Human resource managers have been implementing technological solution systems facilitating the development of competitive solutions between future talents and current business operations. Both employees and H professionals are using H tools. Collaborations, training, finding information, setting goals, and managing people are some of the functions performed by technology systems.
Technology that relates to Compensation
Compensation technology refers to tools that assist H professionals in distributing an increment in salary during the cycle of yearly merit. Many of us who are comp steeped are aware that this is not a fact. Compensation of developing a salary structure, participation survey, market price, and survey management are all functions that have been drafted in spreadsheets, but they may be advanced and developed further by use of technology solution (Chanda, Sivarama, & Shen, 2007).
In fact, there exists a huge potential cost to allow the compensation team makes use of their time struggling to…… [Read More]
human resource managers face in recruitment and selection. It also identifies some useful strategies on how to deal with such situations. Human resource managers play an important role in the organization of identifying successful candidates for recruitment. In the most fundamental sense the decision of whom to or not to select lies in the entire hands of the human resource management. The process of selection and recruitment, also emphasize the need for high qualification, evenhandedness and moral behavior on the part of those engaged in this activity. ecruitment and selection is exemplified by associated potential problems and it is obligatory to put in consideration some factors like screening measures and ethical personalities of the applicants. Organizations must be totally devoted to the employment process, especially in the present day's dynamic employment market that over emphasis reward at the expense of quality in production. The challenges faced by many human resource…… [Read More]
hired human resource manager Johnson Enterprises, a growing company United States.Due growth lack unified selection hiring process, positions Johnson enterprises job descriptions, requirements. performance measures.
Job analysis at Johnson Enterprises
As Johnson Enterprises continues its business ascension, it has to pay increased attention to align its human resource management model to the new needs of the expanding business. One particular area of focus in this sense is represented by the need to create job analyses and align them across different jobs and departments.
In a generic context, a job analysis is understood as a process by which the specifics of a particular job are identified. Emphasis is placed on elements such as the responsibilities assigned to the job or the requirements from the occupant of the position. The result of a job analysis is represented by the job description and the job specification (Management Study Guide) and the benefit of…… [Read More]
HR Management Assume human resource manager a small seafood company. The general manager told customers
If I were the human resource manager of the small seafood company referenced in this assignment, I would substantially revamp the way that training is implemented for the new employees -- as well as for those who had previously been with the organization. Assuming that the restaurant had the monetary resources to dedicate to training, I would begin by designating a morning or two in which all of the employees of the company would come in for a training session. There would be some similarities between the training that had taken place previously in which the older employees would train the newer ones. The older employees would still take an active role in conveying their knowledge and experience towards the younger employees. However, as equally valuable as the "technical" (as such they are) aspects of…… [Read More]
Job evaluation for a Human esource Manager
Job evaluation is a systematic approach used for defining the relative value or worth or size of job or duties and responsibilities in an organization in order to establish internal relativity and provide the base for designing an equitable grade structure, grading jobs in the structure and managing relativities. In this case study, I will evaluate the performance of a Human esource Manager.
A Human esource Manager is the individuals who help in employee staffing and helping in guiding the organization towards the goal achievement in the organization. In job evaluation of the human resource manager the factors which are used in the process of job evaluation include; key responsibilities, the qualification that is needed for a candidate to be considered a human resource manager.
The human resource responsibilities are divided into three i.e. staffing, employee compensation, and defining / job designing. The…… [Read More]
Human esources Manager Career Analysis
H Manager Career Analysis
The field of human resources continues to grow to ensure personnel who understand the complexities employment law and the realm of employment benefits. In fact, the Occupational Outlook "Handbook" maintains that "Much faster than average growth is expected during the projection period" for human resources, trainers, and labor relations managers and specialists ("Handbook," 2011). Human resources managers come from a wide variety of educational backgrounds, which is an artifact of the different levels of responsibility within the field and the diversity of duties associated with different specialties. In any case, acquiring certification in the area of specialty -- and graduation from college with either a BA or a Masters degree -- provides the greatest opportunities for a good position in the field and for future advancement. The Chronicle Guidance Publications, Inc. offers occupational briefs for all major types of work. The…… [Read More]
Managers from three different HR departments (from three separate companies) were interviewed concerning the management, job duties and focus of their respective HR departments. A summary of each of their responses is included below.
All three companies look to hire experienced HR personnel and then require them to attend training courses. In addition to outside courses, both the second and the third companies required their HR personnel to attend conferences and in-house sessions as well.
The first company's ROI is determined by calculating the average length of employment and the company turnover rate. The average cost per hire is not calculated by the first or the second company and although the third company does not specifically calculate the average cost per hire they do have a focus on retention due to the cost of hiring new employees.
Each company presented different answers in regards to trends effecting their…… [Read More]
Human esource in Aviation Industry
Human resources are a set of individuals who make the workforce of an economy. Human capital is a term related to human resources, but to a narrow scope, the term relates to knowledge and skills of a worker. Human resource represents people, Labor, Manpower or talent. Companies view employees as assets, whose actions and skills add value to the organizations. Firms need to practice effective human resource planning processes. For easy management of human resources in an organization, consideration on the demographics of employees, availability of workers, levels of skills of employees and on availability of funds to compensate workers is critical for easy management (Harzing & Pinnington, 2010).
