Human Resource Management Heute Und Morgen Verbesserungspotenziale Durch Mobile Devices
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Human Resource Management Heute Und Morgen Verbesserungspotenziale Durch Mobile Devices
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Author : Nancy Töpfer
language : de
Publisher: diplom.de
Release Date : 2015-02-01
Human Resource Management Heute Und Morgen Verbesserungspotenziale Durch Mobile Devices written by Nancy Töpfer and has been published by diplom.de this book supported file pdf, txt, epub, kindle and other format this book has been release on 2015-02-01 with Business & Economics categories.
Dieses Fachbuch soll dem Leser einen Einblick in die verschiedenen Aufgabenfelder des Human Resource Managements liefern. Kernstück ist das Aufzeigen von Verbesserungspotenzialen, welche Mobile Devices dem Human Resource Management heute, aber auch in Zukunft, liefern und es noch attraktiver gestalten werden. Zunächst wird erläutert, was Mobile Devices von anderen Geräteklassen unterscheidet und welche Einsatzmöglichkeiten sie generell in Geschäftsprozessen bieten. Nach einer Einführung in die Welt des Human Resource Managements mit seinen zahlreichen Aufgabenfeldern und Funktionen, erfolgt eine Zusammenführung der Mobile Devices und möglichen Anwendungsszenarien für das Personalmanagement. Es werden zahlreiche positive Veränderungen aufgezeigt, aber auch Felder, in denen Mobile Devices mit ihrer bisherigen technischen Entwicklung an ihre Grenzen stoßen. Es wird aufgezeigt, warum durch demographischen Wandel, der Druck auf das Human Resource Management stetig zunimmt und welche Rolle der „War for Talents“ in diesem Kontext spielt.
The Future Of Human Resource Management
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Author : Caroline Mutuku
language : en
Publisher: GRIN Verlag
Release Date : 2018-05-09
The Future Of Human Resource Management written by Caroline Mutuku and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2018-05-09 with Business & Economics categories.
Seminar paper from the year 2018 in the subject Business economics - Personnel and Organisation, grade: 1.2, , language: English, abstract: The transformation of human resource practices has been impacted by different factors including globalization, compensation and benefits package, and diversity initiatives. For instance, in the global competition, firms are seeking for a talented pool of excellent workers to achieve a sustained competitive advantage. Compensation and benefits package is another factor that has an impact on the future performance of human resource practices. This is because compensation and benefits package are designed to attract, retain, and motivate employees for competitive advantage. Human resource management is, therefore, moving away from a base-pay-system towards a pay-for-performance system in order to encourage and motivate employees without having to jeopardize their basic financial security. It is also evident that diversity initiatives in human resource are getting wider attention owing to the impact of globalization and increase in job market. Organizations have invested resources on diversity initiatives including workplace programs and benefits such as flexible work arrangement, corporate sponsored employee affinity groups, and diversity management staffs. Various organizations have implemented various initiatives including diversity and equity in the workplace in order to enhance the performance of the firm.
Ethics In Human Resource Management
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Author : Marco Köster
language : en
Publisher: GRIN Verlag
Release Date : 2007-09
Ethics In Human Resource Management written by Marco Köster and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2007-09 with categories.
Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: The academic debate on business ethics mainly concentrates on the social and ecological responsibility of companies within the society. Ethics are being regarded as crucial in the external self-presentation and public perception of (economic) organisations. The model of 'enlightened selfinterest' of business claims that only those companies can be economically successful which manage to convince their stakeholders of their moral integrity. According to the model, the implementation of ethical standards lies in the self-interest of companies. As some authors state in recent publications, ethics also become more and more an internal concern of organisations. Whereas formerly the interests of employees were ignored or only regarded as one of several stakeholders' interests, the ethical management of employees itself gains in significance. Especially human resource management (HRM) plays a decisive role in introducing and implementing ethics. The essay outlines some aspects of ethics in HRM. It sketches ethical concerns that emerged in recent HRM debates, and reflects the viewpoint that ethics should be a pivotal issue for HR specialists. A number of ethical frameworks and their application in HRM policies and practices are reviewed. Here, the focus is mainly on barriers and obstacles to introducing ethical standards in HRM activities. Finally, some first steps to putting ethics into HRM practice are outlined.
The Link Between Knowledge Management And Human Resource Management
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Author : Viktoria Sass
language : en
Publisher: GRIN Verlag
Release Date : 2012-03-30
The Link Between Knowledge Management And Human Resource Management written by Viktoria Sass and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2012-03-30 with Business & Economics categories.
