...with a Concentration in Human Resource Management The Bachelor of Science in Business (BSB) undergraduate degree program is designed to prepare graduates with the requisite knowledge, skills, and values to effectively apply various business principles and tools in an organizational setting. The BSB foundation is designed to bridge the gap between theory and practical application, while examining the areas of accounting, critical thinking and decision-making, finance, business law, management, marketing, organizational behavior, research and evaluation, and technology. 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...
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...to the definition of SHRM.Using examples from the course critically examine the concepts and practice of integration. If one is to ask a civil engineer, what are the key components in the construction of a building? His response will be a strong foundation. Therefore to effectively discuss the above proposal a proper foundation should be laid, that foundation in this case is a comprehensive definition of SHRM. According to Walker 1992 SHRM is the means of aligning the management of human resources with the strategic content of the business. Many critics of the discipline propose that the subject matter offers little in empirical data to add the term strategic to the HR function, however according to Watson and Watson 1999 HR management is essentially Strategic .Firstly HR management must consider the whole organization, whereas line or functional managers focuses on departmental performance. HR management looks at long term functional on immediate or short term performance. Therefore Fombrun et al (1984) postulated that if any organization is to function effectively there are three core elements to be considered, they are the organisation’s mission and strategy, organizational structure, finally human resource management. Conceptually, a central part of SHRM is the integration of the HR function with strategic decision making. Walker 1992 speaks of strategic fit, to further extrapolate, this means developing HR strategies that are integrated with the business strategy...
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... HUMAN RESOURCE MANAGEMENT Raspberry Pi Foundation Table of Contents INTRODUCTION 3 MANAGING AN INCREASINGLY DIVERSE AND INTERNATIONAL WORKFORCE 4 DIVERSITY MENTORING PROGRAM 4 International Regulations 4 Advocate a diverse workforce 5 Cultural awareness training program 5 THE NEED FOR ‘CONTINUOUS IMPROVEMENT’ IN THE COMPANY 6 Communication 6 Cross Training 7 Feedback 8 Celebrate people's successes 8 THE EMPLOYEE DEMAND FOR IMPROVED REWARDS AND ‘WORK-LIFE BALANCE’ 9 Employee assistance programs 9 Provide a paid day off for birthdays 10 Provide incentives 10 A Four-Day Work Week 10 Working from Home 11 THE MAIN CHALLENGES TO BE FACED, HOW HR NEEDS TO RESPOND TO THESE CHANGES OVER THE NEXT 5-10 YEARS. 11 Retaining and Rewarding Talented employees 11 Managing work-life balance 12 Managing change and cultural transformation 12 CONCLUSION 13 REFERENCES 14 INTRODUCTION “The Raspberry Pi Foundation is a registered educational charity (registration number 1129409) based in the UK. The Foundation’s goal is to advance the education of adults and children, particularly in the field of computers, computer science and related subjects. The raspberry Pi Foundation was founded by Eben Upton, Rob Mullins, Jack Lang and Alan Mycroft” (Raspberry Pi Foundation, 2015). The foundation has grown to over 2000 employees and with an intention...
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...and the protection of the company's overall reputation. This legacy has to be carried on for every employee and management in order to remain a competitive package delivery company. All of these aspects pertain to this legacy that revolves in human resources department. Name Your Business as a company has become an employer of rewards, opportunity and achievement, and employer of choice. The company's nationally recognized human resources initiatives focus on the idea of keeping the reputation of being the best Business Naming Company in the business. The HR roles and responsibilities have to be followed correctly in order for them to be proper in helping Name Your Business maintain the reputation of having one of the most talented workforces. To define roles of Name Your Business Human Resources organization, the roles represent the interests of NYB administration by actively serving as a leader with the organizational workforce, consultant, resource, and departmental authority on human resource policies, processes, programs, and transactions with support and guidance from management, to support a humane and supportive work environment consistent with the NYB mission and foundation values. In other words, NYB Human resources enforce the policies that the administration establishes and makes sure the policies are interpreted equally and fairly. The Human Resources Department at NYB incorporates several different roles and responsibilities which are; employment training and...
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...Human resource Management Practices of Southeast Bank Limited Executive Summary The banking system plays a critical role in underpinning economic development of any country. On that view Southeast Bank Limited, Agargaon Branch was opened on December 29, 2002. Now they are one of the leading banks in Bangladesh. Actually the bank gets a good position in the market for their diversified services. Employees are the most valuable assets in the origination. Human Resource Department is responsible for the people dimension of the organization. The basic objective of this study should be analyzing the Human Resource Activities in Southeast Bank Limited. All kinds of commercial banking services are provided by the Bank to the customers following the principals of Islamic Sari’ah, the provision of the Bank Act 1991 and Bangladesh Bank’s directives. Apart from the corporate culture, working environment, employee relationship and overall the mission and vision of the Bank demonstrates a highly conductive and praiseworthy. Of course, there traced few limitations and shortcomings. With the increasing flow of customers the Bank needs to increase the number of service provider in the particular branch to gain a best customer satisfaction. In brief I can say that the SEBL develops diversified Human Resource Activities and very short they have got good response from their customers. They actually have achieved tremendous success in the last few years. It has come forwarded with an ideology...
