...The organisation’s approach to collecting, storing and using HR data “HR records and their retention are extremely complex and constantly changing areas requiring companies to have document retention policies and monitoring programmes.” (CIPD Website) HR records incorporates a range of data relating to all employees working in the organisation i.e. training records, salaries, absenteeism, all of which may be stored electronically or manually. It is important for an organisation to collect and maintain efficient systems for storing data. 1.1 Reasons why the organisation needs to collect HR data The organisation needs to collect HR data for numerous reasons, compliance with the legal requirements, business transfers, copies of contracts, contact details, information to make decisions, two of which are discussed below. 1. Information to make decisions Providing good knowledge and information to the site is critical to make important decisions. Employees need access to accurate information on a daily basis to make decisions on different personal issues i.e. performance review, annual leave, overtime, and educational assistance. HR has a vital role to play to ensure that this information is available to all in a timely manner and the information is accurate. 2. Compliance with legal requirements Every organisation has legal requirements. Government departments has an impact on the retention of HR data and can demand records such as how many people work in the organisation...
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...Standard Operating Procedures and Ethics All employees, management, and directors of Company X are expected to not only familiarize themselves with the Standard Operating Procedures and Ethics but to also help each other comply with these standards and embrace a team environment. While this handbook is a broad guide as to how to conduct yourself you will receive additional training regularly. In the event there is any question as to how standards are to be followed or of the proper ethical choice in a situation please reach out to Human Resources. They will help address your questions and guide you in the right direction. Ethical Responsibilities: All employees, management, and directors of Company X should make it their top priority to operate on a daily basis with honesty, integrity and without malice. Unfortunately, all ethical decisions are not easy and the right answer isn’t always apparent. In situations such as these, reach out to Human Resources. Beyond unusual circumstances we must treat all other employees as well as customers and people of the community with respect and dignity regardless, age, sex, origin, or different abilities. Staff Schedules: Directors and management of Company X are responsible for creating employee schedules. Work schedules are to be taken very seriously. Schedules are created two weeks in advance. If you are requesting time off you must submit your request in writing to your department manager no later than two and a half weeks...
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...assessing skills balance, minimum wage, working time directive and health and safety. 2) Organisations also keep information records on training and performance for employees, this enables the management team to assess each individual employee for productivity and possibly identify training needs. By doing this the management team can assess the productivity within the business. Two Types Of Data Collected and How Each Supports HR Practices 1) Statutory Records – Such as tax, national insurance contributions, sickness and SSP, hours worked and accident book. These types of records ensure that the HR department is compliant to all of the regulatory requirements. 2) Organisational Records – to include all Recruitment documentation, absenteeism records, staff turnover and learning and development. These records are essential to all HR departments as it allows them to monitor staffing levels and recruit when necessary. Staff sickness is monitored very closely to help with productivity and ensure there are no underlying management issues. Having these monitoring processes in place will in turn help staff to maintain a high level of efficiency and in turn benefit the business and their own personal development activities. Two Methods of storing records and benefits of each 1) Manual System: The benefit of a manual system in a lockable cabinet is not having to rely on documents being stored correctly on a centralised system, they are always accessible and will not suffer at...
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...Diversity In Organizations: Disability. Disability can be descibed as a person who has a physical or mental condition that limits their movements, senses, or activities. We use the terms 'mental' and 'physical' to describe disabilities. This definition is very broad though, and we will look at how organizations integrate people affected by disabilities in their organizations. In Ireland, The Disability Act 2005, aimed to persuade public and private compnaies to be proactive about employing people with disabilities within their organizations. In Taiwan, The People With Disabilities Rights Protection Act 2007, staetes that disabled people must comprise at least 1% of the work force at private organizations, and at least 3% of government offices over a certain size (67 employees), including public schools and state-owned enterprises. In The U.S., the Americans With Disabilities Act ADA, was introduced in 1990. The ADA immediately led to a surge in the amount of people classified as disabled joining the workforce. The ADA states that employers must mate 'reasonable accommodations' to their working environments for people with disabilities. It can be hard to measure the the relationship between disability and employment because the definiton of disabled is so broad. Just think of certain neurological disorders that are impossible to notice at a glance, like depression, addiction, or other personality disorders. The Equal Employment Commission in the US uses 'physical or mental...
