MBM 803/MHM 810 - HRM – INDIVIDUAL ASSIGNMENT Turn in: Between 15 – 18th January 2013 to the Respective Class Reps 25 Marks ALL Topics should be distributed – a Max. of 3 people per topic – to both MBM and MHM The aim of this assignment in HRM is to: - Familiarize you with current issues in HRM - relevant theories‚ key literature and contemporary research and challenges in the area - Instill the value of being and keeping abreast of current issues in HRM in order to remain ahead of ways in
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Contents Page no 1. Introduction 5 2. Evolution of HRM in India 6 3. Indian HRM in transition 7 4. Functions and activities of HRM 10 5. Changes in HRM 11 6. Challenges of HRM 12 7. HR managers should do the following things to ensure success 14 8. HR managers today are focusing attention on the following 15 9. Human resource management: Futuristic vision 15 10. HR jobs of the future 16 11. Current trends in HRM 17 12. RELIANCE INFRASTUCTURE 19 13. Conclusion
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Evolution of HR Function…………………………………………………………………..3 Tata Steel- Historical changes in the HR functions………………………………………...3 HR functions during Mergers & Acquisitions………………………………………………4 Historical development of the Korean HRM system………………………………………..5 Morality of HRM- Classic Ford example…………………………………………………...6 Future of HR system…………………………………………………………………………7 Conclusion…………………………………………………………………………………...8 Bibliography………………………………………………………………………………….9 1. Abstract “ HR should not
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CHAPTER 1 Introduction During the first decade of the twenty-first century‚ human resource management (HRM) thinking and practice have evolved in significant new directions. Issues and approaches that were previously seen in many organisations as being peripheral have moved to centre stage as HR agendas have been adjusted to take account of developments in the business environment. Hence we have seen much more interest in work–life balance issues‚ in HR ethics‚ partnership agreements and
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and issues associated with managing HR‚ therefore‚ in order to understand the role of HR function in improving business performance‚ this research will discuss and critically analyse and evaluate the key issues in contemporary HRM. 2. Discussion According to Bartel (2004)‚ HRM function of an organisation is responsible for many of its key organisational processes. The main function of HR is to design a formal organisational structure where the different activities of forecourt retailing can be performed
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ntroduction "It is in fact difficult to imagine how an organisation could effectively hire‚ train‚ appraise‚ compensate or use its human resources without the kinds of information derived from job analysis" (Ivancevich 1995‚ as cited by Stone 2002:129) The importance of human resources within an organization is becoming increasingly understood in today’s rapidly changing and uncertain business environment (Davidson & Griffin 2000: 18). In order to assist employees in helping an organisation to reach
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SHEZAN INTRODUCTION OF THE ORGANIZATION ORGANIZATIONAL HISTORY The company was incorporated on May 13‚ 1964 as a private limited company‚ with the objectives as set out in the Memorandum of Association in general and in particular to set up an industrial undertaking for manufacture of juices‚ squashes‚ sharbats‚ jams‚ pickles and preserves from fruits and vegetables. The company uses the trademark and brand name "Shezan with the permission given to them by Shezan Services Private Ltd.‚ who
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HRM in a Changing Environment: The Challenges Today’s organizations are facing challenges upon following levels: i. Environmental Challenges ii. Organizational Challenges iii. Individual Challenges i. Environmental Challenges Environmental challenges refer to forces external to the firm that are largely beyond management’s control but influence organizational performance. They include: rapid change‚ the internet revolution‚ workforce diversity‚ globalization‚ legislation‚ evolving work and
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` Individual Essay “Under globalization‚ MNEs have been identified as driving down working conditions and employment standards in low income countries. Critically appraise the impact of MNEs in Indonesia and Thailand with respect to wages and working conditions” Globalisation is a concept that has dominated the world. It is no longer a new concept – particularly in the last few decades (Nester 2010). There has been tremendous increase
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relationship between Human Resource Management (HRM) and productivity. HRM includes incentive pay (individual and group) as well as many non-pay aspects of the employment relationship such as matching (hiring and firing) and work organization (e.g. teams‚ autonomy). We place HRM more generally within the literature on management practices and productivity. We start with some facts on levels and trends of both HRM and productivity and the main economic theories of HRM. We look
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