Pete Bryn Jones

The primary objective of this research is to examine the impact of international employee turnover on the business performance of an organisation. In the present era, high employee turnover has emerged as a significant issue for businesses. Moreover, there are several reasons why employees believe that they should no longer continue working for the organisation. This study focuses on Aldi, a leading global chain of supermarkets that offers various discounts to its customers. Through this study, the researcher has identified the areas affected by international employee turnover.

The study collected information from various primary and secondary sources. The scholar employed a questionnaire to collect primary data, specifically from 25 managers of Aldi, using purposive sampling. Following this study, it has been concluded that a high employee turnover rate has a negative impact on the overall business performance of the organisation. Consequently, it is recommended that management should address the issue by managing workload effectively and providing various family benefits to employees in order to reduce employee turnover rates.

The aim of this dissertation is to analyse the impact of international employee turnover on the business performance of Aldi UK. By focusing on international employee turnover, the research seeks to examine how this particular aspect affects the overall performance of Aldi UK. The study aims to provide insights into the relationship between international employee turnover and various performance indicators within the organisation. Through a comprehensive analysis, the dissertation intends to shed light on the consequences and implications of international employee turnover on the business performance of Aldi UK.

Source: >> https://www.study-aids.co.uk/hrman/human-resource-management-system-for-chinese-logistics-enterprises-in-the-internet-era-dissertation/ << This HRM Dissertation Explores The Construction of Human Resource Management System for Chinese Logistics Enterprises in the "Internet +" Era.

With human resource being the most important part of an organisation, the human resource management (HRM) system has become increasingly important for organisation. One type of organisations that the HRM system has been important is the logistics enterprises. Logistics enterprises are responsible for the management of the flow of goods from one point to another. The aim of this paper was to examine the relationship between online shopping and traditional HRM system and logistics.

The objectives of the study are: To examine how online shopping affects traditional logistics and HRM systems; to examine the barriers to traditional HR systems in the face of online shopping; and to explore the methods that can be used to update the traditional HR systems to enable them cope with online shopping.

A sample of 100 individuals from Chinese logistics firms were used in this study. The individuals were General Managers and HR Managers. It was established in this study that online shopping which is a consequence of internet plus technology has significant effect on traditional HRM system and logistics.

Source: >> https://www.study-aids.co.uk/uncategorized/omanisation-project-and-empowerment-hrm-dissertation/ << The Omanisation Project and Empowerment HRM Dissertation – The Sultanate of Oman, less formally known as simply the nation of Oman, is a country governed by a monarchy which is currently under the rule of Sultan Qaboos. Upon his rise to power in 1970, the ruler realised there was a lack of sophistication and diversity in the educational system. He soon would implement a series of reforms for the sake of restructuring this as well as other economic areas and portions of the public infrastructure. This would give rise into what is now referred to as Omanisation, or the employment and skills training of local citizens as opposed to a reliance on expatriate labour.

While the Omanisation effort was taking place in its most fundamental form, the government was realising and attempting to cope with the influence of powerful merchant families in politics. Many laws were passed in attempt to reduce influence, however these laws proved to be avoidable on many levels.

Both positive and negative effects of this influence would be realised in terms of the Omanisation effort, and to this day the relationship between the merchant trade families and the government in terms of the progress of Omanisation is a subject for further research. Amidst all of these power shifts and a developing economy, the government of Oman would establish a variety of economic goals to be met by the year 2020. Among these were expenditure and GDP related target numbers, and percentages of Omani citizens to be employed.

Gender equality in workplaces should be a priority for all employers and employees. However, in some instances, gender discrimination has been witnessed, depicted in various forms including a pay gap, training and development, management roles, promotions, leave, pregnancies and hiring of the employees. In this regard, the primary study sought to provide the best checklist for the possible mitigation of gender discrimination in workplaces. In order to conduct this study, a secondary research design was adopted, were secondary data was collected from journal articles, websites and databases. Through the qualitative research, data collection and analysis, it was important to establish that several lawsuits have been filed by various parties against companies, which justify the need for the adoption of a checklist on how gender discrimination in the workplaces. The developed checklist include strategies on mitigating gender discrimination in gender pay gap, safety, health and welfare, hiring, training and development, and leadership styles, management roles and promotions. Thus, with the checklist provided in this study, it is envisaged that its adoption will provide the best strategies for the Human Resource Departments, managers and any employer to ensure that organizational culture, policies and systems are focused on eliminating any form of gender discrimination in the workplace.

