...-- its employees. There are several HR disciplines, or areas, but HR practitioners in each discipline may perform more than one of the more than six essential functions. In small businesses without a dedicated HR department, it's possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization. Ads by Google Google Apps For Work Get Custom Email For Your Domain, Storage & More At Only $5/User/Mth.apps.google.com Recruitment The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. Recruiters who work in-house -- as opposed to companies that provide recruiting and staffing services -- play a key role in developing the employer's workforce. They advertise job postings, source candidates, screen applicants, conduct preliminary interviews and coordinate hiring efforts with managers responsible for making the final selection of candidates. Safety Workplace safety is an important factor. Under the Occupational Safety and Health Act of 1970, employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety training and maintain federally mandated logs for workplace injury and fatality reporting. In addition, HR safety and risk specialists often work closely with HR benefits specialists to manage the company's...
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......................................................................................4 III. TOTAL REWARD PROGRAM OVERVIEW ..................................................................................................................5 Tiers and Tier Credits ............................................................................................................................................5 Reward Credits .....................................................................................................................................................7 IV. TOTAL REWARDS MARKETING STRATEGY .............................................................................................................11 V. TOTAL REWARDS TIER BENEFITS..............................................................................................................................18 Gold Level ..........................................................................................................................................................19 Platinum Level...
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...analytical ability and employee benefit administration. A HRIS system is packaged as a data base and hundreds of companies like ADP, People Soft, Oracle and SAP sell HRIS systems; however, let’s keep in mind each HRIS system has different capabilities. Therefore, when selecting the appropriate HRIS system for your organization, be sure to base your selection on the capabilities need within your organization. An effective HRIS system can provide data on just about anything the organization needs. Additionally, during the selection process, ensure the HRIS system has the ability for customization programming. Your business needs may be different than other organizations and/or industry; therefore, having the ability to produce an ad-hoc a report is very important. Just recently, I had the opportunity to research and suggest a new HRIS operation system. When I took on this assignment I was sure this would be an easy task as I have worked on several different HRIS systems and thought I would just recommend one that I was very knowledgeable and proficient. However, I couldn’t just think about myself; I had to consider the HR department and the impact this operational system would have on the entire organization. However, this was a very gruesome and labor intensive assignment; as it involved numerous testing scenarios and implementation. Although I don’t have an IT background it was very educational to work with the IT Personnel discussing HR operational needs in laymen’s...
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...resource practice, pertains to “the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.” (Mondy, 2012). In similar manner, Dr. Roque (2005) defined job analysis as “the process of determining and reporting pertinent information relating to the nature of a specific job” (Roque and Edralin, 2005). As such, job analysis is an activity that sets in detail the tasks necessary in performing one‟s duties in an organization. It so to speak acts as the employees‟ „bible‟ that would set the standards and needed qualifications in successfully performing one‟s functions in the organization. In any organization, this function is the starting point of human resources management. Clearly, other HR functions such as, but not limited to, hiring, performance appraisal, training needs analysis, compensation management, cast dependence on it. This can be manifested in the following paradigm: “That In All Things God May Be Glorified” San Beda College GRADUATE SCHOOL OF BUSINESS 2 Recruitment & Selection (creating a right fit between Job & candidate) PURPOSE OF JOB ANALYSIS Performance Analysis (Evaluation & Appraisal) Training & Development Need Analysis Job Designing & Redesigning, Enrichment, Enlargement Compensation Management (From Managementstudyguide.com) As earlier...
