...12/11/2015 HR Articles: Problem Statement, HR Recruitment influenced by Internet 1 More Next Blog» Create Blog Sign In Find Air Tickets, Book Hotels & Rent Cars Problem Statement, HR Recruitment influenced by Internet +1 Recommend this on Google jetradar Origin Origin Destination Destination Depart date 18 december, fr Return date 25 december, fr Passengers/Class 1 passenger economy сlass Search http://humanresourcesarticles.blogspot.my/2014/11/problemstatementhrrecruitment.html 1/15 12/11/2015 HR Articles: Problem Statement, HR Recruitment influenced by Internet Show hotels Most Popular Posts Most Popular Posts Launching an Intranet; Data in Hiring; Bad Phish Thursday, Dec. 10, 2015 7 Tips to Launching an Intranet Social intranets are helping organizations overcome the barriers of location, language and ... Dec 10, 2015 11:21 AM Kutik on the Real Five Generations in the Workplace Email not displaying correctly, click here. December 10, 2015 Welcome to our weekly look at Webexclusive columns that appear on www.HREOnline.com ... Dec 10, 2015 11:08 AM Last Chance: 40% Off + Free Shipping on Custom Holid... It's crunchtime to order your holiday cards get them today to ensure delivery next week! Grab them now from The Signature Collection, with cards... Dec 10, 2015 9:50 AM A day in the Life of HR The industrial relations system is defined as an analytically subsystem of...
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...Atha Corporation Accounting & Finance Department Plan Human Resources Department Plan Melanie Hanson Patrick Blessinger Bus3011 Spring 2014 Table of Contents 3. Executive Summary 4. Human Resources Description 4. Accounting and Finance Description 4. Human Resources Purpose Statement 4. Accounting and Finance Purpose Statement 5. Human Resources Goals and Activities 5. Accounting and Finance Goals and Activities 5. Management Goals and Activities 6. Human Resources Organizational Structure 6. Accounting and Finance Organizational Structure 6. Management Organizational Structure 7. Human Resources Interview 7. Accounting and Finance Interview 7. Management Interview 8. Human Resources Performance Standards 8. Accounting and Finance Performance Standards 8. Management Performance Standards 9. Conclusion 10. Accounting and Finance Organizational Chart 11. Human Resources Organizational Chart 12. Accounting and Finance Strategic Alignment Worksheet 15. Human Resources Strategic Alignment Worksheet Executive Summary The Atha Corporation is a company based on strong ethical standards and beliefs. In order to ensure these beliefs are enforced we have taken measures to revamp our company for the better. With the extra funds we have received from a partner, we will be able to expand our company to double the previous year’s sales. To do this we will need to make drastic changes in all departments, especially in Human Resources and Accounting and...
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...Bangalore University Bachelor of Business Management (New Scheme) SEMESTER SCHEME OF EXAMINATION UNDER SEMESTER : BBM COURSE SEM NO. PAPER NO. 1.1 TITLE OF THE PAPER LECTURE HOURS 04 MARKS UE 90 RM 10 TOTAL MARKS 100 I 1.2 1.3 1.4 1.5 1.6 2.1 II 2.2 2.3 2.4 2.5 2.6 3.1 3.2 3.3 3.4 3.5 3.6 3.7 4.1 4.2 4.3 4.4 4.5 4.6 4.7 5.1 5.2 5.3 5.4 5.5 5.6 III IV V LANGUAGE: KANNADA/SANSKRIT/URDU/TAMIL/ TELUGU/ADDITIONAL ENGLISH/ MARATHI/HINDI ENGLISH BUSINESS ECONOMICS FUNDAMENTALS OF ACCOUNTING BUSINESS MANAGEMENT BUSINESS MATHEMATICS TOTAL LANGUAGE: KANNADA/SANSKRIT/URDU/TAMIL/ TELUGU/ADDITIONAL ENGLISH/ MARATHI/HINDI ENGLISH BUSINESS STATISTICS FINANCIAL ACCOUNTING ORGANISATIONAL BEHAVIOUR BUSINESS ENVIRONMENT TOTAL BUSINESS COMMUNICATION HUMAN RESOURCE MANAGEMENT MARKETING MANAGEMENT CORPORATE ACCOUNTING SERVICES MANAGEMENT INTERNATIONAL BUSINESS INDIAN CONSTITUTION TOTAL BUSINESS RESEARCH METHODS BUSINESS LAW COST ACCOUNTING FINANCIAL MANAGEMENT PRODUCTION & OPERATIONS MANAGEMENT LAW AND PRACTICE OF BANKING COMPUTER FUNDAMENTALS TOTAL INCOME TAX STRATEGIC MANAGEMENT MANAGEMENT ACCOUNTING COMPUTER APPLICATION IN BUSINESS PROJECT MANAGEMENT ENTREPRENEURIAL DEVELOPMENT TOTAL 04 04 04 04 04 24 04 90 90 90 90 90 540 90 10 10 10 10 10 60 10 100 100 100 100 100 600 100 04 04 04 04 04 24 04 04 04 04 04 04 04 28 04 04 04 04 04 04 04 28 04 04 04 04 04 04 24 90 90 90 90 90 540 90 90 90 90 90 90 90 630 90 90 90 90 90 90 90 630 90 90 90 90 90 90 540 10...
