This document provides information about getting fully solved assignments from an assignment help service. It includes their contact email and phone number and requests students to send their semester and specialization to get solved assignments. It also provides instructions to submit assignments by April 30th, 2014 and includes 4 sample questions related to human resource management topics like perspectives of HRM, performance appraisal problems, principles of learning in training, and workers' participation in management.
Strategic Approach to Human Resource ManagementAtul Chanodkar
Strategic Approach to Human Resource Management
- Why Strategy
- Defining Strategy
- Key Elements of SHRM
- Differentiating Traditional and Strategic HRM
- Integrating HR Strategies with Corporate and Functional Strategies
- Integrating Human Resources in Strategic Decisions
- Organizational Human Resource Strategy: A Quick Look
The Executive MBA Program with a specialization in Strategy and Leadership is specifically designed for executives and top managers of various companies. It covers all major topics relevant to the successful leadership and management of the organizations. The aim of the Program is to equip professionals with relevant business knowledge and tools in order to improve their own and company’s performance, identify weaknesses and increase efficiency.
Strategic Approach to Human Resource ManagementAtul Chanodkar
Strategic Approach to Human Resource Management
- Why Strategy
- Defining Strategy
- Key Elements of SHRM
- Differentiating Traditional and Strategic HRM
- Integrating HR Strategies with Corporate and Functional Strategies
- Integrating Human Resources in Strategic Decisions
- Organizational Human Resource Strategy: A Quick Look
The Executive MBA Program with a specialization in Strategy and Leadership is specifically designed for executives and top managers of various companies. It covers all major topics relevant to the successful leadership and management of the organizations. The aim of the Program is to equip professionals with relevant business knowledge and tools in order to improve their own and company’s performance, identify weaknesses and increase efficiency.
- Introduction to HRM
- Definitions of Human Resource Management
- Objectives of HRM
- Functions of HRM
- Characteristics of HRM
- Duties of HRM
- Changing Environment of HRM
This excerpt from Peter Bergeron's "Union Proof: Creating Your Union-Free Strategy" provides the most vital areas to address when creating an environment in which unions are unnecessary.
- Collective Bargaining
- Trade Union
- Why Employees Join Trade Union
- Factors Leading to Employee Unionization
- Collective Bargaining
- Process of Collective Bargaining
- Introduction to HRM
- Definitions of Human Resource Management
- Objectives of HRM
- Functions of HRM
- Characteristics of HRM
- Duties of HRM
- Changing Environment of HRM
This excerpt from Peter Bergeron's "Union Proof: Creating Your Union-Free Strategy" provides the most vital areas to address when creating an environment in which unions are unnecessary.
- Collective Bargaining
- Trade Union
- Why Employees Join Trade Union
- Factors Leading to Employee Unionization
- Collective Bargaining
- Process of Collective Bargaining
Human resource management & Committee and teamshawraz Faris
Human resource management & Committee and teams
Human Resource (HR): refers to all the people who work in an organization called personnel.
Human Resource Management(HRM): refers to the organizational function which includes practices that help the organization to deal effectively with its people during the various phases of the employment cycle.
HRM is management function concerned with hiring, motivating, and maintaining people in an organization. It focuses on people in the organization.
Human Resource Management (HRM): is a management function that deals with recruiting, selecting, training and developing human resource in an organization.
It is concerned with the “people” dimension in management.
It includes activities focusing on the effective use of human resources in an organization.
It is concerned with the development of a highly motivated and smooth functioning workforce.
It also includes planning, acquiring, developing, utilizing and maintaining ‘human resources’ in the achievement of organizational goals
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent
A team is a group of individuals working together to achieve a goal.
Human Resource Management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources – in ways at contribute to organizational effectiveness.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
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➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Building Your Employer Brand with Social MediaLuanWise
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1. Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
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ASSIGNMENT
Course Code : MS - 02
Course Title : MS- 02: Management of Human Resources
Assignment Code : MS-02/TMA/SEM-I/2014
Coverage : All Blocks
Note : Attempt all the questions and submit this assignment on or before 30th April , 2014 to the
coordinator of your study centre.