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...product is Kingfisher beer. They want to know if they can switch from glass to plastic bottles. What are the advantages and disadvantages of such a move? Also estimate the size of the Indian Beer Market Case Based Interviews EVALUATION • Evaluation predominantly depends on your thought process and not the final solution • Normally 3 rounds of interview and one HR interview • Interviews would most probably include guesstimates as well` PREPARATION • • • • Groups of 3 (Interviewer, Interviewee, Observer) Case Handbook (ISB, IIM Indore) Case in Point One case a day Scenario #1 NEW MARKET ENTRY As CEO of Myntra.com, would you enter the online book retail market? Size Growth Rate Strategic fit Does the market entry fit the business objectives of the firm? Market state Lifecycle stage Market Gaps (Target Market) Scenario #1 NEW MARKET ENTRY Competitors and their market share Product/Service Differentiation Threat of substitutes Entry/Exit barriers Internal Development Purchase Contract Resource Acquisition Joint venture Market attractiveness (Porters) Acquisition Cost Benefit Analysis Scenario #2 INDUSTRY ANALYSIS Tata is planning to re-enter civil aviation in India by acquiring SpiceJet. Could you help Tata with the analyzing the current state of the industry? • Similar to new market entry (new market entry is a subset of industry analysis) • Porters 5 Forces • Very important to...
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...Construct a project charter to revamp the compensation and benefits package. Project name: Compensation & Benefits Date: January 25, 2011 As an HR manager, I have to come up with a plan to revamp the compensation and benefits package. I have to essentially come up with what is expected from a team so that there is no miscommunication about what is required. First, a compensation plan has to be written for the company should provide the managers with an important tool to get the most out of those who report to them. Second, the plan should include every form of the compensation that is available, such as, salary, bonuses, merit increases, wages and overtime, paid time off, 401(k), and other profit sharing plans. Third, we should have a policy regarding the number of hours worked, overtime, compensatory time, and paid time off (i.e. vacation, sick leave, or personal days). Lastly, the minimum or base salary grades should be based on the job title, description of the job, qualifications, and education should be established to see what will be paid to the employees. A compensation package should be what encourages long term employees that they will be rewarded without tying their hands or creating a sense of entitlement. As the HR manager, I have to present this material to the stakeholders as well as to upper management for approval of this project. We want to see where the dollars you (as the employee) spend on after tax dollars by showing what you...
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...response to declining sales, the company must transform itself from a strategy of expansion and high profit to one of cost containment and staff reductions. The case discusses the organization and provides details of the human resource department. Also presented are e-mails from various staff members. The e-mails identify specific problems that need to be addressed by the HR department and provides a look at King’s overall culture. You may find the tone of some e-mails to be unprofessional. This is a good lesson for us all--As much as we enjoy informality in the workplace, all documents and correspondence— including e-mails—can be retained and are discoverable in litigation. Managers must be cautious in their writing because inappropriate language may be impossible to defend in court. Employees In the Case: Amera, Argonta---Accounting employee Andreas, Gary---employee on workers’ comp Call, Jake---Compensation & Benefits Manager Dean, Don---C.E.O. Dugas, Karla---Benefits Coordinator Folkner, Meg---Supervisor, CAD Design Grant, Alan---Current HR Director Honduras, Margo---Previous HR Director Jones, Lyle---Production Employee Madison, Charles---Senior V.P. Petersen, Matt---Production Supervisor, Team 3 Planky, Burt---fishing buddy Putt, Tonia---CAD Designer Rey, Dave---Production Foreman Sanders, Tomas---Design Manager Scholl, Karmen---HRD Manager Simms, Bertie---Designer Smith, Mike---V.P. Songun, Amy---Accounting Supervisor Stone, Guy---Production...
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...going global) 139 Advantages of small buss. 140 Small buss. Administration SBA 141 Small buss. Investment comp. SBICs 142 Trends in intrepreneurship & small buss. 142 Management , efficiency & effectives 156 Good manage. 4 activities 157 Planning: 4 basic types of planning 157 Strategic planning 157 Mission & mission stamen 158 Tactical planning 158 Operational planning 159 Contingency plan or plan B 160 Organizing , top, middle management & supervisory 160 Leadership 161 Different levels of power 161 Leadership style 162 Employee empowerment 163 Corpo. Culture 164 5 stages of controlling 164 Managers role 166 Managerial decision making 167 Managerial skills 168 Trends in management & leadership 169 Formal org. 179 Division of labor 179 Specialization 179 Departamentalization 179 5 tradition ways 180 Line & staff org, 182 Contemporary structures: matrix & committee 182 Advantages of matrix structure 183 Disavantages of matrix 183 Committee structure 184 Understanding group behavior 184 Work groups vr work teams types of teams 186 Degree of centralization 189 Mechanic vr organic structures 190 Informal organization 192 Reengineering orga. Structure 193 Virtual corporation 193 Virtual teams 194 Outsourcing 195 Human resource management 204 HR planning & forecasting 206 Employee recruitment 207...
