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Managing Resources: A Study Guide, 2008.
A discussion of time management and study skills, as relevant to a college student.
1,117 words (approx. 4.5 pages), 5 sources, APA, $ 38.95
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Abstract
The paper outlines some time management and study skills and how these skills can be applied to make one a better student and a better person. The paper explores how and where to access information, academic integrity, developing effective study skills, managing time wisely and setting and achieving goals. The paper points out that there is no better time to learn these skills than in college, when a person is establishing the patterns that will govern his or her life.
Outline:
Conducting Successful Library and Internet Searches
Upholding Academic Honesty
Developing Effective Study Skills
Managing Time Wisely
Setting and Achieving Goals
From the Paper
"In the journey of a lifetime, the way that a person deals with challenges and limits will largely determine his or her success (Robbins, 1986). Such limits include basic concerns such as time available during a day, information available for directing activities, and the person's capacity to manage activities within the context of specific desires and goals. The person who responds to challenges with integrity, resourcefulness, and determination will be more likely to succeed (Covey, 1989). Resource usage and management - whether the resource is time, money, information, talent and ability, or character - is key. There is no better time to learn the skills necessary to use resources than in college, when a person is establishing the patterns that will govern his or her life (Carter, Bishop, Cravits, 2002)."
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Managing a Human Resources Department, 2007.
An analysis of the effective management of a human resources department.
3,876 words (approx. 15.5 pages), 17 sources, MLA, $ 106.95
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Abstract
This paper discusses how the human resource assets of the company are intended to be managed, including the human resource department staff and the senior line managers. It is written from the point of view of the director of the human resource department. The paper discusses strategic human resource management, human resources planning, job analysis, compensation system design, equal employment opportunities, human resources development initiatives, recruiting and benefits administration.
Table of Contents:
Review and Discussion
Strategic HRM
Human Resources Planning
Job Analysis
Compensation System Design
Equal Employment Opportunities
Human Resources Development Initiatives
Recruiting and Benefits Administration
Conclusion
From the Paper
" While the experts may not agree on the best approach, everyone agrees that it costs a lot of money to successfully recruit and train any new hire just as it costs less to keep an existing customer than it costs to find new ones; therefore, to the extent that this HR function is managed effectively is the extent to which the company will realize some important cost savings as well as improve its employee turnover, absenteeism rate as well as the costs associated with further recruiting and training requirements. Likewise, benefits administration, as a component of the overall compensation system design, must become more cost effective. Many companies have realized significant cost savings by outsourcing their benefits administration function, and at the risk of losing valuable corporate "turf," it is the incumbent's recommendation that our company also outsource this function."
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Managing Police Resources, 2005.
This paper discusses that good management of police resources is essential for the accomplishment of their mission.
2,440 words (approx. 9.8 pages), 6 sources, APA, $ 74.95
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Abstract
This paper explains that the typical police department, the avowed protector and promoter of public welfare, is equipped with appropriate equipment, policies and personnel to pursue this function; but these inputs require an ethical culture. The author points out that the major concerns of an effective police department resource manager today are the recent adoption of community-oriented policing, which shifted authority from supervisors to the individual police officer; illicit-drug-related corruption; problems with decentralization and the inherent police culture, which puts greater value on loyalty over integrity. The paper stresses that the community needs trustworthy, competent, fair and objective police officers and that only a department with a healthy ethical environment can fill those needs.
From the Paper
"The Office of the Chief of Police is typically composed of five units, namely, administration, research and evaluation, professional standards, professional development and budget and personnel. He manages the department and performs administrative functions, including planning, policy development, resource allocation, public relations, and liaison with other departments and other law enforcement agencies. His department conducts work measurement, statistical analyses and other management-related research and analytical tasks. In the process, it provides information about the department's activities and operations and monitors compliance with accreditation requirements. It also maintains an information systems unit that inputs police reports and other documents into the computer system and the department's office network of data and applications."
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Study Guides, 2002.
An analysis of the effectiveness of study guides in classroom lectures as a beneficial study aid through a literature review.
