.... . Motivation is a driving force, it is a force that serves in many functions, motivation can emerge, or it can cause individuals to act in certain manners, it can keep people from obtaining their coal. Motivation is very difficult to observe. Workers are motivated by money and material gain, but being valued is more important than both are. Motivation is very important to employee’s behavior, because it has a direct link to good job performances, because motivated employees are a lot more productive, and a lot more highly motivated, that leads to much better workers. There was a bad performance problem with HR, a situation that never should have occurred on any job. I was working for this company, Methode electronic corporation in 2002. Methode even today is a company that is rich in culture, it sells electronic products, and they are used in a variety of ways” they sell communication product that are used in automobiles; The Company also supplies components for military and aerospace. (www.methode.com). Methods have about 16 manufacturing facilities, and three service centers. The company produces connectors for the electronics industry at four factories in Chicago, and two plants in Singapore and the United Kingdom, and one located in the U.K. There are four facilities in the Midwestern United States; the company produces a wide range of controls, air bags, and wiring harnesses for the automotive industry (www.methode.com). We were making Fiber Optics during that...
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...Human Resource Management Strategy To ensure a high probability of success in the implementation of strategic human resource management, a number of things are necessary. 1. Strategic recruitment where the right person is selected to fill the right job and according to organizational needs 2. Using the right mix of incentives to motivate and engage employees who then can concentrate improving their performance 3. Appointment of the right HR Head to provide the necessary leadership in making HR as a strategic partner 4. An HR mission statement with well defined HR objectives drawn up in alignment with the overall organizational objectives 5. Provision of the right set of training and development programs on an on-going basis to every level of employees 6. Implementation of a performance management system to identify high-performing employees for the purpose of giving rewards befitting their performance, work quality and output 7. Giving recognition and implementing a fair rewards system to retain quality employees The Human Resource Function Someone, somewhere within your organization must carry out the HR function. If not, your organization cannot fulfill its legal and contractual obligations towards employees. So, who are responsible for the HR function? Human Resource Managers are appointed for important purposes. HR professionals are there to help them. Your organization may have appointed an HR Manager or an HR Director or both. If your organization is very...
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...Assessment 1 Task BSBHRMSO1A Manage human resources services Procedure Review casestudybelow JKLIndustries, the for and: t. ' "' ;, ,, Determine humanresources requirements. ,.,, plansto determine Analyse strategic operational humanresources the and for of services. requirements develop and options the delivery humanresources mechanisms. a. Determine appropriate consultation b. Howwouldyouengage stakeholders? key including requirements for: c. Develop HRstrategy a approach i. recruitment ii. performancemanagement iii. remuneration benefits and iv. education training. and Document a writtenreport. in two for of and 2. Develop leasttwo options the delivery HRservices select at of alternative models the delivery HRservices. for Foreachoptiondocument: a. whatthe advantages the modelare of are b. whatthe risksto the organisation are c. whatthe coststo the organisation goals the d. howthe models support organisational with: e. howyouwouldensure options the comply i. awardand enterprise agreements instruments ii. relevant industrial relations industry codesof practice iii. relevant relations anti and EEO, industrial iv. legislation suchas OHS, discrimination. usingeithera writtenreport, to Document a presentation management as presentation a combination methods. of or PowerPoint above. for for of strategies the delivery HRservices one of the options 3. Develop a. Document...
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...Example Case to 3NF Tables Purpose The COIS20025 textbook and assignments have numerous exercises that require you to take a given case and generate a data design for the case. The data design will typically consist of an ERD, 3NF table designs including keys (obviously) and sample data. The purpose of this document is to give an example of how to do this. It walks you through the process of completing this task. Preparation This document draws on some existing resources including: • A PDF document titled "Developing Entity Relationship Diagrams (ERDs)" • Powerpoint slides and accompanying MP3 audio of a lecture explaining normalisation. Both these documents are available from the Assignment 2, Part A Resources page. For T2, 2006 the URL for this page is http://webfuse.cqu.edu.au/Courses/2006/T2/COIS20025/Assessment/Item_2/Part_A_Resources/ It is important that you become familiar with these resources before going any further. The Case This document will use the same case as used in the "Developing Entity Relationship Diagrams (ERDs)" document. It is included below. A company has several departments. Each department has a supervisor and at least one employee. Employees must be assigned to at least one, but possibly more departments. At least one employee is assigned to a project, but an employee may be on vacation and not assigned to any projects. The important data fields are the names of the departments, projects, supervisors and employees...
