...Art Brooks, Bene Trac is talking about top myth in HR. He wants to know actually what the best in HR really makes the best. He believes that HR need continuous talent; update education, compensation and employee relation. He says that the combination of whole these factors gives lives of individual working for the company. Hear below he is focusing on different myth which surround HR. Like HR as cost center, HR role, employee capabilities / technology prevalence, and at last not all her tools are created equal. According to Art Books one of the top myths about HR as a cost center, HR cost is the major part of the prime cost. So, it is a cost center. To recruit, develop, train, motivate and maintain also include cost. To retain good employee within organization also should compensate and create advancement opportunity to them. But retaining cost is less than that of hiring and training cost to new employee. Second myth is HR's role: Strategic and/or tactical; most of the tasks of HR manager are tactical and less strategic. But nowadays it is important towards the betterment i.e. strategic. Though company culture often sets the stage, HR practitioners must actively seek key areas for improvements for themselves, their roles and for the company and take action to defend their role where possible. Third myth is Employee capabilities/ technology's prevalence; today's youngster employee has access on information technology. So, HR manager should use technology to collect, store,...
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...Assignment 1: Human Resource Management Overview Manuel Johnican HAS 320 Healthcare Human Resource Management November 1, 2015 HR managers in healthcare have several roles that are rather different and difficult. The main role for Human Resource Managers is constantly evolving based on the life stage of Healthcare facilities and the business. Human Resource managers in health care play a role of an important business partner. They have a significant impact on the facility performances. HR introduces company policies and practices focused on the increase of the performance of employees, maintain the high level of employees’ satisfaction, and designing the unique corporate culture. They are the ones who keep all policies up to date and in its appropriate place. Human Resource Managers lead and manage projects resulting in building the competitive advantage. They are the single point of contact for the management. In healthcare facilities, they share goals with business leaders and take ownership of the strategic HR agenda. Parallel to several other department managers in healthcare, a human resource manager has double uncomplicated functions: One of which is overseeing division occupations and the other one is supervising worker. To perform these task correctly, Human Resource Manager must be well experienced in each of the human resources areas. Areas such as punishments- payment and profits, preparation and progress, employee relations, recruitment, and central...
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...HR as a Business Partner Introduction Human Resources (HR) is a vital component of any business, but is often seen as a cost centre for a company which manages and operates various functions such as recruitment, payroll, compliances and other administrative HR functions. Of course, these are activities, which the HR team undertakes, performs, and perceivably does not present itself as a division that does not count towards the company revenues. However, strategic HR has an immense contributory role that drives business forward through aligning of the goals of HR to business results Linking HR to Business Results Most business have specific goals they aim to achieve. These could range from increasing revenue, to increasing profitability or improving operational efficiency. How can HR contribute towards achieving these goals? The approach would be to define priorities which and targets which result in the outcome. For example, to increase the revenue of the company, you require experienced sales professional in untapped markets. A specific target for the HR team would be to increase the senior workforce count from X to Y in the new market. It would then require the HR to develop talent strategies for the workforce, if the company is taking the merger route, it would need to focus on managing the people, and refocus supporting the high growth market business units In case of increasing profitability, HR would evaluate cost reduction strategies with minimal impact on...
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...to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Ceriello, V. R., & Freeman, C. (1998). Human resource management systems: Strategies, tactics and techniques revised and expanded edition (2nd ed.). Hoboken, NJ: John Wiley & Sons. Kavanagh, M. J. & Thite, M. (2009). Human resource information systems. Thousand Oaks, CA: Sage Inc. Walker, A. J. (2001). Web-based human resources. New York, NY: McGraw-Hill. All electronic materials are available on the student website. Week One: HR Business to HR Technology Processes | | Details | Due | Points | Objectives | 1.1...
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...Task 01 a. What range of decision are taken for the selected department Expolanka Limited's manufacturing capacity has expanded and it has ventured into the manufacture of value added products for dried fruits, fruit juices, fruit chunks in juice and ethnic dry foods. Great attention and care is applied to how our products are grown under the best possible climatic conditions and their transport, meet the most stringent international standards, ensuring optimum quality and flavors. Established in 1978, Expolanka Holdings' flagship company has achieved remarkable growth over the years and is now the market leader. With such a bedrock for the company to flourish on, it is only natural that our financial might, strength with airlines and shipping companies, reliable supplier network will intensify our competitive advantage. Expolanka (Pvt.) Ltd. is the leading exporter of fresh coconuts, desiccated coconut, fresh fruits and vegetables from Sri Lanka. Expolanka Limited has achieved remarkable success and widespread recognition and its corporate values have played no small part. The hub of our operations is the main office in Wattala with collection centers at Pannala, Madurankuliya & Weerakatiya for fresh coconut and Kirindiwela for pineapple. Honesty, reliability, credibility and innovativeness have been steadfast companions of the company's astute business sense and direction. The company has modern facilities that ensure a seamless quality controlled and centralized operation...
