...MANAMGEMENT The Four Functions of Management Running business requires effective and efficient management. Management is the process of working with people to achieve common goals with minimum waste of time, money, people and materials. Perspectives will show the act of management comprises of planning, organizing, leading, and controlling. Planning: Planning is the function of business that involves setting business objectives and determining a course of action that will facilitate business profits while increasing shareholder value. Planning activities include analyzing current business situations, looking forward and evaluating the future, determining objectives and formulating strategies, Bateman and Snell (2009). Planning is a constant and fluid function. Business can never know what to expect so planning has to remain a function that can be changed to meet circumstances that may have been unforeseen. Organizing: Organizing is the second function of management. Managers need to organize all resources prior to putting a course of action into effect. Organizing is assembling and coordinating resources such as; human resources, capital resources, and information resources. Organizing is attracting people and money to implement information to achieve preset business goals. Organizing takes place at all levels within an organization and involves deciding how to best divide work throughout the organization. Organizing includes deciding what part of a business...
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... |School of Business | | |HRM/300 Fundamentals of HumanResourceManagement | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. MU12BSM05 7/11/2012-8/8/2012 Course Description This course explores the critical role of human achieving resources in business results. The course will help students to have a solid understanding of the fundamentals of human resource management and its strategic relevance in business today. This course will provide students with a critical perspective on the development of human capital in the context of a unified system of attracting, retaining and developing talent that creates and supports the vision and values of the organization. Students will develop an understanding of the critical business implications for human resource professionals today. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may...
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...Phoenix. All rights reserved. Course Description This course examines project management roles and environments, the project life cycle, and various techniques of work planning, control, and evaluation for project success. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Kerzner, H. (2006). Project management: A systems approach to planning, scheduling, and controlling (9th ed.). Hoboken, NJ: Wiley. Meredith, J. R. & Mantel, S. J. (2006). Project management: A managerial approach (6th ed.). Hoboken, NJ: Wiley. All electronic materials are available on the student website. Software Microsoft® Project® 2007 (Virtual Desktop) Week One: Project Definition | | Details | Due | Points | Objectives | 1.1 Determine the importance of project management in the current business environment. 1.2 Determine the goals and purpose of a project in terms...
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...Career Development Plan Part I—Job Analysis and Selection HRM/531 Human Capital Management November 29, 2010 Career Development Plan Part I—Job Analysis and Selection Merging two successful organizations requires forethought and planning. The sales division within each company generates the revenue to promote future growth and ultimate success for this venture. Developing the perfect sales team by balancing the requirements of the position with the level of talent each salesperson brings to the team provides a dynamic team geared for a positive outcome. The workforce planning system measures each candidate's potential, past success, and abilities to perform the necessary tasks. In addition to candidate review, measurement of the position itself by the human resources division allows for an accurate determination relating to the candidate list. To ensure a positive outcome, this workforce planning system will go into effect immediately. Job analysis Many options are available to analysis what a particular position entails. For example, human resources managers can interview current employees within that position, issuing current employees questionnaires relating to specific job functions, observation of the position, and collecting information on the background of current employees relating to daily tasks, such as statements of duties. However, for this task, the interview technique will suit the needs of the HR division relating to the development of the new sales...
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...|[pic] |Course Syllabus | | |College of Natural Sciences | | |HCS/341 Version 1 | | |Human Resources in Health Care | Copyright © 2010 by University of Phoenix. All rights reserved. Course Description This course examines the complexities and multiple issues involved in human resources management in health care organizations. Students will examine the strategic role of human resource management in response to changes in the health care industry. In addition, issues such as recruitment, retention, performance management, organizational development, and employee relations are examined. Federal, state, and professional regulatory requirements specific to health care are emphasized. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course...
