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Free Resource Practices Essays and Papers

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    The practices of HR can impact for the company in the short term and long term, causing the company to lose and gain attractions for employees or new employees. Leaders or leaders that are good and respectable tends to motivate their employees to do a better performance and it will increase in profits which will result in an excellent human resource within the company. Employees working at the Human Resources department are the one in charge of the company to manage employees and customers and

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    “Human resource management (HRM or simply HR) is the term commonly used to describe all those organisational activities concerned with recruiting and selecting, designing work for, training and developing, appraising and rewarding, directing, motivating and controlling workers. In other words, HRM refers to the framework of philosophies, policies, procedures and practices for the management of the relationship that exists between an employer and worker.” Q1. Difference between personnel management

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    Human resources practices

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    Job satisfaction is one of the most prominent correlates of Innovative HR Practices (Bateman & Organ, 1983, Puffer, 1987, Organ & Konovsky, 1989). It inculcates in employees a positive state of mind (Smith, 1983) which in turn motivates them to repay their organisation through OC (Schnake et. al., 2003). Implicit in the cause of OC as argued by Smith et al. (1983) is the existence of some baseline of satisfaction required to trigger altruistic behaviors in the organisation. Studies have revealed

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    The report on Human Resource stresses on HR practices of one of the leaders in learning centres, “Sensus”. The centre has established reputation for a decent position since 2015, after deriving status of the best learning centre of the year. Report analyzes importance of human resource structure and its processes of planning, selection, recruitment and training in the given organization. Additionally, work rules, policies and procedures are closely examined. To identify existing problems in the company

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    technological innovations affect firm's competitiveness causes a threat to sustainability. Coping with these scenarios is a challenge especially when the availability of tangible resources is limited. The optimum use of resources is an option to address these crises on which managers usually focus on. Exploring HR practices by using the inherent potential of human capital, under these circumstances, is the premise of the book. The book comprises of twelve articles coverings various HR related challenges

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    Scope and Practice of Human Resource Management Question 1 Personnel Management and Human Resource Management (HRM) are very similar and many would say interchangeably, for example on help-wanted adverts or in job descriptions (.....). However this is not entirely true, although the difference may be very subtle they are slightly different. Personnel Management is defined as the “Administrative discipline of hiring and developing employees so that they become more valuable to the organisation”

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    other members. An economic system is, for the most part, a result of political processes developed by humans and the processes are ever evolving within societies. The legal structure of an economic and political system are important because certain resource distributions are a result created from the system employed by the community. Laws and the political system within a community can fundamentally affect the lives among the people within that system regardless of their personal beliefs. Distribution

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    report is to critically analyse the Human Resource Management (HRM) practices of Summerfield Community Council (real name undisclosed for the confidentiality purposes). First, the report briefly describes the organisation’s background and the HR practices to be reviewed. Secondly, it discusses the relevant environmental characteristics of the company and how they affect the chosen HR practices. Third, it determines and evaluates the limitations of these practices in the chosen company with the support

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    competitive advantage. Link between Human Resource Management and Organizational Strategy One of the most famous works on linking strategy with human resource management is by Miles and Snow (1984). They have classified three types of organizational strategies and described the HR strategy that will be suitable in each case (Ogbonna & Whipp, 2006). In case of ‘defender strategy’ where organizations aim for steady growth in market share, the human resource management should be in-house, have selective

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    the disease i.e. Failure to retain employees. The main problem under study in this research is “The impact of human resource practices on the retention of employees”. Effective employee retention is the result of systematic attempt by employers. It needs to develop and establish an environment that attracts employees to stay in the organization by following policies and practices in place that meet their needs. It also concerns with the costs associated with employee turnover. Hiring a new employee

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