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Business and Management

  • Type of employee performance appraisals
  • Introduction
  • Human resource management is one part of management that is mainly concerned with managing the welfare of the employee in an organization. The human resource department is involved in the formulating various strategies that help to support the employee to follow a certain direction of ensuring an organizations achieves its objectives. In relations to this the human resource manager is involved in formulating strategies to help the employee to encourage the employee working in the organizations to work according to their potential in order to improve the overall organizational performance (Venclová,2013,p.160).. In order to monitor the performance of each employee in an organization the human resource manager of the leading companies such as General Motors have introduce effective performance appraisal strategies that help them in assessing the performance of their employee (price, 2013,p.43). Moreover the human resource manager is also involved in the formulating the various reward strategies to motivate the employee to work hard. Considering companies such as British airways it is evident the company has implemented reward strategies that has helped to encourage the employee to work hard and deliver quality products to their customers. This paper discusses some of the contribution of the human resource manager in managing the employee performance. In addition this paper will also analyze the various quality assurance techniques that are used by various organizations in order to monitor the quality of goods and services they offer in the market. Finally this essay provides some of the possible recommendation that the human resource manager need to adopt in order to manage the employee performance effectively.
  • Employee appraisal

  • Impact of religious beliefs in human resource management
  • Table of Contents
  • Introduction. 5
  • Organizational Background. 7
  • Literature review.. 9
  • Diversity in the workplace. 9
  • Types of workforce diversity. 10
  • Barriers for accepting workforce diversity. 11
  • Approaches managing workplace diversity. 11
  • Legal requirement in diversity management13
  • Impacts of organizational culture. 14
  • Managing organizational culture. 15
  • Impacts of some major religions on human resource management16
  • Managing religions in workplace. 18
  • Methodology. 20
  • Overview of research techniques. 20
  • Quantitative. 20
  • Qualitative research methods. 21
  • Reason for using qualitative methods. 21
  • Limitation of qualitative methods. 22
  • General inductive approach. 23
  • Justification of research method(s) chosen. 23
  • Primary research. 24
  • Limitation of the primary method. 25
  • Secondary research. 25
  • Sample selection. 25
  • Design of questionnaires for survey. 26
  • Likert Scale. 26
  • Conducting the research. 26
  • Ethical considerations. 26
  • Findings. 27
  • Employee mentorship programs. 35
  • Leadership strategies. 36
  • Current strategies for dealing with religious conflict37
  • Employee development and motivation process. 38
  • Internal communication system.. 39
  • HR activities. 40
  • Management and general staff relation status. 40
  • Employee rights to conduct their religious activities. 41
  • Current strategies to deal with diversity in workplace. 42
  • Overall comment on employee management and retention. 43
  • Recommendation. 43
  • Employee mentorship programs. 43
  • Leadership programs. 44
  • Improvement of internal communication. 44
  • Improvement of human resource activities. 45
  • Improve of the management and staff relation. 46
  • Employee right to conduct their religious matters. 46
  • Organizations culture Improving. 46
  • Improving employee relations. 47
  • Conclusion. 48
  • References. 50
  • Introduction
  • Work force diversity, which is the distributive of difference among the employee, can affect the performance of an organization. In order to ensure that the organizations achieve its objectives the human resource manager is involved in the formulation of strategies that can help the organizations deal with issues related to workforce diversity. According to Begeç (2013, p.64) diversity is the degree of basic human difference among the population where each individual has a unique combination. The diversity management approaches therefore in most cases focus on individual rather than a group. Diversity in the workplace can broadly be classified into four distinct areas, which are the personality, trait, skills, ability, and internal characteristics. The personality refers to the individual characteristics that can be used to compare and contrast individuals. In relation to this a well adjusted personality trait in most cases are highly valued and can help an organization to achieve its objectives. Traits, which include factors such as height, weight appearance, and age, also affect the workforce diversity in organizations. In addition the ability of an individual is also known to influence how one behaves and performs in a given situations.
  • The management has the responsibility of ensuring that diversity in workplace is effectively handled through implementing the appropriate strategies which ensure that the different religious backgrounds have been respected. Failure to support the right strategies in ensuring employee management and retention is supported leads to the employees lacking motivation and the required level of morale in perfuming their duties since they base the aspect of executing these duties as a matter of being forced by the management. Religious differences in the workplace are similar to the other types of diversities and the management can implement strategies to ensure that this diversity is utilized and maximized for the benefits not conflicts in the organization. For instance, the management can use the religious diversity in educating the employees and members of the organization how to deal with persons from different cultures. This can also be utilized in improving the capacity of the management in dealing with customers from different regions. Issues of religion diversity can be appropriately supported through facilitating effective communication amongst the employees which improves the aspect of interaction and socialization as well as ensuring that the management has the right feedback from both customers and employees thus being in a position to support the required decision making process that ensures the major issues are effectively dealt with.
  • Internal characteristics such as gender, race, and ethnicity are also known to influence diversity in an organization. Gender is widely recognized is one the most important factor that need to be put into considerations when managing workforce diversity in organizations, this is because the difference between men and women affect the job performance. Moreover the ethnicity which is a collection of people who have a common characteristic such religions can also affect the workforce diversity management (Stahl & Bjorkman, 2006, p.223). Management of the workforce diversity has been known to have several advantages. First, diversity management helps to ensure that the employee work productively in a nonthreatening environment. When the management has implemented proper policies to manage the workforce diversity in most cases the employee are able to get the assurance that the process of promotion and salary increase will be transparent. In addition proper management of the workforce diversity helps to that all the employees equally develop to their potential. According to Ilmakunnas (2011, p.224) managing workforce diversity helps to improve the balance of power in an organization while at the same time bolstering the employee motivations.
  • Religious beliefs can have a huge impact on the organizations performance. This can be linked to the fact that in some cases religious accommodation may lead to disruption of the business activities. The human resource manager play a critical role in managing religious diversity in the workplace and ensuring that the entire organizations works as a team towards ensuring that the organization achieves its objective. According to Neal (2013, p.48) one of the most effective ways that the management of the company can use in order to manage religious diversity in the workplace is mainly through improving communication. In this case the employees are required to raise issues related to their religion to the management. Case et al, (2012, p.1) notes that effective training is another important method that can be used to manage religious diversity in the workplace.  
  • This paper investigates the impact of religious beliefs in organizations. This paper is organized in such as way that the introduction gives a brief description of the organizations that was used in to compile data used in this study. The second chapter is the literature review, which provides the relevant theories and underpinning knowledge related to the topic of study. Additionally the literature review helps the view of others authors regarding the impact of religious beliefs in organizations. The third chapter of this paper is the methodology, which presents the method that was used to collect data used in this study. The methodology also provides an outline of the questionnaire that was used in the data collection. Chapter four of this paper provides the context from which the data collected in this paper was done. Moreover chapter five of this paper provides detailed analysis of the data collected. The analysis provides as substantial background to determine the issues that are influencing aspects of human resource and religious diversities in the workplace. The recommendations offered in this study will be based on the aspect of literature review conducted and the responses of the participants who generally represent the members of the organization under investigation. Finally chapter six of this paper provides conclusion and the various recommendations related to the topic of study.