Q.1 What are different perspectives of Human Resource Management? How do you see
organizations pursuing these perspectives to meet their goals and strategic objectives in the
present day business environment?
Discuss underlying concepts with the help of examples you are familiar with. Briefly describe the
organizational antecedents to support your answer.
Ans : Five different perspectives of human resource management (HRM) include the normative
perspective, the critical perspective, behavioral perspective, systems perspective, and agency or
transaction cost perspective.
1. The Normative Perspective :
The normative perspective of human resource management bases itself on the concepts of “hard
HRM” and “soft HRM,” on which the foundations of human resource management rest.
The concept of “Hard HRM” is the basis for the traditional approach toward human resource
management. This concept traces its origins to
Q. 2 What are the major ‘problems/errors’ which came in the way of ‘Effective Performance
Appraisal Systems’ of any organization?
Describe and explain with the help of your organizational experiences or the ones you are familiar
with. Briefly explain the organization, situation and its fall out too support your reply.
Ans : Major ‘problems/errors’ which came in the way of ‘Effective Performance Appraisal
Systems’ of any organization :
2. In conversations with HR leaders and employees, the talent management process that suffers from
the most disdain around the world is the performance appraisal. It’s one of the few processes that
even the owners of the process dread.
Here are the problems with performance appraisals :
Most Serious Performance Appraisal Problems
1. Don’t assess actual performance —
Q. 3 What are the “Principles of Learning” which are followed in developing ‘Effective Training
Programmes’?
Critically evaluate the ‘Training Environment’ you are exposed to vis-à-vis the ‘Principles of
learning’ followed/not followed or the ones you are aware of.
Briefly describe the situation and the organization to logically support your replies.
Ans : “Principles of Learning” which are followed in developing ‘Effective Training Programmes’:
Since training is a form of education some of the principles that emerge from learning theory can be
logically applied to training. Learning is the human process by which skills, knowledge, habits and
attitudes are acquired and utilized in such a way that behavior is modified. Once employees are
selected, they must be prepared to do their jobs, which is when orientation and training come in.
Orientation means providing new employees with basic information about the employer. Training
programs are used to ensure that the new employee has the basic knowledge required to perform
the job satisfactorily.
Q. 4 Critically evaluate the state of workers’ participation in Management in the present day
business scenario.
Explain with examples your answer giving due details of the organizations and the sources you are
referring to.
Ans : State of workers’ participation in Management in the present day business scenario:
Workers’ participation in management is an essential ingredient of Industrial democracy. The
concept of workers’ participation in management is based on Human Relations approach to
Management which brought about a new set of values to labour and management.
Traditionally the concept of Workers’ Participation in Management (WPM) refers to
participation of non-managerial employees in the decision-making process of the organization.
Workers’ participation is also known as ‘labour participation’ or ‘employee participation’ in
management. In Germany it is known as co-determination while in Yugoslavia it is known as self-
management. The International Labour Organization has been encouraging member nations to
promote the scheme of Workers’ Participation in Management.
Workers’ participation in management implies mental and emotional involvement of workers in the
management of Enterprise. It is considered as a mechanism where workers have a say in the
decision-making.
The concept of workers’ participation in management encompasses the following:
ð It provides scope for employees in decision-making of the organization.
ð The participation may be at the shop level, departmental level or at the top level.
3. ð The participation includes the willingness to share the responsibility of the organization by the
workers.
Features of WPM:
1. Participation means mental and emotional involvement rather than mere physical presence.
2. Workers participate in management not as individuals but collectively as a group through their
representatives.
3. Workers’ participation in management may be formal or informal. In both the cases it is a system
of communication and consultation whereby employees express their opinions and contribute to
managerial decisions.
