...The Human Resources Department is responsible for several tasks involving public relations, employee relations, employee recruitment, employee pay wages, employee hours, and multiple administrative tasks. Motivating staff may also play an important role in HR Departments globally. Tasks or assignments do not differ too much from other businesses that do not pertain to the health care industry. Differentiating between health care regulations, ethics, morals, and values is an important trait to understand when deciphering management in the health care industry or management in a normal business setting. Human Resource Managers in any company must be able to multitask. The management of human resources is of crucial importance in enabling the delivery of efficient and effective services (McHugh, 2007). HRM’s analyze the factors regarding the business or corporation and relay findings to the public. In the health care field, this is an important asset to the business, staff, and the public. Public awareness allows understanding of the problem or issue that is present. If HRM’s recognized and acknowledge problems that are present, a solution can be determined. Human Resource Managers are also responsible for the employee relations along with public relations. Each business or corporation has different training of policies and procedures that staff must complete. HRM’s are responsible for delegating these tasks. Each employee must meet a...
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...Research…………………………………………………………p.4 Relevance of Research…………………………………………………………………..p.4 Arguments against the Realistic Job Preview…………………………………………..p. 5 Literature Review Jean Phillips……………………………………………………………………..p. 6 Stephanie Pane Haden………………………………………………………….p. 10 James Breaugh………………………………………………………………….p. 11 David Earnest…………………………………………………………………..p. 11 James Breaugh and Robert Billings……………………………………………p. 13 Paula Popovich and John Wanous……………………………………………..p. 14 John Wanous…………………………………………………………………...p. 16 Results………………………………………………………………………………….p. 17 Conclusion……………………………………………………………………………..p. 18 References……………………………………………………………………………..p. 19 Strategic Staffing Research Project The chosen topic of discussion for this study pertains to the Realistic Job Preview, or RJP, that involves employee selection, performance, and retention. The following study addresses the methodology applied for this research and the value of the contents. The next factor describes situations where the present of a RJP appeared non-existent. The third component suggests recommendations to alleviate this problem in the future. The last portion of this dialog explains the value of content found in this study. What is a Realistic Job Preview The individual finds out, usually through the interview process, that the job fails to possess the qualities desirable. The failure to illustrate the qualities, requirement, and characteristics of the company and for the prospective employee causes a waste...
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...just over 2 million people worldwide and has 8,970 locations. Q#2 From your research of the organization, identify a single Business Process Change that the organization will need to contemplate and undertake in the coming year. These changes can result from new technologies, economic issues, or changes in the marketplace. WalMart has successfully navigated the marketplace over the years, from green initiatives to economic slowdowns. A Business Process Change it currently faces is its employee relations. WalMart has taken a lot of heat recently for its labor relations, with issues running the gambut from wage violations (some employees allege they are paid less than the minimum wage requirement), employees working excessive hours, anti-union policies, racial and sexual discrimination, poor working conditions and low levels of health insurance. Walmart’s turnover rate stands about 70%, which validates the employee discontentment and obvious problems with employee relations. Q#3 Utilizing the Capability Maturity...
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...Report: November 30, 2015 Class Activity: November 9th &10th, 2015 ETHICAL ISSUES ( NAME OF THE COMPANY) IS FACING AND THE IMPORTANCE OF ADDRESSING THOSE ISSUES FOR THE SUCCESS OF BUSINESS The purpose of this assignment is to check student: 1 Understanding of different ethical perspectives in business 2 Understanding of business objectives from an ethical perspective 3 Understand of ethics in workplace relationships 4 Ability to assess a current ethical issue in a business. Instructions to Learners: 1. Please read the assignment brief carefully and follow the evidence criteria. 2. An electronic copy of your assessment must be fully uploaded by the deadline date and time. You may submit one single PDF or MS Office Word document or Google document. 3. The electronic copy should be named as “YourFullName_Unit26” 4. Hard copy of the assignment must be submitted latest by 2 pm, 01 December 2015. Assignment will only be accepted for marking if the hard copy and the electronic copy uploaded are the same. 5. Label work with appropriate tasks/criteria’s/number 6. The assignment must be typewritten with 1.15 spacing of justified alignment using Times New Roman font, font size 12. 7. Use the APA referencing system and provide references [e.g. (Smith, 2011)] within the text and an entry in a references list. Otherwise it will be considered as plagiarized work. Your work...
