...Chapter 1 – Strategic Human Res. Mgn Chapter 1: Strategic HRM HR functions: all relative to the company’s performance - analysis and design of work - employee relations -recruiting -selection - training and development - performance management - compensation - supporting the organizations strategy Environmental trends impacting HRM - Changes in the labour force * Aging workforce * Diverse Workforce * Labour unions * Contigent employees * Skill deficiencies - High Performance Work Systems * Knowledge workers * Employee engagement * Teamwork * Increasing education - Change in the employment relationship * New psychological contract * Organizational culture/climate - Others: * Economic conditions * Technological changes * Government * Globalization Chapter 2 – Changing Legal Emphasis There are 14 jurisdictions, 10 provinces, 3 territories and Canada as a whole for employment laws. - Provincial/territorial employment laws govern 90% of population - Federal employment legislation governs the other 10%. The legal framework for employment also includes constitutional law, particularly the Charter of rights and Freedom; acts of Parliament; common law (wrongful dismissal) and contract law. Regulations: legally binding rules established for the special regulatory bodies (ministry of labour, human rights commission) created to enforce compliance with the law and aid in its interpretation....
Words: 9446 - Pages: 38
...Give a concise summary of the milieu of the distinctive characteristics of the contemporary human resource milieu? (Oct 2010) * Changing variables at international and global level ANSWERED BELOW * Restructure and rationalise the HR process using the following processes: * by downsizing (clearing redundant staff with the aid of retirement packages); * right-sizing (auditing determines the skill pool so that optimal service can be achieved in critical areas), * by out sourcing (private institutions that specialize in the work concerned are given the public sector work under contracts agreed by both parties) and, * by re-engineering (constant investigation and adaption of HR methods and systems ensure the concept of total quality management). * Equal representation and affirmative action. With the aid of White Papers and the RSA Bill of Rights (1996), equality and representativeness is a goal of the workplace. The aim of equality of opportunity is to provide special opportunities to members of specific groups, who are either absent from or under-represented in certain areas of work, so that they can catch up with applicants and employees in the more privileged groups. An equal opportunity programme acknowledges the value of objective employment standards and aims at advancing personnel to that standard. Affirmative action refers to specific steps, beyond ending discriminatory practices, which are taken to promote equal opportunity...
Words: 2634 - Pages: 11
...Gestão de Pessoas Primeira Semana Problemas: Falta de qualificação Atração e retenção de profissionais Motivação Downsing Ambiente organizacional, ética, cultura organizacional Diversidade (?!) Altos encargos sociais no Brasil Justiça do trabalho: formas de contrato (vínculo empregatício) e assédio moral no trabalho Comunicação Terceirização: responsabilidade com as empresas contratadas, o tomador de serviço precisa zelar pela empresa terceirizada Quarteirização: Terceirização do terceirizado, o tomador de serviço não vai ser ciente dessa relação. O empresário precisa fiscalizar TODOS os contratos para identificar irregularidades Reconhecimento de Vínculo Empregatício: 1. 2. 3. 4. 5. Habitualidade Remuneração Subordinação Ser pessoa física Pessoalidade *OBS: O empregado é considerado hipossuficiente, e o empregador é considerado conciente da situação. Dumping social: Os juízes consideram que os empresários estão lesando seus funcionários, por meio de salários baixos, poucos benefícios e entre outros. *OBS: Por exemplo, nos Estados Unidos, não há vínculo entre o capital dos sócios e da empresa. Ou seja, o nome das pessoas não ficam sujas, possibilitando maiores oportunidades de novos empreendedores. Assédio moral: Violência psicológica. A empresa é considerada culpada, culpa eligendo e culpa vigilando. Demissão não conta, pois deve ser uma ação continuada. *OBS: Uma solução é a criação de um departamento (ou ouvidoria) que abra um canal de comunicação para identificar os...