According to Harzing and Pinnington (2010), one major concern about human resource in an organization is for the fact that employees are at time abused and in some cases traded. elating employees to commodities of production…… [Read More]
Human esource Management
Although there have been many recent developments in the area of human resources and their management, the concept of managing people in the workplace is not a new one. In fact, according to Ogunyomi, Shadare, and Chidi (2011, p.19-20), the concept has evolved over more than a century, starting with the concept of scientific management created and promoted by Frederick Winslow Taylor at the turn of the 20th century during the height of the Industrial evolution. Since the world of business was dynamic, even from the start of large-scale business and organization, the concept of human resource management has also evolved over time to respond to the dynamic business world.
Today, human resource management is an integral part of any company's business strategy. It ensures not only effective recruitment and retention, but also the effective functioning of the company in general, and its adaptability to a dynamic…… [Read More]
Human esource Issues in Health Field
The field of health human resources in the health field deals with issues such as planning, performance, management, development, information, retention, and research on human resources in the health sector Successful realization the mission and goals in this field is determined by the dedication and skills that the specialists possess. This study identifies various issues that often arise and bedevils this field. Current trends relating to technological advancements affecting the success and performance of employees in this field are also identified (Fried, & Johnson, 2002). Therefore, in order to improve service delivery in the health sector and consequently promote a healthy society, it is critical to identify and analyze the various challenges facing human resources in the health sector. This will provide a basis for developing various interventions aimed at dealing with the identified challenges and consequently improving the quality of service delivery in…… [Read More]
Human esource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human esource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel manager to devise ways, which will increase the employee effectiveness in performing the jobs. These ways include training, offering education and developing the capacities of the employees. As a result, there is an improvement of the employee contribution towards the attainment of organizational effectiveness and efficiency.
Effective management of employees' productivity is a crucial element in attaining organizational success (Youssef, 2012). High levels of productivity enable the organization to offer high compensation and benefits packages, which do not affect its…… [Read More]
Human esource Learning Development
Human esources Learning Development
Learning and development is among leading businesses. Despite the current organizational budget squeezes, companies are making significant investments in training employees. esearches done on American companies reveal that these billion investments have actually improved the workforce where by skills are being transferred to everyday job (Wilson, 2005).
Human esources and Learning and Development activities support the Organization's strategy
Learning development or training development is one of the most significant components to our work and lives. Many people perceive training to be an activity that gives the outcome or is a result of learning. The learning is also considered as the new competency or abilities, skills and knowledge. We highly value learning in our culture. We may have undergone a series of learning processes, but many of us are still not equipped with the knowledge of carefully modeling an approach to training and…… [Read More]
Human resource managers must help their companies become more sensitive to the issues of sexism, religion, sexual orientation, marital and family status, age, and other life experiences.
The economic position of most companies has shifted drastically in the past decade. One of the strongest forces influencing the way we do business is the phenomenon of globalization, a process in which companies in countries around the world are increasingly linked. A difficult challenge for humane resource managers is developing a system that works in their home countries as well as abroad, where circumstances of life and expectations of employees are often vastly different. The human resources manager must understand thoroughly not only the culture of employment at home but also the intricate rules and culture in all of the other places in which they have employees.
The technological world moves fast, and human resources managers must keep up. The simple fact…… [Read More]
Thus in reply, many of the unions adopted a further appeasing approach, by reducing the number of strikes and tried to negotiate contracts providing job securities for its members. While the unions have been doing well in organizing government employees, they have been less successful in recruiting office workers due to the unlimited development of services sector. y 1996 the number of strikes in the U.S.A. had reached its lowest level in the past 50 years. In 1960 one third of the American workers belonged to a union but by 2003 the proportion had dropped to less than 13%. Unions need a vision for the new global economy. Union leaders seem genuinely to believe that their glory days will return if only they can defeat President ush, or oust Tom DeLay as House Majority Leader. ut their real obstacle is the reality of the modern global economy. Until they offer…… [Read More]
The independent variable was the identity of the subjects as either line managers or human resource managers; the dependent variables were the respective statement clusters expressed in response to the same questions about chronic disease and employee retention.
6. Is an attempt made to test the hypothesis (es)?
Yes. To the extent the hypothesis was that different types of managers would express different views, that hypothesis was tested by the concept mapping methodology.
7. What is your assessment of how well the author(s) relate the findings to the original question or hypothesis?
The authors seem to have related the findings very directly to the implied hypothesis. The results presented the similarities and differences in the perspectives of the two subject groups.
8. Is the research design specifically stated; what design did they used?
Yes. The authors employed a concept mapping methodology to identify clusters of ideas that could be expressed…… [Read More]
Somehow, while the appraisals are meant to rate employees and indicate their chance for a raise or promotion, they seem to be misused and misunderstood in this company.
