...Study of ABC Company What follows below is an analysis of the ABC Company’s hiring and training practices. In reviewing the events as described, many issues have surfaced regarding the assigned recruiter, Carl Robins and the human resources and training practices of the ABC Company. There are numerous examples of disorganization, lack of following through and areas of overlapping responsibilities, requiring a possible reorganization of the business itself. Although the Case Study does not specify, for the purposes of analysis it is assumed that there are separate Human Resources and Training Departments within the company, for, in today's business world, it would be difficult to imagine a company structure that did not include these two key departments. Initially, there appears to be a definite lack of coordination, planning and follow-through of the newly hired recruiter, Carl Robins. There are many incidents that demonstrate his lack of follow-through in the entire hiring and training processes. Many questions arise that deserve to be asked and examined. For example, 1) Why did he not immediately follow-through with the newly hired employees to ensure all required paperwork was properly and timely completed? 2) Did he assume that the Human Resource Department or Monica, the Operations Supervisor would follow-through with the scheduling of drug testing, physicals, etc. of those new employees? 3) Why did Monica, the Operations Supervisor, have responsibility for the training...
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...………………………………………………………………1 Aim of this assessment………………………………………………………2 Functions of the Human Resource office……………………………………3 Correspondence……………………………………………………………...4 Methodology………………………………………………………………...5 Questionnaire………………………………………………………………..6 Schedule of Activities……………………………………………………….7 Regulations and Policies…………………………………………………….8 Report……………………………………………………………………….9 Business Form………………………………………………………………10 Impact of Office Equipment…………………………………………….….11 Bibliography………………………………………………………………..12 Title of Project What are the functions and responsibilities of the Human Resource Office (HRO) in an organization and its impact on other department? The Aims of this Assessment 1. To find out the functions of the Human Resource Office at National Commercial Bank. 2. To find out the impact of the Human Resource Office at National Commercial Bank on other departments of the organization. Functions of the Human Resource Office at National Commercial Bank Two (2) functions of the Human Resource Office are to: 1. Recruit new person for an available vacancy in a business 2. Ensure that the welfare of employees working condition not only meets legal requirements but are conductive to encouraging employees to work at best standard. Correspondence Burnside Hill Red Hills P.O St. Andrew February 16, 2011 The Manager The Human Resource Department National Commercial Bank Kingston 5 Dear sir/madam: I am writing...
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...Part One (Theoretical Framework) What are the effects of human resources outsourcing on leadership performance and employee commitment? This is a question facing every business. Although this is not a new topic of discussion there are still questions about its true effect on leadership performance and employee commitment. Outsourcing different jobs throughout a business’s many departments has been a common practice since the 1970’s. (Pence, 2010). At first the most common job/task that was outsourced was the company’s payroll but over the last decade more and more businesses are finding it more economical to outsource the majority of the jobs/tasks performed in a human resource department. (Nash, n.d.). In the following report we will discuss the variables and identify if they are dependent, independent, mediating, or moderating. The first variables needing to be discussed are the dependent or criterion variables. In this study they would be leadership performance and employee commitment. Leadership performance is always going to be present whether it is good or bad. The same can be said about employee commitment. These two variables may be influenced by other factors as to which end of the scale they will be located, but they will always be present. The second variable that needs to be discussed is the independent or predictor variable. (Bazerman, 2009). In this situation the outsourcing of human resources jobs/tasks would be considered this type of variable. This...