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...confidentiality? 4. Can a user defined in Active Directory access a shared drive if that user is not part of the domain? 5. Does Windows Server 2008 R2 require a user’s logon/password credentials prior to accessing shared drives? 6. When looking at the Active Directory structure for Users and Computers, which group has the least amount of implied privileges? 7. When granting access to LAN systems for guests (i.e., auditors, consultants, third-party individuals, etc.), what security controls do you recommend implementing to maximize CIA of production systems and data? 8. When granting access for the ShopFloor group to the SFfi les within the SFfi les folder, what must be configured within Active Directory? 9. When granting access for the HumanResources group to access the HRfi les within the HRfi les...
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...Analysis and Policy REPORT To: Senior Management From: Group Accountant Date: 2nd May 2005 Subject: BMW Organisational Analysis andHuman Resources Policies This report will provide a detailed analysis of BMW'scurrent corporate appraisal analysis. This will help to identify the company'scurrent strength, weaknesses, opportunities and threats. This will help thecompanies decision makers understand where the organisation is now. The reportwill also critically evaluate BMW's human resources policy as a key area of theorganisation. We will highlight how BMW has strategically responded to thedrivers for change in terms of its structure, conduct and performance. Finally,offer recommendations for the future development and improvements in humanresource management, and how those will impact on its organisational structure,conduct and performance. Struggling with your business essay(s)? Did you know that we can help you with your SWOT analysis essay and any other business essays? We can help you! Place an order with us and you'll get: * An exact, 100% original answer to your essay question * From a graduate writer, qualified in your subject area * Delivered confidentially by email, in 3 hours - 10 days (you choose) Stop struggling and get the help you need from the UK’s favourite student support company, right now. Learn more about our custom essay writing service, or place your order using the box below: Company Background The BMW Group is the only manufacturer of...
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...Rugiatu Sesay BUS 210 Situational Analysis 1 The Market nowadays is looking for product that are durable and competition to produce the best product for consumers are dominating the market place. As a part of the HRM team I will assemble skill labor because the company will benefit from it and reach their ultimate goal, even though the company will end up paying more therefore reducing their profit margin I believe the advantages out weighted the possibilities of hiring the unskilled labor. With unskilled labor the company will not save the company the time they require to assemble the computers, the unskilled employee however is not trained to perform the task require so extra time and money is needed to train the basic job requirement which will make the company loss more money and time required to complete the job. And we are not even sure how much training they may require for them to be qualified to performed the task Based on the preference of the job I will hire skilled temporary computer assembler that will not require training because they will already have the skills they will need to perform their assign tasks that will suit my company needs. Joe Broschak, Assistant professor of Organization Behavior at the University of Illinois shared his study on temporary workers. He stated that on average these temporary workers displayed better performance relative to the company goals compare to the full-time employee. I agree with his statement because...
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...* Riordan Manufacturing has decided to make a change to company’s customermanagement system. The company does not currently have any formalsystem for managing their customer information and has traditionally left thisup to individual employees. This new system will require all employees to useone customer management system. Your team is now working to helpRiordan implement this planned change. Your team must do the following inyour role as consultants:Section I: Change Management PlanResource: Riordan Manufacturing Virtual OrganizationReview the intranet site for Riordan Manufacturing including HumanResources – Organizational Charts, Employee Files, etc., and Sales &Marketing – Marketing Information Systems.Create a change management plan of 1,050- to 1,400-words. Complete thefollowing in your plan:Identify the current formal and informal power structures in the organization.How might the power and political structure of the organization affectemployee behavior? Identify the most appropriate and effective organizationalstructures for Riordan Manufacturing that will help them accomplish theirplanned changes. What are the potential effects of this selected structure onemployee behavior? Identify characteristics of the company’s culture. Whatare the potential influences of the corporate culture on employee behavior?Identify the potential sources of resistance to change and develop strategiesto manage resistance to change. Recommend a strategy to implement thechanges over the...
