...resources -- 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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...The Functional Roles of Human Resource Bernard Jackson Human Resources Management MBA 533 August 18, 2013 Abstract Many large, middle-sized and even small business organizations have a functional human resources department. The functional roles of an HR department remain the same regardless of the size of your business. As the name indicates, the department exists to manage and assist the human element of the company. Since human capital is the most important asset of any organization, having an efficient and quality human resources department is key to the quality and success of the organization. Human resources functional activity supports strategic initiatives. Strategic planning drives functional or transactional processes. HR managers are capable of implementing strategy and carrying out activities that support their strategic plans. Typically, a human resources manager or director develops department strategy depending on the functional expertise of HR specialists. Generally, HR is the process of managing and motivating employees. Some roles of HR vary based on the organization, but there are a number of common functions that are constant. If HR is effective, employees across the company produce optimal results. The functional roles of any Human Resource department varies but the duties are key to the success of any organization. Recruitment and hiring the right people, putting them in the right positions for their abilities and skills is crucial...
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...resources management is a distinct management philosophy which emerged as a perspective to manage the human resources in an effective manner for the benefit of an organization. Last decade it had witnessed a great exploitation towards the employees in terms of the working hours, payment, and working condition which in turn resulted to the development of their representative group as an employee’s union. As per the article ‘The role of Unions or HR in workplace’ “Unions have been in existence since 1935” (Morreaux, 2013, par.4) when the national labor relation law was passed, which was the first labor relation law. Employee unions were primarily formed for the purpose of representing the employment problem before the management and engaged in “collective bargaining” (Morreaux, 2013, par.3) with the employers in order to protect the worker’s interest and prevent it against exploitation. The prime purpose and the most attractive feature of an employee union is the collective bargaining power. As per the article ‘The Role of Unions or HR in Workplace’, collective bargaining is rightly been quoted as “negotiation process” (Morreaux, 2013, par.3) between the representative of management or human resource department with the union representative in the area of matter concerning to the...
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...Human Resources refer to the set of people who joint together in forming an organization, an economy or the whole business sector. The word Human Capital is often considered as the synonym for human resources. Moreover it includes manpower, talent, labor or people. These words are also often taken as the same to human resources. The management of an organization is what is often taken as the “human source” of the business. The people under the Human Resource management of the business aim at combining together the skills and the abilities of all the employees. They are to bring people together and help them in performing the tasks that have been assigned to them. The solutions to problems that arise are to be given by the people involved in the Human management Department. From the point of view of the business itself, the employees of the corporation are considered as the assets of the company. For becoming a proper manager in the human resource department it is necessary that the leader is taking note of the demographics, diversities and the skills and qualifications that are essential. Demographics refer to the characteristics of the whole workforce. The gender, age and the social class of the population is included under this. Diversity refers to the changes that are present in the working population and the total workforce of the economy. The need of graduates increases over time. The reason is that best skills and qualifications are required when the business is being...
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...San Luis Obispo County: Human Resources in Government Shelby Cowell Robert Griffith Bernard Salgado GSB 583: Managing Human Resources Instructor: Calvin Stevens California Polytechnic State University Part I The Organization and its Mission San Luis Obispo County was one of the first counties in California, created in February 1850 as residents were preparing for California’s statehood (CSAC). It was created to govern the coastal region between Salinas Valley and the Santa Maria River, writing, implementing, and enforcing local laws and regulations for this region to ease the burden of work on the California state government. The county’s residents elect a Board of Supervisors that has authority to pass laws, and the Board entrusts a County Administrator to oversee the 24 departments, organized into six functional groups, that administer the county’s governance on a day-to-day basis (SLO County). The County government has a decentralized structure, according to Tami Douglas-Schatz, the County’s Director of Human Resources. She says the Board and Administrative Office handle overarching policy, but day-to-day operational matters are handled by the departments themselves. When it comes to organizational planning, the Human Resources is “the architect of systems” (Douglas-Schatz), with final say over what structure the organization will have. The County’s relationship with the California state government and U.S. federal government is very impersonal. These higher-ranking...
