...Human Resource Management Overview Becca Langum HRM/300 May 9, 2016 Susan Bradley Abstract In the following pages, we will discuss the creation of a Human Resources Department in a new healthcare insurance organization called Care for You. It will include a 6-month plan of the items and actions the new Human Resources Department will need to focus on. This department will be a one-person department for the near or far future. This document will identify the three factors that will be considered for the formulation of the department along with the four functions this human resource department will focus on. We will discuss how the Human Resource Department aligns with Care for You’s strategic plan and services the employees. Human Resource Management Overview Care For You is a not-for-profit organization who recently obtained regulatory approval to start offering their new medical insurance policies on the Federal Exchanges for 2017 policies. Over the next 6 months the Human Resource Department will be partnering with the operations department to develop a plan to get the department up and running. This document will explain how and what we are planning to implement. Month 1 The first month we are focusing on finding a third party vendor to handle all the payroll accounts and recruiting. Contracts with vendors can take time and we need to make sure we have everything in place getting those contracts approved and in place. Outsourcing these functions will allow time...
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...and Human Resources departments, and the second houses the Production, Marketing, and Information Systems departments. The company database contains data about employees; departments; projects; assets, such as computer equipment; and other aspects of company operations. The database will be named WPC and will contain the following four tables: DEPARTMENT (DepartmentName, BudgetCode, OfficeNumber, Phone) EMPLOYEE (EmployeeNumber, FirstName, LastName, Department, Phone, Email) PROJECT (ProjectID, Name, Department, MaxHours, StartDate, EndDate) ASSIGNMENT (ProjectID, EmployeeNumber, HoursWorked) EmployeeNumber is a surrogate key that starts at 1 and increments y 1. ProjectID is a surrogate key that starts at 1000 and increases by 100. DepartmentName is the text name of the department, and is therefore not a surrogate key. The WPC database has the following referential integrity constraints: Department in EMPLOYEE must exist in Department in DEPARTMENT Department in PROJECT must exist in Department in DEPARTMENT ProjectID in ASSIGNMENT must exist in ProjectID in PROJECT EmployeeNumber in ASSIGNMENT must exist in EmployeeNumber in EMPLOYEE The relationship from EMPLOYEE to ASSIGNMENT is 1:N, M-O and the relationship from PROJECT to ASSIGNMENT is 1:N, M-O. The database also has the following business rules: * If an EMPLOYEE row is to be deleted and that row is connected to any ASSIGNMENT, the EMPLOYEE row deletion will be disallowed. * If a PROJECT row is deleted...
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...Strategic Alignment Worksheet: Human Resources NAME: Overview Use this Strategic Alignment Worksheet (SAW) to help you complete the sections listed below. As you progress through the course, you will be instructed to complete and submit section(s) of the SAW. Once you have all of the sections completed, you are to incorporate the sections into the larger Atha Execution Plan, which is your final project deliverable (to be submitted in Unit 5). Sections of the SAW * Goals and Activities (Unit 2) * Interview Questions (Unit 3) * Department Purpose Statements (Unit 4) * Performance Standards (Unit 4) Checklist for Human Resources Area Mary Atha, CEO, has provided this checklist of overall organization goals for the human resources area. Read the checklist and use it as a point of reference for your development of this SAW. 1. Ensure staffing requirements are met. 2. Retain existing staff. 3. Hire and train new staff. 4. Plan, organize, lead, and direct the human resources of the company to meet the goal of growing the business by 100%. 1.0 Goals and Activities. Develop goals and activities for the human resources Area. Submit this section in Unit 2. Goals | Activities to support this goal (add more rows if needed) | 1.1 Retain existing employees. | What are the supporting activities? | How will this activity achieve the goal? | What is the achievement deadline? | | | | | | | | | | | | | ...
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...Strategic Alignment Worksheet: Human Resources NAME: Overview Use this Strategic Alignment Worksheet (SAW) to help you complete the sections listed below. As you progress through the course, you will be instructed to complete and submit section(s) of the SAW. Once you have all of the sections completed, you are to incorporate the sections into the larger Atha Execution Plan, which is your final project deliverable (to be submitted in Unit 5). Sections of the SAW * Goals and Activities (Unit 2) * Interview Questions (Unit 3) * Department Purpose Statements (Unit 4) * Performance Standards (Unit 4) Checklist for Human Resources Area Mary Atha, CEO, has provided this checklist of overall organization goals for the human resources area. Read the checklist and use it as a point of reference for your development of this SAW. 1. Ensure staffing requirements are met. 2. Retain existing staff. 3. Hire and train new staff. 4. Plan, organize, lead, and direct the human resources of the company to meet the goal of growing the business by 100%. 1.0 Goals and Activities. Develop goals and activities for the human resources Area. Submit this section in Unit 2. Goals | Activities to support this goal (add more rows if needed) | 1.1 Retain existing employees. | What are the supporting activities? | How will this activity achieve the goal? | What is the achievement deadline? | Create a welcoming atmosphere to discuss employee...