  • Business Context
  • Introduction
  • Energy plays in an important role in our lives. The increase in the prices of energy, concerns about energy depletions of the various resources and changes in climate are some of the current trending issues in the energy sector. This paper discusses some of the trending issues in the energy sector. In relation to this the paper first provides an analysis of the stakeholder’s involvement in the view of the fracking development. The paper also provides an explanation of how the prices of energy are affected during the 2013 winter. In addition the paper also analyses the corporate social responsibility of the various business in the energy. Finally this paper provides my own analysis of the impact of the government involvement in the supply and prices of energy.

  • Failed Business
  •             Strategic management is one of the key significant requirements that a business organization needs. Fail to honor strategic management principles in a business organization result into poor implementation of various initiatives. Although many business owners consider employing strategic perspectives in their organizations, some fail due to improper budget management. The significant goal in supporting the strategic perspectives in a business is to stick on the budget plan (Swayne, Duncan & Ginter, 2006). The following research illustrates how a business organization might fail due to poor strategic perspectives using the case study of Washington Mutual Inc (WAMU) bank.

  • Protect
  •             Organizations in the State are losing information that is confidential to unknown thieves. The problem of losing important statistics creates an insecure environment and it is difficult to identify the culprits. In addition to theft of information, companies encounter attacks from their employees or outside people. In order to protect the stealing from happening, organizations ought to recognize the bottom of the problem. The State’s law may not favor prove of theft and therefore companies ought to identify the thieves and find their intensions (Goldmann, 2010).

