...Week 5 Knowledge Check Study Guide Concepts Mastery Score: 15 / 15 1. Recruitment begins by specifying __________, which are the typical result of job analysis and workforce planning activities. A. human resource requirements B. strategic imperatives C. pay grades D. affirmative action candidates Correct: The Correct Answer is: A. Human Resource requirements must be specified for the recruitment of potential candidates for any change in position or new hire. The Human Resource requirements are established to ensure policies and laws are followed correctly. 8. The step following recruitment is ________, which is basically a rapid, rough selection process. A. orientation B. initial screening C. performance management D. workforce planning Correct: The Correct Answer is: B. The initial screening is used to narrow the search down to the individuals who are best fit and qualified for the job requirements and needs. 9. Typically, the first step in an employee's introduction to company policies, practices, and benefits is a(n) _________ program. A. initial screening B. intensive training program C. team-building D. orientation Correct: The Correct Answer is: D. The first step for a new employee’s introduction into a company or organization is done through an orientation program. Orientation programs take a new employee through all of the company’s policies, benefits, requirements...
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...HRM 6311 Final Project Human resource management continues to change as the nature of business changes. 20 years ago in the military, the primary focus was the accurate on time preparation of paperwork to include, evaluation reports, awards and orders to requisition and transfer equipment. There was a huge focus in the area of personnel management, which was mostly left to small team at local level. Lundy (1994) already believes that the personnel management role lacked strategic relevance because it was mainly an administrative-type role, whereas the modern concept of human resource management is much more strategic in scope. He states that human resource management came about due to a “change in the functions, boundaries, substance and objectives” of the original personnel management function (p. 693). A change came about within the military community when we became a nation at war for the past 12 years. As the strategic war fighting procedure changed so did the way our organization manages personnel. To have a successful operation, it is imperative that an organization has smart, self-motivated employees. In order to fill positions a carefully manage process must be used to advertise, recruit and select and retain these individuals. Human resource professional have to identify challenges, streamline their current HRM practices and determine if the methods employed are effective to current operations. Next, managers make recommendations to improve HR operations while being...
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...Internship report On [pic] The Practice of Human Resource Management in Aarong & AAF Submitted to Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin...
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...Internship report On The Practice of Human Resource Management in Aarong & AAF Submitted to Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin Tanjila ID: 05304024 BRAC Business School Acknowledgement I would like to take this opportunity to convey my heartfelt appreciation to them whose blessing and cooperation was important...
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...Human Resource Management in Practice (Log Book & Reflective Statement) W12016512 Liang Xia Tutor: Dorothy Fellows Word Count (Log book): 5936 Word Count (Reflective commentary): 1495 Date of Submission: 07th Jan 2012 Contents 1. Week 1 Developing the practitioner……………………………P:3 2. Week 2 Communication………………………………………………P:4 3. Week 3 Presentation Skill…………………………………………….P:5 4. Week 4 Training and Learning……………………………………..P:6 5. Week 5 Equality and Diversity……………………………………..P:7 6. Week 6 Recruitment and Selection……………………………..P:8 7. Week 7 Performance management and Appraisal……….P:9 8. Week 8 Absence Management……………………………………P:10 9. Week 9 Counselling and Mediation………………………………P:11 10.Week 10 Grievance and Discipline……….....……………...P:12 11.Week 11 Developing the Practitioner……………………..P:14 12.Week 12 Management of Change……………………………P:15 Reflective Statement…………………………………………………..P:17 Reference list……………………………………………………………..p:21 Date: 25 /09/2012 Seminar 1- Developing the practitioner Legge (1995) concludes that there is very little difference between human resource management and personnel management, but there are some differences that are important. Human resource management concentrates more on planning, control and monitoring than on what is done for manager and employee’s mediation. Staffing objectives, performance objectives, Change-management objectives and administration objectives are the four basic objectives...
