...Interview Assignment Tasleem Hudani Meghal Panchal- 300657569 Date: 21 March, 2012 HR INTERVIEW QUESTIONS Name: Abhishek Patel Position: Assistant Human Resource Training and labour relations manager. (IT department) Organization: Teranet Inc. Phone: 416-825-4154 Email: bhaipotte@yahoo.com QUESTIONS 1. What does your current role/position entail, on a day-to-day basis? * Recruiting the new employee from internal and external labour market as in the HR department working as the Assistant Human Resource Training and labour relations manager. 2. What are the most common HR issues (2-3) that you deal with on a regular basis? * The most common HR issues I deal with n regular basis are 1. The employee needs vacation every now and then and there is no alternative to that person. 2. Discrimination: I face lot of race related issues in my firm as the firm is very diverse place and almost many different ethnic people work. 3. What is the most difficult HR issue that you have dealt with in the past? What was the outcome? * Hiring the right person: hiring the talented individual in the IT firm is always challenging. So I have to take the very important decision in hiring in an IT firm so have to look at the education and experience of the person and then hire it. 4. What education and/or training do you currently have? Do you have any formal HR training? * I have a graduate of the University of Toronto, Bachelor of Arts...
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...As we discussed in the class, I am very interested in human resource management. And from the cases, there are four methods of human resource management I was impressive and interested in. First, I really agree Ann Rhoades’s method of selecting staff. She emphasizes that she just looks for people without previous experience in relating field. Taking this way to identify employees who are the most likely to fit. I really like this ideal. Because people do not have the relevant experience, there is no stereotype in their job. Therefore, employees are better trained. In my previous experience, people who have relating work experienced are usually more arrogant than others. They always think they are right. It’s really bad in the teamwork. Second, I am interested in customized employment packages. Everyone concerns different things. Some people concern about current salary while some people worry about retirement. So why should every staff need to receive the same package? If employees receive the same package, it will not be able to stimulate them to work hard. Must let employees happy, let them know the company really care them, and they will be kind and work hard when they service for their customers. Third one is the new bonus sharing system, which new idea comes from Eva in the case of Organizational transformation in a Taiwanese company. The new bonus sharing system makes everybody know why they can have the bonus and make bonus information transparency. Under the new system...
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...CASE STUDY - MODULE 7 EMPLOYEE SERVICES: HEALTH, SAFETY & WELFARE CARGO & CONTAINER HANDLING CO. LTD. Management Case Study Prepared by PQHRM-31/82 AMANDA SOMATILAKE 16Th October 2009 Table of Contents • Introduction Page 1 • Issues Page 2-6 • Assessment Page 7-9 • Plan • References Page 10 Introduction The given case study describes a Cargo & Container handling yard & problems arise after relocation. Cargo and Container Handling Co. Ltd was earlier located in Colombo, in close proximity to the Port, With the relocation of such projects out of Colombo City the container yard along with all its technical operations was relocated in Hendala. The new container yard is around 10 acres in extent and was macadamized. Now there are some Health and Safety issues arises and the company has to find out solution for those issues. Health and safety policies and programs are concerned with protecting employees and other people affected by what the company produces and does against the hazards arising from their employment or their links to with the Company. The importance of healthy and safe policies and practices is, sadly often underestimated by those concerned with managing business and by individual managers within those businesses. But it cannot...
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...Musgrave Retail Partners Ireland 2010 Human Resource Management A competitive advantage Jennifer O’ Hagan Table of Contents How can good HRM practice become a source of competitive advantage for organisations in the retail sector? 3 Introduction: 3 Definitions: 3 Main functions of a HRM system: 4 Key functions of a HRM system: 6 Learning and development and performance management: 6 Induction: 6 Staff appraisals/review systems: 7 Hertzberg Two factor theory 8 Motivational factors 8 Hygeine factors 8 HRM eveloution 9 Why is HRM such an important tool in organisations today? 10 References 11 How can good HRM practice become a source of competitive advantage for organisations in the retail sector? Introduction: The purpose of this study is to discuss how good HRM (human resource management) practice can become a source of competitive advantage for organisations in the retail sector. To help me examine this, I will explain what defines HRM and the main functions of a HRM system. I will also examine why it is such an important tool for many organisations today. Definitions: Human Resourse Management has been defined as ‘a strategic approach to managing employment relations between employee and employers, which emphasises that leveraging peoples capabilities is critical to achieving competitive advantage, acheived through a distinctive set of integrated employment practices.’ ‘Strategy denotes an activity that organisations perform...
