...Labour market Definition The nominal market in which workers find paying work, employers find willing workers, and wage rates are determined. Labour markets may be local or national (even international) in their scope and are made up of smaller, interacting labour markets for different qualifications, skills, and geographical locations. They depend on exchange of information between employers and job seekers about wage rates, conditions of employment, level of competition, and job location. MRF Madras Rubber Factory, popularly known as MRF, is a major tyre manufacturing company located in Chennai, Tamil Nadu, India. The name was later changed as "Manorama Rubber Factory". MRF is mainly involved in making vehicle tyres. It is India's largest tyre manufacturing company, and among the dozen largest worldwide. It exports to more than 65 countries.MRF is the sister concern of the leading malayalam daily "Malayala Manorama".The founder of the MRF, Mr.K.M.Mammen Mappilai was the brother of late Mr.K.M.Mathew, ex-chief editor of "Malayala Manorama" Natural rubber is produced primarily in three countries: * Thailand * Malaysia * Indonesia A leader in the category MRF holds the No.1 position for the last 21 years. Established as toy-balloon manufacturing company in 1946 by KM Mammen Mappillai, MRF quickly emerged as the leading maker of tread rubber. Since then, the company hasn't looked back. The fact that it is the first tyre company in India to reach a turnover of...
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...Human Resource Management objective question and answers 1) Which one of the following becomes a creative factor in production? a) Land b) Capital c) Consumers d)Human Resources 2) People cast in the role of contributors to production are called a) Capitalist b) Land owners c) Human Resources d) Consumers 3) Wide range of abilities and attributes possessed by people are called a) Management b) Human Resources c) Entrepreneur d) Intreprenuer 4) Deployment of which resource is difficult to master a) Human b) Land c) Capital d) Natural 5) The focus of Human Resource Management revolves around a) Machine b) Motivation c) Money d)Men 6) Quality- oriented organization primary concern centers around a) Coordination b) Communication c) Human Resources d) Discipline 7) Quality goals require alignment with a) Production b) Human Resources c) Finance d) Purchase 8) Demand for human resources and management is created by a) Expansion of industry ( b) Shortage of labor c) Abundance of capital d) Consumer preferences 9) Management function arises as a result of a) Consumer preferences (b) Abundance of capital (c) Expansion of industry d) Shortage of labor 10) Union function arises as a result of employees a) Problem of communication b) Longing for belonging c) Dissatisfaction d) Change in technology 11) Human Resource Management is primarily concerned with a) Sales b) Dimensions of people (c) External environment d) Cost discipline 12) Human...
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...Abstract This paper will analyze some of the roles of a manager within the functional area of business. The areas I will be discussing will be Human Resource (HR) Management and Leadership. In the functional area of human resources, an effective leader or manager plays a very important role in ensuring smooth and efficient functioning of the HR department. In today's times, human resource management is not just considered a routine function, but an integral element of the strategic plan of an organization. HR managers and leaders are extensively involved during the strategic planning stage. An effective HR leader or manager ensures smooth and efficient alignment between the HR strategy and overall corporate strategy. He or she ensures that the goals of the HR department are well aligned with corporate philosophy, mission, vision and goals of the organization. The manager or leader has to display strong leadership skills for ensuring smooth integration of the HR department's strategies and action plans with other departments or functional areas of the organization. HR department deals with the most important asset of an organization, ie, human resources. Hence, an effective leader is required to lead this department because such a leader can lead the employees of the organization in the right direction. HR managers and leaders should display strong leadership skills in order to guide and motivate employees in the organization. Human resource management includes...
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...esources ›› Managing Stress at Work A A A HR Home Jobs at UCL Visiting HR HR Staff – Who we are Staff Benefits New Starters Policies & Procedures Policy Consultation Salary Scales Service Standards HR Organisation Chart Staff Statistics Staff Survey HR Intranet Contacting HR Pensions@UCL 0207 679 1999 Payroll@UCL 0203 108 3101 HR ECA@UCL 0207 679 1843 Occupational Health@UCL 0207 679 2802 Staff Development@UCL 0207 679 1921 HR Consultancy@UCL HR Systems@UCL Equalities@UCL 0203 108 3991 HR Process@UCL HR Policy@UCL 1-19 Torrington Place 9th and 10th Floors London WC1E 7HB Tel: +44 020 7679 1843 MyView SiP ROME Redeployment System ResourceLink PAR Other HR Systems Employee Assistance Programme Managing Stress at Work 1 INTRODUCTION University College London (UCL) recognises that its mission to be a world class centre of research and teaching is best achieved through the effective contribution of a motivated and committed workforce. The people who work at UCL contribute most effectively to its success and achieve job satisfaction, if they are healthy and happy at work. UCL aims to promote a culture of trust and co-operation, where all members of the UCL community are treated with dignity and respect. This document aims to establish standards for managers and staff on the prevention of work related stress. It also provides information on sources of support available at UCL to facilitate...
