...The main functions of Human resource Management are; * Job Design (JD) * Job Analysis * Human Resource Planning (HRP) * Recruitment * Selection * Hiring * Induction * Performance Evaluation * Compensation Management * Training and Development * Employee Movements * Welfare Administration * Health and safety Administration * Discipline Administration * Grievance Handling * Labour Relations Job Design (JD) JD can be defined as the function of arranging tasks duties and responsibilities in to an organizational unit of work for the purpose of accomplishing a certain objective. Techniques of JD Scientific Techniques: This is done by observing past performances. Job Enlargement: Adding more duties to a job that is related to the current duties of involved (Horizontal Loading) Job Rotation: Shifting an employee from one job to another periodically. Job enrichment: Increasing the depth of a job by increasing authority and responsibility for planning Group Technique: The job ids designed so that a group of individuals can perform it, the job being a collective job. Job Analysis This includes the systematic analysis of the job and the characteristics of the desired job holders. The information collected through a Job Analysis is of two forms; Job Description: Describes the job, its tasks, responsibilities and service conditions of a job. Job Specification: Describes the requirements of the person for the job, including...
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...Workplace Relations Act 1996. Actions involving absenteeism, abandonment of employment, criminal charges, dishonesty, damage or intoxication allow for instant dismissal orders to occur at the fair judgement of the employer. Citistores makes the commitment to “ensuring that when discipline and termination issues arise, all employees are treated equitably within a framework of procedural fairness” (Policy-Termination/Resignation, p. 1). Through application of the policy guidelines HRM establishes referral points to assess whether appropriate handling of terminations occur. In practicing fair behaviour in the workplace reasonable notice periods must apply to all situations and regulations must apply to administrative processes. It is solely the task of the HRM to ensure departures from Citistores are conducted fairly, this includes giving the employee opportunity to explain their actions and, if choosing to, rectify their improper behaviour. In the case of employee resignation it again becomes the role of HRM to address the ethical rights of their departing staff member whom is entitled to make the decision to exit the organisation at any moment they choose “employees who voluntarily resign their employment are allowed to exit the organisation in an efficient and comfortable manner” (Policy-Termination/Resignation, p. 2). A morally fair dismissal will be a lot less impactful to any business in the long-term, which gives significant justification for a thorough Policy that discourages...
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...Human Resource Management Function 1: Manpower planning The penalties for not being correctly staffed are costly. • Understaffing loses the business economies of scale and specialization, orders, customers and profits. • Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate because of modern legislation in respect of redundancy payments, consultation, minimum periods of notice, etc. Very importantly, overstaffing reduces the competitive efficiency of the business. Planning staff levels requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources. Appropriate steps then be planned to bring demand and supply into balance. Thus the first step is to take a 'satellite picture' of the existing workforce profile (numbers, skills, ages, flexibility, gender, experience, forecast capabilities, character, potential, etc. of existing employees) and then to adjust this for 1, 3 and 10 years ahead by amendments for normal turnover, planned staff movements, retirements, etc, in line with the business plan for the corresponding time frames. The result should be a series of crude supply situations as would be the outcome of present planning if left unmodified. (This, clearly, requires a great deal of information accretion, classification and statistical analysis as a subsidiary aspect of personnel management.) What future demands will be is only influenced in part...
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...Assessment - Outcome 1. 1. Human Resource Management is a modernised way of managing people effectively in organisations, using the platform of Personnel Management and developing on its traditional approach of being part of the organisation only to provide a welfare service to workers, but rather to recognise that a company’s workforce are its most valuable asset, and utilising the staff to help the organisation and people prosper and thrive. HRM deals with recruiting, performance managing, benefits, developing and training staff, resolving disputes and grievances, wages and salaries, communicating effectively with staff at any level within an organisation, and making sure laws and legislation are complied with, and are up to date. HRM takes the modern day ‘pro-active’ role as opposed to the outdated ‘reactive’ role adopted by the Personnel Management approach, and this is seen as pivotal to the way Human Resources is now managed. The ‘pro-active’ role looks to anticipate and predict the organisations needs and welcomes innovative ideas that can benefit the organisation as a whole e.g. restructuring organisation to better increase communication between managers and staff, instead of the old fashioned ‘reactive’ role used by Personnel Management which waits for problems to arise – then takes appropriate action. 2. When analysing personnel management and Human Resource Management, and how they differ - four major stages are a looked at, they are: social justice, human...
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...(Md, Ibrahim kholilullah, AGRICULTURAL ECONOMICS ,2ND BATCH ,SYLHET AGRICULTURAL UNIVERSITY ,01718996557) Agricultural Economics and Business Studies , Sylhet Agricultural University.(01718996557) HRM of Uttara Bank Limited 1. Introduction Human resources are the most valuable and unique assets of an organization. The successful management of an organization's human resources is an exciting, dynamic and challenging task, especially at a time when the world has become a global village and economies are in a state of flux. The scarcity of talented resources and the growing expectations of the modern day worker have further increased the complexity of the human resource function. Even though specific human resource functions/activities are the responsibility of the human resource department, the actual management of human resources is the responsibility of all the managers in an organization. It is therefore necessary for all managers to understand and give due importance to the different human resource policies and activities in the organization. Human Resource Management outlines the importance of HRM and its different functions in an organization. It examines the various HR processes that are concerned with attracting, managing, motivating and developing employees for the benefit of the organization 1.1 What is Human Resource Management:Human resource management involves all management decisions and practices that directly affect or influence the people, or human resources...