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...Employees’ Training: A Way towards Organizational Commitment and High Performance An Argumentative Paper on the Bond between Training, Commitment and Performance Maryam Afzal maryam_afzal1@yahoo.com Abstract The main purpose of this paper is to discuss the importance of employees’ training for organizational commitment and organizational performance. An argumentative approach has been used to reveal the importance of employees’ training. By training the employees their skills and abilities are enhanced which make them work more confidently and with full devotion and interests. Training the employees is not the wastage of organizational money but it is more like an investment which has got high returns. By reviewing the work already done in this area of interest, the paper clarifies what employee training, organizational commitment and high performance particularly mean in the dictionary of any organization. Training means to provide the employees with basic and additional tools and techniques to mold themselves with the changing environment. Organizational commitment means that employees will stay longer in the organization with their own will and desire as long as they can. And organizational performance means the productiveness of the organization which is both effective and efficient. Then it shows the link among the three concepts that how they are interconnected. The discussion section briefs the concepts again with the views upon the following; firstly, which type...
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..... .. | | . |A Modest Proposal | |By Jonathan Swift (1667-1745) | |A Study Guide | |Cummings Guides Home..|..Contact This Site | |.. | |Type of Work | |Purpose | |Historical Background | |Summary | | ...
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...Job Behaviors & Moral Yasmin Rodgers 4341 Lakefield Mews Drive Richmond, Va. 23231 Rodgers_Yasmin@yahoo.com 678-472-1088 GM591 Leadership and Organizational Behavior Professor Joseph Plumley October 9, 2011 TABLE OF CONTENTS I. Executive Summary…………………………………………………………..3 II. Background of Branch Banking & Trust Company ……………….………..3-5 III. Discussion of Current Business Issues…………………………………….....5-8 IV. Proposed Solution…………………………………………………………….9-11 V. Recommendations For The Executive Committee……………………………11-13 VI. References……………………………………………………………….…..14 Executive Summary Thru my research and writing, my plan is to create the preliminary steps and outline for BB&T to become one of the companies admired by others and to work on a long-term goal of making BB&T into company with a low turnover rate. The TCO A objective that I will be utilizing within my study of BB&T is as follows: Given that people make the difference in how well organizations perform, assess how an understanding of organizational behavior concepts and theories is a useful knowledge base for career success and for improving an organization's effectiveness. Background Of Branch Banking & Trust Company “BB&T Corporation, headquartered in Winston-Salem, N.C., is among the nation's top financial-holding companies with $157 billion in assets and market capitalization of $19.1 billion, as of March 31, 2011. Its bank subsidiaries operate approximately...
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...valuable resources, its employees. Since Foyle Food Group employ a large amount of staff then extra precautions would need to be taken whilst recruiting. Foyle Food Group recruit a lot of polish workers and give them jobs so a substantial of migrant workers are employed by Foyle Food Group. Foyle Food Group sent a recruitment team to Poland to recruit workers and bring them to Ireland and work for them. This is very innovative approach to recruitment as the business has always had the difficulty of having a high staff turnover so this is a good way of trying to reduce the number. In 2006, due to low levels of unemployment in the local area and a shortage of skilled and semi-skilled workers in the industry, Foyle Food Group recruited a number of staff from Europe. 435 of the workers were made up of migrants and they were, assisted by Foyle Food Group in settling into the local area in a number of ways. Foyle Food Group helped them to relocate, assisted with registering children in local schools and registering with GP’s. As a result of this recruitment drive, staff turnover reduced from 38% to 19%, absenteeism reduced from 4.8% to fewer than 2%, training and development costs were cut and productivity levels increased opportunities in education, increased job security, community involvement and a better quality of living. This motivates the employees to keep up the high level standard of work and to keep the successful achievements up. Foyle food group runs a Graduate Training Academy;...