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...Job Description Recruitment Paper 1) JOB DESCRIPTION Job Title: HR Generalist Job Statement: The HR Generalist is accountable for providing support to all employees and management through effective communication and administration across all functions of the workplace. Under the direction of the Director of Human Resources, the HR Generalist oversees recruitment, employee development, employee relations/labor relations, policy/contract interpretation, compensation administration, and legal compliance. Essential Functions: * Acts as liaison between employee and management to answer questions or address concerns regarding company policies, practices and regulations. * Assists in the development and improvement of human resources programs, policies and procedures, employee professional development, employee safety and training related activities. * Coordinates and monitors the recruitment and selection program; assists with the development of job descriptions, provides support in all phases of recruitment and selection processes including inputting, tracking, screening applicants and scheduling of interviews. * Maintains compliance with federal and state regulations concerning employment. Stays up-to-date on new developments in employment law. * Identifies training needs, develops training modules for training programs, as needed. Develops and delivers training materials. * Performs benefits administration to include claims...
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... I feel the most influential area that has changed for the HR department is technology. Around the 1990’s HR departments started creating 1-800 numbers for employees to use to seek answers to their questions and make basic requests (HRPS). Overall this is a very successful method when it comes to getting employees needs met. This is because when an employee has a issue within the work force, they usually need to blow steam off immediately. If the employee is able to pick up the phone right away to get to the bottom of the problem, usually talking to someone about the situation they are in will calm that individual down to the point where the HR representative can take over the situation quickly. Another change within the HR department and dealing with technology is the internet. Overall, the company will save money using the internet and the resources available to them. This includes, administrative tasks, such as pay roll processing, and helping employees with their benefits and other tasks that the employees will think need done right away (HRPS). Also, the HR department is now able to have a website to allow employees to go learn about the HR department and how the HR department is able to help them when needed. Overall technology has reduced labor costs and has created a generally more efficient process to help employees get what they need. Human resources have a diverse internal and external customer base. HR reps have the ability to touch all levels of the organization...
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...organization's goals by planning, organizing, staffing, leading, and controlling personnel? A) manager B) entrepreneur C) representative D) generalist E) marketer Answer: A Explanation: The manager is the person responsible for accomplishing an organization's goals by planning, organizing, staffing, leading, and controlling the efforts of the organization's people. An entrepreneur may manage people or may hire a manager to do so instead, but entrepreneurs are defined as individuals who start their own businesses. Diff: 2 Page Ref: 4 Chapter: 1 Objective: 1 Skill: Concept 3) Which of the following includes five basic functions--planning, organizing, staffing, leading, and controlling? A) job analysis B) strategic management C) employee orientation D) management process E) adaptability screening Answer: D Explanation: The management process includes five basic functions--planning, organizing, staffing, leading, and controlling. Strategic management refers to the process of identifying and executing the organization's mission by matching its capabilities with the demands of its environment. Diff: 1 Page Ref: 4 Chapter: 1 Objective: 1 Skill: Concept 4) Which function of the management...
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...organization's goals by planning, organizing, staffing, leading, and controlling personnel? A) manager B) entrepreneur C) representative D) generalist E) marketer Answer: A Explanation: The manager is the person responsible for accomplishing an organization's goals by planning, organizing, staffing, leading, and controlling the efforts of the organization's people. An entrepreneur may manage people or may hire a manager to do so instead, but entrepreneurs are defined as individuals who start their own businesses. Diff: 2 Page Ref: 4 Chapter: 1 Objective: 1 Skill: Concept 3) Which of the following includes five basic functions--planning, organizing, staffing, leading, and controlling? A) job analysis B) strategic management C) employee orientation D) management process E) adaptability screening Answer: D Explanation: The management process includes five basic functions--planning, organizing, staffing, leading, and controlling. Strategic management refers to the process of identifying and executing the organization's mission by matching its capabilities with the demands of its environment. Diff: 1 Page Ref: 4 Chapter: 1 Objective: 1 Skill: Concept 4) Which function of the management...
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...Unit 10: Human Resource Management Final Project BUS3040 – Fundamentals of Human Resource Management 12.18.2014 John Devillier Capella University Introduction Over the last thirty years or so, there has been a steady movement towards an economy based on services. Because of this, it has become increasingly important for companies to deploy strategies that make effective use of their resources. In the following paper, I will show that HR can no longer be viewed as just another department in the organization, but instead a vital piece that links organizational goals with HR strategy to ensure that there is alignment of the people policies with that of the management objectives. Recruiting and selection Recruiting is the activity carried out by organization with the primary purpose of identifying and attracting potential employees. (Raymond) This will be achieved through the development of local and national recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The Corporate Human Resources Recruiter will play a critical role in ensuring we are hiring the best possible talent. (Saez) Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays to do it properly. An organization may have all of the latest technology and the best physical resources, but if it does not have the right people it will struggle to achieve the results it desires. For that reason, the recruitment...
