207 results for “Succession Planning”.
Challenges in Healthcare: Succession Planning
Beverly, F. & Rose, S. (2017). Best Practices for Nurse Leaders: Succession Planning. Professional Case Management, 22(2), 88-94.
The authors term succession planning in healthcare a critical need. It should, however, be noted that even in planning for the next generation of leaders in healthcare, we ought to be aware of the fact that the world is changing fast and that the skills of yesterday might not be as effective today. This is one of the messages that the authors of the present article attempt to push through. For this reason, this will be a great resource as I seek to explore the competencies that our future leaders in healthcare need to be equipped with.
Brian, C., Melanie, M., Greta, C. & Chris, N. (2009). Healthcare Succession Planning: An Integrative Review. JONA: The Journal of Nursing Administration, 39(12), 548-555.
According to the authors, nursing shortages…
Less tangible are the intellectual properties that Viacom controls, such as the broadcast rights for motion pictures and television programs, licensing of trademarks, etc.
The Major Problem Facing Viacom
Aside from the complexities and challenges of the industry itself, Viacom faces an additional major problem in the form of a succession dispute. More precisely, a power struggle for the role of COO of Viacom emerged when longtime COO Mel Karmazin vacated the post in 2004, leaving a vacancy that needed to be filled, and several people vying for the post. Because of this struggle, the organization found itself faced with several succession planning options.
Possible, and Recommended Succession Options
Because of the need to develop an effective succession plan at Viacom, several possible options emerge: the organization could be divided into several entities, giving all of the COO contenders an opportunity to apply their talents for organizational benefit or remain…
PetCo Workforce Planning
Workforce planning at Pet-Co
The Importance of Workforce Planning
Linking the Needs of Staffing With Workforce Planning
The Importance of Workforce Planning At Pet-Co
General information about Pet-Co
The Business Model Analysis of Pet-Co
The Pet-Co strategy
Company Profile in a Nutshell
The Workforce Planning Model
Setting the Strategic Direction
Conducting a Workforce Analysis
The Demand Side of WorkForce Planning
The supply side of workforce planning
Workforce Demand Forecast
Workforce Supple Forecast
Conducting Gap Analysis
Monitoring, Evaluation and evision
Functional Considerations of Workforce Planning
The Application of Workforce Planning Model at Pet-Co
Organizations today are formed on an on-going assumption, which emphasizes that a particular organization is formed with an aim to operate forever. Hence the organizations are well versed with the tactics and strategies that will facilitate their way to function profitably in the long run. In…
Anderson, M.W. (2004). The Metrics of Workforce Planning. Public Personnel Management, 33(4), 363+.
Helton, K.A., & Soubik, J.A. (2004). Case Study: Pennsylvania's Changing Workforce Planning Today with Tomorrow's Vision. Public Personnel Management, 33(4), 459+.
Horkan, N., & Hoefer, E. (2000). Workforce Planning at DOT. The Public Manager, 29(1), 13.
Jacobson, W.S. (2010). Preparing for Tomorrow: A Case Study of Workforce Planning in North Carolina Municipal Governments. Public Personnel Management, 39(4), 353+.
Axelrod, N.R. (2002). Chief executive succession planning: The board's role in securing your organization's future. Washington, DC: oardSource.
erger, L.A. & erger, D.R. (2004). The talent management handbook: Creating organizational excellence by identifying, developing, and promoting your best people. New York, NY: McGraw-Hill.
Collins, M.E. (May/June, 2007). Next! How to plan for and ensure a smooth transition when your organization's leader departs. Advancing Philanthropy, 14:3.
Developing your leadership pipeline. (December, 2003). Harvard usiness Review, 81:12.
Feather, J. (February, 2005). Smooth move. Association Management, 57:2.
Growing talent as if your business depended on it. (October, 2005). Harvard usiness Review, 83:10.
Hall, H. (2006). Smooth transitions: Experts offer tips on hiring new leaders. Chronicle of Philanthropy.
Manage for today, mentor for tomorrow: Here's how to keep succession planning on the front burner. (September-October, 2005). Nonprofit World, 23:5.
Rothwell, W.J. (2005). Effective succession planning: Ensuring leadership continuity and building talent from within.…
Axelrod, N.R. (2002). Chief executive succession planning: The board's role in securing your organization's future. Washington, DC: BoardSource.
Berger, L.A. & Berger, D.R. (2004). The talent management handbook: Creating organizational excellence by identifying, developing, and promoting your best people. New York, NY: McGraw-Hill.
Collins, M.E. (May/June, 2007). Next! How to plan for and ensure a smooth transition when your organization's leader departs. Advancing Philanthropy, 14:3.
Developing your leadership pipeline. (December, 2003). Harvard Business Review, 81:12.
The value of this case study is demonstrative. It demonstrates how contingency planning can be used, but it says nothing of the results.
A quasi-experimental design was used by Chermack & Kim (2008) to explore the effect of scenario planning on decision-making styles. It was found hat participants in scenario planning have a tendency to make a mental shift towards intuitive-based decision-making styles after their participation in the scenario planning process. This study used a limited sample from a single company. However, the study demonstrates that this might be an area of interest for future studies. It examined the effect of the scenario planning process on individuals, rather than on the firm as a whole. This study was unique in its approach to scenario planning. A majority of the studies found in this literature review approached scenario planning from the standpoint of the entire organization and its affects on the…
Barker, V. & Duhaime, I. (1997). Strategic Changes in the Turnaround Process: Theory and Empirical Evidence. Strategic Management Journal. 18 (1): 13-38.
Caress, J. & Miskel, J. (2007). Take Your Third Move First. Harvard Business Review. 85 (3): 20-21.
Caughron, J., & Mumford, M. (2008). Project Planning: The Effects of Using Formal Planning Techniques on Creative Problem-Solving. Creativity and Innovation Management. 17 (3): 204-215.
Chermack, T. & Kim, N. (2008). The Effects of Scenario Planning on Participant Decision-Making Style. Human Resource Development Quarterly (1044-8004). 19 (4): 351-372.
Government in Continuity Planning
Since the 1950s, continuity planning has been a major part of U.S. government policy. This is because there were concerns that some kind of nuclear attack or natural disaster could have an adverse impact on entire regions of the country. When this happens the odds increase that there could be various forms of lawlessness in these areas. To mitigate these kinds of situations, continuity planning was created to ensure that vital resources and personnel are dispatched to these kinds of areas. (Daleo, 2009, pp. 919 -- 925) ("Continuity Guidance Circular," 2009)
After September 11th, is when these ideas were once again revisited. In this case, National Security Presidential Directive-51 (NSPD-51) and Homeland Security Presidential Directive-20 (HSPD-20) were enacted to provide a strategy for dealing with disasters. Taking the lead in this area is the Federal Emergency Management Administration (FEMA). They have created the Continuity Guidance Circular.…
Continuity Guidance Circular. (2009), FEMA. Retrieved from: http://www.fema.gov/pdf/about/org/ncp/cont_guidance1.pdf
Daleo, E. (2009). State Constitutions and Legislative Continuity. DePaul Law Review 58, 919 -- 925.
They strongly believe that dealing with questionable data and lowly-skilled workforce is a waste of time. Therefore, as they venture into newer markets, they face the risk of loosing out. As they go into markets looking at new opportunities, they are very insightful about company reputation.
Our focus will vary from providing services to large and medium-sized firms to small start up companies. However, small-sized firms will be the main target of our firm. Dushane will also provide attractive lucrative offers to companies that have management problems and are incapable of tackling problems when they first enter the U.S. markets.
Service Business Analysis
The consultancy "industry" is not only crushed but also incompetent, with hundreds of thousands of small companies along with individuals offering consulting services and focusing on the few dozen recognized corporations.
Our competitors vary from key global brand-names to hundreds of thousands of entrepreneurs. The…
H.F. Riebesell. Small Business Planning: Entities, Succession and Implementation. PESI, 2001.
Urban marketing & event planning
There are several important types of documentation that should be created and updated as part of a fluid and proper systems development life cycle. The types are all quite different and they are also quite individually important. This report will go into the different types that should exist, what each type covers, why they are each important and the overall update and creation process that should be followed. While some may view documentation as bureaucratic and unnecessary, it is vital that it present and update as having data that is out of date or only in the heads of people that can leave at any time is a disaster waiting to happen if someone not informed on the cycle is put in a position to make important adjustments or decisions.
The first types of documentation would be the bill of materials and the build plan. The bill…
PCC. (2014, July 19). A. PLANNING. SYSTEMS DEVELOPMENT LIFE CYCLE.
Retrieved July 19, 2014, from http://spot.pcc.edu/~rerdman/sysdevellifecycle.html
USDA. (2014, July 19). SDLC - SDLC Home. SDLC - SDLC Home. Retrieved July 19,
In the context of higher education, then, redefining mission statements to reflect this wide range of influences requires a balancing act between the interests of all of the stakeholders involved. This not a static, one-time analysis, either, but requires constant reevaluation to ensure that the educational institution is delivering the type of graduates with the skill set needed in the 21st century workplace. For instance, Berg et al. (2008) emphasize that, "It is out of the complex set of alignments as well as realignments in response to changing conditions, that institutional missions are created and, when necessary, transformed. For example, the goals of the external stakeholders and those of the institution must constantly be realigned" (p. 44).
Properly developed in this fashion, some proponents of mission statements maintain that the payoff is worth the effort. According to Bartkus, Glassman and McAffee, "The aim [of the mission statement] is to…
Abdullah, Z., Samah, S.A., Jusoff, K. & Isa, P.M. (2009, February). Succession planning in Malaysian institution of higher education. International Education Studies, 2(1), 129-
Bardo, J.W. (2009, Spring). The impact of the changing climate for accreditation on the individual college or university: Five trends and their implications. New Directions for Higher Education, 145, 47-59.
