Abstract This paper is a short literature review of tertiary educational systems around the world. The paper discusses promotion of this system, along with a number of other challenges the system is facing, including identifying how best to accommodate the increasing number of students, how to mobilize staff and resources, how to develop relevant curricula and teaching procedures, as well as how to remain competitive during a period of skyrocketing costs.
From the Paper "There are some important constraints and considerations that must be taken into account in developing appropriate promotional plans for tertiary educational institutions in order to ensure their effectiveness, though. For instance, depending on the geographic setting, a promotional plan for a tertiary educational institution could highlight the additional and more lucrative employment opportunities afforded to graduates. For instance, Shavit, Muller and Tame (1998) maintain that the linking of educational qualifications and occupational achievement is the weakest in less stratified and standardized social systems. According to these authors, 'In Ireland -- a weakly stratified system -- employers rely on success in school because this is tested according to nationally standardized procedures, and thus workers' credentials represent their respective rank in the job queue' (p. 7)."
Tags: literature review, constraintschallengesidentifyingresourcesgrowth
Abstract This paper examines the challenges to the historical concepts and practices of human resource management that exist in countries where economic structural change is occurring. The author questions, compares, and contrasts theoretical and legal bodies of knowledge, and identifies a new direction for human resource management.
Abstract This paper explains that Asia-Pacific has become a region of hothouse growth, outpacing for the past decade both North America and the Euro Zone in the production of goods and services. It points out that with the march of some Asia-Pacific countries into the ranks of advanced economies and abundant signs that the others lagging behind are soon expected to follow, consumer spending is on the upswing. This paper further explains that due to multi-national level investments, the human resource departments have great challenges when dealing with cross-continent cultural barriers. This paper uses the case study of an Australian-based multinational corporation to understand these issues further.
From the Paper "Actually, the vast investment and business opportunities offered by Asia-Pacific to foreign entities have always been there. But many were initially discouraged by the generally enigmatic character of this combined market. MNCs, for example, used to find the Japanese market inhospitable, even impenetrable. As for China, the previous attitude of Saudi Arabia towards that country tells the whole story. Until the 1980s, observed the Brooking Institution in Washington, Saudi Arabia was loathe to sell oil to China because of perceptions that it was a godless, revolutionary threat. Now, foreign investors and MNCs tread into the markets of all the Asia-Pacific countries on a welcome mat, such that the region has outflanked even EU as host to the most number of MNCs . But it would seem that MNCs have to sweat it out first to make their standard management and employment practices work in this region of widely divergent cultures."
Abstract This work is presented as a summarizing research in a business administration course. In this work the writer analyzes the strategy of "Agis group" while analyzing the business strategy, its suitability to the environment where the firm operates, its resources and identifying the competitive advantages which exist in the market of the identical product, in order to increase the company profits, to be effective and to prosper.
From the Paper "Agis group with the assistance of its subsidiaries deals with importing, manufacturing and marketing of completed medicines, importing of diagnostic products and medical equipment, developing and manufacturing of uncompleted medicines, manufacturing and marketing of medicines and consumption products in U.S.A and manufacturing and marketing of cosmetics and toilet products in Israel."
Abstract The cable television industry poses five challenges for the industry's human resources (HR) departments: finding and keeping people commensurate with changing technology, change management, coordinating multiple industries within one company, maintaining workplace diversity, and balancing competitive pay and benefits with profits. This paper discusses these challenges and suggests strategies for coping with them, including the utilization of contingent workforces.
From the Paper Human Resources ChallengesAbstract The cable television industry poses five challenges for the industry'shuman resources HR departments finding and keeping people commensuratewith changing technology change management coordinating multipleindustries with
Tags: management, human resources, HR, outsourcing, contingent workforce, cable television industry
Abstract The world we live in is constantly faced with new challenges it must overcome in order to survive; and the business world is no exception. A wide array of changes have affected industrial activities and have forced companies to develop and more importantly, to become increasingly adaptable to all forces of micro and macro nature. A most relevant modification within the business sector is represented by the approach to the human resource. If only a few decades ago, the personnel were perceived as the force operating the machines, today, they represent the company's most valuable assets, its core competency and its means of achieving organizational goals. The management of the human resource currently constitutes a vital issue within corporations, moreover for the companies activating in the service field, where the quality of the interactions with the customers is crucial for the successful continual of the business activity. Airline companies place increased emphasis on the human resource strategies and policies and have integrated them in the company's values. This research paper presents the most relevant human resource management practices as revealed by numerous academicians and specialized economists. Furthermore, two airlines companies are discussed while presenting the means in which they understand, develop and implement human resource strategies and policies.
