...After reviewing the two developmental options that Anna could take, I believe option #2 would be the best choice for her at this point in her career. Being the manager for the organization, I have identified Anna as a star in our organization regarding the Nine-Box method. I see her as someone who has high potential to take my job in the future and perform at a high level. Succession planning will be key for her and the organization to identify and cultivate employees to be ready to take on the next role. By sending Anna to option #2, it will demonstrate how much the organization values her and what she does for the organization. She will be able to see her family in San Francisco that she hasn’t seen for a long time, and we are willing to have her miss a few days of work to garner all the benefits that the conference will provide. Next, the training will not only benefit her presently, but also long into the future. The topic something Anna could use now and it could potentially increase her performance by $1,000 a year for the next 5 years which totals $5,000. Option #1 is an event I will already be attending myself as well as increase her performance by $1,500 for the next 3 years, which only totals $4,500. With the rumors that the raise pool will be low this year, and the fact that the $2,000 allotted for training budget will be taken back at the end of the quarter if it is not used, using up as much of it as possible is important. The cost of training #1 is $500, while...
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...seemed like hours had passed since the nurse had drawn her blood and sent it to the lab for analysis. She glanced down at her cell phone for what seemed like the millionth time, and took in a loud disgusted breath when she realized that it had only been twenty minutes. Looking anxiously around the room, she wondered precisely what the results would show. Surely, there had to be some reasonable explanation for the way she’d been feeling. But what could it be? The longer she waited, the more these questions seemed to invade her mind. There had to be a logical explanation for the shortness of breath and the exhaustion she’d been feeling. As a nurse, she knew the possibilities and as was her habit, her mind ventured immediately to the worst case scenarios and images of tumors and cancer filled her head. As the wait continued, Laura’s active imagination self-diagnosed the nervous young lady with a myriad of terminal illnesses, each new disease worse than the last. If she did not stop herself soon, she would be planning her own funeral. Realizing what she was doing to herself, she viciously shook her head from side to side as if this would clear the negative thoughts. In an attempt to disrupt the self-defeating train of thought, she picked up the lackluster magazine from the windowsill near the bed. It boldly claimed to know just how to find the right man and that, thought Laura, was something she could definitely use! Knock, knock… “Ms. Randall,” the doctor said, as he...
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...The risk Scott is taking includes falsifying information on paperwork that Matt has not actually completed. Furthermore, this is unethical behavior, since Matt never watches the videos, which makes the paperwork Matt signed false information. After reading chapter 3 the text states, HR department should be at the center of the 4 critical areas. Also, HR should be directly involved in this situation because Scott did not follow any of the 4 critical areas on the lists on page 54. This was not the first time Scott did this with new employees, he always advises the new employees to just sign paperwork without completing the information that was instructed by HR department. However, Scott can careless if the videos are watched he is just worried about getting the orders filled to customers that have been waiting. In the meantime, Matt is already working without watching the videos, and what if the videos had information he needed to know before he starting working (Ghillyer, 2014). Scott is well aware of the routine that all new employees must watch the videos. There is no justification as to why Scott wanted Matt to skip the videos. Per the article, Scott states due to the department has been short staff he needed to fill these orders that have been waiting due to Matt’s position has been vacant for a long time. What was Scott doing within the department that gave him such a backlog? Although, that is really not Matt’s problem that Scott department had been short staff and orders...
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...HRM 531 WEEK 2 A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=hrm-531-week-2 Visit Our website: http://hwsoloutions.com/ Product Description HRM 531 Week 2 Memorandum To: Traci Goldman, Bradley Stonefield From: Levuris Smith Date: 4/9/2015 Re: Employment Law Compliance Plan This memo will survey employment laws as well as how these laws are applied. I will also study the penalties of noncompliance of the different laws. There are different employment laws an institute must follow to stay in compliance. If these laws are not followed by the business, it can lead to various penalties. There will be three employment acts that I will give you some insight on in the memo. They are as follows: The Occupational Safety and Health Act, The Age Discrimination in Employment Act of 1967, and Fair Labor Standards Act (FLSA). Understanding the acts and how they how are important part to your business venture to keep you from being penalized for not being in compliances with then will hurt you and the company’s reputation. The Occupational Safety and Health Act is administered by the Occupational Safety and Health Administration (OSHA). The Occupational Safety and Health Act is ordered by the Occupational Safety and Health Administration (OSHA). The law was ratified to that businesses provides organizations with a harmless and vigorous work atmosphere. “Every employer covered by the Occupational Safety and Health Administration (OSHA) who has more than 10...