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...Table of Contents 1 COMPANY PROFILE 2 2 HR HEAD PROFILE 2 3 HR Organizational Structure 2 4 HR Strategy 3 5 ANALYSIS OF THE HRM SYSTEM 5 5.1 Analysis and Job Design 6 5.2 HR Planning 6 5.3 Recruitment and Selection 6 5.4 Training and Development 7 5.5 Performance Management 8 5.6 Reward Management/Compensation 9 5.7 Employee Relations 9 6 CONCLUSION 10 7 REFERENCES 11 8 APPENDIX 1 – TRANSCRIPT OF INTERVIEW 11 COMPANY PROFILE Rede Eléctrica Nacional (REN) is a Portuguese energy company which operates in two major businesses and is the current concession holder for: * The transmission in very high voltage electricity and overall technical management of the National Electricity System; * The transport of high-pressure natural gas and overall technical management of the National Natural Gas System, guaranteeing the reception, storage and regasification of LNG and underground storage of natural gas. REN also operates in the telecommunications business via RENTELECOM, which includes a range of services, such as infrastructure, managed services and consultancy. The internationalization of REN's operations is a business that is taking its first steps, and received a new impulse with the entry of strategic international partners (State Grid and Oman Oil) into the company capital. REN seeks to be one of the most efficient European energy transmission system operators, while creating value for its shareholders within a framework...
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...Human Resources Management Contents Executive Summary 3 Strategic Functions of HR 4 Recruitment & Selection 4 Safety 5 Relationship with Employees 5 Performance Management 5 Benefits and Compensation 6 Training and Development 6 Strategy based HRs 6 HR Planning and Organization's Objectives 7 HR Purpose Statement 7 HR Mission Statement 8 HR goals 8 Action Plan for each Functional Area 10 Reference...................................................................................................................................... 11 Executive Summary Company ABC is a large company based in the US. The company has been targeting the business of Human Resources Outsourcing nearly for 30 years now since it was established. It is now ranked one of the leading firms in Human Resources Outsourcing industry in US. All these achievements have been achieved due to its ability to provide comprehensive human resources outsourcing solutions not only to large firms but also to the small to medium-sized companies. This is the core competitiveness of Company ABC The company is currently experiencing growth which enhances its current dominance in the domestic market due to expansion in operations. Due to this expansion, the company has been consistently experiencing an increase in operational cost. This is due to numerous branches that have been opened across the country. This brought difficulty in management and as a result the department decided to establish a shared center where...
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...Contents 1. Definition of outsourcing 3 2. Functions outsourced by HR 3 3. Advantages of outsourcing HR Functions 4 3.1 Managing and minimising risk 5 3.2 Cost Savings 5 3.3 Efficiency and economies of scale 5 3.4 Professional Expertise 5 3.5 Improved Employee Morale 6 4. Disadvantage 6 4.1 Poor Performance and decline in quality 6 4.2 Distance and lowering moral 6 4.3 Recruitment Problems 6 4.4 Leak of important internal information 6 4.5 Perceived loss of power and control 7 4.6 Increased Direct Costs 7 5. e-HRM 7 5.1 Objective of e-HRM 7 5.2 Advantages of e-HRM 8 5.3 Disadvantages of e-HRM 8 6. Conclusion and Advice to the Client 8 1. Definition of outsourcing The Human Resource department is considered to be one of the highly accredited departments of the organization; these are the people who provide the working resource to the company and keeping the company afloat even in the worst economic downtime. The best way in which the HR can be managed is decided by the HRD. The ways in which the human resource management is done has changed considerably in the recent years. The HR activities and functions can now be delivered, not only by the specialised Human Resource professionals, but also through outsourcing (Ulrich 1996; Tremblay, Party and Lanoi 2008). The HR outsourcing can be defined as the purchasing of the HR functions and services from a third party supplier. HR outsourcing can also be defined as the process of subcontracting...