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...of the employee, employer, physician, and insurance carrier and what are the implications of unrestricted access to a patient’s medical records. When you are injured on the job, you need to apply for workers’ compensation. These settlements are to help provide you with money for medical bills and missed pay. The purpose or design for workers’ compensation is to support you while you can’t work, because of a work related injury. “In most states, workers compensation state laws contain exclusive remedy provisions. This means that your only remedy is to file workmen’s comp settlements. You may not sue your employer for injuries. Therefore, it is essential to understand how to file a workers compensation report to protect your ability to recover for job related injuries (ExpertHub.com, 2011, p. 1)”. The responsibility of reporting an on work site accident or injury should be reported by the employee within 24 hrs. If the injury does not have a specific start date, such as carpal tunnel then the statute of limitations begins running from the time when you should have reasonably known about the injury. The responsibility of the employer would be to make sure that he or she gives you the correct forms to fill out then present them to the proper insurance companies. “These forms and claim documents may require you to submit proof of injury in the form of medical records and other expert statements. The physicians are responsible for the treatment of the patient. To determine the extent...
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...Riordan Manufacturing HRIS Proposal Report Organization Name: Consulting One Solutions Introduction In response to your request the team has analyzed your HR system integration with existing tools to create a single integrated application. The development team has taken advantage of a more sophisticated information systems technology. The development team has determined that Riordan Manufacturing has developed from a small plastics research and development firm to an international plastics manufacturing corporation. Riordan carries the contracts of over 30 customers of varying size, including the Department of Defense. Therefore, due to this growth the development team will show you how we have created the business requirement definitions for the development of your HR system that will support the objective of establishing a single integrated application by using more sophisticated information systems technology. Project Initiation & Approach Riordan Manufacturing has a requirement for making the HR system into a single integrated application by using more sophisticated information systems technology. Initially management looked at the current system to determine it short-comings and what technology is currently being used. After looking at the current system, the development team called a meeting to determine the scope, mission and process of communication and documentation standards. Therefore, the development team will determine the appropriate...
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...February 6, 2006 To: Hugh McCauley, Chief Operating Officer Service Request ID: RM004 Organization Name: Riordan Manufacturing From: Anthony Goodeill, Project Manager Organization Name: Consulting One Solutions Introduction In response to your request the team has analyzed your HR system integration with existing tools to create a single integrated application. The development team has taken advantage of a more sophisticated information systems technology. The development team has determined that Riordan Manufacturing has developed from a small plastics research and development firm to an international plastics manufacturing corporation. Riordan carries the contracts of over 30 customers of varying size, including the Department of Defense. Therefore, due to this growth the development team will show you how we have created the business requirement definitions for the development of your HR system that will support the objective of establishing a single integrated application by using more sophisticated information systems technology. Project Initiation & Approach Riordan Manufacturing has a requirement for making the HR system into a single integrated application by using more sophisticated information systems technology. Initially management looked at the current system to determine it short-comings and what technology is currently being used. After looking at the current system, the development team called a meeting to determine...
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...We have been an integrated provider of plastics solutions since 1978, with company roots that go back to the 1950s. Our mission is to be the leading supplier of extruded, fabricated and installed polymer-based products within the markets we choose to serve. Over the last thirty years, our growth, in terms of size, volume, market share and revenue, has been spectacular. We intend to keep growing aggressively, by developing innovative products and systems, and by investing in new processes and technology. Our vision is to continue to build our business in North America and internationally. As a private company that values its integrity, we differentiate ourselves in the marketplace in a variety of important ways: by producing quality products; providing excellent customer service; rewarding outstanding performance; fostering the well-being and ongoing development of our people; and by maintaining a corporate culture that ensures high ethical standards. Ultimately, our success is based on the quality of our people. We employ highly talented individuals who know our business inside out. We treat our employees and suppliers fairly, and we serve our customers as we would like to be served ourselves. Above all, we know that having quality employees that offer quality products is the way our company will continue to prosper. Thomas Rose President & CEO Quality People, Quality Products Our People Layfield employs over 250 people across Canada and the United States...