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...Prepared for: Lucy Wilson Submitted: 28 April 2014 Words: 1350 Prepared by: Kayla Vu 006146202 Executive Summary This report was commissioned by Renee Malan in order to The purpose of this report is to discuss about the process of a job analysis, in terms outlining the job description and job specifications and how job analysis information can be collected and as well as, providing an example of job description of a baker. Furthermore, this report will discuss in finding the suitable ways to attract a pool of qualified job applicants for the jobs either internal or external of the organisation, how to create a job and explaining how the strategic selection can be applied to select the best candidate for a baker by applying to within the practical context of bakery. Recruitment strategies are reported including the varieties of methods is used and showing the advantages and disadvantages. In conclusion, the report will finalise and recommend which recruitment method is best applied to bakery context as well as, why these methods are suitable and how the strategic selection can be applied to select the best candidate. This information will be presented individually under subheadings as a formal report. Specific information resources came from textbooks, journal articles and online resources such as eBook and internet. Table of Contents Executive Summary………………………………………………….………1 1. Introduction3 1.1 Authorisation 1.2 Limitations 1.3 Scope the report……………………………………………………………… ...
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...CHAPTER 3:HUMAN RESOURCE MANAGEMENT 10-11 3.1HUMAN REROURCE MANAGEMENT 10 3.2 HRM PROCESS 11 3.3 HRM PLAN & FORECASTING IN BPL 11 CHAPTER 4: RECRUIT & SELECTION PROCESS IN BPL 12-24 4.1 RECRUIT & SELECTION 13 4.1.1 RECRUITMENT OBJECTIVES 14 4.1 .2 RECRUITMENT PROCESS 14 4.1.3 SOURCE OF RECRUITMENT 14 1.INTERNAL SOURCE 15 2. JOB POSTING PROGRAMS 15 3.DEPARTING EMPOLYES 15 4.EXTERNAL SOURCE 15 5.ADVERTISEMENT 15 6. EMPLOY REFERRALS 15 7.EMPLOYMENT EGENCY 16 8.WALK-INS AND WRITE INS 16 9.CONSULTING THE CV BAnk 16 4.1.4 SELECTION PROCESS 16 4.2. SELECTION PROCESS 22 4.2.1 INDUCTION & PROBATION PERIOD FOR NEW EMPLOY 23 4.2.2 JOB DESCRIPTION 23-24 CHAPTER: 5 TRAINING & DEVELOPMENT PROGRAM OF BPL 24-32 5.1 TRAINING & DEVELOPMENT PROGRAM OF BPL 24 5.1.2 INDUCTION TRAINING 24 5.1.3 CLASSROOM TRAINING 24 5.1.4 OFF THE JOB TRAINING 25 5.1.5 ON-THE-JOB TRAINING 25 5.2 EMPLOYMENT DEVELOPMENT 27 5.3 TYPES OF TRAINING 27 5.3.1 TRAINING PROCESS 28 5.4 EVALUATING THE RESULT 28 5.5 TRAINING AIDS 28 5.6 PERFORMANCE APPRAISAL 28 5.7 EMPLOYEE COMPENSATION 29 5.8 MOTIVATING EMPLOYEES IN BPL 32 5.9 HEALTH AND SAFETY 32 CHAPTER: 6 RECOMMENDATONS 33-35 6.1RECOMMENDATION 33 Chapter 7: CONCLUSION 36 7.1BIBLIOGRAPHY 37 Chapter: 1 Introduction 1. EXECUTIVE SUMMARY Human Resource Management (HRM) is a relatively new concept in Bangladesh. It was a few years ago that this was considered...
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...Career Development Plan Summary HRM/531 March 7, 2011 Anita Orozco Kudler Find Foods (KFF) has recently promoted me to a midlevel manager in the accounting department. Kathy Kudler, the founder, has decided to restructure the accounting department and will require hiring additional personnel that entails training for new and current employees. Kathy is considering a better method for appraising the team’s performance. This proposal will include the job descriptions and qualifications for five new positions, a new training program that enhances the skills and qualifications of new and current employees, methods for evaluating employee and team performance (including a progressive discipline process), challenges of the team performance, incentives and benefit packages, strategies for managing employees’ career development, and a fair and appropriate compensation plan. Job Descriptions and Qualifications Kudler Fine Foods will be restructuring the accounting department. The accounting clerk positions will be eliminated altogether. The accounting department will be divided into five new positions including a first level management position. The accounting department will consist of an accounting manager, two accounts payable specialist, an accounts receivables/cash applications specialist, and a staff accountant. The job description and qualifications of each position is as follows: Accounting Manager Job Description: Responsible for all areas relating to financial...