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...contributors Preface Authors’ acknowledgements Tour of the book HRM as I see it: video and text feature Publisher’s acknowledgements Key topics grid xviii xx xxi xxii xxv xxxiii xxxiv xxxvi xxxviii xl 1 2 2 2 3 3 3 4 5 6 8 9 9 13 16 17 18 18 20 22 22 24 25 27 30 I the arena of contemporary human resource management 1 the nature of contemporary HRM John Bratton Outline Objectives Introduction The development of HRM Keynesianism: collectivism and personnel management HRM in practice 1.1: A new role for HR professionals Neo-liberalism: individualism and HRM Management and HRM The meaning of ‘human resource’ The meaning of ‘management’ The nature of the employment relationship Scope and functions of HRM Theoretical perspectives on HRM HRM in practice 1.2: Twenty-first-century senior HR leaders have a changing role The Fombrun, Tichy and Devanna model of HRM The Harvard model of HRM The Guest model of HRM The Warwick model of HRM The Storey model of HRM HRM and globalization: The HRM model in advancing economies? Ulrich’s strategic partner model of HRM Studying HRM Critique and paradox in HRM viii contents ix Case study: Canterbury Hospital Summary, Vocab checklist for ESL students, Review questions and Further reading to improve your mark 33 34 37 37 37 38 38 39 41 44 44 45 46 48 50 52 54 55 56 56 58 60 62 65 66 69 69 69 70 70 71 72 72 73 73 74 77 78 80 81 88 92 2 corporate strategy and strategic HRM John Bratton Outline Objectives Introduction Strategic management...
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...Coventry university Business school Human Resources Management M47BSS COURSE: MBA Management Best Practice VS Best Fit A Case study of United Bank for Africa (UBA) By Name: Foluso Akintunde Fapohunda Student Id: 5471799 Contents 1.0 INTRODUCTION 2 2.0 LITERATURE REVIEW 4 2.1 Human Resources Management (HRM) 4 2.1.1 Best Practice as an Approach in HRM 4 2.1.2 Characteristics of best practice 5 2.1.3 Advantages of Best Practice: 6 3.0 ANALYSIS AND DISCUSSION 9 3.1 Distinct Human Resources Practice: 9 3.2 Hofstede Model of Cultural Dimension: 10 3.2.1 Power Distance: 10 3.2.2 Uncertainty Avoidance: 10 3.2.3 Individualism: 11 3.2.4 Masculinity: 11 3.3 HRM Best Fit Model 11 3.4 Differences between Best Practice and Best Fit 12 3.5 Key Issues in Implementing HRM Strategies 13 4.0 CONCLUSION 14 5.0 RECOMMENDATION 15 REFERENCES 16 1.0 INTRODUCTION The battle for survival among companies such as in the banking Industry in Nigeria has led to the liquidation, amalgamation, merger and acquisition of banks. This in effect brought down the number of banks in Nigeria to 25 solid banks (Gunu, 2009). The manufacturing and aviation industries have also incorporated the adoption of many principles, plans, forecast and strategy practices in the day to day trading activities. So many authors have written different reviews and articles on Best Practice and Best Fit as strategic tools of achieving the...
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...Unit 6 Case Analysis Wal-Mart Stores: “Everyday Low Prices” in China GB520-14M Strategic Human Resource Management Introduction The following paper analyzes the Wal-Mart case study regarding the position of their stores in China. It also provides a thorough examination of the struggles faced by the organization to secure their position of their stores in China through an HRM perspective, as well as a set of recommendation. Wal-Mart’s strategies to retain and attract customers are based on a set of fundamental premises envisioned by its founder Sam Walton. These premises are: to provide excellent customer service to its clients, make every effort to attain excellence at all levels, and to always respect the individuals. To accomplish these goals Sam Walton established a rule for its organization, the 10 foot rule, in which every employee is expected to engage with every customer that they find within a 10 feet distance with the purposes of providing assistance with their purchases and provide the best possible customer service experience. The analysis of this case study attempts to point out and explain the challenges experience by Wal-Mart in China and to provide a series of possible recommendations for the organization to overcome such challenges. The goal is to provide them a series of strategies for the organization that will allow it to successfully compete in this market. Analysis of the Situation and Pending Decision Problem Wal-Mart’s founder strongly believed...