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...Accounting & Finance Department Plan Human Resources Department Plan Melanie Hanson Patrick Blessinger Bus3011 Spring 2014 Table of Contents 3. Executive Summary 4. Human Resources Description 4. Accounting and Finance Description 4. Human Resources Purpose Statement 4. Accounting and Finance Purpose Statement 5. Human Resources Goals and Activities 5. Accounting and Finance Goals and Activities 5. Management Goals and Activities 6. Human Resources Organizational Structure 6. Accounting and Finance Organizational Structure 6. Management Organizational Structure 7. Human Resources Interview 7. Accounting and Finance Interview 7. Management Interview 8. Human Resources Performance Standards 8. Accounting and Finance Performance Standards 8. Management Performance Standards 9. Conclusion 10. Accounting and Finance Organizational Chart 11. Human Resources Organizational Chart 12. Accounting and Finance Strategic Alignment Worksheet 15. Human Resources Strategic Alignment Worksheet Executive Summary The Atha Corporation is a company based on strong ethical standards and beliefs. In order to ensure these beliefs are enforced we have taken measures to revamp our company for the better. With the extra funds we have received from a partner, we will be able to expand our company to double the previous year’s sales. To do this we will need to make drastic changes in all departments, especially in Human Resources and Accounting and Finance. These changes...
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...Chapter 5 Questions 1. What is a job analysis? Why should a company perform job analysis for the organization's jobs? Job Analysis refers to the various methods that are used to analyze the requirements of the job. Two tools used for this include the job description and mission statement of an organization. Organizations should always perform job analysis for their jobs to ensure their employee selection is valid and defensible; thus accurately measuring the requirements of the job itself in a fair and reliable way. Essentially, a valid selection procedure should effectively measure whether or not the applicant’s qualifications match those that are needed for the job, and not much more or less. 2. Describe three major methods or techniques that organizations use for job analysis process. Three major techniques utilized by organizations and companies in the job analysis process include Narrative Job Analysis, Task-Analysis Inventory, and the Position Analysis Questionnaire. Narrative Job Analysis is a narrative or descriptive set of information about a particular job or position within an organization. The quality of the information contained in the description typically depends on the writing skills of the analyst. Task-Analysis Inventory refers to a set of methods with the goal of analyzing all the tasks performed in the focal job. Once a list of tasks is developed for the job, an analyst will evaluate each task on things such as amount of time spent, frequency, etc...
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...stakeholders will provide the adequate feedback trough a series of face-to-face interviews and meticulous observation of their respective working environments. These tools will help create a system that will maximize time and organize the information inside the Human Resources department of Riordan Manufacturing. To gather all the requirements expected and perform a more accurate assessment for this new application, there is a need to involve several key stakeholders within the company. Starting from the upper management of the company is always one of the best steps, as they are the ones providing the guidelines for the project at hand. Some of the proposed key stakeholders to be included in the decision making process are: * President and CEO Dr. Michael Riordan- “determines and formulates all business strategies” (Riordan Manufacturing, 2012). The integration of a new information system should directly include the feedback of the CEO * COO Hugh McCauley- Administrator and coordinator of the activities in support of the company’s policies goals and objectives (Riordan Manufacturing, 2012). He is in charge of the Service request * Director of Human Resources Yvonne McMillan- Directs and coordinates human resources activities (Riordan Manufacturing, 2012). She should be able to provide the best feedback regarding the actual system and...
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...that already exists in the human resources department (Riordan Manufacturing, 2006). In this document, the stakeholders, the information- gathering techniques, project design plan, business requirements, scope, and feasibility will be discussed. Stakeholders and Key Roles Recognizing the stakeholders and defining their participation within a company is essential to achieving the organizational objectives. The Stakeholders need to collaborate and interact with each other to guarantee the organization’s success. Stakeholders are defined as “influential people who are vitally interested in the actions of the business.” Every stakeholder big or small has an significant role in Riordan’s tactical plan. The stakeholders of importance are Riordan’s President and CEO, The Vice President of Research and Development, The Human Resource Director, and the employees. Without the direction and input of stakeholders, growth would be impossible to achieve. The President and COO will be able to provided additional history on the company. The VP of Research and Development will be able to be able to discuss the evolution of technology in the company as well as what resources are available and resources are needed to make the change. The Director of Human Resource will be able to discuss the history of the Human Resource department and its transformation over the years. The existing employees would be able to tell their experience with the current Human Resources department and give their...
