...Human Resource Administrator Selection Plan From recruitment to selection, there are a couple tools that a hiring manager can use to make the process easier. A market assessment, selection plan, and understanding the complexities in recruiting are all tools that benefit hiring managers. This paper will create a selection plan for the position of Human resource administrator (HRA). Market Assessment As companies are realizing the importance of and utilizing their human resource department, there is a steady increase in demand for HRAs. Hiring managers can use the website O*NET as a helpful guide to look into employment trends. O*NET projects an average growth of 8-14% and a possible 109,500 job openings between 2012 and 2022 (O*NET, 2015). Administrators are able to perform many different jobs instead of one specific task and can bounce around to different areas if needed (Leonard, 2011). Having an understanding of several different areas can be beneficial for prospective applicants but organizations are looking for contracted employees to work on projects and move on. These projects will last between...
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...Introduction With the passage of time, textile industry has boomed their business in our country. Now, this industry is one of the strongest industries of our country. The textile firms mainly export the rudiments garments product. Every day, this industry is fulfilling huge number of foreign demands. To fulfill a large number of product demands from abroad, it is very crucial for those firms to use their manpower effectively and efficiently. Beside this now in our country there is huge problem is to control the garments workers. Therefore, those firms make sure that they have a structured HR department. The TEXISLAND is one of those business organizations. For a long period of time, they are concentrating to meet their business goal through their employees and they are doing it successfully through their structured HR department. 1 CHAPTER 1 BACKGROUND 0F THE REPORT 2 Background of the Report 1.1 Objective of the study: i) Primary objective: The primary objective of the report is to analyze Textile industries HR functions in the light of Manpower planning and forecasting. Here, we will explore the overall staffing activities of the TEXILAND. ii) Secondary Objective: The secondary objective of this report is to know about the actual scenario of the HR practice in the Textile industries of our country. It will help us to compare our theoretical knowledge with the real HR practices. How are job objectives/standards set by the company Various job analysis...
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...INTRODUCTION The main objective of this paper is to explore the scope and usage of social media and social networking sites in recruitment and selection process. It primarily intends to provide an insight into good practices and usage of social networking services in HRM . In addition to this, it aims to identify if social networks can help in cost reduction of an organisation’s HRM activities . .“The Internet has drastically changed the face of recruitment. Employers must now actively market themselves by instituting a well-implemented e-recruitment program to find better quality candidates and improve hiring decisions, all in less time and at a lower cost.” (Smith and Rupp 2004) social networking service (also social networking site, SNS or social media) have revolutionized communication methods, both privately and increasingly, at work. Communication through social media involves the use of an online platform or website (a social networking site) that enables people to communicate, usually for a social purpose, through a variety of services, most of which are web-based and offer opportunities for people to interact over the internet, e.g. via e-mail and ‘instant messaging’ (a form of real-time, direct text-based communication between two or more people using personal computers or other devices). Kaplan and Haenlein (2010) define social media as “a group of Internet-based applications that build on the ideological and technological foundations of Web 2.0*, and that allow...
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...RECRUITMENT & SELECTION: Hiring the right person INTRODUCTION Human resource management is the strategic and consistent approach to the management of an organization is most valued assets that is employee who is responsible to contributes to the achievement of the organization’s goal. At the start of the 21st century, where the identical non – people resources in kind of finance, raw materials, plants, technology, hardware and software are developing significantly to competing with wide range of different industries which is contribute the challenge to human performance. However, most leaders in developed economies are fully aware of the importance of human resource concerns associated with the success of company performance. One of the most important parts of human resource management is Recruitment and Selection which is concerns as the beginning step of the fully process of HRM. There are huge number of different methods of Recruitment and Selection as many organization chosen depend on the nature of job positon which need to be filled in. However, people performance is unstable, which is might be changed by the affect of people emotion so that in order to maintain the consistence of people performance in real world. In this regard, this study is establishing the importance and role of human resource planning as a corporate activity that drives other human resource functions particularly Recruitment and Selection process. This is also disclosing some of problem that prevent...
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...Human Resource Management Role HCS/341 Human Resource Management Human resources departments play a vital role in the health care industry, by understanding the delivery of health care from the perspective of consumers, employees, payers, physicians, and regulators (ASHHRA, 2011). It is imperative that Human Resources (HR) works closely with each individual involved to ensure that the organization is successful. They work with each employee to help him or her fully understand his or her duties within the organization. It is the job of the human resources department to support the entire organization so it can accomplish overall goals and tasks that have been set out by the organization. The human resources department’s most important role is to find the best and most qualified candidates for the positions in the health care organization. Once an organization has determined their employment needs, the facility will hire the best employees to occupy the needed positions. The hiring process is conducted in three components; recruitment, selection, and socialization. The health care industry faces numerous challenges, ranging from economic demands and regulatory compliance issues, to industry consolidation, and a shortage of certified professionals (Cornerstone, 2011). The recruiting process consists of creating a group of eligible applicants for a specific job. The organization must present the employment opportunity to the job market, within and outside the...
