As part of the course requirement, you will be expected to complete a primary research project.

The objective of the research project is to aid in the development of your observation skills of work-related human behavior, to interpret and analyze those facets of the interrelationships of human behavior observed, to link or connect your observations to materials presented in the classroom, and to write a report on your findings.

Procedure: Begin immediately

1. Identify an organization (any type of organization) in which you have current direct contact on a regular basis. 2. Select a team or group within this organization of which you are a member. Select this team/group in which you have direct frequent contact (at least once or twice a week). 3. Do not tell the other members of the group that you will be observing them. 4. Keep a log or journal of your observations. This journal should reflect observations over the entire semester. 5. Be very detailed in your journal entries; write your journal entries in very descriptive terms. For example, if you observe group members interacting in some way, do not simply write the group is interacting. Rather, describe the nature of the interaction; i.e., who is communicating with whom; is there a group leader present?; etc. The rich description that you write in your journal is critical for your research report due at the end of the semester (see syllabus). 6. What to observe: A "What to Observe in Teams and Groups" sheet will help you identify various aspects of organizational behavior initially. Also, as you master each chapter of the material presented in the course, you will be able to add other materials to observe into your journal entries, particularly in the areas of interpretation of organizational behavior dynamics. 7. RESEARCH PR ntroduction: The world of work as we know it is rapidly changing. Even as little as two decades ago, the times were calmer than they are today. Today, the changes appear to be happening more rapidly. As part of an organization, then, HRM should be prepared to deal with the effects of the changing world of work. This means understanding the implications of better knowledge management , enhanced role of technology in HRM ,role of HR in the Mergers and acquisition , the largest ever that the stock

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market has seen till now, the challenges posed by high turnover rate and therefore the difficulty that the organizations are facing in retaining their employees. As people and not equipments and brand names make a company. Organizations are doing every thing that they can to safeguard their intellectual capital and organizations today are taking proactive steps toward better knowledge management .Knowledge management has become as important as selecting the right kind of employees. Technology is playing a very vital role in protecting vital HR information and strategic liaison in learning and recruitment. HR and technology are too intertwined. Today, employers use technology to guide employee career planning, handle employee relations and provide new opportunities for workforce training and development. Mergers and acquisition have become a fact of life in the business arena of today in fact 30% of the times it happens because one organization is interested in the employee of the other organization. HR has to help the employees to tackle the change and help them in the transition process. We utilized secondary data, library research and internet resources to put forth our learning about the topics identified. We conclude that HR has taken the highway of radical change and is as vital to a modern day corporation as a strong vertebrae to a healthy human being. Number of Pages of Project Report: 152 Package Includes: Project Report Project Format: Document (.doc) Table of Contents of Project Report: 1. Title 2. Declaration 3. Introduction 4. Methodology 5. HRs Role in Mergers and Acquisitions 5.1 Introduction 5.2 A Comparison of the past with the present 5.3 Ways to Smoothen the Transition 5.4 Key Issues for Success 5.5 Merger Madness How to keep from loosing survivors 5.6 Communication is the Key

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5.7 Detailing to be Done by HR 5.8 Performance Evaluations and Redundancies 5.9 Examples to Prove the Point 5.10 Synergies 5.11 Managing Cultural Change 5.12 Conclusion 5.13 Ten lessons of integration 5.14 Bibliography 6 Changes That Rocked HR 7. How the Law Changed HR 8. E-HR 8.1 Introduction 8.2 Past and Present Scenario 8.3 Present Human Resource System 8.3.1 Online Recruitment 8.3.2 E-Learning 8.3.3 E-Appraisal 8.4 Reasons and Benefits of E-HR 8.5 Examples that Prove the Point 8.6 Roadmap to Launching E-HR 8.7 Bibliography 9. Knowledge Management and the Role of HR 9.1 Role of a CKO 9.2 Becoming a Change Leader 9.3 Six Laws of KM 9.4 Key Responsibilities 9.5 Knowledge Workers 9.6 Organizing Knowledge 9.7 Network Structures 9.8 Activities of a Learning Organization 9.9 Role of HR in Institutionalizing KM in a Company 9.10 Barriers in Implementation 9.11 Some Examples 9.12 Bibliography 10. Retention 10.1 Introduction 10.2 Ensuring Career Growth 10.3 Reduce Attrition 10.4 Increasing Employee Retention 10.5 Factors to Consider in Costs of Attrition 10.6 Bibliography Bookmark / Share / Save |

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