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...Employee Relations Student Professor HSA 530: Health Service Human Resources December 2, 2012 Assignment 4 The measure of greatness of any company is a reflection on the performance of the employees. As a Human Resources executive, it is ultimately your responsibility to make sure that all employees have the proper training and access to any documentation or instruction as to what their job description actually is and how they are to perform in that role. Every company has a particular culture that drives the overall vibe and work ethic of everyone that works there. The relationship with the employee and management is also vital to that person’s success and longevity in that position and as a company you want the most seasoned employees working for you. After the selection of the appropriate candidate has been done, training is the next big task to tackle. You want to make sure that the training is done properly to ensure that the job performance is up to the standards expected by company executive and produce the best outcome possible for the company. This is why it is so important to be able to integrate training and job performance. In an article in Global Knowledge that discusses the integration in how people learn and the job that they do, they named top 10 strategies for a company to keep in mind to help facilitate performance and learning/training integration. The strategies are: • Understand the Job/Role as a System • Link Learning to Business Process ...
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...Lecture notes - Week 4 to Week 7 • Book Format of Test? • Multiple questions – 10 questions • Subjective question- 1 question • 40 minutes • Will start at 9.15 am / 2.15 pm 1 26/04/2015 QUIZ • How does situational leadership theory build on behavioural leadership theory? 4 Suggested answer: Example of Situational building on Behavioural is Hersey’s model Situational leadership theory builds on the behavioural theory as it introduces the idea that the most appropriate leadership style should be a combination of: • task • relations-oriented behaviour And that key factors in the work situation will determine the emphasis on task and relations behaviour in each combination We now have four possible leadership styles: (See diagram next slide) 5 Situational theory expanding on Behaviour/Style theory Leadership behaviour/style orientation Task Relations Both should be either High/Low – depending on follower maturity 6 2 26/04/2015 Example of Situational building on Behavioural is Hersey’s model Q: What is the right amount of emphasis on task & relations? Ans: It depends on the situation Q: According to Hersey, what is the ‘situation’? Ans: Main factors are: 1. Relationship between leader and employees/followers (this includes the level of ‘maturity’ of employees). Maturity defined as: o willingness o ability o confidence/feelings of security 2. Type of task 3. Way that the organisation...
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...A Case Analysis of the Employee Benefits Section 1. Facts of the Case Based on the given scenario, the following are the facts of the case bearing on the problem: a. Susan Benson * Hired as supervisor of the employee benefits section in a city government personnel department six (6) months ago * As supervisor, she has the authority and the legitimate power over the employees of the benefits section * She has had great difficulty getting employees to follow her orders which indicates that Ms. Benson is ineffective in leading her section * Had lost the respect of the personnel manager and that she can’t control the employees in her section b. Benefits section * Handles employee insurance, life insurance, retirement benefits, educational benefits, and worker compensation claims * It is composed of six (6) employees who have worked together for the past five (5) years and who have become a very close-knit cohesive group (strong task structure) who cooperate well with other city employees * Has an excellent reputation based on the few complaints it receives on how it handles employee benefits c. Sharon Garcia * The informal leader of the benefits section whom other employees look up for advice and assistance * As an informal leader, she has both power and influence, though she has no authority * Told other employees that Ms Benson did not understand the new procedures during the training session on the new procedures...
