Management Development Institute‚ Gurgaon 1 What Points are Discussed in this Session? 1. New work paradigm: Linked to globalized business world 2. New bus. realties & new critical success factors: BRICS 3. SHRM?: HR’s response to new Critical Success factors 4. How is SHRM different from tradl. HR functions 2 1 What has driven the New Business World & the World of Work? Globalization!!! 3 What Does Globalization mean? It means: • Global movement of capital‚ businesses
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THE EFFECTS OF EMPLOYEE DEVELOPMENT PROGRAMS ON JOB SATISFACTION AND EMPLOYEE RETENTION By Karen Shelton A Research Paper Submitted for Partial Fulfillment of the Requirements for the Master of Science Degree in Training and Development Approved for Completion of 4 Semester Credits TRHRD-735-001 _____________________________ Research Advisor The Graduate College University of Wisconsin-Stout May 2001 i The Graduate College University of Wisconsin-Stout Menomonie‚ WI 54751 ABSTRACT
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organisation that maximises the productivity and effectiveness of the employees through set of policies and procedures. Strategic Human resources management (SHRM) on the other hand is concerned with the introduction of the business strategy into the wider organisation to achieve a value added advantage through long term strategic view. SHRM was defined by Storey as: ‘A distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of
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to the human resource‚ and set the appropriate human resource policies to meet the competitive strategy. This essay provides two examples to prove the importance of the SHRM to modern corporations. 2. The concept of SHRM 2.1 The Concepts of Strategy and Strategic Management The aim of strategic human resource management (SHRM) is to meet the demand of revolution of human resource management and ensure the human resource management to fit the current environment. The substance is as follows: A
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achieve specific short-term objectives‚ is a required foundation to successfully implement a Strategic Human Resource Management (SHRM) process. The purpose of this investigation was to assess whether Canadian organizations had achieved this level of technical HRM. Results suggest that the majority of Canadian organizations do not have the foundation for the development of a SHRM process. The human resource (HR) function can provide organizations with a sustained competitive advantage‚ and thus
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identify the top three critical HR functional areas contributing to their organization’s current business strategy‚ more than one-half of HR professionals (52%) reported that staffing/employment/recruitment was among the most critical HR functional areas (SHRM‚ May 2008). Analyzing the staff needed to produce the desired results and goals of the organization is an important function. Staffing the organization with a capable workforce that is loyal and looking for a career and not just a
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is concerned with longer-term people issues and macro-concerns about structure‚ quality‚culture‚ values‚ commitment and matching resources to future need. Kazmi and Ahmad (2001) classify various definitions of strategic human resource management (SHRM) based on strategy-focused‚ decision-focused‚ content-focused and implementation- focused approach. According to the strategy-focused approach‚ which is supported by authors like Mathis and Jackson (1985)‚ and Beer‚ Spector‚ Lawrence‚ Mills‚ and
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Recruitment and selecting employees Part four: Employee performance and development 8 Performance management and appraisal 9 Learning and human resource development 10 Leadership and management development Part five: The employment relationship 11 Reward management 12 Industrial relations 13 Employee relations and involvement 14 Health and safety management Part six: The global context of human resource management 15 International human resource management 16 Recession‚ sustainability‚ trust:
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Feasibility Study to assess Hostel Accommodation Development Consultancy Project 2010 Mr. Hew Tze Yee Hospitality Excellence Pte. Ltd. 1/10/2010 1.0 Executive Summary School of Hospitality and Resort Management (SHRM) is one of the private colleges that provide their students with hostel accommodation in Singapore. However‚ it has been found that the hostel operates as a cost centre instead of profit centre. Thus‚ it is proposed that the hostel be upgraded to attract more students to stay in
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References: 2012Annual Report: Employee Job Satisfaction and Engagement // SHRM. - P.5 Hulin C.L.‚ Judge T.A. Job attitudes. // Handbook of psychology: Industrial and organizational psychology. – NY: Wiley‚ 2003. - pp. 255-276 Judge T.A.‚ Klinger R. Job satisfaction: Subjective well-being at work // M. Eid‚ R. Larsen (Eds.). The
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