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...Workplace bullying and union involvement Introduction Bullying is all around us. We’ve seen it on the school playgrounds as children all the way through to the companies which we are employed. I’m sure at some point in our lives we ourselves have fallen victim to bullying or have even the person doing the bullying. Unfortunately, bullying is an increasing problem within the organization. To date, there are approximately 54 million people out there who have been victims to workplace bullying; of which, 45 percent suffer from various health problems due to stress and 40 percent were either fired because their work productivity diminished or they eventually quit because they couldn’t handle it anymore (Bennett-Alexander, 2012). Since bullying is such a common offense, it is often difficult to detect. This briefing will provide information about the problem, guidance on how to tackle it before it gets out of control, and what to include in an effective prevention policy and how to put it into action. What is bullying? The Occupational Safety and Health Administration (OSHA) classified workplace bullying not only as a form of harassment; they also gave bullying its own category under their definition of workplace violence (“Workplace violence”, n.d.). If not dealt with immediately, the bullying has the potential to lead into something more severe or fatal. Bullying is not just an employment problem; it’s an issue of power and feeling dominant. It can also raise...
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...Chapter 8 Summary: Location Strategies Team #: 3 Team Members: Daniel Coughlin Joel Nemr Jennifer Ogle Operations Fundamentals Prof. Riaz Khan 63.501.201 Date: 04/11/2012 Location Strategies Strategic Importance of Location Overview As markets continually expand, the location of a business becomes increasingly important. Location choice can provide a company with distinct advantages. The ideal location should provide an overall maximum benefit to the company, factors considered vary depending on business type. Some businesses may realize the most benefit from maximizing revenue, while others may benefit most from reduced costs. Factors that may trigger a relocation need include changes in demand, production capacity limitations, labor productivity, exchange rates, costs, local attitudes, or changes in demographics. Location and Costs Location can cost up to 25% of a products selling price solely because of transportation costs. Other location factors may alter total operating expenses by up to 50%. These costs may be a result of taxes, wages, material costs, or rent/leases. Different locations have different costs associated with them. One location may have high operating costs, but cheap labor. Another may have expensive labor, but a good work ethic that benefits the overall productivity of the workforce. Location decisioning is worth investing in. Adding unnecessary costs to the creation of products will result in less overall revenue, or the...
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...Topic Table of Contents Page No. Task 1 1.1 Personnel management and Human resource management. 3 1.2 The functions of human resource management (HRM) in the Enterprise Rent A car 4 1.3 The roles and responsibilities of line managers in the HR department of Enterprise Rent-A-Car 5 1.4 Analyse the impact of UK legal and regulatory framework on human resource Management 6 Task 2 2.1 Analyse the reasons for Human Resource planning for Enterprise Rent A Car: 7 2.2 Outline the sages involved in planning its human resource requirements 8 2.3 Compare the recruitment and selection process of for Enterprise Rent-A-Car 10 2.4 Evaluate the effectiveness of the recruitment and selection techniques of the two 11 companies discussed above. Task 3 3.1 Assess the link between motivational theory and reward at Enterprise Rent-A-Car 12 3.2 Evaluate the process of job evaluation and other factors determining pay 13 3.3 Assess the effectiveness of reward systems in two different work contexts 14 3.4 Examine methods that are being used by businesses to monitor employee performance 15 Task 4 4.1 Identify the reasons for cessation of employment with Enterprise Rent-A-Car 16 4.2 The Exit procedures in two different organisations. 17 4.3 The impacts of the UK regulatory framework on employment cessation arrangements 17 Reference 19 Task 1 1.1 Personnel...