Words: 2128 - Pages: 9
...HUMAN RESOURCE MANAGEMENT CHAPTER 13 Working with Unions and Resolving Disputes * THE LABOR MOVEMENT * In U.S, while union membership is down, about 14.8 million of their workers still belong to unions * Many of them are still blue-collar workers, but many are professionals and even fashion models. * Union membership also ranges widely by state, from over 20% in New York to about 4% in North Carolina * Support for unions has always ebbed and flowed in America, and today pressures are building against unions. * Why do Workers Organize? * People have spent much time analyzing why workers unionize, and they’ve proposed many theories, but there is still no simple answers * It’s clear that workers don’t unionize just to get more pay, although the pay issue is important. * But pay isn’t always the issue * Often, the urge to unionize seems to boil down to the workers’ belief that it’s only through unity that they can protect themselves from management. * In sum, employees turn to unions at least partly because they seek protection against the employer’s whims. * What do Unions Want? * We can generalize by saying that unions have two sets of aims * One for union security, while the other is for improved wages, hours, working conditions, and benefits for their members. * There are 5 types of union security: 1. Closed Shop 2. Union Shop 3. Agency Shop 4. Preferential Shop 5. Maintenance of membership...
Words: 353 - Pages: 2
...functional areas. Further, you will explore organization’s code of ethics and executive summaries of reports to understand what they are and how to compose them. Your main task is to develop a broad overview of the mission and purpose to be prepared to participate in the team activity for Unit 8. Note: Your assigned role for the team is not needed or related to this assignment. As you complete this assignment on this template, refer to information provided in the unit 7 studies. Specifically, utilize these provided resources and perform research to satisfactorily complete this assignment. • Teamwork Activity Challenge. • Organizational Structure reading. • Functional Areas Managers reading. Important: This assignment is due Sunday of week 7. Learners completing it on time will be performing Unit 8 as part of a team. Learners without a successful, timely assignment cannot be on a team. Important: Utilize paragraph structure in your document, not outline format, and support your ideas with references. References can include those identified from both the Internet and a library. Hint: The following template will guide the development of the compositions, reference list, and appendix. Further, it provides extra instructions to guide the development of clearly written and well-focused compositions. Your compositions need to include the Summary items listed next. Summary...
Words: 2610 - Pages: 11
...Manufacturing, is a Fortune 1000 enterprise with revenues reaching over the amount of one-billion dollars. It is highly important to use methods of integrating new systems into Riordan Manufacturing. The method of System Development Life Cycle (SDLC) is a great way to understand the problem, analyze the problem, design the solution, and implement the project. Riordan Manufacturing must revamp its out of date Information Systems, not only in the Human Resource section but in all other sections as well, in order to meet current industry standards, increase efficiency, lower overhead, increase worker productivity and many other factors which will add tremendous value to the company. These values are both tangible and intangible values that cannot be measured by a dollar value alone. This update is in accordance to Service Request SR-rm-022. The most efficient way to update the Human Resource Department would have to include hardware and software that is compatible in the companies’ various locations. Focus will be set on the Human Resource section but all departments will be effected by the new system since the current information systems are, (University of Phoenix, 2013), antiquated and there are severe deficiencies throughout the present Information Systems. Planning Project Scope and Feasibility Study In the analysis phase of...
Words: 4240 - Pages: 17
...Generic Benchmarking Worksheet Global Communications Team D |Task A: Problem/Opportunity Statement | |Instructions for Task A: In the Response row, write out the problem/opportunity statements for the scenario for each of the team | |members. | |Response to Task A: | |Name | |Problem Statement | | | | | |In order to meet the requirements of consumer demand and ensure business continuity, Global Communications need to offer better | |telecommunications services for consumers. By implementing their plan to outsource, they will cut labor cost and focus more | |attention on innovation. Before any of this can be accomplished, they have...
Words: 1845 - Pages: 8
...and find The Supreme Court of the United States case of Faragher V. City of Boca Raton. Analyze and present a summary of the case. When preparing the summary, make sure you answer the following questions: 1. Why was the case brought? Give a summary of the factors that led to the case. The case is around Beth Ann Farangher, she was a lifeguard that brought to the city’s attention that her supervisors, Bill Terry and David Silverman, had created a “sexually hostile atmosphere” at work. The two super visors would initiate constant offensive touching that was un-invited and also speak about women in offensive terms. Farangher stated that Terry would repeatedly touch the female life guards without being invited to do so. The complaint contained allegations that Terry once said the he would never promote a woman to the rank of lieutenant. Silver man had also said to Faragher, “Date me or clean toilets for a year.” A major problem with the case was if the problem had been going on for a while, then it should have been brought to the city’s attention earlier. 2. Based on the case what are two defenses against sexual harassment that can be used by an employer? 3. What is the relevance of this case to Human Resource Management? The result of the Farangher case is relevant is human resource management because the manner in how employers human resources department handles complaints of sexual harassment can be crucial on the issue of employer liability. ...