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...HRM 6003 Human Resource Management Week 1: Case Study By Week 1: Case Study Strategy is defined as: a way of doing something, or a game plan or plan of action. As a HR manager you must possess the ability to look at things from a strategic approach (Anthony, Kacmar, & Perrewe', 2010). Over the years the whole approach to HR has changed drastically and continues to change. This approach requires an employer to see human beings as a resource to the organization. The development of people is now the most important asset of improving the performance of an organization; this is accomplished through improving designs and methods of Human Resource Management. Organizing means to structure, or put together in an orderly form. Organization design is the process of aligning an organizations structure with a mission. This process requires you to look at the complex relationships between tasks, workflow, responsibility and authority, and to make sure these all support the objectives of that business, agency or company (Organizational Design). Generally a company would have an HR Director or Manager to lead and manage the department. This person would be in charge of developing a relationship with senior management in order to align the HR goals for the organization. Next, you would need an Organization Development Specialist who would be a facilitator of organizational change. A company would also need an Employment Staffing Specialist which conducts interviews...
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...2. Do you think setting up an HR unit in the main office would help? Why or why not? 3. What specific functions should the HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the Internet play in the new HR organization? 1. The supervisors are hiring the wrong employees. They are not hiring people that fit the position in which they are hired for, or people with a history of long term job performance. When he asked Ruth Johnson about the equipment she was using, he should have seen the first red flag. 2. Yes, setting up HR at the main office would be a good idea. 191 employees is a medium size business that needs someone to thoroughly look at each and every potential employee and their resume. HR can also put together programs for the current employees for better retention. Programs for work functions and training are important to making employees feel important. 3. HR should be responsible for acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns (Chapter 1, pg. 4). This means HR will be conducting job analyses , planning labor needs and recruiting job candidates, selecting job candidates, orienting and training new employees, managing wages and salaries, providing incentives and benefits, appraising performance, communicating, training and developing managers, and building employee commitment. Managers should carry...
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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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...Human Resources Management, 13e (Dessler) Chapter 1 Introduction to Human Resource Management 1) The basic functions of the management process include all of the following EXCEPT ________. A) planning B) organizing C) outsourcing D) leading Answer: C Explanation: C) The five basic functions of the management process include planning, organizing, staffing, leading, and controlling. Outsourcing jobs may be an aspect of human resources, but it is not one of the primary management functions. Diff: 1 Chapter: 1 Objective: 1 Skill: Concept Learning Outcome: Define human resource management and describe modern trends in the field 2) Which of the following is the person responsible for accomplishing an organization's goals by planning, organizing, staffing, leading, and controlling personnel? A) manager B) entrepreneur C) generalist D) marketer Answer: A Explanation: A) The manager is the person responsible for accomplishing an organization's goals by planning, organizing, staffing, leading, and controlling the efforts of the organization's people. An entrepreneur may manage people or may hire a manager to do so instead, but entrepreneurs are defined as individuals who start their own businesses. Diff: 2 Chapter: 1 Objective: 1 Skill: Concept 3) Which of the following includes five basic functions--planning, organizing, staffing, leading, and controlling? A) job analysis B) strategic management C) management process D) adaptability screening ...
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...Employment Law: HR Policy As the new Vice President of Human Resources (HR) for A Wonderful Place to Work, it has come to my attention that employees feel the organization does not care for them. Upon further analysis of the HR department, I have learned that there are currently no policies or procedures in place on numerous areas such as: how performance is measured, how employees are held accountable, recruiting, hiring, and terminating; nor is there any tracking on labor cost, raises or salaries, absentees, tardiness, or diversity within the organization. The President of the firm expects the HR department to turn the firm into a strategic weapon through its employees. This paper will outline how the organization can be turned around and have a competitive advantage over the competition through engaging employees. It will further outline how to measure employee value, to include utilizing employee value to become more competitive. Understanding employment laws and regulations is crucial when developing organizational policies, careful attention must be given to ensure policies do not violate laws such as: The Civil Rights Act (1964), American with Disability Act (1990), and that all employees are treated fairly. Furthermore, this paper will address the issues and challenges the HR department will face to ensure a the HR department is working strategically, how to develop a strategic management process and the steps and processes needed to strategically manage a diverse...
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