...BSBHRM506A Manage recruitment, selection and induction processes Assessment 1 1. Identify and recommend changes required in current policies and procedures. Changes I would make are as followed: Analyse the vacant position * Remove the needs analysis conducted by HR department * Permission to recruit form does not need to be approved by senior management Position Description * It should include the business background information and department information * Major responsibilities and duties to be listed * Who to report to Lodge an advertisement * Closing date for internal applicants * Internal and external advertisement for seven days * Use e-media as well as print media * Internal staff members to be emailed about job vacancy Short list applicants * Internal applicants not to be automatically short listed * Remove maybe pile * Limit on how many people will be interviewed * Rejection letter to be emailed rather then posted I would also make the time frame for the whole procedure to be within 30days as this is the general notice period given by employees and there needs to be an induction procedure included. 2. Develop revised recruitment, selection and induction policies and procedures for BS training BS Training – recruitment and selection guidelines Policy statement: BS Training is an organisation that seeks to employ the quality trainers and assessors with high levels of industry experience. It is an equal opportunity...
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...CASE ANALYSIS – ABC STEEL COMPANY I. VIEWPOINT: Vice-President Production II. TIME CONTEXT: Upon appointment of Mr. Roberto Cruz as the new Shop Manager III. PROBLEM STATEMENT Delay in delivery of finished goods IV. STATEMENT OF THE OBJECTIVES To zero backlog by end of the third month. V. AREAS OF CONSIDERATIONS Strengths Producer of top quality steel products Largest producer of fabricated steel products Majority of workers are within nearby district Management is responsive to the problems in the organization Management are open to appoint employees to open position(s) within the organization (vertical movement/lateral movement) Weaknesses Shortage of skilled manpower Workers constantly violating company rules Damaged reputation with clients due to late delivery High cost of operational expenses due to excessive overtime pays and payment of penalty for undelivered items Poor planning and coordination No back-up plan Possibility of going chapter 11 Inaccurate estimates and targets Discipline problem Shifting and work schedule Some of the middle management lacked sufficient “management experience” Opportunities Arrival of new technologies that would fast track the fabrication of steel products New partnerships or mergers with local and international firms Innovative product variations Export of services & products Skills Training School (accreditation to TESDA) Threats ...
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...HR Audit “The things that get measured gets managed” www.humanikaconsulting.com Agenda 1. Introduction 14. General Auditing Method 2. Challenges For H.R. 15. Methods Of Hr Audit Department Eight Challenges 16. Research Approaches To Audits 3. Meaning & Purpose Of Hr 17. Hrm Auditing Process Audit 4. Purposes Of Hrm Auditing 5. Objectives Of Hr Audit 6. Benefits Of HR Audit 7. Frequency Of HR Audit 8. The Principles Of Effective Hrm Auditing 9. Types Of HR Audits 10. The Scope Of Human Resource Audits 11. Hrm Audit Measures 12. HR Standards 13. Task Auditor INTRODUCTION • “How does a firm know if its human resource practices have an impact on business results? • “..most professional service firms and organizations complete an extensive audit of their financial statements on an annual basis, but the programmes involving “people”, such as recruiting, training or pay-for-performance are seldom given the same scrutiny.” • “..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.” CHALLENGES FOR H.R. DEPARTMENT EIGHT CHALLENGES IDENTIFIED BY DAVE ULRICH (1997) Globalization The H.R department will need to create models and processes for achieving global activeness, effectiveness and competitiveness. Managing the Value Chain for Business Competitiveness Innovation Faster Decision Making Price or Value Advantage Effective linking with Suppliers ...
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...may serve as lead consultant, program manager and/or project manager; in these roles, employees may supervise staff. Employees understand and can articulate the relationship between HR programs and activities and the organization’s successful mission accomplishment. Work involves developing and maintaining productive collaborative work relationships and assessing and responding to apparent and underlying client needs. Employees interpret policies and practices in context of the client’s needs and in alignment with the organization’s best interests and advise clients regarding decisions that are impacted by laws, policies, and procedures. Employees function with a high level of integrity, independence and participate in policy, service, and/or program development. Employees research, facilitate, negotiate, develop and document innovative solutions to human resources issues tailored to the requirements of the client and the organization. Employees are assigned to one or more specialties, such as: benefits administration; career planning; classification; compensation; employee retention and organizational culture enhancement; employee relations; employment; environment, safety and health; equal employment opportunity; HR Information Systems; international employment; legal compliance; payroll; policy administration; organizational design; staff development; talent management; workforce planning and/or closely related programs. Employees maintain confidentiality within established...
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...(PHR-CA) offering a 13-year HR career distinguished by commended performance and proven results. Extensive background in HR generalist affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and legal compliance. Demonstrated success in negotiating win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions and management reports. HR Skills |HR DEPARTMENT STARTUP |Staff Recruitment & Retention |Orientation & On-Boarding | |Employment Law |Employee Relations |Training & Development | |FMLA/ADA/EEO/WC |Alternative Dispute Resolution (ADR) |Performance Management | |Mediation & Advocacy |Benefits Administration |Organizational Development | |HRIS Technologies |HR Program/Project Management |HR Policies & Procedures | Professional Experience TREY RESEARCH — LOS ANGELES, CA Provides voice and data communications systems for small and mid-sized companies. HR Generalist, 2005 to Present ...