Barker, T.S. & Smith, H.W., Jr. (2006, August). Integrating accreditation into strategic planning. Community College Journal of Research and Practice, 22(8), 741-750.
Bartkus, M.G. & McAfee, R.B. (2008, November/December). Mission statements: Are they smoke and mirrors? Business Horizons, 24-30.
The concept of a strong bench for an organization suggests that an organization becomes a fort in the today's competitive business environment if it has a strong team of employees to support the organizational goals and mission. This concept of strong bench further illustrates that the workforce is not just for the current situation but is geared to the future needs of the organization. The future needs can only be met if the company has talent and it hones the talents of its employees to prepare them for future responsibilities. So, its not just about having strong talented candidates for employees but it also involves engaging them in activities for a future position. If the company then has a strong bench meaning that a pool of honed and geared-up talent ready to assume more responsibilities then it gives that organization an edge.
This whole article emphasizes the importance…
Bruer, R., Leibman, M., & Maki, B. (1996). Succession Management: The Next Generation of Succession Planning. Human Resource Planning Journal. Vol. 19.
Ibarra, P. (2005). Succession Planning: An Idea Whose Time Has Come. Public Management. Vol. 87, January-February.
Pernick, R. (2002). Creating a Leadership Development Program: Nine Essential Tasks. Public Management. Vol. 84, August.
When considering succession planning it is important to understand the organization's long-term goals and objectives, to identify the workforce's developmental needs and to be able to determine workforce trends and predictions.( Fridenstine, 2006)
As Jan Margolis stated (2005), good succession planning does not involve just a backup plan for successors, it is more than that. It is a tool used by companies to both fill gaps as business needs change and, most importantly, grow their own leaders. At this point it appears obvious where succession planning integrates mentoring. It is in the process of leader formation that mentoring interferes.
Many researchers and theorists have acknowledged that often organizations fail to utilize managerial personnel effectively for leadership development and succession planning systems (Groves, 2007) and many execute these critical practices through separate human resource functions that shift the responsibility for leadership development away from line managers.
Integrating leadership development and succession…
Margolis J., 2005. Managing Succession Planning, Workforce Performance Solutions, Retrieved from http://www.wpsmag.com/content/templates/wps_article.asp?articleid=329&zoneid=15
Fridenstine, S., 2006. Succession Planning: Your Plan for the Future, NACS Annual Meeting, March, Retrieved from
Addressing this issue is a matter of policy, and difficult to address at the management level. However, extensive recruiting procedures in diverse communities may help to combat the continued disparity of advantages for many minorities. In addition, social representation can be achieved by promoting educational and employment opportunities in a variety of socio-economic settings. The use of internships can also create exposure both of public agencies and of the diverse emerging workforce.
5) There are many different variables that contribute to achieving productivity in the workplace. Research shows that employee satisfaction with their work is a major factor in determining employee productivity. Satisfaction can be improved with increased benefits, including increased wages and salaries, but another very important factor in job satisfaction is the employee's interest in their work and the belief that they are necessary. Promoting a workplace that shows how much it values its employees is essential to…
The three entrepreneurs were able to pool their collective knowledge. Partnership agreements can ensure that risk is shared by all individuals with a stake in the enterprise: however, unless the partners are in agreement about the direction of the business, it can cause divisiveness and divert attention away from crucial aspects of organizing the business. Williams chose his partners carefully, and his decision seems to have proven successful. Even with the pooled resources of his partners, the company was underfinanced during its early years of expansion, although its struggles actually worked in the company's favor in the long run: using women from churches to market the product (in exchange for donations) associated the food with positive religious influences in the black community, and the extra time enabled Williams to find farmers that would act as an affordable source of fresh produce.
Williams was determined to be loyal to his partners,…
Poza, Ernesto. (2008, October 17). Family business succession issues. BusinessWeek.
Retrieved March 17, 2010 at http://www.business week.com/magazine/content/08_70/s0810038729083.htm
The purpose of this report is to accurately describe the systems and procedures at the Veterans Administration (VA). This report will fully analyze the history of legislation and court decisions that have implications to the agency's personnel management. Additionally this report will examine the major components of the agency's human resource system's goals and practices regarding hiring and recruitment practices. Finally the report will list recommendations that can improve the agency's success of recruiting and training a diversified workforce.
Laws Affecting the Agency
It is first important to examine the history of the VA itself before examining the more specific human resources department section of the Veterans Administration. According to the VA's website, the formation of this agency in the federal government has demonstrated the political views of this government towards the soldiers who fight the wars for this country. As a result of this relationship, laws, rules…
The Department of Veterans Affairs Human Resource Strategic Plan 2005-2010. Retrieved from http://www.va.gov/ofcadmin/docs/HRA_Strategic_Plan.pdf
US Department of Veterans Affairs. " History of the VA." Viewed 12 May 2013. Retrieved from http://www.va.gov/about_va/vahistory.asp
US Department of Veterans Affairs. "Diversity and Inclusion Annual Report FY 2012. " Retrieved from http://www.diversity.va.gov/products/files/diar.pdf
US Department of Veterans Affairs. VA History. Retrieved from http://www.va.gov/opa/publications/archives/docs/history_in_brief.pdf
AVON Case Study
Overview of Avon
Situation Leading Avon towards Change
Model for Change Theory in Avon
Types of Evaluation Information and Benefits to the Avon
Success of Change in Next Five Years
Avon is found to experience different issues causing changes in its brand and product lines. It reflected the positive net sales and earnings growth for past five years in single, which were observed to be declining every year afterwards. There are specific challenging areas, which are stagnated sales, slow earnings growth, limited distribution capabilities, and shift in personal care preferences along with the spending habits. The considered organization did not have a transparent strategic vision and the employees had no sense of organizational purpose and motivation in the absence of the vision for the organization due to which the image of the Avon became the failure.
Situation Leading Avon towards Change
Many consumers responded that products of…
Goldsmith, M., & Carter, L. (2010). Best practices in talent management: How the world's leading corporations manage, develop, and retain top talent. San Francisco: Pfeiffer.
Miller, K. (2009). Organizational communication: approaches and processes. Cengage Learning.
Rowland, D., & Higgs, M. (2009). Sustaining Change: Leadership That Works. New York: John Wiley & Sons.
Apple Company and how it recruits talent, how it selects and trains talent, and why it has become the most successful and most visible technology company in the world.
Description of Apple
The Apple Company (Apple Inc.) was first incorporated on the 3rd of January 1977. Apple is known for its excellence in "…designing, manufacturing and marketing mobile communication and media devices," according to the Apple profile written by Reuters. Steve Jobs and Steve ozniak worked together to invent the Apple computers (Apple I and Apple II), and Apple II was the first successful computer designed for home computing using a mouse-driven graphical device.
Meanwhile, today, the devices that Apple designs and manufacturers include personal computers, portable digital music players, iPhones, iPads, Macintosh products, apple TV among other electronic devices.
In addition to these products, Apple sells many peripherals, a variety of software programs, networking solutions and "…third-party digital content…
Evans, Jonny. (2010). On Apple vs. Google and the talent drought. Computerworld.
Retrieved August 7, 2012, from http://blogs.computerworld.com .
Gupta, Anil K. Executive Resource Planning and Development. (1992). Human Resource
Planning, 15(1). Retrieved August 8, 2012, from http://www.organizationvalueadded.com/documents/mvc_strategy_structure.pdf.
A matrix is developed in order to show the probability of an employee moving from one job to another or leaving the organization altogether. The underlying assumption is that the departure or movement of personnel among various job classifications can be predicted from past movements (Stone, 2009, p.69). Another tool that can be used is that of a trend analysis. A trend analysis is study of the organizations past employment needs over a period of years in order to predict the future. This is based on the theory that the future is an extrapolation from the past. This allows Human esource needs to be estimated by examining the events of the past (H Planning, n.d.).
With a merger it is important for these processes to be done involving all employees at both institutions so that a clear picture can be captured of what internal resources are already available. This allows…
"An Assessment Framework for the Community College." 2004. Viewed 18 March 2010,
"Building Successful Organizations Workforce Planning in HHS." 2001. Viewed 17 March 2010,
"Guidelines for Determining Personnel Staff Needs." n.d. Viewed 18 March 2010,
"HR Planning." n.d. Viewed 18 March 2010,
The specific performances to be measured will then relate to the specific company involved. When performance is measured, there is also a greater clarity of mission. This can then be modified according to the findings.
A clearly defined mission statement is then at the core of such a performance measurement system. Performance is measured against the goals set at the inception of the company. takeholders both inside and outside of the company are used for reviewing performances. Operational and strategic performance measures are developed after defining and implementing the mission statement.
Performance measurements can then occur at both the operational and strategic levels. At the operational level, managers use the results to plan and control the operational level of the business, while strategic performance measures are used to acquire a wider picture of the issues involved and the performance of the company.
Another advantage of performance measurement systems relate to…
Bachcroft, Andrew K. "At a Glance." Healthcare Financial Management, April 2004. Article Database: FindArticles.com
Computing Canada. "Succession planning for the future - Industry Trend or Event." March 23, 2001. Article Database: FindArticles.com
Performance Measurement Systems. 2004. http://www.public.asu.edu/~ckime/downloads/chk_pa_article_performance_measurement.doc
life of a non-Profit employee course number & name: Human esources Management (BAL1127A)
The research paper will be exploring 'How new learning dimensions of human resource studies can be applied for expanding the H role in optimizing and shaping organizational and employee behavior in non-profit organization'. This is the thesis statement upon which the whole research will be build upon using number of authors review, recommendations, journals, academic reading and statistical data on the subject matter concerned.
