says that we are the...
Introduction Human resources are crucial for the success of practically any type of business. For a company to be effective, it is essential to make sure that the workers hired have the necessary skills and qualifications and are able to do their job properly. Therefore, the process of hiring new...
Executive Summary The unpredictable nature of work and the consequent challenges that follow it are some of the biggest problems organizational managers have to deal with today. To overcome the challenges of the dynamic business environment, organizations ought to have a knowledgeable, skillful, adaptive, and flexible workforce to counter this...
Introduction According to Smith, employees (human resource) are an important factor of production for any organization and also the most challenging to manage (85). This is because human resource management requires skillful handling of an individual’s skills, thoughts and emotions in order to increase productivity. Motivated employees are necessary if...
Introduction Competitive advantage is a critical element of present-day organisations. The competitive advantage can either be in services, goods, employee management or internal and external procedures. According to Del Valle and Castillo, “The employees are the assets of the organisation. Competitive advantage in human resources policies can generate an enormous...
Objectives of human resource – One of the main objectives of human resource management is to ensure that the employees’ potentials in an organization are utilized effectively. They also ensure that the workforce is matched with the needs of the business. They also ensure that the employees who are in...
Introduction The global economy has increasingly become competitive. This situation has compelled organizations to generate cultures that promote job satisfaction in an attempt to maintain an active workforce throughout their operations. Various studies have indicated that productivity is directly related to the level of satisfaction of workers, regardless of the...
The goal of any retail business is to sell a product to a customer. However, the simplicity of this statement is deceptive – company’s owners and employees have to consider many aspects of this process and appropriately train not only to sell the products but encourage customers to return or...
Introduction Training and development in different types of organizations are important to help employees improve their task comprehension and performance. It is possible to train and educate employees, as well as to develop their skills, with a focus on the active learning approach and human resource development (HRD) strategies oriented...
Brief Overview Groups are very important in any organization since they help members in realizing their personal objectives, as well as institutional goals. A group is described as a team of individuals who are motivated to join hands with the aim of helping each other in performing certain functions. It...
Advantages and Disadvantages of Best Practice and Best Fit Best practice and best fit are common principles in HRM. However, the best-fit approach implies introducing HRM strategy, which complies with the initial mission statement of the firm (Boxall & Purcell 2013). This tactic helps the company shape a distinct competitive...
Abstract Motivation is one of the main driving forces for the employees to fulfill their tasks in the workplace properly and to stay satisfied with their job in general. Many employers do not realize that a poorly motivated employee is not really interested in the overall company’s success, his/her goals...
Differences between strategic Human Resource (HR) Management and operational Human Resource Management Strategic human resource management “Requires human resource professionals to consider the overall picture of business’s growth and implement ways to make a direct contribution to long-term goals” (Rosenzweig & Nohria, 2003, p. 229). In strategic human resource management,...
Introduction There are various factors that shape employees’ attitudes towards their job. Much attention should be paid to the way in which managers support workers. Admittedly, business administrators should make these people committed to the organizational goals and demand excellent results from them. Nevertheless, it is important to remember about...
Relevant Variables at the Individual Level of OB Individual-level Variable Organizational behavior is a concept that has been commonly used during the analysis of employees’ motivation. The concept of identity at an individual level is essential in understanding the individuals’ differences over a given position or management policies. Companies consist...
Recruitment and selection are the most important processes of HRM, in addition to the training of workers. The two processes ensure that positive qualities in people manifest to support a favorable atmosphere for improving organizational culture. For a medium-sized organization, the processes will often overlap and its repeatability may not...
Introduction The main objectives of the Orientation-Safety Portion Training help in educating new employees and current employees on potential safety hazards in the workplace including fire and electrical safety, emergency action plan, and Lock Out/ Tag Out among others. Based on the Gestalt theory, the program aims at addressing emergency...
Introduction In the modern world of business, companies have to engage in stiff competition to survive in the market. Because of this, it is paramount that the workers are provided with adequate feedback on their actions so that they might capitalize on their strengths and address their weaknesses to increase...
Kalliath and Brough (2008) established that there was an increasing interest in matters relating to work-life balance. According to the authors, the rise in curiosity about these issues was caused by the concern that lack of balance in the work-life relationship could lead to poor health and decreased performance of...
Executive Summary The focus on organisational behaviour is important to understand rules and factors that affect the human forces in organisations. Organisational behaviour studies the employees’ attitudes and actions important to influence their productivity and performance. Studying organisational behaviour, leaders pay attention to the employees’ individual needs, to the group...
Introduction The management of employee performance is one of the most important factors that determine organizational success (Markos & Sridevi 2010). In the current competitive business environment, organizations have adopted the resource-centered approach to management. Organizations should strive to integrate the human resource practices with the company’s goals and strategy...
