...School of Management Executive Summary Our company functions as a Human Resources Management Consultancy firm providing specialty human resource services and business immigration to small and midsize business. Professional recruitment services are offered to healthcare and legal professionals. We represent the interests of both healthcare and legal professionals and the facilities that employ them -- matching professionals with their most desirable job openings while supporting employers in their search for skilled, experienced talent in those same professions. Victus HR Solutions is a human resource (HR) consulting company Victus has expertise in a wide range of HR areas and is targeting the emerging company market. Victus HR Solutions will offer this market the ability to compensate it with stock options from their company in lieu of only cash. This will be especially appealing to start-up companies that find capital scarce. Omolola Adekeye, the founder and owner will be leveraging her past and current personal/professional relationships to generate business for Victus HR Solutions. The leveraging of these relationships will be especially fruitful since a large degree of business for emerging companies is based on networking. Omolola has a large number of relationships to utilize having spent over as immigration professional. She also has the opportunity of providing legal expertise which helps in bring clarity to the legal intricacies involved in Human Resource Management...
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...HR design in a volatile world – human resource planning in the 21st century The increasing globalisation of the marketplace combined with an increasing shortage of skilled staff and advances in technology have resulted in large scale changes in recruitment practices. Recruitment is the process of finding and attracting appropriate job candidates capable of effectively filling the job vacancies available within an organisation. For successful recruitment, the human resources department needs to analyze the vacant position so that detailed job descriptions and job specifications can be created to efficiently help with the hiring process. Recruitment can either be internal or external. Internal recruitment is promoting existing employees in conjunction with internal training and external recruitment involves recruiting suitable candidates with relevant experience and qualifications who have not previously worked within the organisation. From The Conference Board of Canada's report, Valuing Your Talent: Human Resources Trends and Metrics we learn that employers need to develop workforce strategies to attract and retain employees in the current climate. As the economy starts to recover organizations will face a risk of higher turnover with employees considering new opportunities. A growing economy and an aging workforce mean that it is just a matter of time before pressure in labour markets begins to build again; the demand for skilled and talented employees is growing although...
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...Question 1 1.1 Human Resource Management as defined by Jones and George, 2003:365 “Human Resource Management includes activities that managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organisational goals”. Human Resource Management has been around has been (History of Human Resource Management) The current approach at Global enterprises consist a very administrative process of managing human relations at the organization. We note that the entire system used by global enterprises is basically outdated and completely technology less. Their process of employing staff to filling positions within the company seems to be handled across the board of supervisors per department alternative to the Human Resource department handling the entire process of staffing the organization. The process used currently makes not room for the actualization of the Human resource department or function rendering their services to almost no value. This shift form the Administrative look at the human resource department is imperative for the growth of Global Enterprises. In an technologically age we take note to the various programmes available to organizations the advancement of the Human Resource management, both technically and legislatively proves that there has been leaps and into the future of Human resource management and the application of HRM in today’s business. Global Enterprises...
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...Outsourcing Human Resources Management Functions: Recruitment and Selection Uni*********** Research Paper for HRM**** Section 1202 ********** March 16, 2012 Outsourcing Human Resources Management Functions: Recruitment and Selection Introduction In the recent past, the competitive environment for many organizations has changed, with the organizations having to operate in globally capitalized environments, rapid industrialization, and changing technology (Abraham, 1988); and just recently a global economic downturn which has had organizations to downsize their operations. As a result, these organizations are constantly seeking new managerial methods, as both a way for the organization to be competitive and to cut operating cost; the most successful method is the outsourcing of business processes. Normally the Human Resources Management (HRM) function of recruitment has traditionally been performed in-house; advocates for outsourcing this function have increased and argue that outsourcing can reduce costs associated with recruitment and selection (Klass, 2001). Some organizations delegate crucial human resource functions to outside firms as a means of utilizing available expertise, reducing expenses, and to be able to concentrate on important business activities (Abraham and Taylor, 1996). The influence of increasing levels of globalization, technological changes, the complexity of business...
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...ltd. Course code: HRM-630 Course Tittle: Human Resource Planning Submitted to: Tanzila Ahmed Lecturer Leading University , Sylhet , Bangladesh. Submitted By: Md.Imranul Islam Choudhury ………1103010718 Bushra Binta Fareque………………..1103010720 Syed Muddabir Ali……………………1103010001 Tahera Khanom Chowdhury……..1103010706 Thouhidur Rahman Tamim………..1103010722 Date:26-08-2012 Acknowledgement First of all, I would like to thank my Advisor Tanzila Ahmed for her untiring guidance, help, effort, and suggestion. Really we are thankful to her. Without her direct guide this report couldn’t be possible. A very dynamic personality, Tanzila Ahmed constantly inspired us all the time to develop my career and share her knowledge with us. I shall remain ever grateful to her extraordinary gesture and relentless effort. I am also thankful and acknowledged too our supervisor Mr. Khandaker Raihan Sayed, Specialist (HRD), AB Bank Ltd. without his direct help, suggestion, and assistance it was impossible for me to complete this report. I would also like to thank the authority of AB Bank Ltd. for helping me by giving an opportunity to work with them. LITERATURE REVIEW on Recruitment & Selection History of Human Resource Management The History of Human Resource Management is the strategic and coherent approach to the management of an organization's most valued assets - the people working...