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...profitable and productive because they implement effective human resource management strategies and leadership. They encourage employee involvement in decision making and create a fair workplace environment (Boedker, et al., 2011). The employment contract or agreement is an important element of employment relations and it determines the pay, conditions of employment and way work is performed (Loudoun, et al., 2009). This paper will define collective and individual agreements, analyse the differences between them, examine the role of employee voice, trade union involvement and the role of the State and regulation of the industrial relations system. It will consider the impact of the agreements upon both employees and outcomes achieved by businesses and will make the argument that the most efficient and productive form of workplace arrangements for business are collective agreements. Collective Agreements Collective agreements are formal contracts that are negotiated between an employer and a group of employees that stipulate the terms and conditions of employment. This type of agreement exists in a more centralised industrial relations system, and this system is based upon compulsory conciliation and arbitration, a system that has been established since the Conciliation and Arbitration Act of 1904. Collective agreements exist in a pluralist work relations environment. The pluralist theory identifies that there are different sources of authority and loyalty within organisations...
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...BTEC Higher National Diploma (HND) in Business Unit Number: Unit 24 Unit Title: Employee Relations Unit code: (F/601/1271) QCF Level: 5 Tutor Name: Email: Key dates Distribution date: 25/04/2016 Submission date: Return date: 4 weeks after submission Introduction The term ‘employee relations’ has replaced that of ‘industrial relations’ Industrial relations are generally recognized as relations between an employer and a collective workforce, typically through a recognized union. Employee relations means the relationship between an employee and employer, and this is largely controlled by legislation and is being revised and updated continuously. It is important for learners to appreciate how good employee/employer relations contribute to the success and effectiveness of a business. In this unit they will investigate how cooperation between employers and employees leads to the development of good working relations against a changing background. The success of a business often relies on its relationships with its employees. Learners will investigate and explore different types of industrial conflict and the procedures for resolving this. It is important that learners are aware of change and keep up to date with developments in dispute procedures in relation to employment law. Legislation and EU directives play a major role in employee relations and learners will examine how these are applied in organizations. It is important...
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...on purpose, formal structure, hierarchy of management, technical requirements, and common principles of organization. It’s also emphasis placed on planning of work, technical requirements of organizations, systematic methods of management, and assumption of rational and logical behavior. Meanwhile propose that associated with division of work tasks, clearly defined duties, control and co-ordination of work, hierarchy, formal rules. There are two major classical sub-groups: i. Scientific Management (F.W. Taylor, 1911) Scientific management also called Taylorism. In the beginning of The Principles of Scientific Management (F.W. Taylor by 1911), Taylor thought that to prove the best way of management is a real scientific subject. This subject are based on clearly defined discipline, rules and principles, and further show that the fundamental principles of scientific management applied to human behavior - from the easiest personal behavior to the business’ operations of companies. He also believe this subjects can be used in anywhere in the society. Scientific management theory has 4 basic principles: 1. Divide work into specialized tasks to find ‘one best...
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...of human capital Strategic Human Resource Management (SHRM) - Plans activities for organisations to achieve its goals - To receive ultimate employee performance, they need to be linked to organisational goals and strategy - Achieved by consistently influencing employee attitudes and behaviours - HRM policies are linked towards organisational goals, HRM contribute to them in a meaningful way. Theoretical bases for HRM Behavioural view - HRM controls employee attitudes and behaviours to suit the situation - Suggesting HR focuses on behaviour rather than skills / knowledge of the job Resource Based view - HR are seen as a resource which give an upper hand for the reason they keep employees in right mind of frame for the goals set Political – influence view HR act as a Political leader through - Social communication through one and another - there to prevent negative social influences and maintain positive environment Harvard framework for HRM -HR take raw influences in business - Tune them providing an organisation that has positive, individual wellbeing, effectiveness and social wellbeing. Roles for HR professionals - Strategic focus on systems (Strategic partner) - Strategic focus on people(Change agent) - Operational focus on systems(Administrative expert) - Operational focus on people(Employee champion) - HR are involved in all areas of an organisations frame, to provide the best performance from employees. The composition of the...
