...Title: Importance of Six Sigma in Human Resource Management ABSTRACT Implementing six sigma methodology in HR functions raises the questions like how can HR be measured?’, ‘How can you apply 3.4 defects per million opportunity rule to HR when no organization would have a million employees?’ There is a high expectation from customers for every organization. To meet this expectation it has become imperative on the part of every department to perform to the best of its potential. The HR cannot afford to be an exception. Hence HR cannot afford to keep off from using Six Sigma tools and techniques to improve the processes of its own department. Why should the HR professional care what Six Sigma is or how it can be applied in the HR function? This paper illustrates the importance of six sigma methodology in Human Resource management. Interacting with few Black Belt experts who are working on six sigma projects in various companies, this paper also illustrate on 5 C’s factors such as change, communication, captain, consideration and choosing project which plays a vital role in successful implementation of six sigma methodologies in HR functions. Key words: Six Sigma, Human Resource Management, 5 C’s. INTRODUCTION Perfection is an endless dream. Man’s quest for flawless performance in all his work is taking him to the pursuit of constant improvement. Defects are dangerous, they have consequences much worse than earlier they use to. So, modern times have compelled the...
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...asset they have, which is the human element. Having a good human resource department is critical to having a successful company. A HR department that runs efficiently and is effective will have a clear understanding of its functional roles. Some of the functional roles of the HR department are Recruitment, Performance Evaluations, Compensation and Benefits, and being a Resource for Employees. In the past human resources functioned only as an administrative department, responsible for payroll, processing applications, and managing employee benefits like life insurance and providing medical coverage. In the 80’s HR departments started evolving into a strategic partner that helped the company map out the direction it wanted to go. The main function of HR is to create a strong bond between the employer and employee. Conflict Resolution is an important and complexed function of the HR department. An Employee Relations Specialist has to often play the roles of mediator, advocate, and judge. The HR department needs a representative that is familiar with labor and employment law who will investigate and resolve employment issues. Conflict Resolution is a great tool used to strengthen the employer-employee relationship. Employers have the responsibility to provide a safe work environment for their employees. There should be safety personnel in HR that will provide training on how to use dangerous equipment and make sure the companies follow the laws and regulations that govern...
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...The Functional Roles of Human Resource Bernard Jackson Human Resources Management MBA 533 August 18, 2013 Abstract Many large, middle-sized and even small business organizations have a functional human resources department. The functional roles of an HR department remain the same regardless of the size of your business. As the name indicates, the department exists to manage and assist the human element of the company. Since human capital is the most important asset of any organization, having an efficient and quality human resources department is key to the quality and success of the organization. Human resources functional activity supports strategic initiatives. Strategic planning drives functional or transactional processes. HR managers are capable of implementing strategy and carrying out activities that support their strategic plans. Typically, a human resources manager or director develops department strategy depending on the functional expertise of HR specialists. Generally, HR is the process of managing and motivating employees. Some roles of HR vary based on the organization, but there are a number of common functions that are constant. If HR is effective, employees across the company produce optimal results. The functional roles of any Human Resource department varies but the duties are key to the success of any organization. Recruitment and hiring the right people, putting them in the right positions for their abilities and skills is crucial...
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...Chapter 1 Evolution of Human REsouRcE managEmEnt and Human REsouRcE infoRmation systEms The Role of InfoRmaTIon Technology Mohan ThiTe, Michael J. Kavanagh, and RichaRd d. Johnson EDITORS’ NOTE The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT) and to the combination of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use in managerial decision making of results and reports from an HRIS. The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM), as is discussed in this chapter. This first chapter will lay the groundwork for the remainder of this book, and, consequently, it is important to understand thoroughly the concepts and ideas it presents. This chapter contains definitions for a number of terms in common use in the HRM, IT, and HRIS fields. (Note that a glossary defining these terms is also provided at the back of this book.) The central themes 2 Chapter 1 Evolution of Human Resource Management...
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...HR Organization Design: Motors and More, Inc. Dounia Benkabbou April Bombka Valerie Bright Brittany Brown MBA 533-Human Resource in Management Dr. Andrew McLeod May 15, 2016 Human Resource Organization Design An efficiently run human resources department can provide an organization with structure and the ability to meet business needs through managing the organization’s most valuable resources—its employees. This internally coherent system, or a business within a business, must be aligned with the mission and objectives of the organization (Becker & Huselid, 1999). Therefore, the human resources department must work closely with management and understand the organization’s goals. The human resource department is responsible for analyzing the entire organization so it can propose proper adjustments to management for increased efficiency, production, and financial success (Ulrich, Younger, & Brockbank, 2008). The Typical Human Resource Department While the structure of the human resources department might vary from organization to organization, there are six essential functions of any human resources department no matter how big or small: recruitment, safety, employee relations, compensation and benefits, compliance, and training and development (Mayhew, 2016). Human Resources Director The Human Resources Director influences and administers the overall provision of the Human Resources Department. This includes but is not limited to services...