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...report, I will include research on cultural groups in the Management field. As well as an interview with my current Human Resources Manager. Professional Cultural Groups CS204-09 Cultural Groups1 Employees everywhere have in some sort of way adopted several characteristics from their work colleagues. For example in most professions, the individuals that are employed are all wanting to excel in their profession. Unbeknownst, they adopt similar values and behavior patterns as their peers. It’s true that work places consist of many different professions, and roles. These differences also include diverse cultural groups, such as: Historical factors, social classes, beliefs, values, attitudes, and etc. As a Sales Accounting Administrator, I am constantly working with different departments. These departments include: pricing, sales, accounting, customer service, and human resources. Although, I love the variety of my job. One day I would love to rise to other levels in my career. However, I have learned that within these different departments you work with a variety of people. These individuals are from different backgrounds, have different goals, along with many other things. For example, the pricing department is small, and the individuals that work within that department are very family oriented and are extremely close with one another. The sales department is more male-dominated, professional, and can be extremely busy at times. With the accounting group, this is another...
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...Standards………………………………………………………………………………………….. 6 Conclusion of Personal Insight………………………………………………………………………………… 7 Appendices…………………………………………………………………………………………………………….. 7 Human Resources SAW…………………………………………………………………………………………...7 Operations and Production SAW……………………………………………………………………………..12 Human Resources Organizational Chart…………………………………………………………………..17 Operations and Production Organizational Chart…………………………………………………….18 Executive summary: This project was organizing, planning, and developing both the HR functional area as well as the Operations and Production functional area. This consisted of revamping the Org chart to add the new employees, creating important interview questions for hiring new employees, and setting standards for each department. Along with these tasks, there was also creating a purpose for the department which is one of the most vital tasks of this project, without a purpose what is the department there to do? Description of the functional area and purpose statement. Human Resource As the Human Resource Department we strive to ensure that the Atha Corporation is run at the highest integrity while serving to develop standards and guidelines in order to keep the highest company and employee satisfaction. This purpose statement shows the drive and capabilities of our department by giving a brief description while promoting our high ethical standards and our strive to reach company and employee satisfaction. This proposes a well-rounded...
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...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...
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...Corporation 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...
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...University of Phoenix Material – Phineas Johnson System Inventory Select and complete one of the following assignments: Option 1: Virtual Organization System Inventory - Phineas Johnson has chosen Option 1. Option 2: General IT System Inventory Option 1: Virtual Organization System Inventory Select one of the following Virtual Organizations: • Smith Systems Consulting • Huffman Trucking • Kudler Fine Foods – Phineas Johnson has chosen Kudler Fine Foods. Complete the following chart, filling in information for each system used at that Virtual Organization. Add rows to the chart as necessary. |System Name |Brief Description |Department to Use |Purpose of the System |Connects With |Development Details | | | |the System | | | | |Management Support |It extends the information|Sales and Marketing|To increase the |Issues and |It’s a valued system in the | | |retrieval capabilities of | |information recovery |individuals within |company. | | |the end users with query | |abilities of users. |the company that | | | |and analysis functions for| | |examine analysis...
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... [pic] Top box: General Manager 2nd row left box: Front Office Supervisor 2nd row right box: Front Office Assistant Supervisor 3rd row left box: Night Audit 3rd row middle box: Front Office Associate #1 3rd row right box: Front Office Associate #2 I am sorry for the text not being inside of the boxes, I could not get them to print in the boxes. The front office is very important to the hotel for many obvious reasons, but some not so obvious. A solid portion of the time the front desk agent is the first employee at the hotel whom the guest encounters. The front desk agent is the one who will go over the reservation with the guests, make moves as necessary, and fix any problems with the reservation that they have the approval to do so. The front desk agent usually is the member of the team whom takes the reservation initially. This can and does stick in the guests mind, and often times they remember the front desk agent who took the reservation therefore creating some sort of rapport. These are just some of the few obvious answers. I believe that the department which is most important to the success of the front office can be a tossup really. Depending on the size of the hotel, this is between the housekeeping department and the sales department, with engineering close behind. In a smaller hotel the sales department usually has better communication with the front office because in my experience...
