...Importance of Human Resources Management YOUR NAME HRMG 213 Sylvertooth 04/10/11 Abstract Managing human resources is a very important role in the modern workforce. From managing and training to compensation and benefits, the role carries a certain importance that all organizations must incorporate to be successful. It is clear to see that there is a large amount of responsibility and dependency that go along with this role. This role constantly evolves as time moves forth and new technology and trends are embraced. The human resources manager must be adaptive and understanding to be successful. The role is also very broad. Not only will the human resources manager be responsible for ensuring safety on the workplace but will also be responsible for administering discipline while attempting to minimize stress. What exactly is human resources management? Human resources management is the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, p. 4). Furthermore, it is the management of an organization and its assets. Why is human resources management so important to an organization? Staffing, designing jobs and teams, developing skillful employees, improving employee performance and approaches and rewarding success are all functions of an HR manager (Bohlander & Snell, p. 4). These are all important facets that an organization needs in order to be successful. Without a human resources department and the management...
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...personnel management and human resources management would lead to being able to choose which of these two functions would be the best for the business and which one is worth the money and time. This report also includes deep discussion on what kind of people to appoint under the direction of a manager and what activities line managers should do and be responsible for. The next section of the report looks at recruitment over the internet. It looks at its advantages and disadvantages and discusses which method is more appropriate for the company. It describes and gives the possible solutions to the difficulties of recruitment junior and administrative staff over the internet. It gives the possible advice of how to adapt the internet as a resource of recruitment and it answer the question whether it meets the equal opportunities. Finally it determines why the interviews at ProConsul are so poor and gives advice on what should be improved and changed in order to sift out the poor prospects of the recruitment process. Introduction This report focuses on personnel departments in ProConsul organisation, one of the largest independent firms of chartered accountants in the UK. To reflect on the size of the company there is 2000 people working for ProConsul at 12 regional offices around the country. This report also explains main functions of personnel departments as well as looks at the importance of setting up these departments. The main aim of this report is to present to Senior...
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...a large number of product demands from abroad, it is very crucial for those firms to use their manpower effectively and efficiently. Beside this now in our country there is huge problem is to control the garments workers. Therefore, those firms make sure that they have a structured HR department. The TEXISLAND is one of those business organizations. For a long period of time, they are concentrating to meet their business goal through their employees and they are doing it successfully through their structured HR department. 1 CHAPTER 1 BACKGROUND 0F THE REPORT 2 Background of the Report 1.1 Objective of the study: i) Primary objective: The primary objective of the report is to analyze Textile industries HR functions in the light of Manpower planning and forecasting. Here, we will explore the overall staffing activities of the TEXILAND. ii) Secondary Objective: The secondary objective of this report is to know about the actual scenario of the HR practice in the Textile industries of our country. It will help us to compare our theoretical knowledge with the real HR practices. How are job objectives/standards set by the company Various job analysis process and role of HR activities that the company is using and reasons for that How do the companies ensure a fair and equitable evaluation Methods of internal and external recruitment How is the staffing strategies determined for each level/rank of employee Determine the gap and develop action plans for...
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...Netflix Video Game Streaming Name MKT/421 Date Instructor Name Netflix Video Game Streaming Marketing Plan: Phase I Trying to introduce a new product or service into an already well-established industry can be an intimidating, yet profitable idea. Take Netflix and the media rental industry as an example. In 1997, Netflix made their debut into the online media rental industry (Netflix, 2013). About 10 years later, their flat rate monthly rental fees, their stellar DVD-by-mail service, and their streaming media options had turned Netflix into a media rental powerhouse. However, video games are one aspect of media rental and streaming that the company has consistently steered clear of. To demonstrate that Netflix could (and perhaps should) offer video game rental and streaming options as their next step for growth, a marketing plan can be established. This marketing plan should include: an overview of the Netflix organization; a description of the proposed video game services; an explanation of the significance of this new service to Netflix; a SWOTT (strengths, weaknesses, opportunities, threats and trends) analysis of this service; and the marketing research approach and strategy that would be used to implement video games into Netflix’s service lineup. Organization overview. Established in 1997, Reed Hastings and Marc Randolph founded Netflix with one goal; to revolutionize the way people enjoyed entertainment (Netflix, 2013). At its inception, Netflix was a membership-based...
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...Riordan Human Resources Service Request BSA/375 9/23/2013 Chief Operating Officer Hugh McCauley has submitted a service request to acquire software that unifies the operations of Human Resources. Currently implemented is an HRIS which is disjointed, using multiple formats and platforms that are stored locally and not in a centralized database. This organizational structure causes delays in data processing, report generation, information acquisition, and decision making. The organizational chaos immediately creates issues and unnecessary work load on the Human Resources staff and their superiors they report to, such as the Hugh McCauley. The first task in defining software feature requirements is speaking with the Human Resource department, payroll, accounting, legal, and upper level management. Each of these roles requires specific forms of information generated by the Human Resources department. The software performs functions based on processes, which are created from specific information needs. Creating software that makes the client (Riordan Manufacturing) happy means understanding their business processes & how this information needs to interact between each role within the company. A report generated by payroll that passes through human resources, then to the chief operating officer may go through several modifications as data is processed, added, and removed. The methods used to gather specific requirements for software processes include personal interviews...