The objections of the supervisors should be to rate the employee honestly, to candidly evaluate their work and performance, and let them know where they stand in the company. Taking personal feelings, situations, company politics, and fear of lawsuits into consideration only muddies the process and turns it into something to dread, rather than something to learn and grow from. An employee should be able to look forward to an appraisal without fear or distress; they should be able to look forward to receiving a sincere review of their performance, with suggestions for improvements as a guide for the coming year. It does not seem like that happens in many companies.… [Read More]
Human esource Management's ole Health Care Industry
HUMAN ESOUCE Management
Human resources represent the most important cost in many organizations. How effectively a company uses its human resources can have a dramatic effect on its ability to compete or survive in an increasingly competitive environment. H policies can affect an organization's competitive position by controlling costs, improving quality, and creating distinctive capabilities. This paper will discuss the functions and roles of human resource management in today's healthcare industry.
Human resource management's role health care industry
In today's healthcare Human esource managers have several different roles. Some of these roles can be difficult. The healthcare industry has made significant changes in the last 10 years and human resource managers have to see the new challenges and come up with ways in dealing with them. Some of these challenges include: job satisfaction, patient care, and cultural conflict (Clark, 2011).
The human resource…… [Read More]
Human Resources - Critically appraise the historical development and future direction of Human Resource Management in the Hospitality Industry
Personnel Management & Human Resource Management
Links of Corporate Strategy and Human Resource Management -- An Analysis
Trends in Hospitality Management
Human Resourcing strategies in Hospitality Industry
Personnel Management & Human Resource Management
The practices of people management have received additional importance due to the present emphasis on the renewed interest in human resources. Traditionally, there has always been a dividing line between operational managers and personnel managers who are now called human resource managers. In the United States the function of personnel management has been a recognized function since the National Cash Register Company had opened their personnel office in the 1890s. The American personnel managers have always closely identified themselves with the objectives of the organization and this may be considered as a unitary tradition.…… [Read More]
The current business climate being what it is, it is likely that employees and labor organizations will understand the necessity of certain cuts, but the inclusion of employees and/or their representatives in the decision making process is still very important and highly beneficial to any organization. It will also, of course, make other aspects of the human resource manager's job less difficult, as it will then be possible to maintain better employee/management relationships and thus other issues can be engaged in with a lessened degree of animosity or adversity. The more in sync management and employees can become in this era, the greater the potential for organizational growth and profitability.
Combined Functionality and Varying Importance
Though discussed separately above, all of these issues of human resource management are of course interrelated. Labor relations are hugely influenced by compensation and benefits packages as well as through safety and health standards, development…… [Read More]
In a nutshell, the most common training program for plastic surgeons takes up about seven years following medical school and can be done throughout individual studying and medical exams as well as throughout attending medical conventions and symposiums.
Human Resource Guide to the Internet, 1998-2001, Job Analysis: Overview, http://www.hr-guide.com/data/G000.htm, last accessed on February 22, 2007
The official web site of the Institute for Plastic Surgery of the Southern Illinois University School of Medicine, 2004, Resident responsibilities when assigned to the plastic surgery service, http://www.siumed.edu/surgery/plastics/response.htm, last accessed on February 22, 2007
Lance Gray, Judy McGregor, Human Resource Development and Older Workers, 2003, Asia Pacific Journal of Human Resources, Vol. 41, No. 3, http://apj.sagepub.com/cgi/content/abstract/41/3/338,last accessed on February 22, 2007
Susan M. Heathfield, January 2007, Orientation vs. Integration, About: Human Resources, http://humanresources.about.com/od/orientation/a/orientation.htm, last accessed on February 22, 2007
Robert acal, 2007, a Quick Guide to Employee Orientation - Help for Managers &…… [Read More]
Human Resources as Critical Investments
IN AN ORGANIZATION'S FUTURE
The purpose of this paper is to explore whether or not the human resources (HR) within an organization should be used as critical investments. To support this exploration, the terms "human capital," "human assets" and "intellectual capital" will be discussed, on the merits of each specific term as well as in relation to one another. Finally a conclusion will be drawn that determines if human resources should be viewed as any or all of the above terms, and if HR managers should utilize them as critical investments in an organization's future.
To begin, the overarching term "human resources management (HRM)" must be understood. HRM essentially is an all-encompassing term that refers to how an organization's human resources are used to achieve the organization's overall objectives or strategic directions. HRM includes a continuum of activities that can be compartmentalized into seven categories:…… [Read More]
Human esource Management
The Function of Human esource Management
Human resource professionals assist in the development of an organization by providing insight into the resources available and what resources are necessary for continued organizational success. The main task of human resource management is to "maximize the productivity of an organization by optimizing the effectiveness of its employees" (Human esource Management, 2012). Additionally, human resource management is tasked with creating a connection between upper levels of management and an organization's workforce. Human resource management is able to accomplish these tasks through four basic functions, which include hiring and recruitment, compensation and benefits, training and development, and performance management.
As part of its hiring and recruitment duties, human resource management is charged with manpower planning. Manpower planning requires human resource managers to make an assessment of present and future staffing needs. To do this, human resource managers must evaluate the workplace and…… [Read More]
In that regard, Human Resources managers have discovered that online networks can help establish unity among employees working much too remotely from other employees to establish any kind of rapport or shared corporate culture through traditional means. Another advantage of this use of online social networks has been their ability to facilitate greater connections among and between groups of employees from different places of origin, backgrounds, and age.