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...scrutinizing the data, they select applications for written test. 5.2: Evaluating reference and biographical data At the second stage of evaluating the data, they verifies the validity authenticity of theinformation presented on the form as well as reference of the employee through references. 5.3: Employment test This written test measures the candidates1. Analytical ability2. Computation ability3. Verbal skill4. Written skill5. General knowledgeMore above 65% marks ensures applicants pass. 5.4: Assessing candidate through interview Mainly three steps are followed in the selection procedure. In the first stage the candidatesare invited for a viva with sales and training manager, Dhaka in his Gulsan office. A humanresource manager also exist there. In this viva the candidates situation handle ability ismeasured. 46 Second phase: It is the viva with the general sales and operation manager ( GOSM), and trade marketingmanager .in this stage individual skill is measured. The question tries to measure out thefitness of the candidate for the post. Third phase: In this stage the applicant face the HRD customer development team (CDT) this phasemeasure the applicability of the applicants’ potential for the jobs. In these stage why theapplicant...
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...References: Pratt, J. (2008). Use Training and Development to Motivate Staff Building Your Employee Training and Development Program. Retrieved on May16, 2010 from http://humanresources.about.com/od/coachingmentorin1/a/trainmotivation.htm?p=1 A solid new hire training program begins with the creation of an employee training manual, in either notebook format or online. This manual acts as a building block of practical and technical skills needed to prepare the new individual for his or her position. Pratt, D. (2005). Train for Success Everyone benefits from Employee Training. Retrieved on May 16, 2010 from http://www.moderncarcare.com/articles/5a1lube.html Employees not only gain knowledge and skills from training, but they also grow more confident and self-assured. Training also instills a sense of worth and job satisfaction in employees. ToRhonda Green ENG 3360 Professional Communication Don Long Mushrush, W. (2002). Small Business & Technology Development Centers, West Plains for University of Missouri Extension's Creating Quality. Reducing Employee Turnover. Retrieved on May 16, 2010 from http://www.missouribusiness.net/sbtdc/docs/reducing_employee_turnover.asp Turnover costs for many organizations are very high and can significantly affect the financial performance of an organization. Direct costs include recruitment, selection, and training of new people. Much time and expense go into this process. Reh, F. (2010). New Employee Training...
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...Roles And Function Rose Flores HCS 325 October 24, 2011 Sharon Sauls Roles And Function Health care managers play a very critical role in the society and their functions acquire a very different concept when applied to a health care setting. Managers recognize performance problems and opportunities make good decisions and take appropriate action; they do this through the process or organizing, planning, controlling the use of resources and leading to accomplish performance goals (Lombardi & Schermerhorn, 2007). The most important function of a health care manager is leading. “Leading is the process of arousing people’s enthusiasm to work hard to fulfill plans and accomplish objectives. Through leading, managers build commitments, encourage activities that support goals, and influence others to do their best work on the organization’s behalf” (Lombardi & Schermerhorn, 2007). In order to motivate and retain employees, a health care manager should provide room to grow, opportunities to make choices and mentoring. According to Javitch (2010), making clear statements of goals and allowing reasonable latitude on how to achieve those goals is key to motivating your employees; building on your employees’ interests in gaining new skills and knowledge by providing opportunities to grow on the job will result in a better mentality. Providing options and having a strong relationship with your employees will give your employees some freedom and creativity for their own success...
