...the chain as a whole. Some of the outcomes that would result from the needs analysis would be the solutions to performance gaps, where training is needed, the type of training, and who needs to be trained. 2. If Tim Hortons was to conduct a needs analysis following the asthma attack, what methods and sources should they use? Explain the advantages and disadvantages of each method and source. Observation Advantages – The biggest advantage to using this method would be that it minimizes interruption of routine and workflow. This would be beneficial to this company because of the fast pace environment of this particular establishment. Disadvantages – Being observed in the workplace for a specific purpose have leave employees feeling uneasy while they are working. It could make some feel uncomfortable and as if they are being targeted alone and not as group. The advantages of this method could be a good starting point to figure out what type of training in this workplace is needed. Questionnaires Advantages – Tim Hortons employee a lot of staff per store. By conducting a mandatory questionnaire, it would provide management with quick data regarding the situation. This is also a very inexpensive solution that can be summarized in a timely manner. It will also allow employees to provide feedback in an anonymous manner. Disadvantages If it is...
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...Question 1 When an organization encounters extreme turnover, the organization will suffered in terms of brain drain that is considered as the loss of skills, power, and human resource. However organizations that have little turnover will achieve their objectives. There are two types of turnover, that this essay will focus on as well as the causes and ways that can be used to counter both turnovers. Firstly, turnover refers to leaving the organization because of employees not being happy with their employer’s decision or attitude, which creates job dissatisfaction occurring from negative treatment. Involuntary turnover occurs when the organization causes depression or dissatisfaction by terminating employees, in simple terms “turnover initiated by an employer (organization)” (Noe, et al., 2011). Voluntary turnover refer to employees reaction against bad situation offered by the organization or in other words, “turnover initiated by individual employee” (Noe, et al., 2011). These two turnovers lead the organization into “brain drain” in terms of human resources and negative publicity. Secondly, involuntary turnover is used by the organization for reasonable reasons to encounter the change and also to avoid harassment and other activities that can put the organization into serious issues in the future. Noe (et at, 2011) stated two causes of this kind of turnover which is “drug use” and “downturn”. Employee who use drug but not only drug, harassment activities within the organization...
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...Contents Introduction 5 1.1 Comparison of several types of learning style used in ‘Stemcor’ 6 1.2 Explanation of the roles of the learning curve and the significance of transferring learning to the workplace of Stemcor. 6 1.3 Assessment of the contribution of learning styles and theories at the time of planning and designing a learning event for the Stemcor. 8 2.1 Comparison of the training requires for personnel at different levels in Stemcor. 9 2.2 Assessment of advantages and disadvantages of training methods used in Stemcor. 10 2.3 Usage of a systematic approach to design training and development for a training event at Stemcor. 12 3.1 Preparation of an evaluation using suitable techniques. 12 3.2 Perform an evaluation of a training event. 13 3.3 Assessment of the success of the evaluation methods used. 14 4.1 Description the role of government in training, development and lifelong learning. 14 4.2 Description of how development of the competency movement has impacted on the public and private sectors. 15 4.3 Assessment of how contemporary training initiatives introduced by the UK government contribute to human resources development for an organisation. 15 Conclusion: 16 Bibliography: 17 Introduction Stemcor is an international steel trading corporation. It is the one of the biggest independent steel trader. It is a UK based company. It located at London in Britain. It operates business in around 45 countries of the world. It consists of...
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...Report based on case study “ A successful business development”. Contents: 1. Types of business entity 2.1. Explanation of each entity 2.2. Advantages and disadvantages of each type of entity 2.3. Objectives of each entity 2. Stakeholders 3.4. Definition of stakeholder 3.5. List of stakeholders of each entity 3.6. Interest of each stakeholders 3. Organizational structure 4.7. Comparison of two structures presented in the case study 4. Human Resource Management 5.8. The role of HR within the structures presented in case study 5.9. Different methods of HR functions has been delivered of each type of entity 5. Reference 1. Types of business entity In the attached case study we have examples of following business entity: * Section 1: Sole trader * Section 2: Partnership * Section 3: Company: Private Limited Company * Section 4: Public Limited Company Sole trader: Sole trader is an individual who is run his own business. It is a self-employed person who bears risks and losses and takes the profits and the benefits. Partnership: Partnership is type of entity which is organized and managed by at least two people and where all profits and debts are share between the partners. Private limited Company: Private limited is type of business entity which is run and managed by shareholders who has limited liability and shares are exchange privately. There are restrictions define...