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...Check Point: Environmental Factors Holly Regan HSM/220 September 11, 2013 Melissa Lichau Check Point: Environmental Factor Economic, Sociological, Technological, and Political & Professional factors are the four external environmental factors which help organizations achieve optimal functions. 1. Suppliers and competitors, 2. Clients or consumers, 3.funding: as funding resources are secured through grants, contracts and other sources, each funding source becomes an important part of the agency’s relationship with the external environment. 4. Noncash revenues. Technological factors refer to any computers and/or software. Sociological factors worry demographics in communities. Political & Professional factors are mainly deeply concerned with any local, state and federal laws and regulations, along with those also created by the people living in surrounding communities. According to our text, Kettner (2002) describes how Montana and Charnov (1993) use five factors as an organizing framework for understanding the internal environment: financial resources, physical resources, human resources, technological resources, and corporate culture/ethics and they have three levels of organizational planning: strategic, long-range, and operational planning. To better understand why you propose different models for different environments and organizational planning is why you should break down each situation that relates to an organizational planning process and utilize the...
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...INTRODUCTION TO MANAGEMENT | |Chapter Aims | |Definition of Management | | |Management Functions |This chapter aims to: | |Planning | | |Organizing |Introduce the foundation of management such as various functions, | |Directing |levels and areas of management in business | |Controlling | | | | | |Levels of Management | | |Types of Management | | | ...
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...SBE310 Final Exam Study Guide YOU MAY WANT TO PRINT THIS GUIDE. 1. The Final Exam is "open book, open notes." The maximum time you can spend in the exam is 3 hours, 30 minutes. If you have not clicked the Submit For Grade button by then, you will be automatically exited from the exam. In the Final Exam environment, the Windows clipboard is disabled, so you will not be able to copy exam questions or answers to or from other applications. 2. You should click the “Save Answers” button in the exam frequently. This helps prevent connection timeouts that might occur with certain Internet service providers and also minimizes lost answers in the event of connection problems. If your Internet connection does break, when you reconnect, you will normally be able to get back into your Final Exam without any trouble. Remember, though, that the exam timer continues to run while students are disconnected, so students should try to login again as quickly as possible. The Help Desk cannot grant any student additional time on the exam. 3. See Syllabus "Due Dates for Assignments & Exams" for due date information. 4. Reminders * You will only be able to enter your online Final Exam one time. * Click the "Save Answers" button often. * If you lose your Internet connection during your Final Exam, logon again and try to access your Final Exam. If you are unable to enter the Final Exam, first contact the Help Desk and then your instructor. * You will always be able to see...
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...completed within certain specifications, have a start/end dated, and have funds, human/non-human resources, and are multifunctional.” All projects have a beginning, the embryonic stage and at some point they come to an end which is the death of a project. However before a project can reach the final stage of death there is a life cycle that occurs which will be discussed as the understanding of a project is the focus of this paper. The life cycle of a project undergoes five major phases, and in order for a phase to be reached it must move in a sequential order. The five life cycle phases are conceptual, planning, testing, implementation and project closeout. The initiation phase also referred to as the conception of the project is the first of the five phases. The initiation phase in its most simplistic definition is starting the project. At the start of the project there are key elements that are identified such as the basics of who, what, when, where, and the proposed budget. The scope of work would also be presented at this conceptual phase. The second phase is the planning phase is basically a recap of the first phase but focuses more on the fine details. Those details would include but not limited to project milestones, how the resources will be allocated, the financial plan, how the communication will take place, the documentation that will serve as the project reference material. Resources and time are key elements to any project, therefore estimating how much time...
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...INTRODUCTION Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning .As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand. Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. Human resource planning aims at fulfilling the objectives of manpower requirement. It helps to mobilize the recruited resources for the productive activities. The human resource planning is and important process aiming to link business strategy and its operation. The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers...
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...VIEW Strategic Human Resource Management Taken from: Strategic Human Resource Management, Second Edition by Charles R. Greer Copyright © 2001, 1995 by Prentice-Hall, Inc. A Pearson Education Company Upper Saddle River, New Jersey 07458 Compilation Copyright © 2003 by Pearson Custom Publishing All rights reserved. This copyright covers material written expressly for this volume by the editor/s as well as the compilation itself. It does not cover the individual selections herein that first appeared elsewhere. ii Permission to reprint these has been obtained by Pearson Custom Publishing for this edition only. Further reproduction by any means, electronic or mechanical, including photocopying and recording, or by any information storage or retrieval system, must be arranged with the individual copyright holders noted. This special edition published in cooperation with Pearson Custom Publishing. Printed in the United States of America 10 9 8 7 6 5 4 3 2 1 Please visit our web site at www.pearsoncustom.com ISBN 0–536–72690–6 BA 996748 PEARSON CUSTOM PUBLISHING 75 Arlington Street, Suite 300 Boston, MA 02116 A Pearson Education Company iii iv Table of Contents SECTION ONE ................................................................. 1 An Investment Perspective and Human Resources .... 2 HUMAN RESOURCE INVESTMENT CONSIDERATIONS ...6 INVESTMENTS IN TRAINING AND DEVELOPMENT ..... 14 INVESTMENT PRACTICES FOR IMPROVED RETENTION ..................
