...Strategically managing employees is the practical management of the people. It gives broader viewpoint to the employees and also can help them to give better understanding of their job. It can relate employees to understand that how their job fits in plan and with the other member of an organization. Strategic human resource management is designed to help an organization to meet the need of their employees in such a way and in along with it achieve company's goals. To strategically manage the employees, a company needs to think ahead and plan to meet the needs of the employees and for them to better needs of the company. They can effectively face the environmental changes in the organization as well as evaluate the impact of it on their job. The three primary human resources activities are: 1.Recruitment and selection: Recruitment and selection is the first phase of human resource management. Managers of different other department work with HR department to fill in the vacant position in an organization. It involves the process such as specifying the job description and reach out to the candidates with the help of advertisement of Job in local newspaper, social media networking, consultant etc. Selection of right candidate for the position will be done by company's own methodology i.e. Personal interview, examination, experimental etc. 2.Placement and Training: The next step of human resource activities is placement and training in which the selected candidate...
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...(2007PGP077C) Naik Chetan Bhimrao (2007PGP080C) Nalin Rana (2007PGP081C) Navneet Singh Arya (2007PGP082C) Nikhil Kumar (2007PGP085C) Nitin Gupta (2007PGP086C) Santosh Kumar V S Matala (2007PGP137C) Sulakshana Ramakrishnan (2007PGP159C) A New Mandate for Human Resources The article starts with analyzing whether we really need HR in today’s business scenario. Currently, HR’s basic function is to handle policy making and all the paperwork involved in hiring and firing, manage the bureaucratic aspects of benefits, administer compensation decisions, oversee recruitment, and manage training and development programs and design initiatives to increase workplace diversity. But there are still doubts over the contribution of HR to organizational performance. Often, it is found uneconomical and inefficient. Author has identified 5 factors that make an HR department necessary: • Globalization - Expansion of global markets have made it important for managers to have knowledge about global trade issues and also meet local needs. Therefore, it has become necessary for the organization to learn and collaborate and to manage diversity, complexity and ambiguity. • Profitability through growth - Companies now feel a drive for revenue growth by seeking new customers and developing new products and hence should become more market focused and should share learning and information among employees. Companies that seek to grow by joint ventures, mergers and acquisitions...
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...increasing my knowledge base and experience hospitality. Education: 2014-2016: Master of Business Administration, HR Sagesse University 2004-2008: Hotel Management Bachelor Lebanese university/faculty of tourism and hospitality management 2003-2004: Lebanese baccalaureate part II Economics Work Experience: Senior Human Resources Officer in charge of the HR department at Dynagraph 1st of December 2012 till Present * Company employee communication * Maintaining employee files and the HR filing system * Develops contacts to Universities, Technical schools, recruiting agents & head hunters * Manages the recruitment of basic job functions within the organization * Manages the payroll system * Manages absences * Manages holidays * Manages employee contracts * Insures the implementation of the employee code for every company * Presents yearly salary budgets * Updates HR policy and Procedure * Develops and Updates Employee Handbook * Implements the HRMS. * Updates the HR forms. Human Resources Officer at Hilton Beirut Habtoor Grand 2008 till 25 November 2012 * Assist the HR Manager * Attend and take minutes of meeting * Answering phone calls and scheduling interviews and meetings. * Handle day-to-day HR activity * Handle the CV database * Recruiting and staffing logistics * Assist and coordinate the implementation...
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...HR Professional Map According to CIPD, the HR Profession Map sets out what HR practitioners need to know and do and how they need to do at every stage of their career. It has the versatility to be used in part, or viewed as a whole, with the core professional areas acting as the key or center that is relevant to all. The architecture of the HR Profession Map includes: PROFESSIONAL AREAS Describes 10 professional areas, 2 areas being the core for any HR profession and other 8 areas identify the activities and knowledge that is needed to provide specialist HR support set out in 4 bands of competence. Core : Insights, Strategy and Solutions Develop understanding of the organization and its con text and use these insights to tailor strategy and solutions to meet current and future organization needs. Core : Leading HR Providing an active and insightful leadership. Be a driving force towards the development and growth of themselves, others and organization activities. Organization Design Ensure organization is appropriately managed to achieve its long and short term objectives and effectively manage structural changes. Organization Development Ensure to develop and retain a culturally fit and committed workforce needed to deliver strategic ambitions of the organization. Resourcing and Talent Planning Ensure that the organization is able to identify and attract key talents to meet changing needs and fulfill long & short term strategies. Learning and Talent...