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...Development Module type: Optional Module Code:J/601/1269 Module Credit: 15 Teaching Period: (15+6 weeks) QCF Level: 5 Contact Hours: (21*3 = 63) Lecturers: 15 weeks Assignment Support: 3 week Feedback and assessment: 3 weeks Module leader: Mr Peter Emelone Lecturer: Magdalena Wronska Start date:29/09/14 Day: Tuesday / Thursday Time: 10.00-13.00 / 14.00-17.00 Term:Spring Term CONTENTS 1. INTRODUCTION, AIMS AND OBJECTIVES 2. MODULE OUTLINE AND TEACHING METHODS 3. READING AND COURSE PREPRATION 4. LECTURE WITH DETAILED COURSE PROGRAMME AND OBJECTIVES 5. ASSESSMENT DETAILS 6. INTRODUCTION Human resource development contributes to the overall success of an organisation through providing learning, development and training opportunities to improve individual, team and organisational performance. Training and development affects everyone in the organisation and it is appropriate at every level from office junior to senior executive. Learning is complex and this unit explores the related theories and their contribution to the process of transferring learning to the workplace. It is important; therefore, for learners to appreciate that all staff should be encouraged to develop their skills and knowledge to achieve their potential and. in doing so, enable the organisation to meet its strategic objectives. Learners need to appreciate that successful organisations recognise that their training programmes need to be planned and managed. All training has a cost to the...
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...a new business target or goals for 2012 where they are trying to reduce product defect by 50% and at the same time to have a well competent employees in their own areas of work. This will ensure higher profit when defects and wastage can be reduce or eliminated. In view of the above, Human Resources have been given the assignment to identify problems or issues within the organisation and to propose to the Management on the suitable approach or processes in determining for such needs. Hence, Human Resource has proposed to the Management Training Needs Analysis as series of activities conducted to identify problems or other issues in the workplace and to determine whether training is an appropriate response. The needs are usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organisational performances. TNA or Training Needs Analysis was never conducted before at this company as it is still newly operated and only now that the Management is focusing towards the competency of the employees and it has been given a priority as to maximise output. Although there was no actual time frames given by the Management...
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...increase. HR had to analyze the situation, form a strategy and implement it. Maersk was expanding globally and trends in the broader market became increasingly mobile. The work force changed, talent, needs and practices also changed. Finding and retaining high-quality talent was becoming a bigger challenge. One advantage of hiring internally is that promoted employees are already familiar with the policies and culture. Hiring internally may also improve employee morale and loyalty. Disadvantages of hiring internally are potential narrowing of thinking, stale ideas (inbreeding), smaller talent pool (fewer applicants) and internal politics will occur (possible discontent of rejected applicants, new subordinates may not respect new boss). One advantage of hiring externally is that new candidates can provide new ideas or fresh perspectives. Another is that the talent pool is bigger (more applicant availability). A disadvantage of hiring externally is that an outsider takes time to become familiar with current systems and organizational culture. Hiring externally can hurt employee oral and loyalty as well. Maersk had historically focused on hiring and training young, inexperienced individuals. It was common to hire individuals...
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...Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject 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. The discussion question points are now combined with the participation points for each week. You, as the instructor, may create a separate line item for discussion question points if you choose. Please note that some assignment points may have changed. Course Materials Cascio, W. F. (2010). Managing human resources: Productivity, quality of work life, profits (8th ed.) New York...
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...a combination of a summary of task requirements and resource or people, requirements. Defining and documenting the workforce planning system will provide an efficient method to meet the demand on providing qualified resources to fulfill business needs. Part of the process that will be taken into consideration will be the Selection method and what are the advantages and disadvantages to the methods that will be used. These development plans will provide the foundation necessary to identify several key employees to fit the needs of the new team. As part of the creation process of the new team a job analysis will provide the required information to progress in defining what it is we need. The job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job (hr-guide.com, n.d.). The job analysis will be specific to the new marketing and sales person that will be required in the new team. One of the elements that the job analysis will look into is compensation and how to create a base and scale. The compensation factors for these roles will be skill levels in the field the needed for the position, sales and marketing. Another element in the job analysis will be the training needs. What content will the training contain to bring these people up to pace in the organizations products? There will need to be an assessment created to...
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...usually a combination of classroom and on-the-job training. They are often used to train prospective managers or marketing personnel. Programmed learning, computer-aided instruction and interactive video all have one thing in common: they allow the trainee to learn at his or her own pace. Also, they allow material already learned to be bypassed in favor of material with which a trainee is having difficulty. After the introductory period, the instructor need not be present, and the trainee can learn as his or her time allows. These methods sound good, but may be beyond the resources of some small businesses. Laboratory training is conducted for groups by skilled trainers. It usually is conducted at a neutral site and is used by upper- and middle management trainees to develop a spirit of teamwork and an increased ability to deal with management and peers. It can be costly and usually is offered by larger small businesses. Trainers Who actually conducts the training depends on the type of training needed and who will be receiving it. On-the-job training is conducted mostly by supervisors; off-the-job training, by either in-house personnel or outside instructors. In-house training is the daily responsibility of supervisors and employees. Supervisors are ultimately responsible for the productivity and, therefore, the training of their subordinates. These supervisors should be taught the techniques of good training. They must be aware of the...
