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Frank Forndron

Optimierungsmöglichkeiten in der betrieblichen Personalplanung mit SAP R/3

Seminar paper from the year 2018 in the subject Business economics - Business Management, Corporate Governance, grade: 1, , language: English, abstract: For more than a hundred years, human resource management, as a practice and discipline in people management in an organization, has evolved in definition and in scope. The most popular definition of human resource management is that provided by Storey and Armstrong. The duo define human resource management as “a distinctive approach to employment management seeking to accomplish  competitive advantage through strategic deployment of highly capable and committed labour using an integrated array of cultural, structural and personnel technique” (Itika 2011, p. 12). Human resource management can further be defined as a management practice and a strategic approach towards employee management in ways that would result in attainment of organizational goals, objectives and mission. According to these definitions, human resource management uses tools that attracts, motivates, develops and retains the effective function of the management of people. His may not be easy as people are workplaces are made up of several differences that are visible or invisible, through age, marital status, gender, sexual orientation, ethnicity, religion, personality and culture amongst others. Diversity in workplaces has resulted in the discriminations of certain individuals (OECD 2012). For instance, gender inequality is vice that cut across the globe, religion and ethnic segregation separates individuals in Middle East workplaces. In China, rural migrants are looked down upon by the urbanites and are mistreated in whatever kind of jobs they are allocated. Xenophobic incidences have widely been reported in South African workplaces, while the United States is blamed for racial discrimination.

Seminar paper from the year 2018 in the subject Business economics - Business Management, Corporate Governance, grade: 1, , language: English, abstract: For more than a hundred years, human resource management, as a practice and discipline in people management in an organization, has evolved in definition and in scope. The most popular ...

Caroline Mutuku

Significance of understanding Human Resource Management from the Diversity Perspective

Academic Paper from the year 2020 in the subject Leadership and Human Resources - Miscellaneous, grade: 1, University of Applied Sciences Vorarlberg, language: English, abstract: In this paper nine questions concerning the article "HRM is foreign affiliates: A multiple case study among Estonian affiliates of Finnish companies" were elaborated, analyzed and interpreted. During the course International Human Resources Management, we got to know some interesting new topics. We covered numerous topics, starting with the differences between domestic HRM and IHRM, the context of international HRM, international strategies, information about expatriates and much more. In addition, a practical relevance was always established. We not only dealt with numerous interesting cases concerning the teaching content but also discussed possible examples of fellow students who were particularly suited to the respective topic area.

Melanie Gasser

International Human Resource Management among companies in Finland and Estonia

Essay from the year 2018 in the subject Leadership and Human Resource Management - Miscellaneous, , language: English, abstract: Human Resource Management ( HRM) is the process of finding, keeping and developing the right people to work at the qualified workforce. It is one of the most difficult and important tasks for all management. It focuses on people dimension in management. Despite every organization is created with people, requiring its services, developing their skills and talents, motivating people to achieve higher level of performance in order to continue to main their commitment to accomplish organizational goals and performance. HRM, therefore, is largely important to practice and essential to main proper personal or human resource planning, recruitment and selection, as well as training and development, employee motivation, performance appraisal, and remuneration will assist the company to achieve its business success (Rudman, 2013).This essay will first explain the important role of human resource management practice and policies for organization. Then, analyze how HRM lead to improve organizational performance by undertaking the four main functions of HR assessments: Strategic HR planning, recruitment and selection, performance management, and remuneration. Finally I will give an explanation of how HRM real impacts on organizational success.

Daniel Za

Human Resource Management & Organisational Success

Studienarbeit aus dem Jahr 2019 im Fachbereich Führung und Personal - Generation Y, Generation Z, Note: 1,7, Hochschule Ludwigshafen am Rhein, Sprache: Deutsch, Abstract: Im Rahmen der Arbeit wird darauf abgezielt, die individuellen Merkmale der Generationen sowie Ansprüche im Rahmen ihrer Partizipation im Unternehmen deskriptiv zu erforschen und gegenüberzustellen. Des Weiteren soll die zentrale Fragestellung "Was sind mögliche Herausforderungen für das Human Resource Management, die sich aus der Vielfalt an Generationen im Unternehmen ergeben?" geklärt werden.Die Arbeit Generationen-Mix und Konsequenzen für das Human Ressource Management beschäftigt sich zunächst mit der grundlegenden Definition von Generationen. Daraufhin soll der gesellschaftliche Wandel der deutschen Bevölkerung aufgezeigt werden, um den Einfluss auf den heutigen Wertewandel aufzuzeigen. Nachdem die verschiedenen Generationen Babyboomer, X, Y und Z anhand ihrer jahrgangsspezifischen Merkmale differenziert werden, sollen ihre Bedürfnisse dem Arbeitgeber gegenüber sowie die Herausforderungen ihrer Zusammenkunft erörtert werden. Der letzte Absatz zeigt zum Abschluss, welche Gestaltungskonzepte das Human Ressource einführt, um mit den Konsequenzen der Alters-Diversität umzugehen.