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...approach to HRM | 1 | | LO2 | Understandways ofdevelopingflexibilitywithin theworkplace | 2.1 | explain how a model offlexibility might be applied inpractice | 1 | | LO2 | Understandways ofdevelopingflexibilitywithin theworkplace | 2.2 | discuss the types of flexibilitywhich may be developed byan organization | 2 | | LO2 | Understandways ofdevelopingflexibilitywithin theworkplace | 2.3 | assess the use of flexibleworking practices from boththe employee and theemployer perspective | 2 | | LO2 | Understandways ofdevelopingflexibilitywithin theworkplace | 2.4 | discuss the impact thatchanges in the labour market | 2 | | Qualification | Unit Number and Title | Pearson BTEC Level 4 HND DiplomaBusiness | K.601.1264/Unit 22/Managing HumanResources | Student Name | Student No. | Word | 3000 | Assessor name | DR. GILES RUSSELL | Date of Issue | Completion date | Submitted on | th16 February 2015 | | th27 March 2015 | Learner declaration I certify that the work submitted for this assignment is my own and research sources are fully acknowledged. Student Signature: 2 Date: | | | have had on flexible workingpractices | | | LO3 | Understandthe impact...
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...Lab 1 Assessment Questions: 1. Relate how Windows Server 2008 R2 Active Directory and the configuration of access controls achieve CIA department LANs, departmental folders, and data. By establishing security principle within the Active Directory Domain. 2. Is it a good practice to include the account and user name in the password? Why or Why not? No it is not a good idea to include the account and user name in the password because there are Hackers out there who would use either a dictionary attack or brute force attacks which go though lists to find the correct combination of words, letters, numbers and characters in order to crack user names and passwords which depending on how simple or complex it is can take anywhere from 5 minutes or 5 months to decrypt, so it is a good practice to keep everything as unique as possible. 3. To enhance the strength of user passwords, what are some of the best practices to implement for user password definitions to maximize confidentiality? In this case the best way to ensure a strong password is to use 8 or more characters such as a mixture of Uppercase. Lowercase, numbers, and symbols in order to create a complex password that would be very difficult to crack. 4. Can a defined user in Active Directory access a shared drive if that user is not part of the domain? No they should not be able to access the shared folders unless they have authorized access. 5. Does Windows Server 2008 R2 require a user’s logon/password credentials prior...
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...Security assessment: Incomplete Scan Computer name: CONTOSO\TARGETWINDOWS01 IP address: 10.109.108.38 Security report name: CONTOSO - TARGETWINDOWS01 (10-12-2013 11-44 AM) Scan date: 10/12/2013 11:44 AM Scanned with MBSA version: 2.1.2112.0 Catalog synchronization date: Security Updates Scan Results Issue: Security Updates Score: Unable to scan Result: Computer has an older version of the client and security database demands a newer version. Current version is and minmum required version is 5.8.0.2678. Operating System Scan Results Administrative Vulnerabilities Issue: Local Account Password Test Score: Check not performed Result: Password checks are not performed on a domain controller. Issue: File System Score: Check passed Result: All hard drives (1) are using the NTFS file system. Detail: | Drive Letter | File System | | C: | NTFS | Issue: Password Expiration Score: Check failed (non-critical) Result: Some user accounts (4 of 10) have non-expiring passwords. Detail: | User | | Administrator | | Guest | | Instructor | | Student | | SUPPORT_388945a0 | Issue: Guest Account Score: Check passed Result: The Guest account is disabled on this computer. Issue: Autologon Score: Check passed Result: Autologon is not configured on this computer. Issue: Restrict Anonymous Score:...
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...everyone has separate interests so managers must keep this in mind when motivating teams to achieve the tasks or goal. Any team thrives on motivation and only good communication can foster motivation. According to (Robbins & Judge, 2011), “Communication fosters motivation by clarifying to employees what they must do, how well they are doing, and how to improve performance if it is subpar.” Motivation creates satisfaction and enhanced performance for employees and the team. Satisfaction A satisfied employee tends to perform better and brings more productivity to the team because a satisfied employee creates a good work environment. Employee satisfaction is defined as the individual employee’s general attitude toward the job (HumanResources, para. 2). Improving employee satisfaction is beneficial to the organization and managers can improve employee satisfaction by making an acquaintance with the employees, providing feedback, actively train employees, offer a reward program, respect employees, etc. Performance Employee performance is high when the employee is motivated and satisfied. Management must measure employee...
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