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...knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities, web- based platform, report friendly, and interoperability...
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...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and 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...
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...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
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...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
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...HRM 320 Final Exam Question | Answers 1. (TCO 1) HR has moved from an administrative function to a transformational function. This change is based on automating HR functions through an HRIS system. Explain how HR evolved throughout this process. Describe the trends that HR is facing, and will face, through technology. (Points : 30) 2. (TCO 2) Organizations are now relying more and more on HR’s ability to provide employee data. Explain how HR is now able to provide the organization employee information through technology and move towards meeting organizational goals. Provide an example. (Points : 30) 3. (TCO 3) Explain how HR technology can improve efficiency and effectiveness in HR functions. How, specifically, can HR technology support the business? Provide an example. (Points : 30) 4. (TCO 4) Some people have criticized companies for “pushing” HR’s work onto employeesthrough self-service technology. Provide your assessment of self-service technology, from a strategic standpoint. How would you thoroughly defend this technology advancement? (Points : 30) 5. (TCO 5) Compensation, benefits, staffing, and performance management are four major components of the HR responsibilities. Thoroughly review each component, and specifically explain how technology can impact these functions, both from an operational standpoint and an HR standpoint. (Points : 30) 6. (TCO 6) What should be the key considerations for a small but fast-growing organization...
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...space with zero atoms consist of stones. 5. All empty space does not consist of stones. 6. Therefore, stones do not exist. To go even further, I can add another step in order to conclude that ordinary objects do not exist. The additional step would be that if ordinary objects exist, then stones must also exist. Therefore, ordinary objects do not exist. First we must see what objects exists and what objects occupy a position in space and time. Objects in the universe include planets, people, atoms, chairs, and the sun. They are all made out of parts and they are all composite objects. In order to explain the idea of composition we can say that the x’s compose a composite object if and only if the x’s, taken together have a function that none of them have separately, the x’s are physically bonded, and the x’s are inseparable. Nihilism supports Unger’s idea that stones do not exist because nihilism supports the idea that composition never occurs and therefore,...
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...product of the set of real numbers and itself? Ans : The Cartesian product is every ordered pair in all of the quadrants of the coordinate plane. 2. What is the domain and range of the relation {(2, 4),(4, 8),(8, 16)} ? Ans: domain {2,4,8} and range {4,8,16} and the function can be given as f(x)=2x. 3. Decide whether the graph below is a function. Ans: The above shown graph is not a function since for a given x value it has multiple y values at certain points and hence cannot be a function. 4. What is the domain and range of the function f (x) = ? Ans: domain 0 ≤ x and range 0 ≤ f(x) 5. Is the following a function: y = ± x ? Ans : No it is not a function for a given x value it has two Y values . 6. Is the function f (x) = 4x even, odd, or neither? Ans : function f (x) = 4x is an odd function since f (x) = - f (- x) 7. Is the function f (x) = x - 5 even, odd, or neither? Ans : function f (x) = x - 5 is neither neither even nor odd. 8. What is the inverse of the function y = , and is it a function? Ans : The inverse is y = x2 +1 and It is a function. 9. A piecewise function is defined this way: f (x) = - x for x < 0 , f (x) = x2 for 0 ≤ x ≤ 3 , f (x) = 3x for x > 3 . What is f (- 4) + f (3) + f (7) ? Ans : -4 + 9...
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...Jump to: navigation, search This article is about the branch of mathematics. For other uses, see Calculus (disambiguation). | It has been suggested that Infinitesimal calculus be merged into this article or section. (Discuss) Proposed since May 2011. | Topics in Calculus | Fundamental theorem Limits of functions Continuity Mean value theorem [show]Differential calculus | Derivative Change of variables Implicit differentiation Taylor's theorem Related rates Rules and identities:Power rule, Product rule, Quotient rule, Chain rule | [show]Integral calculus | IntegralLists of integrals Improper integrals Integration by: parts, disks, cylindrical shells, substitution, trigonometric substitution, partial fractions, changing order | [show]Vector calculus | Gradient Divergence Curl Laplacian Gradient theorem Green's theorem Stokes' theorem Divergence theorem | [show]Multivariable calculus | Matrix calculus Partial derivative Multiple integral Line integral Surface integral Volume integral Jacobian | | Calculus (Latin, calculus, a small stone used for counting) is a branch of mathematics focused on limits, functions, derivatives, integrals, and infinite series. This subject constitutes a major part of modern mathematics education. It has two major branches, differential calculus and integral calculus, which are related by the fundamental theorem of calculus. Calculus is the study of change,[1] in the same way that geometry is...
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