Soraya Sanders

Human Resource Management. Konsequenzen der Generationenvielfalt

Bachelor Thesis from the year 2019 in the subject Business economics - Business Management, Corporate Governance, grade: 1,3, University of Tubingen, language: English, abstract: This work has the objective to offer a deeper insight in the Italian human capital development in the long run. Hereby, the work is also investigating the differences in development between specific Italian regions.This work is dedicated to research the long-run development of human capital in Italy, both for the country as a whole and regional differences. The author wants to take a closer look on the north-south descent. First, the age data sources, its structure and subsequently the sources and collecting of independent variables in the dataset are described. These independent variables will later be included in an empirical analysis about the connection of human capital and economic development. In this regard, the work will enlarge upon human capital development, especially regarding gender and region. In this section it shall be differentiated between bigger territories as well as the specific provinces of Italy. Then, the impact of different independent economic indicators on the numeracy value will be investigated with a regression analysis. In this context the time period from 1800 to 1900 will be considered more closely because of the presence of the mafia and criminal activities in the south of Italy. An empirical analysis shows if the increased presence of the mafia and criminality is influenced by the human capital value in specific provinces of Sicily, where the most famous mafia organization had its origin.

Victoria Lindner

Long-Run Human Capital Development in Italy and the Influences of the Mafia

Seminar paper from the year 2016 in the subject Business economics - Business Management, Corporate Governance, grade: 1, University of Innsbruck, language: English, abstract: In the following paper we define the meaning of recruiting and selection in an international context. By showing statistics of some international studies, we try to demonstrate the steady grow of international assignments. Additionally we will show in our study, that recruiting and selecting new individuals for international assignments is a complex task and the company has to focus on a variety of factors. Recruiting and Selection is one of the most important issues in human resource management. It means that the department has to find the most appropriate candidate for the vacancy. The employees, who work in a different country than their home country, are called "international managers" or "expatriates". By application, job interviews, trial work, and so on the staff department tries to select the right person for the job.With the rapid development of the globalization, international managers gained more and more importance and the human resource management became more complex. To manage the recruiting and selection of expatriates, the international human resource management has to focus on different kind of things: the international taxation, the selection and training of international managers, dealing with different international governments all over the world, international relocation, and so on.

Alexander Tauber

Recruitment and Selection. Gender and Ethnicity Discrimination

Master's Thesis from the year 2022 in the subject Economics - International Economic Relations, grade: 3.78, , language: English, abstract: The main objective of this study is to investigate the short run and the long run impact of human capital development on economic growth in Ethiopia over the period 1975-2020. The human capital development proxies are education and health expenditures to ratio of GDP, labor force participation and secondary education enrollment ratio, while real GDP per capita is a proxy variable of economic growth. The study applied Johnson Maximum Likelihood co-integration test and error correction mechanism to identify the impact of human capital development on Economic growth both in the long run and short run. The finding reveal that human capital development proxies (secondary education enrollment rate and public health spending to share of GDP) and labor force exhibit negative and significant effect on economic growth in the long run, while government expenditure on education exhibits positive and significant effect on economic growth in the long run. Hence, education spending is the main contributor of real GDP per capita in the long run. However, health spending did not contribute to human capital development and economic growth in the long run.

Mekonnen Atale

The Impact of Human Capital Development on Economic Growth in Ethiopia. Vector Autoregressive Approach

Vous vous posez des questions sur votre futur économique et sociétal, celui de vos enfants ou de vos petits-enfants ? &lt;br&gt;Les medias et les économistes actuels, aux messages anxiogènes, subjectifs et dogmatiques ne vous apportent pas les réponses que vous attendez. &lt;br&gt;Alors ce livre est fait pour vous. &lt;br&gt;Il s’appuie sur un courant de pensée économique centenaire mais inconnu, la physico-économie, qui est basé sur l’énergie et les lois de la physique. &lt;br&gt;Durant six années, l’auteur a complété et quantifié cette théorie, qui permet de prédire la fin de notre monde industriel actuel, basé sur la croissance. &lt;br&gt;Va-t-on vers un effondrement mondial ? Un nouveau système économique ? A quoi ressemblera-il ? &lt;br&gt;Ce livre devrait vous apporter les réponses à vos questions, vous permettant d’entrevoir un avenir plus sereinement. &lt;br&gt; &lt;br&gt; &lt;br&gt;À PROPOS DE L'AUTEUR &lt;br&gt; &lt;br&gt; &lt;br&gt; &lt;b&gt;Rémi Andreoletti&lt;/b&gt; est né en 1977 à Sainte-Foy-lès-Lyon. &lt;br&gt;Ingénieur diplômé de l’École nationale supérieure de l’aéronautique et de l’espace SUPAERO en 2002, il exerce le métier d’ingénieur système dans plusieurs grands groupes français (Airbus, Zodiac, Thales) depuis vingt ans. &lt;br&gt;Intrigué par l’envolée des prix de l’immobilier en 2009, il se découvre progressivement une passion pour un sujet plus global : l’économie. Déçu par les théories économiques classiques qu’il analyse durant plusieurs années, il passera six années, de 2016 à 2022, à écrire La physico-économie au XXIe siècle. &lt;br&gt;physico.economie@proton.me&amp;#xa0; &lt;br&gt; &lt;br&gt; &lt;br&gt; &lt;br&gt;

