...M. Webb DeVry University HRM-340-71805 Professor Stephanie Kern 10 March 2015 Introduction: Castle’s Family Restaurant’s operations manager Jay Morgan, also the HR manager, requested this proposal. The reason for the proposal is to find a way he can complete his HR tasks and remove the need to travel to each location, all while keeping cost down. Jay Morgan is looking for ways to cut time and money, which will let him, be more focused on other business related needs. In order to help Mr. Morgan, I am conducting a business assessment to gain a full understanding of the business and find all problems areas that may need to be improved. A HRIS needs assessment will be included in the proposal which will show how the company will benefit. My conclusion will be a summary of all points discussed in the proposal. Business Assessment: Located In Northern California, Castle’s Family Restaurant consists of eight location with 300 to 340 employees. What adds to most of the HR tasks is that at Castle’s only 40% of its employees are full time, the majority of the employees are part-time. Mr. Morgan, the operations manager, oversees all processes of the restaurant on a daily basis. The main focus should be on the day-to-day activities, but Mr. Morgan also serves as the HR manager and gets tied down dealing with employees HR questions, recruiting, hiring, payroll, and scheduling. Plus as the operations manager Mr. Morgan is expected to go to each location, when day-to-day activities should...
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...Impact of technology for HR practices: Technology has distorted the industry world many times over. In the in order era, the arrival of computers and the Internet has amplified that collision drastically. Many industries cannot even purpose without the utilize of computer expertise. This collision is observe in almost all region of commerce, counting human resources, where knowledge maintain to have a major collision on HR practices. The initiation of knowledge has distorted all the feature of our survive – HR being no omission to the actuality. Earlier HR was a subdivision that was distinct by plenty of document and records beside with a reliable resist to multitask linking the hiring of applicant, observance, storeroom and organization of...
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...May VISUAL ARTS Paper 2 (General) Examination to begin (see Note 4) MUSIC 2 (General) Practical Examination to begin (see Note 8) MECHANICAL ENGINEERING TECHNOLOGY 2 Technical – 2 hr 40 min CLOTHING & TEXTILES 2 General – 2 hr 10 min ADDITIONAL MATHEMATICS 2 General – 2 hr 40 min PHYSICAL EDUCATION AND SPORT 2 (General) Practical Examination to end INTEGRATED SCIENCE SA 3/2*** # General – 2 hr 10 min Tuesday 05 May Wednesday 06 May ELECTRONIC DOCUMENT PREPARATION & MGT 2 General - 2 hr 20 min Thursday 07 May TECHNICAL DRAWING 3 General – 3 hr 10 min PHYSICS 3/2***# General – 2 hr 10 min Copyright: Every application to register for the examination will be deemed to constitute an assignment by the candidates to the Council of the future copyright of all their examination work, practical or written. 2 2015 Friday 08 May MORNING AGRICULTURAL SCIENCE D/A 1** AGRICULTURAL SCIENCE S/A 1** General – 1 hr 15 min MUSIC PAPER 1 Section 1 # General – 1 hr ## MUSIC PAPER 1 Sections II and III # General – 1 hr 15 min AFTERNOON HUMAN AND SOCIAL BIOLOGY 2 # General – 2 hr MUSIC 2 (General) Practical Examination to end Monday 11 May AGRICULTURAL SCIENCE D/A 2**# AGRICULTURAL SCIENCE S/A 2**# General – 2 hr THEATRE ARTS 1 General – 1 hr 40 min ELECTRICAL & ELECTRONIC TECHNOLOGY 1 Technical – 1 hr 15 min...
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...held during period 02 -11 May (see note 4) FRENCH 3 (General) SPANISH 3 (General) Oral Examinations to end (see Note 5) MUSIC 2 (General) Practical Examination to begin (see Note 8) Tuesday 03 May MECHANICAL ENGINEERING TECHNOLOGY 2 Technical – 2 hr 40 min ADDITIONAL MATHEMATICS 2 General – 2 hr 40 min CLOTHING & TEXTILES 2 General – 2 hr 10 min PHYSICAL EDUCATION AND SPORT 2 (General) Practical Examination to end Wednesday 04 May ELECTRONIC DOCUMENT PREPARATION & MGT 2 General - 2 hr 20 min Thursday 05 May TECHNICAL DRAWING 3 General – 3 hr 10 min PHYSICS 3/2*** General – 2 hr 10 min Copyright: Every application to register for the examination will be deemed to constitute an assignment by the candidates to the Council of the future copyright of all their examination work, practical or written. *** For PRIVATE candidates only. NOT for candidates registered in schools and recognized full-time educational institutions. 2 2016 MORNING Friday 06 May AGRICULTURAL SCIENCE D/A 1** AGRICULTURAL SCIENCE S/A 1** General – 1 hr 15 min AFTERNOON HUMAN AND SOCIAL BIOLOGY 2 General – 2 hr MUSIC PAPER 1 Section 1 General – 1 hr ## MUSIC PAPER 1 Sections II and III General – 1 hr 15 min Monday 09 May MUSIC 2 (General) Practical Examination to end AGRICULTURAL SCIENCE D/A...
