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Assessment Title Assessment 2 - Annotated bibliography (2000 words) Task Description For Assessment 2, you are required to compile an Annotated bibliography of five peer-reviewed journal articles,...

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Assessment Title
Assessment 2 - Annotated bibliography (2000 words)
Task Description
For Assessment 2, you are required to compile an Annotated bibliography of five peer-reviewed journal articles, which will also support Assessment 3.
Step 1. Select an industry sector that you will study for Assessments 2 and 3 (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport).
Step 2 Undertake research of the recent academic literature since 2010, to identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic (and preferably aligned to Weeks 3-5 on job design, HR planning, recruitment and selection).
Step 3. For each journal article, you are to write 2 paragraphs within a total of approximately 400 words. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay.
Assessment Due Date
Week XXXXXXXXXXApr XXXXXXXXXX:00 pm AEST
Return Date to Students
Week 8 Monday (30 Apr 2018)
Assessments will be returned after the marking and moderation processes are completed.
Weighting
30%
Assessment Criteria
Your report will be assessed on the extent to which it meets each of the following criteria:Research (40%), argument (30%), organisation and structure (15%) and presentation quality (15%). A full ru
ic is available on the Moodle site.
Penalty for late submission without approval if applicable [(-5%× 30/day = -1.5 marks/day]
Important: Plagiarism will be reported to the Academic Services Centre of the University and may result in a “zero” mark.
Referencing Style
· American Psychological Association (APA)
Submission
Online
Submission Instructions
Only MS Word document (doc and docx only). Other types are not acceptable. Documents that cannot go through Turnitin or cannot be opened will not be marked.
Learning Outcomes Assessed
· Critically assess the role and functions of HRM for strategic integration and achieving organisational objectives
· Analyse contemporary issues in managing human resources within the context of cu
ent professional and academic literature
· Identify and evaluate human resource management strategies and practices to plan, attract, recruit, develop, motivate and reward employees and respond to internal and external changes
· Develop a critical understanding of contemporary human resources issues including ethical issues.
Graduate Attributes
· Knowledge
· Communication
· Cognitive, technical and creative skills
· Research
· Self-management
· Ethical and Professional Responsibility
· Leadership
Answered Same Day Apr 11, 2020

Solution

Sangeeta answered on Apr 14 2020
151 Votes
Article Analysis
Rainke, S. (2015). Role of Human Capital Management in Banking Sector. International Journal of Emerging Research in Management &Technology, 4(9)
In this article Rainke (2015) asserts that human capital management (HCM) is accountable for the human aspect within any company. It holds an important part to perform within the present day’s world wherein it not just requires supporting the company at the time when accomplishing its strategic course, but it also requires representing as well as advocating for the staff members. HCM involves staffing, motivation, development and lastly, maintenance practices (Bae et, al., 2003). In simple terms, recruiting capable employees, offering training to them, assisting them towards high performance and offering means for making sure that these staff members uphold their productive association with the company. Rainke (2015) adds to it by stating that human capital implies towards the collective abilities and understanding about the overall workforce of a company, which hold economic worth for the corporation. It improves the profitability and productivity of the company. For ensuring that human capital creates greater wealth and results in value generation, it is quite significant that employees are managed resourcefully. At the time when the employees’ value is improved, it improves the company’s worth.
Among all the resources obtainable for a company, human resources are regarded as being the highly significant for accomplishing the goals of the company. Thus, staff members are at present variously regarded as human capital, human resources or human assets. A company might hold huge capital as well as the highly progressive tools nevertheless in case if it doesn’t has the capable, encouraged and effective staff members, the business isn’t expected to exhibit continued outcome levels (Bae et, al., 2003). For the reason that all capital and physical resources rely upon people for their effective usage, management and maintenance, the type of employees of a company is significant in accomplishing competitive advantage. Likewise, this particular research study by Rainki (2015) has been ca
ied out for examining the HCM approaches followed by the banking industry and the forces impacting HCM within this sector. The researcher has made high efforts for including all possible aspect for examining the HCM performance, however considering the vastness of the subject the continuing program comes up for the upcoming research i.e. training and development strategies adopted within the banking industry; wage compensation, effects upon Human Capital management within banks; research revolving around the influence of information technology upon intellectual creation and lastly, performance management along with its possible effects upon the banking industry.
Ponduri, S. (2016). QUALITY OF HUMAN RESOURCE INFORMATION SYSTEMS AT COMMERCIAL BANK OF ETHIOPIA (A CASE STUDY OF DESSIE DISTRICT AT DESSIE, ETHIOPIA. International Journal of Research, 4(4) 31-41
This research by Ponduri (2016) chiefly focuses upon HRIS (human resource information systems) insight and efficiency. Information systems are considered as being the foundation of all organizations within the present sphere of business management. It’s quite unavoidable for such companies to make use of information system for facing the worldwide competition and continue within the marketplace. No company and nation is an exception to this. Human resources management is one among the most important divisions within each company, which makes use of management information systems. HRIS helps in identifying potential staff members, preserving complete records on present staff members and developing programs for building staff abilities and competencies (Hendrickson and Anthony, 2003). This assists the top managemeone nt in identifying the future manpower needs for meeting the long-term objectives and goals, middle management for monitoring, analyzing the recruitment, allocation, promotion and compensation and lastly, lower management for tracking the placements and recruitment. HRIS could also assist several human resource procedures like workforce planning, salary, staffing, compensation forecasts, industrial relations and budgets.
HRIS is basically described as an “Integrated system adopted for gathering, storing and analyzing human resources information. It involves databases, hardware and software...
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