Today, organizations are faced with number of human resource challenges among which some of them are developing leaders for the next generation along with fundamental staff required, succession planning, motivating volunteers and staff with the diversified work and managing work style and work environment in nonprofit organizations. Due to the growing need of nonprofit institutions in an economy, universities have started nonprofit courses and programs, yet it doesn't guarantee to establish a link…
Berliner, W. & McCkarney, W. (1974). Management Practice and Training. Burr Ridge, IL: McGraw-hill publications.
Dessler, G. (2000). Human Resource Management. Prentice Hall Publication.
Dhanens, T. (1979). Implications of the new EEOC guidelines. Personnel, 56 (5), 32-39.
Drucker, P. (1990). Managing the Nonprofit Organization: Principles and Practice. New York: Harper Collins.
Previously the element of interest and personal motivation were found missing, the technical capabilities of the employees have never been a matter of debate, however the personal and mental capacities and limitations are either ignored or not respected which resulted in the poor performance of the organization. Apparently, the rise in the demands pertaining to the particpation of the employees and the industrial democracy has also distorted the professional environment. Such all complains were lately resolved and answered through the unique approach of the organization, the organization has understood the significance of the employees, and had realized that their performance is not based upon their professional capabilities, but rather it is the function of the mental capability of the employee related to the friendly and conducive environment offered to the employees occasionally. The need of the employees that focus upon peaceful, conducive and liberal environment has been ensured, which required…
Hamel, G. Leading the Revolution. Boston, MA: Harvard Business School Press. 2000. Pp. 123-124.
Keely, L. Strategic Choices. Dublin Group presentation materials, unpublished. 1999.
Mahler, W., & Drotter, S. The Succession Planning Handbook for the Chief Executive, Midland Park, NJ: Mahler Publishing Co. 1986.
McKinsey and Co. The War for Talent Survey, New York, NY: McKinsey and Co. publication. 1997.
Consume Behavio: Puchasing Local Baby Food vs. Impoted Baby Food in Ethiopia
Liteatue Review Desciption
A systematic eview of the liteatue is povided in this chapte in ode to develop infomed and timely answes to the study's guiding eseach questions and to confim o efute its guiding hypothesis. In this egad, Faenkel and Wallen (2001, p. 48) advise that, "Reseaches find out what has aleady been witten about the topic they ae inteested in [by] investigating the opinions of expets in the field and othe eseach studies. Such eading is efeed to as a eview of the liteatue." Likewise, Gatton and Jones (2003) epot that a well-conducted eview of the liteatue epesents an essential pat of vitually any type of scholaly eseach poject today. Fo example, Gatton and Jones (2003, p. 51) note that, "No matte how oiginal you think the eseach question may be, it is almost cetain that…
references for foreign and domestic products." Journal of Consumer Marketing, Vol. 16, No. 2, pp. 151-162.
Kucukemiroglu, O. (1997, March). "Market segmentation by using consumer lifestyle dimensions and ethnocentrism: An empirical study." European Journal of Marketing, Vol. 33, No. 5-6, pp. 470-491.
"Lifestyle definition." (2016). Business Dictionary. [online] available: http://www.business dictionary.com/definition/lifestyle.html.
"Lifestyle definition." (2016). Dictionary.com. [online] available: http://www.dictionary.com/browse/lifestyle .
"Lifestyle definition." (2016). Merriam-Webster. [online] available: http://www.merriam-webster.com/dictionary/lifestyle .
Advice is given to supervisors on how to correct poor appearance and employee misconduct. In these instances, progressive guidelines and other requirements must be taken into account the completing disciplinary actions and in resolving employee grievances and appeals. Information is given to employees to encourage a better understanding of management's goals and policies. Information is also given to employees in order to assist them in improving poor performance, on or off duty misconduct, and/or to address personal issues that influence them in the workplace. Employees are told about appropriate policies, legislation, and bargaining agreements. Employees are also directed about their complaint and appeal rights and discrimination and whistleblower safeguards (Employee elations, 2009).
Preserving a positive, productive work environment is significant for all managers. This is often accomplished by engaging in: mentoring and coaching your staff, regular feedback, including annual performance reviews, open and honest communication regarding group, unit and university…
Compensation and Benefits. (n.d.). Retrieved August 18, 2010, from Auxillium West Web site:
Employee Health and Safety. (2009). Retrieved August 19, 2010, from Small Business Notes
Discuss the extent it would be worthwhile performing job analysis on complex and senior job roles.
Assessment of executive leadership capacity and aptitude is not a straightforward practice. An enormous array of assessment instrumentation has been developed over the past several decades. It is big business and a strong pantheon of supporters -- consisting primarily of human resources managers -- fends off attacks on the practice of assessing executives and quantifying complex and senior jobs. The Leadership Practice Inventory, for just one example, has mixed reviews. Zagorsek, et al. (2006) describe the LPI as being a moderately reliable instrument, which is more precise for individuals with low to moderate leadership ability, but not as reliable for high performers, and "better suited for leader development than for leader identification, selection or promotion purposes" (p. 190). Assuming other assessment tools will not fare much better, it is worth exploring…
Making use of e-learning may require HR departments to gain better knowledge of current technical tools at their fingertips, but ultimately, "the entire organization [must] line up to the same set of common goals and ensure that everyone is rowing in the same direction," only then can one "achieve a higher level of organizational performance." (Greengard, 2003, p.1) Human resources must provide a holistic vision of how organizations can realize their special vision.
Of course, as Schnoover states, "human resource organizations will need to provide online access to products and services as well as face-to-face support in their application," and thus may need to be the "ambassadors of a more high-tech approach than before.(Schoonover, 2002) But it is also the HR professional's duty to make sure that even the most technically sophisticated suggestion, innovation, or change, meets the human needs of the organization in terms of orienting, training, and taking…
Greengard, S. (Mar 2002) "Optimas update: the best get better - Workforce Optimas
Awards 1991-2002: A Retrospective - human resources best practices." Workforce. Retreived 17 Nov 2006 at http://www.findarticles.com/p/articles/mi_m0FXS/is_3_82/ai_98542332
Lenoard, Bill. (Jul 2002) "Ways to tell if a Diversity Program is measuring up." HR
Magazine. Retreived 17 Nov 2006 at http://www.findarticles.com/p/articles/mi_m3495/is_7_47/ai_89025013
Businesses are the cornerstone of a capitalistic society. Businesses often drive economic growth and overall societal prosperity. In many instances, business can enhance the overall quality of life of those living in civilization. Looking back briefly at history, provides a unique perspective of business as it relates to societal development. Currently, looking at a minimum wage individual living in America today, they are able to perform tasks and activities that many of the wealthiest individuals in society during 1900 could only dream of. The minimum wage individual can watch television, listen to music on a cell phone, use the internet and even control the weather within their vehicle. This has occurred primarily due to the profit incentive embedded in a capitalistic society. The same will occur with Alex, Bill, Carl, Devon, and Xavier as there farm business developments. These same principles are present for all Christians who want their business…
1. Barnet, Richard; Ronald E. Muller (1974). Global Reach: The Power of the Multinational Corporation. New York, NY: Simon & Schuster.
2. Blumberg, Phillip I., The Multinational Challenge to Corporation Law: The Search for a New Corporate Personality, (1993)
3. Cadman, John William. The Corporation in New Jersey: Business and Politics,, (1949)
4. Conard, Alfred F Corporations in Perspective. 1976.
Public agencies concerned with safety are presently facing crises of leadership. Many experienced and skilled personnel in several communities are encouraged to flock away from their departments due to incentives for early retirement provided. Moreover, several leaders in the police departments are also fast nearing the age for retirement. Consequently, there is a looming shortfall of leaders within the department. It is estimated that from the year 2020 the bulk of those in leadership positions in the United States of America (USA) will be a cadre of generation millennial. Chief Dwayne Orrick, in an article appearing in the Police Chief Magazine, was quoted as saying that across the country, many police departments are experiencing high rates of staff turnover which leads to problems of staffing level maintenance. This requires many agencies of law enforcement to work harder to develop and maintain their cadre of future leaders. Research indicates…
Deadman, D. (2003). Developing the Potential Future Leaders of The Birmingham Fire Department. Michigan.
HR Policy and Planning Division: Public Service Secretariat. (2008). Succession Planning and Management Guide. Newfoundland and Labrador: Government of Newfoundland and Labrador.
Michelson, R. (2006, June 6). Preparing Future Leaders for Tomorrow: Succession Planning for Police Leadership. International Association of Chiefs of Police, 73(6).
Muray, P.S. (2006). Preparing for the Future- Succession Planning for the Hudson New Hampshire Fire Department. Hudson.
Leadership and Conflicts
LADESHIP AND CONFLICTS
Teamwork has increasingly become a common aspect within the organizational setup. Organizations in varied sectors and industries are ever more reliant on teamwork in the achievement of their goals and objectives. Nonetheless, teamwork presents a breeding ground for conflict, in large part due to differences in background, views, beliefs, personalities, objectives, and priorities (Toegel & Barsoux, 2016). Indeed, if not properly handled, conflict within a team can considerably hamper team morale, motivation, collaboration and productivity. This section highlights a team conflict scenario, and discusses approaches for dealing with team conflict, clearly pointing out the role of leadership in managing team conflict.