4,900 words (approx. 19.6 pages), 13 sources, $ 178.95
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Abstract
This paper will review several of the major studies done on this topic, in order to determine whether study guides function as beneficial teaching aids. All studies and documents examined will be broken into conventional and non-conventional categories. They will be examined for accuracy of content and examined in terms of bias. The conclusion will draw from all works examined in this paper and will base all findings from this limited information.
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Strategic Management of Human Resources, 2007.
An analysis of the role of performance management within the human resource department's strategic management for an organization.
1,750 words (approx. 7.0 pages), 5 sources, MLA, $ 56.95
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Abstract
This paper discusses strategic management, particularly performance management in the human resources department of an organization. It discusses the importance of learning and development for the success of performance management. The paper then describes the roles of coaching, goals, competences and competencies in creating a performance management system. The paper finally discusses the importance of communication in human resource management.
From the Paper
"Relationship management is then integrated with performance management. While this makes the process much more complicated than the traditional business model, where the autocratic manager would give orders and expect to be obeyed without question, it is also a more effective way of managing performance. Effective relationship management results in a more pleasant work environment, which in turn is conducive to a higher level of performance. Such an integration of strategic human resource management with performance management systems, if handled correctly, can therefore be highly profitable for a business and result in goals being reached within the optimal time frame."
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Strategic Management and Human Resources, 2007.
A case study examining the way that strategic management can be used in human resources.
2,058 words (approx. 8.2 pages), 4 sources, APA, $ 64.95
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Abstract
This paper explores a fictional case study of human resources management as a means of promoting recruitment and retention among English-language teachers at a University in China. The fictional case study defines the problems encountered and provides a series of detailed recommendations to help solve the target problem.
Table of Contents:
Introduction
Statement of Problem
An Effective Recruitment and Retention Program
Working with the Government
Recruitment from Western Countries
Retention of Existing English-Language Teachers
Personnel Involvement and Recommendations for Implementation
Review of the Strategy
From the Paper
"In order to make certain that these steps are proceeding as planned, consistent review is necessary. Human Resources needs to maintain the language liaison's office within the scope of its own department. The liaison will be required to provide documentation of progress on a monthly basis for the first twenty four months of the program; it may be needed to review progress every two weeks if conflict or unforeseen challenges arise, such as conflict between the government and the University. All review will consist of oral reports and documentation that reflects the current status of each phase of the program. Specific consideration needs to be made to detailing observed areas in which problems have occurred or could occur, and recommendations that could be used to reduce or avoid these."
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Performance Management in Human Resource Management, 2002.
Examines the issue of HRM and how it applies in the field of hospitals. Looks at how performance management (PM) is directly linked to HRM.
4,215 words (approx. 16.9 pages), 26 sources, MLA, $ 112.95
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Abstract
This paper examines the various functions of HRM. Issues examined include the overall importance of PM in strategic HRM, the rationale for implementing PM, the advantages, disadvantages, tasks and goals of PM and the relevance of PM in the specific environment created by hospitals. The literature examined demonstrates that performance management has evolved as one of the critical tasks of human resource management in this particular work setting.
OUTLINE
Introduction and Purpose
Description of Performance Management (PM)
Role of Human Resources Management (HRM) in PM
Purpose of Study: Centered in Hospital
PM and Quality
Standards of JCAHO
Goals of PM in Hospitals
PM in Hospitals and Health Care
Standards and Scope
Purpose and Goals
A Blueprint for PM in Hospitals
Issues in Hospital HRM/PM
Role of HRM
Appraisals
Education
Rewards/Incentives
PM. HRM. Training and IT
Information Technologies (IT) and their Impact
Continuous Quality Improvement (CQI)
Patient Care
Deficits and Challenges
Summary and Conclusions
Restatement of HRM Role
References
From the Paper
"Performance Management (PM) is a system composed of an orderly series of programs designed to define, measure, and improve organizational performance (Katz & Green, 1997). It is a system developed to ensure compliance with requirements, that is, that staff are in compliance with written standards. PM uses the tools of statistical process control to form the basis for decisions about change. It incorporates the processes of performance awareness, performance measurement, and performance improvement.