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...Assignment brief – QCF BTEC Assignment front sheet Qualification | Unit number and title | BTEC Level 3 Business | Unit 2 - Business Resources | Learner name | Assessor name | | | Date issued | Hand in deadline | Submitted on | w/c 12th January 2015 | w/c 25th January 2015 | | Assignment title | Assignment 3 - Having the Right Resources | In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. | Criteria reference | To achieve the criteria the evidence must show that the learner is able to: | Evidence: | P3 | Describe the main physical and technological resources required in the operation of a selected organisation. | Report | M1 | Explain how the management of human, physical and technological resources can improve the performance of a selected organisation. | Report | D1 | Evaluate how managing resources and controlling budget costs can improve the performance of a business. | Report | Learner declaration | I certify that the work submitted for this assignment is my own. I have clearly referenced any sources used in the work. I understand that false declaration is a form of malpractice. Learner signature: Date: | Assignment brief Qualification | BTEC Level 3 in Business | | Unit number and title | | | Assessor name |...
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...Task 1 Human Resource Planning Morrisons the supermarket, has changed a lot over the last 8-10 years. From being a smaller chain, primarily in the north of England, to its acquisition of Safeway’s, resulting in its current position as one of Britain’s leading high street retailers, Morrisons has grown substantially. To maintain this growth, Morrisons would have had to change the way it operates and offer new products and services. Your job is to prepare a report explaining how this steady growth could not have been achieved without careful planning of the Human Resource requirements of the business. You will need to mention: • Internal planning factors (organisational needs, skills requirements, workforce profiles) • External planning factors (supply of labour, labour costs, workforce skills, government policy, labour market competition, the changing nature of work, employee expectations, impact of automation, demand for products and services) currently applying to the business. • Think about all the different services Morrisons offers and how staff have needed to be trained and managed to provide these services. This needs to be submitted in the form of a written report. Use external information such as news reports or articles on Morrisons to support your work. Submission date: 10th March 2014 This task provides evidence for P1 Describe the internal and external factors to consider...
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...Describe the unique challenges of managing the human resources function for your specific organization Becoming Senior Vice-President of Human Resources for HCA Inc. presents many challenges due to the size of the healthcare organization. HCA owns and operates 164 hospitals and 106 surgery centers within 20 states including London, England. The organization and its affiliates employee approximately 183,000 people; therefore, there is a need for a large competent staff of human resource individuals. As Senior Vice-President of Human Resources, I would report to the CEO of the organization as well as have a staff of several vice presidents that would handle all of the relevant areas and facilities. The human resources department is broken down into sections and there are vice presidents over each of these respective sections that would report to me. The groups include our (1) division offices which oversee our hospitals and surgery centers, (2) operations and recruitment, (3) employee relations, (4) benefits and compensation, (5) information systems, (6) executive workforce development, (7) human resources IT&S, (8) community relations and foundations and (9) organizational leadership and development. Each one of these subgroups covers all of the various human resources functions within the organization. According to Flynn, Mathis and Jackson (2011), “HR professionals in all segments of the industry will be faced with the challenge of recruiting and retaining the right...
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...to function to their maximum potential. This day in age, it is essential that these resources be taken advantage of by the vast majority of employees in a company. Three departments that benefit an extraordinary amount from information systems and software applications are human resources, management and marketing. Human resource departments use information systems and software applications to manage employees within a company. Multiple software applications can be used by a single department and an example of this would be the human resource department using one application to monitor employee turnover and another application to screen job applicants (Rainer & Turban, 2008). The ability to manage these two job functions through software applications make the jobs of employees in the human resource department easier and increase the overall effectiveness of the entire company. The applications allow human resources to hire the best employees for the job openings and effectively manage all of the data that they compile. Management also uses information systems and software applications to manage their employees. Management information systems are used to produce reports from transaction data in isolated functional areas (Rainer & Turban, 2008). The reports that are produced are used for many different functions within a company but the overall idea for management information system reports is to increase productivity of employees and ensure the company is making the best business...
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...sense of confidence in the management and the HR functions of an organisation A healthy HR function in an organisation is as important as the physical and mental well being of a human body. Typically the basic reason why organisations prefer to conduct an HR audit is to get a clear judgement about the overall status of the organisation 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 organisation can measure the health of its human resource function. Organisations undertake HR audits for many reasons: 1 To ensure effective utilisation 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 organisation’s reputation in a community. An audit is...