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...Mining Excellence at Redmond Minerals HR Management Foundations HRM 500 Mining Excellence at Redmond Minerals The HRM practices that Redmond Minerals needed to change to the support the new strategy within their company was to first recognize the importance of their company personnel and create a strategy that will eliminate fear and promote growth within the company at all positions. The HR department now must attain and evaluate each employee contributions to the company on a scale relevant to their position. This is where a high performance work system comes in to play which creates the best possible fit between their employee social system and their equipment technical system. This function of having a high performance work system is based on the reliance of knowledge workers, the empowerment of employees to make decisions, and the use of team work. The HRM practice has to incorporate various measures to create outlets for performance management, training, work design, and compensation to demonstrate the importance for successful output. This in turn allows HRM to focus on the strategy of the company putting emphasis growth and efficiency; allowing the department to implement total quality management practices. Those practices consist of methods and processes that are designed to meet the needs of internal and external customers, every employee in the organization receives quality training, quality is designed into a product or service so that errors are...
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...Office Supervisor Suggested Developmental Plan Essential Functions General category Specific function Recommended Courses (Indicates take if needed] 1. Supervision of non-student employees Supervises non-student employees: Formal performance management; Decision making or significant input into pay or hire/fire decisions; and Decision making or significant input into other employment status decisions PM100, 110, 120; MG520 HR Legal Foundations series; MG180; MG401, 501, &502; (Teamwork series)ER345, MG101, MG201, MG380, HR560; MR140 2. Policies and procedures Resolves and responds to questions about policies and procedures CT200, CT300, OA100, OA110, OA200, MG180, MG280,OM100, OM120, OM130, OM150, [OM180, OM200] OM220, OM240, OM260, OM280, OM300, OM320, OM340, OM380, OM460 3. Administrative duties Performs a wide variety of administrative duties: Budget tracking and coordination HR administration Coordination of large/complex projects/events Liaison with other units Point of contact for purchasing or vendor/outside agency CT200, 201, 250; OM100 CT300 & 301; OM120, 260, 280, 300, 320, 340; OA100, 110, & 200 OM150 4. Office support duties Performs a variety of office support duties: Typing and correspondence; Filing folders; Records keeping/compilation /data entry; Preparing/processing forms, calendars, and scheduling; Mail distribution and outgoing mailings; Travel/expense vouchers; Telephone and greeting; ...
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...Unit title Level Credit value Unit code Unit review date Understanding Organisations and the Role of Human Resources 31 4 3HRC Sept. 2011 Purpose and aim of unit This core unit provides an introduction to the role of human resources and learning and development (HR/L&D) within an organisation and the environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. This unit is suitable for persons who: are aspiring to, or embarking on, a career in HR/L&D are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills have responsibility for HR/L&D activities and decisions within an organisation without a specialist function are employees or independent consultants within the field of HR/L&D wish to understand the role of HR/L&D in the wider, organisational and environmental context. Learning outcomes On completion of this unit, learners will: 1 Understand the purpose of an organisation and its operating environment. 2 Understand the structure, culture and functions of an organisation. 3 Understand how HR activities support an organisation. 1 Equivalents in Ireland = 5; Scotland = 6 CIPD unit 3HRC - Version 2 - 17.03.10 1 Unit content Indicative content is provided for each of the learning...
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...Critically discuss how human resource policies are designed in order to assist organization achieve their strategy Introduction Human resource polices are used to identify outstanding employees for enterprises, not only to find good employees, more important is to train the employees. Until every employee can contribute to the corporate development and then they can further assist the company achieve the corporate strategies in the most suitable positions in the company. Meanwhile, the human resource polices are also should conducive to create positive, united and dedicated working environment and improve efficiency in all aspects. Nevertheless, the human resource policies also differ with different corporate cultures in different organizations. Such situation also poses competitive challenge to the human resource policies. There is no fixed pattern for the human resource policies in the organization. In different organizations, different social circumstances human resource policies also in different patterns. The role of human resource policies should be give full play in the corporate development process. Human resource managers need to bring the initiative into play in order to enable enterprises face a high growth stable development trend in the future. Therefore this essay argues that the human resource policies are designed to assist organization achieve corporate strategy. This essay aims to explore and discuss how the human resources policies are designed in order...
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...Internship report On [pic] The Practice of Human Resource Management in Aarong & AAF Submitted to Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin...
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...Human Resources Management Roles S Starnes HCS/341 August 1, 2013 Pamela Trent Human Resources Management Roles Human resources, or people that work within an organization (Gomez-Mejia, Balkin, & Cardy, Chapter 1, 2010), are the foundation upon which businesses are built. Human Resource Management (HRM) is a vital role within any organization. HRM is the organizational task that deals with matters related to people such as recompense, employing, organizational development, employee motivation, employee training, communication, benefits, performance management, wellness, and safety. The challenges faced by HRM are several, such as: environmental challenges, organizational challenges, and individual challenges (Gomez-Mejia, Balkin, & Cardy, Chapter 1, 2. Human resources management roles can be viewed in many ways such as administrative, operational, and strategic; varying between short term and long term. Administrative The administrative roles of human resource management include policy formulation and implementation, housekeeping, records maintenance, welfare administration, legal compliance etc. The administrative role is heavily oriented to processing and record keeping. Maintaining employee files, and related databases, processing employee benefit claims, answering queries regarding leave, transport and medical facilities, submitting required reports to regulatory agencies are examples of the administrative nature. These activities must be performed efficiently...
