...Organization Design: Motors and More, Inc. Dounia Benkabbou April Bombka Valerie Bright Brittany Brown MBA 533-Human Resource in Management Dr. Andrew McLeod May 15, 2016 Human Resource Organization Design An efficiently run human resources department can provide an organization with structure and the ability to meet business needs through managing the organization’s most valuable resources—its employees. This internally coherent system, or a business within a business, must be aligned with the mission and objectives of the organization (Becker & Huselid, 1999). Therefore, the human resources department must work closely with management and understand the organization’s goals. The human resource department is responsible for analyzing the entire organization so it can propose proper adjustments to management for increased efficiency, production, and financial success (Ulrich, Younger, & Brockbank, 2008). The Typical Human Resource Department While the structure of the human resources department might vary from organization to organization, there are six essential functions of any human resources department no matter how big or small: recruitment, safety, employee relations, compensation and benefits, compliance, and training and development (Mayhew, 2016). Human Resources Director The Human Resources Director influences and administers the overall provision of the Human Resources Department. This includes but is not limited to services, policies...
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...Introduction The human resources of an organization consist of all people who perform its activities. Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function. The activities involved in HRM function are pervasive throughout the organization. Line managers, typically spend more than 50 percent of their time for human resource activities such hiring, evaluating, disciplining, and scheduling employees. Human resource management specialists in the HRM department help organizations with all activities related to staffing and maintaining an effective workforce. Major HRM responsibilities include work design and job analysis, training and development, recruiting, compensation, team-building, performance management and appraisal, worker health and safety issues, as well as identifying or developing valid methods for selecting staff. HRM department provides the tools, data and processes that are used by line managers in their human resource management component of their job. What is the focus of HRM department? “The HRM focus should always be maintaining and, ideally, expanding the customer base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus regardless of the size of the business, or the products or services you are trying to sell.”...
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...Human Resource Practices In Hotel Industry Visit hrmba.blogspot.com allmbastuff.blogspot.com for more project reports, notes, presentations etc. INTRODUCTION TO HOTEL INDUSTRY One of the fastest growing sectors of the economy of our time is the hotel industry. The hotel industry alone is a multi-billion dollar and growing enterprise. It is exciting, never boring and offer unlimited opportunities. The hotel industry is diverse enough for people to work in different areas of interest and still be employed within the hotel industry. This trend is not just in India, but also globally. Modern hotels provide refined services to their guests. The customers or guests are always right. This principle necessitated application of management principles in the hotel industry and the hotel professionals realized the instrumentality of marketing principles in managing the hotel industry. The concept of total quality management is found getting an important place in the marketing management of hotels. The emerging positive trend in the tourism industry indicates that hotel industry is like a reservoir from where the foreign exchange flows. This naturally draws our attention on HOTEL MANAGEMENT. Like other industries, the hotel industry also needs to explore avenues for innovation, so that a fair blending of core and peripheral services is 1 Human Resource Practices In Hotel Industry made possible. It is not to be forgotten that the leading hotel companies of the ...
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...Introduction The human resources of an organization consist of all people who perform its activities. Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function. The activities involved in HRM function are pervasive throughout the organization. Line managers, typically spend more than 50 percent of their time for human resource activities such hiring, evaluating, disciplining, and scheduling employees. Human resource management specialists in the HRM department help organizations with all activities related to staffing and maintaining an effective workforce. Major HRM responsibilities include work design and job analysis, training and development, recruiting, compensation, team-building, performance management and appraisal, worker health and safety issues, as well as identifying or developing valid methods for selecting staff. HRM department provides the tools, data and processes that are used by line managers in their human resource management component of their job. What is the focus of HRM department? “The HRM focus should always be maintaining and, ideally, expanding the customer base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus regardless of the size of the business, or the products or services you are trying to sell.” (Dr....
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...Management of Human Services Programs University of Phoenix This paper is in reference to case study 10. This paper will develop one process evaluation measure and one outcome evaluation measure to display the Greenby Community Mental Health Center’s effectiveness and efficiency. This paper will also discuss the scope and purpose of the process evaluation measure and outcome evaluation measure and how they influence the design. The Greenby Community Mental Health Center process evaluation measure suggests the consultation and education department needs to implement the address of the real questionable issue within the organization, and to evaluate the programs being offered through the organization. The questionable issue at the center involves the discontinuance of the consultation and education departments. We understand the organization is facing an issue in regard to required service programs. We also understand the community mental health center has suggested as long as there is a director available the proposed suggestion will work, but doing so will take away workshops that have been instrumental to the program consumers. The implemented design includes dedicating a percentage of each professionals work towards Consultation and Education (Lewis, p. 242). A process evaluation is aimed at enhancing a current program by means of a formative analysis. It can be done anytime to describe and study the conceptualization, planning and implementation of a particular...