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...Center for Effective Organizations WHAT MAKES HR A STRATEGIC PARTNER? CEO PUBLICATION G 09-01 (555) EDWARD E. LAWLER III Center for Effective Organizations Marshall School of Business University of Southern California JOHN W. BOUDREAU Center for Effective Organizations Marshall School of Business University of Southern California Center for Effective Organizations - Marshall School of Business U n i v e r s i t y o f S o u t h e r n C a l i f o r n i a - L o s A n g e l e s, C A 9 0 0 8 9 – 0 8 7 1 (2 1 3) 7 4 0 - 9 8 1 4 FAX (213) 740-4354 http://ceo-marshall.usc.edu What Makes HR a Strategic Partner? Edward E. Lawler III Center for Effective Organizations University of Southern California 3415 S. Figueroa Street., #200 Los Angeles, CA 90089-0871 Tel: 213-740-9814 Email: elawler@marshall.usc.edu John W. Boudreau Center for Effective Organizations University of Southern California 1 What Makes HR a Strategic Partner? Edward E. Lawler III and John W. Boudreau Executive Summary For several decades, the HR function in corporations has been encouraged to become a strategic partner. Data from a longitudinal study of large corporations suggest that HR is not now a strategic partner and that little or no movement toward it becoming one has occurred. An analysis of what HR can do to become a strategic partner shows some clear actions that HR can take. These include talent development in HR, creating corporate centers of excellence, developing the right...
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...Running Head: HR OUTSOURCING AT PEPSICO HR Outsourcing at PepsiCo HR Outsourcing We all are aware with the truth that Human resources are the most crucial assets of every organization as the success of organization depends upon the management of its human resources. Ensuring the satisfaction of employees requires expert human resources department that is in reality a costly affaire for most of the organizations and due to this in present most companies are making decision regarding outsourcing their human resources management functions from offshore destinations (HR Outsourcing, 2008). Basically in this process of HR outsourcing an organization generally make use of the services of a third party for taking care of its HR functions. An organization may outsource a little or all of its HR related activities from a particular or grouping of service provides situated in offshore destinations. Role of HR Outsourcing at PepsiCo In this stream of HR outsourcing, PepsiCo is also not left behind from it as HR outsourcing plays a prominent role in its business operations. For getting various advantages of HR Outsourcing PepsiCo had selected Hewitt Associates for a 10-year deal that concentrates on HR business process outsourcing services like workforce and benefits administration, payroll and contact centre support (Bednarz, 2005). This HR outsourcing deal of PepsiCo with Hewitt Associates also concentrates on the...
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...employees, HR managers are responsible for the HR department functions, supervising the HR staff and ensuring that the organization's entire workforce is cohesive, engaged and productive. Compliance Ever-expanding legal considerations, legislation and federal and state laws make compliance an important aspect of running an HR department and determining the extent to which certain laws apply to each workplace. One of the challenges that HR managers face includes staying abreast of the changes and ensuring that the department's strategy coincides with its legal obligations. For example, the Affordable Care Act contains health care reforms that have a serious impact on the way some employers will provide coverage for their employees. The act requires many employers to calculate and report the dollar value of health benefits for employees on their W-2s, according to Ted Lewkowicz, a lawyer who specializes in employee benefits and tax law. In an August 2012 column for HR Specialist, Lewkowicz reminds HR professionals that they're responsible for ensuring that their companies adapt to the changes that the ACA brings. Compliance-related issues require collaboration among HR leadership, compensation and benefits specialists and HRIS, or human resource information systems, specialists. If HR managers drop the ball related to compliance, they put the organization in serious jeopardy. Perception Improving employees' and leadership's perception of HR is a challenge HR managers have...
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...project manager; in these roles, employees may supervise staff. Employees understand and can articulate the relationship between HR programs and activities and the organization’s successful mission accomplishment. Work involves developing and maintaining productive collaborative work relationships and assessing and responding to apparent and underlying client needs. Employees interpret policies and practices in context of the client’s needs and in alignment with the organization’s best interests and advise clients regarding decisions that are impacted by laws, policies, and procedures. Employees function with a high level of integrity, independence and participate in policy, service, and/or program development. Employees research, facilitate, negotiate, develop and document innovative solutions to human resources issues tailored to the requirements of the client and the organization. Employees are assigned to one or more specialties, such as: benefits administration; career planning; classification; compensation; employee retention and organizational culture enhancement; employee relations; employment; environment, safety and health; equal employment opportunity; HR Information Systems; international employment; legal compliance; payroll; policy administration; organizational design; staff development; talent management; workforce planning and/or closely related programs. Employees maintain confidentiality within established parameters. Employees may serve as lead consultant, program...