Essay from the year 2011 in the subject Leadership and Human Resources - Miscellaneous, grade: 75 %, Queensland University of Technology, course: Contemporary Issues in HRM, language: English, abstract: Since the beginning of the 1990’s knowledge management has gained a significant role in research as well as in practice in today’s global organisations. This is due to several changes that took place in the last 20 years, one of the most important ones being the general and global shift from manufacturing to service business (Evans, 2003), increasing global competition and the rise and development of information and communication technology (ICT) (Davenport & Prusak, 1998). Information and knowledge today are often seen as the main determining factors of competitiveness of organisations (Evans, 2003). Modern organisations therefore have to ask themselves how to implement an effective knowledge management. The terms knowledge and knowledge management are difficult to define and differ in meaning according to the context. Therefore, in order to keep it simple, both terms should be seen, in this essay, in the context of an organisation’s knowledge management system which is “a system that enhances organizational learning through facilitation of knowledge (both tacit and explicit) exchange and sharing” (Yahya & Goh, 2002, p. 458). This essay will deal with the link between knowledge management and human resource management (HRM) and in particular with the question how HRM can contribute to share tacit knowledge within an organisation.
Differences And Similarities Between Domestic And International Hrm
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Author : Robert Stolt
language : en
Publisher: GRIN Verlag
Release Date : 2010-05-04
Differences And Similarities Between Domestic And International Hrm written by Robert Stolt and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2010-05-04 with Business & Economics categories.
Essay from the year 2010 in the subject Leadership and Human Resources - Miscellaneous, grade: A, University of St Andrews, language: English, abstract: Human resource management (HRM) is becoming an increasingly important topic as organisations are forced to adapt their operations to a rapidly growing global environment (Boxall, Purcell & Wright, 2007, pp. 216-218). In this regard, international human resource management (IHRM) has gained in substantiality compared to domestic human resource management in terms of management, organisational structures, cultures and workforce utilisation. The sustainable international human resource management is essential for implementing strategies in multinational companies (MNCs) (Bartlett & Ghoshal, 1989). Companies generally engage in internationalisation activities for the following reasons: higher profit and sales potential, risk spreading, realisation of competitive or country-specific advantages (CSAs), reaction to competitor actions, capitalisation on government incentives, securing business relations, access to know-how and hedging of currency movements (Rump, 2006, p. 10). From an HR perspective companies need to address issues such as the selection, recruiting, compensation, and legal/regulatory requirements of a ‘global workforce’ (Du Plessis, Venter, Prabhudev, 2007, p. 59). Overall, the globalisation has led to a heightened acknowledgement of a well-managed workforce (Keating & Thompson, 2004, p. 595). On top of that, this development has also contributed to the view that HRM has become a function of strategic significance rather than simply a support function (Scullion & Starkey, 2000, pp. 1061-1081; Pucik, 1992, pp. 61-81). The objective of this paper is to provide a clear overview of the differences between domestic and international HRM analysing recent developments and current issues in this subject. The coursework is divided into five chapters. Initially, the general theoretic foundations of human resource management are explained in chapter two. Thereafter, the specific commonalities and differences of domestic and international human resource management will be outlined in chapters three and four, respectively. Finally, in a retrospective analysis of the paper, the research findings will be analysed and an outlook of the future development of HRM on a global level compared to domestic human resource management will be given.
Human Resource Management Roles Of Line Managers And Stages Of Hr Planning
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Author : Amritpal Hayre
language : en
Publisher:
Release Date : 2015-02-09
Human Resource Management Roles Of Line Managers And Stages Of Hr Planning written by Amritpal Hayre and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2015-02-09 with categories.
Project Report from the year 2013 in the subject Business economics - Business Management, Corporate Governance, grade: 91% (Distinction), language: English, abstract: This report distinguishes the various types of management and assesses the function of HR. Also it evaluates the roles and responsibilities of line-managers as well as the duties towards HR planning. Furthermore the report outlines the stages of HR planning whilst comparing the recruitment and selection process. Moreover the author evaluates the effectiveness of recruitment and selection techniques and the link involving motivational theory. Finally it evaluates the job evaluation process whilst assessing the effectiveness of reward systems to monitor staff performance. This report is part of the BTEC Higher National Certificate series by the author and relates to Unit 23 - Human Resource Development.
Human Resource Management Ideology And Gender
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Author : Shirley Tuchtfeldt
language : en
Publisher: GRIN Verlag
Release Date : 2008-06
Human Resource Management Ideology And Gender written by Shirley Tuchtfeldt and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2008-06 with categories.
