...Human Resource Management Alex Renteria Mgmt. 201 5/19/2011 Kent Troxell Human Resource Management Human resources is an expression used to describe the individuals who construct up the workforce of an organization, although it is also pertained in labor economics as well, for example, business segments or even whole nations. Human resources is also the name of the occupation within an organization charged with the overall responsibility for implementing strategies and policies concerning to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials "HR". Human resources are a relatively modern management term, coined as late as the 1960s. The origins of the function ascended in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these relationships emerged a fundamentally administrative management activity, coordinating an assortment of worker related processes and becoming known, in time, as the 'personnel function'. Human resources progressively became the more everyday name for this function, in the first instance in the United States as well as multinational or international corporations, reflecting the adoption of a more quantitative as well as strategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled...
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...manage their human resource needs? The Internet has greatly changed the way organizations plan and manage their human resource needs. By integrating HRIS’s, organizations have become a lot more efficient and cost effective. These systems cut down on a lot of the traditionally labor- and time-intensive human resource activities. For example many organizations use HRIS’s to recruit and track applicants, which saves a significant amount of money and time. 2. What kinds of future human resource activities might we see developed over the next several years? In the future I could see more human resource training for employees online. This could also involve different scenarios online and interactive programs to educate employees on human resources within their organization. I could also see more organizations putting their entire human resource planning process into a software program to better manage their human resource demands. 3. What are the legal and ethical issues surrounding the use of the Internet by individual employees for human resource activities? Are you concerned about violations of your own privacy because of these kinds of Web applications? Using the Internet for human resource activities can expose private information to unauthorized people. Identity theft is a big current issue and by using online human resource activities is only making easier for people trying to steal someone’s identity. Although using the Internet for human resources activities, it...
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...Human Resources Human Resources in Healthcare/HCS341 Teletha Leonard Human Resources Human resources main functions within a company are the: recruiting, hiring, developing, retaining, benefits administration, and discipline of employees. In additions to these basic functions human resources also oversees the legal requirements concerning its employees, including but not limited to, anti-discrimination practices and workplace safety and legal requirements concerning patients such as HIPAA. In relation to the healthcare industry the human resources department is not much different than it would be in other sectors of business. However, in order for an organization to deliver quality healthcare the human resources department may focus its efforts, as appropriate, to different areas than in other types of business. HR in Healthcare With an increase in the need for healthcare in the United States coupled with a shortage of workers the moots challenging aspect of HR is the recruiting and hiring of skilled workers. In areas with the greatest shortage this may involve such things as improving benefits and salaries to entice new workers and offering training and promotions to retain the workers the company already employs. Due to our vast healthcare industry in the US that is forever growing the government has passed many laws concerning stipulations and limitations to how healthcare is delivered, ethics, and patient privacy. Due to this, the second most demanding component...
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...Cynthia Mays Week 1 DQ HCS/341 * 1. What employment laws have the most effect on health care organizations? Why? * * The Equal Pay Act was passed; this law requires that male and female employees who do the same job for the same organization receive the same pay. The law is stating the average female employees earned only about 59 cents to the dollar by the average male worker. * * The Title VII of the Civil Rights Act of 1964 demonstrated open and unambiguous discrimination based on race against African Americans. This law legalized racial separation and directed to forbid discrimination in society. The Civil Rights Act of 1964 requires employers to bear the burden of proof because of a case where the plaintiff had the effect of providing the burden of proof. Another is quotas, employer adjustments of hiring decisions to ensure that a certain number of people from a certain class are hired. The Department of Labor developed a policy of adjusting scores on employment test which those quotas are forbidden now. Another is damages and jury trials which allow successful plaintiffs to collect back pay awards. Now they are allowed to collect punitive and compensatory damages to people claiming sex, religion, or disability discrimination. * * The Age Discrimination and Employment Act of 1967 prohibit discrimination against people who are 40 or older. Employees have been terminated and replaced by younger employees and have had jokes...