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...Chapter-3 Human Resource Policy & practice of IFIC Bank Limited 3.1 ACTIVITIES OF HRM: HRM has a significant role in today IFIC Bank and must be forward thinking. They must take the lead in assisting good achievement with the "people" component of the organization: Under the guidance of HRM, employees of an organization can assist it in gaining and maintaining a competitive advantage. Attracting and maintaining such employees require: HRM of IFIC Bank to have policies and practices that such employees desire. HRM of IFIC Bank will also recommend and implement changes regarding where necessary. Human resource management has its focus mainly on balancing the needs, goals, objectives and values of both employers and employees. Polices form rules of conduct and they should be based on the following principles: Putting right man in the right place by a careful program of selection procedure and placement to make sure that the new recruit is physically, mentally and psychologically fit for the job to be performed. This is needed for the new employee to develop and grow. Training the new recruits for developing technical competence to-perform so that they can discharge their duties and responsibilities efficiently. Transforming the organization into a coordinated entity of different departments permitting reduction of interpersonal and interdepartmental function and conflicts. Ensuring employee security with opportunity...
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...1 Case Study : Sinosteel Strengthens Business Management with ERP Applications SUMMARY: China’s state owned strategic resources enterprise Sinosteel Corporation uses Oracle Enterprise Resource Management (ERP) to strengthen its business management and global reach. Case: Sinosteel Corporation (abbreviated as Sinosteel) is a central enterprise under the administration of the State-Owned Assets Supervision and Administration Commission. There are 76 subsidiaries under the administration of Sinosteel, among which 53 are in China and 23 abroad, the revenue from core businesses reaches RMB 111 billion in 2008. Chinese currency is called the Renminbi (RMB), and it is currently trading at .146 US dollars in 2009. Sinosteel is mainly engaged in developing and processing of metallurgical mineral resources, trading and logistics of metallurgical raw materials and products, and related engineering technical service and equipment manufacture. It is a large multinational enterprise with core businesses engaging in resources development, trade & logistics, engineering project and science & technology, equipment manufacturing and specialized service, providing comprehensive auxiliary service for steel industry, especially steel mills. Sinosteel is organized as decentralized, multi-business unit firm. Like most rapidly growing global firms, Sinosteel has grown through the acquisition of hundreds of small companies, and many medium to large size companies. In the...
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...Megan Gregor HRM 500: Human Resources Management Foundations Dr. Sue Lowe Strayer University Fall 2010 Abstract This paper will discuss the human resources practices that need to change to support the new strategy of the company implemented by CEO, Rhett Roberts of Redmond Minerals. This paper will identify three ways in which the internet could improve Redmond’s human resource management functions. It will also communicate how my ideas align with Robert’s principles for running his company. And, finally, this paper will evaluate how change, engagement and employee empowerment could have a positive impact of an organization including Redmond Minerals. In supporting the new strategy that Roberts implemented at Redmond, it would involve continuing to build on the foundation of the company that he put in place. In building on this concept, the company would need to continue value its employees, have a strategic goal in what direction the company would like to go and play an even more active role in the training of employees. In continuing to value employees there should be more outreach for programs that involve diversity and inclusion. In attracting more diverse employees, the company would continue to grow and have new ideas to aid in the process of growing. One example of this is in, Mining Excellence at Redmond Minerals, one employee thought that, “…schedules should go from a five day work week to four days based upon business needs.” (pg 53.) This idea was implemented...
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...Maurice opened the first McDonalds restaurants in America. McDonalds today has over 30,000 restaurants in over 100 countries in the world. McDonald’s fight’s to protect is reputation and trade mark. Although good corporate-level strategy is important it is not the most critical for day-to-day human resource activity. The most important strategy for human resource is business-level strategy and related corporate diversification strategy. Its concerns how the organization will compete with the other companies that provide similar goods and services. McDonalds is a fast-food restaurant that has been around for over 50 years and it employs over 1.6 million people. Organizations that recruit will have more options when it comes to hiring new employees. Organizations with good recruiting can also lower employment cost by making sure that new employees know what to expect from the organization, which helps keep employees on board once they are hired. Obtaining a large number of applicants and using great Human resource approach is the key. McDonalds has an overall “Strategic Plan to Win” that gives all business with common foundations for developing ideas to reach this goal. This foundation includes five major elements: 1) People, 2) Place, 3) Product, 4) Promotion, 5) Price. Key Elements | Relevant Measures | People | * Well trained * Fast and Friendly * Delighting customers | Place | * Clean * Relevant * Inviting | Product | * Food taste great *...
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