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...restaurants that operate under one regional manager that also acts as the Human Resource Manager for the restaurants. The goal is to develop a plan that can decrease the travel time for the regional manager, Jay Morgan so that he may save on gas expenses traveling between each eight restaurants in the Northern California area. The objective is to introduce an HRIS application and one vendor that can assist in the developing of the HR department and ease the transitioning of one individual HR manager to multiple employees. There are restaurants with profits in mind and provide the same food and service while the Castle’s Family believes in family, partnerships and developing relationships with one another for a great customer service. Introduction Castle‘s Family Restaurants and it’s eight locations in Northern California employed 300-340 employees and operated under one regional manager, Jay Morgan, who is also acting as Human Resource Manager for all restaurant locations. A business plan will help Mr. Morgan with the transition, as we apply an HRIS to manage all HR and payroll needs as a solution to the time and cost problem that founded in the business exploration. Castle's Family Restaurant continues to grow along with the Human Resource needs to keep the business operative. Company Review Castle’s Family Restaurant is a midsize family-owned restaurant with 8 locations in Northern California, the company is growing and thriving that a possible 9th location project in the future...
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...................................................................................... 1 THE STANDARDS ~ AT A GLANCE ................................................................................................... 2 THE FIVE DIMENSIONS ..................................................................................................................... 3 THE THREE LEVELS OF HR PROFESSIONALS ............................................................................... 4 HR COMPETENCIES .......................................................................................................................... 6 HR CORE COMPETENCIES ............................................................................................................... 7 HR FUNCTIONAL COMPETENCIES .................................................................................................. 8 HR COMPETENCIES FRAMEWORK.................................................................................................. 9 HR COMPETENCY LEVELS ACCORDING TO DIMENSIONS......................................................... 10 HR BODY OF KNOWLEDGE............................................................................................................. 19 CONCLUSION ................................................................................................................................ 21 BIBLIOGRAPHY .............................................................................................
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...Human Resource Manager (HR) using my Job Occupational Pie (KEVIN GALLIGHER,2010) powerpoint presentation in University of Sunderland .This report also explains the context in detail about how to improve my skills to be a efficient HR applying my earned knowledge from B.A (HONS) Business and Management in University of Sunderland. 1.JOB PROFILE A HR Manager or Advisor is a strong generalist .The HR Manager will be responsible for day-to-day management of Employee Relations, Compensation and Benefits, Policy and Procedures implementation and various other HR related processes..(A.D. Diamantidis and P.D. Chatzoglou,April 2011) Key Role of the HR Manager: • Manage employee relations including grievances, investigations, complaints, assistance/communication, terminations and any other applicable issues.(Janet H. Marier,2012) • Advising managers on disciplinary and grievance issues and running meetings whenever necessary.(Janet H. Marier,2012) • Covering policies, procedures, induction and other HR related processes(Janet H. Marier,2012) • Ensure that all HR processes are at global standard of legislation(Bruce E. Kaufman,2012) • Recruitment & Selection - Liaising with agencies, placing advertisements, assisting in interviewing, sending out contracts of employment, ensuring all information is sent to payroll in a timely manner; conduct inductions with new employees and ensuring satisfactory references are received(Bruce E. Kaufman,2012) • Manage the regional compensation...
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...Introduction This report will aim to evaluate and explain what it means to be an HR Professional with using the CIPD HR Professional Map (HRPM) as the basis for the evaluation. A - Briefly explain how the CIPD HR Professional map defines the HR profession, including gthe professional areas, the bands and the behaviours. B – Evaluate how the 2 core professional areas, and any 2 selected behaviours uphold the concept of ‘HR professionalism’ give examples from the knowledge and activities @ band C- Explain with related examples, why the HR professional needs to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation CIPD Professional Map – The CIPD HR Profession Map (HRPM) is an accurate tool that guides an HR practitioner’s learning and development through becoming an effective HR professional. HR professionals can use the map for many reasons such as identifying skills and team capability, building role profiles and identify areas that need development (HRPM, CIPD, 2012). Professionalism is defined as a continuous development of outcomes anticipated through appropriate behaviors and conduct that are needed in order to have beneficial business relationships (Gian Fiero, 2008). The principles of professionalism among others commit professionals to have some values such as be customer focused, have proper ethical standards, accountability and reliability, be proactive, responsive and have the willingness to learn and study...
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... |Written report | | |Written notes | | |CPD Plan | |Learning outcomes: | | | |Understand what is required to be an effective and efficient HR professional. | |Be able to apply CPD techniques to construct, implement and review a personal development plan. | |All activities should be completed |Assessment Criteria | | | | |Activity 1...
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... This report will cover a brief description of the CIPD HR profession map, an evaluation of the two core professional areas , and why managers need to be able to manage themselves, manage teams, manage upwards and across the organization. A self-assessment against specification of HR professional practice capabilities will be undertaken and three development options will be evaluated to meet my personal needs. The report will be ended with a personal development plan of mine that includes my personal development objectives. CIPD HR Profession Map What is it? HR Profession map is a mechanism to assess HR professionals and evaluate their capabilities in HR profession. The map evaluates the behaviors, activities and knowledge of HR professionals and provides recommendations for further personal development. It is a very useful and effective tool for HR professional to keep track on their personal development on the go. It is a tool that supports HR practitioners all through their career life. It provides help and assistance at any stage for HR professionals’ career. Based on a certain verified standards, HR professionals can assess themselves and find gaps that require further developments. The map has 10 professional areas (two of which are core areas), and eight behaviors. The behaviors and professional areas are ranked into four bands which resembles levels or steps on the map ladder. The map is used for all HR personnel level, from generalists, through specialists to...
