HRM/498 STRATEGIC HUMAN RESOURCE MANAGEMENT AND EMERGING ISSUES Final Exam Instruction: True/False – Please mark each sentence with the appropriate answer 1. An organization’s human resources are a means by which the firm fosters a sustained competitive advantage. ____TRUE______ 2. To achieve sustainable competitive advantage through people‚ an organization’s employees’ skills‚ knowledge‚ and abilities
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4C’s of HRM 4/21/2013 For any organization‚ it is important to identify where it stands in the 4 C’s of strategically planning the direction of the organization; managing human labor force and goals of the organization; and then sustaining the momentum required during the goal achievement process. The following are basic questions that should be asked: 1. Competence: How competent are employees in their work? Do they need additional training? 2. Commitment: How committed are employees to
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The ethics of a company can be measured by different theories. Some of these theories can be used to measure Shell Petroleum Development Company of Nigeria (Shell Nigeria). The first ethical measure discussed is utilitarian reasoning‚ also referred to as cost-benefit analysis‚ which compares the costs and benefits of a decision. Secondly for the human rights theory‚ were the rights of the stakeholders respected? Third‚ the ethical theory of justice is measured by whether the benefits and costs
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| | |School of Business | |Course Start Date |HRM/300 Version 1 | |9/26/2012 |Fundamentals of Human Resource Management | |
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CHAPTER ONE INTRODUCTION 1.1 BACKGROUND TO THE STUDY Population is the major determinant of national affairs. It leverages power and determines public policy and revenue allocation as areas with higher population are entitled to a greater share of the national resources in terms of state creation‚ representation and other national consideration. Moreover‚ politics especially democracy thrives on numbers. So‚ population figures also shapes election result‚ since a more population place will justifiably
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Evolution and Trends in HRM Introduction Challenge in managing people * Managers cannot answer question "how to manage people effectively" for example employers motivation‚ best reward system‚ hiring well qualified staff * Second half of twentieth century due to work volatility and pace accelerated more differentiated and specialized roles. * Shift from line manager to personnel specialist * Hutchinson and Purcell (2003) exposed the tension and contradictions between line manager
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ESAMI EXECUTIVE MBA INTAKE 29 EVENING BLANTYRE FINANCIAL ACCOUNTING FA 601 PROJECT PAPER COMPUTERIZATION OF ACCOUNTING FUNCTION: PROBLEMS‚ CHALLENGES‚ PROSPECTS AND SUCCESS ( A CASE OF MALAWIAN COMPANIES) Presented by: Lester C.M. Mwantisi SFFRFM P O Box 2505 BLANTYRE Malawi
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Economic Crisis in Nigeria. NIGERIA. (google)The evolution of Nigeria was from about 1849 until it attained independence in 1960. During this period a lot of events occurred‚ and is largely the story of the great impact of the British on the Nigerian people. The colonial authorities (British) sought to define‚ protect and realize their imperial interest in the portion of West Africa because of its endowment with natural resources‚ apparently this occurred about hundred years ago. The British was
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to align human resource management (HRM) with the business strategies‚ and the emerging issues facing business‚ and to understand the HRM competencies and leadership skills necessary to be a true strategic business partner. Students will examine what strategic HRM planning is and how to do it‚ as well as learning how to manage the necessary change in emerging business environments. The course will define the new roles and expectations of companies for the HRM functions. Policies Faculty and
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commitment in the work force. (Price‚ 2000) Strategic HRM is a general approach to the strategic management of human resources in harmony with the intentions of the organisation on the future direction it has decided to take. It is concerned with longer-term people issues and macro concerns about structure‚ quality‚ culture values commitment and matching resources to meet future needs. (CIPD‚ 2008) ‘According to Armstrong(2006‚ pg 115)‚ Strategic HRM is an approach to making decisions on the intentions
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