Project Report from the year 2007 in the subject Sociology - Work, Profession, Education, Organisation, grade: 1,0 (A), National University of Singapore (Department of Sociology), course: Sociology of work, 19 entries in the bibliography, language: English, abstract: The impact of organizational practices such as recruitment and performance appraisal on gender relations in society has received extensive attention from a number of researchers. Various authors profess the gendered nature of bureaucratic organization and its processes and practices. However, the rise of executive search firms as a specialized form of recruitment, strangely has not sparked much scientific interest. Executive search seems to be perceived as not distinctly different from traditional recruitment. However, I suggest that extensive outsourcing of recruitment to external vendors intensifies the segregating effects of Human Resource practices in terms of gender composition of the workforce, primarily due to the structurally immanent disconnection between agency and client company culture as well as the heightened ideology of scientific objectivity and effectiveness associated with specialized recruitment. In my research for this paper I have pursued three interlinked objectives: 1. to define the role of organizational recruitment practices in producing and reproducing gender inequalities, influencing individuals' lives and career chances 2. to locate the role of state discourse in facilitating reproduction of inequalities through work practices and to illustrate this with the Singaporean case 3. to explore the special case of executive search firms and suggest the potential effects of outsourcing recruitment functions on gender relations in society My analysis relies heavily on the review of previous studies as well as on two in-depth interviews conducted with recruitment consultants employed in executive search firms in Singapore.
Convergence And Divergence Of Human Resource Management Across Countries
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Author : Paul Schermuly
language : en
Publisher: GRIN Verlag
Release Date : 2019-10-30
Convergence And Divergence Of Human Resource Management Across Countries written by Paul Schermuly and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2019-10-30 with Business & Economics categories.
Bachelor Thesis from the year 2017 in the subject Business economics - Business Management, Corporate Governance, grade: 1,3, University of Mannheim, language: English, abstract: Although cultural and contextual settings vary across the world, there is of course one level at which HRM is clearly universal: all companies have to manage and hence to utilize Human Resources. A few questions might arise when exploring the convergence-divergence issue in HRM. How to define HRM and which particular HRM areas and practices should be analyzed for making hypotheses about the absence or presence of convergence? Which time horizon should one apply and how HRM convergence-divergence to be conceptualized? Can we find sufficient evidence for determining whether there are common trends of HRM becoming more similar or contrary more dissimilar over time and across nations? Are US derived HRM practices universally applicable to, for example, the European context? What are the specific HRM areas where researchers can identify developments towards convergence or divergence? This bachelor thesis addresses the above mentioned questions in order to provide an overview about the most important issues in the convergence-divergence debate. The focus of this study is not to identify a winning side but instead to present some of the main concepts and best-available evidence for each perspective. Thus, this study aims at enhancing the readers understanding about relevant controversial subjects in the convergence-divergence discussion.
Strategic International Human Resource Management
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Author : Alexander Michalski
language : en
Publisher: GRIN Verlag
Release Date : 2011-03
Strategic International Human Resource Management written by Alexander Michalski and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2011-03 with Personnel management categories.
Essay from the year 2011 in the subject Business economics - Personnel and Organisation, grade: 1,3, International University of Applied Sciences Bad Honnef - Bonn (International Management), course: International Human Resource Management, language: English, abstract: Introduction Designate a person a loser and he will behave like one. But why is it, that some managers are not aware of the severe consequences treating their employees like that? Is it because of a deficit in managing people within an opposed cultural working environment or is it because of an inconvenient HRM strategy? Skinner, B. (1971) argued, that people are simply a product of the stimuli they get from the external world. Interestingly, negative reinforcement causes behavioral change in undesirable ways, whereas positive reinforcement causes rather intended change. General management is therefore not only accountable for defining such stimuli according the corporate strategy, but also its degree of involvement is a prerequisite for a successful HRM (Baron, J. & Kreps, D., 1999).
Human Resources Management In The Hospitality Industry The Importance Of Body Language
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Author : Maria Priller
language : en
Publisher: GRIN Verlag
Release Date : 2019-09-06
Human Resources Management In The Hospitality Industry The Importance Of Body Language written by Maria Priller and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2019-09-06 with Business & Economics categories.
Essay from the year 2019 in the subject Business economics - Personnel and Organisation, grade: 1, , language: English, abstract: This study aims to underline the importance of body language as the unspoken element of communication within the the context of the hospitality industry.Therefore, the connection between body language and HR will be reflected and investigated in this reserach paper. In order to do so, a short introduction in the Human Resource Management and in body language is given before delving deeper into their connection. As a last point, a short conclusion is drawn, again stressing the importance of body language for the aforementioned field and providing a short guideline for recruiters in terms of observing body langauge at candidates.