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...Chapter 2: Strategy and Human Resources Planning If nothing else, my students should learn that… • It is important for HRM to align its policies and processes with the business strategy in order to provide value to the organization (external fit), and that the policies and processes are mutually reinforcing (internal fit). HR planning follows the same pattern as organizational strategic planning, and hence the two processes are complementary. • In order to evaluate the effectiveness of strategy, it is imperative to take the ‘people side’ into consideration. Sole reliance on financial documents (e.g., financial statements, cash flow statements, income statements) largely ignores investment in human capital. Learning objectives • Identify the advantages of integrating human resources planning and strategic planning. • Understand how an organization’s competitive environment influences its strategic planning. • Understand why it is important for an organization to do an internal resource analysis. • Describe the basic tools used for human resources forecasting. • Explain the linkages between competitive strategies and human resources. • Understand what is required for a firm to successfully implement a strategy. • Recognize the methods for assessing and measuring the effectiveness of a firm’s strategy. Why is this chapter important? The purpose of this chapter is to highlight the nexus of strategy and HR planning...
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...International HRM analyses for Haelec Products Ltd | February 25 2014 | An analyses which will allow Haelec Management Team to implement an expansion programme in terms of establishing HR Policies abroad. | Jason Clark | 1.0 Introduction Since 1990, Haelec Products Ltd has grown from strength to strength in the production and manufacturing of various products including its latest creation of the Wireless Atomic Weather Station (WAWS). The demand for this product from Institutions and Governments had lead the need for the company to look into manufacturing the product overseas to be able to keep up with demand. This increased demand has main came from countries in and around the Indian Ocean and South China Sea, so it would seem beneficial to look into these countries for the consideration of setting up a production facility there. The countries that should be looked at include:- Indonesia India China These countries make up 70% of the orders from the area, so it would make sense to set the production facility in one of these countries. At present moment the current HR Policies and Procedure have worked extremely well for the company. However, these policy and procedures are very much tailored to the UK market and when a company is looked to expand abroad it might not all be suitable to implement the same policies into the country that you are moving to. Therefore, this report looks at the various aspects a company needs to look at when considering moving...
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...Index ChapterNo. | Topic | Page No. | 1 | Organizations Profile | 2-22 | 2 | Literature Review 2.1 Objective s of the study 2.2 Scope of the study 2.3 Human Resource Management2.4 HRM Environment in India2.5 Recruitment | 23242425-293031-40 | 3 | 3.1 Research Methodology3.2 Data Analysis and Data Interpretation | 41-4344-59 | 4 | 4.1 Findings4.2 Limitations4.3 Suggestions4.4 Conclusion | 60606161 | 5 | Reference | 62 | 6 | Bibliography | 62 | 7 | Appendix Copy of Questionnaire | 63 | ORGANIZATIONS PROFILE "TALENT SOURCE - Recruitment Consultant” We have an excellent track record of providing appreciable service to reputed companies in India and Overseas. Our administration office is located at a strategic location in the heart of the commercial capital of India, Mumbai. We have an efficient organizational setup and satisfying service. Management Our organization is replete with highly qualified and experienced personnel with expertise of high caliber in recruitment of manpower. WE are located at actual locations all over India and keep track of all categories of skilled personnel. Why Talent Source Each time we've tried to find, along with our clients, the most suitable solutions for their personnel' needs and we're proud to say that we've never...
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...Superior Community Institute Advanced Diploma in Business Administration Project: Evaluation of the HRM strategies of Saudi Snack Foods ltd Human Resource Management Level 2 Submitted to: Miss. Amnah Rahat Prepared by: Aimun Hannan, Ayesha Alvi and Hayfa Khan Due Date: 22nd March, 2011 Acknowledgement "We would like to thank our teacher, Miss Amnah Rahat for giving us this project and for her encouragement, advice and guidance. She has inspired us greatly to work on this project. We are highly indebted to our friends, for their support, as well as helping us in all the difficulties we faced. Finally we would like to express our gratitude and deepest thanks to our beloved parents, for there understanding and support for the completion of this project." Table of Contents 1. Executive summary………………………………………1 2. Introduction……………………………………………….2 3. Steps in developing the HR strategy of Saudi Snack Foods Ltd……………..…………………………………………….3 1. Recruitment and Selection…..……………………..3 2. Training and development…………………………4 3. Job analysis…………………………………………5 4. Job description and Job specification……………. 6 5. Job Design…………………………………………10 6. Appraisal Procedure………………………………11 7. Employee transfer…………………………………12 ...