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...as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin from software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. A Human Capital Management Solution, Human Resources Management System (HRMS) or Human Resources Information System (HRIS), as it is commonly called is the crossing of HR systems and processes with information technology. The wave of technological advancement has revolutionized each and every space of life today, and HR in its entirety was not left untouched by it. What started off with a simple software to help improve the payroll processing of an organization, or a software to track the employee work timings has grown to become the Human Resources systems that helps improve the process efficiency, reduces the cost and time spent on mundane tasks and at the same time improved the overall experience of the employees and the HR professionals. In short, as the role of Human Resources function evolved, HR technology systems also changed the role they...
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...PHRM KÁTIA VASCONCELOS TABLE OF CONTENTS INTRODUCTION RECRUITMENT FUNNEL PHASE 1 - CV REVIEW PHASE 2 – PHONE INTERVIEW PHASE 3 - FACE TO FACE INTERVIEW PHASE 4 - COMPLETE ONLINE QUESTIONS PHASE 5 - PREPARE TASKS PHASE 6 - LINE MANAGER INTERVIEW PHASE 7 – MEDICAL EXAMS PHASE 8 – JOB OFFER COSTS AND TIME INVOLVED PHASE 1 – CV REVIEW PHASE 2 – PHONE INTERVIEW PHASE 3 – FACE TO FACE INTERVIEW PHASE 4 – COMPLETE ONLINE TEST PHASE 5 – PREPARE TASK PHASE 6 – LINE MANAGER INTERVIEW PHASE 7 – MEDICAL EXAMS PHASE 8 – OFFER TIME LINE FINAL CONCLUSIONS – OUTSOURCING? 3 5 5 5 6 7 7 8 9 9 11 11 12 12 13 13 14 14 14 17 ERROR! BOOKMARK NOT DEFINED. 2 INTRODUCTION The following assignment has the main objective to design a recruitment process for Harrods, a British institution operating for 162 years. With a unique reputation Harrods is associated with Britain, Luxury, Sensation and Service. In order to keep the standards of the organization...
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...Powers and Duties of Officers and Employees The procedure followed in the decision making process, including channels of supervision and accountability, the norms set for discharge of functions and the rules and regulations held under the control of the organization and used by its employees are detailed below. Shri Raji Philip Chairman-cum-Managing Director The Chairman and Managing Director is the Chief Executive of the Corporation and is responsible to the Board of Directors. He is responsible for all the activities of the Corporation including personnel, financial and commercial management, and corporate planning and project implementation. He is responsible for the effectiveness of the organization in the pursuit of the Company’s goals and objectives and in particular for the performance and supervision of the technical, administrative and day-to-day operations of the Company. The powers exercised by CMD are as per “Delegation of Powers” of CMD in vogue from time to time. Shri A K Bhatia Director (Operations) Director (Operations) is a member of Board of Directors and reports to Chairman and Managing Director. He assists the CMD in all technical matters, in procurement of providing support to the mills for efficient operations, forestry raw material and other major inputs, setting technical parameters and monitoring the operations against the set norms, closely inter-acting with the Chief Executives of the mills on all technical matters including innovation...
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...What is HR audit? A healthy HR function in an organization is as important as the physical and mental well being of a human body. Typically the basic reason why organizations prefer to conduct an HR audit is to get a clear judgment about the overall status of the organization and also to find out whether certain systems put in place are yielding any results. HR audit also helps companies to figure out any gaps or lapses and the reason for the same. Since every company plans certain systems and targets, an HR audit compares the plans to actual implementation. The concept of HR audit has emerged from the practice of yearly finance and accounting audit, which is mandatory for every company, to be done by external statutory auditors. This audit serves as an examination on a sample basis of practices and systems for identifying problems and ensuring that sound accounting principles are followed. Similarly, an HR audit serves as a means through which an organization can measure the health of its human resource function. Organizations undertake HR audits for many reasons: 1 To ensure effective utilization of human resources. 2 To review compliance with tons of laws and regulations. 3 To instill a sense of confidence in the human resource department that it is well-managed and prepared to meet potential challenges and opportunities. 4 To maintain or enhance the organization's reputation in a community. An audit is a systematic process, which examines the important aspects of the function...
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