... Human Resource Strategy in Organizations Human resource is an important department in any organization. This department if effectively run can enable an organization to implement organizational strategies successfully by managing the organization’s most vital resource- its employees. With the realization of this fact, there has been a slight shift in the operation of Human Resources in the corporate world whereby HR acts as strategic partner of the organization (Mejia 5). This essay will attempt to explain the importance of having HR as strategic partner in the organization, how HR strategies relate to the overall business strategy in an organization and the career path of a senior HR executive. In the past a line was drawn between business strategy and human resource strategy. The traditional belief was that the sole role of human resource was personnel administration and this had nothing to do with the overall business strategy. This belief has changed considerably over the past couple of years with human resource departments playing strategic roles within organizations (Holbeche 34). Business executives have come to realize that human resource strategies go hand in hand with the company’s business strategy. Success in a business can be easily achieved if management realizes the connection between human resource strategy and business strategy. Human resource departments develop human capital which in turn enables companies...
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...management of entertainers. Companies engaging in a talent management strategy shift the responsibility of employees from the human resources department to all managers throughout the organization [1]. The process of attracting and retaining profitable employees, as it is increasingly more competitive between firms and of strategic importance, has come to be known as "the war for talent." Talent management is also known as HCM (Human Capital Management). The term "talent management" means different things to different organizations. To some it is about the management of high-worth individuals or "the talented" whilst to others it is about how talent is managed generally - i.e. on the assumption that all people have talent which should be identified and liberated.[citation needed] Contents [hide] * 1 History * 2 Human Capital Management * 2.1 Evaluations * 2.2 Competencies and Talent Management * 2.3 Talent marketplace * 3 Current Application of Talent Management * 3.1 Talent Review * 4 References | [edit] History Talent management is a term that emerged in the 1990s to incorporate developments in Human Resources Management which placed more of an emphasis on the management of human resources or talent. The term was coined by David Watkins of Softscape[2] published in an article in 1998 [3]; however the connection between human...
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...which you would like to work. My ideal job would be to work as a Human Resource Director at the Social Security Administration, making a salary of $270,000.00 per year. As my job duties I would be responsible for all of the Human Resource functions within the company and report directly to the commissioner. The department areas that I will cover and be responsible for all function are as follows. This would consist of recruitment; the Human Resource Director would have to make sure that the recruitment team is able to find the right talent. Ensure the individual is right for the job. This is important that the recruitment team has a strong filter process, or able to red flag particular candidates. Recruiters should also be knowledgeable of the company, confident and loyal. The duties would also involve traveling as well. Payroll and Time management, this is a very important sector of the Human Resource department. This area would be responsible for hourly employee’s time, vacation, sick time, FMLA, and bonus. They will make sure they all the taxes are accounted for and verification of the employees direct deposit and tax exemptions. If the employees have questions about their pay checks they will need to contact this area of human resource business. The Human Resource Director should ensure that a knowledgeable Human Resource Generalist is in place to handle all terminations and on boarding. This is a vital part of the Human Resource function because everything should...
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...barriers into and out of countries which have permitted globalization. Due to globalization human resource management has been forced to take a more international approach, and has demonstrated that a more effective management of human resources internationally is imperative for the success of companies in international business (Shen). Therefore international organizations need to understand the roll that plays the international human resource management (IHRM) department, and the importance of adopting an effective recruiting, selecting, and training strategies that will enable the company to select the right talent for the right places. IHRM plays a very important and challenging roll in the international setting of organizations because “they must develop practices which will maintain congruence with the overall strategic plan of their respective multinational corporations, while balancing the economic, social, political, and legal constraints of the host countries” (Caligiuri). Companies understand that the only way to develop strong and successful global leaders, which are keys to competitive advantage, is through an IHRM department that has a well develop competitive strategy in place. Multinational Corporations (MNCs) like Unilever and Huawei Technologies Co., a Chinese networking and telecommunications supplier, have understood the importance of a well develop IHRM department and have implemented strategies that are aligned with a global approach that support the business...
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...quickly to their situation as there might be a chance that they might not be able to secure the job they want. As the members of this group consists of those studying Psychology and Mass Communication, the area of expertise or the first career choices of each member include to become a counselor, therapist, educational psychologist, clinical psychologist, forensic psychologist and journalist. This assignment will talk about the prospective career choices that can be made with either a Degree in Psychology or Mass Communication should the members of this group are unable to secure the jobs listed above. Three alternative job options will be highlighted, which includes jobs in the field of Advertising, Public Relations and Human Resource. Advertising For a job as an Advertising Sales Executive, the academic requirement is to have a Diploma/ Higher Diploma/ Degree in Marketing/ Business/ Advertising/ Media & Mass Communication or equivalent. The job also requires a minimum of two years working experience in the field. After graduation, the skills a graduate will have acquired will include the ability to come up with creative designs with Photoshop and Illustrator, have an understanding of media use and ethics as well...
