...archive file of HRM 300 Entire Course you will find the next documents: HRM-300 Entire Course Latest Version A+ Study Guide.doc HRM-300 Week 1 DQ 1.doc HRM-300 Week 1 DQ 2.doc HRM-300 Week 1 DQ 3.doc HRM-300 Week 1 Human Resource Management Overview Paper.docx HRM-300 Week 1 Learning Team Charter.docx HRM-300 Week 2 DQ 1.doc HRM-300 Week 2 DQ 2.doc HRM-300 Week 2 DQ 3.doc HRM-300 Week 2 Equal Employment Opportunity Paper.doc HRM-300 Week 2 Human Resource Management Department Brochure.docx HRM-300 Week 2 Week 3 Assignment Outline.doc HRM-300 Week 3 DQ 1.doc HRM-300 Week 3 DQ 2.doc HRM-300 Week 3 DQ 3.doc HRM-300 Week 3 Employee Rights Review.doc HRM-300 Week 3 Learning Objectives Application.doc HRM-300 Week 3 Staffing Plan Paper.doc HRM-300 Week 4 Application of Learning Objectives.docx HRM-300 Week 4 DQ 1.doc HRM-300 Week 4 DQ 2.doc HRM-300 Week 4 DQ 3.doc HRM-300 Week 4 Job Description Worksheet.docx HRM-300 Week 5 DQ 1.doc HRM-300 Week 5 DQ 2.doc HRM-300 Week 5 DQ 3.doc HRM-300 Week 5 Learning Impact Statement.docx HRM-300 Week 5 Learning Objectives Application.doc HRM-300 Week 5 Sustaining Employee Performance Paper.doc General Questions - General General Questions HRM 300 Week 1 Individual Assignment Human Resource Management Overview HRM 300 Week 2 Learning Team Assignment Human Resource Management Department Brochure HRM 300 Week 3 Learning...
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...Students are required to demonstrate a comprehensive understanding of the undergraduate business curricula through an integrated topics course. The Human Resource Management Concentration helps students develop an understanding of the fundamentals of human resource management and its strategic relevance in business. The concentration addresses the legal and ethical components of the decision making process involved in the human resources environment. The Human Resource Management Concentration introduces students to the basic concepts of human resource management, and allows further study in the areas of employment law, risk management, recruitment and selection of employees, international HR, change management, compensation and benefits, employee development, and performance management. Students will also develop an understanding of the critical business implications for human resource professionals today and in the future. HR practitioners and managers must be equipped with a solid understanding of the fundamentals of human resource management, along with strong skills in the areas of systems thinking, problem solving, influencing, negotiating, communications, and leadership. In the Human Resource Management Concentration, 18...
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...HRM 300 Final Paper Human Resources Management Click below link for Answer http://workbank247.com/q/hrm-300-final-paper-human-resources-management/3370 http://workbank247.com/q/hrm-300-final-paper-human-resources-management/3370 HRm 300, Human Resources Management: Final Paper Instructions This final paper is intended to demonstrate your knowledge of two main goals: • Your knowledge of the primary concepts presented in the course • How you interpret and then initiate that knowledge and understanding in a fictional business situation The requirements of this paper are common to the basic tasks of H.R. Professionals and/or Operations Managers. Whether your career is in H.R. or as a Manager, the tasks below are very common to both careers. Your final paper will be evaluated on a number of criteria including your demonstrated knowledge of text book concepts regarding each HRM and then, your planned and specific actions based upon your knowledge and understanding of your chosen business to address and solve that specific problem. The Scenario: You: Are the newly hired Human Resources Manager (HRM) of the company you’ll choose below and you report to Mr. Johnson. You’ve been hired to address issues existing within your company and that require your immediate attention. Your Company: You decide which business you work for. In the Additional Learning Resources of Unit 1, you'll find the Sample Business Plans link. Once at the Center for Business Planning/MOOT...
