expressed differing opinions on the importance of employees as a direct influence on an organisations competitive advantage. Although no firm agreement has been reached‚ it is generally accepted that the use of strategic human resource management (SHRM)‚ (i.e. proactively changing and implementing a series of internal HR policies to ensure effective contribution from a firms human capital to the achievement of business objectives)‚ is relevant within HR intensive firms. 2 Perspectives on HRMStrategic
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Nature of HRM (Human resources management) HRM is process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their whole hearted cooperation. In short‚ it may be defined as the art of procuring developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. It has the following features: Pervasive force: HRM in pervasive(omnipresent) in nature. It is present
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Communication: Human Resource Management: Introduction H1KP 34 Outcome 1 Candidate Name: Wang Danyang Grade and Class: 2012 Business Management E1 Table of Contents Cover Page……………………………………………………………………...……..1 Table of Contents……………………………………………………………………...2 1. The Definition and Discrimination of HRM and PM………..……………..………3 1.1 The Definition of Human Resource Management……….……..………………..3 1.2 The Definition of Personal Management…………..…………..…….…………
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References: Website – Web document 1. Industrial Relationship. SHRM website (2013) Title of web document – Employee relations. Available from - URL. [http://www.shrm.org/hrdisciplines/employeerelations/Pages/default.aspx] Wikis 1. Wikipedia (2013) Industrial Relations [Industrial Relations]. Available from - URL
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.pdf Searle‚ R.H. (2006) ‘New technology: the potential impact of surveillance techniques in recruitment practices’‚ Personnel Review‚ Vol.35‚ Issues 3: pp.336351. SHRM (2011a) SHRM survey findings: The use of social networking websites and online search engines in screening job candidates‚ Society for Human Resource SHRM (2011b) SHRM poll: Social networking websites for identifying and staffing potential job candidates‚ Society for Human Resource Management‚ 20th June 41 Simply Hired (2012) Today’s
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Cognitive Biases in the Hiring Process James A. Butler University of Maryland University College Cognitive Biases in the Hiring Process When hiring for open positions within a company‚ an employer may want to investigate an applicant’s past history through a process known as a pre-employment background check. This check or process is used to screen applicants to find quality employees. Employers want to know who they are working with before hiring a potential applicant. The background check will
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Cain‚ C.‚ Haque‚ S. (April 2015). Organizational Workflow and Its Impact on Work Quality. NCBI Bookshelf Denison‚ D.R.‚ Mishra‚ A.K. (Nov. 2012). Organizational culture: Does a company’s culture affect organizational performance and effectiveness? SHRM Glickman‚ S.W.‚ Baggett‚ K.A.‚ Krubert‚ C.G.‚ Peterson‚ E.D.‚ Schulman‚ K.A. (2007). Promoting quality: The health-care organization from a management perspective. Liebler‚ J.G.‚ McConnell‚ C.R. (2012). Management Principles for Health Professionals
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Compensation & Benefits BUS455 Final Exam This is an open book and open notes exam. You may use whatever materials you feel necessary. I strongly recommend that you refer to the text and Lecture Notes that you read. There are a total of sixty (60) points available on this exam. Multiple Choice 1) Which of the following is least likely to be used as a skill-based certification method? a. tests b. college degree c. peer review d. on-the-job demonstration 2) An inappropriate way to assess
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References: Egan‚ J (2011). Strategic reward and total reward. January 2011. Retrieved from http://www.cipd.co.uk/hr-resources/factsheets/strategic-reward-total-reward.aspx Heneman‚ R. L. (2007). Implementing TotalRewards Strategies: SHRM Foundation’s Effective Practice Guidelines Series Benefits Package. September 21‚ 2006. Retrieved from http://www.preceptgroup.com/company/news/article.aspx?prpri=99.standard Smith‚ G. P. (2008). Recruitment and Retention Strategies: How to Attract
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Strategic Human Resource Management Case Nokia Case Nokia 1 Strategic Human Resource Management Case Nokia Vision and Mission .................................................................................................................3 History ...................................................................................................................................3 Nokia key data.......................................................................................
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