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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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...BRAC Bank Limited is a scheduled commercial bank in Bangladesh. It established in Bangladesh under the Banking Companies Act, 1991 and incorporated as private limited company on May 20, 1999 under the Companies Act, 1994. Its operation started on July 4, 2001 with a vision to be the market leader through to providing all sorts’ support to people in term of promoting corporate and small entrepreneurs and individuals all over the Bangladesh. BRAC Bank will be a unique organization in Bangladesh. The Bank consists of major divisions named 1) Corporate banking, 2) Retail banking, 3) Treasury, 4) Small & Medium Enterprise (SME). At present the Bank operating its business by 26 Branches. BRAC Bank is the first local commercial banks that proving online banking service to its customers from the very beginning of its starts. BRAC Bank, for the first time among local commercial banks, starts providing loan facilities to small and medium trading, manufacturing and service oriented enterprises all over the country. BRAC Bank Limited is a scheduled commercial bank in Bangladesh. It established in Bangladesh under the Banking Companies Act, 1991 and incorporated as private limited company on 20 May 1999 under the Companies Act, 1994. BRAC Bank will be a unique organization in Bangladesh. The primary objective of the Bank is to provide all kinds of banking business. At the very beginning the Bank faced some legal obligation because the High Court of Bangladesh suspended activity...
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...Assignment 2: Strategic Human Resource Management Course Tittle: HAS 530 Health Services Human Resource Management Student’s Name: Mwanaidi Love iv Professor’s Name: Dr. Griffin Date: 05/05/2013 1. To Determine which laws needs to be most closely monitored in the organization and why? The healthcare industry is one of the most heavily regulated industries in the United States. Those who provide, receive, pay for, regulate healthcare services are affected by law (Miller, 2006). Law is a body of rules for the conduct of individuals and organizations and it is normally created so that there is a minimal standards of actions required by an individual and organization. There are laws created by Federal, State and local governments. Therefore, organizations have to be aware of the existing laws in their area of operations in order to provide fair employment, protect their employees and avoid litigations which may lower the company’s credibility...
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...Assignment: Selection Tools HRM/240 J. Scott Lodge October 9, 2011 Axia College Assignment: Selection Tools There are numerous selection tools that can be utilized when deciding if an applicant is the right fit for a position; and because there are so many unemployed people in today’s job market it is necessary for companies, especially the Human Resource Department to use selection tools that will allow for optimal results. In an instance such as choosing which selection tools to use for the hiring program of a supermarket; it will be assumed that in this program, a majority of the positions being filled are entry-level. It will also be presumed that this program is limited to only three selection tools. With those limitations in mind, the three selection tools that would yield the best results for this scenario would be; personality inventory (personality tests), criminal background checks, and drug testing. One selection tool is not better than another or more effective used alone. In fact, a combination of these three tools used in conjunction with each other would produce better outcomes for the employer using them. In a supermarket position it is safe to say that there will be numerous occasions in which the employee will have to interact with a customer or the general public. It is in the employer’s best interest to place workers in these positions that know and understand how to relate to others; hence the importance of personality testing...
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...Riordan Manufacturing, HRIS Analysis BSA375 January 24, 2010 SR-RM-004 – Analyze Human Resources System The key success factor to any organization is the quality and contribution of its people. Only with effective human capital management can an organization attract and retain top notch talent. Riordan Manufacturing, Inc. is a successful plastic injection molding company with offices in China and the United States. Employing 550 employees, the ability to keep up with increasing regulatory and compliance requirements is significantly challenged. Disparate systems and an inability to obtain employee information quickly and efficiently resulted in a strategic plan to analyze HR functions and implement a centralized Human Resource Information System (HRIS). According to Hendrickson, Information Technology in the HR sector has introduced significant challenges for HR professionals “who must quickly get up to speed in the latest information technologies and simultaneously transform traditional processes into on-line processes” (Hendrickson, 2003, p383). This report covers the systems analysis of Service Request SR-RM-004. Submitted by Riordan’s Chief Operating Officer, it is his desire that all Human Resource functions are centralized onto a single platform. Pressured by increasing challenges to the existing processes, it is the desire of Riordan Management that the HRIS system is implemented in six months. Given the limited time available...
