...Reference: How efficient management of human, physical and technological resources can improve the performance of the organisation. Introduction This report is going to explain how efficient management of human, physical and technological resources can improve the performance of the organisation. It will also include examples. Human resources Management of human resource is very important for an organisation, the management should therefore find the right approach to their employees to be able to plan and manage them in a professional manner. Human resource management is important for an organisation because if employees perform efficiently it increase the production and customer service in an organisation. A business can manage its human resources through methods such as: motivation, training and personal development planning. A very important aspect in HR management is employing staff with the right skills and qualifications required for a particular job role and training those staff that doesn’t have the required skill to carry out a particular task. Management of human resources is essential as it commits employees into achieving organisational goals and objectives. HRM functions as the link between the organisation and the employees. Management oh human resource plays a significant role I clarifying the organisation’s problems and providing solutions while making employees work more efficiently. Relating to Tesco, the organisation could manage its employees into providing a...
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...Explain how the management of human, physical and technological resources can improve the performance of a selected organisation: M1 Human resources Like every successful business, it is important that the management can control and manage the employees in a respectable way. Human resources is very important for a business like KFC because this helps to increase the productivity so there food being made and customer service. These two are crucial in a well-known food place. The ways in which KFC can manage human resources would be through either assessments, training or development planning. KFC need to ensure they employ people with the right qualifications and skills that fit into their criteria helping to achieve the goals within the business. Human resources needs to be managed as it motivates employees to achieve the goals for KFC, as human resources links the organisation and the employees. Management of human resources takes a big part of noting the businesses problems, seeing what they can do to improve it and ensuring employees are work to their best for efficiency. KFC can try to provide an efficient customer service by managing the employees. Physical Resources Physical resources are crucial for the business as it helps to run the organisation, do daily activities meaning without any management of physical resources, KFC would struggle to do day to day activities. What physical resources include: * Buildings and premises * Equipment * Facilities ...
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...INSPIRE YOUR PEOPLE A company‟s effectiveness depends on its employees‟ good work. OpenERP‟s Human Resources modules enable you to manage important aspects of staff work efficiently, such as their skills, contracts, and working time. 17.1 Managing Human Resources To establish a system that is integrated into the company‟s management you need to start with a current list of collaborators. Note: Do not confuse employees and users For OpenERP, “employee” represents all of the physical people who have a work contract with the company. This includes all types of contracts: contracts with both fixed and indeterminate time periods, and also independent and freelance service contracts. A “user” is a physical person who is given access to the company‟s systems. Most employees are users but some users are not employees: external partners can have access to parts of the system. Here are some examples of functions which depend on the accuracy of the employee list: • the cost of a service, which depends on the employee‟s working contract, • project planning, which depends on the work pattern of the project contributors, • the client billing rate, which probably depends on the employee‟s job function, • the chain of command, or responsibilities, which is related to the hierarchical structure of the company. 17.1.1 Management of staff To define a new employee in Open ERP, use the menu Human Resources!Employees. DK/CBS Page 1 Start by entering the employee‟s name in Employee and...
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...Assessment 1 Task BSBHRMSO1A Manage human resources services Procedure Review casestudybelow JKLIndustries, the for and: t. ' "' ;, ,, Determine humanresources requirements. ,.,, plansto determine Analyse strategic operational humanresources the and for of services. requirements develop and options the delivery humanresources mechanisms. a. Determine appropriate consultation b. Howwouldyouengage stakeholders? key including requirements for: c. Develop HRstrategy a approach i. recruitment ii. performancemanagement iii. remuneration benefits and iv. education training. and Document a writtenreport. in two for of and 2. Develop leasttwo options the delivery HRservices select at of alternative models the delivery HRservices. for Foreachoptiondocument: a. whatthe advantages the modelare of are b. whatthe risksto the organisation are c. whatthe coststo the organisation goals the d. howthe models support organisational with: e. howyouwouldensure options the comply i. awardand enterprise agreements instruments ii. relevant industrial relations industry codesof practice iii. relevant relations anti and EEO, industrial iv. legislation suchas OHS, discrimination. usingeithera writtenreport, to Document a presentation management as presentation a combination methods. of or PowerPoint above. for for of strategies the delivery HRservices one of the options 3. Develop a. Document...
