UNIVERSITY OF SUNDERLAND Faculty of Business & Law Exam Paper Module Code : HRM325 Module Title : Performance Management of Human Resources Time Allocated: 3 Hours SAMPLE INSTRUCTIONS: Section A: Section B: Answer FOUR out of six questions (40 marks) – ONE HOUR Answer TWO questions from FOUR - essay and report questions (60 marks) - TWO HOURS You should be careful to plan the use of your time as outlined above THE UNIVERSITY ’S REGULATIONS CONCERNING CHEATING‚ COLLUSION AND PLAGIARISM
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Recruiters have embraced social media with the thought‚ “If you can’t bring the candidate to the job opportunity‚ bring the job opportunity to the candidate.” With over 98% of recruiters using LinkedIn‚ social media recruitment is alive and kicking. Why? SHRM calls LinkedIn the “suit and tie” network‚ a virtual job and resume board full of well-qualified candidates. And because LinkedIn is free or low-cost and hosted online‚ recruiters can simply sit at their desks‚ reducing costs — both monetary and environmental
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throughout the organisation‚ how HRM policies are linked with other departmental polices to ensure the organisational goals are achieved. This is idea is ratified by (Wang‚ 2006) and can be easily appreciated‚ as many pieces of literature focusing on SHRM do show support for the horizontal fit. However on the matter at hand of external fit there has been some dispute over the effectiveness of this‚ as is seen by (Alleyne et al‚ 2006) who concluded in their research that such a fit was found to be. This
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SHRM So is responding to ethical issues strategic? The same applies. If by ethical behaviour you mean reaching an agreement to pay an enhanced pension to a member of staff who has been injured at work‚ no. That is an operational issue. A policy of increasing the employer’s pension contribution in line with inflation is managerial HR activity. However‚ a strategy to change an organisation’s culture to promote social‚ environmental and human rights would need to be strategic because of the wide
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Organizational culture and change: Explain how a strategic approach can be taken to deal with employee absence problem? In order to improve the absence problem of the organization‚ Human Recourses (HR) manager have to change both the company policies and employees manner toward the absence problem. So‚ in order to make the change more efficient‚ HR managers can use those change models such as Lewin’s Model and Kotter’s Eight-Step Model. In this case‚ the report will apply Kotter’s Eight-Step Model
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leadership theory in organizational contexts. Journal of Business Ethics‚ 113(3)‚ 377-393. Personnel Decisions International Corporation. (2011). From leadership potential to promotion success: More accuracy‚ more insight. Retrieved from www.pdinh.com SHRM Foundation. (2012). Investing in the future of HR. Retrieved from www.shrm.org Shekari‚ H.‚ & Nikooparvar‚ M. Z. (2011). Promoting leadership effectiveness in Organization: A case study on the involved factors of servant leadership. International
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Human resource management (HRM‚ or simply HR) is the management of an organization’s workforce‚ or human resources. It is responsible for the attraction‚ selection‚ training‚ assessment‚ and rewarding of employees‚ while also overseeing organizationalleadership and culture‚ and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement‚ HR will also serve as the company’s primary liaison with the
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Strategic Human Resource Management Lo 1: Understand how the strategic management of human resources contributes to the achievement of organization objectives. Importance of Strategic Human Resource Management Strategic human resource management is the process of integrating human resources function with the strategic objectives of the organization. In‚ order to achieve organization goal. The next section explores how human resource management has been modified to reflect the step changes
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“What do you do if your personal values are in conflict with organizational/interpersonal business protocols?” Personal values deal with ethical standards‚ morals‚ beliefs‚ integrity‚ respect‚ commitment‚ understanding and unbiased behaviors. Values are the basic believes that are important to you‚ the ones that guide your choices and tell you what is right or wrong (Pace‚ 2006). It would be extraordinarily hard to work in a company where my personal values are in conflict with the organization’s
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marketplace‚ having a highly committed or competent workforce is one of the most critical factors in maintaining a competitive advantage (Millmore et al.‚ 2007). Therefore‚ in a growing number of organizations‚ strategic human resources management (SHRM) is now viewed as a source of competitive advantage. Strategic human resource management is designed to help companies meet the needs of their employees while promoting company goals. As an important aspect of strategic human resource management is
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