There are also risks associated with the use of existing social networks such as MySpace and FaceBook that HR managers have also had to consider. Specifically, they do present the possible risk of leaking of proprietary information; they can result in damaging statements by firm employees with legal liability on the part of the company; and they can expose valued employees to being "poached" by external recruiters known as "head hunters." Consequently, some companies have embraced the concept of incorporating online social…… [Read More]
The first consideration is that employees may be reluctant to reveal their innermost feelings about the company for fear that they will be punished for their responses. For this reason, it is imperative that employees are assured of absolute anonymity. This will also encourage honest answers and be the most likely to result in discovering the root causes of the problem. Employees will be able to respond anonymously by dropping their folded responses into a box by human resources.
Those that feel good about their job may be more eager to respond to a survey than those that are unhappy. A voluntary response would be more likely to result in a biased sample population. It is important that the sample is representative of the entire plant, rather than a small, select group. Therefore, employees will be told that the survey is mandatory. Although, there will be no real way to…… [Read More]
Experts in the field caution both job seekers and employing organisations that online social and professional networks should be incorporated as adjunctive measures on both ends and not relied upon exclusively or instead of certain aspects of traditional recruitment, hiring, and job searching. Finally, the other obvious implication of the growing use of social networking sites (in particular) for this purpose is that one must become more careful than many have been in the past in terms of what information one posts in the vast public Internet forum to which prospective employers now share ready access.
"Professional sites net members in recession." Recruiter. 2009. HighBeam Research.
(January 4, 2011). http://www.highbeam.com/doc/1G1-207095054.html
According to representatives of the most popular professional online network, LinkedIn, the firm has experienced a dramatic increase in use and popularity among job seekers since the onset of the current economic recession. Specifically, in the UK, LinkedIn has experienced…… [Read More]
Human esource Information System
The introduction of information technology has changed how business is conducted and management of various departments within the organizations. The human resource department has undergone through computerization with some organization adjusting to the latest application in the market. Therefore, human resource information system (HIS) can be defined as a system used to acquire, store, manipulate, analyze, retrieve and distribute information regarding an organization's human resource. This information is usually done in a database or more often in serious of inter-related databases (Susan Heathfield, 2009). The information contained in human resource information system normally serves as a guide to recruiters, trainers, careers planner and other human resource specialists (CP Team, 2011).
However, the system allows companies to cut down costs and provides more productive information to employees in faster and very convenient manner. This therefore is more important during hard economic times; because a company needs to…… [Read More]
Questions facing HR are anticipated to alter radically in the next years. Therefore, HR experts must play extraordinary functions in dealing with these alterations and must expand precise competencies to sustain these functions. orkplace elasticity is anticipated to be on the increase as the future workplace becomes more virtual. The virtual workplace is distinguished by imaginative and flexible work measures. As additional workers begin to work off there will be an augment in importance on presentation and consequences as opposed to the amount of time exerted. Additionally, off-site workers can anticipate attending smaller amount of meetings. Particular work will become much more mutual and administration will use almost all its time supervising cross-functional work groups who benefit from a lot of independence. Essentially, there will be an association, a trend towards a decentralized representation of HR. HR experts will have to provide workers in their virtual work places and find…… [Read More]
Things run relatively smoothly overall, but they could be vastly improved if there were more communication channels and if more people in the company felt like HR personnel were more approachable and easier to talk to.
The Creation of Strategic Plans
So many things go into the creation of a strategic plan, that it is often very difficult to know where to even begin to make one, but this is one of the most important and helpful areas for anyone who is in HR, especially in a large company where planning is needed. The difficulty of it, though, is one reason why so many businesses do not have their own strategic plan. Some think they do not need one, especially if the business they are running is relatively small. Others find that the task is too daunting, and because they cannot see a good starting point, they assume the task…… [Read More]
Motivation grows out of the awareness that someone gave the time and effort to notice one's achievement (Klaff).
Recent strikes against continuously rising health care costs have strained all employers and labor and employee relations. Employers have been trying to reduce double-digit cost increases by modifying health-care plans, which shift the expense to employees, by raising premiums for family members to providing alternatives (Klaff 2003). Health care costs have been nightmarish to companies and led to strikes, which have left more and more Americans without health coverage at all. Although some manage to come, the system itself appears headed to a collapse before any reform can be put in place (Klaff)
In their rabid search for answers, employers revaluate the traditional way of providing health coverage, but experts think that these companies or employers must first discover where the costs are coming from (Klaff 2003). A study conducted by PricewaterhouseCoopers…… [Read More]
Employee selection helps an organization to employ competent workers. Job descriptions within an organization help to define the physical and mental requirements of a job position, the qualities and attitudes desired for an open position, and also help to define the undesired characteristics of an employee ("Human esource Management," 2011). Interviews conducted will further help to determine a candidate's aptitude, achievements, and general intelligence. Human resources play an important role in employee motivation. Though financial rewards and a job's conditions of service are determined by external factors, human resource management must utilize behavioral sciences to determine what motivates people and help them to attain a sense of achievement through rewards that may be psychological or physiological. Employee evaluation within an organization will also help to determine to what extent an employee is motivated to perform required tasks. Evaluation helps to improve an organization's performance through employee improvement, helps to identify…… [Read More]
Human esource Management
The Importance of Staff
The paper will critically examine the statement: "Staff are the most important resource in any organization and its cost should be regarded as an investment rather than an expensive item of expenditure"(Torkildsen, G. 1992). The paper will deal with the relevant information regarding the statement and its discussion. The entire paper will be based on critical examination of the assertion with specific reference to literature theory and best practice in sports management. Initially, the paper will describe the definition and importance of human resource manager so that the discussion can be further carried on and elaborated. In the end, a conclusion will be also included in the paper, which will be based on the relative evidences and findings of the entire paper.