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...(HRM) in recent decades. Traditionally, the HR function has been viewed as primarily administrative, focusing on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich, 2001), with the basic premise that improvements in individual employee performance will automatically enhance organizational performance. In the 1990s, an emphasis on strategy and the importance of HR systems began to emerge. Both researchers and practitioners began to recognize the impact of aligning HR practices with organizational strategy. HR has now emerged as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are closely aligned with each other and also with the overall strategy of the organization. This new approach of managing human resources has introduced a more strategic role of HRM in an organization. Globalizations, technological advance, changes in the nature of work, changes in workforce demographics are the factors that demand more strategic role of HRM in management. In order to play a more strategic role as a HR manager you need to involve in many tasks like creating strategy execution role, creating formulation execution role, creating a strategic HRM system, creating high-performance-work system, translating strategy into HR policy & practice, and creating a HR scorecard process. 2. WHY AS A HR MANAGER YOU NEED TO PLAY A MORE STRATEGIC ROLE...
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...Opportunities and Challenges of Human Resource Management *Susmita Das Abstract Today, the field of Human Resource Management (HR) is experiencing numerous pressures for change. Shifts in the economy, globalization, domestic diversity, and technology have created new demands for organizations, and propelled the field in some completely new directions. However, we believe that these challenges also create numerous opportunities for HR and organizations as a whole. Thus, the primary purposes of this article are to (a) examine some of the challenges and opportunities that should influence the future of HR, and (b) provide an overview of the very interesting articles included in the special issue. Also consider implications for future research and practice in the field. “It's been a long time coming. But I know a change is come.” Keywords:Future of human resource management, Globalization, Knowledge economy, Diversity, Technology ------------------------------------------------- 1. Change from a manufacturing to a service or knowledge economy ------------------------------------------------- One of the major challenges influencing the future of HR processes is the change from a manufacturing to a service or knowledge-based economy. This new economy is characterized by a decline in manufacturing and a growth in service or knowledge as the core of the economic base. A service economy can be defined as a system based on buying and selling of services or providing something for...
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...HR Challenges Dorothy Melissa Rogers Ashford University Human Resources Management (MFG1338A) OMM618 Felicia Bridgewater September 23, 2013 HR Challenges Human issues are in the center of every business. A number of leaders are unaware that seeking methods to plan, design, and measure performances in the work place can potentially present possible solutions. Leaders often look to senior managers for assistance with solving growing problems such as using effective technology to serve their needs and finding quality employees. These challenges surface because executives do not clearly understand the function of the human resource (HR) unit and their impact on the organization’s success. Leaders want to support hired employees and invest in technology. However, they do not comprehend how HR managers assist in serving to achieve their visions. According to Ulrich and Huselid (2001), these issues surface because managers measure employee performance without an HR unit’s influence (Ulrich & Huselid, 2001). This research examines two challenges HR departments encounter including personnel and technology and the reason leaders face these challenges without the guidance of an efficient HR unit. HR’s Influence on Personnel In order to analyze problems facing leaders in regards to human resource units, the influence of an HR division must be examined. HR units supply and monitor intelligence regularly to produce effective strategic systems. These strategies contribute...
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...Contents Introduction to the company Bank of Ceylon……………………………………….4 Human Resource role and responsibility Service center………………………………………………………………..5 Corporate HR………………………………………………………………..6 Embedded HR……………………………………………………………….7 Center of Expertise…………………………………………………………..7 Operational Executors……………………………………………………….8 Conclusion…………………………………………………………………………...9 Reference…………………………………………………………………………….9 Introduction to the Company Bank of Ceylon Bank of Ceylon (BOC) was founded in 1939, with Sir Ernest de Silva as its first Chairman. At the time, Ceylon was a British colony and the then governor Sir Andrew Caldecott ceremoniously opened the bank on 1 August. The English government introduced the banking arm for its government oriented businesses. Two years later, in 1941, BOC started to expand beyond the city of Colombo. It opened its first branch in Kandy. Subsequently BOC added branches in major cities such as Galle, Jaffna, Kurunegala, Batticaloa, Trincomalee, Badulla and Panadura Today having completed more than seven decades of glorious existence, the Bank is firmly entrenched as Sri Lanka’s premier financial services organization offering a broad range of services consists of commercial banking, trade finance, development financing, mortgage financing, lease financing, investment banking, corporate financing, dealing in Government securities, pawn brokering, credit card facilities, off-shore banking, foreign currency operations and other financial services. BOC holds...