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...CIPD Assessment Activity Title of unit/s Developing Professional Practice Unit No/s 5DPP Level 5 Credit value 4 Assessment method Written report Written notes CPD Plan Learning outcomes: 1. Understand what is required to be an effective and efficient HR professional. 4. Be able to apply CPD techniques to construct, implement and review a personal development plan. All activities should be completed Activity 1 Write a report in which you: • Briefly explain how the CIPD HR Profession Map defines the HR profession, including the professional areas, the bands and the behaviours. • Evaluate how the two core professional areas and any two selected behaviours uphold the concept of ‘HR Professionalism’, giving examples from the knowledge and activities at band 2. • Explain, with related examples, why HR professionals need to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation. Activity 2 • Undertake a self-assessment against a specification of HR professional practice capabilities, such as the CIPD Associate Membership criteria, to identify professional development needs. • Evaluate and select at least three development options to meet your needs, explaining the advantages and disadvantages of each, and their fit with your preferred learning style and career aspirations. • Devise a personal development plan which includes your development objectives (based on the above evaluation and including achievement...
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...knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required for the project plan. The plan is for all of this to take place in a six month time span so that the new system can operate in the second quarter of the next year. The stakeholders in project consist of different departments of the company. In order to understand the stakeholders, the various departments that will benefit directly from the new HR system are listed below: • Insurance and...
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...and Understanding HR Competencies and their Relationship: Researchers in the field of strategic human resource management have emphasized that human resource (HR) practices may lead to higher firm performance and be sources of sustained competitive advantages. Competing in today’s tumultuous global economy provides additional challenges to the HR function in creating the expected value to create and sustain competitive advantages. To function effectively, HR professionals must master the necessary competencies and that mastery of HR knowledge comes from knowing the concepts, language, logic, research, and practices of HR. Furthermore, mastery of abilities comes from being able to apply the knowledge to specific business settings. HR Activities: It is important to understand the activities in which HR professionals are engaged and determine if these activities are value-added. HR cannot expand its role in an organization without the requisite expertise. Becoming a strategic partner demands a degree of knowledge about strategy, markets, and the economy. In addition “to meet the increased expectations of their organizations, HR professionals must begin to act professionally. They must focus more on the deliverables of their work and less on just getting their work done. They must articulate their role in terms of the value they create. They must create mechanisms so that business results quickly follow” Regardless of this profound advice, HR departments in global...
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...The role of a HR Assistant is a varied and interesting role as no day is ever the same, whilst dealing with clients. A HR function should ensure the services they provide are timely and effective, as they are a cost centre and need to be adding value to any business. Understanding Customers Customers of HR want a proactive HR function, which spots issues ahead of time and works closely with managers to address them. Within HR there are many types of clients who have different needs, below I will list the 3 most common and an example of a need they may have from HR. * Employees An employee may contact HR to ask for information and guidance regarding how to initiate a flexible working contract. * Line managers A line manager will contact HR for advice and guidance on how to manage sickness and absence regarding an employee. * Directors Directors may need to know the staff structure of an organisation in order to prepare for issues that affect the whole business. As a HR Assistant is generally front line, they may have to prioritise conflicting needs from the clients. For example - an employee may phone up to complain that their manager is bullying them and they would like advice. The manager would also phone HR but to complain that an employee is not fulfilling their job expectation and would like advice. It is the role of the HR Assistant to remain impartial and to give clear accurate advice. One helpful method in prioritising needs can be found in Stephen...
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...Activity 1 The Human Resources Profession Map (HRPM) (as seen below from the CIPD website) is simple as it includes ten professional areas, eight behaviours and four bands. CIPD states that the HRPM captures what successful and effective HR practitioners deliver across every aspect and specialism of the profession, and sets out the required activities, behaviour and knowledge. Figure 1. The two core areas in the HRPM Insights, Strategy & Solutions and Leading HR. Insights, Strategy and Solutions develops actionable insights an solutions, prioritized around an understanding of the business. In my company this helps us to understand the organisational needs an meet these. Leading HR provides insight-led leadership, shaping and driving yourself and others in the organization. In my organisation this helps us to effectively meet the needs of the staff as well as the senior managers. Below are the eight professional areas that make up the ten professional areas of our HRPM Organisation Design | ensures that the organisation is created to suit the organisation’s specific needs in the short and long-term. | Organisation Development | is about making sure the company has committed employees to help deliver their goals now and in the future. | Resource and Talent Planning | helps the organisation to identify there needs and acquire the key people with the ability to meet these needs. | Learning and Talent | development ensures that people of all skills are giving the...
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