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...Contents About the Authors Preface xxiv xxv PART I. 21ST-CENTURY HUMAN RESOURCE MANAGEMENT STRATEGIC PLANNING AND LEGAL ISSUES 1 Chapter 1 The New Human Resource Management Process 2 SHRM 3 Why Study Human Resource Management? 4 HRM Past and Present 6 Past View of HRM 6 Present View of HRM 6 21st-century HRIi 8 HRM Challenges 8 The HRM Strategic View 9/ Technology and Knowledge 10 Labor Demographics 11 Productivity and Competitiveness Through HRM HRM Skills 12 Technical Skills 12 Human Relations Skills 13 Conceptual and Design Skills Business Skills 14 12 13 Line Managers' HRM Responsibilities 15 Line Versus Staff Management 15 Major HR Responsibilities of Line Management 15 HR Managers' Resonsibiiities: Disciplines Within HRW? 16 The Legal Environment: EEO and Diversity Management 17 Staffing 17 Training and Development 20 Employee Relations 20 Labor and Industrial Relations 20 Compensation and Benefits 20 Safety and Security 21 Ethics and Sustainability 21 HRM Careers 23 The Society for Human Resource Management Other HR Organizations 24 Professional liabiliy 24 23 The Practitioner's Model for HRM The Model 24 Sections of the Model 25 24 Trends and Issues in HRM 27 Technology and High-Performance Work Systems 27 Increasing Globalization 28 Ethical Issues—Reverse Discrimination Wrap-Up 28 29 Chapter Summary 30 Case 1.1 33 Chapter 2 Strategy-Driven Human Resource Management ...
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...Human Resource Management Sarah Brown HRM/300 October 18, 2012 James Scott Human Resource Management Human resource management (HRM) is an important part of any business. HRM is useful to companys because it is what keeps employees motivated and helps the company achieve goals. This summary will outline what human resource management is, and its functions in business. It will also outline how human resources management plays an important role in the strategic planning in an organization. HRM aids a company in shaping it employee base and eventually the overall success of the company. What is human resource management? “People are definitely a company’s greatest asset. It does not make any difference whether the product is cars or cosmetics. A company is only as good as the people it keeps” (Ash, n.d.). It is vital for managers to have complete knowledge of human resource management (HRM) because people are what keep a company operating. HRM is utilized by managers to connect the abilities of a companys general employee base and its jobs, which will aid both the company and employees in becoming successful. HRM essentially gives a manager the ability to put the worker with the right task, and bring the best out of that work so that it meets organizational goals. Many HRM managers a used to recruit new talent for the company, keeping existing employees inspired, and the training of new and old employees (McNamara, 2012). What is the primary function of human...
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...Human Resource Management Overview HRM/300 Human Resource Management Overview Human Resource Management is commonly in larger companies. Human Resource Management (HRM) is the function within an organization that focuses on recruitment, management, and providing direction for the people who work in the organization. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (Heathfield, 2013). HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. An effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. HRM must also develop mechanisms that will help multicultural individuals work together. As background, language, custom, or age differences become more prevalent, employee conflict is likely to increase. HRM must make every effort to acclimate different groups to each other, finding ways to build teams and thus reduce conflict (DeCenzo & Robbins 2007). Primary Function of Human Resource Management Human resource management’s primary goal is to improve the contribution of the employees to benefit both the company and the employee. This goal is complicated and always changing as the needs of the workforce...
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...300 Final E FINAL EXAM HRM 300: Fundamentals of Human Resource Management Facilitator: Jennifer Hart Please highlight your selected responses. Save the document and submit. Absolutely no assignments will be accepted for credit after 11:59 PM MST on the final day of class – no exceptions!!! 1. Employee involvement is increased when managers make clear, forceful decisions for subordinates. a. True b. False 2. Recent corporate scandals have created a lack of trust for management. a. True b. False 3. Elizabeth is the training manager of a Chicago-based company. She is working on a training program for a subsidiary in Venezuela. The training program focuses on work-related cultural differences in Venezuela and the United States. It is very important for Elizabeth to emphasize: a. that both Venezuela and the United States are individualistic countries. b. that both Venezuela and the United States are collectivist countries. c. that Venezuela is a collectivist society whereas the United States is an individualistic society. d. that Spanish is the official language in Venezuela whereas English is the official language in the United States. e. that future orientation is highly valued and rewarded both in Venezuela and the United States. 4. How has technology changed HRM practices? a. The HR function is simpler. b. Recruiting using the web generates...
