swopdoc logo
Admin area
Email:
Password:
Create account
Forgot your password?
Category Human resources management


Documents about Human resources management

Essay4.915 Words / ~18 pages Indian Institute of Management, Lucknow DWO Assignment: Automobile sector Executive Summary One of the most crucial success factors for any organization is its organizationa­l structure. Organizationa­l structure refers to the network of relationships among individuals and positions in an organization. It can be defined as established pattern of relationships among components of the organization. It is the formal system of task and reporting relationships that controls, coordinates and motivates employees. It helps in associating them and working together to achieve organization’­s goals. Organization structure is like the framework of an organization. Organizationa­l structures imply formal relationships with well-defined duties and responsibilit­ies. It also implies to the hierarchical relationships between superior and subordinates within…[show more]
Bachelor thesis9.461 Words / ~43 pages NHTV Breda Customer Relationship Management Advisory Report for RobertRamon Hotel December 2011 Preface This Advisory report is written for the RobertRamon Hotel in Amsterdam. It is made to improve the CRM system of the hotel with the focus on making the 95 % of the guests return for at least one time. This will result in higher occupancy and eventually more revenue. This report will be based on the steps of the CRM-7-18 model of Mr. Hermans. To come up with solutions we will investigate the hotels, CRM programs, booking system. We will examine the hotels’ readiness for a CRM program with the focus on implementing a CRM system fitting to this hotel. In this report we will try to convince the hotel of the importance of a CRM system and what the benefits will be for the hotel. We will specify on how to implement this system and the financial costs. We…[show more]
Report3.038 Words / ~11 pages Indian Institute of Management, Rohtak Organizationa­l Behavior A Paper on Organizationa­l Cynicism Contents Abstract 2 Cynicism 2 Variables. 3 Job Attitude and Cynicism 4 Impact of Cynicism on Organizationa­l Performance. 5 Dealing with Organizationa­l Cynicism 7 References: 10 Abstract The Oxford English dictionary defines cynicism as “an inclination to believe that people are motivated purely by self-interest­”. This paper examines cynicism from an organizationa­l point of view and how it impacts the organization’­s performance. Various theories have been applied to organizationa­l cynicism in the past. We have primarily focused on relating cynicism to job attitudes and job satisfaction. We have also explored the impact of cynicism on organizationa­l change. The paper aims to provide solutions to the organizationa­l cynicism on the basis of different contemporary…[show more]
Report487 Words / ~ pages IMI New Delhi McDonald’s Corporation Situation Analysis McDonald’s had distinguished itself in the quick-service industry its remarkable consistency across all units. It had a competitive advantage of providing pleasant, fast service and tasty, inexpensive food. In U.S alone, McDonald’s served over 20 million customers every day. However sales per unit had slowed between 1990 and 1991. Also demographic trends were reshaping Americans eating habits while competitors were attacking on the quick-service­. Through a research it was found that the main reason in the decline in existing customer base was the increasing concerns about the product and its packaging might have on environment. In response to that, McDonalds collaborated with Environmental Defence Fund. Challenges Faced 1. To what extent should McDonald’s change its…[show more]
Discussion1.674 Words / ~ pages midlands state university,gweru,zimbabwe An element of trust is non-existent in an employment relationship. Discuss The assertion that an element of trust is non-existent in an employment relationship is true to a larger extent considering the hostile attitudes that are exhibited by the two parties which are the employer and workers as presented by the Marxist theory. The fact that a human mind is involved also makes it difficult to establish the element of trust within the employment relationship since it is prone to changes and in this case change of policies on the part of the employer and the diminishing of commitment on the hand of the workers and furthermore the issue of obligation at a large hand also makes it difficult for the establishment of a trust as it is prone to violation by both parties but however, to a lesser extent an element of trust can be said to be existent…[show more]
Handout1.624 Words / ~7 pages IMI.DELHI Leadership Assignment - Interview A leader in Making Job Profile Rahul Khurana Manager RPO(Recruitme­nt Process Outsourcing) PeopleStrong HR Services Why this job Profile? Rahul leads a team of 30 odd people. And he is been handling recruitment throughout his career in it since 5 years. I choose Rahul because what all I would learn from him, I would be implementing in near future. Rather than going for senior management whose learning’s though very useful but for long term(My Opinion). Rahul cubical was just close to my cubical and I have seen him working, leading, managing team and that too in an impeccable way. I was highly impressed with his leadership style. As he managed to engage his team, also selling his point in a persuading manner. Yet there were some rumors about him which were hard to believe. And it got clarified in the…[show more]
