...and efficiently. Some functional areas of business include human resource management, strategic planning, and leadership that are an essential part of a business and managers must use to meet an organization's goals and mission. Human Resource Management Human resource management (HRM) manages the company's employees and handles personnel hiring, firing, benefits, wages, pensions, training, as well as the host of other tasks such as employee relations. The main responsibility of HRM is to process all of the applications who apply for the position and to make sure that the selection and hiring of the employees will best fit the company's requirement. "Human resources management in any organization has a great importance because it manages the most important and most expensive assets of the organization. The human resource management is linked with all the managerial functions involved in planning for recruiting, selecting, developing, utilizing, rewarding, and maximizing the Potential of the human resources in an organization" (Rawash & Saydam, 2012). Whether an organization has been in business for years or is just starting, getting and keeping talented employees is important to the success of every company. Finally, all managers engage in some HRM activities such as evaluating their workers' performance and interviewing job candidates even if there is a separate HRM department. Strategic Planning Strategic planning provides principals for...
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...infrastructure, technology etc. but if we compare human resources of two organizations then its different. Most of organizations have it own Corporate Strategy, culture and core value, human resources, the main role of Human Resources Department is to manage human resource of their organization and also being part of the management team and contribute to the achievement of the organization’s objectives, which is critical part of Organization Structure. Usually an HR is medium between management and employees. HR role is not only associated to payroll, recruitment and administrative activities, however it also comprises of to understand the business requirement and to implement strategies for success and growth of organization. HR requires participating in various management decisions. The overall purpose of strategic HR planning is to: • Ensure adequate human resources to meet the strategic goals and operational plans of your organization - the right people with the right skills at the right time • Keep up with social, economic, legislative and technological trends that impact on human resources in your area and in the sector • Remain flexible so that your organization can manage change if the future is different than anticipated Strategic HR planning is an important component of strategic HR management. It links HR management directly to the strategic plan of your organization. Most mid- to large sized organizations have a strategic plan that guides them in successfully meeting...
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...Question Research a Human Resource Information System (HRIS) software program, such as People Soft. (However, there are several other excellent programs that you can research that address a broad range of HR issues from recruiting to payroll.) Discuss the program's main attributes and how it interfaces with human resource information systems and strategic human resources planning Answer Human Resource Information System (HRIS) is the software and also the online solution for the purpose of data entry, data tracking, and also the data information needs of Human Resources, the payroll, the management, and also the accounting functions foe the business. It is generally packaged as the data base. There are various companies which sell the Human Resource Information System (HRIS) and every Human Resource Information System (HRIS) possess different capabilities. For choosing Human Resource Information System (HRIS) one should be careful based on capabilities as required by your company. Attributes of HarrisData Human Resource Information Systems (HRIS) are: * It manages the information of the entire employee. * It is reporting and analysis of the employee information. * It maintains company related documents like employee handbook, the emergency evacuation procedures, and also the safety guidelines. * It provides the Benefits of administration which includes the enrollment, status changes, and the personal information updating. * It gives the complete integration...
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...Components of MIS | 5 | Structure Based on Management Activity | 6 | Structure Based on Organizational Functions | 12 | Applications Based on MIS | 18 | References | 20 | Introduction Management information system broadly refers to a computer-based system that provides managers with the tools to organize, evaluate and efficiently manage departments within an organization. MIS, or Management Information Systems, are used to manage the data created within the structure of a particular business. These systems store the data and allow the business to manipulate this data. It is the study of people, technology, organizations and the relationship among them. MIS can be defined as the study of how individuals, groups and organizations evaluate, design, implement, manage and utilize systems to generate information to improve efficiency and effectiveness of decision making. The concept of MIS gives high regard to the individual and his ability to use information. While analyzing the data, it relies on many academic disciplines. These include the theories, principles and concepts from the Management Science, Psychology and Human Behavior, making the MID more effective and useful. These academic disciplines are used in designing the MIS, evolving the decision support tools for modeling and decision - making. The concept, therefore, is a blend of principle, theories and practices of the Management, Information and System giving rise to single product known as Management...