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...REPORT ON HUMAN RESOURCE POLICIES OF NTPC LTD AND MARUTI IN INDIA Submitted to Prof. J L GUPTA By Team: Kumar Gaurav Gholam Rabbani Ghause Vinod Jain 15PGDM04A008 15PGDM05A011 15PGDM07A016 NTPC SCHOOL OF BUSINESS (NSB) (A unit of NTPC Education and Research Society) Plot No. 5-14, Sector 16-A, NOIDA- 201301 (U.P.), INDIA E-mail: nsb@ntpc.co.in; Website: www.nsb.ac.in S.No. Topics Page No. 1. EXECUTIVE SUMMARY 3 2. NTPC HR POLICIES 5 3. NTPC IN NUTSHELL 6 4. HR DEPARTMENT AT NTPC 8 5. HUMAN RESOURCE CENTER (HRC) 9 6. RECRUITMENT 12 7. COMPENSATION POLICY 13 8. EMPLOYEE APPRAISAL 18 9. TRAINING AND DEVELOPMENT 19 10. EMPLOYEE DEVELOPMENT 21 11. ANALYSIS OF NTPC HR POLICY 27 12. MARUTI HR POLICIES 30 13 HUMAN RESOURCE IN MARUTI SUZUKI 31 14 RECRUITMENT FOR FRESHERS 32 15 SOURCES OF RECRUITMENT 33 16 SELECTION 34 17 COMPENSATION 37 18 TRAINING AND DEVLOPMENT 40 19 PERFORMANCE APPRAISAL 42 20. BIBLIOGRAPHY 46 Human Resource Management Page| 2 Executive Summary NTPC strongly believes in achieving organizational excellence through Human Resource. In order to meet Organizational Goals, NTPC leverages the potential of its 24,546 employees by following “People first approach” and states “ People over PLF”. HR functions have formulated an integrated HR strategy which...
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...HUMAN RESOURCE ACCOUNTING UNIT – I The Non accounting of human resources and the change occurring therein, of an organization may provide a poor picture of the profits and profitability of the organization. Likert Objectives of the Study: This unit aims to provide a basis for the conceptual framework of Human Resource Accounting. An attempt is made to highlight the following aspects. Development of the Concept of HRA An Historical Score Card Meaning and Definition of HRA Importance Objectives of Human Resource Accounting Limitations of Human Resource Accounting HRA for managers & HR Professionals Investment in Human Resources Quality of Work Force and Organizations‟ Performance Efficient use of Human Resource Enumerating the Assets Calculating the Market Value of Assets Human Capital. INTRODUCTION To ensure growth and development of any orgnisation, the efficiency of people must be augmented in the right perspective. Without human resources, 1 the other resources cannot be operationally effective. The original health of the organization is indicated by the human behaviour variables, like group loyalty, skill, motivation and capacity for effective interaction, communication and decision making. Men, materials, machines, money and methods are the resources required for an organization. These resources are broadly classified into two categories, viz., animate and inanimate (human and physical) resources. Men, otherwise ...
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...Human resource accounting (HRA) as an approach was originally defined as the process of identifying, measuring and communicating information about human resources in order to facilitate effective management within an organisation. It is an extension of the accounting principles of matching costs and revenues and of organising data to communicate relevant information in financial terms. The accounting of human resources can be seen as just as much a question of philosophy as of technique. This is one of the reasons behind the variety of approaches and is further underlined by the broad range of purposes for which accounting human resources can be used, e.g. as an information tool for internal and/or external use (employees, customers, investors, etc.), and as a decision-making tool for human resource management (investments in human resources as well as personnel management in general). Historical cost approach This was the first attempt towards employee valuation made by R. G. Barry Corporation of Columbus, Ohio in the year 1967. This method measures the organization’s investment in employees using the five parameters: recruiting, acquisition; formal training and familiarization; informal training, Informal familiarization; experience; and development. The costs were amortized over the expected working lives of individuals and unamortized costs (for example, when an individual left the firm) were written off. [edit] Limitations * The valuation method is based on...