One instance of team conflict I have experienced during my professional life relates to disrespect for team norms on the part of some team members. Every team often has rules that determine how members of the team behave and interact with one another…
Biech, E. (2007). Thriving through change: a leaders guide to change mastery. Alexandria, VA: ASTD Press.
Brewster, C., Sparrow, P., & Vernon, G. (2011). International Human Resource Management. 3rd edition. UK: CIPD.
Costanza, D., Badger, J., Fraser, R., Severt, J., & Gade, P. (2012). Generational differences in work-related attitudes: a meta-analysis. Journal of Business & Psychology, 27(4), 375-394.
Gratton, L., & Erickson, T. (2007, November). Eight ways to build collaborative teams. Harvard Business Review. Retrieved from: https://hbr.org/2007/11/eight-ways-to- build-collaborative-teams
Table of ContentsWorkforce Action Plan .Inclusion and Diversity .Current State of the Workforce .Future State of the Workforce .AbstractToday, like many companies, Mi-ORG, a successful, customer-centered consultancy, is faced with a wide array of challenges, including reducing unplanned turnover, ensuring a smooth succession of a significant number of retirees and expected departures as well as developing and sustaining a diverse workforce that promotes employee morale and organizational loyalty and places a high priority on innovative practices. In addition, Mi-ORG tries to maintain a laser-sharp focus on its clients, but all of these trends have created a critical juncture in the companys path moving forward. Indeed, Mi-ORGs current human resource management practices, especially its web task management application, are adversely affecting employee morale and productivity, and timely interventions are clearly needed to avoid even higher levels of unplanned turnover in the future. Using a systematic review of the literature, this project…
ReferencesAn average day at Mi-ORG. (2021, May 31). University of Maryland global campus.Diversity and inclusion. (2021, May 31). University of Maryland global campus.Dobbin, F. & Kaley, A. (2018, September 18). Why doesn’t diversity training work? The challenge for industry and academia. Anthropology Now, 10(2), 37-44.Engaging in succession planning. (2021). Society for Human Resource Management. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/ engaginginsuccessionplanning.aspx.Larcker, D. F. & Tayan, B. (2020, April 1). Diversity in the C-suite: The dismal state of diversity among Fortune 500 senior executives. Rock Center for Corporate Governance at Stanford University Closer Look Series: Topics, Issues and Controversies in Corporate Governance No. CGRP-82.Mi-ORG company overview. (2021. May 3). University of Maryland global campus.Organizational culture. (2021, May 3). University of Maryland global campus.Practices to increase cultural awareness in the workplace (2017, September 22). Deakin. Retrieved from https://www.deakinco.com/media-centre/news/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace.Skill gap analysis template. (2021, May 3). University of Maryland global campus.Trends that impact the workforce. (2021, May 3). University of Maryland global campus.
isk Management in Family Owned Businesses
A family business can be simply described as "any business in which a majority of the ownership or control lies within a family, and in which two or more family members are directly involved" (Bowman-Upton, 1991). In other words, it is a multifaceted, twofold structure consisting of the family and the business meaning that the involved members are both the part of a job system and of a family system (Bowman-Upton, 1991).
Most families seek stability, intimacy, a sense of community, and belonging through the family business (Hess, 2006). On the other hand, whenever family and business are mentioned together, a majority of people think of continuous conflict, competition and contention (Crenshaw, 2005). However, "successful family businesses do not let the family destroy the business or the business destroy the family" (Hess, 2006).
The family-owned businesses are the backbone of the world financial system.…
Barrese, J., & Scordis, N. (2003). Corporate Risk Management. Review of Business, 24 (3), Retrieved August 17, 2012 from http://www.questia.com/read/1G1-111508707/corporate-risk-management
Bodine, S.W., Anthony, P., & Walker, P.L. (2001). A Road Map to Risk Management: CPAs Can Help Companies Manage Risk to Create Value. (Consulting). Journal of Accountancy, 192 (6), Retrieved August 17, 2012 from http://www.questia.com/read/1G1-80750205/a-road-map-to-risk-management-cpas-can-help-companies
Bowman-Upton, N. (1991). Transferring Management in the Family-Owned Business. Retrieved August 14, 2012 from http://archive.sba.gov/idc/groups/public/documents/sba_homepage/serv_sbp_exit.pdf
Caspar, C., Dias, A.K., & Elstrodt, H. (2010, January).The Five Attributes of Enduring Family Businesses. Retrieved August 15, 2012 from http://www.business family.ca/cert_register_files/Web Downloads/McKinsey Quarterly - Jan 2010.pdf
Performance and Compensation Management
According to Sachdeva, Mittal and Solanki (2009), technological solutions are vitally important for aggregating and using relevant human resource management information for performance and compensation decisions. These authors note that, "Human resource information systems are extremely important for acquiring, maintaining, utilizing and deriving human resources pertinent information. They are essential to make speedy and useful employee related decisions" (Sachdeva et al., 2009, p. 43). The specific attributes and techniques that are typically used by human resource practitioners for these purposes are discussed further below.
Performance Management Systems
Performance management systems represent powerful tools for H managers by providing:
1. Better insight into individual performance for informed decisions;
2. Improved ability to manage goals and change direction; and,
3. Ability to tighten the reins so everyone remains on track (Managing employee performance, 2009, p. 6).
The studies to date have confirmed that organizations that employ performance management…
Allen, S.J. (2008). A hunt for the missing 50 cents: One piece of the leadership development puzzle. Organization Development Journal, 26(1), 19-20.
Frauenheim, E. (2009, April 20). Talent tools still essential. Workforce Management, 88(5), 20-
Godwin-Jones, R. (2009). Emerging technologies personal learning environments. Language,
Who you know is far more important than the job search process. Networking "levels out the hierarchy" that connects employers to employees (Chernow, 2003). Networking is a means of communication whereby a CEO might be separated from the clerk. It is a complex process that involves establishing and then building upon relationships. In a society filled with look alike candidates, where hundreds of people present themselves to employers with identical skills, educational talents and abilities, networking and the creation of interpersonal relationships allows some employees to stand out from others. usy hiring managers don't have time to sift through the thousands of applications they receive for a limited number of job opportunities. ecause of this, establishing an "in" at any corporation, through networking and other relational avenues, is a sure fire mechanism for building success and landing a job under less than ideal economic circumstances.
To understand the importance…
Brindle, Margaret, & Mainiero, Lisa. 2000."Managing Power through Lateral Networking." Quorum Books: CT.
Chernow, Cindy. "Networking vs. Not Working." Engaging Multiple Generations at Work. Available: http://www.astdla.org/articles/article_display.asp?artID=90
Marken, G.A. 2001. "Power Networking: 59 Secrets for Personal and Professional Success." Public Relations Quarterly, Vol. 46.
Noe, R., Hoolenbeck, J., Gerhart, B. & Wright, P. 2003. Human resource
Gap Pesti and SWOT Analysis
In this section, I am doing a PESTI and SWOT analysis of GAP Inc. The goal of a PESTI and SWOT analysis is to evaluate the performance of a firm by using their financial statements[footnoteef:1]. In a PESTI and SWOT analysis you can determine the value of a firm by looking at its profitability and its growth. I will be using SWOT analysis and cash flow analysis to assess GAP's performance. After analyzing GAP I will forecast the next ten years based on our findings. [1: AmCham, eal Economy-Egypt. (Source: MoFT, January 2003 and Central Egyptian BankCEB, February 2002).]
I can either look at SWOT for GAP over several years to determine the success of the firm or I can compare the SWOT of GAP to other firms in the same industry. These SWOTs allow us to relate the financial numbers to the business…
1. AmCham, Real Economy-Egypt. (Source: MoFT, January 2003 and Central Egyptian BankCEB, February 2002).
2. Al-Ahram Weekly Online: "Inadequate Remedies," April 5-11, 2001, issue 528, Mona ElFiqi.
3. Al-Ahram Weekly Online: "Stalling in Troubled Waters," November 15-21, 2001, issue
650, Mona El-Fiqi.
Organizational Development for a Family Owned Business
Organization: Hightowers Petroleum Company
Hightowers Petroleum Company is a private company owned by Stephen Hightower. The company is an offspring of a string of family businesses originally started by Yudell Hightower, who relocated to Middletown Ohio in the 1940's, from the cotton fields in Mississippi. Yudell would eventually sell his janitorial business and invest the proceeds in his son, Stephen Hightower's business. Today the company employs three generations of Hightower's and continues to distribute gasoline, diesel, biofuels and related products and services throughout the United States, Canada, Mexico, and Africa.
The company's mission statement reads "Fueling America's Needs one Customer at a Time" and this is born from the fact that the owner started with one contract and one client. He knew that if he really concentrated all his efforts of delivering excellent service to that one client, who happens to…
Andrews, J. (2010). Managing Growth: Best Practices of Family-Owned Businesses. Honors Projects in Management. Retrieved from http://digitalcommons.bryant.edu/honors_management/6
Caspar, C., Dias, A., & Elstrodt, H. (2010). The five attributes of enduring family businesses. Retrieved August 1, 2015, from http://www.mckinsey.com/insights/organization/the_five_attributes_of_enduring_familybusinesses
Ceja, L., & Tapies, J. (2011). Corporate values guiding the world's largest family-owned businesses: a comparison with non-family firms (No. D/916).IESE Business School.
Dyer, W.G. (1988). Culture and continuity in family firms. Family Business Review, 1(1), 37-50.