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...NIGERIAN TURKISH NILE UNIVERSITY, ABUJA DEPARTMENT OF BUSINESS ADMINISTRATION EXECUTIVE MBA HUMAN RESOURCE INFORMATION SYSTEM HUMAN RESOURCE MANAGEMENT: MBA807 PREPARED BY ENEJO JOHN ID NUMBER: 151323006 Table of Contents INTRODUCTION ............................................................................................................................... 2 HISTORY AND EVOLUTION OF HUMAN RESOURCES SOFTWARE ................................................... 3 Defining Different Types of HRIS Solutions..................................................................................... 5 What Are HR Systems Managing? .............................................................................................. 5 What Are the Main HR Software Solutions? .............................................................................. 5 HRIS Solutions ............................................................................................................................. 5 HCM Solutions............................................................................................................................. 6 HRMS Solutions ........................................................................................................................... 6 HUMAN RESOURCE INFORMATION SYSTEM-DEFINITION.............................................................. 7 HRIS – Why it is needed? .................................................................
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...evaluation……………………………………………….3 2.1.1 Workforce Planning……………………………………………………3 2.1.2 Recruitment Phase………………………………………………………4 2.1.3 Selection and Training……………………………………………………4 2.1.4 Performance Management……………………………………………….5 2.1.5 Organisational Exit………………………………………………………..5 3. THE ELEMENTS OF THE STRATEGIC WORKFORCE PLANNING PROCESS AND LINKING THE IMPACT OF THE THREE LEVELS OF BUSINESS PLANNING ON WORKFORCE PLANNING (REFERING TO IMPALA-PETROLEUM)…………6 4. BARRIERS TO IMPEMENTING AN EFECTIVE PERFORMANCE MANAGEMENT SYSTEM IN IMPALA-PETROLEUM………………………………………………………….8 5. RELATE STRATEGIC HUMAN RESOURCE MANAGEMENT TO PERFORMANCE MANAGEMENT AT IMPALA-PETROLEUM BY APPLYING A MODEL LINKING HUMAN RESOURCE MANAGEMENT TO PERFORMANCE……………10 5.1 Strategic human resource management………………………………………….10 5.1.1 Performance Management……………………………………………………..10 5.2 Theoretical and empirical problems in the linkage between human resources management and performance…………………………………………………….11 5.3 A conceptual model in managing performance………………………………12 5.4 Key propositions of the model…………………………………………………13 5.5 Performance management at IMPALA-PETROLEUM…………………….14 6. CONCLUSION…………………………………………………………………..15 7. REFERENCES…………………………………………………………………..16 8. ASSESSMENT…………………………………………………………………...16 1. INTRODUCTION There are various phases in the employment process within personnel psychology which are used in the management of human resources. Human resource management to operate well it has to...
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...Human Resource Management Overview Name HRM/300 Date Instructor Name Human Resource Management Overview Human resource management (HRM) has a role that supports organizations in achieving their goals by hiring and maintaining effective employees. The human resource manager is in charge of the staffing, defining and designing work, and employee compensation and benefits. The goal for HRM is to make the most of the production of an organization by improving the success of the employees. Human Resource Management According to DeCenzo & Robbins (2007), human resource management will deal with the changing world and how it relates to the work field. HRM must “understand globalization, technology changes, workforce diversity, labor shortages, changing skill requirements, continuous improvement initiatives, the contingent workforce, decentralized work sites, and employee involvement” (DeCenzo & Robbins, 2007). Primary Function The primary functions of human resource management are overseeing department functions and managing employees. This includes strategic and functional responsibilities, compensation and benefits, training and development, recruitment and selection, and employee relations. Strategic Plan The strategic planning is when a company defines objectives and addresses any internal and external factors. The strategic planning process includes the mission and objectives, situation analysis, strategy formulation, strategy implementation, and...