THE DEFINITION AND SCOPE OF HUMAN ESOUCE Management:
The Human esources Management (HM) function includes a variety of activities, and key…… [Read More]
Frank and Taylor (2004) warn that motivating employees is highly dependent on their specific wants and needs. An accounting firm that mostly hires conservative, serious-minded employees who value efficiency above all else are not likely to be motivated by the offer of a life coach or a concierge. They would probably be much more motivated by a good 401k plan. However, that does not mean that all types of organizations cannot get creative with their benefits.
The key is to creating an effective and creative employee benefit strategy is talk to the employees and find out what they really want. According to Gajewski (2005) it is critically important to modify "the corporate culture to balance employee needs and desires with organizational objectives" (p. 4). Therefore, if companies can change the corporate culture in such as way that satisfies both management and employees, then they would be remiss not to do…… [Read More]
This being the case, the Court ruled that the employer had to make reasonable accommodations in the training of the deaf employees. When the training involves both visual and audio information, it is not enough to simply state that the deaf workers can just watch the video as this does not allow them to receive the entire benefit of the training. Further, the use of an interpreter or closed caption subtitles is not an unreasonable request. ecause of this, the employees were found to have a valid claim of discrimination under the Americans with Disabilities Act. This decision was surprising because adds specific requirements to the accommodations an employer has to provide that did not exists previously, thus showing that even if the manager knew the law, they would have still found themselves facing a legal action for discrimination.
One area that I disagreed with was a case involving a…… [Read More]
In the cost projection, the manager must include the estimates for the compensation policy, the benefits, allowances and both host and home tax (Yen 2006, p. 3). According to Furness (2006), the business case is built from internal information and this is done by looking at both the success and failures. He further warns that the failure of an assignment is very expensive to the company.
The aims of the international assignment must be taken into account. These may include development of a new business, market strengthening and skills advancement into the industry. In all the cases, an individual of high calibre is assigned the duty. The human resource manager must ensure that the right person is assigned the duty. It is important to that it is the responsibility of both the assignee and the organization to ensure that the return on investment is realized (Ernst & Young, 2006).
For…… [Read More]
Those employees with the strongest enthusiasm for FedEx culture are often those who have been with the company the longest. If FedEx is able to offer a compelling package to Kinko's workers, sufficient to improve retention rates, they may also build a group of leaders in the workplace, those who can help indoctrinate new workers into the FedEx culture.
Solutions and Implementation
To bring the cultures of FedEx and Kinko's closer together, FedEx should do two main things. The first is that they should afford Kinko's workers the same level of wages and benefits. This will help to attract and retain workers who are more in line with the FedEx culture. It will also help to ease the transition towards a greater level of professionalism for the existing workers. There needs to be opportunities for Kinko's employees to move into other areas of the company. In the retail environment, a…… [Read More]
Human esources Scenario
The author of this report is asked to respond and answer to a human resources scenario. First off, the author is to propose two strategies that a human resources manager could use to determine if an employee has the specific skill set required to fill a position. Next, the author will select a functional area that will be pursued as part of a wider career strategy. The functional areas to choose from are employment, employee relations, training/development, compensation, benefits and labor relations. The author will specify two skills that are current possessed and two others that will need to be developed as part of being in the chosen career area. The author will provide support for that latter answer. While human resources is a fairly broad field with a lot of directions that one can go career-wise, there are some core skills that any accomplished or prospective…… [Read More]
Human Resource Function of a Retail Store
Describe the human resource manager's role from the Human Resource Manager's viewpoint.
Human Resource Management
Human resource management has been operational for more than a century now, both in terms of discipline and practice for managing people in any firm. It has developed on a broader level and has many offshoots. This field has been the fulcrum of trial and error, theory and experimenting with different concepts by managers and academics (Farnham & Pimlott 1979; Storey 1989; Armstrong 1995). The core forces working in case of human resource management are still environmental as the quest continues for hiring competitive and working with productive workforce (Itika, 2011).
The human resource manager is tasked with shaping policies and methods that works best for the organization whilst keeping in mind the betterment of employees. When employees are cared for then organization prospers. As per the HR…… [Read More]
Human esource Function in Business
Strategic Human esource Management guides organizations in constructing a base for strategic company advantage, by developing an efficient organizational design, culture and structure, systems thinking, workforce value proposition, and suitable communication strategy, as well as preparing the company for an evolving landscape, including M&As (Mergers & Acquisitions) and downturns. this discipline includes Corporate social responsibility and sustainability, particularly in connection with company values and the expression of these values in decisions made by the company (Strategic-HM, n.d.).