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...competitors by recruiting the best players. Soccer is popular and profitable industry and its competitive advantage is created by mainly the human capital such as players, coaches, managers and other technicians. Even though soccer is mostly considered as a hobby by many people, soccer clubs are actually organizations that have organizational structures as similar as any other. These organizations have Human Resource Management (HRM) that is responsible for recruiting, selecting and providing additional support for their employees such as trainings, wage, and benefits. HR management in entertainment and sport industry is a very specific topic because they usually deal with the recruitment of very talented people connecting them with the brand of the soccer organization and as well as the marketing strategy. The combination of HR, marketing and brand management is giving the competitive advantage of the soccer team. (Taylor T., 2008) In order to represent the importance of HR strategy I have chosen Manchester United because they are experiencing significant changes in their success and strategy on the field due to the retirement of their coach Alex Ferguson that has managed the team for 27 years and the responsible manager for recruiting players David Gill. The current situation is a proof of the importance of the human resource management in gaining competitive advantage and losing the same by improper management. Human Resources Management Human Resources Management (HRM) is...
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...the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM is a great tool for human resource professionals and leaders in many companies. Forty percent of members have titles of director or above. Fifty percent of members work in organizations with more than 500 employees. 2. What types of careers are available in the HRM field? Cite three of these and provide a description of each of the three. Director of Human Resources at Atlas Technologies, Inc. in Charleston South Carolina: They are looking for a motivated, hands-on Human Resources professional who wants to define their future with an IT defense firm focused on accountability and growth. It would be a leadership position to develop, oversee, and contribute to benefits administration, recruiting, learning & development, compensation and employee relations. The ideal candidate has more than 15 years of progressive experience as a Human Resources professional who will develop and lead strategic corporate initiatives. Director, Recruiting at Progressive Insurance, in Cleveland, Ohio: The Director of High Volume Recruiting would be reporting to the Business Leader of Recruiting, and will develop and execute recruiting strategies that align field talent acquisition with Progressive’s growth objectives for 300+ Field Claims Offices and 6 Customer Relationship Management Centers. The Recruiting Director leads a field...
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...Human Resource Management and the Workplace Cassandra M. Rhymes BUS303: Human Resources Management Professor Beverly Williams April 26, 2010 Human Resource Management and the Workplace Human Resource Management requires a careful balance and coordination between corporate policies, local, state and federal regulations, and employee rights within the workplace. This paper will review a few of the principles examined during this course and applied to current work environments. Specifically, this paper will review the effect human resource management has on planning within a company through hiring, planning, and recruitment through the use of compensation and other benefits that are important to employee satisfaction. Discussions within our classroom environment included EEO and affirmative action, human resource development, safety and health, and employee and labor relations. While these are not the only components of human resource management, these are the items we addressed in class. Within my own company, our human resource department is divided among the divisions, with the main corporate office housing the human resource group for the entire company, and a small human resources group in the St. Louis office for the division I currently work for. For purposes of this paper, I will use the St. Louis information, as it is the group I am most familiar with. Additionally, I will address the corporate policies for the United States groups, as those apply to our...
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...Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management, and providing direction for the people who work in an organization. Managers and HR professionals have the important job of organizing people so that they can effectively perform these activities. This requires viewing people as human assets, not costs to the organization. Looking at people as assets is part of contemporary human resource management and human capital management. The human resources management team suggests to the management team how to strategically manage people as business resources. This includes managing, recruiting and hiring employees, coordinating employee benefits and suggesting employee training and...
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...2015). The Human Resources team is an evolving entity that has seen an opportunity to step outside of their traditional roles and expand into a more of a strategic position within the company. I have witnessed many changes in this organization since I have been part of the organization. Recruitment The human resource management philosophy has a look and feel of actually managing the human resource asset for the company. One of the more obvious tasks addresses recruiting. The Human Resources team has a strong focus on attracting and locating a strong diverse work force to accomplish the organizations jobs. In traditional human resource roles, the planning and execution of the recruiting is initiated by other staff members, the Human Resource team has become more engaged in the resource planning of future considerations by working with the line managers on a proactive basis to forecast potential openings. (Mellon, 2015). The Human Resources team conducts quarterly interviews with management to understand and assist in long term recruiting by gaining a strong understanding of the skills required to meet the needs of the organization. I see the positive outcome of this through the feedback obtained from the participation in job fairs and job boards. The Human Resource team is able to relay trends in the employment market that assist in the strategy of moving the organization forward. Compensation The compensation program managed by NONE Human Resources is one that...
