Armstrong (2003) denotes that one of the strengths of the Harvard model is its recognition of trade-offs, wherein the presence conflicting interests between stakeholders (ie. Management-union, employee-employer) necessitates the adoption of HR policy choices that may be beneficial for one but detrimental to others. For instance, employee incentives (a form of reward for good performance) may be foregone when the company is in need of […]

Definition of HRM Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work http://www. businessdictionary. com/definition/human-resource-management-HRM. html Definition of personnel Management The part of management that is concerned with people and their relationships at work . Personnel management is the responsibility of all those who manage people, as well as a description of […]

Introduction The study of HRM evolves from the personnel management since from the industrial revolution age. During that time two types of perspectives are widely prevalent one is Pluralist and the other is Unitarist. There lies a significant difference between the two. As per Pluralist a multinational organization basically consists of large no. of subgroups where loyalty lies in each subgroup, whereas as per Unitarist […]

Question 1 0 out of 1 points Computer-based training and E-learning provide all the following benefits except: Answer Selected Answer: they can be more cost effective Question 2 1 out of 1 points When we learn by watching others perform a task, this is known as: Answer Selected Answer: modeling Question 3 1 out of 1 points _________ refers to the effective application of principles […]

Every organization has a set of employees working together to achieve the same goals known as the “human resource” of the organization. These people in turn are handled by another set of employees known as the “human resource management”. As the fast growing environment and the technology is becoming an active part of the daily exchanges in the business environment, companies are forced to implement […]

This report is about human resource management. Betcherman et al. (1994) defined human resource into three aspects: organizational and job design, organizational culture, and personnel policies and techniques as to ensure that the workers full prospective or potential can be achieved. According to Storey (2001:5) Human Resource management is defined as ‘a distinctive approach to employment management which seeks to achieve competitive advantage through the […]

Week 1 1. Benefit plans Employer-sponsored benefits reflect the culture and business of the organization, and plans should be crafted and selected accordingly. Think about your current (or former) organization’s benefit plan. Did it help to improve the quality of your work as well as your personal life? Why or why not? Was it a generous benefits program or were there specific benefits you felt […]

Much as we are aware about the significance of the human resource aspect in organizations, a strategic form of management applied within the arena of human resources permits the easier facilitation of organizational change. Although the human resource agenda have immemorially been incorporated in the principles of strategic planning, an understanding of the applicability of these processes in organizational management is relatively new. Today, as […]

Milton Friedman wrote in 1973 that managements “primary responsibility is to the shareholders who own and invest in the company”. What are the consequences of this philosophy for HRM ethics, and what alternative perspectives might serve the profession in the future? Friedman’s Shareholder Theory Milton Friedman’s shareholder theory has had a broad range of consequences for HRM ethics. The main consequence being that if management […]

European Journal of Social Sciences – Volume 7, Number 3 (2009) A New Framework for Selection of the Best Performance Appraisal Method Mostafa Jafari Industrial Engineering Department, Iran University of Science & Technology Narmak, Tehran, Iran E-mail: [email protected] com Tel: +98-912-1382658 Atieh Bourouni Industrial Engineering Department, Iran University of Science & Technology Narmak, Tehran, Iran E-mail: [email protected] iust. ac. ir Tel: +98-912-5007402 Roozbeh Hesam Amiri […]