In today's commercial aviation industry, competition has become so stiff that those organizations that success is realized by those organizations that engineer technology-based technologies. In fact, airlines that have state-of-the-art technologies outshine their rivals. Saudi Airlines has gained a huge reputation in the Middle East and in other parts of the world as one of the leading commercial airlines in the industry today. Currently, it operates in 120 destinations in North America, Africa, Asia, Europe, and the Middle East. One of the strategic measures that this airline has taken and which is proving to be beneficial is the privatization and digitalization various services. In terms of digitalization, this airline has engineered various digital technologies that help its employees to track the progress of their performance. This study surveyed three departments: HR department, customer care department, and sales and marketing department. In each department, there are different digital technologies such as web-based applications and forms, telemarketing software, internet enabled phones and computer network, and a host of software that help employees in not only serving their customers, but also tacking their performance. These technologies have a 95% endorsement from the surveyed department and have contributed to a high performance rate both at the individual and departmental levels; the average performance stands is above the 80% mark. However, this study recommends that the organization re-evaluates its frequency of collecting data associated with performance appraisal so that employees do not over-concentrate on the collection of such data at the expense of service delivery. In addition, this study has found a sluggish response to the technical bugs associated with the said digital technologies something that the organization should address with speed if it seeks to sustain its reputable service delivery and performance appraisal.

In modern day business, CSR cannot be avoided. Companies should improve profits and make profit but at the same time abide by set rules and regulations. Today, ignoring stakeholders could result into inability to generate long term stakeholder owner value. In CSR, companies are required to maintain their friendly relations with their consumers and other stakeholders that they engage with. Stakeholder theory proponents hold that beyond shareholders, there are other agents who equally have an interest in actions of the corporation (Carroll 1991). The main goal of this study was to evaluate the value of corporate social responsibility strategy at Qatar Airways on consumers. Qatar airways have made significant strides by engineering decent CSR policies that have been instrumental in boosting the global image and overall profitability of the organization. This study has managed to prove that CSR has an effect on the image and profitability of a business. The study has managed to show that CSR proves to the customers that the organization minds the environment and the welfare of the society. Consequently, boosted not only the firm’s image, but also is an economic return.

The objective of this dissertation is to investigate the impact of employee motivation on service quality in organisations. This study mainly focused on Britain’s leading retail organisation: Tesco. Researcher has used both primary and secondary sources of data. Data for this research was collected through questionnaire survey from staff members and potential customers of Tesco. The research data was analysed using statistical software so that the impact of employee motivation on service quality could be examined. In this study, the researcher has used two variables. Employee motivation is the independent variable, while service quality is the dependent variable. Researcher divided the questionnaire into two components, in which the first part was filled by 50 potential customers of Tesco, while the other half was filled by 50 staff members of Tesco.

This research dissertation investigates the impact of reward management as an incentive for staff retention and organizational productivity at the UK operations of Huawei and Haier. Hence, by investigating the strategies of reward and compensation adopted by the case study organizations, the current research sought to provide additional insight concerning the situation under which performance-based reward plans can become effective. Apart from identifying the financial and non-financial rewards selected by the management of the case studies, it is important that management empowers their staffs and recognizes the role of designing and implementing performance-based plans. The findings revealed that rewards and compensations incentives showed positive significant relation with the level of staff retention and increase in organizational productivity.

Your HRM dissertation is an extended piece of work on a topic of your own choosing. Working on a dissertation often involves searching for more specialized subject information beyond your University library catalog. You may like to look at the HRM Dissertation Topics we have on offer.

Your HRM dissertation aims to integrate your human resource management skills and knowledge with the published research in the area under study so that the project meets the high academic quality and high relevance to the HRM communities for which it has been written. While this blog post is designed to provide all the information that you need to write your own HRM Dissertation Proposal and formulate a handful of HRM Dissertation Topics.

This dissertation examines the impact of human resource management practices to small and medium-sized enterprises (SMEs) in terms of the employees’ turnover issues. It concentrates on explaining international human resource turnover issues in SMEs and it explores the SMEs definition and provides some human resource management recommendation solve the employees’ turnover issues. The dissertation also focuses on demonstrating the relationship between organisational culture and labour turnover. In order to explain the practices in SEMs precisely, the Strategic Labour Allocation Process model (SLAP) and Harvard Model for HRM are used in this dissertation in order to have a further understanding of the international human resource turnover issues.

This dissertation contains the findings of a research project that investigated the relationship between employee benefits and employee satisfaction at Google. The performance of an organization highly depends on how motivated the employees are as this directly impacts on the efforts of the employees. Satisfied and motivated employees would put in the right efforts that will help an organization achieve the set objectives and goals. Therefore, this dissertation explores the types of employee benefits at Google, employee satisfaction and the impact of employee satisfaction on the operations of Google. This study has centred on exploratory research process rather than analytical research as the topic under research is itself exploratory. The findings presented are based on exhaustive questionnaires and interviews with 70 respondents being employees and remaining 30 respondents being managers respectively.