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...Human Resource Management Overview Name HRM/300 Date Instructor Name Human Resource Management Overview Human resource management (HRM) has a role that supports organizations in achieving their goals by hiring and maintaining effective employees. The human resource manager is in charge of the staffing, defining and designing work, and employee compensation and benefits. The goal for HRM is to make the most of the production of an organization by improving the success of the employees. Human Resource Management According to DeCenzo & Robbins (2007), human resource management will deal with the changing world and how it relates to the work field. HRM must “understand globalization, technology changes, workforce diversity, labor shortages, changing skill requirements, continuous improvement initiatives, the contingent workforce, decentralized work sites, and employee involvement” (DeCenzo & Robbins, 2007). Primary Function The primary functions of human resource management are overseeing department functions and managing employees. This includes strategic and functional responsibilities, compensation and benefits, training and development, recruitment and selection, and employee relations. Strategic Plan The strategic planning is when a company defines objectives and addresses any internal and external factors. The strategic planning process includes the mission and objectives, situation analysis, strategy formulation, strategy implementation, and...
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...|[pic] |LISA BEGGS | | |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:...
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...Human Resource Management Overview HRM 300 March 2, 2015 Human Resource Management Overview Human Resource Management is key to every business. The human resource department is in charge of not only hiring and training, but they are mediators, and determine salaries. Human resource department must have a working knowledge of many areas such as training needs and investigating problems. Human Resource Management maximizes the productivity of an organization. They also treat employees with respect while keeping them safe. This paper will give a description of human resource management. This document will also discuss how the human resource department fits in the strategic plan of a business. The only interaction that peoples have with HR is a brief moment, when he or she is first hired or turn in the resignation. The human recourse management department is an irreplaceable part of any organization. Human resource can be thought of as a personnel expert. Human resource personnel choose who is hired, set up training, and development of employees. The federal government has encouraged and sometimes demanded diversely in the workplace. Without a dedicated human resource management team, this would be difficult to do. Businesses require specialized skills and because of this, human resources have to be carefully monitored who was hired. Human resources do not want to hire and train someone who does not have the skills to do the job required. Human resources play a large role...
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...Employee Training and Career Development Brandon C. Presley HRM/300 June 11, 2012 Rose Aebig Employee Training and Career Development Training in an Organizations Development A company has a very close affiliation with the employee and trainer because it is the first line of contact. The need for training in the company grows when the company wants to hire new recruits or when they want to expand. Training also come into play when there is change is the nature of the job, a change in the method of product development or a taste in the consumer. Some company’s try to outsource their training process and when this happens problems began to arise. Most times the organization assumes that the trainer is aware of the type of training needs of the participants and their organization, and the information that they have will meet those needs. This leads to a letdown of the program, which results in collusion. For that reason, it’s an absolute duty of the company to make the trainer and their organization aware of their culture, responsibilities of the company, climate, etc. Different Employee Development Methods and their Benefits Well-developed employees with appropriate training and professional goals often perform better than those who receive little to no development or training through their company. Employee development is very important because these programs benefit both the organization as a whole and the employee. Some of these methods include...
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...Human Resource Management Overview HRM/300 January 12, 2016 Marina Viner HRM is an essential and vital function for organizational success.While HRM focuses on the potential and actual productive value of HR to an organizations’ success, strategic HRM takes a more long term focus by emphasizing the need of HR plans and strategies of overall organization. The emphasis of strategic HRM is on strategic integration which is matching HRM strategies to business strategies. In this paper, we will discuss two models of Strategic HRM: The matching model and the resource-based model. Comparing these models, while listing their similarities and differences, will help us understand Strategic HRM on a better level. In the second part of this paper, I will address which features of the Resource-based view my current workplace: the Treasury Board Secretariat (Federal Government) uses and how it relates to Human Resources Management. Matching model First off, the matching model also known as “best fit”, requires that an organizations’ HRM policies and practices be configured and managed in a way that is congruent with the particular strategy. This model concentrates on fit between an external strategy and internal strategy. HRM strategies are all about making business strategies work and so emphasis is placed on how to best match and develop appropriate systems. This model concentrates on the following issues to address success: • Selection (Most suitable people for the business...
