...Human Resource Planning and Virtual Human Resource Management Discussion Question: 1. How has the emergence of the internet changed the way that organization plan and manage their human resource needs? 2. What kind of future human resource activities might we see developed over the next several years? 3. What are the legal and ethical issues surrounding the use of the Internet by individual employees for human resource activities? Are you concerned about violations of your own privacy because of these kinds of web application? 4. What specialized skills will the future HRIS professional need in order to effectively manage an organizations virtual human resource function? Problem Statement: Possible abuse (legally and ethically) of internet in an organization. Analysis and Evaluation: Technology in an organization nowadays is a necessity. The use of internet plays a big role the way organization plan and manage their human resource needs. Human resource personnel no need to have an effort for example before they use to have posters or brochures and go to different barangays or different areas to look for applicant. They also go to different newspaper companies to post their opening positions. But nowadays, Human Resource personnel no need to go to different areas, just to look for applicants because of internet. Through internet they can now interview personnel in and outside the country by applications like skype wherein you can virtually see the person...
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...market share. It has a clear vision of why the business exists and what measurable results are expected to keep it winning for a long time. The purpose of a business is to give the owner what he or she wants. In publicly traded companies, stockholders want three things: quarterly earnings or profits, increasing stock values and revenue growth. Operations Management: Operations Management is more about running the entire business than just the production line, and involves accounting, pay, personnel, shipping, and all aspects of a business. The point of operations management is to fully integrate all operations so the company operates as an integrated coordinated whole, rather than as separate, independent departments each doing their own thing. The operations manger need to look at ways to coordinate purchasing, accounting, planning, production, personnel, maintenance and training. If any one of these becomes disconnected from the others, then you get bottlenecks outside of the production line that slow down production. For instance, if personnel does not hire enough electricians, then the installation of wiring slows down. On the other hand if the production manager does not communicate to personnel how many people they need and when, personnel won't hire them. So all functions have to be a coordinated effort. Why strategic operations management is necessary in construction firms: The traditional philosophy of operations management in...
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...Human Resources Management: Introduction H1KP 34 Class: Business Management Experiment 2 Jiang, Shang Hong Explain the development of human resources management and how to it differs from personnel management. What is Human Resources Management? Human Resource Management (HRM) according economics and people orienteer’s ideology to manage employees and accomplish organization goals. It is can make people in the organisation work very hard and improve employees’ working skills. Also reserve talents for company in long term. Human Resource Management emphasise humanistic care. It is distinct from personnel management and more suited to the modern business environment. What is Personnel Management? Personnel Management(PM) is through mandatory plan to control employees. It includes conducting job analyses, planning personnel needs and recruitment, determining and managing wages and salaries, providing benefits and incentives, appraising performance, resolving disputes, and communicating with all employees at all levels. It is Human Resource Management early stages of development. PM | HRM | Shorter-term | Longer-term | Focused on specialist/professional | Ling management | Mechanistic | Organize | Centralized | Resource-cantered | Focus on work | Focus on employees | The different between HRM and PM in organization. The HRM is longer-term. Because HRM have long-term plan to reserve of talents for organization. It includes training employee...
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...NIBCO’s “Big Bang”; An Sap Implementation NIBCO’s Inc. is a midsized manufacturer of values and pipe fitting headquartered in Elkhart, Indiana (Brown, Dehayes, Hoffer, Martin & Perkins, 2012, p.468). NIBCO had over 3000 employees and reported $461 million annual revenue. The company implemented SAP R/3 among its ten plants and four new distribution centers. Top management did not take the advice of their consultants concerning taking a slower approach instead of the BIG Bang approach, instead they decided to go along with Boston Consulting Group (BCG) to eliminate the legacy system and replace them with integrated systems. There were four different types of legacy systems that supported the order entry, manufacturing, distribution and accounting functions (Brown et.al 2012, p.470). Different sections in the organization were using their own versions of manufacturing software package with separate database. NIBCO’s decided they needed standardized software across the company that’s how ERP package came about. NIBCO project was led by a team called the Triad. These were highly skilled managers with backgrounds in Information Technology. According to Brown et.al (2012), “The R/3 project team was called the Tiger team; Total Information Generating Exceptional Results” (p.472). The triad team member’s responsibilities were outlined using a triangle. Wilson was responsible for the technology, Beutler for business coordination and Davis for change management. There were...