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...Intellectual capital is knowledge that can be exploited for some money-making or other useful purpose. The term combines the idea of the intellect or brain-power with the economic concept of capital, the saving of entitled benefits so that they can be invested in producing more goods and services. Intellectual capital can include the skills and knowledge that a company has developed about how to make its goods or services; individual employees or groups of employees whose knowledge is deemed critical to a company's continued success; and its aggregation of documents about processes, customers, research results, and other information that might have value for a competitor that is not common knowledge. Classification of Intellectual capital • Human capital- The value that the employees of a business provide through the application of skills, know-how and expertise. It can be defined as all the unique ideas, skills, and knowledge that an individual owns and contributes to an organization. • Structural capital- Structural capital is the structures and mechanisms that help support employees and includes procedures, routines and everything that is left in the organization. It includes processes, intangible assets like patents, and trademarks, as well as the organization’s image, information system, competitive market intelligence and proprietary software and databases. • Relational capital This refers to relationships with other organizations, market orientation, knowledge of...
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...Evaluate how organizational functions (e.g., marketing, finance, human resources, operations, etc) impact the organizational structure of your selected organization. As far as marketing, I would evaluate Amazon at the top of their game. They have commercials, emails; they even get to know their customer. When someone logs onto Amazon and orders an item they remember the item, category, and around what time frame you ordered it. If you order a cook book during the holidays for cooking recipes, they will store the information for marketing later. Amazon will send you an email asking if you would be interested in a new selection of holiday cook books and show what you previously ordered. The good news is that Amazon will never sell, rent, or give your information to a third party. http://money.howstuffworks.com/amazon3.htm Amazon’s finances http://www.hoovers.com/amazon.com/--ID__51493,ticker__AMZN--/free-co-fin-factsheet.xhtml When it comes to human resources within Amazon, they are looking for people with fresh new ideas. As we know human resources is somewhat difficult and full of challenges. Human Resources have always been known to be an administrative expert. With the business world quickly changing, Human Resources are now expected to be a strategic leader as well. Currently, this is the top paradox within Human Resources. Being the kind of organization that Amazon is, their human resource department would be a fun-loving group. Team player type attitude...
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...April 16, 2012 Alejandra Sipion Legal, Safety, and Regulatory Requirements Paper Human resource departments must comply with federal laws, state laws and international laws. These laws cover health, safety and legislations applicable to where organizations are located. State laws and local governments have their own employment related laws which cover a wider range than federal laws. Federal laws cover a full scope of employment and sets standards for wages, hours, safety, health benefits, retirement, workers compensation and working conditions. Human resource management is tasked with making sure organizations comply with these laws. During the 1930’s the general focus of the human resource department was to ensure that employees’ skills were efficient and to keep payroll records. Human resource departments quickly evolved into becoming responsible for a wide range of tasks that include several types of laws. Human resource focuses on employee related regulations that the Department of Labor administers and enforces. Therefore the human resource department is greatly influenced by these laws and many times litigations regarding laws outweigh common sense and compassion. Laws and court rulings play a major role in the human resource department. Common sense and compassion in the workplace has been replaced by litigations because there are so many laws and regulations. Human resource litigations are legal issues that arise in the work place. The department of labor helps...
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...Template Human Resources Information System (HRIS) Project Scope Document GenRays March 13th 2014 Table of Contents Project Scope Description 3 Customer Requirements 4 Statement of Work 4 Project Deliverables 5 Acceptance Criteria 6 Work Breakdown Structure 7 Project Boundaries 9 Project Assumptions 10 Initial Defined Risks and Constraints 10 Project Approval 11 Project Scope Description GenRays has been enjoying a great deal of financial benefits and increased productivity as a result of the very successful implementation of the new Financial System. The executive leadership team of GenRays is pretty confident that a similar deployment of a comparable system in Human Resources will not only return similar financial savings but will radically improve efficiency and productivity in the company’s currently manual processes within Human Resources. Presently, from an operational aspect, all processes are very manual intensive with almost no centralization. Every satellite office of the organization has their own dedicated Human Resources team which caters to the general administrative and HR related needs of the employees in that respective office. With the deployment of the HRIS solution, GenRays would be moving forward in leaps and bounds towards a centralized and consolidated employee database which would be the core of simplified operations with Human resources such as performance...
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...000 to 8,000. Expansion shows that a company is doing well and having a successful human resource department to help both the company and its employee’s stands out. Has the HR manager I will explain the necessary tools used to identify the selection test that will be used for each job applicant, the human resources information systems (HRIS), and a succession plan that will keep Bradford Enterprise afloat. After carefully reviewing the necessary skills needed to fill the opened positions here at Bradford Enterprise, I have come up with a series of test for screening the applicants. These selection tests will help with recognizing the applicant’s skills, abilities, and aptitude. These tests will demonstrate how well the applicants complete specific job duties. Tests will be on a computerized testing system. This is an easier way for human resources to keep track of the way the test has been administered, and help with scoring errors. These tests are a form of adaptive testing. Adaptive tests are made up of questions chosen from a large test bank to match the skill and ability level of the test taker (Sage Publications, 2007). For are managerial positions applicants will be given a personality test used for decision making. These two tests are called self-report personality and projective techniques. After the tests have been administered and the interview has been completed human resources links the relationship between the applicants test scores and future behavior. This...
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