This dissertation is aimed at exploring the ways through which strategies of performance and employees management play a role in employee retention in the target group of small sized organisations, ​especially in the restaurant industry. The research is limited to Angus Steak House in the UK that helped to understand the aims of the research more easily and effectively. The aim of the research was limited to exploring the most effective ways of performance management strategies that can be adopted and practiced by the SMEs. Several models and research findings are used to develop a well-structured questionnaire and is sent to the employees (50) of selected organization i.e. Angus Steak House. The results of the questionnaire were used to understand the employee satisfaction level, employee priorities etc.

In today’s highly competitive economic environment, innovative thoughts and motivated employees are vital factors to remaining ahead of competitors. Using the powers of talented people effectively, firms may achieve solid results and develop a highly productive work force. The level of performance of employees depends not merely on their real skills but also on the level of motivation each person demonstrates. This concept is undertaken in the private sector as a profit-oriented sector. Although profits are the main goal of the private sector, there must be some kind of motivation to achieve such profits. The social and employee considerations should be taken into account in any organization. The aim of this dissertation is to explore the motivational factors of Saudi private sector’s employees. It also aims to identify factors of job satisfaction for the Saudi employees in the private sector as well as those factors that motivate the employees more than others. Furthermore, the dissertation investigates the concept of motivation in the private sector.

Human resource is the most valuable asset for a company to operate and continue its business activities successfully. Even though a business organisation has other resources such as money, material and machines, its business operations cannot be continued without utilising its human resources efficiently and effectively. Hence, human resource management mainly concentrate on how to plan, organise, direct and monitor human resource of an organization effectively and efficiently by which goals and objectives of the company can be achieved. In general, employees of an organisation should work together to achieve a particular target. It can be seen that human resource is only resource that cannot be fully controlled by an organisation. Thus they have to be used very carefully to get benefits to the organisation while giving benefits to employees. To do so, they should have an efficient and effective communication system so as to coordinate their duties and responsibilities among each and every employee within the organisation. Because of the continuous changes that happen in external and internal business environment, behaviours of employees and technology used to communicate information among employees have been changing over the last years. These changes have created many advantages as well as communication barriers between employees of an organisation in a diversified environment.

Frontline service employees are the most critical link between the organisation and its customers, who in the modern era of increased choices in terms of consumption are very critical about their experience in terms of service delivery and customer care. In essence therefore, investment in service employee motivation is fundamental in sustaining business competitive advantage. This research study investigated how to motivate frontline service employees in airline industry, focusing on exploring the approaches that Hainan Airlines motivates frontline service employees, the impact of job autonomy on the motivation of frontline service employees at Hainan Airlines and the impact of motivation on emotional exhaustion of frontline service employees at Hainan Airlines. The study used a qualitative research design and interviewed six frontline employees working for Hainan Airline in China and the UK. Findings of the study indicated that Hainan Airlines use approaches such as competitive pay based on local standards, friendly work environment and employee training and development to motivate the employees. Similar to the Hainan Airlines in China, in the UK, the company used recognition and reward programmes to recognise and reward employee performance, and further focused on employee training and development as well as offer a good working environment as ways of motivating employees.

There has been much literature explored on the concepts of culture and ethnicity in multicultural corporations, and some of it with individual regards to employee training, motivation or performance, very little studies have comprised all these factors together and simultaneously analyzed the interrelationship between them. Thus, the main objectives of this dissertation are to establish and describe how culture and ethnicity affect employee development, how they motivate or demotivate them, and finally, what the consequences on their performance are. An empirical qualitative approach of unstructured interviews and participant observation was used to access the correlation between all the above-mentioned concepts from the perspective of the ​crew of a multicultural corporation. The study further presents and analyses employee feedback and results, and proves that all these dimensions are significantly mutually dependent and closely related.

The dissertation focuses on the topic of The Importance of Training Staff in the Modern Workplace Era. It is very important for organisations to acquaint their employees with modern technology and necessary skills and knowledge in their respective fields of work. HR department plays an important role in order to make sure that the quality of training should be provided to all staff member for more efficiently and effectively completion of tasks. In this regards, total 107 respondents’ response were collected through designed 5-likert questionnaire which comprised of 20 questions. The data was analysed in the form of frequencies, mean, maximum, minimum and standard deviation after completion of a ​respective questionnaire. It was found that staff training is one of the major sources that increase the organisation efficiency, quality, marketing, management and all other aspects are linked with organisational performance.

