Human Resources in organizations代写论文|论文代写|论文枪手|代写代发论文|论文发表网|论文发表

作业内容：Human Resources in organizations.

Eastern University’s changed contract
Harry young was dumbfounded. He had just been informed by Raymond Wong, Assistant Hr Manager for Eastern University that the offer of employment that he had accepted by telephone in Australia was to be changed.
“This is unbelievable”, gasped Harry. “I accepted an offer made by phone by Dr Mark De Chillo, head of the Management Department, and now that I am in Hong Kong, you sit there and calmly tell me that the university is not going to pay for my airfares?”
“Yes”, replied Raymond, “it is quite simple. You told Dr De Chillo that you were planning to relocate to Hong Kong for family reasons, so why should the university pay for your airfares? You were coming to Hong Kong anyway.”
“But I was told that they would be paid,” Harry said pointedly.
Poker-faced, Raymond replied, “That was a mistake made by Dr De Chillo. He has no authority to make an offer of employment. What he did was to explain possible terms of employment. The exact terms are here in the formal contract—this is what applies, not something Dr De Chillo may or may not have said. You are being offered the position of Visiting Scholar, which is not a regular position. This means that your salary will be fixed for the duration of the two-year contract. You also will receive a gratuity and medical insurance for your wife and yourself, but not for your children,”
Flabbergasted, Harry asked, “What about the relocation allowance of one month’s salary, does that still apply?”
Raymond sighed. “No, of course not. As a Visiting Scholar, you are not entitled to this benefit,”
“In other words”, said an angry Harry, “now that I am in Hong Kong you are changing all of the conditions just like that?”
“I am sorry,” replied Raymond, “but there is nothing more I can do. Will you accept the position?”

Questions:
1 Why has this problem come about? How could it have been avoided?
2 If you were Harry, what would you do now? ( Responses to this question should be in third person impersonal)
3 What advice would you give Harry?
4 How could a trade union help Harry?
5 What are the ethical questions involved in this case?

Human Resources in organizations.
Assessment item1 ?( Essay.)
Weighting: 20%
Length: ?1500 words ( plus or minus 10 % excluding reference list)
Reference style: ?Author-date system
Format: Essay presentation
Skill: (a) Undertake a literature search and literature search and literature review of a specific issue with the field of HRM
(b) Demonstrate critical understanding of theories and models relating to the topic analysis.
(c) Present a coherent analysis of the topic.

Your essay should contain an effective introduction, body and conclusion.
This assessment consists of coherent but necessarily restricted, review of the academic literature on a HRM topic .The format for writing up your topic analysis is in Chapters2,and chapter3 in the Guide for students,2006.A reference list is compulsory. Do not include a Bibliography.
Assessment item 1 involves researching your assigned topic to enhance your understanding of HRM concepts and utilizations of academic literature. Avoid using only textbooks. You will be expected to present materials from, and cite at least five relevantacademic journals (minimum requirement).Refer to your recommended readings for examples of academic journals. While you can cite these you must find five journal articles not listed in the course materials. Your citations will show the breadth of the literature used to answer the questions. Your marker is interested in the analysis that you developed from Your review of the literature and how well you use the literature to respond to the topic.
Assessment criteria
The assessments in this course will be assessed using norm-based criteria and will also be assessed according to the degree to which you demonstrate the criteria on the Marking Criteria Sheet Attached to the back of this Course Profile.作业内容：Human Resources in organizations.

答案如下：

Human Resources in organizations
Introduction
In this Essay, the given case is firstly analyzed, which addresses the five questions. Then, two main problems the HRM managers faced are concluded and analyzed: First, how do HR managers adopt a strategic approach in organizations, be part of the top management team, be involved in corporate planning and develop a vision for HRM. Second, how do HR managers deal with the Ethical issues in HRM.

For the given case, the problem of Eastern University’s changed contract Harry faced is because the head of the Management Department is managed by the HR manager in Eastern University. If the head of the Management Department or the HR manager has informed Harry the HRM rule of Eastern University, Harry will not face the dilemma. If I am Harry now, I will find the head of the Management Department and the HR manager and let us meet together at the same time, then negotiate with them on this problem. Certainly, the main responsibility belongs to the head of the Management Department and the HR manager in Eastern University. For Harry, the advice I give him is that he should firstly learn about the HRM rule of Eastern University before he decided to go to the Eastern University. If the trade union finds? Harry, the head of the Management Department and the HR manager and negotiate with them on this problem, then the problem maybe solved. The case is involved the?? Ethical issues in HR development. From this case, two main problems the HRM managers faced can be concluded: First, how do HR managers adopt a strategic approach in organizations, be part of the top management team, be involved in corporate planning and develop a vision for HRM. Second, how do HR managers deal with the Ethical issues in HRM.
How do HR managers adopt a strategic approach in organizations, be part of the top management team, be involved in corporate planning and develop a vision for HRM.
In 1995, Brewster reported that the integration of human resource management with business strategy is rare even among large organizations(Brewster,1995). Down claim that many management teams have had difficulty transforming human resource management into a strategic function, leaving the human resources department in most companies focused on administrative and clerical tasks. Many organizations tend to focus on the administrative aspects of the human resource management function, due to difficulties they face on the integration of human resource management to organizational goals (Down, 1997). The above early strategies fail to build an effective HRM system.
With the development of the economy globalization, “businesses are revamping HR technologies, processes, and organizational models in an effort to strengthen the HR function, better link it to the broader business, and yield the greatest results from steep investments in human capital” (Hilborn, 2004). Hilborn claims that “fifty percent of large US companies are in the middle of an HR transformation, another 25 percent recently completed one and 8 percent plan to initiate a transformation effort in the near future.” The HRM is moving toward strategic decision-making processes, which translates into enhanced attunement between workers’ and organizations’ needs and workers’ work-life balance.
Now, there has no place in most companies for a large central personnel department that is to be involved in all personnel matters. HRM has become increasingly a line responsibility and many of those responsibilities have been delegated down that line, in some cases to the level of the self-managing teams on the shop floor(Joan F. Marques,2006). HRM in today’s organization has changed from the role of the personnel management of previous years. In the organization, the HR manager plays an important function in the HRM, they make the strategic plan of the organization, and administrate the employees include the recruit and selection, training and education, pay and welfare. HR managers are at the forefront of ensuring that the organization has the right mix of human resources to make certain that the organization can operate in an effective manner.

There are commonly two modes for HRM in a organization: first, an over centralized and top-down model, although it may set very clear organizational goals, it might be too insensitive to the environmental pressures exerted upon the organization and to the individual needs and expectations of the staff; second an approach exclusively centred on the individual. Although it might generate higher levels of personal satisfaction, it may also displace the collective goals and disperse

更多请咨询本站！

如果不在线请打电话联系电话:0755-81865450(中国深圳) E-mail:agebaidu@163.com MSN:LunwenTang@hotmail.com