Outline:
Executive summary
1. Introduction
2. Human Resource Management Practices
2.1 Relevant Concepts of HRM
2.2 Planning and Recruiting
2.2.1 Recruiting the personnel
2.2.2 Sources of recruitment
2.3 Organizing the Human Resource 2.3.1 Job Design
2.3.2 Working Conditions
2.3.3 Flexible Schedules
2.4 Developing and Training the Human Resource 2.4.1 Training and Development
2.4.2 Motivating the Human Resource 2.5 Evaluating and Remunerating the Personnel
2.6 Employee Relations
2.6.1 Communications
2.6.2 Collective Bargaining
3. Human Resource Management within Airline Companies
3.1 HRM Particularities in Airline Companies
3.1.1 Globalization and Market Liberalization
3.1.2 Technological Developments
3.2 Measuring Job Satisfaction of Airline Passenger Service Staff
3.3 Airline Employees and Airline Disasters
3.4 The Human Resource at British Airways
3.5 The Human Resource at Air Canada
4. Conclusions and Recommendations
5. Reflections
6. References
From the Paper "The human resource strategies designed and implemented by the company's management are expected to retrieve two finalities. The company first expects to better satisfy the needs of its employees. Secondly, the management hopes that through the implementation of the HR practices and alternatively an increased job satisfaction, employees' performances will increase and this will generate a superior quality of the airline services offered by the organization.
"But in order to reach the desired status of increased market share, profits and increased interest from investors, due to a high quality of their services, managers must first measure the level of satisfaction of each employee. Ruth Taylor, the Academic Area Head for the Services and Tourism Management program at Curtin University, Western Australia, has long studied and analyzed the level of job satisfaction felt by airline employees as well as the measurements used by managements."
Abstract This paper identifies and discusses the diverse challenges that Jacksonville University must confront and address. The paper also looks at how these challenges will impact the university's survival and performance.
From the Paper "The purpose of this paper is to identify the diverse challenges that are confronted by Jacksonville University (JU). Based on the external scanning processes, the environmental threats and opportunities which will exert an impact on JU's survival and performance will be identified. Furthermore, how JU should deal with these environmental conditions or take advantage of the opportunities will also be considered by addressing its internal conditions. In the remainder of this paper, the current societal trends that will affect JU's survival and performance will first be highlighted."
Abstract This paper explains that Constraint-Induced Movement Therapy (CIMT), or Constraint-Induced Therapy, has become a promising choice for the treatment of patients with hemiparesis, especially after a brain insult such as a stroke; hemiparesis involves the partial impairment resulting from one side of the body being more affected than the other. The author points out that CIMT involves the constraint of the unaffected limb to stimulate use of the affected area by constraint and training to improve the ability of the affected limb. This paper relates that the proposed research will be a phenomenological, qualitative, assessment study and will be of use to patients and practicing occupational and physical therapists.
Table of Contents
Research problem
Study Proposal
Research Question
Research Design
Sample Design
Data Collection
Data Reduction and Analysis
Ethical Considerations
Limitations of the Study
Appendix A: Interview Guide
Appendix B: Data Collection Sample Form
Appendix C: Informed Consent Form
From the Paper "An examination of the literature surrounding CIMT reveals that virtually all of the studies focus exclusively on measurements of improved performance. The only studies that acknowledge qualitative investigations do so in the context of recognizing the current lack of findings. In the context of the current literature on constraint-induced therapy it is important to recognize the lack of qualitative findings, and acknowledge the need for them as well. Therapy choices are only as effective as the patients they are used on. In the case of hemiparetic stroke patients, psychosocial impacts of therapies cannot be ignored."
Abstract This paper presents an overview of the responsibilities and challenges of the typical human resources manager and his (or her) team. The paper places particular attention on the cultural divide that human resources managers will inevitably encounter when a corporation overruns a domestic entity and swallows up local members of the workforce.
From the Paper "In addition, we are subjected to governmental regulations about equal opportunities for all. We can consider this "managing diversity". In essence, this means that the workers reflect the cultures and societies from which they came: not merely third world nations' immigrants, but women, now empowered to seek and merit equal opportunities and pay, as well as older workers, fearing replacement by younger ones. "One manager has told me 'People talk a lot about race and gender, but for us the biggest diversity issue is between senior and junior white male managers. They simply don't understand one another.'" (Thomas, 1991, p, 11) It may be a major problem in disciplinary actions for the disparity between ambitious and eager younger workers, managers or simply workers, and their elders. "I've been around a lot longer and I know what I'm doing" may often be the words to spark serious controversy resulting in some sort of disciplinary action. As we go through the hiring process, and the follow-up to assure optimal performance and obeying the company rules, a good definition for diversity management is: "a comprehensive managerial process for developing an environment that works for all employees. (Thomas, 1991, p. 10)"
Abstract This paper explains that population growth is not only a problem of overgrowth but also of the intensified separation of the individual from the means of production and of the drive of profit over conservation. The author presents the writings of Malthus which forms the bases for this economical philosophy, which is now of ecological concern, too. The paper underscores that the modern separation from the means of production does not negate the fact that nearly everything humans need to sustain themselves is provided by the earth, either by natural or artificial means. However, it is possible that the growth of the human population can outstrip available resources.