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...The HR Profession Map (HRPM) - Core Functions – 4 DEP The HRPM is provided to give a distinct overview of the specific areas of business that HR personnel are concerned with. The map encompasses 10 professional areas, 8 behaviour areas and 4 bands of professional competence. The specific professional areas are defined by Bands which describe professional competence, with Band 1 being the entry level standard or those working in an administrative role up to Band 4 the HR Manager and elaborates on the transitional constraints between moving bands and how their contribution and ultimate success is measured. As previously mentioned the map includes 10 professional areas two of which are considered to be the ‘core professional areas’ these are ‘Leading HR and ‘Insights, Strategy and solutions’ which by there very nature are applicable to all those working in the HR field of expertise. They define the direction in which a HR profession works and outlines the fundamental aspects and the importance of the HR role to achieve high standards both on a personal level and that of the organisation as a whole. ‘Leading HR’ empowers the HR professional to act as a role model in all they do by maximising the contribution that HR or their particular speciality achieves throughout the organisation both by their own actions and by the process of supporting, shaping and driving forward HR across the spectrum of the organisation. ‘Leading HR’ is defined by 3 main areas encompassing the leadership...
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...play in engaging the employees and assess how the HR can motivate them and align them towards attaining organisation goals and objectives. The ultimate aim was to evaluate how Leyton health care an elderly home care service provider in London can align its HR and attain its objectives. Interview was held for the managerial level staff and questionnaire was given to the service delivery staff of Leyton Health Care. The total samples used for the study were 12. Out of these 2 were managerial level staff and 10 were service delivery staff. Open ended questions were used for the managerial level participants of the organisation while in case of the service delivery employees, a survey questionnaire which had statements with multiple choice questions i.e., close ended questions were used. The statements that were derived were regarded as themes and the evaluation of results was made by using the method of thematic analysis. Here pie charts were used to indicate neutrality, agreement and disagreement to the statements given. The results of this project indicate that there was a need for HR of Leyton healthcare to play an active role and not only conduct regular training to its employees but also to build the awareness of the organisational goals and objectives among its employees. This project also identified that regular performance evaluation and feedback of employees’ performance could be the strategic options for the HR. Similarly for the organisation it needs...
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...Business Man 1 Intro to Bus Man as science - Study Unit 1 & 2 Man science uses a scientific approach to solver many problems. Used in variety of orgs to sove different types of problems. Encompasses a logicical mathematical approach to problem solving 1.1 Man science process • Observation - Identification of a problem that exists in the system or organization. • Definition of the Problem - problem must be clearly and consistently defined showing its boundaries and interaction with the objectives of the organization. • Model Construction - Development of the functional mathematical relationships that describe the decision variables, objective function and constraints of the problem. • Model Solution - Models solved using management science techniques. • Model Implementation - Actual use of the model or its solution. 1.2 Factors of production Natural resources i.e. crude oil Capital i.e. investors Labour i.e. technical and academic Entrepeneurship i.e. takes capital and link labour and natural resouces combined with risk to provide goods and services. Knowledge i.e. to determine wants and needs quickly and to respond to them with products and services. 1.3 3 Most NB Economic systems = Capatalism, Socialism and Communism 1.3.1 Capatalism Free market system Built on principles of private ownership Is based on the right to make a profit, right to compete and the right to own property. System is market driven and the solutions to a country's economic problems...
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...ANNAPURNA SUNKARA WEEK 3 ASSIGNMENT Task Statements: Human Resource Receptionist Student Name | Annapurna Sunkara | What action is being performed (verb) | To whom/what is the action directed (receiver of the verb) | How is the action performed (procedure, tools, equipment) | Why is action performed (purpose) | Operate telephone switchboard to answer, screen and forward calls, providing information, taking messages and scheduling appointments | Customers, Clients | Telephone, e-mail | To provide information to clients and schedule appointments | Greet persons entering establishment, determine nature and purpose of visit, and direct or escort them to specific destinations | Clients, Customers | - | To assist clients and customers and to make them satisfied about the establishment | Transmit information or documents to customers, using computer, mail, or facsimile machine | Customers, Clients | Telephone, email, mail, facsimile machine | To co-ordinate the process. | Collect, sort, distribute and prepare mail, messages and courier deliveries | Customers, Clients | Mail, telephone, computer | To co-ordinate the process | Provide information about establishment such as location of departments or offices, employees within the organization, or services provided | Customers, Clients | - | To help clients in getting familiar with the establishment and clarify their queries | File and maintain records | HR manager | Data entry | For future reference...
