How Has the Management of People Evolved In Recent Years Essay

How Has the Management of People Evolved In Recent Years - Essay Example In response, welfare officers performed the paternal role of caring for injured employees and advocating for better treatment among women and children. Further research into the management of labour discovered abuse of managerial power and resources at the height of bureaucracy, which showed no concern for the welfare of workers (Haston n.d. p.3). For this reasons, a humanistic perspective demonstrated the need to understand human behaviour and recognise control among workers as opposed to managers. This approach demonstrated increased productivity in institutions that treated their employees better. Trade unions were formed to serve as a bridge between workers and the management where representatives negotiated terms of services in the organisation. Unionism revolutionised interactions between industrial organisations and their employees by providing a united front against poor working conditions by negotiating for improvements (Edwards 2009, p.227). Similarly, trade unions advocate d for policy adherence and a standard compensation model for workers. In 1970s, the existence of a consistent set of regulations governing organisations’ relations to their employees provide an essential framework termed as personnel management (Aswathappa 2005, p.18). This aspect of management is charged with the responsibility of selecting and recruiting workers, training, offering compensation and rewards, employee welfare, and facilitating employee transition. However, personnel management was not without criticism where critics refer to the ambiguous nature that based on emphasis on workers’ welfare with little gain to the organisation (Watson n.d, p.1). Critics argue that personnel management should be reverted line managers who are familiar with... This report stresses that following globalisation, there has been marked increase in competitiveness across business organisations, which demands a strategic approach to the management of human resources. Strategic planning is illustrative of a methodical and structural process through which an organisation identifies direction, and develops an approach to allocate resources. This process is geared towards identifying and prioritising short-term as well as long-term goals in order to maximise efficiency and profitability. Presently, management of human resources adopts a strategic perspective in order to be aligned with the goals of the organization and to be integrated into the organization’s needs. This paper makes a conclusion that while personnel management and human resource management appear similar, there exists differences that are of significance to the success of an organisation. Personnel management is based on short-termed goals and addresses immediate concerns while on the other hand, HRM involves strategic planning of the institution’s workforce in a long-term perspective. Also, the personnel management approach illustrates the psychological contract as compliance and adherence of workers to the demands made by the employer. On the other hand, HRM subscribes to the idea that employees indicate commitment and willingness to participate in fulfilling the mandate of the organisation without authoritarian specifications.

DISTRIBUTED SYSTEMS Essay Example | Topics and Well Written Essays - 3000 words

DISTRIBUTED SYSTEMS - Essay Example Due to time limitation, this problem has not been resolved yet and therefore, the application still requires to be fine tuned to allow it to be run through IIS rather than involving Visual Studio’s internal ASP.NET Development Server. Currently, this application’s backend, SQL Server 2005, does not store any data locally. It simply contains two linked servers which are called whenever the application requires carrying out some data operation – viewing, inserting and updating records. Excessive communication with linked servers may result in increase of network traffic, hence, minimizing the performance of only the application itself but of the entire corporate network as well. Therefore, it is very important to maintain some part of the data locally in SQL Server 2005 in order to reduce the network load by minimizing the communication with remote servers. This can be achieved through re-designing the database involving three key aspects – data fragmentation, data replication and data allocation. Data Fragmentation refers to the process of breaking up the database into logical units called fragments which can be stored at different sites. The simplest logical units are the table themselves (Padigela, n.d.). Fragmented or Partitioned refers to partitioning of database into disjoint fragments, with each fragment assigned to one site (no replication). This is also called ‘non-redundant allocation’ (Padigela, n.d.). Complete Replication involves maintenance of a complete copy of database at each site (no fragmentation) and therefore, storage costs and communication costs for updates are main drawbacks of this strategy. To overcome this, snapshots – a copy of the data at a given time – are used to update copies of database periodically (Padigela, n.d.). It was not easy to work on this coursework as it was extremely challenging and