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...Determining Who and Why HRM 531 August 8, 2011 Determining Who and Why Learning Team-B is task to research a job description for a well-known organization and identify our recruiting and selection methods which will be consistent with that organization. Team- B chose a job posting from the United Services Automobile Association (USAA). This posting is seeking a Compliance Manager. Our intention is to persuade the reader Team-B has a comprehensive understanding of the course objective which is knowledge of how Human Resource managers’ duties influence the recruiting and screening and the selection process for vacancies in an organization. Method of Recruiting and Screening USAA is a Fortune 500 financial services company here in San Antonio Texas whose focus is to accommodate the financial needs of members of the United States military and their families on a global scale worldwide. As of March of 2011 USAA is ranked 66 in net worth among the fortune 500 and 132nd in revenue (USAA.com, 2011). Because of the company’s financial strength and reputation it is imperative they use all available means at their disposal to recruit and hire the most talented employee in any vacancy required to be filled. Team-B looked into a number of methods of recruiting to fill this position of a Compliance Manager. After recognizing the job requires someone with a strong background in banking laws and regulations as well as risk assessment and leadership qualities it extremely...
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...Cost/Benefit analysis of Employee Training programs University of Phoenix HRM/531 Training is a process that can provide significant value and rewards that far outweigh its financial costs. The effects of training touches the lives of employees from the first day of a new job through retirement The purpose of this paper is to show how employee training benefits not only the organization but also the environment as well. The reader will be introduced to an oil distribution company undergoing costly problems because of poorly trained employees. These problems have resulted in repeated environmental violations. An analysis of the company was conducted to weigh the cost/benefits of incorporating an effective employee-training program to address the problem. The outcome of the analysis will determine whether the training is financially feasible, or if another project should be pursued. In addition, the effect of management behavior on productivity, the definition and use of behavior costing, effects of high performance work policies on business financial performanceas that relate to the company; along with recommendations based on researched data gathered will be given in this paper. Training is defined as an activity leading to skilled behavior. Employee training involves a set of planned activities that organization will have their employees complete in order to increase their job knowledge, skills, and abilities. In practice, training gets employees accustomed...
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...t u r e a r t I C Le 647 Interaction Effects of Globalization and Institutional Forces on International HRM Practice: Illuminating the ConvergenceDivergence Debate By Yongsun Paik Irene Hau-Siu Chow Charles M. Vance In the face of globalization, scholars continue to debate about whether a convergence in human resources practices will prevail, or a trend of divergence perspective will persist. Building on institution theory, this article helps to explicate this debate by examining how globalization may interact with different dimensions of local institutional forces to lead to convergence, divergence, or crossvergence Correspondence to: Yongsun Paik, PhD, Professor of International Business & Management, Department of Management, Hilton Center for Business, Loyola Marymount university, One LMu Dr., Los angeles, Ca 90045-2659, 310.338.7402 (phone), 310.338.3000 (fax), yspaik@lmu.edu. Published online in Wiley Online Library (wileyonlinelibrary.com) © 2011 Wiley Periodicals, Inc. • DOI: 10.1002/tie.20440 648 f e a t u r e a r tI C l e in international HRM practices for enhanced performance. We also present useful propositions for guiding future empirical research and theory development on the interaction between globalization and different forms of local institutional forces, which in turn influence the formation of successful international HRM practices. © 2011 Wiley Periodicals, Inc. Int r o d u c t i o n N otwithstanding the current worldwide...
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...IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE IN NIGERIA: AN EMPIRICAL STUDY OF ECOBANK NIGERIA PLC IN THE LAST FIVE YEARS IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE IN NIGERIA: AN EMPIRICAL STUDY OF ECOBANK NIGERIA PLC IN THE LAST FIVE YEARS FADIORA RICHARD GBOLAHAN MBA HUMAN RESOURCES MANAGEMENT DISSERTATION DEPARTMENT OF MANAGEMENT SCIENCES NATIONAL OPEN UNIVERSITY OF NIGERIA LAGOS NIGERIA E-mail: ricardopsych@yahoo.com Tel: +2348065538913 Abstract This research study examines the impact of human resource management practices on organizational performance in Nigeria focusing on Ecobank Nigeria Plc in the last five years. A total of 50 samples were drawn from the bank population at its corporate head office in Lagos. Out of the 50 self-reported questionnaires administered in this research, 35 were returned upon which the data analyses were based. The primary data collected through questionnaire responses in this research were analyzed using Chi-square statistical techniques. Secondary data were consulted by reviewing Ecobank’s Annual Reports and Financial Statements. Selected HR Metrics such as Revenue Factor, Human Capital Value Added (HCVA), and Human Capital Return on Investment (HCROI) were used to analyze the secondary data respectively. The findings of this research have shown that Ecobank Nigeria Plc has a well-articulated human resource management policies and practices...