Introduction The performance and success of any group activities depend on various factors. Based on the conditions and type of work performed, different results can be achieved, and some criteria are significant and affect productivity. The status of employees and the size of the group are those indicators that should...
Introduction Employee engagement has to do with treating employees as organizational assets not as liabilities. During the era of scientific management, organizations viewed employees as liabilities and as a result, they did not bother to invest in employee development because they believed that the compensation offered to employees was enough...
Part A Main products In our organization, we have four different types of products. First, we have the differentiated products, which have been able to have a distinction from other similar products. Secondly, we have customized products that meet customer’s requirements. We make considerations when developing our products to meet...
Executive Summary Violence in the workplace can be explained by multiple factors; among the most important causes, one can distinguish the following ones: high levels of work stress; lack of communication between managers and employees; poorly-developed performance appraisal methods, unwillingness of managers to investigate bullying behavior. Secondly, it is important...
Introduction A lot of business organizations desire to pass training skills to their employees and workers in an aim to equip them with the necessary skills to achieve the organization’s goals. Therefore, a training model is a step by step procedure designed by a business organization describing how training practices...
Introduction and Thesis Statement In the modern business world, human resources management is becoming an important part of strategic management (Wright & McMahan, 2011). It is no longer about the normal practices of recruiting and employee welfare. Strategic human resource management is majorly concerned with how to best manage the...
Abstract Understanding the cultural values of employees is important in determining their behavioral patterns at the workplace. In this study, it has been discovered that an individual’s behavior is closely defined by his or her cultural background. The research has also revealed that people from different cultures embrace different values...
Do you agree with Juliet Bourke that the use of flexibility has moved away from its original paradigm? Juliet Bourke states, “flexibility is now about how we get more out of fewer people” (Kramar et al. 316). Indeed, to get better results, many companies prefer to have fewer workers but...
Introduction Human resource outsourcing is a situation where a company enlists the services of a third party to perform some of its tasks related to human resources. In big corporate organizations, outsourcing is mainly done for highly specialized tasks or functions (Adler 53). The main points The article primarily addresses...
Introduction Personnel or people management is concerned with matters of employment and management of people and workforce for completion of their specific tasks and responsibilities. The basic purpose of this branch is to manage recruitment, people resourcing, employees’ training, and developing relations with employees. Recruitment is a crucial part of...
HR MANAGEMENT Diversity HR strategies have become an important element of contemporary HR management as more and more companies have to manage a diverse workforce. Notably, research shows that during financial crises (or when facing certain financial constraints) companies pay little attention to diversity management (Crawshaw, Budhwar & Davis 2014)....
Thesis Statement The 21st century has ushered in the latest and increasingly sophisticated technology. The improved technology may be viewed as either a blessing or a curse in the modern business environment. Such sophisticated monitoring technologies enable organizations to conduct basic business transactions, launch investigations, avoid liability as well as...
The Plan and Strategy for Recruiting Staff The proposed recruitment plan (Gourmet Coffee shop) will be used to hire a workforce for the next three years (2014-2017). The positions that need to be filled include three store managers and ten coffee servers. A recruitment agency will be contracted to enlist...
Introduction Managing human resources in the context of international business can be discussed as a challenging task, especially with the focus on selecting sources and methods for motivating employees who work in intercultural environments. The principles of the strategic business management should also be taken into account to develop and...
Introduction to Total Reward Management The United Kingdom highly acknowledges total reward management because total rewards are aspects that employees regard highly in an organization. Employers use total rewards to attract, maintain, and motivate employees. The problem is that employers cannot afford offering benefits and salaries that motivate employees and...
Executive summary This report evaluates the emergence, growth, and development of HR function over the past decades. More emphasis goes to planning as one of the most important HR functions. Firstly, the rationale for the assignment stands out by outlining the description of the issue under evaluation coupled with outlining...
Introduction Diversity refers to the “extent to which the workforce of an organization is heterogeneous in terms of personal and functional characteristics” (Paludi 12). It encompasses the demographic attributes of the employees such as their ethnicity, gender, age, culture, and race. Diversity also includes the educational achievements and the work...
Problem Statement After realizing that lack of training can have adverse effects on the performance of institutions, most organizations have opted to reorganize their production processes (Jelena, 2007). Recently, organizations have instituted the compliance and quality control departments. Most of these organizations pursue strategies that determine the nature of training...
Comparing Definitions Training is traditionally viewed as a set of activities that compel the participants (i.e., employees) to acquire a set of specific skills. There are, however, other ways of looking at the process of training. Particularly, some studies suggest looking at training as a “process whereby the trainer imparts...