The term "strategic management" refers to a collection of managerial actions and decisions that guide an organization's performance in the long run. Another way to define the term is: 'maintenance of an organizational vision, updated continuously by external and internal environmental data' (Bratton, & Gold, 2012).
oles in strategic human resource management
Personnel policy must be associated with general as well as specific objectives. Company management…… [Read More]
human resource management function has evolved in recent years from the traditional "personnel department" to become a strategic partner in achieving organizational success in companies of all sizes and types. Part of this evolution has been the introduction of innovative methods and questionnaires that can help human resource managers design jobs for efficiency and evaluate employee performance. To gain some fresh insights in this area, this paper provides a review of the relevant literature to describe three elements of job analysis and its significance for the organization and employee development, the importance of the position analysis questionnaire and how it can be used by human resource managers for work redesign of a customer service job to make it more efficient and to improve quality, two strategies for using the Fleishman Job Analysis System in the selection of qualified applicants and a discussion concerning the challenges facing the job of customer…… [Read More]
When it comes to stability and growth, challenges encountered by small and medium enterprises include but they are not limited to hiring of skilled manpower, etc. (Cooper and Burke 2011, 17). In my opinion, all these are challenges can be handled effectively by a human resource management department.
Yet another critical or important role that human resource management plays has got to do with employee training and development. In the opinion of Bohlander and Snell (2007, 143), training needs can easily be identified by observing the "discrepancies between the knowledge, skills, and abilities...demonstrated by the jobholder and the requirement contained in the description and specification for the job." Most small business owners regard employee training and development as a preserve of larger businesses. Worse still, some small businesses choose to allocate this important role to other unskilled individuals within the business. Employee training and development is critical to the success…… [Read More]
Human esource ecruitment
Human esources Planning
Organization's strength is based on the quality of its employees an aspect that places high relevance to the human resource departments and the practices used (Ume, 2008). MSCG concerns in consultancy targets to, direct clients towards adopting the best practices in their recruitment process. This will guarantee recruitment of ideal candidates, professionalism in H practices, employee and talent retention and productivity in optimal deployment of the workforce (Loosemore, 2003).
One of the main activities of human resource management is staffing. Staffing is important because it provides a supply of individuals needed to fill the jobs within an organization necessary to achieve business objectives. Once H professionals have done job analysis a job description can be prepared. This job description is used when recruiting individuals. Online, ground recruiting, talent search from fresh graduates, employee pouching, use of profession agents and temporary placements…… [Read More]
Human esource Management (HM) in today's culture is very prominent and important. The most important resource with any organization is the human component and it is of extreme importance to manage and develop this crucial asset in a way that is in alignment with the strategic outlook of that organization.
The purpose of this reflective essay is to explain and contextualize the major areas of scholarly discussion of Human esources Management. This essay will examine how the following areas impact the organizational performance of an organization by interjecting specific examples of its practices in my own career occupation within the Veterans Administration Call Center. These examples will be used to highlight my own subjective interpretation of the material presented in this course and serve as the criteria to weigh the effectiveness of each area.
The following areas of HM will be included in this discussion:
EEO and Affirmative Action,
Human…… [Read More]
Once a month we have a company wide birthday celebration. It is where each department goes to the break room in that area and has cake and ice cream to celebrate all of the department birthdays that month. The company provides the cake and ice cream and the birthday employees are given a company sponsored gift certificate for a dinner for two at a local restaurant.
In addition to the birthday day each month we have a potluck each month. Many companies have annual potlucks or holiday parties only, but we believe more frequent affairs help to maintain the bond of friendship among the workers, thereby insuring a higher retention rate. Emplyees who are happy with co-workers and have friends on the job are less apt to seek other employment.
Each month, the first Friday of the month, each department has a department wide potluck. We allow a 90 minute…… [Read More]
Human Resource Function a Retail Store Traditional stores experiencing a significant shift retail shopping. Customers specialization convenience making purchases.
The human resource function of a retail store
The human resource manager's function has changed considerably over the years. Once, HR was called the 'personnel department,' and its primary role was issuing paychecks and managing employee issues such as pensions, bonuses, and vacation time from a purely administrative perspective. Today, HR has many additional, important tasks, including deciding what employees to hire that embody the company's values; the nurturing of top talent, and dealing with interpersonal conflicts between employees. "The role of the HR manager, director, or executive must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. ithin this environment, the HR professional, who is considered necessary by managers and executives, is a strategic partner, an employee…… [Read More]
ole of Human esources in Organization
ealization of Importance of Human esource
Vision for using Human esources for Organizational Success
ole of H Manager in Workplace Environment Creation and Motivation
Importance of Merritt-based Promotions
ealization of Importance of Human esource
Companies and organizations can gain market leverage and achieve competitive advantages through effective management of its human resource. Thus, it plays a critical role in an organization or a company. Given the cut-throat competition in the global and the local markets as well as the declining importance of the impact of outside forces on stability, organizational effectiveness and development become critically dependent on management of human resources (Mondy, Noe & Gowan, 2005).