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...Muhammed Mughni Atique B.sc (Hons), Business Administration Gift University Gujranwala IMPACT OF HUMAN RESOURCE PRACTICES ONORGANIZATIONAL PERFORMANCE: A STUDY OF BANKING SECTOR OF GUJRANWALA Keywords: Organizational Performance, Employee Satisfaction, Recruitment &Selection, Training & Development, Performance Appraisal and Compensation Abstract: The purpose of this study is to evaluate HRM practices and their impact on organizational performance in banking sector. People believe that HR is not important it’s just a sunk cost and have no significant positive effect on org. performance. The aim of this study was to check the impact between Human resource management and organizational performance. The research was conducted in banking sector of Gujranwala .We have evaluated the impact of functions of HR like Selection, Training, Appraisal and Compensation (as Independent Variables) on Organizational Performance (Dependent Variables). We have done research with the help of questionnaires. The conclusion and results are presented at the end of this paper. The analysis showed the positive relation between the dependent and independent variables. Introduction: Our financial sector evolved very differently from banks in the developed world. For nearly a year after partition, Pakistan had no central bank. Habib Bank – established in 1941 – filled this gap initially, until the State Bank of Pakistan (SBP) was set up in 1948 under quasi-government ownership. Commercial...
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...that is strategically aligned with the organization as a whole and which operates to accomplish the goals of the company. One such thing which has made significant contributions to the evolution that has taken place in Human Resource Management (HRM) is the rise and advancements that have been made in information technology. These technological vices along with the many functions of HRM have been coupled to develop Human Resource Information Systems (HRIS). “HRIS enables an HR (Human Resource) department to streamline its activities and the demands placed on it by automating the Human Resource data and processes necessary for the management of the human capital of the organization”, (Kavanagh, Thite & Johnson, 2012, p. 4). Human Resource Information Systems allow HR managers to perform at optimum levels. This is done through the automation of key employee data and processes which essentially increases efficiency and reduces error and wastage of time. In the case of the Castle’s Family Restaurant chain, the investment in and implementation of an HRIS will impact the HR manager and department tremendously increasing the productivity of the department and reducing costs of having to manually perform the very intricate functions of HRM. Business Assessment Castle’s Family Restaurant is chain with 8 branches in the northern California area. Although the company has branches in several locations, the number of staff which the Castle’s enterprise employs averages about 320...
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...|she will be allowed to negotiate with the labor union.| ANS: B PTS: 1 DIF: E REF: p. 310 NAT: AACSB: Reflective Thinking, HRM 2. A specific way in which human resources contributes to business strategy is by a.|helping to build high-performance work practices.| b.|organizing company picnics.| c.|making PowerPoint presentations to top management.| d.|helping to prepare job descriptions.| ANS: A PTS: 1 DIF: M REF: p. 311 NAT: AACSB: Reflective Thinking, HRM 3. An example of a workplace factor that could lead to turnover is a.|a booming economy with many job opportunities.| b.|a worker's limited ability to cope with the job demands.| c.|job-hopping tendencies of the worker.| d.|lack of emotional support from the supervisor.| ANS: D PTS: 1 DIF: M REF: p. 313 NAT: AACSB: Analytic, Environmental Influence 4. According to the theory of job imbeddedness, whether employees stay with a firm depends on a.|how long a worker has held the job.| b.|how well the employee is liked by coworkers.| c.|a variety of factors on and off the job.| d.|the worker's demographic characteristics.| ANS: C PTS: 1 DIF: E REF: p. 313 NAT: AACSB: Analytic, Individual Dynamics 5. An affirmative action program must comply with anti-discrimination law and a.|create managerial opportunities for minorities and women.| b.|change employee attitudes about discrimination.| c.|increase minority hiring by 40 percent.| d.|increase minority pay by 40 percent.| ANS:...
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