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...different systems of compensation as well as the benefits and disadvantages of each. It will define comparable worth and how companies can compensate their employees based on this and not break any federal legislation. Billy’s Bar-B-Q What are the different types of compensation systems? What are the benefits and disadvantages of each type of compensation? Companies have to compensate their employees for the work that they do. What is Comparable Worth? How do companies attempt to compensate their employees based on the Comparable Worth concept without violating the federal legislation? Companies have many laws they have to follow and by basing the compensation on comparable worth, the companies are letting the employees know they matter to the company. Compensation is “something given as an equivalent for services (Compensation, 2012).” Compensation is given in different types such as base pay, commissions, overtime pay, bonuses, travel, stock options, and benefits (HR Guide, 2012). The benefits of base pay are that the employee is sure to always have a pay check and paying bills will not be an issue. The disadvantage of base pay is making sure it is equivalent to the amount of work the worker is doing. The benefit of commission is that the pay for a commission job is almost always more than just base pay. The disadvantage is that a pay check is not always guaranteed if you do not sale product (Rumbauskas, 2010). The benefits of overtime pay are having a more flexible workforce...
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...Civil Rights Act of 1866 (http://www.eeoc.gov/laws/other.cfm#cra-1866) Summary of Act's Principle Requirements and Regulations Impacting HR - This law protects the equal right of all persons within the jurisdiction of the United States to make and enforce contracts without respect to race. Governmental Enforcement Agency - Enforced by individuals, not a federal agency Impact on HRM Functions and Policies - This includes all contractual aspects of the employment relationship, such as hiring, discharge, and the terms and conditions of employment. The Supreme Court has held that the statute also prohibits retaliation against persons who complain about race discrimination prohibited by the statute. (http://www.eeoc.gov/laws/other.cfm#cra-1866) Equal Pay Act of 1963 (http://www.eeoc.gov/laws/statutes/epa.cfm) Summary of Act's Principle Requirements and Regulations Impacting HR - Requires that male and female workers receive equal pay for work requiring equal skill, effort and responsibility, and performed under similar working conditions. (http://www.princeton.edu/hr/policies/appendix/a1/1_6/) Governmental Enforcement Agency - EEOC Impact on HRM Functions and Policies - Pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. (http://www.shrm.org/LegalIssues/FederalResources/FederalStatutesRegulationsandGuidanc/Pages/EqualPayActof1963.aspx) Title VII of the Civil Rights Act of 1964, as amended...
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...Civil Rights Act of 1866 (http://www.eeoc.gov/laws/other.cfm#cra-1866) Summary of Act's Principle Requirements and Regulations Impacting HR - This law protects the equal right of all persons within the jurisdiction of the United States to make and enforce contracts without respect to race. Governmental Enforcement Agency - Enforced by individuals, not a federal agency Impact on HRM Functions and Policies - This includes all contractual aspects of the employment relationship, such as hiring, discharge, and the terms and conditions of employment. The Supreme Court has held that the statute also prohibits retaliation against persons who complain about race discrimination prohibited by the statute. (http://www.eeoc.gov/laws/other.cfm#cra-1866) Equal Pay Act of 1963 (http://www.eeoc.gov/laws/statutes/epa.cfm) Summary of Act's Principle Requirements and Regulations Impacting HR - Requires that male and female workers receive equal pay for work requiring equal skill, effort and responsibility, and performed under similar working conditions. (http://www.princeton.edu/hr/policies/appendix/a1/1_6/) Governmental Enforcement Agency - EEOC Impact on HRM Functions and Policies - Pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. (http://www.shrm.org/LegalIssues/FederalResources/FederalStatutesRegulationsandGuidanc/Pages/EqualPayActof1963.aspx) Title VII of the Civil Rights Act of 1964, as amended...
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