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...Strategic HR Management Laura Wilson HSA 530 Health Services Human Resource Management Dr. Queensberry June 14, 2013 1. Abstract In this paper I will describe the unique challenges of managing the human resources function for my specific organization, also I will analysis the competencies required for my specific position, and determine in which areas I need to develop and I will provide specific examples to support my rationale, next determine the role I think the company could play in developing me for the opportunity, what would I need the company to do? How would it benefit the company? And last develop a strategic view of human resources that supports my institutional organizational strategy. 2. Describe the unique challenges of managing the human resources function for your specific organization. Recruitment and retention of the correct number of qualified staff is very high on the list. Everyone knows there is a big nursing shortfall, but there is a need for highly qualified individuals all around. Due to the rapid growth of the healthcare sector and its sheer size, it is a challenge to fill jobs. And despite this need, there are obvious pressures for cost containment with people accounting for the lion’s share of an organization’s costs. Because of that, there is a pressure to make the HR organization world class, or at least strive to be better. As a result, it has become an imperative to employ better processes and technologies to overcome the challenges...
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...Presentation Overview Introduction Syllabus of Compensation and Benefits and PoA Methodology, Reference Text and Pre-read Evaluation Pattern and List of Assignments What is HR and HRD ? HR functions HR Philosophy and Approach for an Organization Human Resource Management Summary Tuesday, 29 July 2014 Self Introduction B. Sc. (Physics) and Masters in Administrative Management from JBIMS, Mumbai University IT experience across 3 organizations since 1985 Exposure in Manufacturing and Banking domains Career shift from technical to HR to operations Responsible for key client relationships and HR Currently working as Director for Nucsoft Ltd. Tuesday, 29 July 2014 Self Introduction Adjunct Faculty, Project Guide and Mentor at SIMSR Guest Faculty at FCRIMS, CIMSR, SSCMR and UBS Visiting Faculty for Compensation and Benefits at RIMSR, OIM, ITM, RGCMS and GNIMS Visiting Faculty for Organization Theory Structure and Design at RGCMS Visiting Faculty for Managing Change through Organization Development at SIESCOMS and OSB Visiting Faculty for Management Functions and Organizational Behavior at SIESCOMS and ITM Tuesday, 29 July 2014 About Nucsoft Started operations in Mumbai in 1994 Focus on BFSI Domain 350+ team and ISO 9001:2008 certified company Onsite/Offsite/Onshore/Offshore Software development and Production support Resourcing, Projects, Products and Solutions Major clients – Citi, HDFC Bank, Barclays...
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...HBS Press & SHRM. The Essentials of Finance and Budgeting (Business Literacy for HR Professionals) Link: https://hbr.org/product/the-essentials-of-finance-and-budgeting-business-literacy-for-hrprofessionals/5720-PBK-ENG Additional materials, including case studies, may need to be purchased throughout the semester. OPTIONAL TEXTS (do not purchase prior to class) *Berman, Knight, & Case. Financial Intelligence for HR Professionals: What You Really Need to Know About the Numbers (Harvard Financial Intelligence) †Fridson & Alvarez. Financial Statement Analysis: A Practitioner’s Guide (4th Edition) †Koller, Goedhart, & Wessels. Valuation: Measuring and Managing the Value of Companies, University Edition (5th Edition) *This text covers the “big picture” aspects of accounting and finance, especially as they relate to HR management. I will start the class at a very basic level, but if you think I’m speaking a foreign language after our second or third class this book may help. † These texts take an in-depth look at financial statement analysis (Fridson & Alvarez) and technical valuation techniques (Koller et al.). Most students will not need these texts for our class. However, if you are interested in going deeper into the “nitty gritty” of corporate finance, these books are a good place to start. COURSE OBJECTIVES The course objective is to enable students to better understand how HR practices relate to classic theories, issues, and...
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...Ethics and Compliance program for Company X Standards & Procedures The purpose of the Code of Ethics is to provide a policy statement of standards of conduct for all employees. The Mission of Company X is conduct business by our code of ethics. All employees are required to conduct themselves in a manner that directly reflects Company X beliefs and mission. All Employees must become familiar with the policies and must abide by applicable state and federal laws, organizational rules and the ethics policy. An employee who violates any part of Company X ethical policy will subject to any disciplinary actions up to and including termination. Company X has the right to take any necessary action on an employee who violates any relevant state or federal law. Criminal or civil penalties may be enforced, along with any disciplinary action needed. All of Company X employees shall perform their approved duties in a lawful, professional and ethical manner and report any activity that they believe to be in violation of this policy. Company X employees shall not knowingly make false statements, written or oral, in the course of their employment at Company X. Examples of such conduct would be disclosing employee private information, standard behavior, and personal appearance or accepting improper payments. 1. Confidentiality: Certain items are always considered confidential and as such should not be discussed with family, friends or coworkers. These items include, but are not necessarily...