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...HUMAN RESOURCE MANAGEMENT INNOVATIONS & TECHNOLOGY – ROLE IN RECRUITMENT & MOBILITY Abstract— Human resources have been called the “key ingredient to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation...
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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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...Trac is talking about top myth in HR. He wants to know actually what the best in HR really makes the best. He believes that HR need continuous talent; update education, compensation and employee relation. He says that the combination of whole these factors gives lives of individual working for the company. Hear below he is focusing on different myth which surround HR. Like HR as cost center, HR role, employee capabilities / technology prevalence, and at last not all her tools are created equal. According to Art Books one of the top myths about HR as a cost center, HR cost is the major part of the prime cost. So, it is a cost center. To recruit, develop, train, motivate and maintain also include cost. To retain good employee within organization also should compensate and create advancement opportunity to them. But retaining cost is less than that of hiring and training cost to new employee. Second myth is HR's role: Strategic and/or tactical; most of the tasks of HR manager are tactical and less strategic. But nowadays it is important towards the betterment i.e. strategic. Though company culture often sets the stage, HR practitioners must actively seek key areas for improvements for themselves, their roles and for the company and take action to defend their role where possible. Third myth is Employee capabilities/ technology's prevalence; today's youngster employee has access on information technology. So, HR manager should use technology to collect, store, analyze and disseminate...
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...studies and researches on the companies’ HR system have moved ever more towards the strategic aspect of this function, rather than the operational one. This shift of interest in the direction of the strategic HR has been substantially determined by the major changes occurred in the external environment in which organizations operate and in their internal environment as well. As Ulrich et al (2001) have argued the HR function was traditionally seen as a primarily executive and professional, with the HR staff focused on administering remunerations, payroll and operational functions. However, from the 1990s, a new emphasis on strategy and the importance of HR system emerged and researchers began to recognise the impact of the HR system in the company’s larger strategy (Ulrich et al, 2001). As stated before, this growth of interest in the strategic HRM has been affected by numerous dramatic competitive changes, growth of new technologies and regulatory reforms that the economic system has seen in the past decades (Boxall e Purcell 2008). Particularly, according to Bas (2012), today’s fast-changing competitive landscape requires that every company needs a clearly defined competitive strategy and in this sense, HR function can assume a strategic partnership role and be a facilitator for the implementation of the strategy. The aim of this article is to critically evaluate how both internal and external aspects of the environment influence HR strategy. In order to attain this aim,...
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...achieve your aims and goals. Please let me know if you have any questions. We look forward to working with you! ------------------------------------------------- TABLE OF CONTENTS Overview 4 Solutions, Scope of Work, and Deliverables 5-6 1. Preliminary Research 2. Strategic Planning 3. Interface Design - Graphic Design Work 4. Web application Front End Programming 5. Web application Back-end Development 6. Quality Assurance and Launch 7. SEO, Web Promotion, Statistics and Reporting Maintenance and Hosting 7 Fees – special recession rates 8 Payment plan and turn-around time 9 Noam Design Qualifications, responsibilities and commitment 10-11 1. Cutting Edge Technologies & Open Source Philosophy 2. Our experience 3. Our Clients 4. No outsourcing. Period. 5. The team allocated to this project 6. Our Website Your responsibilities 12 Next Steps 12 ------------------------------------------------- OVERVIEW General: The purpose of the project is to execute a complete design & development of a professional Ecommerce website for Client...
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...SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 1, ISSUE 6, JULY 2012 ISSN 2277-8616 The Emerging Challenges in HRM Mrs. Ekta Srivastava, Dr. Nisha Agarwal Abstract This paper analysis the various challenges which are emerging in the field of HRM.The managers today face a whole new array of changes like globalization, technological advances and changes in political and legal environment. changes in Information technology. This has lead to a paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper also analysis how to overcome with these challenges. These challenges can overcome through cross cultural training, technological and informational training of HR people and motivation of employees through various techniques Objective of paper To study the details of emerging challenges To find out the various methods and techniques through which HR can overcome the challenges of present business scenario Methodology – The analysis of this paper is totally depend upon secondary data like journal, books and various website from internet Introduction HR managers are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on HR managers to attract, retain and nurture talented employee. HR professional...
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...Chapter 1 Evolution of Human REsouRcE managEmEnt and Human REsouRcE infoRmation systEms The Role of InfoRmaTIon Technology Mohan ThiTe, Michael J. Kavanagh, and RichaRd d. Johnson EDITORS’ NOTE The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT) and to the combination of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use in managerial decision making of results and reports from an HRIS. The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM), as is discussed in this chapter. This first chapter will lay the groundwork for the remainder of this book, and, consequently, it is important to understand thoroughly the concepts and ideas it presents. This chapter contains definitions for a number of terms in common use in the HRM, IT, and HRIS fields. (Note that a glossary defining these terms is also provided at the back of this book.) The central themes 2 Chapter 1 Evolution of Human Resource Management...
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