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...Strategic HR Management Laura Wilson HSA 530 Health Services Human Resource Management Dr. Queensberry June 14, 2013 1. Abstract In this paper I will describe the unique challenges of managing the human resources function for my specific organization, also I will analysis the competencies required for my specific position, and determine in which areas I need to develop and I will provide specific examples to support my rationale, next determine the role I think the company could play in developing me for the opportunity, what would I need the company to do? How would it benefit the company? And last develop a strategic view of human resources that supports my institutional organizational strategy. 2. Describe the unique challenges of managing the human resources function for your specific organization. Recruitment and retention of the correct number of qualified staff is very high on the list. Everyone knows there is a big nursing shortfall, but there is a need for highly qualified individuals all around. Due to the rapid growth of the healthcare sector and its sheer size, it is a challenge to fill jobs. And despite this need, there are obvious pressures for cost containment with people accounting for the lion’s share of an organization’s costs. Because of that, there is a pressure to make the HR organization world class, or at least strive to be better. As a result, it has become an imperative to employ better processes and technologies to overcome the challenges...
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...The human services field is confronted by challenges from various aspects which include sufficient fundraising, retention of competent staff and implementation of training course for personnel. Moreover, human service professionals are facing difficulties in reaching out to clients in the rural areas. In order to meet the demands of their profession, human service professionals utilize technology which includes software applications, computing devices, mobile devices and assets from other organizations. With the help of technology, it provides human service professionals with a tool to take on the issues with a straight on approach. Issues There are three main challenges that the human services field is facing which are receiving sufficient fundraising, searching for competent staff and providing services for individuals located in the rural locations. Fundraising event is very important for human service organizations since they heavily rely on donations to operate their facilities. However, most organizations do not know how to manage fundraising events, how to maintain their current benefactors or how to acquire new benefactors. Keeping track of donor information for before and future events is fundraiser issue by some organizations. They are experiencing difficulties in putting the information regarding donations into the reports that would be presented to stakeholders or members of the board. An additional challenge is faced by human resource departments on searching...
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...MGT 4800 Case Study Southwest Airlines 1. Resources a. Tangible Resources: Tangible resources are the physical and financial assets that an organization must need to create value for its customers (Dess, Lumpkin, & McNamara , 2014). Examples are as follows: i. The size of Southwest’s fleet was 694 Boeing 737 by the end of 2012. ii. Southwest Airlines has 35,000 employees. (Attendants, Pilots, ground crew, etc.) iii. Contracted hubs that Southwest Airlines fly in and out of. iv. Southwest is adequately and effectively utilizing it’s resources to continue its growth. They are also using these resources, modifying them slightly (more seats per flight), advantageously to recover some of the lost growth opportunity when AirTran was acquired. b. Intangible Resources: Intangible resources are assets that gain value from intellectual or legal rights; they are difficult to identify and account for (Dess, Lumpkin, & McNamara , 2014). v. Southwest’s “people department” (in use of human resources department). vi. Brand resources, such as brand value and reputation as a fun and low-cost airline. vii. Southwest’s has very strict ideals that they utilize to hire their employee’s. They believe that anyone who is homerless, self-centered or complacent will eventually bring down the other workers and “poisoning everyone else”. This ideal is preached all the way from the CEO, he believes the...
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...Human Resource Management Department Brochure HRM 300 Date: Human Resource Management Department Brochure Technology Technology is the cornerstone of any organization by Hancock manufactory investing in new technologies; it allowed the organization to be more proficient and profitable. While updating operator procedures the tools used, and equipment that is designed to make work more efficient and to organize the company. Technology has had many changes over the past 15 years in human resources department that has benefited the obligations at Hancock manufactory. The new technology will make this department more of a communication center and just dealing with personnel. It will provide updated information for employees; will also help Hancock develop ways of staying in touch with clients worldwide. Networking systems are extremely beneficial to Hancock HRM department because the vast number of employees and supplies that go through the doors every day. When technology is used properly Hancock manufacturing can link multiple computers, share information to other departments to ensure that the departments are ran properly. New computer systems integrated with software, applications,intranet, and Internets, making inputting data more organized and productive keeping Hancock at the top of the competition. Technology also makes recruiting new employees much easier for the company thinks of the use of the Internet Hancock manufacturing's able to post job openings on the company...
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...------------------------------------------------- Human Resourses Mgmt COURSEWORK PROJECT SHEORNAY THOMAS 412000290 NICOLE KNIGHT SHEORNAY THOMAS 412000290 NICOLE KNIGHT Ulrich (1998) remarks that the human resource management function in organizations is often ineffective, incompetent, costly and value-sapping. Explain how Ulrich's 1998 model of the HR function can be used to create a value adding reputation in global businesses and evaluate whether these new emerging roles exist within Caribbean organizations. Table of Contents Executive Summary 3 What is Human Resource Management? 4 The Traditional HRM Model as Value Sapping 6 A New Mandate for HRM 7 The New Model 7 The New Model in Global Organizations 11 HRM in the Caribbean 13 References 17 Executive Summary Human Resource Management during recent years has been facing a number of challenges that has led to it being labelled as ineffective, incompetent and value sapping. The traditional model of Human resources had been ineffective and failed to add value to organisations through its practices. This model which simply focuses on the acquiring, rewarding, developing and protecting employees has led to the problem of Human resources management being an operation that is completely detached from the valued operations and strategies of the organisation and as such adds no real value. This has led to many organisations considering outsourcing the Human Resource department; a move that can cost them...