From the Paper "Wetlands conservation is in fact one of the most hotly debated issues, with regard to the further development of the human race, as she struggles to sustain herself, artificially in the natural world, almost completely removed from the means of production. We as humans argue that wetlands, serve no logical purpose for production, despite countless evidence that the purpose of wetlands is to cleans the earth of the toxins, human and naturally borne that attempt to re-circulate every time it rains and runs off down a stream or canal."
Abstract Starbucks has recently shown profound growth that is tempered by concerns over stores in foreign markets and the rise of a tea culture in the United States. In recent years, Starbucks' revenues have soared and the number of stores has increased dramatically. This paper shows that one potential cause for concern is a new focus on opening stores in rural and low-income areas, as opposed to the well-established success in high income, urban areas. In the global market, cultural differences have impacted Starbucks' potential success, especially in Japan. The paper shows that the strong coffee culture that played a role in Starbucks' success in America is not necessarily present worldwide. In the U.S., the potential growth of a tea culture may damage Starbucks' hold on the beverage market, especially given that the company faces stiff competition from competitors who may better embody the values of the tea culture.
From the Paper "However, this growth is likely to be limited not only by a potential reluctance to the values of coffee culture, but also by a number of practical concerns. For example, space limitations dictate that the average Japanese apartment does not have a coffeemaker. Instead, instant coffee is served at home, and also given to guests. Price and availability also limit the consumption of coffee in Japan. Note Weinberg, and Bealer (2002), "outside of fancy restaurants, which are out of reach for the average Japanese, fine coffee is still hard to find" (p. 145)."
Abstract This paper examines the soft budget constraint (SBC) as a commitment problem under socialism, presents the Dewatripont and Maskin basic model of the theory behind the SBC, and explains how the SBC can be hardened. Additionally, it closely follows the transition processes in China, as well as several Central and Eastern European Countries by focusing on efficient markets, federalism, demonopolization. The paper ends with a summary of the efficiency outcomes of a hard budget constraint.
From the Paper "The soft budget constraint syndrome is an incentive dilemma that has been primarily observed in socialist centrally planned economies, and has created major problems in their transition to the market. The term "soft budget constraint" was coined by Kornai in 1980, and can be summed up as follows: ?If the firm acts as a price maker, if the tax system it faces is soft, if it can rely on access to free state grants, if it can get credits and external financial investment on soft terms, then the budget constraint is soft; that is it will not bind the ex ante choices of the firm.? Ambrus-Lakatos (1997)"
Abstract The paper describes five different jobs in human resources, the education/training, description, titles, technology trends, growth trends and demographics. The paper also explains human resources' role in setting policies and procedures.
From the Paper "At one time human resources within organizations consisted of little more than the payroll group. Over time personnel was added to assist with recruiting and other staffing issues. Today, labor is recognized as one of an organization's strategic assets and the human resource department covers many areas from recruiting and hiring to managing the training process and procuring benefits. The human resource group also typically works with senior management to set policies and procedures for the organization and influences pay levels and promotion strategies."
Tags: human resources, job descriptions, job titles, occupational guide
Abstract This paper discuses human resource management as it relates to the core activities of a company, the performance appraisal of employees and recognition, and management development and training. The paper uses research to stipulate that there are categories of core activities within the realm of human resources and that within these categories there can be elements that change because of industry and growth.
From the Paper "In today's world of business human resource management is an element of operation that has many varying functions. Related specifically to the company's operation, human resource management supports organizational goals by providing critical services that support personnel throughout the company. Core activities of the department are an essential framework for all human resource management offices, as they determine the focus of the entity, and how it will function within the larger corporation. Within these core activities are concepts that determine both performance appraisal systems, and management development and training. Each of these segments of the operation is significant to the organization as a whole because they affect how the HRM team will function, the recognition of employees, and the training and development of management. These areas encompass the staff of an organization that is integral to its success, and paramount to achieving business goals."
Abstract This paper reviews "The Leadership Challenge" which has become a focal work for those who strive to be good leaders or who want to continue to improve their skills. The paper describes the major themes in the book, which include how leaders must motivate others and the importance of human networks. The paper concludes with a discussion of the role of encouragement especially with youth.
From the Paper "The book is about how leaders go about mobilizing others in order to get "extraordinary things done in an organization" (Kouzes et al xviii). The theme that plays throughout this book is that leaders don't become effective by simply "leading" but in fact they are constantly mobilizing others and motivating others to do great things and to achieve a high level of success in their office, business, or special project. "