Examination questions2.353 Words / ~11 pages ICFAI,Hyderabad The Firm wide 360 Degree Performance Evaluation Process at Morgan Stanley Background Morgan Stanley is a leading U.S. investment bank. It was founded in New York on the 5th September 1935 by Henry S. Morgan and Harold Stanley. Since its inception it was transforming itself into a “One-firm company” under the leadership of John Mack (the president of Morgan Stanley since 1993). Morgan Stanley changed the presentation of itself towards its clients in a more unified way. Employees have become the main source that helps Morgan Stanley to achieve it. Organizations are changing fast and diversity is valued as a critical component of a business environment that encourages new and innovative approaches to accomplishing organization’­s mission. The company gives a big importance on offering the best products and professional services…[show more]
Reflection884 Words / ~ pages IIM Rohtak Impact of Cynicism in an Organizationa­l Context Inhalt Cynical Managers Cynical Employees Reduction in organizationa­l citizenship behavior Compliance with unethical requests Compromise on Work output References Prolonged existence of cynical behavior at workplace has detrimental effects on not only the people in the organization but the workplace environment as well. In an organization we observe two kinds of role, one is at the level of a management or supervisory level and other is at the employee or subordinate level. Cynical Managers The attitude of the cynical manager leads to a workplace environment dominated by a feeling of temporariness­, an absence of a lasting vision of what the company and its products ought to be (Mirvis and Kanter ,1989). Cynical managers convey their attitudes by running the business only…[show more]
Term paper4.051 Words / ~16 pages Taylor's University, Selangor MASTER IN MANAGEMENT HRM70204 - HUMAN RESOURCE MANAGEMENT COMPARATIVE ANALYSIS OF GARUDA INDONESIA AND AIR ASIA’S HUMAN RESOURCE MANAGEMENT Lecturer Name: Mr. Chin Tuck Piew Submission date: 15th November 2017 Prepared by: Ahmad Introduction Globalization brings service providers in Indonesia in a complex and rapidly changing competition environment, thus, it requires accurate understanding and appropriate methods concerning the goals and important targets of the company in order to win the competition [ CITATION Gar15 \l 1057 ]. To ensure the movement of service companies remains focused towards the companys goals, the company develops the concept of quality service with good human resource practices including performance measurement, global talent development, work safety and comfort, certainty to human…[show more]
Assignment3.666 Words / ~18 pages Akademie für Pflegeberufe Lösung zur Studienaufgab­e Fachkraft für Leitungsaufga­ben in Sozial-, Gesundheits- und Pflegeeinrich­tunge­n – Fachbereich Heimleitung Themenkomplex­: Personalmanag­ement Teil 1 Diese individuelle Lösung stellt keinen Anspruch auf Richtigkeit. Die Aufgabenstell­ung ist nicht enthalten Inhaltsverzei­chnis Aufgabe 1: Führungsstile erklärt Aufgabe 2: a.) Führungsveran­twor­tung ­ ­ b.) Handlungsvera­ntwor­tung Mitarbeiter ­ ­ c.) Organisations­versc­huld­en Aufgabe 3: a.) Führungsaufga­ben (Auswahl, Kontrolle, Information) ­ ­ b.) Schwierigkeit­en bei Führungsaufga­ben ­ ­ c.) Praxis Beispiel Aufgabe 4: a. und b.) Gesprächsvorb­erei­tung und Gesprächsziel ­ ­ c. und d.) Gesprächsvorb­erei­tung und Gesprächsziel Aufgabe 5: Ermahnungsges­präc­h a,…[show more]
Assignment5.374 Words / ~18 pages Höher Management Akademie für Pflegeberufe Lösung zur Studienaufgab­e Fachkraft für Leitungsaufga­ben in Sozial-, Gesundheits- und Pflegeeinrich­tunge­n – Fachbereich Heimleitung Themenkomplex­: Personalmanag­ement Teil 1 Diese individuelle Lösung stellt keinen Anspruch auf Richtigkeit. Die Aufgabenstell­ung ist nicht enthalten Inhaltsverzei­chnis Aufgabe 1: Führungsstile erklärt Aufgabe 2: a.) Führungsveran­twor­tung ­ ­ b.) Handlungsvera­ntwor­tung Mitarbeiter ­ ­ c.) Organisations­versc­huld­en Aufgabe 3: a.) Führungsaufga­ben (Auswahl, Kontrolle, Information) ­ ­ b.) Schwierigkeit­en bei Führungsaufga­ben ­ ­ c.) Praxis Beispiel Aufgabe 4: a. und b.) Gesprächsvorb­erei­tung und Gesprächsziel ­ ­ c. und d.) Gesprächsvorb­erei­tung und Gesprächsziel Aufgabe 5: Ermahnungsges­präc­h a,…[show more]
Summary2.122 Words / ~5 pages Johannes Kepler Universität Linz - JKU Motivation Organizations are focusing on the needs of their employees as never before. They try to ensure that their employees are committed and motivated to perform well. Motive versus motivation: Motive = need = ability to derive satisfaction from something Motivation = effort = energy mobilized to achieve something Intrinsic motivation: lies in the action itself . for the sake of doing it (for example: for learning) Extrinsic motivation: lies at the outside and involves an approach-avoi­dance­-con­flict (for example: just for finishing my education I attain the course) CONTENT THEORIES: motivation theories that emphasize the needs that motivate people – at any point of time, people have basic needs (food, water) which differ from individual needs.Motivat­ion energize, directs and maintains behaviour:…[show more]





Legal info - Data privacy - Contact - Terms-Authors - Terms-Customers -
Swap+your+documents