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...Human resources From Wikipedia, the free encyclopedia For other uses, see Human resources (disambiguation). "Manpower" redirects here. For other uses, see Manpower (disambiguation). Human Resources | Occupation | Occupation type | Department of a Company | Activity sectors | Economy and Business | Description | Competencies | Staffing (Recruitments, Dismissals, Managing Labour Law, Employment Standards, Administration and Employee benefits) and bring out the best Work Ethic | Related jobs | Workforce, Human Capital, Manpower, Talent, Labour, Personnel, People | Business administration | | * Company * Business * Conglomerate | Business organization[show] | Business entity[show] | Corporate governance[show] | Corporate titles[show] | Economy[show] | Corporate law[show] | Finance[show] | Accounting[show] | Trade[show] | Organization[show] | Society[show] | Types of management[show] | * v * t * e | Human resources are the people who make up the workforce of an organization, business sector, or economy. "Human capital" is sometimes used synonymously with "human resources", although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and economic growth). Likewise, other terms sometimes used include "manpower", "talent", "labour", "personnel", or simply "people". A human resources department (HR department) of a company performs human resource management, overseeing various aspects of employment, such...
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...Introduction Human resource managers oversee employee affairs in a healthcare organization. The human resource department (HR) is a major component of any mangers job, and is gaining acceptance in the workplace because it expresses the belief that workers are a valuable and sometimes irreplaceable resource. Human Resource Management Roles in Health Care Human resource management has a plethora of roles with the health care industry. They develop strategies and implementation plans of the organization and provide rules, guidelines and regulations to support the workplace. One role is selecting employees in order to ensure that they are able to adequately perform their duties. They also can provide initiatives to cope with workplace changes and trends that are important in helping the organization keep up with new ways of doing business. It is also important for the HR department to prepare job descriptions and specifications for the employees. One of the biggest roles the HR department plays is to develop policies and procedures to protect human resource information systems so that employees and patients’ privacy right are maintained. They also design the organization and help them achieve the goals most effectively. The management roles of the human resource department must keep in mind the organization’s mission, vision, and values. Functional Roles of the Human Resource Department The most common functional roles of the human resource department are: recruitment...
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...Management role in human resources Alvin S. Matautia HCS/341 Human Resources in Healthcare February 21, 2012 Anthony De Veto Management Role in Human Resources The role that the human resources management plays in the health care industry is basically compared to that of a heart beat and understanding what enables the heart to work every day. In the health care industry open communication between every department plays a vital role in improvement of quality health care. A human resource manager is tasked with ensuring that all departments are staffed with adequate manpower. Hospital employees are well trained and up-to-date with training and current qualifications that need to reached. The human resources department recruits and terminates new and old employees as well as hires temporary employees whenever needed. All business and time-consuming job-related tasks of all employees whereas those employed with the organization are handled by management. Final decision’s on the personal health, progress, and welfare of workers are also handled by management ("Human resources management," 2012). While maintaining the deliverance of quality health care services needed and delivered by both employee and employer, quality control is a main task that should always be maintained by management...
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...Human resource management consists of all the activities undertaken by an enterprise to ensure the effective utilization of employees toward the attainment of individual, group, and organizational goals. It consists of practices that help the organization to deal effectively with its people during the various phases of the employment cycle, including pre-hire, staffing, and post-hire. Human resource has a historical background since ancient times. Traditional HR it separate functions such as staffing, training and development, compensation, safety and health, and labor relations were created and placed under the direction of human resource manager or executive. Large firms might have had a manager and staff for each HR function that reported to the HR executive. The HR president worked closely with top management in formulating corporate policy. Today, HR tasks are often performed differently than they were even decade ago. “As more and more companies use alternative means to accomplish HR tasks, the role of traditional HR manager has changed. HR is now involved more in strategic HR, focusing more on the bottom line of organization and leaving the more administrative tasks to technology or others”, Mondy, R., & Mondy, J. (2012). Human Resource Management, page 39. It has reached its peak in approach and structured practices. There has been a vast change in the implementation compared to system followed at earlier days. Although field of HRM is a comparatively recent...