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... [pic] Top box: General Manager 2nd row left box: Front Office Supervisor 2nd row right box: Front Office Assistant Supervisor 3rd row left box: Night Audit 3rd row middle box: Front Office Associate #1 3rd row right box: Front Office Associate #2 I am sorry for the text not being inside of the boxes, I could not get them to print in the boxes. The front office is very important to the hotel for many obvious reasons, but some not so obvious. A solid portion of the time the front desk agent is the first employee at the hotel whom the guest encounters. The front desk agent is the one who will go over the reservation with the guests, make moves as necessary, and fix any problems with the reservation that they have the approval to do so. The front desk agent usually is the member of the team whom takes the reservation initially. This can and does stick in the guests mind, and often times they remember the front desk agent who took the reservation therefore creating some sort of rapport. These are just some of the few obvious answers. I believe that the department which is most important to the success of the front office can be a tossup really. Depending on the size of the hotel, this is between the housekeeping department and the sales department, with engineering close behind. In a smaller hotel the sales department usually has better communication with the front office because in my experience...
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...that many of these preceding factors are evident in vulnerable populations around the world, particularly the homeless population. The science Daily (2013) reports that “one in five homeless people with tuberculosis die within a year of their diagnosis” (Death Rate from Tuberculosis in Homeless Alarmingly High). In addition to the high death rate for TB among homeless people, public health officials also recognize a growing threat of drug resistant strains within these vulnerable populations. Theses drug resistant strains of tuberculosis require longer, more consistent treatments, and are often more fatal. In this paper, an example homeless population group on Skid Row in Los Angeles, California will be discussed. Earlier this year, an outbreak of a strain of TB that was unique to Los Angeles was discovered on Skid Row. Public health officials sought out the help from the Centers of Disease Control and Prevention (CDC) for assistance in investigating, managing, and...
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...Travel Agency HR Plan HRM 552 June 16, 2014 Travel Agency HR Plan The travel agency is rapidly growing, but its HR department does not have a clear mission and function. In developing HR strategies, it is important to refer to the organization’s objectives, as well as a clear mission statement. In order for the company to accomplish its goal of growing the organization, it is imperative that an HR strategic plan is conducted. This paper will go over what is needed in order for the HR department to accomplish the overall strategic business plan. The travel agency is growing and hiring 50 employees can be a challenge. It is important to find candidates with the right type of qualifications and experience to fill specific jobs within the organization. Planning for such growth, travel agency’s Human Resource department needs to orient and train employees, as well as build effective teams within the organization. With such a huge number of new hires, it will be challenging to handle the organizational change especially finding a fit between culture and new employees. Once the HR department has been created, functions such as performance appraisals, compensation and benefits, and conflict management are also carried out, but it would be challenging if the team is understaffed or inexperienced in Human Resource. It is necessary for travel agency to have a system in place to measure level of satisfaction. The purpose of having HR metrics is to know whether or not a function...
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...for each system used at that Virtual Organization. Add rows to the chart as necessary. System Name Brief Description Department to Use the System Purpose of the System Connects With Development Details Administration Where daily administrative information are handled such as legal Public Relations/Communications To keep all employees in the loop with all communication within Kudler Fine Foods All divisions, all employees in all stores Finance and Accounting Where all financial and accounting transactions are handled. Including payroll, purchasing. Payroll, accounting, finance To maintain all of KFF’s financial records and transactions Employees, banks, and management Sales and Marketing Where marketing strategies are provided as well as sales forecast. Provides information on current sales plan and status. Sales, marketing, finance To keep all sales and marketing informed of the current sales status, its projection, as well as marketing strategies and surveys. All stores, sales personnel. Human Resources Central location where company information is provided. All departments Inform employees of organization structure, job openings, policies and procedures All stores and all employees. Option 2: General IT System Inventory Complete the following chart, filling in information for each system. Add rows to the chart as necessary. Industry or Business Type System Name Brief Description Target Departments Purpose Would Connect...
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...'members of the human race as non humans, as objects to be toyed with and discarded. There is no evidence that the death penalty is more effective than long term punishment. States that have the death penalty do not have lower crime rates than states without the death penalty. "Retribution is just another word for revenge, and the desire for revenge is one of the lowest human emotions. To kill the person who has killed someone close to you, is simply to continue the violence which destroys the avenger as well as the offender. Expressing one’s violence simply reinforces the desire to express it. The U.S. Department of Justice’s own figures reveal that between 2001 and 2006, 48 percent of defendants in death penalty cases were African Americans. African Americans make up 13% of the us population, and yet 50% of death row inmates are African American. The biggest argument against the death penalty is that is incredibly biased. A study by Yale showed that African Americans are 3 times more likely to receive the death penalty that white defendants. Since the reinstatement of the modern death penalty, 87 people have been freed from death row because they were later proven innocent. That is a demonstrated error rate of 1 innocent person for every 7 persons executed. A study of the cost of the death penalty in Colorado revealed that capital proceedings required 6x more days in court than life without parole cases. This court time increase several strains available resources and clogs...
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