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...Importance of HR in sales Human Resources, as a discipline, has been going through a great deal of change in the past two decades, there is a need to be more strategic and business-linked .The types and intensity of global changes affecting organizations increasingly have human capital implications in both strategy and operations. While some HR functions will continue to require similar, tactical execution, the need for higher level strategic HR perspectives is growing hence making it necessary for HR to understand the different needs and functions of business. To support this a true partnership between the sales team and human resources (HR) can be one of a company’s most valuable relationships. When companies need to improve sales, they often look to HR to help improve sales capability and motivation. To truly create results, HR should look to some of the most impactful drivers of sales performance. Few aspects that make HR indispensable for the sales function are selection, training for product and for keeping up with the market nuances, engagement of the sales force, talent management and retention. Understanding the sales strategy, territory, market and competition helps HR to better understand the skill set or the competencies required, talent acquisition, assessing training needs proactively and designing compensation plans. For better performance evaluation it is important that HR understands the market spread, market maturity, product that gives the maximum margin...
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...Abstract This paper will analyze some of the roles of a manager within the functional area of business. The areas I will be discussing will be Human Resource (HR) Management and Leadership. In the functional area of human resources, an effective leader or manager plays a very important role in ensuring smooth and efficient functioning of the HR department. In today's times, human resource management is not just considered a routine function, but an integral element of the strategic plan of an organization. HR managers and leaders are extensively involved during the strategic planning stage. An effective HR leader or manager ensures smooth and efficient alignment between the HR strategy and overall corporate strategy. He or she ensures that the goals of the HR department are well aligned with corporate philosophy, mission, vision and goals of the organization. The manager or leader has to display strong leadership skills for ensuring smooth integration of the HR department's strategies and action plans with other departments or functional areas of the organization. HR department deals with the most important asset of an organization, ie, human resources. Hence, an effective leader is required to lead this department because such a leader can lead the employees of the organization in the right direction. HR managers and leaders should display strong leadership skills in order to guide and motivate employees in the organization. Human resource management...
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...understand about HR professionals is that their responsibilities can vary considerably. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions. In smaller companies, one or two human resources professionals may be hired to handle all of the company’s HR needs. In larger organizations, the duties are divvied up between several employees or an entire department. A few of the most common things that HR professionals are involved with include * Hiring Employees – From advertising vacancies to interviewing job candidates, HR professionals play a key role in hiring employees. In larger companies, there may be recruitment specialists on staff who are strictly there to look for new talent. * Terminating Employees – No one likes having to fire anybody, but it has to be done sometimes. This responsibility often falls into the laps of HR professionals, so you have to be willing to tackle this unpleasant task if you’re serious about pursuing a career in human resources. * Coordinating Promotions and Reassignments – HR professionals work to keep a company operating as smoothly and efficiently as possible. One way they make that happen is by making sure that the right people are handling the right tasks. A fun part of the job is offering promotions to current employees. Talented HR professionals will...
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...Operations Management III. COURSE CREDIT: Three (3) units IV. PRE-REQUISITE: Mgmt 1 and Math 4C V. COURSE DESCRIPTION: As a primary business function, along with marketing and finance, the production operations function plays a vital role in achieving the organization’s basic purpose for existence – to satisfy customer needs – by transforming resources into goods and services. Production operations management is important for two reasons: (1) it is the operations function that is primarily concerned with the production of goods and the provision of services, and (2) the operations function typically involves the greatest portion of the organization’s human resources and is responsible for a large portion of the firm’s capital assets. This course introduces the strategic and tactical decisions involved in production operations management. It focuses on the concepts and tools that are used in making decisions as well as trends and global best practices related to the planning and design, operation, and control of production operations systems. VI. COURSE OBJECTIVES: 1. To enable the students to develop a comprehensive understanding of the production/operations function and to appreciate its role as well as its interdependence with the other functions in the organization. 2. To equip the students with the key concepts and tools of decision-making in production/operations management. VII. TEACHING METHODOLOGY: 1. Lecture/Class...
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...and power to implement tools to increase job performance to achieve the overall mission. In the not-so-distant past, business leaders and employees alike considered Human Resource (HR) professionals as “Employee Champions” whose primary function was to engage in one-on-one interactions with people communicating organizational policies and procedures, collecting resumes, explaining company benefit packages, etc. In the past two decades, the internet has become a powerful information tool that has revolutionized business practices by facilitating changes in how organizations conduct business. The purpose of this paper is to describe how information literacy influences the Human Resource profession and how the internet has effected change in how HR departments deliver services as well. Implementing electronic human resources (e-HR) to conduct Human Resources (HR) transactions using internet technology has manipulated not only individual performance and behaviors ensuring business success it has revolutionized how people view HR (2010). Human Resources Office (HRO) The concept of Information Literacy in the Forest Service HRO and its influence is constantly evolving. The Albuquerque Service Center creates and designs ten Human Resource Offices across the United States based upon the need for HR operational expertise and superior customer service to meet service team requirements. Information Literacy influences the HRO functional effectiveness by ensuring compliance to government...
