Technology plays a vital role as this applies to the most valuable resource of Human resource too. Technology has greatly influenced the transformation from traditional and personal management to a more strategic human resource management approach. The ongoing technology improvement has paved the way for quick access to obtain the preferred resource regardless of geographical and environmental barriers. The extent of technology use across various activities of HRM‚ especially in recruiting and selection
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Critically evaluate the contributions Human Resource Management can make to the achievement of an organization’s strategic aims and objectives. Illustrate you answer with examples. In today tumultuous times‚ the challenges that companies face to remain competitive have changed rapidly. With constant new breakthrough in technology‚ companies fought hard with its competitors to establish and maintain their competitive advantage. However‚ access to capital & technology has become less critical
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industrial conditions. Welfare Tradition: Was the first form HRM and in 1833 the factories act stated that there should be male factory inspectors‚ its first act came into effect in 1878 which was to regulate the hours of work for children and women by having a 60 hour week. Industrial relations: Really started when Trade unions where legalized in the U.K back in 1871‚ industrial relations came to the fore front during WW1/2 this meant that personnel departments became responsible for its organization
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Introduction: Human resource management (HRM) is a way of employment management which can create sustainable competitive advantage and add value by integrating employment policies‚ programs and practices (Bratton and Gold‚ 2003). According to Storey‚ HRM consists of two approaches in term of style: ¡®hard¡¯ and ¡®soft¡¯ approaches. Compare with personal management‚ HRM not only identifies the ¡®hard¡¯‚ which roots in the manpower planning approach‚ but also considers the ¡®soft¡¯‚ which focuses
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Executive Summary This report suggests the pervasive requirement of IT tools in HR processes and E-recruitment in an enterprise can bring increased productivity and cost effectiveness. Basically‚ the availability of information technology(IT) has not been the problem‚ but its identification‚ partition and prioritization by HR mangers to support their HR initiatives. There are three ways in which IT can impact human resource management i.e Operational‚ Relational and transformational. Application
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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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1.0 Armstrong (2003)‚ defined ‘Employee resourcing as been concerned with ensuring that the organisation obtains and retains the human capital it needs and employs them productively’. Failure to recruit workers with appropriate competence will doom the firm to failure or stunted growth. (Boxall and Purcell‚ 2003‚ pg 140‚141). Employee resourcing can involve sophisticated methods intended to realise long term objectives and balancing consideration such as satisfying the immediate needs
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finance or capital‚ but within the organisation‚ in people and processes capable of delivering business strategies such as customer satisfaction or rapid innovation. (Lundy‚ 1994). A strategic approach to human resource management (HRM) ensures that a firm ’s human capital contributes to the achievement of its business objectives. Various influential writers have expressed differing opinions on the importance of employees as a direct influence on an organisations competitive advantage. Although no
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……………………………………………………. 20 7.0.3 Age Discrimination ………………………………………………….. 21 7.1 EQUAL OPPORTUNITY POLICIES ……………………………………….. 21 CONCLUSION …………………………………………………………………….. 21 REFERENCES …………………………………………………………………… .. 22 ABSTRACT Themes in Human Resource Management refer to the dominant ideas in the management of employees in an organization. This paper discusses the various themes in Human Resource Management which include; Strategy‚ performance‚ culture‚ flexibility‚ commitment and equal opportunity. THEMES
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Human resource management is all about the activities connected with the management of the employment relationship in an organisation. An organization gains competitive advantage by using its people effectively‚ drawing on their proficiency and skill to meet clearly defined objectives. HRM is aimed at recruiting competent‚ flexible and committed people‚ managing and rewarding their performance and developing key competencies. The rise of modern human resource management is more than just
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