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...University Comprehensive Course Outcome: the function/operation of HR, the effectiveness of HR and the importance of HR in the workplace Upon taking the Human Resource Management course at Northwood University, I knew very little about the function of HR and the importance of it in the workplace. Throughout this course, I gained more insight and learned about the function of Human Resources management, how it operates, how it contributes to organizational effectiveness and why human resources management is so vitally important to those responsible for motivating and supporting employees. Having knowledge of what human resources management is and its function, it can definitely assist in a current role or any future opportunities. I think everyone should want to receive knowledge and information about anything deal with human resources management. HR is a part of our everyday life, especially on the job, so having this learning experience is essential and necessary. To begin, human resources management is the process of managing human talent to achieve an organization’s objective while involving a wide variety of activities, including analyzing a company’s competitive environment and designing jobs so a firm’s strategy can be successfully implemented to beat the competition. Nevertheless, this requires identifying, recruiting, and selecting the right people for those jobs; training, motivation, and appraising these people; developing competitive compensation policies to retain...
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...The importance of the Human Resource Department by Ng Hui Chen, GSM Employee is one of the most important assets of a company as they have significant influential power to the success of a company. Therefore, effective and efficient human resource management is crucial to every organization. However, the emergence of the centralized Human Resource Department (HRD) has created conflicts on whether the responsibility of human resource management should lie on line managers or HRD. The debate about the roles of line managers and centralized HRD in human resource management has been ongoing since couple of years ago (Hutchinson and Purcell, 2003). In my opinion, HRD remains as one of the important role within an organization despite the need for all line managers to adopt certain functions of human resources. Human resources management functions the best when the line managers and centralized HRD work hand in hands. The rationale of this idea will be discussed in the later part of this article. First of all, we should take a look of the core functions of human resource management irrespective of whether it is the responsibility of HRD or line managers. Generally, human resource management can be classified into three main functions: i) Recruiting In this stage, the major task is to recruit and select the best talents with necessary knowledge and skills to assist the company to achieve its goals. HR practitioner should perform thorough job analysis in order to gain deeper...
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...Human Resource Management Introduction 200 Assessment 2 Black Coalition for AIDS Prevention Case Study Black Coalition for AIDS Prevention Black Coalition for AIDS prevention is a non-for profit organisation, which is also volunteer- driven and a community based organisation. Their vision is to promote awareness and prevention of HIV/AIDS in Toronto’s Black African and Caribbean Canadian communities through education, community outreach programs and by offering support to people living with and/or affected by HIV/AIDS (Toronto Community Foundation, 2011). This organisation has two missions, first is to reduce the spread of HIV infection within Toronto’s Black communities and second is to enhance the quality of life of people living with or affected by HIV/AIDS (Black Cap, 2014). “Because all black people’s lives are important” is their motto that guides them and stands as their reminder of the importance of their commitment to the community (Black Cap, 2014). This organisation was founded in 1989 and has worked to meet their missions in the black community in Toronto, Canada, which they give support and awareness to those who are affected with the disease. The purpose of this essay is to analyse the challenges that are present in the organisation especially on recruitment and on how they dealt with the strategic issues through HR planning. This essay will also give a set of recommendations on how to overcome the challenges and help improve the recruitment process with...
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...Human Resource Management Overview Becca Langum HRM/300 May 9, 2016 Susan Bradley Abstract In the following pages, we will discuss the creation of a Human Resources Department in a new healthcare insurance organization called Care for You. It will include a 6-month plan of the items and actions the new Human Resources Department will need to focus on. This department will be a one-person department for the near or far future. This document will identify the three factors that will be considered for the formulation of the department along with the four functions this human resource department will focus on. We will discuss how the Human Resource Department aligns with Care for You’s strategic plan and services the employees. Human Resource Management Overview Care For You is a not-for-profit organization who recently obtained regulatory approval to start offering their new medical insurance policies on the Federal Exchanges for 2017 policies. Over the next 6 months the Human Resource Department will be partnering with the operations department to develop a plan to get the department up and running. This document will explain how and what we are planning to implement. Month 1 The first month we are focusing on finding a third party vendor to handle all the payroll accounts and recruiting. Contracts with vendors can take time and we need to make sure we have everything in place getting those contracts approved and in place. Outsourcing these functions will allow time...
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...HUMAN RESOURCE MANAGEMENT INNOVATIONS & TECHNOLOGY – ROLE IN RECRUITMENT & MOBILITY Abstract— Human resources have been called the “key ingredient to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation...
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