Successful PM requires the creation, maintenance, use, and evaluations of mechanisms to define and revise standards and to inform those affected by the standards about them (Katz & Green, 1997). It requires the judicious deployment of fiscal, human, and material resources. It speaks directly to issues related to quality and such traditional quality-oriented tasks as quality assurance, quality control, and continuous quality improvement (CQI). In such disparate settings as sales organizations, hospitals, automobile and other manufacturing facilities, and schools, PM is a vital element of a cross-sectional, organization-wide strategy for coping with uncertainty, managing change, and "growing" an organization while satisfying client and customer needs (Skinner & Mabey, 1997)."
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Line Managers in Human Resource Development, 2005.
A critical analysis of the implications of devolving human resource responsibilities to line managers.
3,153 words (approx. 12.6 pages), 36 sources, MLA, $ 91.95
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Abstract
This paper evaluates the notion that human resource development is rapidly being devolved in the hands of line managers rather than the traditional approach of the human resources department taking up the whole responsibility. It also evaluates the pros and cons of this devolvement by analysing the increasing responsibilities of both line and HR managers and critically examines the capabilities of both of them.
From the Paper
"HRD function has come a long way from its orthodox approach where it was regarded as operational, educational in orientation, subject matter driven, jug and mug type trainer role and passive transfer of knowledge (Bratton and Gold, 1994) to a more competency-oriented perspective which includes employee, self-managed, career and organisational development (Bristow and Scarth, 1980), where it acts like a facilitator (Buckley and Caple, 1995), involving line managers and other stakeholders in the process (Sloman, 1994). Line functions are perceived as customers and the HRD function will often have an independent existence (Stuart and Long, 1985)."
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Human Resources Management, 2007.
A discussion of the strategic management of human resources.
2,910 words (approx. 11.6 pages), 6 sources, APA, $ 86.95
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Abstract
This case study discusses the process of organizational change in a bank. The paper describes the specific steps taken in order to manage this change. Two types of change are described and detailed, and the role of human resources in managing the change highlighted. Specific HR strategies are explored such as knowledge management, resourcing, learning and developing and reward and recognition.
From the Paper
"Recruitment and selection: The Bank promotes selection at all levels, uses psychological tests and other procedures in order to attract an retain the most qualified people. In other words, the strategy is characterized by "sophisticated recruiting at all levels" (Miles and Snow 1984 cited in Ahmed, Ullah & Uddin, 2006). It has been acknowledged that companies pursuing a differentiation strategy (as it is the case with Macquarie Bank as well) "emphasize on innovation, which requires a high degree of creative behavior, a greater degree of risk taking and a high tolerance of ambiguity and unpredictability" (Ahmed, Ullah & Uddin, 2006, p. 23). Under such circumstances external sources of recruiting will always remain important. On executive positions recruiting from the inside is recommended. On entry level positions fresh graduates are recruited. Interview, psychological testing and written tests are followed by a 4 weeks induction period after which a performance appraisal follows."
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Human Resources Management (HRM), 1999.
Examines the changes in the role of the manager, human resources as corporate assets, strategic planning, globalization, costs, competition, service sector, downsizing and demographics.
2,025 words (approx. 8.1 pages), 12 sources, $ 71.95
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Abstract
In recent years, personnel administrators have evolved into human resource professionals, but the question remains whether human resource management is truly a new field or whether good human resources is just good personnel practice with a different name.
From the Paper
"Introduction
In recent years, personnel administrators have evolved into human resource professionals, but the question remains whether human resource management is truly a new field or whether good human resources is just good personnel practice with a different name. It can be argued that personnel specialists worked largely outside the realm of strategic management, but human resource specialists are now an integral part of the strategic focus of a company. Human resource professionals take a proactive role in helping companies attract and retain the highest quality workers who are able to meet the needs of the organization not only in the immediate future, but over the long term. This research explores areas in which there has been a significant change in the role of the human resource professional, and considers what new roles human resources ..."
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Human Resources Management, 2002.
This paper discusses the potential value of human resource management on the individual and the value of human resource management within an organization.