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...to get democratic privilege! Human Resource is regarded as the greatest resource in any business. It is responsible for the strength, character, compassion and promoting the sense of brotherhood on which a company relies for its future. It’s also responsible to restore the prominence of the company. A HR person must be able to inspire the whole company. In Human Resource department of a company, a person is employed to encourage the aims of the organization in such a manner that they become his own goals of life. The levels of awareness on the subject of human resource are constantly changing and to thrive, students have to recognize every piece of this change. Students are demanded resourceful essays by their teachers so that they can learn all the tactics of modern day human resource. Most of the students are worried about their essays as they have to provide research based work. Even the most brilliant students require vital network of social support especially from their teachers. Are you also one of those students who are thinking “who can help write my HR essay?” We provide solution to all your essay problems. When you hire HRM essay writers from our company, they all work at their best to help students at the highest level of genuine inquiry. Our writers take imagination as part of their work. They all express the unfamiliar areas of human resource knowledge in your essays and then further add a taste of natural and involuntary resources in your work. They always respect...
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...Human Resource Management There are a variety of human resource management methods and practices; however, the primary goal of all of them is to ensure success. The HRM staff must consider many things when creating a plan to reach organization goals; some of which include, benefits, compensation, staffing, leading, organizing, etc. Throughout this document we will discuss various topics that the HRM staff must take into consideration to increase productivity and the effectiveness of employees. I will also discuss how human resources affect me at my current place of employment and how an understanding of human resources will help me reach my future career goals. First off I will summarize my career goals. I hope to become a mortgage trainer at Cole Taylor Mortgage within the next year. I believe that the knowledge of Human Resource management has enhanced my knowledge and understanding of organizational management on a new level. The knowledge I have received will allow me to create and implement training material for new hires so they will have a better understanding of the HR role in the organization. My goal at the beginning of the BUS 303 class was to obtain a piece of “big picture.” I stated, “This course is a piece of the organization or “big picture” that I’m slowly putting together.” However, I now believe that the human resource function is much more than just a piece of a puzzle. I believe human resource management would make up at least a third of the puzzle...
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...OMM 618: Human Resources Week 1 Assignment Organizations motivate employees by offering rewards and bonuses and at some rate this is a good way to keep everyone engaged if not abused. The problem starts when the management starts to misuse it like giving out rewards to people based on their familiarity rather than on their performances. Being left behind knowing that you deserve better can make a person more dissatisfied and might end up living the organization. So what do you think satisfy an employee and makes them stay to the company? Of course benefits, salary, and the sense of being needed in the company as much as appreciated for being a performance. With these things, employees will definitely stay with the company. For the human resource management, providing an enticing and rewarding reward system is sometimes bothersome. Knowing that rewards play an important role to how an individual functions in the organization, the management is making processes that will make the reward system more acceptable to all employees involved. It is important that once the system has acted, it should be there to motivate more employees, and not to cause more problems because it can add to the satisfaction of the employees in the working place (Galanou). When rewarded for their effort, employees can become more productive because they knew they are doing their job properly and at the same time they knew they are being appreciated. This process can also make them more loyal to the...
