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Human Resource Management (HRM)

Below are Essay & Assignments tackled by us on Human Resource Management (HRM)

Showing 311 to 320 of 463 results.

  • Few Questions on Human Resource Management
  • NA...More

    NA ... Less

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  • High Performance Working (HPW) report on Oman LNG
  • Executive Summary 2
    Introduction 3
    Task 1 4
    Literature review 4
    Task 2 8
    Discussion 8
    Conclusion 11
    Recommendation 12
    References 14...More

    Executive Summary 2
    Introduction 3
    Task 1 4
    Literature review 4
    Task 2 8
    Discussion 8
    Conclusion 11
    Recommendation 12
    References 14 ... Less

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  • High Performance Working (HPW) report on Timpson, a british retailer
  • This report is based on the following tasks –

    1. Undertake a brief literature review of High Performance Working (HPW).

    2. Conduct a critical review of your organisation and discuss the extent...More

    This report is based on the following tasks –

    1. Undertake a brief literature review of High Performance Working (HPW).

    2. Conduct a critical review of your organisation and discuss the extent to which there is evidence that high performance working (HPW) exists and that it is contributing to the organisation achieving its strategic goal. This must be contrasted with an organisation commonly known to be ‘world class’ in that particular dimension.

    3. Design and conduct either a series of structured interviews or issue questionnaires to gauge the ‘temperature’ of the organisation on HPW. Your sample size must be a minimum of 5 people, preferably at different levels/departments in the organisation. A copy of your research tool must be included and fully justified and your findings presented and discussed constructively.

    4. Make recommendations based upon your findings, to improve HPW in your organisation, clearly stating how it can add value to the business performance. Recommendations must be timely and fully justified stating clearly costs and benefits and any further implications to the organisation.

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  • Hofstede and Schwartz Cultural Framework - An analysis and discussion along with contrast into the two cultural dimension perspectives
  • Introduction to Schwartz and hofstede cultural dimensions theories
    Hofstede framework of cultural dimension
    Criticism to Hofstede theory
    Schwartz framework of cultural dimensionMore

    Introduction to Schwartz and hofstede cultural dimensions theories
    Hofstede framework of cultural dimension
    Criticism to Hofstede theory
    Schwartz framework of cultural dimension
    Criticism to Schwartz theory
    Contrasting Hofstede & Schwartz framework
    References
    Appendices
    ... Less

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  • How significant is any process of ‘cultural homogenisation’ to the development of the global tourism and/or hospitality industry?
  • • Introduction
    • Cultural homogenisation and development of global tourism and hospitality industry
    • Conclusion
    • References
    ...More

    • Introduction
    • Cultural homogenisation and development of global tourism and hospitality industry
    • Conclusion
    • References
    ... Less

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  • how the practice of OB must be redesigned and realigned in multiethnic/multicultural contexts to ensure cultural appropriateness and to achieve organisational effectiveness
  • This report is based on the following requirement -

    Task
    This assessment task will synthesise your understanding on organisational culture and leadership with your theoretical and practical knowl...More

    This report is based on the following requirement -

    Task
    This assessment task will synthesise your understanding on organisational culture and leadership with your theoretical and practical knowledge of OB in Australian organisations. The focus of this activity is to determine how the practice of OB must be redesigned and realigned in multiethnic/multicultural contexts to ensure cultural appropriateness and to achieve organisational effectiveness.
    
Scenario
    
Australia has one of the world’s most culturally diverse workforces. Managing different cultural workgroups has ongoing implications on the success of the organisation. However, cultural differences leading to conflicts caused by ineffective communication and increasing moral and ethical degradation at workplace continue to be an issue of growing concern. Furthermore, as the workforce becomes, to a greater extent, diverse and multigenerational, labour power may force improvement in the employment relationship and call for different kinds of leaderships. Recently, exploratory studies conducted in Australia examined the blend of leadership styles/behaviours that different cultural workgroups preferred their managers to exhibit.