2,830 words (approx. 11.3 pages), 12 sources, MLA, $ 84.95
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Abstract
This paper explains that the term ?human resource management? is used to describe a variety of functions aimed at effectively managing an organization?s employees, or "human resources". The author points out that the goal of human resource management is to assist organizations to meet their strategic goals by attracting and retaining qualified employees and managing them effectively, while ensuring that the organization complies with all appropriate labor laws. The paper stresses that human resources managers ensure that the employees are kept informed of the organization?s overall strategic goals and oversee the training and personal development of employees to guarantee that they are able to give of their best to the organization.
From the Paper
"Human resource managers design appraisals to primarily get feedback from the employees regarding their achievements in the year, and invite their opinions as to which aspects of their performance need improvement. This is designed to give the employees a chance to consider their own weaknesses and to encourage them to be proactive about their personal development. Also, by seeking feedback from employees about the course their personal development should take within the organization, the human resource managers make the employee feel valued by the company. The appraisals also give the human resource managers a chance to sit down with employees on a one on one basis and take the opportunity to reinforce the overall corporate goals of the organization."
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Human Resources Management, 2007.
An analysis of the trends and challenges of human resources management.
2,858 words (approx. 11.4 pages), 2 sources, MLA, $ 84.95
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Abstract
The scope of human resources management (HRM) has changed dramatically over the past decade. This paper looks at how advancements in technology, globalization, e-business and diversity have played a huge role in the changes in HRM. The paper details the trends and challenges of human resources management in the following key areas: performance management systems versus annual performance appraisal, advantages of managing turnover in organizations, contemporary safety and health management issues and future trends and challenges.
Outline:
Abstract
Human Resources Trends and Challenges
Performance Management Systems vs. Annual Performance Appraisals
Managing Employee Turnover
Contemporary Safety Issues and Health Management
Future Trends and Challenges in Human Resources Management
Conclusion
From the Paper
"In many organizations managing employee performance is a process done by giving employees feedback about their performance. Typically the feedback is given to an employee by an annual performance appraisal. The annual performance appraisal is a measurement of specified areas of an employees' performance (Noe et al, 2003 p.316). Ideally, performance appraisals allow management to combine feedback and goal setting, clarify job description and responsibilities, provide information about work performance, work improvement and identify training and development opportunities for the employee. The performance appraisal should review performance objectives and performance standards set within the job description. "
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Human Resources Management, 2004.
An analysis of human resources management issues.
1,434 words (approx. 5.7 pages), 6 sources, MLA, $ 47.95
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Abstract
This paper contends that management of human resources is a vitally important part of the business world, claiming that the ability to manage employees can mean the success or failure of a firm. The paper explores human resources management as it relates to small business. The paper focuses on issues such as the changing global workforce, corporate culture, management issues, information technology, and work force diversity.
From the Paper
"This new invention develops into a small business with different a set of human resource issues that must be addressed (Cropanzano and Michelle 1996). The article asserts that one of the main HR challenges in this situation the entrepreneur must quickly adapt to meeting the needs of employees. ?The entrepreneur, now the owner of a successful small business, still has the goal of a better speaker. However, as a means to achieving that goal she must also attend to the well-being of her employees. The employees, on the other hand, have a goal of enhancing their well-being, perhaps through higher pay and better benefits (Cropanzano and Michelle 1996).?"
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"Strategic Human Resource Management" ( Charles Fombrum, et al.) and "Management and Machiavelli" ( Antony Jay ), 1992.
Compares the authors' approaches to personnel management and human resources at General Motors.
1,800 words (approx. 7.2 pages), 2 sources, $ 63.95
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From the Paper
"Procuring, training, maintaining and managing qualified personnel within a business organization has taken its place alongside managing other resources such as raw materials. The entire process has been termed, "human resources management, identifying the resource role that individuals within an organization are expected to perform. The field of human resources is replete with productivity studies, time-motion studies and theories based on personal interviews, but managers continue to clamor for ways to get the absolute maximum benefit from their workers. This research examines two books, Strategic Human Resources and Management and Machiavelli, and compares and contrasts their approaches to the area of personnel management. Particular attention is paid to how the two books approach human resources within the General Motors corporation."
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Human Resources Occupational Guide, 2004.
This paper discusses the various jobs involved in the human resources department.
6,780 words (approx. 27.1 pages), 34 sources, MLA, $ 135.95
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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."
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