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...Fundamentals of human resource management African Studies Centre / University of Groningen / Mzumbe University African Public Administration and Management series, vol. 2 Fundamentals of human resource management Emerging experiences from Africa Josephat Stephen Itika Published by: African Studies Centre P.O. Box 9555 2300 RB Leiden asc@ascleiden.nl www.ascleiden.nl Cover design: Heike Slingerland Photos: Evans Mathias Kautipe Printed by Ipskamp Drukkers, Enschede ISSN 2211-8284 ISBN 978-90-5448-108-9 © University of Groningen / Mzumbe University, 2011 To all those who believe that African countries, organisations and people have a contribution to make in the meaningful adaptation and application of Eurocentric concepts, theories, assumptions, principles, techniques and practices and in anticipation that such contributions will liberate African managers from mismanagement and inefficiencies. Preface This book is not just one of the many introductions to Human Resource Management that are published, year after year, for use in HRM classes. Authors of those introductions face many challenges, such as the need to produce something that is both theoretically sound and practically valuable, or to find a way to integrate discussions on a variety of topics into one comprehensible teaching tool. The author of this book took up those challenges by, on the one hand, closely following the conventions that HRM scholars all over the world adhere to with regards to the demarcation...
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...TEGA INDUSTRIES LTD. Human Resource Management Performance Management – Appraisal System Parthapratim Chakraborty 11/1/2011 PART – 1 : Performance Appraisal System Introduction : Performance Appraisal is an objective system to judge the ability of an individual employee to perform his tasks. A good performance appraisal system should focus on the individual and his development, besides helping him to achieve the desired performance. This means that while the results are important the organization should also examine and prepare its human capital to achieve this result. This holds true even for new inductees. There is a strong linkage between induction, training and appraisal. In a large number of firms worldwide, a new recruit is expected to discuss his schedule of work in achieving his induction objective. This schedule of work becomes a part of his job for the next few months. Objectives of Appraisal Almost all organizations practice performance appraisal in one form or another to achieve certain objectives. These objectives may vary from organization to organization or even within the same organization from time to time. It has been found that there are two primary objectives behind the use of this methodology. One is to use it as an evaluation system and second, to use it as a feedback system. The aim of the evaluation system is to identify the performance gap. This means that it helps determine the gap between the actual performance of the employee and that...
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...GSBS6040 Human Resource Management PBL Assessment 2a. Ethical Dilemma: The Padding That Hurt [pic] Sue Davenport, Human Resources Director stared out of her office window and contemplated her future. Her thoughts were on her position in the company and her need to support her family of four children. As a sole parent she feels her options are limited. Her dilemma began just a few weeks ago. She had learned from Robert Drew, the internal auditor, that an employee had reported to him possible expense account abuses by one of the company’s most senior managers. Robert said that this employee had accompanied Dan Murphy, a senior vice-president, on many business trips. The employee said Murphy had some curious habits: When getting out of a taxi, he would ask for extra blank receipts, and in restaurants, he would often do the same. Robert had followed up this tip. He examined Murphy’s travel file and found numerous irregularities: multiple receipts from the same taxi companies for the same days, extremely expensive meals, and duplicate meal receipts for the same days and other suspicious charges for several hundred dollars each billed to an unknown company. Robert has estimated he could safely document a minimum of $30,000 worth of phony charges over the last three years. When Robert told Sue Davenport what he had found, she said: “The guy makes over half a million a year in salary and yet he evidently is hitting us for at least $10,000 a year in completely fake...
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...Analyze the types of health care businesses in your community, including hospitals, nursing homes, physicians, dentists, and home health. Use the internet, phonebook, and/or Chamber of Commerce as data sources. Summarize your findings in one page. Be certain to cite references used. Palmetto Health Richland is located on 5 Medical park Rd, Columbia SC 29203. In 2016 they were recognized by the American Heart Association/ American Stroke Association Get with the Guidelines program for heart failure. This is the only hospital dedicated solely to the prevention, diagnoses and treatment of cardiovascular disease. Forest Pines Retirement Home is located on 1720 Devonshire Drive, Columbia SC 29203. They offer independent care. They have great reviews with plenty of activities. They also have studio apartments one to two bedrooms. The food seems to be good and they do care about the seniors that are living there. Dr. Bernard G. Kirol is an Orthopedic Surgeon in Columbia SC from rate MDS he is number one with great reviews their name is and they are located at Midlands Orthopedics Pa 1910 Blanding St Columbia, SC, United States 29201 No long waits, very polite, and a great overall experience. Heartland of Columbia Rehabilitation & Nursing Center Address: 2601 Forest Dr, Columbia, SC 29204 They offer rehabilitation services and they have a comfortable environment they have short term care and long term residential care. This is a nursing home for people who need...