Letter of Transmittal
This report is concerned with the transition of leadership on a crucial project that requires a seamless transition due to the importance of the project to the company and the significance of the team already in place. Due to the fact that this team has worked as an insular, cohesive unit for approximately two years perfecting this project, it is necessary to have a transition that approximates the qualities of the present leader. Unfortunately, this transition has become necessary, but it should not be difficult to find the right person going forward. This is a detailed report that lists the leadership criteria needed and the determination of the search team. The recommendation is to search outside of the company for a leader that exhibits the needed qualities and can provide continued and steady leadership for this crucial project.
The Failure of Leadership During Times of Transition
Bracksick, L.W. (2012). Tough transitions: How the future of a business depends on the succession planning for founders. Smart Business Pittsburgh, 10, 7.
Dewhurst, M., Guthridge, M., & Mohr, E. (2010). Motivating people: Getting beyond money. McKinsey Quarterly, 1.
Doh, J., Stumpf, S., & Tymon, W. (2011). Responsible leadership helps retain talent in India. Journal Of Business Ethics [serial online]. 98, 85-100. Available from: Business Source Complete, Ipswich, MA. Accessed November 23, 2012.
Gilley, A., Dixon, P., & Gilley, J.W. (2008). Characteristics of leadership effectiveness: Implementing change and driving innovations in organizations. Human Resource Development Quarterly, 19(2), 153-169.
The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational (I-O) psychology. Whereas the vast majority of the workforce will perform in ways that do promote organizational goals, the top performers in any organization are those that provide the firm with its competitive advantage. On the contrary, organizations that do not actively seek to identify, develop, and retain high-potential employees stand to lose a lot as top talent may seek opportunities to maximize potential elsewhere—often a competitor. Moreover, the high potential employees are those with the greatest potential to lead the firm in the future, paving the way for effective succession training and management.
Research on the identification, development, and retention of high-potential employees is burgeoning, but there are significant gaps in the literature. Filling those gaps would help organizations create and implement evidence-based practices to ensure the success of…
Attracting, developing and retaining leadership talent will define a new competitive battleground where the stakes include survival." (Petro and Petty, 2007)
It is important to note that the stated challenges for the Human Resources Executive are to "establish leadership development as a core competency." (Petro and Petty, 2007) These authors report that an interview process was conducted and information derived from over 1,000 responses include those as follows:
The identification and development of new, first-time leaders is often ad hoc with no formal structure or approach to improve success and weed out potentially poor choices. Additionally, early-career leaders often report a lack of mentoring and support during their start-up phase - a point in time where they clearly would benefit from appropriate support.
Formal career planning as a means of developing and retaining talent is not widely practiced.
The general perception of early career professionals is that leadership is a…
The War for Talent (2007) Iran International. 2007 March. No. 43. Online available at http://www.iraninternationalmagazine.com/text/the%20war%20for%20talent.htm.
Kelly, Claudia; Marquez, Manolo, Russell, Simon (2006) Preparing the Next Battle in the War for Talent. 2006. Online available at http://www.spencerstuart.com/research/pov/article/1020/ .
The Battle for Brainpower (2006) the Economist. 5th October 2006. Online available at http://www.economist.com/surveys/displayStory.cfm?story_id=7961894 .
Petro, Rich; and Petty, Art (2007) the Looming Leadership Talent Wars and What Organizations Need to Do to Secure Their Future. Business Intelligence Network - the Vision for VI and Beyond. Online available at http://www.b-eye-network.com/view/4448 .
In this scenario management the main change that management can bring about is the policy of rewards or punishments on the basis of performance only. These policies will give new direction to the organizations. The work environment will improve considerably and so the efficiency of personnel and overall organizations will also improve drastically.
Conflict Management: There are always differences in people's opinions and these differences result in conflict which can be seen in management policy as well as approach towards different employees and workgroups in this partnership organization. Inequality and highhanded mannerism of the top partners in the firm is enough to breed conflict within the organization. 'Compensation for partners was as secretive and mysterious as everything else about them'. In this organization, Conflict management is one weak area where the organization needs improvement.
Diversity: Diversity is another element of modern H practices conspicuous by its absence in this organization.…
Pawlak, J. 2005, 'Make HR Department a Partner in Achieving Goals', Daily Herald, 12 Sept., p.2.
Lawler III, E. & Mohrman, S.2003,'HR as a Strategic Partner: What Does it Take to Make it Happen?', Human Resource Planning, Vol.26, No.3, p.15+.
Managing High Performance
A familiar challenge for any expanding enterprise is how to find and manage the highest potential employees who can over time mature into leadership positions. While there are always more applicants that positions available in senior management, the task of any leadership team is to accurately and with insight find those employees with the greatest potential of success (uggiero, 2008). From the very informal succession planning techniques small businesses use that are tantamount of planning sessions, to the much more rigorous and thorough high potential employee development programs, there is a very wide variation in approach and results (Bloch, 1996). The intent of this analysis is to provide a small, rapidly growing company with insights into how best to manage the dilemma of having 50% of its workforce looking to advance their careers with a limited number of positions available while also giving the majority of employees…
Bloch, Susan. (1996). Coaching tomorrow's top managers. Employee Counseling Today, 8(5), 30-32.
Kevin S. Groves. (2007). Integrating leadership development and succession planning best practices. The Journal of Management Development, 26(3), 239-260.
Ruggiero, J. (2008). Identifying and Developing High Potential Leadership Talent. Journal of Personal Finance, 7(2), 13-33.
How a company uses (or does not use) knowledge management often depends on how that company feels about the term. A company that is not part of IT may not have adopted the term, because it does not mean the same thing to every person.
Even in their disagreement, individuals like Wilson (2002) and Harsh (2009) both bring good points to the table. They indicate that they have examined the ideas behind knowledge management. From that point they have taken data and used it to create a picture of the validity of the term and what it means for individuals and companies. Both sides of the issue are to be respected when they present their information clearly and knowledgeably. From that information, businesses can take what they want and leave the rest. They can agree to disagree, which allows them to move forward and focus on the best ways to…
Harsh, O.K. (2009) Three dimensional knowledge management and explicit knowledge re-use. Journal of Knowledge Management Practice, 10(2). Retrieved November 14, 2010, from http://www.tlainc.com/articl187.htm
Lasting knowledge: getting the most out of what your organization knows. (2003) ExcelHR Article Gallery.
Mercurio, N. (2002) Share what you know. Maintenance Technology.
Systems Wiki (2010) Knowledge management: Emerging perspectives. Retrieved November 14, 2010, from http://www.systemswiki.org/index.php?title=Knowledge_Management:_Emerging_Perspectives
A the direct support or supervision of individuals who deliver all, or any portion, of the personal financial planning process to a client.
A teaching all, or any portion, of the personal financial planning process.
Finally the applicant must agree to adhere to the CFP Code of Professional Conduct and submit to a background check. Any pending litigation must be disclosed.
The Financial Planner typically operates in four major areas: investment planning, estate planning, retirement planning and business succession planning. All of these areas are highly specialized and a planner may decide to specialize in one or more areas. Major firms will offer all of these services to clients, but the delivery method may vary by company. Firms such as Lincoln Financial Advisors, American Express Financial Services and AXA Advisors offer all of these services.
Another group of firms includes brokerage firms, also called wire houses, that may offer some…
H and Corporate Strategy
The work entitled "Overcoming the Barriers to Strategic H Management: Old Issues. New Solutions" states that strategic H "is characterized by being forward-thinking, proactive and, most of all, creative...Strategic H is also about thinking about possibilities and connecting those possibilities in concrete ways to the business that you support." (ADP, 2007) This work intends to address organizational strategic H management as it relates to the: (1) sales; (2) marketing; (3) operations; and (4) finance departments of the organization.
The objectives stated by the VP of sales are the following: (1) Increase the number of field sales representatives (FS) from 20 to 30; (2) Increase gross sales by 8%; and (3) Create positions for four regional sales managers so that FSs do not report directly to the VP of sales.
The objectives stated by the VP of marketing are those as follows: (1) Develop marketing…
A Guide to Strategic Human Resource Planning (2010) Work Info. Retrieved from: http://www.workinfo.com/free/downloads/176.htm
Bobinski, Dan (2004) The Role of HR in Strategic Planning. Management Issues. 26 Feb 2004. Retrieved from: http://www.management-issues.com/display_page.asp?section=opinion&id=1137Successful
Jackson, Susan E. And Schuler, Randall S. (2005) Managing Human Resources. Chapter 6. Recruiting and Retaining Qualified Employees. Thomson business & Professional Publishing.
Jackson, Susan E. And Schuler, Randall S. (2005) Managing Human Resources. Chapter 5 / Using Job Analysis and Competency Modeling. Thomson business & Professional Publishing.
Life Balance in Effective Employee Management
Importance of Work-Life Balance
The purpose of this paper is to explain the importance of work-life balance in an effective management of employees in contemporary organizations. The paper constitutes a brief introduction to the concept and a comprehensive discussion on how a good work-life balance of employees increases their morale, motivation, and commitment which ultimately contribute towards their superior workplace performance and higher organizational productivity.
Work-life balance means how employees are able to split their time and energy to manage their personal and professional lives in such a fashion that neither of them is negatively affected by the other (Eikhof, Warhurst, & Haunschild 2007). Work-life balance allows them to give time to their family commitments, personal care, community participation, and other personal life activities along with fulfilling the demands of their professional life (Saxena 2009). It is the responsibility of employers to formulate policies…
Resources, 49 (3): 285-307.
Moore, T., Johns, R. & Johnson, C. 2006, "Work-Life Balance Experiences of Women in the Construction Industry," International Employment Relations Review, 12 (2): 67-78.
Pedersen, V. & Lewis, S. 2012, "Flexible friends? Flexible working time arrangements, blurred work-life boundaries and friendship," Work, Employment & Society, 26 (3): 464-480.