Most of the companies in the modern business require to function and develop in a relatively constant volatile environment and market condition. It is important that companies improve continuously for the purpose of creation of a sustainable competitive…… [Read More]
Ethics, Human esources, Management
Discuss the ethical issues that need to be considered when you (1) design a research project, (2) collect data, and (3) analyze and report data.
When a research project is designed, data is collected, and then the data is analyzed and reported, there are a number of ethical issues that have to be carefully considered. Unfortunately, many researchers who are inexperienced are not clear on how they should address the issues that surround the collection of data (Cohen & Arieli, 2011). That is especially true if the project requires the researcher to collect data from human subjects, as there are additional points that have to be raised and more care that has to be taken (Gorard, 2013; Kara, 2012). The design of the research project should take that into account, and should work with that information from the beginning so that there are no surprises in…… [Read More]
Human Resources roles of Managers and Supervisors and the impact of the roles upon the management team?
Human resources managers traditionally handle a management team's specific personnel decisions. These decisions often include the hiring of new staff, the position assignment of existing staff members and the adjustments to the pay schedule and other forms of compensation for both existing and new organizational members. Human resource management decisions are subject varying levels oversight by human resource supervisors. For instance, a human resources professional at a smaller firm may be simultaneously involved in financial resource allocation, compensation, benefits, compliance with laws affecting employees and the workplace, and safety and health issues. A human resource professional at a larger firm will likely be assigned to oversee one of those areas. Thus, a human resource supervisor at a large organization may be responsible for coordinating the various efforts of many different managers within the…… [Read More]
Employee Retention Issues in Non-profit Organizations
Non-profit organizations face many of the same employee retention concerns as profit-driven enterprises. With profitability no longer a factor in measuring the success or effectiveness of the organization, the non-profit does use different employee management strategies and techniques. Human resources management strategies used in nonprofit firms often do mirror those used in their for-profit counterparts. For example, motivation, employee engagement, training and professional development are all major issues for human resources managers no matter what their sector. The literature on human resources management in non-profit organizations is extensive in general, but few studies have applied qualitative methods to assess the actual HRM practices used in nonprofits. Similarly, few studies have used qualitative methods to determine HRM and employee perceptions of employee training and development programs. Existing studies on employee retention, development, and training in non-profit organizations focus mainly on mission statements, and less on…… [Read More]
Human esource Management (business work) Must answer 6 topics questions close outline (Siemens Ohio H. Doc.
Human esource Management at Siemens, Ohio
The practice of human resource management is becoming more and more important within the climate of modern day business agents. And this trend is generally associated with the realization that people are not just the individuals operating the machines, but they are valuable resources, possessing essential intellectual capital. As the business climate turns more and more to services in the detriment of industry and agriculture, the economic agents become forced to invest more in the management of their staffs.
Human resources management is a complex set of techniques and mechanisms by which the economic agents manage the relationship between the firm and its staff members. This relationship is vast and includes not only the collaboration between the parties, but even the periods before and after the employment contract…… [Read More]
Public Human esources Management
Challenges facing human resource management
Human esource Management is the element of the organization that deals with the human aspect of the organization. The business world today, is very competitive. Every organization must align its resources to the organizational goals and objectives. According to Gill (2009), the employees of an organization are part of its assets just as capital and technology. Proper utilization of human resource can account for the success of an organization. This study will examine the challenges that the human resources management is facing in its commitment towards contributing to organizations' prosperity. It will further, explore how human resource management can overcome the challenges to remain relevant.
The role of human resource management
Human esource Management performs an imperative role in the organization. Its role involves giving job descriptions, assigning of salaries, establishing policies that govern the personnel and capacity building of the…… [Read More]
In general, the handbook is good. It contains most of the relevant categories and for the most part offers a reasonable amount of specificity and clarity on critical issues. There are some things that need to be fixed, as noted below. The objective of such a document is first to provide insight to new employees as to what they can expect in terms of rights, benefits, terms of employment and other aspects that pertain to the job. In addition, the document does an excellent job of explaining what the nature of the restaurants are, and the overall service philosophies that guide the company. The second objective of a document such as this is to provide a reference for employees and managers alike when the issues covered in this handbook inevitably arise. The signed handbook is evidence that the human resource manager has covered the book and its contents…… [Read More]
company I work in to improve its overall production levels and to be able to satisfy requirements associated with its new contract, it would have to experience a significant reorganizing process. While people who are going to be hired are important and while it is essential for the company to make sure it employs the best individuals available, the firm also needs to concentrate on providing current employees with the support they need to do their jobs more efficiently.