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...multinational company. A multinational company operates in two or more countries. It manages production or delivers services internationally. The country that has the headquarters is called the home, while other countries are referred to as the host countries. The rapid expansion of organizations beyond borders has led to the need to pull, recruit, train and then retain employees who can adapt to relocating and can be equally productive in multiple countries Hiring Unit The boom of multinational companies around the globe has brought more employment among an already competitive market. Selection and recruiting is the job of human resources, known as the HR department of the entity. In "Managing Across Cultures: Concepts, Policies and Practices," Mohamed Branine says that the selection and hiring of workers in an organized structure is conducted by the human resources personnel who plan job specifications after completing a job analysis. The employers have to ensure they are employing the right person for the right job. They often pay top bucks for big positions, so they expect the best output from their employees. Requirements The primary recruitment step is describing the job description of that position. HR personnel or department managers devise a list of prerequisites for a person who would be best-suited for a multinational company. At this step, company employees also determine value of work expected from the employee, along with what the company is willing to pay...
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...Network management systems are giving IT professional an advantage on their own networks. This is giving them access to software and hardware at a moment’s notice without leaving the comfort of their desk or home. The NMS consists of a set of software and hardware tools that is integrated into the network. This management system is able to identify devices that are on the network. The NMS can also be used to monitor all devices and rate how the device is performing and if it is matching the device expectations. This system can track the performance of the bandwidth, if there was any packet loss, and the performance of all the routers/switches. The network management system will give the IT department notifications if anything seems to be off with the network. This will give the IT personnel time to isolate or fix before the problem effects the network (Hale, 2013). Cisco is a big company that has a very large network. They manage millions of endpoint devices and with a huge network that require a significant amount of monitoring from the IT department. “Cisco Connected Grid Network Management System is a software platform that helps to enable a clear separation between communications network management and utility operational applications. These include Distribution Management System (DMS), Outage Management System (OMS), and Meter Data Management (MDM)” (Cisco Connected Grid Network Management System, 2014). This management system can monitor multiple networks and all of...
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...2015 | HR continuously works in a changing landscape of variables, including technology and legislation. Writing in Personnel Today, Dennehy (2014) states that “every year brings with it numerous legislative changes”. This will force businesses to regularly review their policies and procedures and adjust them accordingly in light of external forces. Technology has advanced significantly and we are now seeing a massive increase in Social Media such as Twitter, Facebook and LinkedIn being used in the Business environment for many things including general business marketing and as a recruiting platform. Employers need to keep up with technology and embrace the changes in order to compete with other Businesses. The key in HR successfully keeping up with these contemporary business changes is Change Management (Massachusetts Institute of Technology MIT 2004) * Planning for change * Implementing change * Supporting continuous improvement following change According to MIT (2004) in order to successfully manage change, HR must always plan for change due to the ever changing environment. It needs to reinvent itself to develop and grow with the change. Human Resource Management comes in different national styles but none of these are ‘free from the pressures to change’ (Edward and Rees 2006 as cited by Farnham 2006). The Chartered Institute of Personnel and Development suggests that most organisations will look nothing like they did 5 – 10 years ago; in turn they will most...
