* Armstrong M. (2006) A Handbook of Human Resource Management Practice‚ Kogan Page Publishers‚ London. * Smart B.D (2005) Topgrading: How Leading Companies Win by Hiring‚ Coaching‚ and Keeping the Best People‚ Portfolio Hardcover‚ London. * Torrington D.‚ Taylor S.‚ Hall L. (2007) Human Resource Management‚ FT/Prentice Hall‚ London.
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NAME: SHARMIMI RIZAL BIN SHAMIUN MATRIX NO: BB12160910 LECTURER: JULIAN PAUL SIDIN ASSIGNMENT NO: 2 TOPIC: CHAPTER SUMMARY (HUMAN RESOURCE MANAGEMENT) CONTENT TABLE TITLE | PAGE | TABLE CONTENT | 2 | CONTENT: | | 1.0 WHAT IS HUMAN RESOURCE MANAGEMENT? | 3 | 2.0 THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT | 3 | 3.0 ENVIRONMENT OF HUMAN RESOURCE MANAGEMENT 3.1 WORKFORCE DIVERSITY 3.2 GLOBALIZATION 3.3 LEGISLATION 3.4 UNIONS | 4 - 5 | 4.O HUMAN RESOURCE MANAGEMENT
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cannot discuss them all. This paper will concentrate on individualism‚ integration with business planning‚ commitment by employees and responsibility of driving and delivering the human resource policies by all managers. Many writers such as Torrington‚ Guest and Armstrong have argued that human resource management is simply a new title for the orthodox personnel management. Guest has argued that human resource management was designed to give personnel specialists more status‚ (1987:506 cited
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Resource Planning (HRP) “HRP is defined as the process used for identifying an organisations current and future Human Resources requirements‚ developing and implementing plans to meet these requirements and monitoring their overall effectiveness.” (Torrington et al 2002). “HRP is defined as an important process by which an organisation ensures it has the right number and kind of people‚ at the right place and right time. This will ensure that these people will be capable of completing tasks effectively
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an organisation is something which must be expected and prepared for‚ and human resource management are used to ensure the organisation is ready for change and to assess which resources can be adapted to allow the firm to perform at it’s best. Torrington‚ D. et al (2011) states that ‘a capacity for organizational flexibility has become central to the achievement and maintenance of competitive advantage.” An example of a company that has successfully globalised is McDonalds. McDonalds has opened
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Living in the 21st century‚ the world of human resource management is changing more rapidly than can be imagined. As such‚ HRM in many organizations are facing constant challenges as a result of constant environmental changes ahead of time. Given the new emphasis on adding value as an organizational player‚ the role of the human resource department has become considerably more multidimensional in m. firms. This essay will reinforce and argue on why HRM today; must respond by taking advantage of
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Types of Communication Communication can be divided into formal and informal communication. Formal communication may include spoken or written words while informal communication includes gestures‚ facial expressions e.t.c. It can also be divided as-: 1. written materials 2. Oral methods 3. Electrical methods Written Methods Written methods are preferred where detailed information needs an explanation as they are less liable to miss interpretation than oral methods. They can be read
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1. INTRODUCTION As we know‚ the term ‘human resource management’ underlines a belief that people really make the difference‚ only people among other resources have the capacity to generate value. However‚ the human resource management is considered as the ‘Cinderella’ in the organization as its importance has not been discovered by the senior managers‚ in addition‚ it has to share responsibilities with line managers‚ sometimes it takes more work than it is expected. Actions should be taken to
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the HR policy. Surplus labour is an idea used by Karl Marx in his critique of political economy. It means labour performed in excess of the labour needed to produce the means of livelihood of the worker. It is also important in the world of HR. Torrington et al (2009) says that surplus labour markets are also charachterized as easy buyer oriented labour markets. This is where the supply of available people exceeds what is actually required by the company. For example if company generic Sugar company
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Bibliography: 1. Derek Torrington‚ Laura Hall‚ Stephen Taylor‚ Human Resource Management‚ 2005‚ 6th edition 2. Michael Armstrong‚ Armstrong’s Hand Book of Human Resource Management Practice‚ 2009‚ 11th edition Citation analysis appendix I found no citations in the Internet.
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