The banking industry of the UK is presently ruled by the ‘size factor’ and big corporate names such as Barclays, Lloyd’s Banking Group, Royal Bank of Scotland and HSBC are few established players who compete with their huge financial muscle. In the aftermath of economic crisis, the UK government are considering measures to end the oligopoly of big banks and fragment the entire banking industry (especially high street banking), hence creating a fair marketplace. NatWest which is now a part of the Royal Bank of Scotland is focussing on providing unparalleled customer services as its core competitive advantage. An unparallel customer service can be achieved only through developing a unique workforce who works hard and stays with the organisation. Retaining a high-performance​ workforce is a key challenge for almost every organisation in the UK. It is hence that organisations are focussing on their HR practices which directly impact the retention rate of employees, hence creating a brand that not only retain its employees but also attracts talented individuals from the job market.

The objective of the study is to investigate and analyse the influence of culture on human resource management practices. The research is expected to answer the importance question: Are HRM practices influenced by national culture or not? It is generally accepted that the practices of management is considered to be universal among all industries but this research will figure out specific factors that impacts the betting industry. Betting industry is getting competitive and due to the inability of betting companies to differentiate their products, companies are striving to develop their human resources to formulate a sustainable competitive advantage. The challenge of Human Resource Managers would be to create an environment of resilience, which can accommodate and assimilate successfully changes in systems, structures, technologies, methods, etc. People would have to ascribe the right meaning to the change process.

Growing energy demands, urgent needs to address climate change, finite natural resources, instability and insecurity of energy supply on European market brought nuclear power back to the UK’s Government agenda. Moreover, in 2008 the New Labour Government announced that nuclear power would play a key role in the UK’s future energy mix, stating: We are determined to get new nuclear up and running as soon as possible. As a result, energy companies have announced their plans to build up to 16 GW of new nuclear power capacity in the UK by 2025. New build will create approximately 10,000 jobs per year until 2025 which will require a high number of qualified and skilled engineers, scientists and technicians. However, such trends as an ageing workforce and low numbers of students undertaking nuclear disciplines can put the new nuclear build programme at risk. More than half of currently employed experts will leave the UK nuclear industry in the next 10-15 years, taking with them knowledge that was accumulated for the past 50-60 years and potentially creating a significant skills shortage.

This dissertation aims at studying the contribution of HR consultant companies in improving organizational performance and leading to the growth of organizations. The report also aims to identify the challenges faced by human resource consultants in dealing with organizations in the business world. Hiring human resource consultants bring about a number of benefits for organizations as they have the expertise and knowledge of effectively utilizing the human resources of the organization. Therefore, the contribution of human resource consultants improves the performance of the employees, the performance of the organization, increases the ​commitment of employees towards organizational goals and improves the relationship between the management and the employees.

Stress at the workplace is one of the most serious and most commonly observed reasons that leads to reduced efficiency, scaled down profits and eventually employee dissatisfaction. This stress at the workstation influences the effective performance of the employees more often than not due to their unwillingness to work and the droopy faces thereby. It not only affects the performance at the company level, but also at the individual level subsequently resulting in decreased productivity. Studies have shown that employees who are resentful at work are generally victims of stress related to work. This affects the organizational behaviour as well as the work environment and vice versa. The acuteness of stress and the suffering induced through stress have raised manifold primarily due to the increasing competition, followed by economic crisis and negative information coverage that influence the mental condition of the employees to varying extents.

This dissertation has focused on evaluating the impact of training and development on staff performance and overall performance of the firm. It is a known fact that training is development is one of the most important functions of HR and effective training and development activities are important for enhanced organisational performance. At present, employers’ return on investment in employees training is gaining higher magnitude regarding the output of human capital investment, the output of these investments is revealing in the form of performance improvements in the total performance of organisations. Training and development involve​ employees’ development and employees’ development results in changes behaviours, skills and learning and therefore, training and development is a part of social sciences that has evaluated in this study. The researcher has used both primary and secondary data collection methods in order to collect the information for research purpose. Interview and survey method has been used as a primary data collection method and secondary data has been collected with the help of books and academic journals.

There are number of debates which have made by many researchers in order to help identify the necessity of employee motivation in the workplace. Academics have presented contrasting opinions and gave credence in favor of their points of view, motivation is the force which drives the behaviors of the individuals and it also determines the employee attitude and behavior within the organization. Motivated employees within the organization perform entirely in a different manner than those employees which are not motivated or de -motivated. Academics believe that the employees which are motivated devote their efforts in order to achieve the organizational goals and their professional objectives. However, there are still numbers of researches which seeks to determine that what motivates the individuals and what drives their behavior. There is not even a single research which has presented a formula which can motivate all types of people.