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...Scenario One: Picture it, Norfolk 2011. Ms. Fresh Meat entered the second year as a civil servant; it was still a new experience. Young lady in mid-thirties young lady with a zest as if she was still in the military. She comes to work with an assertiveness of let do it and how can we do it better outlook. What she did not know is that Ms. Get Off Early had a different plan on how labor should be conducted. In her world all work must be completed before lunch and definitely before 3pm every day; time must be allotted for socializing, internet shopping but not responsibilities in her position description. It was a bad Picasso in the making to our supervisor, however Ms. Get Off Early did not want to increase her workload nor expand her responsibilities. In fact, she believed that her ten years in civil service as an Information Technology Security specialist (OPM.gov) and past work performance outshined Ms. Fresh Meat along with her other team mates. What was a slight problem was beginning to form into a major one for the supervisor. For example, tasking order deadlines, monthly reports, and security patch statuses were not making compliance dates. Also, snide comments about team mates to other workers in the office materialize. Besides, the supervisor had an abundance of verbal counsel sessions with to discuss her workload, attendance issues, and attitude. Fast forward, Norfolk 2012: Ms. Get Off Early did improve her work standards, minimized her water cooler talk...
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...Strategic Human Resource Management June 2010 Question 3 It has been claimed that the primary role for the HR function is to help businesses to become ‘High Performance Working’ organizations. a) Define the phrase ‘High Performance Working’. (5 marks). b) Identify and justify the HR strategies which need to be implemented in order to develop an organization as a High Performance Working business. (15 marks) c) Outline the competencies required by senior HR professionals if they are to be taken seriously as agents capable of promoting high performance working in the organizations by which they are employed. (10 marks). The high performance working (HPW) model is often the model used by researchers investigating the people management/performance link. It aims to make an impact on the performance of the firm through its people in such areas as productivity, quality levels of customer service, growth, profits and ultimately, the delivery of increased shareholder value. Significant levels of employee engagement, commitment and involvement, with participatory mechanisms in place, so that employees are not merely instrumental in their orientation. HPW is a holistic, integrated and bundled set of HRM policies and strategies which cumulatively deliver high performance from the workforce. b) Implementing High Performance Working into HR Strategies there are certain measures that need to be considered: * Getting top management’s commitment, particularly to resource, to communicate...
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...1. I worked at Merchandesing department in an E-Commerce company located in İstanbul for 8 months. My job title was Assistant Buyer and my primary duties were selecting textile products to be sold at the web site, making forecasts on budgeting and sales, deciding and making aggreements for new brands that have high potential . All the team members, including me had monthly sales and brand targets. Therefore, hiring matching employees for merchandesing department is very crucial. a) Our department’s roles in human resources management are explained below: * As a merchadesing department, we prepared an informative and descriptive presentation which explained the department’s duties, organization’s job titles, organizational relationship ( who is reporting to whom). For instance, there is a scheme which shows buyers firstly contact with the Planning Department for receiving budget. Then buyers visit suppliers and the main brands for selecting products according to given budget. After logistic department provides bought products to reach our warehouse. Then buyers contact with Production/ Studio Department for having products screened on the website. The other slides show the organizational relationship implying every team members’ job titles. For instance, as an assistant buyer, i was reporting to Buying Manager. A sales assistant was reporting to me. The buying manager was reporting to Head of Buying Manager and she was reporting to CEO. * As there are types of...
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...Human Resources Department Management Organizations have demanded greater use of newer technologies in recent years to stay competitive. Important issues involving the use of electronic or online commerce include when and how a company incorporates these new technologies. At ERAU Airlines , the Human Resources department is overhauling these systems to offer employees the latest technology to make online transactions easier. The ability to view job postings, apply for jobs and to choose benefits are some of the features of the new system. Theonline application system is cost-effective and straightforward. Candidates applying for a job online don’t need to worry about filling out hard-copy forms or mailing in resumes. Our online application process also allows us to provide a more structured format for applicants. ERAU Airlines HR department is currently using an applicant system. ATS, is a software application that enables the electronic handling of a company’s recruitment needs. This software application will allow our organization to collect and store candidate and job related data, as well as track and monitor the process of the candidates through all stages of the hiring process. We can post job openings on our corporate website, screen resumes, and generate interview requests to potential candidates by email. Other features include pre-screening questions, source tracking, and source effectiveness reports and resume processing tools. Online benefits administration...
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