Robbins, S. & Coulter, M. 2006, Management. 8th Edition. U.S.: Prentice Hall
Saxena, P. 2009, Principles of Management: A Modern Approach, 1st Edition. India: Global India Publications
My Utopia Job: CFO
Being a Chief Financial Officer (CFO) for a major Fortune 500 company would be my dream job. Capitalizing on a core base of competencies in accounting, cash flow management, and risk management, the CFO sits in the C-suite with a greater sense of purpose and a role that is instrumental in guiding the organization’s strategies (“Chief financial officer (CFO) job description,” 2017). An understanding of management concepts, theories, and principles will help me achieve this goal to help me manifest a utopic career. For example, systems theory shows how the CFO fits into the overall organization and its interdependent, multilateral nature. Likewise, the CFO must have mastered the main management concepts like those we have studied in this class including control and coordination. The CFO is role that balances strategy, tactics, vision, ethics, and communication. To be a successful CFO, one must also master essential conceptual,…
Human esources Management - Maintaining a Competitive Edge in the Corporate Marketplace
Change continues to reshape the workplace. Today's H professional is called upon to help the organization retain its competitive edge in the marketplace. Along with representing the best interests of employees, H professionals assume the role of strategic partner, administrative expert, and change agent. H assumes a critical role in promoting the vision and shaping the focus of the company. H professionals must be skilled and knowledgeable business partners, able to wear many hats while demonstrating their own competencies in communication and decision-making skills. (Aghazadeh, 1999)
Today, H departments face many challenges. Some are conventional and continuing concerns.
Attract, retain and motivate employees;
Ensure legal and regulatory compliance;
Manage the human side of technological change.
Perhaps, most critically today however, progressive H departments are charged with adding value to the corporation as they seek to:
Aghazadeh, Seyed-Mahmoud (1999). Human Resource Management: Issues and challenges in the new millennium. Management Research News, 22(12) 19-32.
Ashbaugh, Sam and Rowan Miranda (2002). Technology for Human Resources Management: Seven Questions and Answers. Public Personnel Management, (31) 7.
Ball, Sarah (2002, Sept). How technology can make you look good. Employee Benefits, S9-11.
Barro, Tom. A Tangled Web of Partnerships. Retrieved Feb. 21, 2003 at http://www.astd.org/CMS/templates/index.html?template_id=1&articleid=23780
Managing the Effectiveness of the Audit Process
Mission and Objectives of the International Audit Department
The IAD stakeholder power-interest grid
The Audit Process
Objectives, Scope and Approach of the Research
Purpose and Mandate
Sustaining People Excellence
Tools and Technology
Infrastructure and Operations
Japan Tobacco International (JTI) is an international tobacco business that is operated by Japan Tobacco Inc. Japan Tobacco Inc. is the third largest player in the international tobacco industry with a market capitalization of 32 billion USD and a market share of 11%. JTI was established in the year 1999 when Japan Tobacco Inc. purchased the operations of United States multinational R.J. Reynolds, for 8 billion USD.
The Internal Audit Department (IAD) of the organization is accountable to the board of directors. The department is headed by the Global Internal Audit Vice President. He took his position in…
Anupindi, Ravi. 2006. Managing Business Process Flows. Upper Saddle River, NJ: Pearson/Prentice Hall.
Leseure, Michel. 2010. Key Concepts in Operations Management. Los Angeles: SAGE.
Mahadevan, B. 2009. Operations Management. New Delhi: Published by Dorling Kindersley (India), licensees of Pearson Education in South Asia.
Slack, Nigel. 2009. Operations and Process Management. Harlow, England: Prentice Hall/Financial Times.
USACE program funding, compliant with Federal Continuity Directive 1. It will also address processes required for continuing the business continuity plan for the Nation's Survivability and Critical Infrastructure.
The United States Army Corps of Engineers (USACE) identifies itself with the following mission: to offer critical services in the public engineering area, during times of war and peace, for strengthening America's security, mitigating disaster risks, and energizing the nation's economy (U.S. Army Corps of Engineers -- The United States Army). Via its egulatory Program, the USACE oversees and implements CWA (Clean Water Act), Section 404, and the 1899 ivers and Harbors Act's (HA), Section 10. The latter forbids unsanctioned alteration or obstruction of any of America's navigable waters, unless one possesses a USACE permit. The term 'navigable American waters' refers to all waters subject to the tide's rise and fall, which have been in use earlier, or are currently used, or…
(2014). Charleston District, U.S. Army Corps of Engineers. Guidance for Submittals to the U.S. Army Corps of Engineers by Council Of Government Offices. Retrieved May 30, 2016, from http://www.sac.usace.army.mil/Portals/43/docs/regulatory/Guidance_for_Submittals
(n.d.). FEMA.gov -- Federal Emergency Management Agency. Emergency Support Function #3 -- Public Works and Engineering Annex. Retrieved May 30, 2016, from http://www.fema.gov/pdf/emergency/nrf/nrf-esf-03.pdf
Gibson. (2014). Department of Veterans Affairs. Army Corps identifies need for "transformative change" in VA construction process - VAntage Point. Retrieved May 30, 2016, from http://www.blogs.va.gov/VAntage/22620/army-corps-identifies-need-for-transformative-change-in-va-construction-process/
Goodeyon, S. (2013). The Official Home Page of the United States Army -- The United States Army. USACE responds to FEMA mission in aftermath of killer Okla. tornadoes -- Article -- The United States Army. Retrieved May 29, 2016, from http://www.army.mil/article/105191/
interview that they conducted with Labor Relations Ms. Sheila Brown, a Labor Relations Specialist who works with the U.S. government in Columbia, SC. The interview paper involved an interview where she answered questions and answers about her job so that the author could get a better understanding of her type of work. In addition to the interview, the project essay will begin with a literature review that will relate labor relations theory application that links to the actual job processes and/or functions. Then, we will relate the results of Ms. Brown's interview to gain real world insights into her profession and how it functions in the U.S. government. The literature review will give us an idea of how the discipline is different in the private sector.
Ms. Brown is officially known as a Labor Relations Officer/Manager (LROs) or Chief Human Relations Officer (CHRO). These terms can and are…
Ciccarelli, M.C. (2011). Trust at the top . Retrieved from http://www.hreonline.com/HRE/story.jsp?
Conaty, B., & Charan, R. (2010). The talent masters: Why smart leaders put people before numbers.
(1st ed.). New York, NY: Crown Business.
People and Talent Management
The following work examines people and talent management and the importance that this has for today's organizations. The works reviewed in the study demonstrate the need for and the methods used in today's people and talent management. eviewed is the work of Stockley (2011) as well as other various works that relate the processes and methods of people and talent management in today's organizations.
Findings in this study include that talent management is somewhat different for each organization because talent is different for each organization, or in other words, what is valued as talent in one organization may not necessarily be valued as 'talent' in another organization. Talent then is organization specific and each organization provides support toward talent management based upon that specific organization's values and what they view as 'talent'. It is necessary to manage the people within the organization in order to identify…
After Talent Management: Enter People Management (2008) Kaiser Permanente. 17 Dec 2008. Retrieved from: http://bersin.wordpress.com/2008/12/17/exit-talent-management-enter-people-management/
After Talent Management: Enter People Management (2008) Kaiser Permanente. 17 Dec 2008. Retrieved from:
Midwestern Medical Group's Integration Journey
The communication plan is one of the critical success factors when implementing any project plan. It is common for projects to fail because of poor communication either amongst the project team or with communication with internal or external stakeholders. In the succession planning project, the communication plan will have to include continual communication with the project team, the two merged organizational members, as well as communication with the other stakeholders. MMG apparently has many obstacles to overcome, however it is still deemed to have significant value to the overall organization as well as potential to increase its financial position in the future. New leadership could definitely work to increase the level of collaboration between the two organizations. With Olsen stepping down as interim president, she must work diligently to prepare the organization for the transition.
The succession project and communication plan needs to…
Bass, B. (1998). Transformational Leadership. European Journal of Work and Organizational Psychology, 9-17.
Embertson, M. (2006). The Importance of Middle Managers in Healthcare Organizations. Journal of Healthcare Management, 51(4), 223-233.
Floyd, P. (2002). Organizational Change. London: Capstone Publishing.
Fronda, Y., & Moriceau, J. (2008). I am not your hero: change management and culture shocks in a public sector corporation. Journal of Organizational Change Management, 589-609.
Human esource Management Practice
Certain combinations of human resource management practices lead to superior outcomes for organizations. The H combination department is at the heart of organizational performance, productivity, turnover, profits, and market value outcomes. Employees are considered a source of non-duplicable and sustainable competitive advantage. By using the combinations in capabilities, resources, relationships and decisions presented by employees, organizations strategically position themselves thus avoiding threats and maximizing opportunities. Organizations and H combinations managers aim to generate strategic capacity by ensuring that an organization acquires a skilled, committed and motivated workforce. Integration of H combinations issues, organization performance and H management systems in organizational strategic processes serve as a solution to business problems. The need to create and manage capabilities and skills and align such capabilities to organizational performance and future needs drives Human esource Management. As such, the H department plays a greater role in planning and implementing a…
Alipour, M., Salehi, M., & Shahnavaz, A. (2009). A study on-the-job training effectiveness: Empirical evidence of Iran. International Journal of Business and Management, 4 (11), 63-68.
Boxall, P., & Macky, K. (2009). Research and theory on high performance work systems: Progressing the high involvement stream. Human Resource Management Journal, 19, 3-23.
Harris, C.M., McMahan, C.G., & Wright, P.M. (2012). Talent and time together: the impact of human capital and overlapping tenure on unit performance. Personal Review, 41(4), 408-427.
