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Papers On Miscellaneous Issues In Business
Page 127 of 288

Human Relations and Post-Taylorism Organizational Management
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This 7 page report discusses whether or not the Taylorist division of labor a thing of the past and how the greater emphasis on human relations has changed organizational design and interaction. Central to F. W. Taylor's (1856-1915) work on “scientific” management was the idea that experts outside of production ought to design the jobs and the methods and tools for carrying out the tasks. the fact that modern organizational management has evolved into what is referred to as “post-Taylorism” presents a realm in which human relations and its functions are directly affected and have had an equally direct impact on the ways in which the members of any particular organization interact, accomplish their tasks, and maintain their unique social structures. Bibliography lists 6 sources.
Filename: BWtayorg.wps

Human Resource Analysis - Malaysia
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This 6 page paper provides an overview of the country, including population, literacy rate, GDP, type of government, types of industries and general economic facts. The writer also discusses the issue of foreign workers, illegal immigration, wages, poverty factors, who may and may not participate in a trade union and other aspects of work in Malaysia. Bibliography lists 7 sources.
Filename: PGmlyhr.rtf

Human Resource Management
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This 7 page paper addresses several specific issues related to HRM. These include: why are line managers becoming more involved in HR policy development and implementation; implications of an aging workforce, a diverse workforce and skill deficiencies in the work force; how labor shortage is affecting HRM; internal versus external recruiting; example of HR practice that supported organization strategies and that were not consistent with organization strategies. Bibliography lists 7 sources.
Filename: PGhr7is.rtf

Human Resource Management
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A 15 page paper that explores three broad aspects of human resource management The first is the evolution of personnel administration to human resource management and the reported differences between the two. The second investigates the roles and functions of human resource management and discusses staffing, performance appraisal, administration, i.e. record-keeping, and change management. The writer comments on the external and internal environments. The last section discuses the link between human resource management and business objectives. Strategic human resource management is described. Bibliography lists 15 sources.
Filename: PGhrmbs.rtf

Human Resource Management - 10 Issues
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This 14 page paper responds to 10 questions or issues: the diagnostic and strategic approaches to human resource management; Five greatest challenges for the human resource manager today; the roles and functions of the human resource manager; the Civil Rights Act of 1964, Equal Employment Opportunity, Affirmative Action & Managing Diversity; steps to selecting the right employee; performance management and evaluation; what questions should the human resource manager be ready to answer in a discrimination hearing; what is the relative importance of merit, ability and seniority when promoting an employee; and what is job analysis and what is its value. Bibliography lists 20 sources.
Filename: PGhrm10.rtf

Human Resource Management - Strategies of Fit and Flexibility
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This 35 page report discusses the human resource management strategies that lead to improved organization effectiveness and productivity. The report focuses on the importance of any organization following a strategic model that depends on fit and flexibility with employees, in the marketplace, and in terms of innovation. Rather than viewing employees and employee development as a resource fundamentally similar to any other unit of production in the workplace, the organization must be able to fully utilize the unique and individual characteristics and strengths that individual workers offer. Bibliography lists 25 sources.
Filename: BWhr35.rtf

Human Resource Management - Triad
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This 10 page paper begins with a brief overview of the evolution of human resource management and the reasons for the changes that have led to HR becoming a strategic partner. The three members of the HR Triad are identified, along with examples of the roles and responsibilities of each. The 360 Feedback appraisal process is described, including the part each of the three members of the Triad play in the process. The writer comments on how fairness is regulated. Finally, the essay discusses diversity and several issues managers must be aware of when managing a diverse workforce. 1 Table included. Bibliography lists 9 sources.
Filename: PGhrmtr.rtf

Human Resource Management And Industrial Relations
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This 14 page paper discusses human resource management, industrial relations and labor unions and begins with an introductory historical background of each and the impact of globalization. The relationship of human resource management and industrial relations is the next section, which begins with data about declining union membership and the possible reasons for this situation. Changes in the relationship between human resource management and industrial relations are explained and discussed. The shifting paradigms in each are also explained. The next section discusses the scientific management model, its use postwar and the incompatibility of this model with today's goals in industrial relations and human resource management. Saturn Corporation is used to exemplify a unique and successful partnership between management and labor where union members are an integral component in the management of the company. Finally, the writer discusses possible trends in both HRM and industrial relations and also comments on the need for balance. Bibliography lists 15 sources.
Filename: PGhrmir.rtf

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