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...ABSTRACT This report has been written to show the best human resource practices in today's marketplace by illustrating an example of a global corporation that enables it to achieve short and long term objectives. The study was undertaken through searching and analyzing the HR policies and practices of Honeywell and discusses the importance of HR in driving organizational success. The main research findings were Honeywell HR practices help in motivate, increase employees' performance, productivity, satisfaction, create a positive environment, adopt to change and ultimately lead to achieving organizational strategic and operational goals. The report findings are significant in that, they show the importance of Honeywell HR practices in guiding the organization's success and work like an index to show whether the organization is in the right direction or not towards achievement of its objectives. Contents ABSTRACT 2 Introduction 4 Honeywell overview 5 Honeywell HRM practices 6 Honeywell HR Functions 7 Management and HR function of Honeywell that support its objectives 7 Honeywell performance management 9 Rewards and Recognition Methods within Honeywell 9 Methods Honeywell uses to improve employee morale and job satisfaction 10 Methods for measuring employee morale and job satisfaction 11 Honeywell challenges 12 Honeywell Major Recommended Strategy 13 The value gained by implementing the strategy 14 Conclusion 15 Reverences 16 ...
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...company and making the company successful to excel. In the human resources department comes a manager of the department as well who are over the employees and the associates of the human resources department. However, there are many challenges for the role of the functions for the manager in the human resources. Managers are people who are in charge of others and who are responsible for the timely and correct execution of actions that promote their units’ successful performance (Gomez-Mejia, Balkin and Cardy, 2016). Human resources managers are put in place to help shape the company needs of the organization. Managers in the health care industry are there to mainly focus on the staff and the employees to ensure that they put people in the place to help the company grow. HR managers are from the front of the line to the back of line with building a company and assisting with all areas of the company. From hiring to placement and develop grow from an employee. Human resources managers’ role consists of recruitment, safety, employee relations, compensation and benefits, compliance and training and development. (Six Main Functions of a Human Resource Department. 2016). Human resources are to ensure that all functions of the department and the roles of their job are kept intact to be able to create and maintain a successful company or organization as a whole. As one of the major roles of human resources manager job roles is coordinating and adjusting with the company’s organization...
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...Recommendation Report HRM/552 May 30, 2016 Dr. Linda Ballard Recommendation Report My job here at ABC call-center is a newly acquired position here and my focus is on recommendations and restructuring the call center and the overall performance. In my new position I have many things to review and report on with recommendations for the call-center. It is important for me to review all of the call center aspects and report based on all of the factors that can make the call center as a whole more productive and better. At first glance the call center seems to be doing fine; however, the profit margin seems to be slowing and dwindling each reporting week. In first review of the numbers it would seem that the employees are not doing their job, but the numbers show that they are taking calls, doing work, and producing. There is something missing though, so we need to find out what is missing and how we can fix this in the reporting. In reviewing the employees, Henry is the employee who has been here the longest. He has been here with the company for 2 years. We want to speak with him and get his insight into the issues with the call-center and see what can be done from the employee stance to make the center more productive. Henry met with me today and we were able to get some very informative answers about issues that he feels are directly related to the issues at hand for the employees. Some of the concerns mentioned are: * Lack of proper Training * Employee...
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...misconceptions (Schwind, Das, Wagar, Fassina, & Bulmash, 2013, pp. 107-108). Regardless of whether it is small family owned business to a large corporation, outsourcing usually results in numerous advantages. Theoretically getting the best of both worlds and hiring experts to perform the tasks, allows companies to save money in terms of salaries and benefits of their employees, save resources by freeing them for other purposes and without the distractions of ancillary and support functions, everyone can focus on their individual tasks which improves efficiency and quality (Crosby, 2011). For example, “In an effort to manage costs and focus on its core competencies, Bank of Montreal decided to outsource its human resource processing functions to alleviate its administrative burden and utilize the technologies of the outsourcing firm. The agreement between Bank of Montreal and Exult Inc. (purchased in 2004 by Hewitt Associates) was valued at 750 million over ten years and made about 250 HR positions redundant”. (Schwind,...
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...Officer/Manager's job and function changed in recent years? In looking at the job function of Labor Relation managers in recent years the focus has altered significantly. Legislators are negotiating major changes in the traditional structure or labor management as the states are getting more involved by making reforms that favor corporations (Rabinovitz, 2007). It is apparent that the importance of labor relations in the boardroom has decreased significantly. Labor is no longer an issue requiring strategic direction by top managers. In the late 1980s often Labor managers participated in top manager’s roundtable to gain ammunition in pursuing wage increases. The initiative of the Board being to limit the size of the increases and Labor negotiating through collective bargaining (Trends in Labor Relations, 2002). While representing the union members, managers would argue the case for increases bringing supporting labor regulations, overtime, and quota requirements. Even up until the 1990s there were practices in place to recruit non-union employees as part of the Union Board meetings on an ongoing basis. Not so anymore. The managers on the Union Board are not concerned with membership unless a new labor agreement is about to take place. Primarily the reason for this is the decisions made concerning changes to labor benefits is usually for several years (Trends, et. Al, 2002). Once an increase is allotted for example the contract is for a specified term say six years for example. Nowadays...