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...facilities and innovative designs, the organization has grown to include multiple locations, each specializing in diverse products. The organization has become an industry leader with customers in the fields of automotive, aircraft, appliance, and beverage makers and bottlers in addition to supplying products to the Department of Defense. Purpose System Request 004 has been requested by Hugh McCauley, Riordan Manufacturing’s Chief Operating Officer. The purpose of this request is to satisfy the organizational need to streamline the Human Resources Department’s functions. Riordan’s goal is to take advantage of more sophisticated information technology to compile multiple functions and plant location information into one Human Resources system. In order to successfully develop this system, one must define the business requirements for the development of the system, create a detailed project plan that provides a list of all the tasks, resources, schedule and ensure that the project can be completed by the scheduled deadline - in approximately six months, so the new system can be utilized in the second quarter of next year. Successful Information Gathering Generally, the elicitation process begins with the analyst having no knowledge of the topic. Business objectives, problems, strategies and product concepts assist in forming system requirements. During the planning process key stakeholders are determined and brainstorming sessions are held to collect data. The information...
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...Human Resource Information system Technology! We have seen technology transforming the way of living in different ways. Since many decades technology has also changed the way of performing business activities in different streams like marketing, operations, finance and systems. Now it is the turn of Human Resource department to adopt the new technologies which are emerging in the market. Till now the HR activities have been done using traditional methods in which there has been a major concern regarding the safety and backup of the details and database of employees. Today, companies are adopting new technologies Human resource functions which is termed as Human Resource Information system. Technology is the underlying foundation under which the new HR processes will operate. The main objectives of Human Resource Information Systems are: Strategic Alignment- to help users in a way that supports the goals of the business. Business Intelligence – to provide the user with relevant information and data, answer questions and inspire new insights and learning. Efficiency and Effectiveness- to change the work performed by the Human Resources personnel by dramatically improving their level of service, allowing more time for work of higher value and reducing their costs. The concept of Employee Self Service has become the goal of most Web based Human Resource System. The Web based Human Resource provides all the employees with the option of editing their personal details...
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...Human Resources American InterContinental University Abstract This paper will describe the characteristics that are needed to work in the human resources department. It will ask question as to how they will perform. These questions will help determine whether or not the person is qualified to take on the leadership role in the service department. Human Resources The qualities that a human resources leader should have are many. There may be some things that a person does not agree with or that may put them in an uncomfortable position. It is important that they are able to continue to do their duties even in these situations. Being the “new guy” can make a person feel as if they are always being criticized with that being said they must have the right attitude to deal with constructive criticism. They also must have great leadership skills. Being able to lead a team of motivated and unmotivated people is important part of leadership. Some of the people on the team need to be motivated again. Creativity is also a must with this position. Creating new ways to deliver the best customer service and remaining on the top. Open communication is some they should have as well being concerned about the staffs wellbeing and performance. Allowing the employees to openly discuss problems, ideas, and solutions in a respectful manner will create a calm and easy going work place. This will allow the staff to be committed to you as a leader. Valuing the opinion and contribution is...
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...Manufacturing has projected annual earnings of $46 million. A service request was issued by Riordan Manufacturing to the IT department. Riordan Manufacturing is waning to analyze the current Human Resources system and to integrate the existing variety of tools in use today into a single integrated application which will allow them to take advantage of a more sophisticated, state of the art, information system. Information Gathering Techniques Gathering the required information is vital to the success of the new Human Resources system. There are many good sources that information can be collected from to get a better idea of how the company wants the new system to work. These sources would include end users of the current Human Resources system, senior management, and documentation and manuals for the current system. Having the ability to gather this information will ensure that the system does what it is expected to do. During the information gathering process there would be several techniques that I would take advantage of such as: document analysis, interviews, employee surveys, and brainstorming session. My first step in gathering the correct information would be to observe how the current system works. This will allow me to have a better understanding of some of the ideas and questions that may come up in the brainstorming sessions,...