Martin-Alcazar, F., Romero-Fernandez, P.M., & Gardey, G.S. (2005). Strategic human resource management: Integrating the universalistic, contingent, configutational and contextual perspectives. International Journal of Human Resource Management, 15 (5), 633-659
Video Tape and Disc ental
Health and Personal Care Stores
Table 2: Comparisons of Most isky Small Business (BizStats.com, cited by Telberg, 2003)
An Engine of Economic Growth
More and more, Craig, Jackson and Thomson (2007) argue, policymakers perceive the small business sector "as a potential engine of economic growth. Policies to promote small businesses include tax relief, direct subsidies, and indirect subsidies through government lending programs." These authors stress that encouraging lending to small business purports the Small Business Administration's (SBA's) primary policy objective of the loan-guarantee program. In their study, Craig, Jackson and Thomson (2007) implement empirical research to focus on SBA-guaranteed lending, utilizing a panel data set of SBA-guaranteed loans, they assess whether SBA-guaranteed lending discernibly impacts local economic performance. Ultimately, these authors cautiously conclude that "There is a positive (although small) and significant relationship between the level of SBA-guaranteed lending in…
Authority, purpose and scope. (2002). EXTENSIONS of CREDIT by FEDERAL RESERVE BANKS (REGULATION a). Retrieved November 10, 2007, at http://ecfr.gpoaccess.gov/cgi/t/text/text-idx?c=ecfr&sid=57016e116171461106934124459aa8aa&rgn=div5&view=text&node=1-2:184.108.40.206.1&idno=12#12:220.127.116.11.18.104.22.168 http://www.questia.com/PM.qst?a=o&d=108945401
Bannock, G. (2005). The Economics and Management of Small Business: An International Perspective. New York: Routledge. Retrieved November 12, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=108945415
Bielski, L. (2006). On the Hunt for the Meaningful Segment: With a Deluge of Customer Information to Choose from, Bankers Struggle to See Their Customers in More Refined, Specific Ways. ABA Banking Journal, 98(9), 45+. Retrieved November 12, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5017258794
Brew, J. (2007). Taxes: The Forgotten Piece of Bank Profits Investigating Two Overlooked Strategies Could Put You on Your Way to Cutting Taxes by Half. Got Your Attention?. ABA Banking Journal, 99(5), 22+. Retrieved November 12, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5020964964
What are 3 ways to evaluate a health leader's performance and 3 ways to evaluate an organizations performance. Please explain.
Evaluating a health leader's performance can be evaluating along organizational goals and how they are move the healthcare organization towards these objectives. Another measure could be a quality of care metric or an evaluation of health outcomes. Finally, there is generally some measurement of financial information that is used to make sure the organization is operating profitably.
The organization will also have to use some set of financial measures to ensure that it provides an adequate return to the investors. However other measures that the organization could use would be customer satisfaction levels as gauged by feedback from patients most likely gathered by survey data. Finally, another common benchmark for organizations are some set of performance metrics such as wait time for patients or even something like employee satisfaction…
EDedu. (2012, November 13). Binomial and Normal Distributions. Retrieved from EDedu: http://ededu.net/Main/Math/151stat/normlandBinom.html
EEOC. (N.d.). Federal Laws Prohibiting Job Discrimination Questions And Answers. Retrieved from The U.S. Equal Employment Opportunity Commission: http://www.eeoc.gov/facts/qanda.html
Johnson, L. (2012, November 15). The Iron Triangle. Retrieved from healthinformatics: https://healthinformatics.wikispaces.com/The+Iron+Triangle
For the first 2010/2011 fiscal quarter ending Aug 31, FedEx Freight generated revenue of $1.26 billion, up 28% from last year's $982 million, but made a loss of $16 million -- down from an income of $2 million a year ago (2010, FedEx).
FedEx Corp. reported gross revenue of $9.46 billion in the quarter, up 18% from $8.01 billion the previous year; operating income of $628 million, a 99% increase from $315 million last year; and net income of $380 million, a gain of 110% from $181 million in 2009/10 (2010, FedEx).
On September 15, FedEx shares dropped by 3.4% on the news that profits in the quarter ending August 31 (the first quarter of fiscal 2011) had totaled $380 million. Although they had doubled relative to the immediately preceding quarter, this profit level was still seen as somewhat below market expectations (2010, Company Profiles).
According to Investor's…
A to Z. Of Management Concepts & Models (2005). Porter's generic strategies, p. 272-277. Retrieved from Business Source Complete database.
Blois, K., Dibb, S. (2000). Market segmentation. Added Oxford Textbook of Marketing, p.380, sections 1-10. Retrieved from Business Source Premier database.
Boyle, M. (2008). UPS and FedEx Think Outside the Box. BusinessWeek, (4099), 064. Retrieved from Business Source Complete database.
Cambra-Fierro, J., Hart, S., & Polo-Redondo, Y. (2008, October 15). Environmental Respect: Ethics or Simply Business? A Study in the Small and Medium Enterprise (SME) Context. Journal of Business Ethics, 82(3), 645-656. doi:10.1007/s10551-007-9583-1.
Mentoring in Practice
The current educational system requires the recruitment of new teachers to meet the increasing student population. However, pre-service or beginning teachers face a variety of challenges associated with their new work environment and expectations. They lack knowledge about their expectations, having little knowledge of the policies of the school and lack of familiarity with their working colleagues. In addition, the new teachers often find themselves struggling with ensuring a balance between the classroom demands and their adjustment to their new working environment. As new professionals in the field, new teachers also face the challenge of curriculum freedom. The challenge is evidenced by the lack of proper guidance and resources required for facilitating effective learning in the school. A recent survey conducted in the school revealed that most of the new teachers in the school faced the challenges of unsupportive environment that failed to recognize their needs.…
Allen, T.D., and Eby, L.T. 2011. The Blackwell Handbook of Mentoring: A Multiple Perspectives Approach. Hoboken: John Wiley & Sons
Brockbank, A. And McGill, I. 2006. Facilitating Reflective Learning through Mentoring and Coaching. London: Chapter 2.
Colaprete, F.A. 2009. Mentoring in the Criminal Justice Professions: Conveyance of the Craft. Springfield: Charles C. Thomas Publisher, LTD.
Foster-Turner, J. 2006. Coaching and mentoring in health and social care: The essentials of practice for professionals and organizations. Abingdon: Radcliffe.
Stewart's control of shareholder voting rights disrupted the functioning of the board because Stewart was able to exercise control over the board. She put her hairdresser on the board, and clashed with the board over her compensation. Her involvement, combined with terms of her release, led to a convoluted management structure that undermined both governance and board function, in terms of being able to set the direction of the company. The directors found it difficult to act in the best interests of MSO, when those interests clashed with the best interests of Stewart herself, such as when she vetoed the desire of the board to take the company private, because she took personal offense to the idea.
The board functioned better with more external directors. Many of the governance issues as MSO started when a clash over pay in 2004 led to key external directors leaving. The board…
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…
"Human Resource Management" (2011). Accel-Team. Accessed 18 May 2011. Retrieved from
"Human Resource Management (HRM)." (2011). Management Study Guide. Accessed 18 May
2011. Retrieved from
"The Role of HR in Strategic Planning." (Fall 2008). The Frelix Group. Accessed 18 May 2011.
A comparative study of logistic operation in the military vs. commercial organization
The past two decades have witnessed drastic transformations in civilian as well as military logistical settings. The commercial sector has been transformed by mass retailing, technological advancements, deregulation impacts, supply chains, etc. which have posed challenges to the commercial logistical setting. Simultaneously, military logisticians saw the Cold War era and associated strategies, a whole new kind of enemy, evolving military employees and sustained combat maneuvers within Third-World settings (Rutner, Aviles & Cox, 2012). Both groups have encountered tough choices, in addition to being pressured to review and perfect their corresponding logistical processes. But the question of whether both have been growing at the same rate remains to be answered.
Contemporary corporations are required to simultaneously achieve reduced costs, superior quality and superior logistics performance. They are facing increasing pressures to modify their offering to address changing requirements, promote…
Compensation in Wachovia Bank's Base Employee Tier
Bank Teller Pay
Compensation in Wachovia Bank's Base Employee Tier
Banking Industry Practices
etention ates for Tellers
Opportunity Cost for Promotion
Consideration of Drawbacks
Compensation of tellers at Wachovia Bank is closely tied to turnover rates. Employee turnover is costly because resources must be expended to replace employees who leave. ecruitment and training can be expected to be approximately one-third of an employee's salary. In the banking industry, the turnover rate for tellers also impacts the bank's ability to efficaciously cross-sell investment products. High turnover rates of promotable employees contribute to increased expenditures by the human resources department since searches must be orchestrated with outside executive search consultants. The banking industry is in survival mode. In order for Wachovia Bank to survive in this industry, we must take care of our frontline. The frontline of Wachovia Bank is our tellers. A…
Careers: Teller, (2011). Wells Fargo / Wachovia [Web] Retrieved https://www.wellsfargo.com/careers/fit/opportunities/teller
Hourly rate snapshot for bank teller jobs, PayScale. (n.a., n.d.) [Web] Retrieved http;//www.payscale.com/research/U.S./Job=Bank_Teller/Hourly_Rate
Looking for research on the cost of staff turnover? (2011). LinkedIn. [Discussion] Retrieved http://www.linkedin.com/answers/management/business-analytics/MGM_ANA/
612746-20209499 [Chartered Institute of Personnel and Development (CIPD) in the UK]
Discuss why a company should approach its training function strategically.