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...1. Why do you think is it important for HR to be a strategic partner to the business? Strategic partners (also called strategic allies) are two or more companies that work together in joint ventures. Strategic partners often share long-term relationships and all parties within the partnership strive towards similar goals. Partners also do not get in the way of each other. Instead, they reinforce one another in order to obtain their set business objectives. For an HR department to be a strategic partner for a business, they must understand the strategic plan of that business, and vice-versa. Strategic planning produces fundamental decisions and actions that shape and guide what an organization is, what it does, and why it does it. It requires broad-scale information gathering, an exploration of alternatives, and an emphasis on the future implications of present decisions. Planning simply improves decision-making. And, all levels of management and partnership engage in planning. It is important for an HR department to be a strategic business partner because it allows them to be able to work in (and with) every other department in an organization. There’s even a strong need for the HR function to adopt a more strategic and business-like approach too. Due to this type of involvement, workers at all stages of employment will become familiar with, and trust, the HR team. Some corporations may even find it beneficial having HR members present in corporate business meetings, so that...
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...Aligning Human Resources & Strategic Plans John P. Righeimer Maverick Energy Contents Introduction……………………………………………………….pages 3-4 The Problem: HR is not aligned with strategic planning……….....pages 4-7 The Solution: Aligning HR with organizational strategy………....pages 7-12 Conclusion…………………………………………………………pages 12-13 References……………………………………………………….…page 14 John P. Righeimer Maverick Energy PH: 815-498-3855 2 Introduction Most organizations view the department of Human Resources (HR) as an administrative function and ignore the need and opportunity to align it with its strategic plans. In circumstances where HR is included in the strategy of an organizatio n, its alignment does not go beyond a forecasting function. The main reason that HR is not aligned with the strategy of an organization is that it does not hold a seat at the strategic planning table. The irony with HR being left of out of strategy planning is that by its nature, HR is about people, which is the core of an organization and its strategic plan. The HR function not aligned with an organization’s strategy. My hypothesis is that it is hard to measure HR success and thus it is considered “soft” and not important in the strategy development. What gets measured gets done and/or receives the authority to contribute to an organization’s strategy. HR is often viewed as the organization’s “cop”, ensuring that benefits are properly administered and hiring/firing is handled to the letter of the...
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...Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise. Recession presents a very difficult time for any existing organization in today’s corporate world and no company is exempted from this truth. The biggest challenge for companies and especially Human Resource in this economy downturn is to survive and to remain competitive, companies reorganized and reengineered to reduce waste. Recession poses unique challenges to the HR department. Human resources professionals often struggle to obtain the resources they need to effectively manage people in the workplace, and the difficulties that they face are augmented when economic conditions worsen. It is essential for every company to know how to implement the right metric set for this very trying period. I. Introduction In today's arena the most common word we come across is recession. Recession is a general slowdown in economic activity over a long period of time. A recession normally takes place when consumers lose confidence in the growth of the economy and spend less. This leads to a decreased demand for goods and services, which in turn leads to a decrease in production, lay-offs and rise in unemployment. Investors also show less interest which affects the capital and financial flows, import - export and overall Gross Domestic Product...
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...TEACHERS 4 CLASSROOM TEACHERS 5 PARAPROFESSIONALS 7 EDUCATION SUPPORT CLASS 7 Roles and Responsibilities – Teaching Service Page 1 OVERVIEW The roles and responsibilities that can be expected of employees at the various classification levels, including the principal class, is set out below and incorporates Schedule 2 of the Victorian Government Schools Agreement 2013. PRINCIPALS The role of the principal is to lead and manage the planning, delivery, evaluation and improvement of the education of all students in a community through the strategic deployment of resources provided by the Department and the school community. A key component of this role is to increase the knowledge base of teachers within their school about student learning and quality teacher practice. At the same time, the principal, as executive officer of the school council, must ensure that adequate and appropriate advice is provided to the council on educational and other matters; that the decisions of the council are implemented; and that adequate support and resources are provided for the conduct of council meetings. Principals have a clear set of accountabilities, which distinguish their work from other employees in the Teaching Service and the education community and are set out in detail in the contract of employment. The principal is accountable for the overall leadership, management and development of the school within state-wide guidelines and Government policies. The core accountabilities...