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...Chapter 1: Introduction to Human Resource Management Multiple Choice 1. The basic functions of management include all of the following except ___________. a. planning b. organizing c. motivating d. leading e. staffing (c; moderate; p. 2) 2. The management process is made up of ___________ basic functions. a. three b. four c. five d. eight e. ten (c; moderate; p. 2) 3. Which basic function of management includes establishing goals and standards, developing rules and procedures, and forecasting? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 4. What specific activities listed below are part of the planning function? a. giving each subordinate a specific task b. recruiting prospective employees c. training and developing employees d. developing rules and procedures e. all of the above (d; moderate; p. 2) 5. Celeste spends most of her time at work setting goals and standards and developing rules and procedures. Which function of management does Celeste specialize in? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 6. Which basic function of management includes delegating authority to subordinates and establishing channels of communication? a. planning b. organizing c. motivating ...
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...Version 1 Human Resources in Health Care Copyright © 2010 by University of Phoenix. All rights reserved. Course Description This course examines the complexities and multiple issues involved in human resources management in health care organizations. Students will examine the strategic role of human resource management in response to changes in the health care industry. In addition, issues such as recruitment, retention, performance management, organizational development, and employee relations are examined. Federal, state, and professional regulatory requirements specific to health care are emphasized. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Gómez-Mejía, L., Balkin, D., & Cardy, R. (2010). Managing human resources. (6th ed.). Upper Saddle River, NJ: Prentice Hall. All electronic materials are available on the student website. Week One: Human Resources in Health...
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...Program Planning and Evaluation Paper Kendra Hammond HSM/270 June 16, 2013 William Latta When creating a human services organization, program planning and program evaluation is vital. For a successful organization one can not exist without the other. Program planning entails researching, making goals, setting objectives, and answers who, what, and why questions. The development of program planning helps establish what resources will be needed to achieve the goals and objectives of the human services organization. The finances and budget are also included in program planning. In the program plan it should include what is the problem that is being addressed, why this problem exists, who is the target population, and where the target population is demographically sited. When creating a program plan, it requires logical thinking and a high level of information processing. The plan should be able to provide information on the services that the program wishes to provide to their clients. Throughout the thought process of the plan, the program should consider and include in the plan what obstacles they may encounter and ways to overcome them. The program planning stage in creating a human services organization is essential, because it determines the budget, the timeline, and sets expectations for the entire organization. The heart of this stage is how the organizations product and services will be developed and delivered. Program planning should be done thoroughly and carefully...
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...Job Analysis Human Resources XXXXX PSY/435 XXXX XXXXXXXXXX Job Analysis in Human Resources “My job is to not be easy on people. My job is to make them better” (Steve, Jobs Quotes, 2011, p. 1). The constant changes and transformations in which organizations are involved today, has led to adapt antiquated and rigid structures to advanced and flexible systems. The Human Resources Management (HRM) has become a dynamic function that projects into the human factor the main key to success. This has forced the heads of agencies to establish systems and adaptive processes to the new structures, requiring techniques that allow them to face and overcome the challenges that organizations are subjected. Therefore, in this research paper the reader will find a brief description and job analysis of the field of Human Resource Management (Spector, 2012). Job Analysis Method Job analysis is defined as the process that determines the relevant information on a specific job. Many methods have been developed to conduct job analysis. These methods determinate tasks, skills, knowledge, abilities, and responsibilities required of the employee for proper exercise that differentiate a work from other (Spector, 2012). Job Component Inventory (JCP) is one method that allows the simultaneous assessment of the job requirements (Spector, 2012). There five components that are represented in the JCI: (1) Use of tools and equipment. Human Resource Management tool and equipment involved Technological...
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