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
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HRM Explain why HRM is important First – significant source of competitive advantage Second‚ important part of organisational strategies managers have to think about their employees and relationships Job design‚ job training‚ performance management Way employees treat people significantly affects organisational performance‚ creating high-performance work practices Describe the principal roles‚ functions and outcomes of HRM Human resource management process – activities necessary for staffing the
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reflects that attracting‚ managing‚ nurturing talent and retaining people has emerged as single most critical issue with enormous opportunities spun off by the market. In the Knowledge economy‚ corporate houses have to address the core issues of the HRM like as listed below: employee engagement‚ e-HR (ranges from e-Recruitment to e-HRIS)‚ Competitive pressure on increasing employee wages‚ employee as brand ambassador‚ managing talent‚ labor shortage‚ higher ethical standards‚ quality of work life‚
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First wave feminism The first feminist movement begun in the late 1800s‚ but it was not as effective as compared to the second wave. From 1850s to 1920s‚ the feminist mainly focused on women’s right to vote. The Equal Right Amendment was introduced since 1920s but did not pass in the Congress until early 1970s. Most feminist in early twentieth century did not gave up on their thoughts‚ but them did not have a centralized views or issue. The movement was then lost its influence. The remained feminist
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developments concerning employee benefits And pensions Ghobadian‚ A.‚ & White‚ M. (1987) Factors Contributing to the Implementation of Unbiased Job Evaluation Schemes. Personnel Review‚ 16(5)‚ 21-25. Gomez-Mejia‚ L. R. (1990) Increasing Productivity: Performance Appraisal and Reward Systems. Personnel Review‚ 19(2)‚ 21-26. Horwitz‚ F. M. (1999) The emergence of strategic training and development: the current state of play. Journal of European Industrial Training‚ 23(4/5)‚ 180-190. Luszcz‚ M. A.‚ & Kleiner
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NUTRITION FOR HEALTH AND SOCIAL CARE P1: Explain concepts of nutritional health. Introduction: For this assignment‚ I am to write on the basic nutritional terms and concepts with reference to Marian’s case study. First‚ Marian will start by explaining briefly the major terms used in nutritional health which are: Food: Food is anything solid or liquid if when eaten‚ assimilated and absorbed by the body‚ provides energy‚ nourishes the body and supports life. Example: fish and chips‚ rice
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HRM & THIRUKKURAL BY Reshmi R (11AC23) Gunaseelan Mathivannan (11AC11) Nithin N (11AC15) Vinod M (11AC41) Vinoth Kishore A (11AC43) 1. ABSTRACT Tirukkural is a masterpiece of Tamil literature‚ composed during the last of the three Sangam eras. Kural continues to be important today‚ in the twenty first century‚ for scholars believe that Kural conveys many important
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2009 ABOUT AUTHORS We are Ammarah Mahmood‚ Samiya Fatima and Shehzania. We have been given a project “RELATIONSHIP B/W INTEREST RATE & INFLATION IN PAKISTAN” to study and analyze that importance of HRM in any Organization and how HR-Managers use HRM methods to create high-performance. We are students of MBA in IQRA University in the year 2009. Presently we are getting through our 4rd semester from IUGC and we are assigned to prepare this report. Every project needs a lot
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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)
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recruiting and filtering applicants in the staffinging function to providing adequate knowledge for the newly hired to properly fullfill their position. Continuing to guide employees through the development stage‚ with the oversight of management‚ HRM assists to improve the company’s workforce into a well oiled machine. The remaining primary functions of Human Resource Management‚ motivation and maintenance‚ in my opinion; are the most sensitive as well as rewarding to the entire work place. By encouraging
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