Training is a critical component to success in the modern business environment. Effective training can ensure that the human resources have the skills they need to make the organization competitive in their industry.
Thoroughly discuss the phases of training.
The first phase is assessment in which the organization has to determine whether or not training would benefit the organizational goals. There are a series of analyses that can help an organization determine if training would be beneficial. The next phase is training design. Training design is important because it can allow the efficient and effective transfer of knowledge and skills. The design should be customized to meet the individual needs of the circumstances and the participants. The final phase is delivery in which the training is actually conducted. There are a wide array of different types of training…
H as a Strategic Partner
Over the years in a lot of organizations Human esources -H are considered as a source of competitive edge. An increasing appreciation of the fact that unique competencies are got by way of greatly developed employee skills, unique organizational cultures, management processes and systems. It has been more and more acknowledged that competitive edge can be got by way of high quality personnel that facilitate organizations to compete on the basis of market responsiveness, quality of service and product, differentiated products and technological innovation. Strategic H Management can be defined as "connecting H with the strategic targets and objectives so as to improve the performance of business and develop organizational culture which promote innovation and flexibility." (Strategic Human esource Management)
Strategic H indicates accepting the H function as a strategic partner in devising of the strategies of the companies as also in the execution of…
"A guide to strategic human resource planning" Retrieved from http://www.workinfo.com/free/Downloads/176.htm Accessed on 21 January 2005
Bates, Steve. "Role of HR Executive is Undergoing Big Changes" HR Magazine. Retrieved from http://www.careerjournal.com/hrcenter/shrm/features/20020801-shrm.html Accessed on 21 January 2005
"Business and supporting strategies" Retrieved from http://www.ogc.gov.uk/sdtoolkit/reference/deliverylifecycle/bus_support_strat.html#a51
Accessed on 21 January 2005
Challenges in Healthcare: Succession Planning Beverly, F. & Rose, S. (2017). Best Practices for Nurse Leaders: Succession Planning. Professional Case Management, 22(2), 88-94. The authors term succession planning in…Read Full Paper ❯
Less tangible are the intellectual properties that Viacom controls, such as the broadcast rights for motion pictures and television programs, licensing of trademarks, etc. The Major Problem Facing Viacom…Read Full Paper ❯
Business - Management
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ibliography Axelrod, N.R. (2002). Chief executive succession planning: The board's role in securing your organization's future. Washington, DC: oardSource. erger, L.A. & erger, D.R. (2004). The talent management handbook:…Read Full Paper ❯
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Education - Computers
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Business - Management
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Education - Computers
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A matrix is developed in order to show the probability of an employee moving from one job to another or leaving the organization altogether. The underlying assumption is that…Read Full Paper ❯
The specific performances to be measured will then relate to the specific company involved. When performance is measured, there is also a greater clarity of mission. This can then…Read Full Paper ❯
Business - Management
life of a non-Profit employee course number & name: Human esources Management (BAL1127A) The research paper will be exploring 'How new learning dimensions of human resource studies can be…Read Full Paper ❯
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Previously the element of interest and personal motivation were found missing, the technical capabilities of the employees have never been a matter of debate, however the personal and mental…Read Full Paper ❯
Consume Behavio: Puchasing Local Baby Food vs. Impoted Baby Food in Ethiopia Liteatue Review Desciption A systematic eview of the liteatue is povided in this chapte in ode to…Read Full Paper ❯
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Jobs Job Analysis Discuss the extent it would be worthwhile performing job analysis on complex and senior job roles. Assessment of executive leadership capacity and aptitude is not a…Read Full Paper ❯
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Businesses are the cornerstone of a capitalistic society. Businesses often drive economic growth and overall societal prosperity. In many instances, business can enhance the overall quality of life of…Read Full Paper ❯
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Manage/Supervise/Leading Strategies Public agencies concerned with safety are presently facing crises of leadership. Many experienced and skilled personnel in several communities are encouraged to flock away from their departments…Read Full Paper ❯
Leadership and Conflicts LADESHIP AND CONFLICTS Teamwork has increasingly become a common aspect within the organizational setup. Organizations in varied sectors and industries are ever more reliant on teamwork…Read Full Paper ❯
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isk Management in Family Owned Businesses A family business can be simply described as "any business in which a majority of the ownership or control lies within a family,…Read Full Paper ❯
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Performance and Compensation Management According to Sachdeva, Mittal and Solanki (2009), technological solutions are vitally important for aggregating and using relevant human resource management information for performance and compensation…Read Full Paper ❯
Networking Who you know is far more important than the job search process. Networking "levels out the hierarchy" that connects employers to employees (Chernow, 2003). Networking is a means…Read Full Paper ❯
Gap Pesti and SWOT Analysis SCOPE In this section, I am doing a PESTI and SWOT analysis of GAP Inc. The goal of a PESTI and SWOT analysis is…Read Full Paper ❯
Organizational Development for a Family Owned Business Organization: Hightowers Petroleum Company Hightowers Petroleum Company is a private company owned by Stephen Hightower. The company is an offspring of a…Read Full Paper ❯
Letter of Transmittal This report is concerned with the transition of leadership on a crucial project that requires a seamless transition due to the importance of the project to…Read Full Paper ❯
Introduction The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational (I-O) psychology. Whereas the vast majority of the workforce…Read Full Paper ❯
Attracting, developing and retaining leadership talent will define a new competitive battleground where the stakes include survival." (Petro and Petty, 2007) It is important to note that the stated…Read Full Paper ❯
Business - Management
In this scenario management the main change that management can bring about is the policy of rewards or punishments on the basis of performance only. These policies will give…Read Full Paper ❯
Business - Management
Managing High Performance A familiar challenge for any expanding enterprise is how to find and manage the highest potential employees who can over time mature into leadership positions. While…Read Full Paper ❯
How a company uses (or does not use) knowledge management often depends on how that company feels about the term. A company that is not part of IT may…Read Full Paper ❯
A the direct support or supervision of individuals who deliver all, or any portion, of the personal financial planning process to a client. A teaching all, or any portion,…Read Full Paper ❯
Business - Management
H and Corporate Strategy The work entitled "Overcoming the Barriers to Strategic H Management: Old Issues. New Solutions" states that strategic H "is characterized by being forward-thinking, proactive and,…Read Full Paper ❯
Life Balance in Effective Employee Management Importance of Work-Life Balance The purpose of this paper is to explain the importance of work-life balance in an effective management of employees…Read Full Paper ❯
My Utopia Job: CFO Being a Chief Financial Officer (CFO) for a major Fortune 500 company would be my dream job. Capitalizing on a core base of competencies in…Read Full Paper ❯
Human esources Management - Maintaining a Competitive Edge in the Corporate Marketplace Change continues to reshape the workplace. Today's H professional is called upon to help the organization retain…Read Full Paper ❯
Business - Management
Managing the Effectiveness of the Audit Process Mission and Objectives of the International Audit Department Stakeholders The IAD stakeholder power-interest grid The Audit Process Objectives, Scope and Approach of…Read Full Paper ❯
USACE program funding, compliant with Federal Continuity Directive 1. It will also address processes required for continuing the business continuity plan for the Nation's Survivability and Critical Infrastructure. The…Read Full Paper ❯
interview that they conducted with Labor Relations Ms. Sheila Brown, a Labor Relations Specialist who works with the U.S. government in Columbia, SC. The interview paper involved an interview…Read Full Paper ❯
Business - Management
People and Talent Management The following work examines people and talent management and the importance that this has for today's organizations. The works reviewed in the study demonstrate the…Read Full Paper ❯
Business - Management
Midwestern Medical Group's Integration Journey Communication Plan The communication plan is one of the critical success factors when implementing any project plan. It is common for projects to fail…Read Full Paper ❯
Business - Management
Human esource Management Practice Certain combinations of human resource management practices lead to superior outcomes for organizations. The H combination department is at the heart of organizational performance, productivity,…Read Full Paper ❯
Video Tape and Disc ental entals Catalog/Mail Order etailing Health and Personal Care Stores etailing Table 2: Comparisons of Most isky Small Business (BizStats.com, cited by Telberg, 2003) An…Read Full Paper ❯
Leadership What are 3 ways to evaluate a health leader's performance and 3 ways to evaluate an organizations performance. Please explain. Evaluating a health leader's performance can be evaluating…Read Full Paper ❯
For the first 2010/2011 fiscal quarter ending Aug 31, FedEx Freight generated revenue of $1.26 billion, up 28% from last year's $982 million, but made a loss of $16…Read Full Paper ❯
Mentoring in Practice Situation The current educational system requires the recruitment of new teachers to meet the increasing student population. However, pre-service or beginning teachers face a variety of…Read Full Paper ❯
Business - Case Studies
Martha Stewart Stewart's control of shareholder voting rights disrupted the functioning of the board because Stewart was able to exercise control over the board. She put her hairdresser on…Read Full Paper ❯
Business - Management
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…Read Full Paper ❯
A comparative study of logistic operation in the military vs. commercial organization The past two decades have witnessed drastic transformations in civilian as well as military logistical settings. The…Read Full Paper ❯
Compensation in Wachovia Bank's Base Employee Tier Bank Teller Pay Compensation in Wachovia Bank's Base Employee Tier Banking Industry Practices etention ates for Tellers Opportunity Cost for Promotion Enabling…Read Full Paper ❯
Human Resource Discuss why a company should approach its training function strategically. Training is a critical component to success in the modern business environment. Effective training can ensure that…Read Full Paper ❯
Business - Management
H as a Strategic Partner Over the years in a lot of organizations Human esources -H are considered as a source of competitive edge. An increasing appreciation of the…Read Full Paper ❯