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...Clarifying the Strategic Role of HR Written by Dr. John Sullivan Monday, 20 October 2003 19:00 [pic][pic][pic][pic][pic] In recent VP-of-HR Newsletters we have taken a look at defining what is strategic HR and looked at several examples of strategic versus tactical actions. At this point, it is important to step back and take a much broader look because a common mistake that many in HR make is to focus exclusively on the strategic elements of HR. Human Resources, like all other business functions, must do a range of things well from basic transactions to strategic planning in order to be successful. The goal of this article is to focus on more clearly defining the role and the purpose of the HR department, identifying who is the customer, and communicate the importance of taking responsibility for all people management results. UNDERSTANDING THE ROLE OF HR WITH THE “FIVE LEVELS OF HR CONTRIBUTION“ MODEL There are numerous “models” that outline the different focus areas found in the average HR department. Without a doubt, the most famous one is the “four quadrant” or “business partner” model developed by Dave Ulrich at the University of Michigan. As effective as that model is, it fails to define the role of strategic planning. As an alternative to the four quadrant model, I offer the “Five Levels of HR Contribution” model that I believe better describes both the basic and the strategic levels of HR contribution. HR “work” can be classified into five distinct levels from...
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...White Paper THE BUSINESS CASE FOR COMPENSATION TECHNOLOGY C ompensation accounts for nearly 70 percent of operating expenses for most organizations,1 and is one of the main reasons employees join and leave organizations. Yet despite the foundational role compensation plays in any talent strategy, most organizations continue to manage compensation market analysis, strategy development and program administration using spreadsheets. The perils and pitfalls of handling complex compensation tasks in spreadsheets are well known:2 spreadsheets are prone to human error, require a high-level of skill and expertise to move beyond simple analysis, and are not a scalable solution across decentralized groups. For this reason, most discussions on the use of spreadsheets in compensation and HR focus on productivity loss and risk of error. However, beyond these important but tactical gains, the compensation function and the organization at large have far more to gain by reducing reliance on spreadsheets than reduced risk and greater efficiency. This paper will explore the five areas in which organizations can improve via the adoption of compensation technology solutions: efficiency, consistency, visibility, transparency and trust. the highest salaries in the market, but it does require a deep understanding of the pay landscape in which the company operates so organizations that choose to place a lower emphasis on base salary understand the need to balance this approach with non-salary...
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...evaluate operational, tactical, value chain and capacity issues; assess how resources for operating, investing and financing activities are currently being used and how they can be efficiently used in the future; and develop contingency budgets as business conditions change. Managers use budget information to control daily operations, measure and report on performance outcomes, and allocate resources wisely. Budgeting is the process of identifying, gathering, summarizing and communicating financial and nonfinancial information about an organization’s future activities. Budgets are plans of action based on forecasted transactions, activities, and events. They are synonymous with managing an organization and are essential to accomplishing the goals articulated in an organization’s strategic plan. Budgets are used to communicate information, coordinate activities and resource usage, motivate employees and evaluate performance. Budgets are also used to manage and account for cash. For-profit organizations often use the term profit planning rather than budgeting. Strategic planning is the process by which management establishes an organization’s long-term goals. These goals define the strategic direction that an organization will take over a 5-10 year period and are the basis for making annual operating plans and preparing budgets, taking into consideration economic and industry forecasts, employee-management relations, the structure and role of management, etc....
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...Human Resource Management is the function of an organisation that deals with recruitment, placement, promotion, training, and development of company employees. This essay will consider the history of this complex role and the many functions it encompasses. In the 19th century personnel management was introduced into the workforce. This was created because, the harshness of industrial conditions, coupled with the influence of trade unions and the labour movement. Social scientists such as Taylor and Fayol has impacted on personnel. Taylorism was an idea taken on board by personnel management it is a theory that analyzes and synthesizes workflow processes and improving labour productivity. The core ideas of the theory were developed by Frederick Winslow Taylor in the 19th century. Fayol impacted on the personnel management by introducing planning, organising and controlling the workforce. Another key event of the development of Human resource management was the introduction of collective bargaining on both local and national levels. Due to increasing number of shop stewards, local bargaining become more common. In addition to the growth of collective bargaining, larger employers constructed their own polices regarding the employees actions. As a result of collective bargaining employers started to implement their own staff pollicies not just about pay but for example pensions, training and safety. National bargaining effected employers on a larger scale. This was...
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...then developed to promote awareness and appreciation of differences, ensure fair treatment, increase representation, and create a culture of inclusion. 3. Key features of a bottom-up approach # Focus on the individual Recognising that change happens one person at a time and that everyone is different (e.g. have had different experiences), a bottom-up approach develops different learning solutions and strategies to meet individuals where they are. For example, white males often feel excluded from the diversity and inclusion equation. There is a need to understand their issues and concerns. # Accountability at all levels Often, accountability is viewed as the responsibility of top management and/or HR. A bottom-up approach puts the onus on every individual to see his/her role in advancing the diversity initiatives. The age old: "What's in it for me?" has to be answered...
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