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...Rogue Trader COSO Control Questionnaire Control Environment: 1). The possibility of Nick Leeson being able to defraud Barings can be explained by the lack of management supervision. Since Leeson was making a lot of money for the company, senior executives didn’t punish him. Here are three examples of this: * The funding kept coming even after company realized that Singapore law had funding restrictions * Senior Executives didn’t punish Leeson for the violations he had committed * After Leeson was arrested, management didn’t seek any ways to comment on his actions. 2). Barings bank was more concerned with the bottom line profits rather than compliance with the code of conduct. The film didn’t exactly show if Barings had a code of conduct for its employees. However, it is reasonable to assume that there was one. Nevertheless, senior executives allowed key employees, who were generating sufficient profits for the company, the freedom of actions. 3). The performance and incentive compensation targets portrayed in the movie were unreasonable and unrealistic. For instance, Leeson got a call in the middle of the night from the Head of the Barings Financial Products Group in London, Ron Baker, telling Leeson that he has to generate another two million pounds next month to secure their bonuses. Such unrealistic goals provoked Leeson to manipulate incentive compensation plan results by hiding losses in an account 88888 to make various transactions look profitable. 4)...
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...Running head: Executives: Making it Big by Faking it Making it Big by Faking it Miki Griffen Kaplan University AB203: Human Resources Management Jessica Marino March 24, 2013 Making it Big by Faking it A 2001 study of 7,000 resumes revealed that nearly 25% of the resumes were fabricated or misleading in reference to their credentials. (www.money-zines.com) This study is just one example of the facts that there are many people who purposely lie to gain employment or attempt to propel their careers by doing so. It is unethical and not fair to professionals that actual go to college and pay for it in an attempt at a better future. When people lie it means that there are less positions out there for the educated personnel that really went to school and invested in their future. Whenever there is a hiring decision that has to be made that requires the candidates to lead others or handle financial responsibilities, it is very important that the applicant’s track record and experience line up and is honestly represented to the hiring organization. It costs any company thousands of dollars to hire new personnel and even though a candidate thinks that they can get ahead by lying about their experience and education. It is quite important in any career field to be honest but in my opinion it is particularly important in the finance field. When a candidate manages or dictates how stock holders and business owners money is managed and...
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...1- With which of the international competitors listed in the case is it most interesting to compare Inditex's financial results? Why? What do comparisons indicate about Inditex's relative operating economics? Its relative capital ef ficiency? Note that while the electronic version of Exhibit 6 automates some of the comparisons, you will probably want to dig further into them. Background: Inditex is an international fashion retailer that designed, manufactured and sold apparel, footwear, and accessories for women, men, and children through Zara and other five chains around the world. The six retailing chains were organized as separate business units within an overall structure that also included six business support areas and nine cor porate departments or areas of responsibility. They are separate in the sense that each chain is responsible for its own strategy, product design, sourcing, and manufacturing, distribution, and image, personal and financial results. Inditex was based in th e northwest of Spain; it also operated about 20 manufacturing and distribution facilities in the region It is most interesting to compare Inditex with its largest competitor-Gap- as Gap have the highest market capitalization of all Inditex competitors, the highest operating revenues and largest no. of store locations worldwide. So when comparing the financial results of Inditex with Gap we find out that: Gap Vs Zara: Gap had achieved stellar growth and profitability in the last ten years; it...
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...1- With which of the international competitors listed in the case is it most interesting to compare Inditex's financial results? Why? What do comparisons indicate about Inditex's relative operating economics? Its relative capital efficiency? Note that while the electronic version of Exhibit 6 automates some of the comparisons, you will probably want to dig further into them. Background: Inditex is an international fashion retailer that designed, manufactured and sold apparel, footwear, and accessories for women, men, and children through Zara and other five chains around the world. The six retailing chains were organized as separate business units within an overall structure that also included six business support areas and nine corporate departments or areas of responsibility. They are separate in the sense that each chain is responsible for its own strategy, product design, sourcing, and manufacturing, distribution, and image, personal and financial results. Inditex was based in the northwest of Spain; it also operated about 20 manufacturing and distribution facilities in the region It is most interesting to compare Inditex with its largest competitor-Gap- as Gap have the highest market capitalization of all Inditex competitors, the highest operating revenues and largest no. of store locations worldwide. So when comparing the financial results of Inditex with Gap we find out that: Gap Vs Zara: Gap had achieved stellar growth and profitability in the last ten years; it was...