Rémi Andreoletti

La physico-économie au XXI siècle

&lt;p&gt;Written by two of the world's most well-known ROI (Return on Investment) gurus, this guide is indispensable for anyone involved in showing the value of money for projects and programs in governments, non-governmental organizations, nonprofits, and businesses. These range from human capital programs to marketing initiatives, technology implementations, systems integrations, quality and lean processes, public health initiatives, procurement procedures, public relations events, risk management policies, economic development programs, corporate social responsibility projects, public policy programs, branding activities, innovation programs, customer satisfaction projects, and everything in between.&lt;/p&gt; &lt;p&gt;In a step-by-step process, the book shows how to measure the success of projects and programs, including measuring impact and ROI (Return on Investment). This book also shows how to forecast the value of the project in advance and how to collect data during and after project implementation. It addresses improvements throughout the process so that the project delivers optimum value. In addition to businesses, this book is appropriate for governments, NGOs, nonprofits, universities and healthcare organizations.&lt;/p&gt; &lt;p&gt;As a reference for those who are seeking ways to assign value to what they have measured, the book will clarify and resolve much of the mystery surrounding the conversion of data to monetary values. Building on a tremendous amount of experience, application, practice, and research, the book will be based on the work of many individuals and organizations, particularly those who have been reaching the ultimate levels of accountability using the ROI Methodology. Developed in an easy-to-read format and fortified with examples, tips, and checklists, this will be an indispensable guide for those who seek to understand accountability issues.&lt;/p&gt;

Patricia Pulliam Phillips

Jack J. Phillips

Gina Paone

Cyndi Huff Gaudet

Kyle McLeod

How to Show the Value for Money for All Types of Projects and Programs in Governments, Non-Governmental Organizations, Nonprofits, and Businesses

Value for Money

Forschungsarbeit aus dem Jahr 2021 im Fachbereich Führung und Personal - Mitarbeitermotivation, , Sprache: Deutsch, Abstract: The broad objective of the study is to determine the ways of achieving effective service delivery through manpower planning and human capital development in Anambra State Civil Service. It determines the extent to which employees' training and development affects service delivery in Anambra State Civil Service commission. It also examines the extent to which inadequate selections and recruitments and the employees' motivation affects employees’ service delivery in the civil service commission.The researcher limits this work to the ways of achieving effective service delivery through manpower planning and human capital development in Anambra state civil service covering the period from 2015 to 2020.

Onuigbo Augustine

Effective Service Delivery through Manpower Planning and Human Capital Development in Anambra State Civil Service. A Research from 2015 to 2020

Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and organizational change in small and medium size enterprises and to create awareness on the importance and role of this department to small enterprises who think this department is a waste of resources. People are the most important resources and the most challenging to manage in every business. In order to successfully manage people, you need to understand that they are not machines; they do not respond or react in a predictable or consistent manner.Human resource management was formally called "personnel administration. It is said that personnel administration exist since the 1920’s and it had as technical aspect hiring, evaluating, training and compensation of employees. HRM developed as a result of the substantial increase in competitive pressures American business organizations began experiencing by the late 1970’s. These pressures occurred because of factors such as globalization, deregulation and rapid technological charge.Human resource management (HRM) also called personnel management consisted of all the activities undertaken by an enterprise to ensure the effective utilization of employees towards the attainment of individuals, groups, administrative and organization goals.Historical background of personnel management before arrival at the name HRM has experienced various change of names and forms due to social economic, technological evolution.The first form of HRM was known as industrial welfare in the 1860’s when the 1st trade union held its 1st conference, it discovered that industrial welfare workers had grown and there was a need for a leader to take care of their working conditions.

Doctoral Thesis / Dissertation from the year 2018 in the subject Business economics - Personnel and Organisation, grade: -, Atlantic International University, course: HUMAN RESOURSES, language: English, abstract: The objective of this study is to show the role Human Resource Departments plays in influencing employee performance and ...

Coretta Abiyah

Examining Human Resource Department as a Tool in Influencing Employee Performance and Organisational Change in Small and Medium Size Enterprises in Cameroon

Submitted Assignment from the year 2019 in the subject Leadership and Human Resource Management - Miscellaneous, grade: 12.5, , language: English, abstract: This paper deals with the following questions: (1) Find out about five basic characteristics you want to be possessed by the employees in your ideal organization, then suggest the methods to be used to obtain people with those qualities. (2) Explain the evolution in understanding treatment and use of people who are working in an organization. Identify the key concepts used to refer to those people and their management at different times in the evolution process. (3) Discuss the major issues related to the government employees’ management in schools in Tanzania.

G. Nzowa

Human Resource Mangement in Education

Optimierungsmöglichkeiten in der betrieblichen Personalplanung mit ...

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