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Project tracking, control and reports.

Monitoring is collecting, recording, and reporting information concerning any and all aspects of project performance that the project manager or others in the organization wish to know. Controlling the purpose of the control system is to act on data supplied by monitoring to actively bring actual performance into approximate congruence with planned performance.

Scope control (what project phases have been completed); time management control; procurement management control (how to buy cheaper); resource management control (resources per day or hour, input/output), cost management control (fixed, variable), quality management control (ISO 9000 etc), communication.

Status report: quantify the position of the project, may be specific and focus on the key areas of the project, like time, costs and quality. Quantify the difference between actual and planned.

16. Project management route map.

Project management has a defined route map. This route map incorporates project definition, overview planning, detailed planning and scheduling, plan implementation and post implementation review defined sequentially in bounded times.

Scheduling and measurement are important, as they allow to see the progress and keep people motivated to keep on developing that project.

17. The nature of the employment relationship.

Employees are hired by employers to provide their physical and mental labor in return for wages and other financial rewards. Employers can improve productivity by prescribing job tasks, undertaking direct supervision or relating pay to performance.

focus on resolving issues at the workplace without the intervention of “third parties”. Better management allows avoiding disputes. Shares to employees to keep them and make them think in long-term.

The relationship employers share with employees is affected by three significant factors – interests, control and motivation. It is up to employers to effectively manage and balance these factors to ensure a harmonious and productive working relationship. From the side of employees: unions (negotiate better conditions). From the side of employers: employers association.

Government can influence employment by: affective general economic conditions, being an employer, influence employment relationships. Key influences on employment relationships: working standard hours per week, population shifts, harassment and discrimination.

18. Models of HRM and approaches to the subject (debates between Michigan and Harvard Schools).

HRM is an essential and vital function for organizational success. Areas within HRM like Manpower planning, Job analysis, Selection and Recruitment, Compensation and Benefits, Performance evaluations, Contract negotiations and Labor legislations are parts of hard HRM - whereas functions like Organizational development, conflict management, human resource education, leadership development, organizational culture, and relationship building are components of soft HRM. The hard HRM can be categorized as the basic functions and soft HRM as advanced functions.



hard HRM:- *a very instrumental, practical approach *people seen as a passive resources to be used, deployed and if necessary disposed of *hr planning is seen as a factor of production *incompatible with trade unions-may necessitate confrontation to implement concepts (numbers is the most important factor).

soft HRM:- *sometimes known as development humanism *stresses human side *entails trust, collaboration, skill development *place for unions in this model where unions are marginalized and by passed on many issues or alternative forms of employee representation are initiated *above all, about commitment and partnership.


Date: 2015-02-03; view: 753


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