  • Information Systems Management
  1. . What are the typical functions in a customer relationship management system?
  •             In order for a business or an organization to run smoothly, there are various typical functions that take place in a customer relationship management system (CRM) which include the following (Haag, Cumming & Phillips, 2007);
  • Customer service
  •             Providing an excellent service to customers is one of the functions of CRM. Good customer service is the root of successful business. The service is an important factor that businesses apply to win customers. When offering an excellent service, clients come back for the goods or service for the next time. Through the technology many organizations are upgrading in their services in order to provide faster services. Customer services help in increasing efficiency and minimizing operational costs (Haag, et al., 2007).

  • MANAGEMENT INFORMATION SYSTEM
  1. Explain the difference between vertical and horizontal market software.
  • Vertical market software
  •             Vertical market software is aimed at addressing the needs of a particular organization and fulfilling its demand (Haag, Cummings & Phillips, 2007). The software in a vertical market can be contrasted with market software which is known as horizon. The vertical software can be used to address a group of organizations that deal with similar products. The vertical software is a developer of business tools that can be used in addressing the organizations needs. The software assists in identifying general or either specifics types of goods according to the operations of an organization. The software assists in removing the third party which would create problems to the organization. An example of the vertical market software is the software known as point-of-sale (Haag, et al., 2007).

  •            A proposal to build houses for the junior employees in our organization
  • Introduction
  • Purpose of the proposal
  •             I am writing a proposal that ought to give a solution to the problem of accessing shelter for the junior employees in the organization. The problem is that junior employees do not get enough salary that helps them in accessing houses enough to cater for their families. I recommend that you will provide the materials to use in building houses and provide a site where the building ought to take place. I hope that you will approve this proposal and buy the building materials within the shortest time possible. Building the new houses for the junior employees will improve their social life and in return upgrade their morale of working.

  • 7. Discuss the role of benefits in compensation. Review the primary reasons an organization provides benefits to its employees; predict future trends in relation to employee benefits.

  • Management Career Planning
  • Holiday Inn Express Employment Opportunity
  • Position: General Manager
  • Property: The Grille at CN Towers
  • Location: Ottawa, Canada
  • Position Summary:
  •             The Grille at CN towers is searching for an experienced F&B Professional for the position of General Manager. This position is responsible for providing the hotel guests with friendly and professional service, excellent food quality, price value and well-maintained environment. The manager will also be responsible for creation of a marketing plan to penetrate new marketing opportunities. Further responsibilities are meeting the hotel’s strategic goals and development objectives.

  • Management
  •             In the New York Times, an article by Belson (2009), illustrated how there are too many hopefuls in the sports business but unfortunately, only few positions are available. The author gives an example of people who graduates with outstanding degrees in the sports industry and fail to secure a job. Mr. Belson (2009) gives an example of Martin who graduates recently but has not managed to secure a job. According to the author, Martin who is twenty-one years old states that the sports industry is growing in a slow rate comparing to other industries. According to the article by Belson (2009), the Management entitled to cater for various sports organizations has failed. This is because there is no creation of new jobs that indicate improvements of the organizations.

  • Apple
  •             Apple is a worldwide organization that deals with computer accessories. The organization is able to operate its activities through various functions. One of the functions that the organization uses in achieving its strategic goals is better planning of monetary resources. The organization is able to receive its financial from endowment income. The organization is also able to receive its finances from private investment. The management of the organization is able to make sure that the required capital is available in order to provide efficient running of various activities (Daft & Marcic, 2010).

  • Canadian Human Resource Management
  • Author: Mari – len De Guzman
  • Title of article: Regulator vs. employer: How to achieve harmony when two sides collide
  • Name of publication: Canadian occupational Safety magazine 
  • Date of publication: 22 September 2011
  • URL: http://www.cos-mag.com/Human-Resources/HR-Stories/regulator-vs-employer-how-to-achieve-harmony-when-two-sides-collide.html
  • <Summary>
  • - Canadian Society of Safety Engineering’s Professional Development Conference holds a discussion. Occupation health representatives and those of the safety aisle were present during the discussion.
  • - An agreement of safety experts that a good relationship between employers and regulators leads to a safe and healthy working place ended in good terms.
  • - Interesting perspectives arises during a panel discussion on how to build a healthy working relationship between regulators and employers.

  1. KEYS Investment Services
  2. Walmart and Local Businesses
  3. Service Management
  4. Safety Management Plan

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