One of the first concepts that a human resources manager would likely consider in a situation similar to the one that my company is in would be a short-term staffing process. Considering that this is the company's first time working in a project of this magnitude, it is certainly important to consider the risks involved. Although there is a possibility for the company to develop long-term relations with diverse agencies throughout…… [Read More]
A company’s most valuable asset is its people. Human resources refer to the people who comprise the organization. The practice of human resource management includes employee recruitment, hiring practices, employee development and retention, discipline, motivation, and to a degree, organizational culture and socialization. Human resource management also involves job or role definitions and clarifying hierarchies and relationships within an organizational structure. Ethical codes and codes of behavior may also be covered under the rubric of human resources management. Human resources departments often operate independently but in conjunction with other departments to create a cohesive strategy for management and organizational structure. Training for human resources management can vary, and often little more than a Bachelor’s degree is required in terms of formal education. Human resources managers need interpersonal skills more than anything, but also benefit from strategic planning and general leadership skills. Job outlook and growth for the field looks…… [Read More]
Domestic and International Human Resources
Adler (1990) emphasizes the importance of the international experience in the business world. The developing technologies between the time of Adler's presentation and 2004 has made this all the more prominent. When distinguishing between domestic and international human resources then, it is important to note that the one seldom goes before the other, while the domestic human resources paradigm has developed over a far longer time than international human resources. Adler (1990) explains that there has been an evolution in the business world from domestic human resources to international or global human resources. This has to be taken into account when business is conducted both on the local and international level.
When a company is domestically orientated, the product or service remains focused on the domestic market. Thus, research and development, as well as marketing occur on the domestic level. With a centralized…… [Read More]
Human esources Management in Hotel Hospitality
Hotel Industry Human esources Management
Human esource Management in the Hotel Hospitality Industry
Authors Frank Go and Mary Monachello (1996) note, "effective management of human resources is required in all functions of hospitality in order to cultivate teamwork and sustain a competitive edge" (Go and Monachello, 1996, p.8). Because good management rests on both knowledge of human resource management and skill to implement effective human resource strategies, it is essential that those in the hotel hospitality industry fully understand and implement strategies for good management in order for their hotel to succeed to its highest capability. The purpose of such management is based on the need for high performance level and dedication of hotel employees. Despite the various resources and supplies that a company may require, human resources is actually the most important resource because without a labor force, no business can be done…… [Read More]
Human esource Management
HM (Human esource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations
Action training for supervisors
Disciplinary training is a case for supervisors with multiple employees, which requires laws; this will prevent employees from taking advantage of their positions or employers causing difficulties in the workplace. The law requires that the employer complies with labor laws, which include approval of agreement, between the employer, supervisor and employee while working together. They are required to identify various laws like how to handle employers, their complaints at the work place while providing safety at work. The law requires that…… [Read More]
These are what will be used to gauge whether or not the candidate qualifies for the position in terms of their education background. Therefore, there is no need for a paper and pen integrity test since a successful candidate has already passed the integrity test if they have the required education qualifications.
I would use a structured behavior interview that is designed specifically for this particular job. This is due to the fact that the H manager position requires someone who is straight forward in terms of their behavior. Any candidate who does not present themselves well and fails the structured behavior interview does not qualify for the position since they are not up to the challenge that the job entails. Therefore the structured behavior interview is quite essential for anyone who is interviewing for the job position (Heneman, Judge, & Kammeyer-Muller, 2012).
I will use…… [Read More]
Human esource Management in International Business
Impact of Cultural Differences, Socioeconomic or Political Factors on international HM
Challenges to HM posed by growth in International Business
By looking at the changing trends of the world of commerce in recent times, one can significantly notice the fact that this business community is becoming more and more competitive. This clearly signifies the truth that the elevating competition within the community has given rise to international business where enterprises regardless of their size are expanding their operations within the global market. As an outcome of it, an efficient and effective work environment has become the fundamental necessity that can facilitate the organizations in maintaining strong holds in the market place as well as generate profits (Daly, 2011).
Considering the challenge of maintaining an effectual organizational culture, businesses need the asset of human resources, hence, they are considered as the foundation stone for any…… [Read More]
Human esources and Functional Illiteracy
Public Administration Human esources esearch Study Design
Public Sector Human esource Policy and Functional Illiteracy
Public Sector Human esource Policy and Functional Illiteracy
Anderson and icks (1993) examined the role of illiteracy in determining worker status within the public sector, in part because it had not been done before. They were interested in understanding how worker stratification was determined, after scholars had raised the possibility of a worker caste system within government agencies. This issue is still relevant today, given the increasingly diverse workforce both ethnically and linguistically. This report will analyze the research methods used by Anderson and icks (1993) and summarize their findings
The sample studied by Anderson and icks (1993) were human resource professionals currently engaged in managing employees in the public sector. A 41-item questionnaire was used to determine the 'functional literacy' that these managers were noticing on the job,…… [Read More]
Operational representatives are often involved in connection with establishing the specific types of objective task performance and knowledge tests that Human Resources will use to identify the best qualified candidates from the field.
Ideally, by the time that Human Resources first publishes a job opening, the choice of where and how to publicize that open position, how to describe the position, and what initial criteria will be used to evaluate prospective candidates already reflects an ongoing joint effort between Human Resources and the department with that particular positional opening. Likewise, when Human Resources representatives conduct the initial interview, they are emphasizing the concerns and preferences communicated by those departments; and when they administer knowledge and skills tests to differentiate between candidates and to identify the best qualified, the tests and other instruments they employ for that purpose also reflect substantial input from the departments where the successful candidate will eventually…… [Read More]