4. There can be 5 levels of Management Participation or WPM:
a. Information participation: It ensures that employees are able to receive information and express
their views pertaining to the matter of general economic importance.
b. Consultative importance: Here workers are consulted on the matters of employee welfare such
as work, safety and health. However, final decision always rests with the top-level management, as
employees’ views are only advisory in nature.
c. Associative participation: It is an extension of consultative participation as management here is
under the moral obligation to accept and implement the unanimous decisions of the employees.
Under this method the managers and workers jointly take decisions.
d. Administrative participation: It ensures greater share of workers’ participation in discharge of
managerial functions. Here, decisions already taken by the management come to employees,
preferably with alternatives for administration and employees have to select the best from those for
implementation.
e. Decisive participation: Highest level of participation where decisions are jointly taken on the
matters relating to production, welfare etc.
Objectives of WPM:
1. To establish Industrial Democracy.
2. To build the most dynamic Human Resources.
3. To satisfy the workers’ social and esteem needs.
4. To strengthen labour-management co-operation and thus maintain Industrial peace and harmony.
5. To promote increased productivity for the advantage of the organization, workers and the society
at large.
6. Its psychological objective is to secure full recognition of the workers.
Strategies / Methods / Schemes / Forms of WPM:
1. Suggestion schemes:
Participation of workers can take place through suggestion scheme. Under this method workers are
invited and encouraged to offer suggestions for improving the working of the enterprise. A
suggestion box is installed and any worker can write his suggestions and drop them in the box.
Periodically all the suggestions are scrutinized by the suggestion committee or suggestion screening
committee. The committee is constituted by equal representation from the management and the
4. workers. The committee screens various suggestions received from the workers. Good suggestions
are accepted for implementation and suitable awards are given to the concerned workers.
Suggestion schemes encourage workers’ interest in the functioning of an enterprise.
2. Works committee:
Under the Industrial Disputes Act, 1947, every establishment employing 100 or more workers is
required to constitute a works committee. Such a committee consists of equal number of
representatives from the employer and the employees. The main purpose of this committee is to
provide measures for securing and preserving amity and good relations between the employer and
the employees.
3. Joint Management Councils:
Under this system Joint Management Councils are constituted at the plant level. These councils were
setup as early as 1958. These councils consist of equal number of representatives of the employers
and employees, not exceeding 12 at the plant level. The plant should employ at least 500 workers.
The council discusses various matters relating to the working of the industry. This council is
entrusted with the responsibility of administering welfare measures, supervision of safety and health
schemes, scheduling of working hours, rewards for suggestions etc.
Wages, bonus, personal problems of the workers are outside the scope of Joint management
councils. The council is to take up issues related to accident prevention, management of canteens,
water, meals, revision of work rules, absenteeism, indiscipline etc. the performance of Joint
Management Councils have not been satisfactory due to the following reasons:
· Workers’ representatives feel dissatisfied as the council’s functions are concerned with only the
welfare activities.
· Trade unions fear that these councils will weaken their strength as workers come under the direct
influence of these councils.
4. Work directors:
Under this method, one or two representatives of workers are nominated or elected to the Board of
Directors. This is the full-fledged and highest form of workers’ participation in management. The
basic idea behind this method is that the representation of workers at the top-level would usher
Industrial Democracy, congenial employee-employer relations and safeguard the workers’ interests.
The Government of India introduced this scheme in several public sector enterprises such as
Hindustan Antibiotics, Hindustan Organic Chemicals Ltd etc. However the scheme of appointment of
such a director from among the employees failed miserably and the scheme was subsequently
dropped.
5. Co-partnership:
Co-partnership involves employees’ participation in the share capital of a company in which they are
employed. By virtue of their being shareholders, they have the right to participate in the
management of the company. Shares of the company can be acquired by workers making cash
payment or by way of stock options scheme. The basic objective of stock options is not to pass on
control in the hands of employees but providing better financial incentives for industrial
productivity. But in developed countries, WPM through co-partnership is limited.
Dear students get fully solved assignments
5. Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )