Math HW11 Research Paper Example | Topics and Well Written Essays - 500 words

Math HW11 - Research Paper Example The executives evaluates that the normal expense of supplanting or fixing a deficient unit is $20. The units sold and units inadequate that happened during the most recent 2 months of 2008 are as per the following. Joyce Kieffer's normal time-based compensation rate is $15, and she gets a pay of multiple times the customary hourly rate for work more than 40 hours. During a March week after week payroll interval Joyce worked 42 hours. Her gross profit before the current week were $6,000. Joyce is hitched and asserts three retention recompenses. Her solitary willful derivation is for bunch hospitalization protection at $25 every week. Process the accompanying sums for Joyce's wages for the current week. (1) Gross profit. (2) FICA charges. (Accept a 8% rate on limit of $90,000.) (3) Federal annual assessments retained. (Utilize the retention table in the content, page 483.) (4) State personal duties retained. (Expect a 2.0% rate.) (5) Net compensation. (Round responses to 2 decimal spots.) As indicated by a finance register rundown of Ruiz Company, the measure of representatives' gross compensation in December was $850,000, of which $90,000 was not dependent upon FICA assessment and $750,000 was not liable to state and government joblessness charges.

Managing Capabilities Essay Example | Topics and Well Written Essays - 3000 words

Overseeing Capabilities - Essay Example In the initial segment, the examination will attempt to recognize the idea of asset based view, and significance of capacities for the reasonable upper hand of an association. This will help in creating hypothetical foundation of this paper. Assets capacities of Walmart will be basically dissected and the procedures will likewise be assessed. In the last part, the investigation will examine key abilities of Walmart as far as worth chain examination and VRIN and Ratio Analysis. Authoritative Resource and Capabilities Seminal research has proposed that, upper hand ought to be quantifiable for organizations else it will be difficult for organizations to comprehend the adaptability of the bit of leeway that can assist them with pushing forward in rivalry (Porter, 1980). As per Porter (1985 and 1991), organizations can accomplish upper hand with the assistance of cost initiative, item separation and by taking into account requests of clients in centered way. So as to set up an upper hand each association plans and actualizes methodologies. The point is to outflank their rivals and addition a higher benefit inside the business. A predominant upper hand can be accomplished by making more qualities, which thus relies upon the assets and hierarchical abilities to use these assets (Besanko et al, 2003). Maintainability of the authoritative techniques is exceptionally fundamental for long haul development (Cullen and Parboteeah, 2005). Maintainability is basic and it infers that the techniques are not handily assaulted or killed by the contenders (Aaker, 1989). It additionally guarantees a constant upper hand regardless of whether potential contestants or contenders disturb by mimicking or killing the systems embraced (Barney, 1991). The asset based hypothesis was created during mid 1990s and as indicated by this hypothesis every association is a pool of assets and abilities. These assets and capacities decide the exhibition and techniques of an organization. On the off c hance that associations begin having assets like one another, at that point the worth made by these organizations will be comparative and there will be no upper hand in the concerned business. An asset based perspective on a firm push onto way reliance and heterogeneity. This is on the grounds that each association has a one of a kind asset pack. The hypothesis additionally contends that to hold a practical upper hand, an organization ought to have assets and capacities that are important, not substitutable, incompletely versatile and hard to mimic. These four assets can prompt contrasts in the capacities and the procedures followed by the organizations and can be answerable for a manageable and serious condition. These qualities can be fortified or incited through separating instruments (Rumelt, 1984). These systems are the powers that limit the duplication or balance of serious exercises of different associations. This detaching component comprises of two gatherings. The first is hindrances to impersonation which implies procedures that hinder the potential contestants

How to Develop Behavior Management Plans

How to Develop Behavior Management Plans Need some insight on bringing more calm to your classroom? Veteran teacher Heather shares advice and perspective on behavior management plans that really work. by Heather Aulisio As educators, we know that not all students are alike, and every school year is different. Every August, we get a group of new students who have diverse backgrounds and family make ups, unique learning needs, and even some behavioral concerns. This is where a behavior management plan comes into play! In order to help you teach and helps your students to learn, a system needs to be put into place so that behavior remains cool, calm, and collected at all times. If you’re new to developing one, or simply want to refresh your current plan of action, read on! What Is a Behavior Management Plan? Educators use a behavior management plan in two different ways. One way is implementing a whole class plan, in which everyone has to abide by the system established. Another way to implement a plan (which could also be in conjunction with your classroom plan) is to provide an individual student with their own management plan. This type of plan slightly differs from an IEP or a 504 plan. It’s much more informal, but directly designed to meet the individual needs of the student. Regardless of which plan you put into play, the guidelines of developing one are consistent. Here are a few steps you can take to get started! 1. Involve the Whole Class When you talk about what you want your classroom to look like (and sound like) on a daily basis, your students should be involved in the discussion. They will immediately realize that they are stakeholders in the plan and that they all have an equal responsibility to make things run smoothly. 2. Develop 5 Rules After a whole group discussion about a positive learning environment, start to draft out rules. Anything less than 5 rules isn’t enough, and anything greater than 5 rules can teeter on excessive. Five is the magic number! An example of some rules you may want to abide by are: Raise your hand. Come to class prepared. Use kind words. Keep your hands to yourself. Follow directions. Keep your rules simple, to the point, and posted visibly, for all to see. 3. Keep Track of Data Students need to be held accountable for the rules that you choose. It’s nice to develop a way to track data and show who is abiding by your plan and who needs some extra work on following the rules. Many classroom teachers use ClassDojo. It’s a free behavioral management tracking system that also links parents! Other teachers prefer a more traditional method and create a daily or weekly chart, which they keep on a clipboard. The chart contains student names, class rules, and allows teacher to notate who is not sticking to your system. They can jot down notes throughout the day and have solid talking points if need be, when getting an administrator or parent involved. Teachers of younger elementary students also like to track behavior on color charts. All students start out on “green” and then will need to flip their cards or move their clips to other colors throughout the day (yellow for a warning, red for a time out/office referral) based on their behavior. There are so many ways to track and monitor behavior! 4. Offer Positive and Negative Consequences When students are doing a great job following the policies and procedures outlined in your behavioral management plan, be ready to reward them with positive presents. You could send home notes of affirmation, give stickers, give small trinkets, or even offer a class incentive. Some teachers fill a jar with a pebble (or other small items) when the class is doing a great job overall. Once the jar is filled, students can enjoy an extra recess, class movie, or class party. Negative consequences are also a must when working with your classroom management plan. If students are not adhering to your rules, you can notify parents, write office referrals, remove students from whole group activities, or even have them lose some time from school wide events. When it comes to issuing negative consequences, always make sure you have a discussion with an administrator to allow them to approve your plan of action, and to ensure they are aware of your system so that they can get on board with your rules and expectations. 5. Promote Parent Awareness and Involvement Parents are essential to your behavior management plan. Although they are not present in your classroom, their presence is important at home. They can review the rules with their children, celebrate when something positive occurs, and also support you if their child isn’t holding up their end of the bargain. A brief parent letter should be sent home at the beginning of the school year so they can instantly be made aware of your rules and regulations for their child and the class. In conclusion organization, communication, and consistency is key when designing a behavior management plan for your class or an individual student. In five easy steps, a few resources, and some discussions; an effective plan can be established and an awesome school year can be had! What are your go-to behavior management tips? Share with us on Instagram, Facebook, Twitter, and Pinterest. Heather Aulisio is a third grade teacher in Pennsylvania. She has been a teacher for nearly 15 years and holds multiple degrees and certifications. A freelancer for The Mailbox and other education-related clients and publications, she enjoys writing in order to help and entertain fellow teachers. She currently resides with her husband, Bryan; son, Matthew; and two pugs, Lily and Leo.

Use Of Consequentialism, Desire Satisfaction Theory And...

Consequentialism is an approach to Ethics that argues that the morality of an action is reliant on the action s consequence (Mastin, 2008). This theory is based on two main principles, first, that the rightness or wrongness of an act depends solely on the results of it and secondly, that the better act is the one that produces more good as a consequence. What is meant by consequence here is everything that a certain action brings about, including the action itself. The good end required by an action could be happiness or anything that leads to happiness. Happiness, in this context, refers to well-being and flourishing of an individual or society as a whole – aggregate happiness. There are many theories of the good in philosophy, including consequentialism, desire-satisfaction theory and objective list theory. All these theories relate happiness and pleasure to both intrinsic (something worthwhile not because it leads to something else, but for its own sake alone) and instrumen tal good (something considered as a means to some other good good). Utilitarianism is a branch of consequentialism first presented by Jeremy Bentham and then modified by John Stuart Mill. The version of utilitarianism I will be assessing throughout this paper is the theory of act utilitarianism by John Stuart Mill. Utilitarianism in a nutshell, is the idea that the moral worth of an action is solely determined by its contribution to maximising the happiness in terms of pleasure for everyone. It claimsShow MoreRelatedAcct3563 Individual Report1177 Words   |  5 Pagessense of what is right and wrong. Utilitarianism is an ethical theory where the rightness and wrongness of an action entirely depend on whether it is able to maximize overall well-being. However utilitarianism is often criticized for its moral aspects, as acting in a utilitarian way often involves making immoral or unethical sacrifices if the outcome results desirably. Key applications of Utilitarianism Consequentialism Consequentialism conveys that the rightness and wrongness of an action dependRead MoreTorts study notes Essay17110 Words   |  69 Pagesï » ¿ 75 Tex. L. Rev. 1801 Texas Law Review June, 1997 W. Page Keeton Symposium on Tort Law MIXED THEORIES OF TORT LAW: AFFIRMING BOTH DETERRENCE AND CORRECTIVE JUSTICE Gary T. Schwartza Copyright (c) 1997 Texas Law Review Association; Gary T. Schwartz Introduction Currently there are two major camps of tort scholars. One understands tort liability as an instrument aimed largely at the goal of deterrence, commonly explained within the framework of economics. The other looks at tort law asRead MoreGp Essay Mainpoints24643 Words   |  99 Pagespossible discrepancies in the re-election of President Ahmadinejad. †¢ When the media has so many other motives, it can hardly be relied on to provide reliable information. The individual, on the other hand, has less hidden agendas. Mainstream GOOD: Use professional journalists (compared to citizen journalism) – content quality †¢ Citizen journalist â€Å"on-the ground† reports vs. professional whose sole purpose is to uncover each and every piece of information related to the news article they are writingRead MoreMm-Chapter 1-3 Dawn Iacobucci17854 Words   |  72 Pages107 or 108 of the 1976 United States Copyright Act, without the prior written permission of the publisher. For product information and technology assistance, contact us at Cengage Learning Customer Sales Support, 1-800-354-9706 For permission to use material from this text or product, submit all requests online at www.cengage.com/permissions Further permissions questions can be emailed to permissionrequest@cengage.com ExamView ® is a registered trademark of eInstruction Corp. Windows is a registeredRead MoreInternational Management67196 Words   |  269 Pageshave incorporated additional findings of the comprehensive GLOBE study on crosscultural leadership. A continuing and relevant end-of-chapter feature in this edition is the â€Å"Internet Exercise.† The purpose of each exercise is to encourage students to use the Internet to find information from the websites of prominent MNCs to answer relevant questions about the chapter topic. An end-of-book feature is a series of Skill-Building and Experiential Exercises for aspiring international managers. These in-class

Freedom of Self- Expression Tattoos and Body Piercings...

Most parents would agree that children should have permission to get tattoos and body piercings. I believe that teens should have the authority to get them on our own. The current Texas law states that any person under the age of 18 must have parental permission before getting a tattoo or any body piercing. Identification is required to verify the persons age. I feel that by the age of 16, any student should have the authority to express themselves in a way such as tattoos and body piercings. There are various aspects through which people, especially youth, identify themselves. People are always sending some sort of communication out at all times, whether it is subconscious or not. Images and styles are adopted which communicate†¦show more content†¦Tattooing and piercing are one of the many ways through which youth may express their identity. People may also want themselves to be portrayed as someone who they are not. For example, someone gets a tattoo or earrings just to look tough or cool. Getting a piercing or tattoo symbolizes a certain change in one’s life. These changes, no matter how small they may seem, have a huge impact on a persons identity. Usually when a young adult gets a tattoo or piercing, they are trying to show their maturity by finally being able to make a decision on their own and taking matters into their own hands. (Education and Teaching - Body Piercing, Tattooing and the Public School Dress Code) Body modification is clearly a means by which youth seek to act against authority. Most young adults dont think about the lasting affect it has on their life when they begin to modify their body. Yes, you can take out piercings but tattoos will always be there. Especially in the business world, tattoos are nothing to be desired and you could possibly risk a job because of it. Body piercing is believed to be a self-imposed rite of passage. By this I mean that people, in general, feel an instinctive drive to undergo some sort of a rite of passage. If society denies them this, they may create one for themselves in order to feel as though they have a place in society. Almost everyone has been tempted to get a tattoo or piercing, but did youShow MoreRelatedAr 670-1117328 Words   |  470 PagesFebruary 2005-o Updates figures throughout the regulation (throughout). o Clarifies the definition of unauthorized tattoos while wearing the class A uniform (chap 1). Identifies officials responsib le for making initial entry determinations on tattoos and brands (chap 1). Delegates the authority to MACOM commanders to grant exceptions to policy or discharges on initial entry soldiers with tattoos (chap 1). Clarifies the definition of a privately owned vehicle for the purpose of wearing the headgear (chapRead MoreAr 670-1116218 Words   |  465 Pages8 Distinctive uniforms and uniform items †¢ 1–12, page 9 Wear of civilian clothing †¢ 1–13, page 9 Wear of jewelry †¢ 1–14, page 9 Wear of eyeglasses, sunglasses, and contact lenses †¢ 1–15, page 9 Wear of identification tags and security badges †¢ 1–16, page 10 Wear of personal protective or reflective clothing †¢ 1–17, page 10 Wear of organizational protective or reflective clothing †¢ 1–18, page 10 Restrictions on the purchase, possession, and reproduction of heraldic items †¢ 1–19, page 10 ChapterRead MoreFundamentals of Hrm263904 Words   |  1056 Pagesrich, structured environment that’s available 24/7 Instructors personalize and manage their course more effectively with assessment, assignments, grade tracking, and more manage time better study smarter save money From multiple study paths, to self-assessment, to a wealth of interactive visual and audio resources, WileyPLUS gives you everything you need to personalize the teaching and learning experience.  » F i n d o u t h ow t o M A K E I T YO U R S  » www.wileyplus.com ALL THE HELP,

Employee Health Analysis Free Essays

Report on Employee Health Analysis| November 16 2012 | A detailed analysis regarding the health related issues of Data entry operators where a possible structure of problems and solutions are given after analyzing the data of 50 clerical staffs. | Avijit Mitra MHRM 12HS60007| Table of Contents Introduction3 Background3 Method4 Objective5 Problem Analysis5 Recommendations7 Conclusion9 Introduction Staff welfare is an important facility provided by companies to their employees to keep their motivation levels high. Organizations frame many approaches to ensure health and safety of their employees. We will write a custom essay sample on Employee Health Analysis or any similar topic only for you Order Now But not all of the approaches focus on contribution of both work design and employee welfare. Many organizational and individual issues emerge in management of employee health and safety. With successful implementation of Employee welfare facilities it can be ensured that employees are monitoring and addressing health issues with resultant benefits of reduced absenteeism, improved productivity and reduced injury rates. Background A manufacturing facility in Mumbai employs three data entry operators who work full time entering the records related to production, personnel, and inventory data into the computer. As required by the labour agreement, in addition to a one-hour break as part of the lunch period, these three operators receive two 15 minutes break daily; they may take them at any convenient time, once in the morning and the other in the afternoon. Otherwise, they generally work at their keyboards all day. One of the operators was absent from work for two weeks for a condition diagnosed as carpal tunnel syndrome, a neuromuscular disorder of the tendons and tissues in the wrists caused by repeated hand motions. His symptoms included a severe ache in the wrist and ever growing pain in the neck and shoulder. However, after a week, a second data entry operator experienced similar symptoms; his doctor diagnosed his ailment as ‘RSI or repetitive stress injury’ and referred to it informally as the VDT (Video Display Terminal) disease. With more data entry operators to be hired, Ramesh Chauhan asked his assistant, Sandeep Kaul, to gather additional information on this condition. He wants Sandeep to make any appropriate recommendations regarding the work environment — posture, furniture, work habits, rest breaks, and the like — that will alleviate this problem. Method Preparation of Detailed Analysis Complete method took three stages to assess mental stress of the employees. Before the actual analysis, employees were informed about the course of the proceedings. On the basis of general information about the company including the corporate structure, descriptions of work tasks, work time regulations, and rules on internal communications a set of questionnaire was prepared. Stress Analysis: Observation and Structured Analysis Specific questions were asked to employees to understand their work tasks and working situation. In addition employees were asked about cooperation with other departments, frequency of specific activities, or organizational arrangements in order to better describe the conditions of the job in detail. Evaluation and Recommendations After the stress analysis many problems are identified due to the mental demand of the job. A detailed policy recommendation is constructed to selectively reduce areas of psychological stress which was identified in the organization. Objective Determining the requirements of organizational stress analysis * Getting an objective assessment of the mental demands of jobs in the organization * Using the analysis to improve productivity reducing the psychological stress * Determining the readiness of employees to join stressful job like data entry Problem Analysis | Physical Work Settings The physical settings of work affect the performance of employees to a great extent. Some of these factors include temperature, noise levels, and proper lighting affect jo b performance. Other work setting factors include size of work area, kinds of materials used, distance between work areas, cubicle arrangementSick Building Syndrome It is a situation in which employees experience acute health problems and discomfort due to the time spent in a building (particularly their workplace). Some factors that lead to sick buildings include poor air quality, inadequate ventilation, improper cleanliness, rodents, stench of adhesives and gluesErgonomics The term comes from the Greek word ergon, which means â€Å"work,† and omics which means â€Å"management of. Ergonomics is the study of physiological, psychological, and engineering design aspects of a job, including such factors as fatigue, lighting, tools, equipment layout, and placement of controls. It is the interface between men and machines. Ergonomics is taken into consideration when designing the workstation for computer operators. Problems of back ache, eye strain and headache arise due to long working hours s pent in front of computers. Engineering of Work Equipments and Materials Health Related are caused by improper work equipments. Moreover design of such machines and equipments also plays an important role in employee stress. Old computer monitor without eye guard and keyboards without soft buttons are often the cause of multiple health issues. Cumulative Trauma and Repetitive Stress Cumulative trauma disorder occurs when same muscles are used repetitively to perform some task. This results in injuries of musculoskeletal and nervous system. Employees encounter high levels of mental and physical stress also. Lack of recreational activities Monotonous work schedule and lack of recreational activities can cause psychological disorder which effects the productivity of employees in workplace. Lack of motivation In spite of being an indirect cause for health issues this factor is increasingly becoming a common problem in modern workplace. Due to monotonous job and lack of reward employees are suffering from lack of motivation. This problem is resulting in increasing number of unscheduled leave mentioning the false reason of health related issues to the supervisor. This issue can be identified by using Douglas McGregor’s Theory X and Theory Y. Theory X assumes that people are lazy, dislike and shun work, lack ambition, dislike responsibility, and prefer to be led. These are the common symptoms of lack of motivation in workplace. Recommendations Employee Health Screening Employee Health Screening should be utilized to gain an overall health profile of the employee and the workforce in general frequently. This process data will help to figure out the continuous progress or deterioration of employee health and the management team can prepare effective solutions for each single employees. Health Promotion Seminars Mental Health Wellness seminars should be conducted to convey effective ways of reducing the likely presence of depression, anxiety or other mental health related concerns of an employee or a job seeker. This health related awareness will provide guidelines how to avoid stress and monotonous activities Healthy working Environment We have to provide occupational health clinics, which give employees immediate access to specially trained medical personnel. Physicians and nurses who evaluate our employees should be specialists in occupational medicine. Mental Well-Being We have to be responsible for providing a safe, fair and clean work environment. We should also be accountable to the mental well-being of employees by helping them in personal struggles and providing a healthy work-life balance Recreational activities Fun activities like games quiz can help the employees the get relief from monotonous activities. It is often said a healthy mind is the pillar of physically fit human beings. Fun activities can provide required breathing space to the employees to build up a healthy mind. Motivation Improvement Under Theory X, management approach should range from a â€Å"hard† to a â€Å"soft† approach. The hard approach should rely on coercion, implicit threats, close supervision, and tight controls; essentially an environment of command and control. The soft approach is to be permissive and seek harmony, with the hope that in return employees will cooperate when asked to do so. However, neither of these extremes is optimal. The hard approach often results in hostility, purposely low-productivity. The soft approach results in ever-increasing requests for more rewards in exchange for ever-decreasing productivity. Conclusion When we feel our best, we do your best. But when something is troubling or hurting us, it’s difficult to set those concerns aside and focus on work. We should provide support programs and services to help our employees live healthier and safer lives – at work, home and on the road. This is good for our people and good for our business. Our success is a result of the commitment, dedication and aspiration of our employees and we should aim to provide an environment and culture that inspires and breeds success. With successful implementation of Employee welfare facilities we must ensure that all employees are under frequent health checkup. This will not only reduce absenteeism but also will provide sufficient improvement in productivity of each employee. How to cite Employee Health Analysis, Essay examples

Managing Human Resources free essay sample

Managing human resources in any organisation is both interesting and challenging. Humans are social beings, whether, consciously or unconsciously, we are always in interaction with one another rather than in completely isolation. However, dealing with people in the organisation is probably the most difficult thing we will ever encounter in life. Yet, people are the most important asset in any organisation. The success of an organisation depends on the management of its human resources. Managing human resources is all about getting the right people, giving them the right training and placing them in the right place at the right time. It is also about getting and retaining the best people so that the organisational objectives and goals are attained. Throughout the course, you will be introduced to various topics on managing human resources, from the coordination to the management of work in organisations. This course begins by outlining the various approaches to human resource management and the evolution of the discipline to its present orientation. The course will attempt to introduce a holistic approach to human resource management practices that includes: job analysis, recruitment and placement, training and development, compensation, labour relations and employee security. At the end of the course, some emerging contemporary issues in human resources and the use of various approaches to organisational development will be discussed. The course emphasises application in the actual working environment rather than a mere memorisation of presented facts. Throughout the course, you will be introduced to various self-assessment activities that enable you to apply the principles that you have learned. 2 WAWASAN OPEN UNIVERSITY BMG 511 Managing Human Resources UNIT 1 3 Human resource management in perspective Unit Overview Unit 1 consists of 4 sections: Section 1.1: Introduction to Human Resource Management (HRM) introduces you to human resource management (HRM)  describing its various functions as well as defining its nature and characteristics. Section 1.2: A Brief History of HRM and Its Origins presents a brief history of HRM  giving an account of the evolution of its roles and the changing perspectives on HRM jobs. In addition to having a clear understanding of the significance of HRM in both the industrial and commercial sectors, you will also learn the part played by personnel specialists in the management of HR. Section 1.3: Strategic HRM discusses what strategic HRM is and consequently why SHRM is needed to provide direction to organisations. You will also discover why managers want to integrate the three areas of strategic management, human resource management and organisational outcomes. Section 1.4: Malaysian Laws Related to HRM discusses Malaysian law as related to HRM practices in Malaysia. This section will facilitate in helping you to relate the contents of sections 1 – 3 in the Malaysian context. At the end of Unit 1 are appendices on various Acts, the Wages Council Act 1947 (The Labour Department) and the Code of Practice for the Prevention and Eradication of Sexual Harassment in the Workplace (1999). Unit Objectives By the end of Unit 1, you should be able to: 1. Using examples, describe the various functions of HRM and explain the vital role it plays in today’s highly competitive modern organisations. 2. Trace the evolution of HRM as a discipline and distinguish between personnel management, industrial relations (IR) and HRM practices. 3. Review and evaluate the main models, frameworks and theories of human resource management. 4. Amalgamate and make appropriate applications of the contributions of HRM to the total strategic management process of an organisation. 5. Interpret and apply various Malaysian laws related to HRM and comment on the philosophy for the formulation of these laws to protect the employer, the employee and the society at large. 4 WAWASAN OPEN UNIVERSITY BMG 511 Managing Human Resources UNIT 1 5 Human resource management in perspective 1.1 Introduction to Human Resource Management (HRM) Objectives By the end of this section, you should be able to: 1. Describe the various functions of HRM. 2. Differentiate HRM from existing personnel practice. 3. Deliberate on the nature and characteristics of HRM when viewed as  †¢ A restatement of existing personnel practice. †¢ A new managerial discipline. †¢ An individually-focused developmental model. †¢ A strategic and international function. 4. Discuss the main models, frameworks and theories of HRM. Introduction This section introduces the basic concepts of human resource management (HRM). Human resource management is an activity found in organisations, whether they are from production, business or service-oriented, large enterprise or small business. Refresh your memory on the concept of management, where management theory states that the manager working in an organisation deals with three basic components  the people, purpose and the structure. A simple definition of an organisation is â€Å"a group of people who work together to achieve common goals.† Another way of interpreting the definition of an organisation is that the concept of organisation cannot be separated from the need for people. Human resource management is the development and implementation of systems in an organisation designed to attract, developed and retain a high performance workforce. Hence, we can say that the existence of human resource management is to ensure that people employed by the organisation are being used efficiently and effectively and that they are able to contribute (either direct or indirect) to the success of the organisation and achieve the organisational goals. 6 WAWASAN OPEN UNIVERSITY BMG 511 Managing Human Resources For most of the 20th century, the specialists who developed and maintained staff were known as personnel manager (personnel management). By the late 20th century, the rapid pace of development and changes meant that they must be constantly alert to the environment outside their organisation if they want to survive and compete. It was clear that the personnel management of daily task was insufficient. Personnel managers needed to go beyond mere administration and find ways to help their organisations compete with other businesses. Thus, personnel management gave way to human resource management as their functions expanded. The following section describes the various functions and theories of human resource management.