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...Human Resources Management Roles HCS/341 Human Resources in health care An efficient human resource department can bring organization and structure to a hospital or just about any health care facility. Behind every HR department is someone who is put in place to call the shots and keep things running the way they should; The Human Resource manager. They are responsible for all the others in the department. With every HR department, there also is a group of people who put their heads together to execute the many jobs of a Human Resource Department. This department's responsibilities include staffing, performance appraisal, training and career development, compensation, and employee relations. The main thing that staffing does is recruitment. They hire the employees as well as fire them. When a facility needs to fire you, they send you to Human Resources to finish the job. They make sure to hire someone who is most fit for the firm based on the relationship between the applicant and facility versus hiring someone who is just very smart. Performance appraisal is a Manager’s assessment of their employees. Their one good or bad review can help the facility know and understand things they should change or keep. It also lets the company know what they should improve on. Training and career development is designed to help the employees of an organization meet or discover their maximum potential. An example of this can be providing professional leadership training or even extensive...
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...organization. I will attempt to show just how so in this paper by determining key roles that human resource management plays in the health care field. I will evaluate three to five functions of human resource management n terms of their level of support and give an opinion of which one I feel to be the primary function in furthering the health care field. Lastly, I will analyze the role of human resource management in an organization’s strategic plan. Key roles of human resource management in the health care field. The key role of human resource management in health care field is to make sure that individuals get the best and highest quality healthcare that they can by hiring qualified and skilled employees. In addition to employees, it is important to mention that HR is responsible in making sure that an organization has qualified practitioners that are able to work efficiently and effectively, in order to maintain cost. (Kabene, Orchard, Soriano, & Leduc, 2006) It is also a key role of HR management to foster a partnership role between HR and senior management, it is important for managers to treat HR as a consultant when it comes to issues with employees. (Niles, 2013) A personal example of this is last year I had to counsel an employee for habitual absenteeism and before I did, I called HR and spoke with a representative and got her advice on what to say and how to approach it. The advice that was given to me was exceptional and helped me navigate through a difficult...
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...Service Request SR-rm-004, Part 1 Name University Of Phoenix Riordan Manufacturing is a globally renowned plastic manufacturer, with almost 550 employees all over the world. Currently, they approximately earn $46 million every year. The manufacturing firm is owned by the Riordan Industries that gather a revenue of more than $1 billion. One of the changes that Riordan Manufacturing made in their operations is the incorporation of a Service Request order, SR-rm-04 to aid them in their analysis and maintenance of their HR system. This is one of the ways that shows that the company always hopes for innovations for their Human Resource Information System. With this Service request, the company asked my team to analyze their HR System, and identify different tools that the company can adopt for their Human resource Information system. With that, we will begin this Service request by following the typical Systems Development Life Cycle (SDLC), the first step is to the analysis stage. Riordan Manufacturing named under its founder Dr. Riordan, a chemistry professor. He started the business by acquiring various patents regarding polymer processing, and turning them into high tensile strength plastic substrates (Riordan Manufacturing, 2010). Company operations officially started in 1991, and a year after, it was officially named Riordan Manufacturing Incorporated. Since then, the company started to grow as the major plastic manufacturer for plastic injection molding (Riordan Manufacturing...
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...fleet of wide bodied domestic aircraft. This allows the company the capability of carrying more cargo shipments than any other airline or shipping company (History of FedEx, 2012). FedEx Ground assures day-confident delivery for Canada and the United States at a cost savings, when compared to the Express side of the company. They operate a huge fleet of vehicles that has independent owner and operators. These drivers are independent contractors that manage specific delivery routes and areas (History of FedEx, 2012). In addition to the two companies listed above, FedEx Corporation also has six other operating companies under its umbrella: FedEx Home delivery, FedEx Smart Post, FedEx Freight and FedEx Custom Critical (History of FedEx, 2012). These are subsidiary of FedEx Corporation, delivering packages and freight to more than 375 destinations in nearly every country each day. The main facility with its global "Super Hub" is located at Memphis International Airport....
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...Manufacturing Service Request SR-rm-022 Student Name BSA 375 10/14/2013 Gaya P. Agrawal Hugh McCauley, the COO of Riordan Manufacturing has submitted service request SR-rm-022. In the request, he wants to integrate the variety of HR tools into a single integrated application for all of the plant locations. He wants to take advantage of the more sophisticated, state of the art information systems technology in the human resources department. To this end, Hugh McCauley has submitted service request SR-rm-022, and from that he is expecting a definition of the business requirements for the development of an HR system to support the request objective. He is also expecting a detailed system design and a project implementation plan required to complete the project. He wants this completed in six months so that the new system can be implanted and utilized in the second quarter of the next year. Riordan Manufacturing started its existence in 1991 as a company called Riordan plastics and its founder, Dr. Riordan, acquired patents for “processing polymers into plastic substrates that resisted breaking under extreme tension. In 1992, Dr. Riordan acquired capital to expand his company and renamed it Riordan Manufacturing. By 2000, Riordan...
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