The impact of human resource practices on the organizational performance Prepared for - Mominul Haque Talukder (MHT) Course- MGT 351 Section 8 Prepared by – Group 6 Tashdeed Tawsif Ahsan 111 0402 030 Takbir Hossain Bhuiyan 111 0485 030 Jannatul Fardous Metul 111 0560 030 Khondker Maruful Islam 111 0935 530 Md. Muntasir Uddin 113 0148 030 Contents Abstract 3 1. Introduction 4 2. Significance & objective of the Study 6 3. Questionnaire 7 4. Review of Literature 10
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creates a unique selling point or USP and allows that company to gain a larger market share by being able to offer something different to competitors. Pfeffer defines 3 areas a company with competitive advantage must possess: - 1) Distinguishes them from their competitors‚ 2) provides positive economic benefits‚ and 3) is not readily duplicated. (Pfeffer‚ 1994). If a company is able to obtain all 3 of these aspects they will establish a competitive advantage over other business‚ although it is becoming
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Management Review‚ 19 (4): 304-313 • Madsen‚ T.‚ Mosakowsi‚ E.‚ & Zaheer‚ S. (2003). Knowledge Retention and Personnel Mobility: The Nondisruptive Effects of Inflows of Experience. Organization Science‚ 14 (2): 173-191 • Noe‚ R.‚ Hollenbeck‚ J.‚ Gerhart‚ B. & Wright‚ P. (2008). Human Resource Management: Gaining a Competitive Advantage. McGraw-Hill. • Deanne N. den Hartog‚ Paul Boselie and Jaap Paauwe (2004). Performance Management: A Model and Research Agenda. Applied Psychology: An International
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"Extreme Ice" In this documentary film‚ “Extreme Ice‚” produced by PBS TV‚ 2009‚ James and scientists shows how glacier ice is melting. James Balog‚ a photographer‚ wanted to document and help scientists to understand mountain monumental changes. So he surveyed the ice and went to the places such as Alaska‚ Green land‚ etc. The project team which called “Extreme ice” discovered that there were very serious problems. The sun was the most reason of ice melting. But now‚ such as Industrial
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Vol. 16‚ No. 3‚ pp.343–372. Ghoshal‚ S. and Bartlett‚ C.A. (1998). The Individualized Corporation‚ Heinemann‚ London. Gibb‚ S. (2003). Line Manager Involvement in Learning and Development: Small Beer or Big Deal? Employee Relations 25‚ no. 3: 281-293. Gilley‚ J. W.‚ & Gilley‚ A. M. (2003). Strategically integrated HRD: Six transformational roles in creating results-driven programs (2nd ed.). Cambridge‚ MA: Perseus. Goldstein & Gilliam. (1990). Training System issues in the year 2000‚ American Psychologist
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out making sales calls‚ and the other is in the office interviewing potential workers and handling paperwork” (Noe‚ Hollenbeck‚ Gerhart‚ et al‚ 2010‚ p. 264). As a result‚ this team based of approach of staffing older experienced personnel with younger developing staff members has increased the organizations retention rate and productivity levels (Noe‚ Hollenbeck‚ Gerhart‚ et al‚ 2010). Questions 1. Personnel selection decisions typically are based on the fit for one person for one job. In
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Pfeffer (1998) defined best practice theory is on the basis of an assumption that a high performance enterprise’s successful human resource practices also can be the example used in other enterprises and get the same results. As a result of the different understanding of people‚ there is also having other definitions. For example‚ Johnson (2000) also giving an definition that best practice is considered as a type of human resource method or system which have some qualities like additive additively
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Germans. She was one of many Dutch saviors of the Holocaust. For over two years‚ she administered food‚ shelter‚ companionship‚ and news of the outside world to eight Jewish people. The Frank Family‚ the van Pels‚ and a Jewish dentist named Fritz Pfeffer were taken great care of. By virtue of her gratitude‚ these Jews were fortunate enough to have Miep in their lives. Miep jeopardized her own life when she assisted in hiding the eight innocent people. She brought food for them secretly and knew
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resource management (HRM) policies and practices on firm performance is an important topic in the fields of human resource management‚ industrial relations‚ and industrial and organizational psychology (Boudreau‚ 1991; Jones & Wright‚ 1992; Kleiner‚ 1990). An increasing body of work contains the argument that the use of High Performance Work Practices‚ including comprehensive employee recruitment and selection procedures‚ incentive compensation and performance management systems‚ and extensive employee
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In current period‚ the operating organization especially in the international basis confront with several challenges. The changing structure of the economy‚ technological changing and the opening of markets to global market and the development in professional and service occupations make it impossible for business to survive very long doing the same work in the same way. The change in employment and occupational patterns has led to the change in skill requirement and work hour demand. These changes
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