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...1 SPRING, 2014-2015 SCIENCE AND INFORMATION TECHNOLOGY Class Id 00001 00002 00003 00004 00005 00006 Course Name ADVANCED COMPUTER NETWORKS LABORATORY ADVANCED COMPUTER NETWORKS LABORATORY ADVANCED COMPUTER NETWORKS LABORATORY ADVANCED COMPUTER NETWORKS LABORATORY ADVANCED TOPICS IN PROGRAMMING III LABORATORY ALGORITHM LABORATORY 00007 00008 00009 00010 00011 00012 00013 00014 00015 00016 00017 00018 ALGORITHM LABORATORY ALGORITHM LABORATORY ALGORITHM LABORATORY ALGORITHM LABORATORY ALGORITHM LABORATORY ALGORITHM LABORATORY ARTIFICIAL INTELLIGENCE AND EXPERT SYSTEM LABORATORY ARTIFICIAL INTELLIGENCE AND EXPERT SYSTEM LABORATORY ARTIFICIAL INTELLIGENCE AND EXPERT SYSTEM LABORATORY ARTIFICIAL INTELLIGENCE AND EXPERT SYSTEM LABORATORY COMPUTER GRAPHICS LABORATORY COMPUTER GRAPHICS LABORATORY 00019 00020 00021 COMPUTER GRAPHICS LABORATORY COMPUTER GRAPHICS LABORATORY COMPILER DESIGN A D C B A D C B A G F E D C B A A B C D Sec A Time 12:0-2:0 11:0-2:0 10:0-12:0 11:0-2:0 4:0-6:0 2:0-5:0 4:0-6:0 5:0-8:0 4:0-6:0 5:0-8:0 08:0-10:0 08:0-11:0 10:0-12:0 08:0-11:0 12:0-2:0 11:0-2:0 2:0-4:0 2:0-5:0 08:0-10:0 08:0-11:0 4:0-6:0 08:0-11:0 4:0-6:0 5:0-8:0 2:0-4:0 2:0-5:0 4:0-6:0 11:0-2:0 12:0-2:0 11:0-2:0 4:0-6:0 5:0-8:0 08:0-10:0 08:0-11:0 10:0-12:0 08:0-11:0 12:0-2:0 11:0-2:0 2:0-4:0 2:0-5:0 12:30-2:0 Day T S W M S T T S M W S T M W T S W M M W W TH S T T S T TH W M M W W M T S W M T S ST RM 441 CL8 441 CL8 441 CL8 422 CL7 424 CL5 441 CL3 441 CL2 431 CL3 431 CL3 434 CL6 434 CL6 424 CL3 441 CL4...
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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...Regina Stroman HRM/531 April 22, 2013 Cathy MC Cullough Job Description Job description is crucial for managing individuals in organizations. It is necessary for recruitment of new employees whereby their roles, purpose, and expectations. This gives them an easy task to understand the job they are about to apply for and make a final decision of whether or not to apply for it. The position in this case is that of civil engineer. Job analysis, a systematic exploration, and recording, study of the responsibilities, accountabilities, skills, work environment, duties, and the requirements of a particular job. The process also involves determining the visual importance of responsibilities, duties, emotional, and physical skills for a specific job. These factors determine the demands of a job and what employees required productively to perform a job. Job analysis help in determining the job location, job title, duties involved, job summary, the working conditions, and possible hazards. The role of a Civil engineer is to create, protect, and improve the environment. They design, oversee construction, plan, and maintain building facilities and structures for instance roads, bridges, railways, dams, power plants, airports, irrigation projects, water, and sewage systems. They also build and design large structures and tall buildings. Civil engineers also can be consulting...
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...* * * * * * * * * * * * * * * * * * * * Employment Law Compliance Plan * ******** * University of Phoenix * HRM/531 Human Capital Management ********* * October 27, 2012 * * * * * * * * * * * * * * * * * * Memorandum To: Traci Goldman From: ********** Date: [ 4/5/2016 ] Re: Employment Law Compliance Plan This memo will survey employment laws as well as how these laws are applied. This writer will also study the penalties of noncompliance of the different laws. There are different employment laws an institute must follow to stay in compliance. If these laws are not followed by the business, it can lead to various penalties. The Age Discrimination in Employment Act of 1967 which prevents discrimination towards people for their age. The Occupational Safety and Health Act (OSHA) is charged with implementing and enforcing legislation to protect workers with proper safety and health measures. The Fair Labor Standards Act (FLSA) protects workers and ensure they are paid a fair wage in the private sector, and in government positions. Knowing these standards are important part to your business venture to keep one from being penalized for not being in compliances with then will hurt the company’s reputation. OSHA is an act that was ratified to require businesses to provides a harmless...
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