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...Human Resources Departments are very rarely thought of as a strategic partner for organizations or one that can add value by management teams. In the fast paced workplace HR professionals are expected to “provided expanded services of higher quality, [which are] faster and seamlessly linked with other corporate functions” while maintaining the personal, face-to-face relationship with the organizations employees (Hendrickson, 2003, p.1) This can become a challenge because of the added responsibilities and required turnaround time, but human resources professionals do have the potential to provide top notch work with the assistance of a human resources information system. HRIS/HRMS Overview Human Resources Information Systems (HRIS) are a key piece of every human resources department in today’s workplace and about 90 percent of all HR departments currently operate with some form of computerized” system (Mishra and Akman, 2010). An HRIS “is a system used to gather, store and analyze information regarding an organization’s human resources [function] comprising of databases, computer applications and hardware and software necessary to collect/record, store, manage, deliver, present, and manipulate data” to keep companies running smoothly from an employment perspective (Shibly, 2011, p.157). A well thought out and implemented HRIS is a strategic partner for human resources professionals, managers and employees within an organization. They “emphasize doing administrative tasks...
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...Title | Diploma of Human Resources Management | Unit Code | BSBHRM501 | Unit Title | Manage Human Resources Services | 2. GROUP DETAILS | Group Name | | Group Title | | Day | Wednesday | Room | TD122 | Unit Start Date | 2/3/16 | Start Time | 11.30am | Unit End Date | 24/6/16 | Finish Time | 1.30pm | 3. CONTACT DETAILS | | Name | Room | Phone | Email | Teacher | Mike Hannaford | TD232 | 0430551171 | mhannaford@swin.edu.au | Course Leader | Mike Hannaford | TD232 | 0430551171 | mhannaford@swin.edu.au | Administration | Student HQ | SPW | 1300368777 | www.swinburne.edu.au/askgeorge | 4. DELIVERY OVERVIEW | Class Time | External Activities | Student Project | | | Nominal Hours | 51 | | 9 | | | 60 | 5. UNIT DETAILS | Unit Type | Core | | Elective | | Result | Graded | | Ungraded | | Pre/Co Requisites | N/A | Description | This unit describes the skills and knowledge required to plan, manage and evaluate delivery of human resource services, integrating business ethics.It applies to individuals with responsibility for coordinating a range of human resource services across an organisation. They may have staff reporting to them.No licensing, legislative or certification requirements apply to this unit at the time of publication. | Elements | 1 | Determine strategies for delivery of human resource services | | 2 | Manage the delivery of human resource services | | 3 | Evaluate human resource service delivery | |...
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...Kudler Fine Foods HRIS Jose Linares BSA/502 - Business Systems II September 24, 2012 Saleena Frazier Kudler Fine Foods HRIS Kudler Fine Foods is an upscale specialty food store in the San Diego metropolitan area with three locations. Expansion and future growth has prompted an evaluation of current human resources information systems in use. This evaluation should result in recommendations for a new HRIS and supporting solutions such as central employee records, time tracking/timesheet management, and new candidate management. In addition the new HRIS solution should incorporate an employee self-service feature must be web-based and offer an eLearning feature. Current HRIS in Use Kudler is currently using Quick Books and outsourced a payroll processing to Intuit (Kudler Fine Foods, 2011). Quick Books can manage employee personal information, pay rate, tax exemptions, hire date, seniority date, and organizational information. Any modification made to information in Quick Books is first submitted in writing by the employee’s manager and is sent by mail to the corporate office. Time keeping, tracking of employee time off requests, vacation, and personal time are managed at the store level by the store manager. Employee files such as job applications, resumes, I-9 forms, and disciplinary memos are kept at the store level as Kudler currently does not have a central document storage facility. Store managers are in charge of managing payroll information through an...