This dissertation is focused on evaluating how diversity within the workplace can be effectively managed in order to achieve the desired level of performance. Managing diversity can be defined as formulating and implementing the systems that can be helpful in managing the people in a way that potential advantages of diversity are maximized and potential disadvantages are minimized. Workplaces nowadays are becoming increasingly diverse with employees from different cultures, genders, races and ethnic backgrounds are working together in order to achieve the common goals and objectives. This increases the importance of formulating and implementing effective strategies in order to manage diversity in​ the workplace. Existing research highlights the importance of managing diverse workforce has been significantly increased because due to the increasing trend of globalization, the organizations are establishing their business operations in different countries of the world which require them to recruit the employees who belong to different cultures and backgrounds, encouraging diversity is helpful for the businesses to grow and achieve the strategic competitive advantage. Academics believes a diversified workforce is helpful in strengthening the organization which results in increased growth and improved business profitability.

In this era of global competition, the importance of Human Resource Management practices in the context of organizational performance has been realized to a great extent. In last few decades, great research has been conducted in the field of HRM and its relation to organizational performance. The researchers have found a strong positive relationship between human resource practices and enhanced organizational performance. The primary purpose of this research was to investigate the relation between human resource activities and organizational performance at RMC Global Company. Data was collected through mail questionnaire sent to employees of HR department of RMC Global Company, UK. 51 filled responses or questionnaires were received and utilized in the analysis of this study. Overall research methodology of the study was based on onion model presented by Sounders. According to analysis, employees believed that they are provided an opportunity to participate in decision-making​, of business which affected their performance.

With the recent poor economic climate in the UK and organisations looking to become leaner and fitter in a competitive market, it is therefore advantageous that organisations know how to enhance employee performance in order to maximise output. Many researchers have investigated employee performance and its relationship with both employee organisational commitment and job satisfaction. This dissertation focuses on a quantitative study undertaken to determine if a relationship exists between employee organisational commitment and job satisfaction. The Minnesota Satisfaction Questionnaire (MSQ) “short form” was used to measure employee levels of overall job satisfaction. Participants in the research included 264 employees from a large UK facilities management organisation. The employees were selected at random with an email sent out to approximately 500 employees within a small business unit of this organisation and varied from engineers / professionals, office clerks, service and sales staff. Results were analysed following guidance from both of the measuring instrument theories used.

The phenomenon of stress in the workplace is taking its toll on the health and wealth of organizations. This is due largely to changes in the global marketplace which has led to new ways of working placing more demands on workers in terms of output. Stress has been shown to add to the cost of doing business in a number of ways, thus there is a paradigm shift by organizations to consider not just the health but overall well-being of their workforce. This is demonstrated in the evolution of different types of stress management intervention strategies. In this research various factors within the physical environment which act as stressors were studied, and a survey conducted on agents working in a particular call centre. It was found that the physical environment plays a significant role in helping the workers cope with the demands of their jobs. There is a need for the facilities managers to strategically address the issue of workplace stress especially as it is influenced by the physical work environment. Preliminary consideration was given to the research topic based on the researcher’s interest and experience of working within a highly demanding and multitasking role (call centre consultant) within a corporate environment.

Absenteeism has a material effect on the bottom line of the organisation, yet few managers really understand the magnitude of the problem within the organisation. Almost one in ten workers is absent when he or she should be at work. There are considerable direct and indirect costs associated with absenteeism. The costs arise from a variety of absence types that all cause disruption to the business, making it difficult to deploy the workforce effectively, have a profound effect on productivity, profit margins, and employee morale. Despite the high percentage of ‘sick absenteeism’, it is relatively un-policed phenomenon, with little record keeping for good and bad attendance. Absenteeism can be both linked to work and life issues, causes can include stress and burnout from added responsibility and tight schedules.

This dissertation allows the reader to gain an understanding of the confusing area of organisational restructuring models and the legal implications that may arise in the process. This will be achieved by secondary information, consisting predominantly of texts, case examples, soft law, case law and statutes. The subject area will be explained in detail by using several sub-questions which seek to find out the reasoning and types of re-active tactical restructuring models, the approaches to take when restructuring organisations and the implications that can affect the employers when not following the correct procedures. This study area is of particular importance as many organisations in the past three years have resulted to re-organising as a consequence of the poor economic climate.For the purposes of this dissertation, secondary research has been carried out, predominantly because primary research is extremely time consuming, when asking questions to employers with regard to their restructuring strategies, will undoubtedly lead to a bias answer and lastly because there isn’t one single law that covers this area, therefore several areas need to be looked at and merged together.

This research dissertation is a case study based on ‘Fitness First’ health club chain, seeking to examine the impact of rewarding and training of employees on customer satisfaction. Fitness First is the market leader being the biggest chain of health clubs in the world. The name of the dissertation is “An investigation into the impact of rewarding and training of employees on customer satisfaction in health clubs. A case study of ‘Fitness First’ health club chain, London”. The goal of this project is to answer three main questions: 1) What impact does training of employees have on customer satisfaction? 2) What impact does rewarding of employees have on customer satisfaction? 3) What lessons can be learnt to improve customer satisfaction and retention in health clubs? These questions were analysed based on the case study approach. The literature review revealed the role employees play in judging the level of customer satisfaction of a company. The way employees interact during employee-customer interactions is an important factor to be considered for improving customer satisfaction. Lack of information available on the impact of training and rewarding of employees on customer satisfaction based on a particular type of company was clearly visible during the literature review. An observation​ was chosen to investigate the firm after considering several other methods especially due to its effectiveness and simplicity.