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...Transformational leadership in nursing practice Owen Doody and Catriona M Doody Traditionally, nurses have been over-managed and led inadequately, yet today they face unprecedented challenges and opportunities. Organisations constantly face changes that require an increasingly adaptive and flexible leadership. This type of adaptive leadership is referred to as ‘transformational’; under it, environments of shared responsibilities that influence new ways of knowing are created. Transformational leadership motivates followers by appealing to higher ideas and moral values, where the leader has a deep set of internal values and ideas. This leads to followers acting to sustain the greater good, rather than their own interests, and supportive environments where responsibility is shared. This article focuses on transformational leadership and its application to nursing through the four components of transformational leadership. These are: idealised influence; inspirational motivation; intellectual stimulation; and individual consideration. Key words: Transformational leadership n Nursing n Motivation n Staff support n Personal qualities ffectivenursingleadershipisavehiclethroughwhich healthcare delivery and consumer demands can be fulfilled. Traditionally, nurses were over-managed andinadequatelyled;theynowfaceunprecedented challengesandopportunities(BowlesandBowles,2000). Thenotionofleadershipisconstantlychanging,withmany theoriesandframeworksavailable...
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...Transformational leadership in nursing practice Owen Doody and Catriona M Doody Traditionally, nurses have been over-managed and led inadequately, yet today they face unprecedented challenges and opportunities. Organisations constantly face changes that require an increasingly adaptive and flexible leadership. This type of adaptive leadership is referred to as ‘transformational’; under it, environments of shared responsibilities that influence new ways of knowing are created. Transformational leadership motivates followers by appealing to higher ideas and moral values, where the leader has a deep set of internal values and ideas. This leads to followers acting to sustain the greater good, rather than their own interests, and supportive environments where responsibility is shared. This article focuses on transformational leadership and its application to nursing through the four components of transformational leadership. These are: idealised influence; inspirational motivation; intellectual stimulation; and individual consideration. Key words: Transformational leadership n Nursing n Motivation n Staff support n Personal qualities ffectivenursingleadershipisavehiclethroughwhich healthcare delivery and consumer demands can be fulfilled. Traditionally, nurses were over-managed andinadequatelyled;theynowfaceunprecedented challengesandopportunities(BowlesandBowles,2000). Thenotionofleadershipisconstantlychanging,withmany theoriesandframeworksavailable...
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...Human Resource Management Student Name: Katie Greene - 08541876 Question: When work-place bullying takes place in an organization, it is because leadership and management of the organization allow it to happen. Do you agree? Introduction Bullying in the workplace has been defined as “harassing, offending, socially excluding someone or negatively affecting someone’s work tasks...repeatedly and regularly,” (Einarsen, 2003). By this we understand that bullying is a process that stems from a series of actions foregone. The forms of bullying which take place in an organisation are vast and range from verbal abuse to violence to sexual discrimination and harassment. While occurrences of bullying arise because management allow them to, literature suggests that there are various other factors which lead to it. The following sections attempt to explore these determinants. There is much evidence to suggest that workplace bullying is encouraged by management (O’Connell et al, 2007) and other evidence that suggests the opposite view (Einsaren, 2003). I will determine that one of the main responsibilities lies with management, but that other factors such as personalities, workplace ethic, policies, working culture, organizational behaviour and industrial nature have their own roles to play. Through my research I established that a knock-on effect exists within the concepts produced in the literature. We must firstly look at definitions of bullying and conflict to establish why it occurs...
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...Explaining Student Performance Evidence from the international PISA, TIMSS and PIRLS surveys Final Report November 2005 Explaining Student Performance Evidence from the international PISA, TIMSS and PIRLS surveys Jens Henrik Haahr with Thomas Kibak Nielsen, Martin Eggert Hansen and Søren Teglgaard Jakobsen www.danishtechnology.dk jens.henrik.haahr@teknologisk.dk This study was carried out on behalf of the European Commission’s Directorate-General for Education and Culture. Views expressed represent exclusively the positions of the authors and do not necessarily correspond to those of the European Commission. Contents Index 1. .......................................................................................................................... 2 2. 3. 4. Executive Summary................................................................................................. 4 1.1. Education Systems and Basic Skills................................................................. 4 1.2. Student Background Characteristics and Basic Skills.................................... 10 1.3. School Characteristics and Basic Skills ......................................................... 13 1.4. Individual Student Characteristics and Basic Skills....................................... 17 1.5. New Analysis and Data Collection Activities................................................ 19 Introduction........................................................................................
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