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...Service Request (SR-rm-022) BSA 375 30 July 2015 Service Request SR-rm-022 Section 1 Background Information Riordan Manufacturing is a global plastics manufacturer with facilities located worldwide, with a research and development department located in San Jose California. Riordan Manufacturing has produced a yearly earning forty-six million dollars. Riordan Industries, which is the sole owner of Riordan Manufacturing, is a Fortune 1000 enterprise with revenues reaching over the amount of one-billion dollars. It is highly important to use methods of integrating new systems into Riordan Manufacturing. The method of System Development Life Cycle (SDLC) is a great way to understand the problem, analyze the problem, design the solution, and implement the project. Riordan Manufacturing must revamp its out of date Information Systems, not only in the Human Resource section but in all other sections as well, in order to meet current industry standards, increase efficiency, lower overhead, increase worker productivity and many other factors which will add tremendous value to the company. These values are both tangible and intangible values that cannot be measured by a dollar value alone. This update is in accordance to Service Request SR-rm-022. The most efficient way to update the Human Resource Department would have to include hardware and software that...
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...of a s What is an occupational safety, health and environmental professional? To perform their professional functions, safety professionals must have education, training and experience in a common body of knowledge. Safety professionals need to have a fundamental knowledge of physics, chemistry, biology, physiology, statistics, mathematics, computer science, engineering mechanics, industrial processes, business, communication and psychology. Professional safety studies include industrial hygiene and toxicology, design of engineering hazard controls, fire protection, ergonomics, system and process safety, safety and health program management, accident investigation and analysis, product safety, construction safety, education and training methods, measurement of safety performance, human behavior, environmental safety and health, and safety, health and environmental laws, regulations and standards. Many safety professionals have backgrounds or advanced study in other disciplines, such as management and business administration, engineering, education, physical and social sciences and other fields. Others have advanced study in safety. This extends their expertise beyond the basics of the safety profession. Because safety is an element in all human endeavors, safety professionals perform their functions in a variety of contexts in both public and private sectors, often employing specialized knowledge and skills. Typical settings are manufacturing, insurance, risk management, government...
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...activities of the organization and also considering the customer end as well. Functions If we take an organization it having some certain functional departments and having the interrelation among them. It helps to run the organization to reach the overall company objectives and also will make the satisfaction of the customers. It has departments such as marketing, finance, human resource, IT and technical. Example I have selected Amana Takaful PLC to discuss its different processes and functions. The interrelationship different between processes The customer propose the insurance to their property Filling the proposal form and paying cash or cheque The assessor takes the inspection and check the valuation of the property The policy authorization and gives the policy documents to the customer When the claim situation customer informs to the company The assessor inspect the damages and value the damage Check current value of the property and premium outstanding Finalize the claim from claim department and send it to finance for the payment Give the claim and make satisfy the customer. The interrelationship between different functions Human Resource Department ✓ Concerning with financial department for the payments (salaries, medical claims, allowances) ✓ Concerning with marketing...
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...Human Resource Management (HRM) XXXXXXXX BUS303: Human Resources Management Instructor: Conni Whitten September 7, 2014 Throughout history Human resource management (HRM) has had many very different job descriptions. The main purpose for Human resource management is managing people within an organization with a very thorough and structured process. HRM, complex as it is, is constantly evolving with the ever changing times every businesses faces. “The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources,” according to reference to business. Within this paper many areas of Human Resource management such as the EEO and affirmative action, the planning and recruitment process, the selection and development process, the compensation and benefits process, the safety, health, and employee and labor relations will be examined. Every business big or small should have long and short term goals and a strategic plan to achieve those goals in order to increase the market value of that organization. When you speak of HRM, you speak of people, every business has to have people, and having a well-developed HRM department will allow the business to gain their employment, develop their skills, and keep them motivated and happy while working for the organization. Listed below are the major everyday strategic HRM...
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...1.0 INTRODUCTION Human resource management is the design of formal system in an organization to ensure effective and efficient use of human talent to accomplish organizational goal. There are several important of HRM practices; analyzing work and designing jobs, attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), creating a positive work environment (employee relations), and supporting the organization’s strategy (HR planning and change management). 1. BACKGROUND OF COMPANY 1. JUSCO Store JUSCO is the acronym for Japan United Stores Company, a chain of "general merchandise stores" (or hypermarket) and the largest of its type in Japan. The various JUSCO companies are subsidiaries of ÆON Co., Ltd. The JUSCO name was adopted in 1970 by a company originally founded as a kimono silk trader in 1758. Renamed ÆON in 1989, it operates stores throughout Japan under JUSCO and other names and also has a presence in Malaysia, Hong Kong, mainland China, and Thailand. In 1985 the first JUSCO overseas store was opened, in Plaza Dayabumi, Kuala Lumpur, Malaysia, as a jointly-owned company with Cold Storage (Malaysia) and three local companies. It was the first time that a Japanese company had entered into a significant joint venture in the Malaysian...