Words: 311 - Pages: 2
...GBA 363 MW-12:30 Employee Employment Appraisals 1.01-Purpose An employee appraisal system provides feedback and understanding of an employees job. The feedback allows managers information to asses their performance as well as the employees. These appraisals can also help promote individual needs as well as work objectives and the standards of an acceptable performance. “Performance management should be based on five areas: planning work and setting expectations, continually monitoring performance, developing the capacity to perform, periodically rating performance in a summary fashion, and rewarding good performance.” 1.02-Developing Employee Appraisal Plan First step is to develop guidelines for employees and what they are expected to accomplish. During a rating period there should be a clear set of standards that should be measurable, and achievable. 1.02.01-Elements of Appraisal The areas to be evaluated will consist of: achievements related to set objectives, key strengths that need to be maintained and enhanced, opportunities that should be addressed, attitude and motivation, initiative, organizational ability, and overall work quality. 1.02.02-Standards for Element Criteria Quality, dealing with the manor and how well work was performed. All around the total usefulness and effectiveness of the work. Quantity, how much is expected if this was met, if employee went beyond duty. Timeliness, if deadlines were consistently met. Cost effectiveness, reducing...
Words: 1157 - Pages: 5
...Introduction There currently is not a comprehensive view of the existing and needed business systems of Riordan manufacturing (Smith Services Consulting Inc., 2011). The management of Riordan Manufacturing has submitted Service Request SR-rm-012 – Business Systems to have Smith Consulting create a summary of the business systems needed for effective management. Technical Team Bravo will begin with an overview of the current systems that exist in the areas of Finance and Accounting, Payroll and Human Resources, Information Technology, and Sales and Marketing. For each area covered, Technical Team Bravo will describe the business systems and subsystems used, identify who uses them, identify interrelations between business systems and subsystems, and include any noted disparities. Technical Team Bravo will conclude with a summary of suggestions for a systems plan to improve management (Smith Services Consulting Inc., 2011). Accounting Systems Riordan Manufacturing currently has six Enterprise Resource Planning (ERP) and Manufacturing Resource Planning (MRP) systems throughout four locations. These servers are accessed at the local level by 16 clients (PC’s.) The current challenge to management is the disparate systems and inconsistencies with respect to reporting capabilities and collaboration. Management needs to consolidate these systems into one Cloud-Based ERP/MRP solution that can handle real-time inventory management controls, and comprehensive, robust reporting tools...
Words: 3356 - Pages: 14
...Impact of Globalization on Human Resource Management Bhushan Kapoor, Professor and Chair, Information Systems & Decision Sciences, Cal State University, Fullerton, USA ABSTRACT The roles and responsibilities of Human Resources departments are transforming as the modern business faces pressures of globalization. The global supply of talent is short of its long-term demand, and the gap is a challenge for employers everywhere. The shortage between the demand and supply of talent is likely to continue to increase, notably for high skilled workers and for the next generation of business executives. Now organizations need to place greater emphasis on attracting human capital rather than financial capital. Global staffing and management of a workforce diverse in culture and language skills, and dispersed in different nations are the key goals of global human resources. Only those multinational enterprises willing to adapt their human resource practices to the changing global labor market conditions will be able to attract and retain high performing employees. Companies with the ability to foresee their business needs and their workforce needs – especially for high skills – will gain the decisive competitive advantage. Keywords: Human Resource Management, Globalization, Data Analytics, Data Warehouse, Online Analytical Processing, Data Mining, Key Performance Indicators, Dashboards, Scorecards. INTRODUCTION Human Resources departments are transforming as the modern...