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...Software Applications and Information Systems Nicole Ottiano BIS/219 May 31, 2011 Brian K. Davis Software Applications and Information Systems Information Systems and Software applications can be used in every organizational department within a business. Enterprise Resource Planning software, also known as ERP’s are used within companies to manage everyday business processes and operations, and can be used across every organizational department, such as, marketing, accounting, and human resources. These information systems and software applications are designed especially to help each organizational department, and its personnel to do their job effectively, and in a timely manner. Applications and Systems help manage the company’s everyday operations, as well as make it so much easier for employees, and management to keep track of the employee’s accomplishments. Additionally, in spite of the organizational department that an employee works in, whether it is marketing, accounting, or human resources, comprehending and utilizing information systems appropriately is essential to an employee’s individual achievements and to the business. Enterprise Resource Planning systems enable a company to manage all aspects of a company in any organizational department. Software Applications and information Systems in Marketing There are several types of Software Applications and Information Systems that are used in the marketing department. These certain types of Software Applications...
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...country. Specialized MBA Programs General MBA Programs Accounting Programs Finance Programs Health Care Management Programs Human Resource Programs Marketing Programs Project Management Programs Public Administration Programs Operations Management Programs Technology Management Programs Operations MBA Programs Le arn wha t typica l sala rie s a re for O pe ra tions Ma na gem e nt ca re ers a cross the state s. Typical Career Salaries for MBA graduates With a Global marketplace increasing levels of competition, organizations need to be fiercely efficient and effective in their efforts to gain their share of profits. Operations Manager career prospects appear relatively bright. How ever, growth for this occupation should only mimic growth in the careers the Operations Managers oversee. Operations Manager salaries are going to be seeing the greatest rise. Along with competition in other industries comes a need for the most competent and highly trained. A valuable Operations Manager is current with technological advancement as well as skilled in the area of creating successful business strategies w hen it comes to quality management and continuous improvement of operations. Based on other industrys' benchmark strategies and sound business theory, the Operations Manager is expected to be able to cometently design a company's production and service operations. Companies that employ the most motivated and knowledgable individuals to run their operations w ill experience the...
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...internet. Human Resources function: At chippy's chips, human Resources is about the teachers’ pension, cover teachers, workers pay and compensation or doctors. Administration function: At chippy's chips, Administration is to organize files open emails, send emails and write letters. Finance function At chippy's chips, finance does things such as manage money in the business, gives advice to the manager of the department to budget money. Customer service function At chippy's chips, Customer service is a series of activities design to enhance the level of customer satisfaction. chippy's chips Functional areas Human Resources function: At chase high, human Resources are about the workers’ pension, cover teachers, workers pay and compensation or doctors. IT function At Tesco’s, IT does things such as reset passwords, look up IT problems and internet. Sales function At Tesco’s, the sale department organises sales promotions and they sell products over the phone or the internet. Administration function: At Tesco’s, Administration it to organize files open emails, send emails and write letters. Finance function At Tesco’s, finance does things such as manage money in the business, gives advice to the manager of the department to budget money. Distribution centre function At Tesco’s, Distribution centre is the warehouse of the business. It is the resources and products in the...
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...Outsourcing We all are aware with the truth that Human resources are the most crucial assets of every organization as the success of organization depends upon the management of its human resources. Ensuring the satisfaction of employees requires expert human resources department that is in reality a costly affaire for most of the organizations and due to this in present most companies are making decision regarding outsourcing their human resources management functions from offshore destinations (HR Outsourcing, 2008). Basically in this process of HR outsourcing an organization generally make use of the services of a third party for taking care of its HR functions. An organization may outsource a little or all of its HR related activities from a particular or grouping of service provides situated in offshore destinations. Role of HR Outsourcing at PepsiCo In this stream of HR outsourcing, PepsiCo is also not left behind from it as HR outsourcing plays a prominent role in its business operations. For getting various advantages of HR Outsourcing PepsiCo had selected Hewitt Associates for a 10-year deal that concentrates on HR business process outsourcing services like workforce and benefits administration, payroll and contact centre support (Bednarz, 2005). This HR outsourcing deal of PepsiCo with Hewitt Associates also concentrates on the development of companies HR applications and hosting services for 64,000 of the food and beverage giant's U.S. employees...