Employees play a pivotal role in the success of organisational performance and therefore it is vital to make sure that they are provided with high job satisfaction. In order to keep them active at workplace and get the work going perfectly, it is important to apply all the best motivational strategies in order to enhance the performance at workplace and bring the positive results. These days’ organisations are working on the quality of items which are produced as there is tough competition in the global markets. The organisations can easily be driven out of the market if they lack effort in any of those areas where commitment is required from the employees. It is important for the organisation to realise that the employees are the important people who can make huge contribution in improving the company’s quality of services. The employees are highly involved in every area of the business which includes improving the levels of communication, increasing the production levels of an organisation, satisfying the clients who are using the services of an organisation or are purchasing their products.

Public sector organisations across the world have gradually assumed a competitive dimension similar to that of their counterparts in the private sector. With the public expecting higher efficiency from these organisations, employees have come under pressure to deliver more in terms of productivity. Such changes have however ignited a debate on the need for employees in the public sector to achieve a balance between their work and life roles so as to perform optimally at work and at the same time enhance their quality of life. From both an organisational and employee perspective, this research aims at examining the nature of the relationship between work-life balance and employee loyalty in public sector organisations in Maldives. The dissertation uses a mixed methods approach to research in which interviews and survey questionnaires are used to collect relevant information from employees and human resource managers in the public sector organisations of Maldives. Empirical data from the survey was analysed using statistical packages while qualitative data were analysed for patterns and consequently themes in the collected responses.

A growing concern among companies operating in the Trinidad and Tobago labor market with high job mobility is how to maintain a workforce capable of fulfilling corporate demands. The intention of this study was to gain an insight of how rewarding and motivating employees could be essential to reducing staff turnover thereby retaining a talented cadre of employees using one particular organization as a case study. The findings reveal that there were significant differences throughout the various levels of employees and moreover, the study results demonstrated that while an attractive pay package is effective in manifesting job motivation, complementary strategic human resource practices are profoundly important in reducing staff turnover. These findings are discussed in terms of the other application aspects of well integrated human resource practices. Data was collected via semi-structured, in-depth, interviews, open-ended​ questionnaires and surveys to address the research question and the sub-questions posed. This data was then analyzed deductively and inductively in preparation to address the research questions.

This dissertation investigates the link between PAs and employee motivation within a non-western culture, specifically Saudi Arabia. The project examines the effectiveness of PAs in motivating employees in the Saudi workplace, using the Saudi Telecoms Company (STC) as an example. The project extends this investigation into further research perspective within the context of position by comparing the viewpoints of employees and managers. For the purpose of this study, an online questionnaire was designed according to Maslow’s Hierarchy of Needs and the Work Motivation Inventory (WMI). The survey questionnaire was distributed via an email sent to the participants at the STC, Saudi Arabia. The data was imported into the SPSS statistical package and Microsoft Excel application for further analysis. Descriptive Statistical analysis, t-Test and ANOVA test were used to examine the statistical significance of the associations between the performance appraisals and employee motivation variables. Graphical illustrations, such as bar charts, were used to illustrate the results.

International Human Resource Management is an area which has existed for some time now, however the impact of the current economic climate on the progress of international operations of companies and corporations are yet to be measured. This dissertation will look in to the importance of the welfare of the employee, their concerns, which will set the tone for the quantitative element of this research. The two corporations which will be analysed are both renowned and reputable international corporations;
Coca Cola which is a carbonated soft drink produced by the Coca Cola Company (an international corporation) which as a result of marketing tactics in the twentieth century led to its dominance in the soft drink industry.
Dow Chemical in terms of revenue is the worlds largest chemical manufacturer, manufacturing plastics, chemicals, and agricultural products. This dissertation will seek to determine how the current economic climate has had an impact on International Human Resource Management and to what extent employees hold value to operations of their respective companies abroad.

Recruitment and selection is the most important part of the HR planning of the firm and can assist the management in order to achieve competitive advantage over the competitors by ensuring the availability of high-performing individuals. The recruitment and selection function not only hires the high-quality​ individuals to achieve business objectives but also creates a pool of candidates which are readily available to take up the business challenges. The recruitment activities are also helpful in selecting the high profile individuals for the firm. By realizing the increasing importance of recruitment and selection function of the firm and its direct link with the organization’s objectives, the researcher has selected this topic. Another important reason which motivates the researcher to select this particular topic is that there are few types of research which are focused on the implementation of recruitment strategies in the retail industry.