Using both literature and publicly available data:
1. Identify and discuss the communication challenges that a leader should expect to encounter in Australian organisations. 
2. Explain how leaders can confront ethical issues in Australian organisations.
3. Identify,synthesize and discuss an optimal mix of leadership styles/behaviours; which should be sufficiently flexible and can be appropriately adopted in Australian organisations.
     
    ... Less

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  • How to evaluate the recruitment and selection strategies of an organisation and the dangers of using such strategies
  • Introduction 2
    Various concerns for recruitment 3
    Recruitment and selection strategies 4
    Dangers of using the strategies 8
    Conclusion 11
    References 12
    ...More

    Introduction 2
    Various concerns for recruitment 3
    Recruitment and selection strategies 4
    Dangers of using the strategies 8
    Conclusion 11
    References 12
    ... Less

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  • HR Planning case study on permanent and temporary staff in an organization
  • This report is based on the following case study -

    You are the HR Manager in a manufacturing company. The company provides parts for the motor industry. Over recent years the success of the compan...More

    This report is based on the following case study -

    You are the HR Manager in a manufacturing company. The company provides parts for the motor industry. Over recent years the success of the company has fluctuated considerably. There have been some good times – when a new contract was won. There have also been some bad times, for example when one of the major customers relocated to a different country and sought suppliers in that country.
    The Managing Director has decided that there has to be a new approach to managing the human resources in the company. At present, around 95% of the employees are permanent, with just 5% working on temporary contracts. The Managing Director wants to move to a situation where there are around 75% of employees working on permanent contracts, with 25% working on a temporary basis. The 25% would have short term contracts which would be terminated when there was no longer any demand for their services. However, it would be hoped that they could be recruited back to the company if demand then increased.
    The Managing Director believes that now is an ideal time to put in place this new approach because a new contract has just been won by the company. At present there are 350 employees in the company. There is a need to recruit around 100 new employees to meet the demands of the new contract, and this could be the opportunity to create the 75:25 balance that he wants to achieve.
    The Managing Director has insisted that line managers take responsibility for the recruitment process, to ensure that the required skills are recruited.
    ... Less

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  • HR report to the CEO detailing the human capital issues, policies and practices
  • This report is based on the following requirement -

    Human Resource or Human Capital Management is increasingly being accepted as having a key strategic role for businesses. Firms must increasingly...More

    This report is based on the following requirement -

    Human Resource or Human Capital Management is increasingly being accepted as having a key strategic role for businesses. Firms must increasingly manage its people assets strategically. As a result, companies today have pressing HR needs with respect to planning, selecting, training, paying, engaging and retaining talents.
    You have just been appointed as the Human Resource Director for a large company with more than 3000 employees. Your immediate task is to review the human capital strategies, policies and practices prevailing in the company. As part of your work, you have to consider the following requirements:
    a) The management of human resource planning, recruitment and selection of manpower and come up with appropriate strategies, policies programmes and practices.
    b) The recommendation of total reward systems, including rewards and staff welfare schemes. The key components of total rewards programmes should include base salary, bonuses, travelling allowances, housing and other allowances.
    c) Other areas, including employment ethics, usage of Internet during working hours, employee relations and engagement and talent retention strategies.
    Task
    You are to write a comprehensive HR report to the Group CEO of your company, detailing the above human capital issues, policies and practices currently being used in your organisation or another organisation you are familiar with. You have to critically review current practices and strategies and then propose and recommend the necessary HR strategies, policies programmes and practices to be implemented for the company covering those areas. ... Less

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  • HRM Case Study Assignment on Clipperful Plastics
  • Introduction
    The impact of the HR strategy at Clipperful Plastics
    Barriers to communication at Clipperful Plastics
    Organizational culture at Clipperful Plastics
    Conclusion
    Recommendations
    Refere...More

    Introduction
    The impact of the HR strategy at Clipperful Plastics
    Barriers to communication at Clipperful Plastics
    Organizational culture at Clipperful Plastics
    Conclusion
    Recommendations
    References
    ... Less

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