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...PAKISTAN EDUCATIONAL FOUNDATIon RIMS PESHAWAR -------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------- Assessment Brief 1. Unit and Assessment Details Course Title: HND Business Unit Name: Human Resource Management Unit number: 21 QCF Level 04 Assessor: Mr. Assad Ullah Internal Verifier: Syed Kashif Shah Assessment Title: Traditional view of Personnel Management and the new approach of Human Resource Management Procedures and practices used for obtaining suitable employees Assessment Method: Assignment Assessing in: Individual Number of Words: 2500 words max Outcomes Covered: 1st and 2nd Issue date: February 05, 2014 Due Date: March 12, 2014 College No. | Learner Name | Learner Signature | | Mohammad Asim | | | | | Learner’s Declaration: I confirm that the work submitted for this assignment is my own. | Date | | Outcomes Covered Outcome | Description | 1 | Understand the difference between Personnel Management and Human Resource Management | 2 | Understand how to recruit employees | Table of Contents AC 1.1: Distinguish between personnel Management and human resource management. . . . . . . . . . . . . . . . 3 AC 1.2:Asses the function of human resource management in contributing to organizational purposes. …..5 AC 1.3:Evaluate...
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...auto parts supply Company located in Beijing, China. The CEO wants to know the best guidelines for the recruitment and selection process and competent procedures in place of Guanxi practices. The aim of assignment is to provide a practical recommendation to CEO of Fitright for the HRM Activities advantages in response to the questions given in the task areas. As a resource person of HRM, I have mentioned my opinions as an advice to follow best procedure Fitright would achieve and maintain a substantial competitive advantage to become a successful organization. About Human Resource Management (HRM) What is HRM? Human Resource Management (HRM) is an activity of the people who work in the organization. It can be performed by the management and link managers within the organization. It is different organizational functions to be used simple and easy way to employee management solution. The aim of the HRM is to develop the people in a competent way through work. What is Strategic Human Resource Management (SHRM)? Strategic Human Resource Management (SHRM) is an organizational functions joining the people about the HRM strategies to the organizational strategies more systematically and specifically with the organization. The SHRM activities help to interact between corporate strategy and SHRM activities. Therefore, SHRM included different HR functions like – plan, policies, practices recruitment, training, benefits, employee relations…etc...
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...es acculpa dolecae. Re nes eum nescimos inci dolum venihilitem ius, aut earchic ideriss equam, omnim nonet voles est quaere reptas am fugiatiis et rempelibus alibus. Ommost od et ulpa quid et mo blaut odi testios et, officia sitaqua sperum ipid qui blandaecus aperum dit vidis vollenda nimporr ovitatem nonet accusdaeris et aut earchilique porent. Itat odis nulpa se proreni sinciae. Ent eatur, coria voluptation ex et estionet remporporum quid ma culpa quate mincil moloria ndaestrunt. Minctas mi, tesciis delesti stiorrorest modipic iusdaniata nobit et lamet eum fuga. At rerspid itempor as quunt ationet omniendipis vendios con nulluptur, si deles pos magnam incid quos delique essequam nes dendis sae poremqui dit occabora in est, nimuscitiore di omnimodit quatum voluptas acerupit invenim inienimet volorecabo. Nam, ni omnis min res experio. Et omnimil lestruptate in est, ium volupis delest lique lab illoritatus. Henihit atiorestia dolor sit perspel endignis quo mod mincit quist fugit inci qui rehenis repero mo voles management in practice Riassi dentiumquam, officiis aligenihita nossimint. For Certificate IV BSB41013 and Diploma BSB50613 ly volorrum rehent officabo. Corio maiore ni ullore quis et quaecepremo et on Lisimaxi magnihicit esciendit que eratem. Non eos ipsam quo to maximagnam human resource management in practice e ese ped eveliquis il mi, ommolup tatinis etur sequiscienis autaque earibus. pl alitior estrund emquodiatur...
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