This dissertation focuses on the critical evaluation of the factors which can affect and influence the employee’s decision of leaving the fast food outlet. The organization selected for this research is an outlet at a fast moving McDonald’s outlet. Employee turnover is one of the most serious issues faced by the organizations of the present business world. The human resource management studies show that employee turnover is amongst the most researched phenomenon in the present business world. Due to high employee’s turnover ratio, several types of direct and indirect costs are faced by the companies. The direct costs can be recruitment/selection, temporary staff, management time, replacement etc. Moreover, the indirect cost can be learning, work pressure, organizational​ memory, moral etc. Research has proved that HR practices are also very important in order to effectively control staff turnover. The effective HR practices and employee related strategies help the management to increase employee satisfaction and minimize staff turnover.

Labour contracts refer to the agreement between labour and enterprises to establish labour relation and define mutual rights and obligations of both contract parties. Contracts some employers provide for the graduates have been changed from long-term contracts to short term contracts recently. Struggling to be survivors of the financial depression, the hotels changed the staff composition by reducing permanent workers and increasing temporary workers to meet the challenges from the increasingly fierce market competition. The objective of this research is to test if the term of contracts has effects on the employees’ career development, working initiatives, degree of satisfaction, and loyalty. This research employs interpretivism philosophy, induction approach and case study as the ​research strategy. Six managers of a famous multinational hotel in China have been interviewed in order to collect primary data.

This research dissertation is focused on identifying the impact of training and development on the staff performances. The organization selected for this research is Presidency of Meteorology and Environment, Saudi Arabia and the researcher has analyzed that how training activities affect the performance of the organizational employees. The main objective of this research is to evaluate the importance of training and development activities and identify its impact on the employee performance and motivation. From the employee’s perspective, training and development create a positive impact on the staff member’s performances and it enhances their skills and capabilities which enable them to meet the set targets in an effective manner. Training activities also improve​ the skills of the employees and enhances their capabilities which help the staff members to achieve their performance targets. The organizations operating in the modern environment can improve both performance and motivation of the team members through training activities. The organizations are required to incorporate effective training policies in the business operations in order to highlight the need and importance of training and development activities.

This research dissertation seeks to investigate the importance of performance related pay in motivating the employees at Holiday Inn, Sheffield. Performance related pay (PRP) is basically a financial reward given by the organisation to the outstanding employees after evaluating their performance at the workplace. In the present business world, most of the organisations have introduced the concept of PRP with an aim to motivate the employees and achieve the desired targets and organisational goals. Over the last couple of years, there has been substantial growth in terms of using performance pay systems in the business organisations. In this highly competitive business environment due to globalisation, most of the organisations are forced hard to reassess their human resource related strategies and approaches. They are looking for best suitable strategy and approach for obtaining competitive advantage over the others.

Employee motivation in the workplace has certainly gained the attention of various researchers because of its overall impact on the performance of a company. The senior leadership of organizations is realizing this fact that they cannot grow and achieve the strategic business objectives without the continuous support of team members; therefore, they are developing the policies and strategies which are a focus on employees and help to achieve a high level of commitment of the team members. Employee’s commitment is particularly important because until they are not 100% involved in the business activities of the organization, they are not useful to the company. It is important for the management to create an environment at the workplace where employees feel​ themselves as an important part of the team essential to ensure their commitment. Modern managers understand the importance of employee motivation and always dedicate the success at the workplace to their team. This not only helps to ensure commitment of the team members but also motivate the employees to strive for better performance.

Employee motivation is an important HR concept and it is crucial for the business success of all types of organizations operating in different industries. Research shows the employee motivation is an important requirement for the organizations operating in the era of intense competition. This research helps to enhance the understanding regarding the importance of staff motivation in the health care industry. The managerial challenges related to employee motivation in the health care  industry requires organizations to formulate effective strategies and deploy best available resources in order to ensure  that people working in the health care organization are motivated and ready to perform according to the management expectations. Staff motivation is an important area of discussion for many scholars and business leaders all around the world. According to scholars motivation is crucial for all types of organization and no company in the present business can ignore the importance of motivation as many researchers consider it as an important mean of achieving the improved business-related​ outcomes.