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...An organization is built with a good team of working professional with the support of Human Resource Management which performs key function such as recruiting the right people and remunerate their salaries accordingly. Human resource management plays an important support activity of an organization’s value chain in order to sustain in a competitive environment. The term value chain has been incorporated by Michael Porter (1985) in his book “Competitive Advantage: Creating and Sustaining Superior Performance”, in which he described value chain as a series of activities that the organization to adapt sustainable growth in a competitive business environment. In this analytical paper, the author will analyse his current employer’s human resource strategies and practices. OES Oilfield Services is a medium enterprise with less than 500 employees around the world. This company has a head quarter in Dubai, United Arab Emirates and satellite offices around the world serving each continent respectively. The author is based in OES Oilfield Services Singapore Pte Ltd with 15 office staff and 60 field technical inspectors. This company specialised in non-destructive testing of lifting equipment on-board a client’s oil rig by providing technical competent inspectors. Such test is to check the integrity of lifting equipment to ensure zero downtime for the oil rig operation, which in some cases when the oil rig drilling operation is hindered, the oil rig owner will be fine over hundreds...
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...existing and potential services that the Lakeview Medical Center might offer. In order to determine which existing and potential services that Lakeview Medical Center (LMC) should offer, strategists must assess several key components of each service line to test its validity. LMC will conduct a “brainstorming” session outside of the work environment to encourage strategic thinking amongst the administrators. To begin with, these administrators need to decide whether or not each service at-hand aligns with the medical center’s mission. If the service does not further the organizational mission or purpose, then it should be considered for discontinuation. If the service does indeed align with LMC’s mission, it will be flagged as-so and be prompted for further investigation. After each service has been tested for mission alignment, the potential opportunity for market growth should be assessed. Is it possible that a particular service can expand our current market to make LMC more profitable? Not only expand the service area and market, but is it possible that certain services will be able to feed into other profitable areas within the network to make our patient’s experience more streamlined? An external analysis of the healthcare environment, key demographics of current and potential markets, and competitor analyses will be of great use at this stage. Our research could reveal opportunities for partnerships with organizations that may specialize in services that LMC is interested...
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...Module 1 – CASE HUMAN RESOURCE MANAGEMENT; CHALLENGES AND CHANGES Case Assignment In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization. In healthcare we see even more challenges; making sure there is enough staff members to care for the patient load, keeping morale high, keeping the budget down, making sure the employee is properly trained and oriented, to name just a few. First, explain the significance of human resource management and then identify and discuss the following: 1. How organizational restructuring has impacted staffing in healthcare organizations. 2. Does decreasing the number of employees always save an organization/company money? Why or why not? 3. How would you select a “qualified person” for a position? What about a successful leader in healthcare? 4. Discuss other specific human resource issues that are relevant in the healthcare setting. Note: In preparing your response you should not only draw from the assigned readings but should also incorporate additional research you conduct on the subject. Be sure to properly cite all references used in preparing your paper. Assignment Expectations Number of Pages: 2–3 Scholarly Content Your CASE/SLP and your case assignments are...
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...UNDERGRADUATE PORGRAM IN MANAGEMENT INTERNSHIP FINAL REPORT – PRJ100 Trust consulting BY Belhassen Neili Academic year 2014-2015 1 Declaration I certify that I am the author of this project and that any assistance I received in its preparation is fully acknowledged and disclosed in this project. I have also cited any source from which I used data, ideas, or words, either quoted or paraphrased. Further, this report meets all of the rules of quotation and referencing in use at MSB, as well as adheres to the fraud policies listed in the MSB honor code. No portion of the work referred to in this study has been submitted in support of an application for another degree or qualification to this or any other university or institution of learning. Belhassen Neili Student Name Belhassen Neili Signature 10/09/2015 Date 2 Abstract During the professional internship, I discovered a new business filed that I was not interested about at the beginning, yet, after the first week, I had the passion which drives me to execute different task and learning much more about this particular filed of business. Trust consulting was the host company, situated in Nabeul, Tunisia. Though this final report, I will try to match the different activities of the enterprise and describe the way it works stating from global filed until the specific tasks of the company. Keywords: ENS, Trust consulting, technology, Business, work process 3 Table of Contents ...
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