Work Repot

Respected professor, recently I have done various activities related to my research work, course
work and including some extra activities as a part of compulsory requirements from management
school. Since from October (2018) and winter vacations till now I have studied different books,
research papers, and articles related to the Human Resource Management (HRM).
To get some knowledge and basics concepts about HRM book, I have studied first five chapters
of HRM book (GaRy DessleR).
Book chapter’s names
1. Introduction to Human Resource Management
2. Equal opportunity and the law
3. Human resource Management strategy and analysis
4. Job analysis and the talent Management Process
5. Personnel Planning and recruiting

Research Papers
1. The Effectiveness of Human Resource Management on Improving the Performance of
Education Staff. (May 2015).
Summery:
This study observes and analyzes the role of human resources management on improving the
effectiveness of education staff. The aim of this research is assessment of influence of structured
workshops by resource management at different levels of acquaintance, skills, updates, and
upgrades in field of teaching before teaching for invited professors and tuition. Human
performance in organizations reflects on the knowledge, skills, behaviors, and values. Since the
abilities and skills will help the organization to better performance and productivity, any
expenditure on education and development is a long term investment that as long as the
organization can benefit from it. The purpose of this study is to analyze the main indicators of
organizational management that includes five subscales, searching for staff, staff recruitment and
selection, design and implementation of training programs, employee performance evaluation and
training of trainers in the organizational unit.
2. Environmental Leadership: Force Compliance to Competitive Advantage. (Aug 1994)
Summary:
This study examine the best practices of firms who have integrated environmentalism into their
business planning and operations in ways that translate to bottom line benefits. The experiences of
these firms carry a clear and urgent message - companies that continue to approach environmental
problems with Band-Aid solutions and quick fixes will ultimately find themselves at a competitive
disadvantage. Contemporary environmentalism in leading companies has become an integral part
of organizational strategy. Such a proactive, advantage-driven approach involves change at every
level. The efforts of these businesses epitomize the growing shift in corporate environmental
thinking from a mindset in which environmentalism is viewed primarily as compliance with
regulations to one that includes it as an overall part of strategic management, affecting decisions
on product development, future process technology, and total quality programs.2 This movement
has been characterized as a continuum of adjustment, adaptation and finally, innovation.3
Accordingly, the practice of environmental management in these organizations has become an
essential part of doing business, not a side issue.
3. Environmental strategies and organizational competitiveness in the hot industry: The
Role of learning and innovation as determinants of environmental Success. (May 2014)
Summary:
This study examines the relationship between proactive environmental strategies, organizational
capabilities and competitiveness by examining hospitality industry (Hotel Industry). The basic
purpose of this study was to examine how organizational learning orientation and innovativeness
effect the organizational competitiveness through the mediating effect of environmental strategies.
The findings of this studies suggest that organizations can enhance their performance levels by
adopting environmental strategies. In addition, learning and innovation are conceived not only as
drivers for adopting environmental strategies, but also as an important factors of competitiveness.
The findings confirm that proactive environmental strategies in the hotel industry depend on
important organizational capabilities such as learning and innovation.

4. Stakeholder pressure and the adoption of environmental practices: The Mediating effect
of training. (October 2009)

Summary:

In this study the authors examine how stakeholder pressure influence the firms (Spanish
automotive industry) towards the adoption of environmental practices. The outcomes of this
reading shows that employee environmental training, mediates the relationship between
stakeholder pressures and diverse environmental practices. This study suggests that to overcome
external environmental pressure and uncertainties, organizations may use training as an effective
strategy tool to overcome external challenges. The findings suggest that for organizations the most
important resource in responding to these pressures and building the necessary organizational
capability is training. Human resource management and training is an important part of the
operations and environmental management in current competitive and uncertain situation .The
human resources activities ranging from personnel recruitment and selection to incentive planning,
performance measurement, and advancement are all potential areas that could also influence in
successful implementation and development of environmental practices. Human resources
represent a critical internal resource that incorporate both tangible (actual people and their labor)
and intangible (knowledge and learning) resources that can influence organizational capabilities
for environmental performance.
5. The Continuous Mediating Effects of GHRM on Employees’ Green Passion via
Transformational Leadership and Green Creativity: (September 2018)

Summary:
Responding to external environmental challenges is a new area of innovation for Organizations,
which enables firms to advance competitive advantages by adopting innovative activities not only
for themselves, but also for the society. The researchers explain the employees’ green creativity
by examining three factors outside the organizational context: transformational leadership, green
human resource management (GHRM), and individual factors including employees’ green
passion. The findings of this study proposes that transformational leaders can inspire employees
‘Green passion through prompting GHRM, and ultimately positively affect on employees’ green
creativity. This study showed the important effects of transformational leadership, GHRM, and
employees’ green passion on firm green performance.

6. How organizational climate and structure affect knowledge management—The social

interaction perspective
Summary:
The main purpose of this study was to observe the effects of organizational climate and structure
on knowledge management from the social interaction perspective. This study examined how
social interaction affects the relationship between organizational structure and knowledge
management based on social interaction perspective. In addition, this study also examined how
organizational climate of shared value, beliefs, and work atmospheres influence on the behaviors
of employees for effective knowledge management. The findings suggest that social interaction
plays the mediating role between organizational climate, organizational structure, and knowledge
management. Organizational structure can lead to favorable social interaction and, in turn, results
in a higher degree of knowledge sharing and application. Thus, social interaction plays a mediating
role in the relationship between organizational structure and knowledge management.

Course Work
In first semester I have studies following course work
1. Business Statistics
2. Innovation and Entrepreneurship
3. Operational Research
4. Principle of Management
5. Chines Comprehensive
Currently (2nd semester) I have four courses and the fifth course will start in coming week.
1. Information Management (Professor: LUI Jiapeng )
Class started from 19 February on every Tuesday and Thursday. In class professor LUI Jiapeng
teaches us through slides and he also make presentation groups and on daily basis he is giving us
Case studies for better understanding of course.
2. Marketing Management (Professor: Luo Lei )
Class started from 25 February on every Monday and Wednesday. Professor teaches us on slides
and she assigned me individual Final Report and I am working on it.
3. Logistic and Supply Chain Management (Professor: Yang Ruina)
Class started from 26 February on every Tuesday and Thursday. Professor takes daily attendance
and made presentation groups. She also assigned Final Project and I am working on it.
4. Outline of China

Extra Programs and Lectures organize by Management school

During my course work study I also took part in different lectures and programs like Silk Road
Training Programs and some in SOM academic lectures as mentioned bellow.
 Silk Road Training Programs Lectures.
1. Innovation through indiscipline research. (18.10.29)
2. Tissue Engineering and regenerative medicine. (18.10.30)
3. Polyhyfroxyalkanoate Nanoparticles. (18.10.31)
4. The Chinese culture and one belt one road. (18.11.01)
5. Chinese culture 1 belt 1 road. (18.11.02)

 Compulsory Lectures.
 Science moral and construction of study style.

 Recommended lecture of Career Development.

1. working experience sharing of investment Bank.(16.12.18)
2. The future of organization behavior Research.(19.12.18)
3. Hiring Academic homeruns Publishing in top ties Journal.(20.12.18)
4. Working experience sharing of carrier development in the field of management
consultancy.(23.12.18)