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...2.1 – Human Resource Planning * Human resource or workforce planning: analyzing and forecasting the number of workers and the skills of those workers that will be required by the organization to achieve its objectives 2.1.1 – Identify the constraints and opportunities provided by demographic change. 2.1.2 – Discuss the significance of changes in labour mobility, both domestic and international. * Separated into occupational mobility of labour (based on workers’ willingness to take jobs requiring different skills) and geographical mobility of labour (based on willingness to move locations for jobs) * High labour mobility helps a country achieve economic efficiency if jobs are lost in one area, workers are willing/able to move to other occupations * Developed economies labour is typically immobile; emerging market economies labour mobile * The more mobile workers are, the higher the supply of labour tends to be * However, a high degree of geographical mobility, especially between rural and urban areas, can lead to overcrowding and worsened living conditions 2.1.3 – Compare present human resources with future requirements and evaluate strategies for developing future human resources. * HR departments need to calculate future staffing needs to avoid having too few or too many staff, or staff with the wrong skills * HR departments must respond to business (corporate) plan and its objectives, to build workforce plan * Starting workforce...
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...of the organisations were using traditional method of recruiting, like word of mouth recruitment method; within the company advertisement or newspapers. In present time it is very hard for the organization to find and attract all the different kind of job applicant for the various roles within the organization. To resolve this issue organization use different methods of strategies, often implemented by Human Resources Management. The purpose of this essay to outline the range of technologies used by firm to attract staff and analyse which particular methods would be most appropriate to attract different type of applicant to Mercado Supermarkets (include different types of position required within Mercado). The use of internet brought the phenomenal change in individual’s life style. It affected most of the organization in different ways. And at the same time it has force Human Resources Management Strategies to change its policies and procedure to deal with numerous issues of business. Now most of the businesses using different types of technologies to capture as much market as possible; depends on the size of the business as well. The biggest tool in technologies in current time is internet; through internet they can use social media, corporate web sites, online site etc. Therefore, E-recruitment is the most effective method to attract all different kind of applicants. The first part of the essay, will discuss about different types of technologies available in marketplace for...
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...Rough draft /Las 432 DeVry University 8/16/14 The Benefits and disadvantages of remotes and robotic surgery Robotic surgeries is a new technology that has drastically changed the health and medicine aspects by giving hope and promises in finding ways to cure patients. Robotic surgery is a new revolution and is one of the most used methods in hospitals. Until todays date the robotic and remote devices has increased their used in hospitals and clinics, and there is no doubt that their use will decrease because they have succeed in the past. As the time pass, robots and surgery remotes take a big picture in hospitals, but that doesn’t mean they are replacing humans. In fact they improved their knowledge and their ability skills to operate small and larger incisions. Robotic surgeries has helped many hospitals stability for patients and has increase the opportunities to complete multiple operation with less time that was used before. There are many types of robotic surgeries, and each work depending on the patient’s needs. Several types of robotic surgeries may be used depending on the patients and they can be used to treat different conditions. Furthermore, there are patients that don’t qualified for this types of surgeries because they don’t have the resistance to survive this operations, or they don’t have the financial requirement to pay for a surgery. Every new technology has their ups and downs, and robotic surgery does not stay behind. Before robotic surgeries and remotes...
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...* All functional objectives should be co-ordinate and not contradict each other For example, Marketing may set a functional objective to increase sales by 25% over a three-year period. A Functional Strategy is the way in which the Functional Objective will be carried out. Marketing Objectives These are the foals of a Marketing function which are designed to help achieve Corporate Objectives. They are usually set a senior level of the hierarchy, and are likely to include the following… * Maintain or increase Market Share * Target a new segment of an existing or new market * Develop new products from Market Research Marketing Objectives must be realistically achievable and should revolve around the business’s future. Types of popular Marketing Objectives may include… * Increasing Product Differentiation * Growth * Continuity * Innovation Factors that affect the setting of Marketing Objectives may include… Internal Factors | External Factors | FinanceThis depends on the...
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...SAMPLING 18. RESEARCH ETHICS 19. RESEARCH OBJECTIVES 20. SAMPLING FRAME 21. SEMANTIC DIFFERENTIAL RATING SCALE 22. SIGNIFICANCE TESTING 23. SIMPLE RANDOM SAMPLING & SNOWBALL SAMPLING 24. STRATIFIED RANDOM SAMPLING 25. SYSTEMATIC SAMPLING 26. CRITICAL VALUES: The value of the standard statistic (z or t) beyond which we reject the null hypothesis. It is the boundary between the acceptance & rejection regions. Eg. For a 2 tailed hypothesis test being tested at α = 5% the critical values are ± 1.96. 27. TYPE I ERROR (OR) LEVEL OF SIGNIFICANCE (OR) PRODUCER’S RISK (α): A value indicating the % of sample values that are outside certain limits, assuming that the null hypothesis is true. It is the probability of rejecting the null hypothesis when it is true. Eg: α=5% indicates that 5 times out of 100 the null hypothesis gets rejected when it is true. 28. TYPE II ERROR (OR) CONSUMER’S RISK (β): It is the probability of accepting the null hypothesis when it is false. 29. POWER OF A TEST: It is the probability of rejecting the null hypothesis when it is false. It reflects how well the hypothesis test is working. It is measured as 1-β. 30. Sampling Error: An error in research findings that arises due to the use of a sample to estimate the population parameter. It is the random variation in...
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