1. Introduction It is widely accepted that business relies on effective human resource management (HRM) to ensure that companies hire and keep good employees and meanwhile they are able to deal with the conflicts between workers and managers. As we look at the history and content of HRM‚ there have been numerous changes in the world of human resources (HR) during the last decade as it shifts its focus from enhancing internal operations to maximizing contribution to the corporation’s business performance
Premium Human resource management
com/0142-5455.htm ER 25‚3 Line manager involvement in HRM: an inside view Douglas Renwick Management School‚ University of Sheffield‚ Sheffield‚ UK 262 Received September Keywords Line management‚ Employee relations‚ Strategy‚ Human resource management 2002 Revised December 2002 Abstract Although line managers have always been involved in managing human resources Accepted December 2002 (HR)‚ it is within human resource management (HRM) that their involvement has been placed centre-stage as
Premium Management Human resource management
to best match and develop ”appropraite” human resource management (HRM) approach/system of managing people in the tourism hospitality and leisure industry (THL). This easy would therefore be looking at some of the HRM approaches used such as the Harvard model; hard and soft approach in conjunction with the real world of the THL industry and to determine wither the hard approach is more appropriate. Human resource management (HRM) as described by Gratton L. (1999) has a concept with two distinct
Free Employment Human resources Labour economics
EJBO Electronic Journal of Business Ethics and Organization Studies Vol. 11‚ No. 1 (2006) An assessment of the ethical dimensions of corruption By: Geetanee Napal VNAPAL@UOM.AC.MU Abstract This paper addresses the ethical dimensions of corruption. Corruption in the form of bribery is widespread in the developing world and this includes Mauritius. Corruption assessed in absolute terms is unethical. However‚ if one were to use relativistic views‚ one would make allowances for ‘mild’
Premium Ethics
about the ethical basis of human resource management. EHR_C02.qxd 6/6/07 3:55 PM Page 27 28 The ethical nature of HRM ‘All HR practices have an ethical foundation. HR deals with the practical consequences of human behaviour’. (Johnson‚ 2003) ‘The entire concept of HRM is devoid of morality.’ (Hart‚ 1993: 29) Despite these moral appreciations of human resource management (HRM)‚ there is a strong tradition in business that insists that
Premium Ethics Business ethics Corporate social responsibility
1. Alleles are different versions of the same gene and one may be dominant to the other. –TRUE 2. In a dihybrid cross of a mother and father who are both heterozygous dominant for chin fissures and dimples‚ what would be the phenotypic ratio of chin fissures and dimples in their offspring? –-9:3:3:1 3. If two alleles are heterozygous‚ it means they are the same allele. --FALSE 4. If the letter ""C"" stands for the dominant allele for having a chin fissue and the letter ""c"" stands for the recessive
Premium Allele Gregor Mendel Zygosity
------------------------------------------------- Chapter One: Introduction 1.1 Rationale for the research * The most important rationale behind conducting the research is to fulfil the requirement of the degree requirement. This certainly is import to fulfil the part in order to obtain the degree. * The methodology chapter contains the discussion about the methodology adapted during the research process. The adapted methodology adapted on the rationale ground. First the research topic
Premium Human resource management
A (2010) Goh SC (1998). Toward a Learning Organization: The Strategic Building Blocks. SAM Adv. Manage. J.‚ 63(2): 15-20. Hassan MU‚ Yaqub M Z (2010). Strategic Role of Human Resource Development as Boundary Spanner. Eur. J. Econ. Financ. Adm. Sci.‚ 19: 146-154. Holton EF‚ Yamkovenko B (2008). Strategic Intellectual Capital Development: A Defining Paradigm for HRD? Hum. Resour. Dev. Rev.‚ 7(3): 270-291. Ijose O (2010). Strategic human resource management‚ small and medium sized enterprises and strategic
Premium Human resource management Management Organizational culture
context not all foreign companies gained success. Facing the differences of cultures‚ labour markets‚ and political and legal systems et al‚ localisation has become the main concern for many foreign companies doing business in China (Jones‚ 1997). While the development of localising management‚ many foreign firms are hiring local employees‚ thus the issues relating to HRM area have become the new challenge for foreign firms. Many foreign executives believe managing people effectively is the greatest
Premium Economy of the People's Republic of China Chinese character Chinese language
HRM GOALS HRM has three basic goals‚ which contribute to achieving management objectives: First goal is integration of HRM in two senses: integrating HRM into an organization’s corporate strategy‚ and ensuring an HRM view in the decisions and actions of line managers. Integration in the first sense involves selecting the HRM options consistent with (and which promote) the particular corporate strategy. The option is determined by the type of employee behavior expected (e.g. innovation)
Premium Human resource management Management