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...Corporate Capability Statement Quality Review of EMS Performance Measure Data Solicitation No.: 2012-0100 Submitted To: U.S. Department of Transportation National Highway Traffic Safety Administration Attn: Lloyd S. Blackwell 1200 New Jersey Avenue, SE Washington, DC 20590 lloyd.blackwell@nhtsa.dot.gov Submitted By: Econometrica, Inc. 4416 East-West Highway Suite 215 Bethesda, Maryland 20814 DUNS Number: 196693170 TIN: 52-2108043 November 30, 2011 November 30, 2011 Lloyd S. Blackwell U.S. Department of Transportation National Highway Traffic Safety Administration 1200 New Jersey Avenue, SE Washington, DC 20590 Reference: Sources Sought Notice; Solicitation No. 2012–0100; Quality Review of EMS Performance Measure Data. Dear Mr. Blackwell: Econometrica in partnership with Traffic Safety Analysis Systems & Services (TSASS), Inc., is pleased to submit a Corporate Capability Statement in response to the above-referenced Sources Sought Notice. We believe we offer the Department of Transportation (DOT) highly qualified expertise and capabilities that will benefit DOT in future work projects. Econometrica and TSASS are small businesses, and TSASS is veteran-owned. If you wish to discuss any aspect of this submission, please feel free to contact me at (301) 657-8311. Thank you for your consideration of Econometrica. Sincerely, Econometrica, Inc. Cyrus Baghelai President/CEO Table of Contents Introduction...
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...In Synaxis Ready Mix, the entire organization is divided into functional departments as shown in the above chart, to deal with the problems of business at various levels. Functional authority remains confined to functional guidance to different departments. This helps in maintain quality and uniformity of performance of different functions throughout the enterprise. Features * The entire organizational activities are divided into specifications such as Sales, Production, IT, Finance & Administration, etc as shown in above chart. * Complex form of administrative organization * Three authorities exist- Line, Staff and Function * Each functional area is put under the charge of functional specialists and he has got the authority to give all decisions regarding whenever the function is performed throughout the enterprise. * Better division of labour takes place which results in specialization of function and its consequent benefit. * Management control is simplified as the mental functions are separated from manual functions. Checks and balances keep the authority within certain limits. Specialists may be asked to judge the performance of various sections. * Greater efficiency is achieved because of every function performing a limited number of functions. * Specialization compiled with standardization facilitates maximum production and economical costs. * Expert knowledge of functional manager facilitates better control and supervision. ...
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...- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Information Systems for Human Resources Management Information is an essential tool for managers in the retention, recruitment, utilization and evaluation of human resources in health services organizations. Since they support the goals and objectives of the organization, information systems play an important role in planning and management of human resources. These systems will serve as an important personnel administration operational programs, including employee record keeping, budget control, compensation, benefits management, and government reporting. This paper will discuss the project plan overview of human resources information systems (HRISs) and their strategic and operational use in a health care organization. Certain topics include: Role and functions of a HRIS for human resources management Relationship of a HRIS to other information systems Process of planning, developing, and implementing a HRIS Implications of effective HRIS utilization for health services managers Managing human resources effectively requires information from several sources. Computer technology enables hospitals and other health care organizatoin to combine human resources into a single database that can be used to support multiple personnel and managerial functions. A human resources information system (HRIS) is the integration of software, hardware, support functions and system policies and procedures into...
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...DESIGN PAPER Vision/goal of the implementation - Heidi (15 points) Remember Meaningful Use and ARRA, usability and clinical workflow Vision Statement: Deliver the best of care to our community through the implementation of a hospital-wide Clinical Information with the ability to provide the right information, to the right person, in the right format, through the right channel, at the right point in clinical workflow to improve patient-centered care and healthcare outcomes. The implementation of a clinical information system is organized around an organizations vision and formulated goals. Arcade General Hospital is in the third stage of upgrading a clinical information system and their goal is to integrate the new upgrades with the application of meaningful use through adherence to the American Recovery and Reinvestment Act (ARRA) by promoting the adoption and meaningful use of health information technology. Usability in is one of the main goals as it will allow minimal disruption in clinical workflow. Meaningful Use In 2009, the American Recovery and Reinvestment Act (ARRA) and the Centers for Medicare & Medicaid Services (CMS) released a rule on payment incentives for meaning use of clinical information systems (CIS). This rule was designed to entice hospitals and medical clinics to qualify for payments incentives if they adopted the necessary requirement in association with the progression of electronic medical record (EMR) implementation (American Hospital Association...
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...Julian Jane Atim, MBChB, MPH Uganda Health Marketing Group (UHMG) Stephanie Cantu Harvard Medical School Jonelle Wright, PhD, RN University of Miami Introduction This module consists of four (4) sections. After completing the training, you will take a short quiz on the training content. After completing the quiz, we ask you to answer a few optional questions to give your view of this training module. Learning Objectives By the end of this module, you should be able to: Describe the concept of Cultural Competence in Research Explain the importance of Cultural Competence in Research Describe ways to enhance the engagement of diverse populations and communities in research Identify cultural competence challenges faced by researchers when working with culturally diverse populations Cultural Competence in Research Culture is fundamental to everyone's perceived identity. It is a mix of one's values, beliefs, standards, norms, behaviors, language, communication styles, and thinking patterns.[1] Cultural competence refers to understanding the importance of social and cultural influence on the beliefs and behaviors of the patient, student, colleague or client.[2] Cultural competence in health care describes the ability of systems and health care professionals to provide high quality care to patients with diverse backgrounds, values, beliefs, and behaviors, including communicating effectively and tailoring delivery to meet patients' social, cultural and linguistic...
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