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...Needs Assessment…………………………………………………………… 3 • Organizational Analysis…….…………………………………………………… 3 • Personal Analysis…….…………………………………………………………… 5 • Task Analysis……………………………………………………………………… 6 3. Training Program………………………………………………………………………7 • Objectives…………………………………………………………………………...7 • Prerequisites……………………………………………………………………...…8 • Location……………………………………………………………………………..8 • Training Class………………………………………………………………………9 Conclusion…………..…………………………………………………………………….. 11 4. References……………………………………………………………………………… 12 Appendix A: Example Employee Observation…………………………………….…… 13 Appendix B: Detailed Lesson Plan…………………………………………………….… 14 1. Company Description AOL one of the nation’s largest internet providers has been known to have problems like many major corporations in its day. However, one of the problems that AOL is facing is their lack of attention and care in the department of customer relations. A few years ago, AOL was subjected to litigation against 7,000 known customers in the state of Florida alone, who reported misconduct by the company’s customer service representatives. 2. Training Needs Assessment Organizational Analysis Based upon the evidence presented concerning AOL’s litigation procedures for poor customer relations, my organizational analysis for AOL would be that training within the area of customer relations definitely supports the company’s strategic direction. If the employees are not trained properly, then issues that AOL is faced with such as multiple...
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...goal is to provide an accurate picture of past and / or future employee performance. To achieve this, performance standards are established. I. The Performance Appraisal Process Many of the external and internal environmental factors previously discussed can influence the appraisal process. Legislation requires that the appraisal systems be nondiscriminatory. The labor union might affect the appraisal process by stressing seniority as the basis for promotions and pay increases. Factors within the internal environment can also affect the performance appraisal process. The type of corporate culture can serve to help or hinder the process. Identification of specific goals is the starting point for the PA process. After specific appraisal goals have been established, workers and teams must understand what is expected from them in their tasks. Informing employees of what is expected of them is a most important employee relations task. At the end of the appraisal period, the appraiser observes work performance and evaluates it against established performance standards. The evaluation results are then communicated to the workers. The performance evaluation discussion with the supervisor serves to reestablish job requirements. Steps in the performance appraisal process 1. Identify the specific performance appraisal goals. 2. Establish job expectations (job analysis). 3. Examine work performed. 4. Appraise performance. 5....
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...Executive summary: Human resource has to work with the employees and the employers. They coordinate the activities of the employees. They recruit new employees when needed. Every institution needed to appoint new employees in the organization. The organization has to follow proper recruitment, selection, and retention procedures to employ the appropriate employees. City link, a leading delivery company of UK, needs some new fresh employees to recruit and appoint in their organization. There are some different leadership techniques. It has to follow the best to overcome the challenges of working outside of UK. The organization has to build up proper team management to work efficiently in the context. The organization also provide training facilities to develop the individuals of the organization. Introduction Working with leading people is an important topic for all business students. This topic teaches how to lead effectively. In this assignment we apply our knowledge gained from this unit on City link a world class delivery company. City link is the UK`s leading delivery organization that successfully operate in UK and over the world from 1969. It makes annual revenue over £320m which makes City link the market leader of this field (City Link, 2014). We talk about the city link`s recruitment, selection and retention procedure and about its working culture. 1. Using recruitment, selection, and retention procedure Human resource is a key factor of every organization...
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...THE COMPARISON OF CLASSICAL APPROACH AND HUMAN RELATION APPROACH IN ORGANISATION STUDIES 1. What is Organisation and Organisational Behaviour? Organisation is a cooperative interaction dynamic in social system with the purpose of satisfying individual needs (Barnard, 1938). This is not a sole definition about organisation, there are many other terms about organisation such as, Mintzberg (1983) Organisation is "Every organized human activity -- from the making of pots to the placing of a man on the moon -- gives rise to two fundamental and opposing requirements: The division of labor into various tasks to be performed, and the coordination of these tasks to accomplish the activity". Organisational behaviour focuses on the study of the people behaviour within the organisation (Luthans, 1995). The Organisational Behaviour commonly known as the study and understanding of individual and group behaviour, and the path of structure towards improvement of organizational performance and effectiveness (Robbins, 1998). Another term of Organisational behaviour is a major discipline towards description, understanding, and prediction of human behaviour within formal organisation. Organisational behaviour as discipline is the clear recognition that organisations make internal settings that influence the behaviour of people within it and to some point the internal condition of an organisation is influenced by the large components such as economic, politic, social, and technology which...
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