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...Human Resource Role The importance of a Human Resource department to some is not so important to others. An organization finding itself in a position of continued scrutiny around employee rights and benefits may seek out the assistance of a human resource (HR) professional. On the other hand, an organization employing only a small number of employees may find the use of an HR professional insignificant. The benefit of an HR professional within an organization outweighs the costs. Specifically the HR role is used for the maintenance and organization of processes, procedures, and protection of either or both the employee and the organization. Health care organizations use HR professionals in many of the same ways non health care organizations do, however, there are notable differences. Standard HR activities along with an expanded understanding of the environmental and other organizational factors can assist a health care organization move beyond the levels of growth and into quality standard practices. An organization that can master the balance of HR developed processes and profitability, is an organization that will continually attract highly sought after professionals to join the team. Human resource professionals have bridged the gap between health care and business by integrating techniques such as; including employees in the decision-making process of new processes or procedures needed. An example might relate to the process of admitting patients...
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...benefits are through effective trainings, webinars, email, and policy implementation. The first step in ensuring communication gets through to employees is to implement a consistent training program. A consistent training program can include the human resource manager to make sure that trainings are given at least once a year if not more. These training meetings should include the types of benefits that are offered through the company, why these benefits are important, and how to effectively use them. When explaining how to use those benefits it may consist of bringing in an additional professional such as a financial planner for 401k’s and retirement benefits or an additional human resources representative. Whatever is necessary in order to carryout communication and to perform the tasks should be done within reason. The next form of communication that should be attempted would be email. For most workers who are employed by a large company, company email accounts are issued to each employee. If this is not the case then the information should be sent through the employee’s personal email. Email is an important tool as we enter into the digital age and for the employees who want their information quicker. In my organization human resource sends out email notifications when benefits change,...
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...Task 1 1.1 prepare documentation to select and recruit a new member of staff I’m working with Golden Triangle Ltd as a Human Resources Manager. Golden Triangle Ltd is a company-providing restaurant. It is located in Hlaing Township. The company has successful and new Approval of recruitment The recruitment process is started with the approval of recruitment from the authority of the organization. The concern departments of the organization who need new employees send a draft with position description and a document that describe the required skill and education for the post. After approving the draft the authority of city link send it to human resource department of GT group. The recruitment and selection process of city link will not be started until the authority of GT group give the approval of recruitment request of concern department to human resource department. The approval must include the electronic copy of the draft description and advertisement. Recruitment Procedure Analyze the job Job analysis If an employee leaves the College, it is likely that you will want to replace them. However, before getting approval to appoint and advertising the same post, you should take time to consider the role and decide if there are any changes required. Job analysis is the term given to this assessment of a role. Job analysis is a systematic procedure for obtaining detailed and objective information about the post, before it is advertised and filled, giving the opportunity...
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...Louise Kaktins 1631 words Louise Kaktins 1631 words Academic Communication for Scientists SARID1402 Group 3.1 13th of August 13, 2014 Academic Communication for Scientists SARID1402 Group 3.1 13th of August 13, 2014 The issues of using renewable resources By Ridhwan Sabur The issues of using renewable resources By Ridhwan Sabur The following report discusses the issues that could occur through the use of renewable energy sources. The impact of energy sources on global warming and climate change is escalating, this creates the debate whether to use renewable energy or not. However, these alternatives come at a cost. In a world that is rapidly industrialising and technologically developing, energy resources will only be more in demand. By the year 2010, 93% of global energy was generated through non-renewable energy sources such as, oil, gas, coal and nuclear power (Bose, 2010). The world’s population uses up an extensive amount of energy each year, causing several environmental, social and economic complications to the world. These sources seem favourable, they still involve several challenges. Renewable resources can change the economy of a country and it does change the pollution around the world. This reports observes the causes of the need of renewable energy, the effects that they have and the recommendations to overcome these issues, Fossil fuels are commonly known to produce gases that cause air pollution and accelerate the global warming effect...
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...Southwood Schools: A Case Study in Recruitment and Selection 16 February 2016 University of Maryland University College Abstract The selection and hiring of a new employee can be a daunting task for any organization. Every company wants the best of the best; new candidates that strive to perform their job with passion, while bringing value to the company, the team, and themselves. With effective recruitment efforts, many hopeful candidates are now at your reach. But how do you choose the right person for the job? Choosing the most effective selection method (or combination of methods) can help an organization differentiate between the good candidates from the great candidates. This paper provides a comprehensive list of different selection methods, their definitions, and their advantages and disadvantages. Understanding the different options and comparing them can help an organization specify the selection methods best suited for them. Different Selection Methods Selection Method | Definition | Advantages | Disadvantages | Application Form | An application form is a form or series of forms filled out by an applicant as a process of informing a company they are interested in a position that is being announced. | * Traditional way that applicants express interest in a position that most candidates are familiar with. * Can be used to provide skills, abilities, knowledge, and experience for that particular position, instead of their entire history (like...
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