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...Research Journal of Finance and Accounting ISSN 2222-1697 (Paper) ISSN 2222-2847 (Online) Vol.4, No.18, 2013 www.iiste.org Problem with Human Resource Accounting and A Possible Solution Md. Mustafizur Rahaman1* Md. Amzad Hossain2 Tabassum Akter3 1. Lecturer, Department of Accounting, Bangladesh University of Business & Technology (BUBT), Mirpur-2, Dhaka-1216, Bangladesh 2. Lecturer, Department of Business Administration, East West University, Plot No-A/2, Jahurul Islam City, Aftabnagar Main Rd, Dhaka 1219, Bangladesh 3. Lecturer, Department of Business Administration, Prime University, Dar-Us-Salam Rd, Dhaka 1216, Bangladesh * E-mail of the corresponding author: mustafizmamun09@gmail.com Abstract The idea of Human Resource Accounting (HRA) has been a debatable issue by academicians, accountants and standards setters universally. This study critically assesses the concept of HRA in order to unveil its strengths and weaknesses. Descriptive and content analyses were used in collecting data through documented texts, journal articles and other publications. The existing models proffered under the HRA were adequately reviewed and objectively criticized so that more comprehensive could be developed. The study revealed that the conceptualization of HRA, the ideas incorporated therein, and arguments are good for the accounting profession and corporate financial reporting. But the existing models yet proposed are not in a state to implement HRA practice worldwide. Hence this paper proposes...
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...Role of the Finance Director The finance director is a key member of the board of directors fulfilling a crucial and complex role. The role of the finance director varies according to the size of the company involved. However, in general, he or she oversees all financial aspects of company strategy and is responsible for the flow of financial information to the chief executive, the board and, where necessary, external parties such as investors or financial institutions. What Are the Duties of a Finance Director? They are in charge of company finances, or work with the executive in charge of finance to make sure the company remains as profitable as possible. Financial directors typically have a degree and professional experience in accounting or finance. * Approve Company Budgets: Finance directors are responsible for approving all company related budget plans. Project managers who create project plans typically also include a proposed budget for the project. It is the duty of a financial director to review and approve of the budget based on available company budget and potentially profitability from the project. Financial directors also approve proposed annual or quarterly budgets for various departments in the company, such as marketing or development. Department or project managers should communicate regularly with financial directors to ensure their particular department or project remains on budget as work progresses. * Forecast Revenue: Financial directors...
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...Introduction A. Initial Steps to Design HRIS for Riordan Human resources are the fit between the individual and the organization (Gallos, 2006). This means when there is a decision to use a Human Resource Information System (HRIS) or change one that is in place, there are some very critical steps that have to occur. Learning Team B will briefly cover the steps in this paper. First, there needs to be a needs analysis completed. This is done to show where the current system, implemented in 1992, meets the requirements today and looking into the future. It will also drive out gaps. Areas where new functionality is needed to address an issue or need within the organization, between the individual, and the organization. In this project for Riordan Manufacturing the needs analysis clearly showed the current HRIS system does not have the technical capabilities to handle their increased number of employees, and departments within the company. Next, Learning Team B goes into the planning phase within the change process. This phase starts planning for the long and short-term goals of the new HRIS system to meet Riordan’s needs as outlined in the needs analysis. Key items to include are the integration points within the departments for the processes, who will access and use the system, and the types of information needed to go in the system to get the outputs the manufacturing company needs to support its human resource department. After this is completed, the design phase of...
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...Riordan Manufacturing: Information System ProposalThe service request sR-rm-004 to analyze the human resource system from John Korzeniowski was received on May 14, 2008. The IT team will examine the current information system and the possible design and development of an integrated, robust application in accordance with Riordan’s vision, mission, time-frame and strategic growth plan. AnalysisIn order to design and development an integrated state-of-the art human resources information system, the initial step is to define Riordan’s business needs and its current technical resources. Riordan’s ERP system was installed in 1992 and independent from its branch offices. This system is an integral part of the finance and accounting application. Riordan employs over 550 people and has offices located in California, Michigan, Georgia, and China. Each branch office has an independent finance and accounting system that is consolidated at the corporate headquarters in San Jose, California. A brief overview of Riordan’s current information system and dependent software applications confirmed a business need for an integrated, high-performance information system. The factors that suggest the business needs are documented employee dissatisfaction, labor intensive procedures, and pertinent data located in various locations. This proposal will ensure that Riordan’s present and future business needs are met in a cost-effective manner without diminishing its requirements and effectiveness. Prior...
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...Legal, Safety, and Regulatory Issues of Human Resources Tara Moreno HCS/341 August 24, 2015 Angela Thomas Human resources are greatly impacted by the legal, safety, and regulatory issues that pertain to their company’s employees. The statement, “common sense and compassion has been replaced with litigation”, implies that companies today have become so engrossed with avoiding legal liabilities and lawsuits by employees that a cold management style becomes the result. Human resource managers must be well informed of regulations and laws in place that protect employee and employer rights and enforce employer responsibilities as they pertain to legal, safety, and regulatory issues in the workplace. There are many legal issues that companies must adhere to that are enforced by the Department of Labor. These laws are set in place to protect both the employee and the employer and to ensure fairness and ethical behaviors within the workplace. Some of the legal aspects of human resources that are governed by the Department of Labor include, but are not limited to; wages and hours, workplace safety, and the Family and Medical Leave Act (FMLA) ("U.s. Department Of Labor", n.d.). Employers are required to pay minimum wage to non-exempt employees for regular hours worked and time and a half pay when overtime hours are worked. The standards for wage and overtime pay are set forth by the Fair Labor Standards Act (FLSA), while the Wage and Hour Division enforces these standards. Additionally...
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