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...committing the management to a general course of action. When the management drafts a policy statement to cover some features of its personnel programmes, the statement may often contain an expression of philosophy and principle as well. Although it is perfectly legitimate for an organization to include its philosophy, principles and policy in one policy expression. Q1) Why organizations adopt personnel policies explain the benefits? Recruitment and Selection • Policies pertaining to the recruitment and selection process are the foundation of building any workforce. You must have a plan for creating applications, how to prequalify applicants, how applicants move up to become a candidate and other employment procedures. This set of policies also benefits current employees who refer applicants to your business. Training and Professional Development • Provisions for employee training and development are included in human resource policy documents because it informs employees of the kind of professional development available to them. In addition, policies related to training and development assistance in the formulation of employee development plans or performance improvement plans. Training and development policies serve as an outline of educational benefits available to current employees. Handling Employee Concerns • Many companies have written procedures for handling employee complaints, whether they are internal, informal complaints or allegations made about the...
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...Source Management Process in company N 1. Introduction The purpose of this proposal is to suggest the SCM manager in our company ( company N) to establish a formal business process in sole source vendor management immediately. Sole source is a non-competitive purchase or procurement process accomplished after soliciting and negotiating with only one source, so-called sole source, thus limiting Full and Open Competition (FOC). The current situation in our company is there is about 20 sole source vendors listed in the company Approved Manufacturers’ List (AML). It is mandatory for all our four EPC companies to use the sole source vendor without open bids for those specific products. However, a significant issue we are facing now is that our company doesn’t have a process in place to manage the sole source vendors. One of the two critical problems is proper documentation justifying why each sole source vendor is selected is not in place. The other major issue is that there is no agreement established with these sole source vendors (covering pricing, maintenance, etc). According to EPC schedules, they need to start to award Purchase Orders. But when it comes to sole sourced products, they are not clear on how to proceed. One urgent example is now it is the time for unit 20 Fluor to purchase gasket but they have no idea if they should start negotiating the pricing and other terms on behalf of our company or they should wait until our company to negotiate it and then give...
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...Business Administration? After almost 11 years of my life working as an IT Support Specialist. I recognized that in some way I was in a better location inside the company, and earning more money than some colleagues that have the same position that I got because I did bring a Bachelors degree for the interview. Don’t get me wrong it didn’t make me better than them at all, but it helps me to get the job and negotiate the salary. It couldn’t happen without the Bachelors Degree. Now I see myself in a career that didn’t fill up my expectations as a professional nor in monetary too. Don’t get me wrong, I’m very thankful for all I’ve been able to do with my actual job. But part of me wants a change right away. After a couple of months of serious research, I find out that most of the people that works in some way supervising personnel and/or founds for a company, got jobs that are in more demand, with better salaries than the one that I got in this moment. Also most of them end up with their own companies, if they what to. Remember, they already know how to run a business; the difference is the type of business. What was the difference between me and them? They were supervisors, managers, and or administrators. I can say a big part of company owners accepts, even likes the idea of having someone else running their company while they live the dreams and enjoy the freedom the company’s profits can give them. They are willing to pay a good amount of money for it. So’ the question is...
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...western United States. Expanding to 12 different sites now brings new challenges to the stakeholders (Management) like: • Having multiple versions of documents that have been passed between 12 sites of office staff now has made each office very inefficient in running their daily operations. When this business was small it had one central location that used one version of documents that made it easy for management to make the right decisions on a daily basis which in turn allowed the stakeholders to make plenty of money to expand into twelve locations. As the company expanded, each new site had its own version of documents they used on a daily basis but they were not the same as the other sites. When you have multiple documents they could contain outdated or incorrect data, which makes it extremely hard for the stakeholders to come to a solid conclusion costing the company thousands of dollars. If the company had a single version of documents they were using at all the sites they would eliminate the incorrect or outdated data on the documents. This would allow the stakeholders to make solid conclusions on a daily basis and prevent the company’s loss money. • Since Simple Gateways has twelve locations, most of the documents are saved onto servers at each location. Each site has given permissive rights to specific person or persons to access these documents to protect the sensitive information. This means that the corporate management (Stakeholders) will not have access...
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