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...Ensayos: LA DIRECCIÓN ESTRATÉGICA EN LA GESTIÓN DE RECURSOS HUMANOS CAPITAL HUMANO Y ESTRATEGIA DEL NEGOCIO DESARROLLO HUMANO: ORIGEN, EVOLUCIÓN E IMPACTO EL CUADRO DE MANDO INTEGRAL Y LA ESTRATEGIA DE CAPITAL HUMANO METODOLOGÍA INTEGRADA PARA LA PLANIFICACIÓN ESTRATÉGICA LA DIRECCIÓN ESTRATÉGICA EN LA GESTIÓN DE RECURSOS HUMANOS Evolución histórica de la Dirección de Recursos Humanos (DRH): El factor humano siempre ha estado presente en los estudios llevados a cabo dentro de las distintas escuelas dentro de la teoría de la administración, si bien su tratamiento dentro de la empresa ha sufrido una fuerte evolución, al igual que ha sucedido con el proceso de administración de la empresa que ha evolucionado hasta la dirección estratégica, la dirección de recursos humanos ha pasado por una serie de etapas hasta culminar en su actual concepción. 1. Dirección de personal clásica: El factor humano es un factor productivo mas. 2. Moderna dirección de personal: El factor humano se torna mas activo y se le toma importancia. Remuneración, formación y promoción. 2. Dirección de recursos humanos: Factor humano formulando e implementando estrategias. El Capital Humano como herramienta estratégica de la empresa Puesto que la principal fuente de producción de la economía ha pasado del capital físico al capital intelectual, los directivos del capital humano se ven obligados ha demostrar cómo crean valor para sus organizaciones.Es por ello que los directivos...
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...Shadi Abdul-Ghani Life Style Inventory Survey (LSI) . SEP/13/2010 GM591 Professor Judy Moonan . in 1996 I graduated with a bachelor degree from Jordan, and at that time my dad was the only one who is working and supporting the family, 2 brothers 4 sisters, mom and I , three of them were in college, and I had to find a job as soon as possible to help my dad, I joined the market field, at that time it was big challenge for any new graduate, to find a job, and it was even harder to keep the job if you get one, the unemployment was high, and the competition was even higher. When I was in school, I used to get everything I needed from my dad, never felt responsible, and at one time, it was my turn to help, first job I had was in the marketing field, marketing means challenging, competition, and target to achieve, all of these things makes me work under pressure, joining the marketing field after I was completely depending on someone else in my life has a big impact on my life, I have to achieve my target or I will lose my job, I have to work hard to support my family, I admit that I had flunks in that job, but some of those flunks were results of exterior causers. I ask myself many times why did I stumble? Was it because of the pressure factor or because of the life style I had or may be because I have no experience in marketing? According to the LSI survey, my primary style is an Aggressive/Defensive Style that reflects self-promoting thinking...
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...Student name Course name Course code Instructor Date of submission Defines business entity refer to enterprises that are formed by an individual or group of individuals, who engage in business activities with an aim of making profits (Emerson, 2013). There different types of business entities which includes but not limited to the following; sole proprietorship, partnership, and corporations. When starting an enterprise, it’s always significance to decide the form of business entity to develop. This is because an entrepreneur will be able to ascertain the legal requirements, liabilities, revenue tax returns forms to file among other crucial information with regard to the chosen form of business (Cheeseman, 2012). This essay paper examine business scenarios and discuss the business entities which represents the best choice for businesses in the two scenarios as well as considering issues such as control, taxations and liabilities associated with the forms of business. First Scenario Extermination business: Frank is a wealthy investor who plans to open a chain of exterminating businesses across the United States. In the above scenario plan is to come up with a corporation that deals with selling chain franchises. The franchisor allows the franchisee to fabricate and sell its products or services. Business Control Issues Among control issues for the franchisor is the requirement to maintain the image of the trade name, trademarks as well as service marks. Interchange for any...
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...of employees work, this sector is considered the main driver of Malaysia’s economy. The Trade Union Movement The relationship between employers and employees in Malaysia is regulated by a number of laws which were introduced prior to independence (1957) and in the first decade immediately thereafter. The colonial economy prior to World War II (1939-45) was based on tin mining and rubber plantations. The need for labour in these two industries changed the human landscape of Malaysia (Malaya as it then was) for ever. The colonial government either allowed or actively encouraged the importation of labour from China and India, thus creating the multi-racial society which is Malaysia today. The wages of this growing group of employees were low and working conditions were mostly abysmal. Jomo and Todd explained the lack of governmental interference to improve the lot of workers by saying, ‘As a major employer 1 Maimunah Aminuddin (m_aminuddin@hotmail.com) taught industrial relations, employment law and human resource management for 34 years in Universiti Teknologi MARA, Shah Alam, Selangor, Malaysia. Employment Relations 305 itself, the government had a vested interest in keeping labour costs low.’2 In...
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