This dissertation aims to explore the impact of performance management on organisational success at McDonald’s. Performance management is an important element of the Human Resource activities in a professional business environment. The importance of performance management has been significantly increased over the past few years because it has a direct impact on the overall productivity and growth of the organisation. Performance management is directly associated with employees motivation in the organisation because if employees are motivated and satisfied at the workplace​ they will be able to perform in a more effective way at the workplace. It is essential for any organisation to design the compensation and rewarding system in a way which can increase the employee’s satisfaction at the workplace. Employees are the most important asset for any organisation and performance of the employees always has an impact on the bottom line of the organisation .The study also aims at evaluating the role of performance management in the human resource management process

This final year dissertation focuses on determining the impact of employee turnover on the profitability of an organisation. Employee turnover is a very serious consideration for management of different organisations all around the globe because it hurts the overall performance of the firm significantly and creates operational problems for the businesses which ultimately results in low productivity. Research shows that financial loss of the organisation due to employee turnover results in low profitability. The cost associated with recruiting, selecting and training of the new staff members impact the bottom line of the company negatively, therefore, the senior leadership of modern companies are emphasising​ on improving the motivation level of the staff members. This is not only helpful in reducing staff member’s turnover but also help to achieve better productivity of the organisation.

This final year dissertation focuses on identifying the HR strategies which could be helpful in overcoming the skills shortage in the manufacturing sector of the UK. The organisations selected for this research includes Leyland Trucks and AESSEAL which are operating within the manufacturing industry of the United Kingdom. In the present business world, the issue of skill shortages is really very serious for the firms and there are several reasons behind this. A very common perception is that employers pay very little salaries to attract the workers with best skills for the jobs. However, there are number of which are agreed upon the fact that ineffective HR strategies and practices of the companies are the main reasons behind the issue of skill shortages. The lack of effective recruitment and selection strategies and training and development practices within the companies increases the issue of skills shortages. The issue of skills shortages becomes more serious when the management of the company is not able to recruit the right jobs for the vacant positions and fails to train them so that they can fulfill the requirements of the jobs.

This final year dissertation focuses on identifying the impact of effective recruitment and selection on the growth and development of the business. There is no second opinion on the fact that HR is one of the most important departments in any company and recruitment & selection is an important HR activity which focuses on ensuring the availability of quality human capital for different sectors of the business. The goals of the company are accomplished through the employees and high-quality employees are essential for business growth and success. Therefore, it is important to enhance the effectiveness of recruitment and selection activities within the organization because it helps the management to achieve business advantages over the main rivals in the today’s competitive world. In this study, the researcher has used primary and secondary data collection methods in order to collect information for research purpose. The interview was conducted with the restaurant manager of McDonald’s and a ​questionnaire survey was conducted with the employees working at McDonald’s store.

The purpose of this dissertation is to evaluate the effectiveness of the reward strategy of Toyota and to determine the impact of reward strategy on employee’s motivation in Toyota. The focus of this research is employees of Toyota Company who are working at different levels within the organization. The researcher will be mainly focusing the middle and lower management of Toyota Company because top management of the organization is mostly involved in defining the organizational policies. The reward strategies formulated by the senior management are very important to enhance the team member’s satisfaction. In the modern business environment, organizations have realized the importance of having quality employees on their payroll and senior management of successful companies are giving enough consideration to the human resource related issues but still many organizations are lacking in defining the systemic way of evaluating that how well the particular reward system will perform. Some smaller organizations where human resource management system is not very much effective it is quite difficult to link the HR strategy with the organizational strategy which is helpful in achieving the desired targets.

This final year dissertation investigates key factors which can affect the productivity level of the employees within the UK banking sector. In today’s modern business world, the importance, pressures and emphasis on employee productivity has significantly increased. With increasing competition, changing global business patterns and ever-changing customer needs organisations need to employ a highly skilled workforce which is productive and can generate effective business results by utilising available resources? Many organisations are also focused on identifying the factors which can help to enhance the productivity of employees and improve the overall organisational performance, resulting in higher profitability. This dissertation is based on Lloyds Bank which is a well known bank in the UK and it provides a range of banking and financial services to its clients. The researcher has used both primary and secondary data sources in order to collect the data for research analysis. The primary data was collected through the survey and interview and secondary data was collected through the academic journals, books and articles. The researcher has conducted the questionnaire survey with the employees working in Central London Branch of Lloyds Bank and interview was arranged with the branch manager of the bank.

The objective of this dissertation is to identify the motivational challenges which are faced by managers working for Marks & Spencer. The motivational challenges are among some of the most important considerations faced by senior managers working in dynamic working environments. The need of employee motivation has gained significant importance over the last few decades. Staff motivation is a process or organisational activity which is initiated in order to achieve the specific performances of the employees and it also help to direct the efforts of the organisational employees towards the ​achievement of desirable goals. Management teams operating within successful companies have realised that employee motivation and satisfaction is an essential factor for the success of any organisation. Employees are pivotal in helping companies to become competitive and successful; therefore increasing and maintaining the motivational levels of employees is an essential business requirement. In order to undertake this study, the researcher has used both primary and secondary data collection methods.