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Human Resources Literature review

Recruiting and Selecting the Right People
Recruitment for any position for a given project will depend on several factors which influence how people can and should be brought in to work on the project. For example, the army does not advertise for the position of a general while a bank may require hiring a person to function as their CEO or president or even a project manager to handle the setup of an IT department.
Pages: 10 (2500 words), Literature review
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Positive and Negative Impacts Of Womens Involvement in the Hospitality Industry
Some associate this with the lack of education while others link it to the gender issue or even lack of interest by women themselves. Women are seldom found in managerial positions and based on this the research question would be: Worldwide tourism is an important sector for women who make up to 46% of the tourism labor force  
Pages: 16 (4000 words), Literature review
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Decision-Making Models for Concluding on the Technologies and Processes to Be Outsourced
Effective outsourcing can be carried out by establishing four determinants of relationship – relation-specific assets (site, physical assets, and human assets), knowledge sharing routines (inter-organizational learning), complimentary resources &capabilities, and effective governance (both way willingness in creating value).
Pages: 15 (3750 words), Literature review
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Safe and Healthy Work Place
The safe and healthy workplace realms are staunchly built upon the rationale that the employees must receive the maximum benefits no matter how hard it is to tie up the related norms. It is always an interesting idea for the organizational top heads to understand that the employees will be given what they richly deserve, no matter how hard it is to offer on the part of the organization itself 
Pages: 9 (2250 words), Literature review
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Organizational Consequence of Stress
Work pattern and the work environment play a crucial role in causing stresses to the employees. The demand of the employers and sudden change in the change of work causes discomfort among the employees. Other than the change in the work assigned to the employees the organizational change also keeps them under pressure.
Pages: 18 (4500 words), Literature review
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Business and Management
Over the years there has been emergence of radical models of worker motivation. These models have undertaken multidisciplinary approach, integrating some psychological, personality and social phenomenon which are derived from behavioural sciences as motivating factors. These models were developed within utility theory and rational choice framework. But they were different form other conventional economic theories. This report will take a look at the literature review of workplace motivational
Pages: 11 (2750 words), Literature review
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Leadership and Talent Management as a strategy to motivated workforce
A feeling must be there by the side of the employer that they do care for their employee and in any tough situation they are always beside their worker (Weiner and Graham, 1990, pp.Different steps and initiative taken for the motivational factor in an organization will help to develop a positive attitude in the mind of the employee. The initiative regarding this factor will create a thought in the mind of the employee that the employers are concern about them and want to develop their state and
Pages: 38 (9500 words), Literature review
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The Effect Employee Engagement has on Change Management
Examination of Employee Engagement from its Historical Roots” it is affirmed that employee engagement aids in the retention of talent in a business, promotes customer allegiance, and boosts managerial performance. More to that, it is austerely predisposed by leadership style, organizational culture, and trust within the organization. This point is consistently agreed upon by Markos, and Sridevi in their journal “Employee Engagement: The Key to Improving Performance” (2010). Employees are
Pages: 10 (2500 words), Literature review
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Theoretical Foundation
That regulation is sorted into avoidance motivation, which challenges to avoid low self-esteem, shame, or blame, and interjected approach motivation which goes with high self-esteem or pride in an effort to gain social appreciation.Generally, Deci et al. (1999) state the SDT classifications and extrinsic motivation regulations are a continuing series associated from the most self-determined form to the least and that, when gathered together, have greater capacity for motivation compared to the
Pages: 25 (6250 words), Literature review
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Value Addition to the Organization of HR
Taylor states that the costs should be outlined and measured against the returns. Productivity, time management, retention rate and pay scales are some of the things that should get considered. The costs of human resource activities should not be greater than the benefits gained by the organization.
Pages: 7 (1750 words), Literature review
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Coaching and Mentoring in Organisations
The more people had in the 20s, the more they seemed to want to accumulate and encourage the habit ofacquisitive individualism. However, the influence of the Great Depression led people to start thinking about having enough of the material things and food. Having enough to get by was not as much important as having the values of working together with others to survive the effects of economic mayhem. For instance, letter 51 (McElvaine 91) highlights a letter from a family that is so distressed
Pages: 6 (1500 words), Literature review
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Sainsbury Resourcing strategy
Sainsbury’s attempts to get feedback from colleagues and customers and then use the data to relate the products existing in the stores and recognize what is the method of delivery to consumers and what obstacles or issues must be fixed (Joseph 2012). Sainsbury is dedicated to dealing with the fundamentals that can aid to improve the services by becoming greater every day to accomplish the objectives. Their main agenda was to reconstructing universal consumer appeal by providing the customers
Pages: 4 (1000 words), Literature review
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Literature review of pay strategy
In this context, Maslow’s ‘hierarchy of needs’ theory indicates the fact that the needs of every individual changes with the passage of time as well as with the achievement of one particular level starting from basic to self actualisation needs (Philip, 2001).Most of the older organisations that do not possess any such pay strategy till date are now deciding on introducing new pay strategies to be implemented for raising employees’ motivational level, which will eventually result
Pages: 20 (5000 words), Literature review
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