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...Hiring a new Human Resource Service Representative III Neville Gallon, Pola Jaramillo, Connie Kramer, Joe Palmer, Wendy Vergara MGT 531 January 23, 2012 Introduction Minimizing risk has become a focal point to most successful organization, companies, and corporations. The purchasing department researches and seeks to find the best quality material at a major discounted price. A manufacturing department has checks and balances to ensure that the best possible product is being produced. The sales and the marketing department come up with catchy slogans and creative advertisement to move inventory, but the human resources department is responsible for the assembling of talent. This team has focused on a job at Northrop Grumman (Northrop). Northrop is looking for Human Resource Service Representative III. They currently have three positions available to fill. This people will be responsible for answering all “incoming requests via telephone, Internet, and/or correspondence from internal and external customers as the first tier of customer support. The Customer Service Representative performs administrative activities in support of Human Resources functions. Northrop Grumman Corporation is a leading global security company whose 75,000 employees provide innovative systems, products, and solutions...
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...from? • Describe the information-gathering techniques and systems analysis tools you would propose for the project. • Identify the key factors that help ensure the information required for the project is gathered successfully. • Explain what project scope is and why it is important. Describe the areas of project feasibility that are examined in the analysis phase of the SCLC. • Cite and discuss 2 to 3 references, in addition to the required readings, that are relevant to the assignment. Include citations and references formatted consistent with APA guidelines. Submit Section 1 of the final paper. Week 2 Individual Assignement The Riordan Manufacturing Company has submitted a service request to analyze the human resources department. The goal of this analysis is to integrate the variety of tools already in use by the company into one system for the whole company to utilize. The system development life cycle will be used to complete the request and the goal of Riordan Manufacturing. The first portion of this paper will focus on the scope and feasibility of the project, as well as describe the information gathering techniques and design methods for the service request. The...
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...Discovering the Right Fit in the Healthcare Industry Lina Robinson ENG 1000 Lorrinda Khan November 14, 2011 Introduction The health care industry is constantly changing at a rapid pace that requires organizations to adapt to the process of newly managed care. The hiring process is vital to an organization’s growth and development, so during the interviewing process, employers should be able to notice if the job is right for a new hire or not. Money, energy and time spent properly hiring, orientating and training a new employee doubles in order to do so. Organizations depend on their existing and new employees’ production and longevity to enhance their mission statement, character and capitol, in order to be successful. “Every organization wants to attract, motivate, and retain the most qualified employees and match them to jobs for which they are best suited” (BLS, 2010-2011). Organizations go through all of these steps to fill positions, but still fail to place the new hire in the right fit that will benefit them as well as the company. To prevent the issue, the hiring department has to understand new hires strengths and where to place them in the organization. It is not an easy task making hiring decisions, but good training (various seminars, coaching and educational literature) can improve organization’s potential skills to hire the right employees and place them in a position that suits their strengths, and in turn...
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...Business 4 Unit 4 [pic] Human Resources By the end of this unit you will understand: ❖ The role of the Human Resources Department ❖ The culture of an organisation ❖ Organisational structures ❖ Working practices available to employees within different types of businesses ❖ The recruitment process ❖ Contract of Employment ❖ Appraisal Part 1 – Human Resources The role of the Human Resources Department The human resources (HR) department is responsible for managing the staffing of an organisation. These responsibilities including hiring new staff (recruitment), providing staff training, carrying out staff appraisal and any other issues relating to staff welfare. The staff in this department will usually have some knowledge of employment law and will be able to advise the organisation in this area. Organisational Culture Different organisations operate in different ways. Some organisations operate in a formal way, whereas others are more relaxed. In the past, the culture of an organisation has been described as ‘The way things get done around here’. While one culture may work for one organisation, a different culture may work for another. It is, however, important that everyone working for that organisation understands, and works well within, the culture of that organisation. TASK 1 Like many organisations, schools have a set of values and everyone in the...
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