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...Information Systems for Human Resources Management Information is an essential tool for managers in the retention, recruitment, utilization and evaluation of human resources in health services organizations. Since they support the goals and objectives of the organization, information systems play an important role in planning and management of human resources. These systems will serve as an important personnel administration operational programs, including employee record keeping, budget control, compensation, benefits management, and government reporting. This paper will discuss the project plan overview of human resources information systems (HRISs) and their strategic and operational use in a health care organization. Certain topics include: Role and functions of a HRIS for human resources management Relationship of a HRIS to other information systems Process of planning, developing, and implementing a HRIS Implications of effective HRIS utilization for health services managers Managing human resources effectively requires information from several sources. Computer technology enables hospitals and other health care organizatoin to combine human resources into a single database that can be used to support multiple personnel and managerial functions. A human resources information system (HRIS) is the integration of software, hardware, support functions and system policies and procedures into an automated process designed to support the strategic and operational activities...
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...Integrating Strategy and Human Resource Management Name Institution Affiliation Integrating Strategy and Human Resource Management Introduction The integration of the two aspects of human resources has enabled the organizations to address the issues that they face both internally as well as in their respective industries. Therefore, this is an indication that organizations ought to integrate human resource planning with human resource management so as to adjust in the ever-changing markets. “This makes the roles that human resources play within an organization to be very imperative, and which ought to be managed properly” (Davila & Marta, 2009). Integration Strategy The Human Resource Management plays a crucial role in all organizations (Davila & Marta, 2009). In the cases of People’s Bank, Maid Bess, as well as Ingersoll-Rand, there is a unifying theme in relation to the significance of the Human Resource Management in all these organizations. The unifying theme is that HRM integrates the process of human resource planning in all the aforementioned organizations with the strategic planning process, strategies that will help them in surviving in the ever-changing business world. For instance, in the case of People’s Bank, HR planning was integrated with s strategic planning process by means of synchronization of all its scanning process with that of the bank’s entire environmental scanning process. The strategic role of HRM that has been adopted by the U...
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...How Can an Effective Human Resource Department Help Management in a Strategic Operational Change Delores Carlsen UMUC MBA Fundamentals Section 9048 Dr. Mona Envig February 7, 2010 Executive Summary Human resource (HR) as a department has changed dramatically in the last 13-15 years. What was once perceived as and administrative job has become a partner in strategic planning. When companies are facing strategic operational change, knowing their workforce becomes all-important. Knowing the extent of their talent pool internally and externally can mean the difference between success or failure. In business today HR is focused on the company workforce, they spend much time recruiting, training, and evaluating them, this places them in constant communication with them. They are aware of the weaknesses and strengths of the workforce, and have access to knowledge that management needs to succeed in a strategic operational change. An effective HR included in managements objectives can analyze the company’s future needs also determine if the company will have access to the type and number they will need to sustain their change. HR is focused on training the workforce, and can develop the programs for training and development the company will need for their strategic change. An effective can be of great assistance to management in a strategic operational change. Introduction The role of Human Resource (HR) has changed greatly during the last 10-15 years; previously viewed...
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...Reirene C. Bonto 13-0039 BA 190 Final Exam ANSWERS TO QUESTIONS: 1.) There are four strategic lenses which could aid managers in approaching strategic problems faced by the organization. These strategic lenses are strategy as a design, strategy as experience, strategy as ideas, and strategy as discourse. In viewing strategy as a design, it sees strategy as a logical process which weighs the pros and cons of the decisions to be made. Strategic design takes into account the capabilities and restraints of the company and analyzes it to come up with the best decision. One organization whose strategy lens is design is Apple. Apple, as a highly-innovative company, needs to weight and analyze the current standing of the company and the current market conditions before making decisions on their products. Another strategy lens is strategy as experience. In this view, strategic decisions are based on past strategy outcomes. Since the approach relies on past experiences, there is little to change in the way to manage the organization. Ready-made solutions are implemented to solve problems. Innovation only occurs if the problem the organization is facing was not included in the past. One common example of this lens are restaurants. In restaurants, managers were trained to follow a certain protocol when addressing customer complaints. These protocols were based on past experiences by the previous managers of the restaurant. 2.) The culture of organization consists...
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