Words: 4640 - Pages: 19
...Job Title: Human Resources Assistant | Department: Human Resources | Job Code: HR/25 | Revision Date: 05/2011 | Job Grade: HR07 | Job Summary The Human Resources Assistant is responsible for the administration of the day to day operations of the Human Resources functions and duties. This includes but is not limited to: maintaining personnel files, processing personnel changes, answering phone, delivering mail and managing the HR Director’s schedule. Duties and Responsibilities Type correspondence, reports, team documents, and other items as requested for the sales manager using Microsoft Word on the computer to insure documents are professional. Sorts and distributes daily incoming correspondences including mail, faxes, UPS, FedEx within the same business day. Answer telephones in a timely manner (by 3rd ring) and gives information to the caller or route the call appropriately. Schedules and Coordinates internal meetings, travel arrangements, off-site events/meetings for the HR Director. Review and process personnel change forms within 1 business day of receiving the form. Prepares all final correspondences and reports including memoranda and letters. Receives all visitors entering the HR department and answers their questions or directs them to the appropriate individual. Qualifications Knowledge of Department of Labor Laws and general filing practices Knowledge of Human Resources functions/practices Knowledge of airline and rental car contracts...
Words: 273 - Pages: 2
...Recording, Analysing and Using Human Resources Information Activity 1 There are a number of reasons why we, as an HR team, collect different types of data. One of them is: meeting legal requirements. In order to satisfy legal obligations we collect such information as contract arrangements, employees’ duties, payments, working hours, holiday entitlements, bonuses, as well as documents relating to health and safety. It is important for the organization to timely provide accurate and valid data in order to avoid fees or other sanctions for the Inspections that can check any data regarding individual employees. Another reason for HR data collection is: providing the organization with information for decisions making. By analysing HR data we not only help our Members to understand how the organization is currently performing, what are the characteristics of its workforce and the effectiveness of its people policies, but also enable them to make and drive different people-based decisions and initiatives. Through effective management of individual employee records we identify trends in staff turnover, learning and development needs, recruitment and workforce planning helping our leaders to predict different situations. HR data collection and analysis enable us, as HR professionals, to speak to senior management in the language of business and support our role as a strategic partner by providing the data for strategic decision-making. We collect different types of HR...
Words: 1298 - Pages: 6
...Task Statements: Human Resource Receptionist Student Name | Sheila Humphrey | What action is being performed (verb) | To whom/what is the action directed (receiver of the verb) | How is the action performed (procedure, tools, equipment) | Why is action performed (purpose) | Disseminate mail | Incoming mail | Recieve delivery from Mail room | Disburse mail to the appropriate employees | Schedule appointments | Schedule appointments for employees and new hires | Schedule appointments in outlook | Schedule meeting for staff and new hires. | Corresponding | Incoming inquires | Use of word and excel | Initiate responses to incoming inquiries | Answer Phones | Incoming calls | Switchboard | Forward to appropriate employee | Greeting | Incoming clients/employees | Front desk | To ensure hospitality at the front desk | Filing | Employee files and incoming correspondence | Files/filing system | The ability to file and retrieve files as needed in current filing system. | | | | | | | | | | | | | | | | | Task Statements 1 | Receive and disburse incoming mail to the appropriate employees. | 2 | Schedule appointments for employees and new hires | 3 | Correspond with the income inquires | 4 | Answering the phones and directing calls to the appropriate employee. | 5 | Receive incoming person with hospitality | 6 | File personal files and incoming correspondence | 7 | | 8 | | KSA Statements: Human Resource Receptionist Student...
Words: 1034 - Pages: 5
...Accounting & Finance Department Plan Human Resources Department Plan Melanie Hanson Patrick Blessinger Bus3011 Spring 2014 Table of Contents 3. Executive Summary 4. Human Resources Description 4. Accounting and Finance Description 4. Human Resources Purpose Statement 4. Accounting and Finance Purpose Statement 5. Human Resources Goals and Activities 5. Accounting and Finance Goals and Activities 5. Management Goals and Activities 6. Human Resources Organizational Structure 6. Accounting and Finance Organizational Structure 6. Management Organizational Structure 7. Human Resources Interview 7. Accounting and Finance Interview 7. Management Interview 8. Human Resources Performance Standards 8. Accounting and Finance Performance Standards 8. Management Performance Standards 9. Conclusion 10. Accounting and Finance Organizational Chart 11. Human Resources Organizational Chart 12. Accounting and Finance Strategic Alignment Worksheet 15. Human Resources Strategic Alignment Worksheet Executive Summary The Atha Corporation is a company based on strong ethical standards and beliefs. In order to ensure these beliefs are enforced we have taken measures to revamp our company for the better. With the extra funds we have received from a partner, we will be able to expand our company to double the previous year’s sales. To do this we will need to make drastic changes in all departments, especially in Human Resources and Accounting and Finance. These changes...
Words: 5502 - Pages: 23