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...Task Number # EST1 Part 2 Revised Ethics Program for new management company known as “Company “for this report. Ethics Statement: At this company, we must recognize the importance of ethics as a business. We are committed to upholding high ethical standards in our operations. Our company shall promote the principles of honesty, fairness, and respect for individual and community freedoms. Our program consists of the following 1. Code of Ethics 2. Training 3. Complaints and Investigations 4. Program Review Section 1: Code of Ethics 1. Personal respect At this company we all have the right to work in an environment where we are treated with respect. We must also respect others differences of opinion, social background, religious preference and race. 2. Equal employment opportunities At this company we are committed to providing a workplace that is free of discrimination harassing offensive and abusive behavior. Every employee shall report any type of incident to their direct manager or the human resources office. 3. Safety At this company every employee has the right to a workplace that is free from any recognized safety hazards. It is management’s responsibility to correct any unsafe working conditions. It is also the employee’s responsibility to report any unsafe working conditions to their manager. 5. Whistleblower At this company no employee will be retaliated...
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...HRM 701 Notes Issues faced today by HR Managers in Organization/ Competitive Challenges. 1) Competing, recruiting and staffing globally. 2) Embracing new Technology 3) Managing Change 4) Managing Talent/ Human Capital 5) Responding to the market 6) Containing cost. Roles and Responsibilities of HR manager in Organization Today 1) Advice and counsel 2) Service 3) Policy formulation and implementation 4) Employee advocacy Generally accepted steps in the strategic HR planning process 1) Mission, Vision, and Values 2) Environmental Analysis 3) Internal Analysis 4) Formulating Strategy 5) Strategy implementation 6) Evaluation and Assessment Steps required in the Implementation of an Employment Equity Policy or plan in an organization 1) Senior Management Commitment 2) Data Collection and Analysis 3) Employment system Review 4) Establishment of a Work plan 5) Implementation and or Evaluation, Monitoring, and Revision Steps in Conducting a Job Analysis 1) Identify the job/s to be analyzed 2) Determine the procedures to be used/ methods in collecting job data 3) Implement the job analysis methods 4) Review data collected through Job Analysis and 5) Summarize and document the data collected. Job Analysis – is the process of obtaining information about jobs by determining the duties, task or activities of jobs Critical Incident Method – Is a job analysis method by which important...
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...the organisation, types of leadership, the role of HR in the organisation & mission statement inside ________________. CIPD Human Resource Practice Level 3 1. Type of culture The company is much of a Role culture, and it can be seen as a Greek Temple – this is because this organisation works by leaders and employees being logical and rational. This culture is very much along the lines of making everyone work together so that together the strength will grow and so will the organisation. In terms of structure, all departments (pillars) are controlled by having appropriate job descriptions, procedures for communication and rules to help arguments not to get out of line. 2. Type of leadership and management style. Leadership style is Autocratic & Bureaucratic – decisions are made without any previous team/staff ‘s consultation, even if their input would be useful. Moreover, the management team ensure that all employees follow all the procedures precisely. 3. The role of HR in this organisation HR team has the role of how to strategically manage people as business resources and this includes two main vital points: * It manage recruiting and hiring employees * It is coordinating employees benefits and suggesting training and development strategies. At all levels of the organisation, HR team and management team works together to develop employee’s skills, as follow: * HR department advise management team how to assign employees...
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...deeper understanding of the behavioral requirements of the job, it plays a vital role in the defense of employment practices. Following are the main importance and uses of job analysis: Writing a business plan Managements Conversions meters to feet 1. HR Planning Job analysis provides useful information for human resource planning. It is the foundation for forecasting demand for and supply of human resources in an organization. It is also necessary for preparing HR inventory and HR information system in the organization. 2. Recruitment And Selection Job analysis provides necessary information for conducting recruitment and selection of employees in the organization. Recruitment generates a pool of candidates who are willing to perform in the organization, whereas selection selects the best suited candidate out of the available candidates who are supposed to perform well in the organization. 3. Training And Development Up-to-date description and specification statements help to ensure the requirement of training and development needs in the organization. By comparing knowledge and skill of current employees with the expected level of performance, the need of training and development requirement can be assessed. 4. Compensation Management Job analysis provides necessary information for managing compensation of employees. It helps to rank the job in order to determine pay surveys. Hence, it helps in compensation decisions. 5. Performance Appraisal Job analysis...
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