service. 2. Describe the HRM Practice HKJC Football has different bets mode to fulfill total customer satisfaction‚ allows to bet when and where it best suits for customers‚ e.g. Online Betting‚ Telephone Betting‚ etc. We are focus on Telephone Betting training. In 2003‚ HKJC College adopted Internet-based training and CD self-study for assisting staff because they wanted to minimize employees being infected by SARS. This can make trainees to do self-study anywhere. But nowadays‚ the staff
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“(HRM is) a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustained competitive advantage‚ this being achieved through a distinctive set of integrated employment policies‚ programmes and practices.” (John Bratton / Jeffrey Gold; Human Resource Management Theory And Practice‚ 2003) Although the terms Human Resource Management and Personnel Management are commonly used interchangeably‚ research has shown there
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day. Human Resource Management (HRM) thus plays an important function within an organization to manage employment. Being resource-centered on manpower‚ it focuses on recruiting the right people for the right job and set precise directions for employees to meet organization’s goals. As defined by Stone‚ HRM involves the productive use of people in achieving the organization’s strategic objectives and the satisfaction of individual employee needs. (Stone‚ 2005) HRM functions include main activities
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Manage. Mark. Res.‚ Vol. 5. Inyang BJ (2010). Strategic Human Resource Management (SHRM): A Paradigm Shift for Achieving Sustained Competitive Advantage in Organization. Int. Bull. Bus. Adm.‚ 7: 23-36. Jackson SE‚ Seo J (2010). The greening of strategic HRM scholarship. Organ. Manage. J.‚ 7: 278-290. Jackson SE‚ Schuler RS‚ Werner S (2008). Managing Human Resources. 10th ed. Cengage Learning.
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pp41-70. Scullion‚ H. and Linehan‚ M. (2005) International Human Resource Management: A Critical Text. England: Palgrave. Sparrow‚ P. Brewster‚ C. and Harris‚ H. (2004) Globalising Human Resource Management. NY: CIPD. Tayeb‚ M. (1998) ‘Transfer of HRM Practices Across Cultures: An American company in Scotland’‚ International Journal of Human Resource Management‚ vol. 9‚ issue 2‚ 332-58.
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HRM ASSIGNMENT | How Organisation Manage Their Workforce? | | Short summary:- 4 Introduction:- 4 Globalization:- 4 Technology:- 5 Workforce Diversity:- 6 Changing nature of HRM: - 6 HRM role in managing workforce:- 6 According to Federal & state laws:- 6 Recruiting: - 7 Selection: - 8 Training & Development: - 8 Performance management: - 9 Employee Relation & Reward System: - 10 Conclusion: - 10 Recommendation: - 10 Short summary:-
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HUMAN RESOURCE MANAGEMENT INTERVENTIONS Human resource Management (HRM) is defined as an organizational function that deals with recruitment‚ management and giving guidance for the people who work in the organization. HRM focuses on issues related to people like (1) conducting job analyses‚ (2) planning personnel needs‚ and recruitment‚ (3) selecting the right people for the job‚ (4) orienting and training‚ (5) determining and managing wages and salaries‚ (6) providing benefits and
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Chapter 1: The Strategic Role of HRM ENVIRONMENTAL INFLUENCES ON HRM Internal Environmental Influences • ORGANIZATIONAL CULTURE: core values‚ beliefs‚ and assumptions that are widely shared by members of an org Serves variety of purposes: - communicating what org “believes in” and “stands for” - providing employees with sense of direction and expected behaviour (norms) - shaping employees’ attitudes about themselves‚ org‚ and their roles - creating sense of identity‚ orderliness‚ and
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3 2. The business model………………………………………………………………………….3 3. The original business model and human resource management…………………………….4 4. The strategic transformation at Dell…………………………………………………………5 5. The effect of the strategy transformation on Dell’s HRM…………………………………..8 6. Major challenges in the future……………………………………………………………..10 7. Recommendations………………………………………………………………………….11 8. Conclusion…………………………………………………………………………………13 9. Appendix…………………………………………………………………………………...13 10. References………………………………………………………………………………
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Summary The definition of HRM is the process of managing person in organizations. Recently‚ the purpose of HRM is to make profit for companies‚ increase employee’s creativity and innovation. According to Patteron (2006)‚ HRM could stimulate organizational development through facilitating the exploration of problems and promoting employees to expand their horizon and knowledge. In other words‚ HRM could develop organizational innovation through increasing employee creativity. In this situation
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