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...What do HR professional need to put in place to ensure: (1) they act ethically; (2) the organisation acts ethically HR professionals are expected to be proactive as their actions and ideas influence organisation objectives, policies and procedures. Therefore, HR professionals needs to demonstrate consistent and high level of integrity in the form of reliability, honesty, equality, transparency and fairness that help motivate staff and further engagement. To act ethically HR professionals need demonstrate certain behaviours and actions such as: * Adhere with the principles which guide HR profession. These principles are also enunciated by CIPD through Code of Professional Conduct * HR Professionals must adhere with the highest standards of integrity, honesty, diligence, ethical and professional behaviour * Recruitment and selection processes should be fair, transparent and ensures equality * Ensure continually develop professional knowledge and competence of their employees and make sure that equal opportunity, fairness and transparency is provided * HR professionals must comply with the government laws and regulations * Develop, administer and advocate policies and procedures that foster fair, reliable and equitable treatment for all. Organisation ethics is the foundation of all businesses. It is the attitude, values and behaviour an organisation reflects on their employees and all stakeholders. To ensure organisation act ethically: * Organisation...
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...ColourBooks CONTENTS 2 Foreword 5 Acknowledgements 7 Executive Summary 8 Chapter 1: Introduction 12 1.1 Background 12 1.2 Policy context 13 1.3 Rationale for the study 14 1.4 Research terms of reference and approach 14 1.5 Report structure 15 Chapter 2: Key Concepts from the Strategic HR Literature 17 2.1 Introduction 17 2.2 What is strategic HR? 17 2.3 From personnel management to strategic HRM 18 2.4 The impact of strategic HRM 21 2.5 The implementation of strategic HRM in the public sector 23 2.6 Key chapter findings 26 Chapter 3: The Developing Concept of Strategic HR in the Irish Civil Service 28 3.1 Introduction 28 3.2 Background to HR reform in the civil service 28 3.3 From policy to practice 31 3.4 Key chapter findings 33 Chapter 4: Strategic HR Practice in the Irish Civil Service 35 4.1 Introduction 35 4.2 Evidence of HR as a strategic partner 36 4.3 Evidence of HR as an administrative expert 45 4.4 Evidence of HR as an employee champion 49 4.5 Evidence of HR as a change agent 54 4.6 Key chapter findings 55 3 Chapter 5: Implementing Strategic HR Outside the Civil Service 57 5.1 Introduction 57 5.2 HR reform in Dublin City Council 57 5.3 HR...
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...Project Title: HR Audit INDEX SR NO. | TOPIC | PAGE NO. | 1 | Acknowledgement | 3 | 2 | Executive Summary | 4 | 3 | Introduction to HR Audit | 6 | 4 | Qualitative & Quantitative Indicators for HR Audit | 8 | 5 | Types of Audit | 13 | 6 | HR Audit Process | 17 | 7 | Human Resource Management v/s Performance | 21 | 8 | Approaches to Human Resources Audit | 25 | 9 | HR Audit Tools | 30 | 10 | Checklist for HR Audit | 33 | 11 | Audit Report | 35 | 12 | Audit of HR Results | 36 | 13 | HR Audit in India | 37 | 14 | Conclusion | 40 | 15 | Bibliography | 49 | s ACKNOWLEDGEMENT “For any successful work, it owes its thanks to many” Presentation of this project gives us the feeling of fulfillment. It has taken an exhaustive effort in preparing this project. It took several hours, several days, and several meetings amongst us to make this project work up to its expectations. The faculty members of our college have provided us with great source of inspiration and have provided great help in pursuing this project. Many individuals have contributed in preparation of his project. We take this opportunity to thank few people without whom this project would not have been possible. We would like to thank our faculties for their kind support. Our sincere thanks go to our project guide Prof.Anjali Saida, who helped us through many aspects and whose friendly guidance on many issues helped us for the betterment of our project. Without her support...
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...Developing HR Policies Institutional Affiliation Name INTRODUCTION: It has emerged that organizations are often prompted to make revisions to established HR policies on a regular basis (McGlothin, at.al 2002). There are multiple things prompt the quest for such policy changes such as federal regulations and when an organization like the one under this case study changes its operations or embark on business environments. As documented in this assignment, one of the fundamental roles of HR manager is to be the dispenser of policies, procedures, and rules at times and a trusted counselor and guide at other occasions. On the contrary; implementing policy changes in an organization can be met with more than a few challenges. Based on this; this essay will clearly document necessary changes that are required fully and effectively to review policies, the procedures, as well as HR rules within the jewelry company (McCook, 2000). Firstly; HR managers are advised to proceed cautiously when confronted with challenges of implementing policy changes because such changes can have a fundamental impact on an organization (McCook, 2000). Implementing a policy requires more than a few procedures within the jewelry company (McCook, 2000). In the quest to effectively implement changes in this business, the first step that I will take in my policy, procedure, and HR rules review with the jewelry company will be transparency. HR experts...
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...inspired us greatly to work on this project. We are highly indebted to our friends, for their support, as well as helping us in all the difficulties we faced. Finally we would like to express our gratitude and deepest thanks to our beloved parents, for there understanding and support for the completion of this project." Table of Contents 1. Executive summary………………………………………1 2. Introduction……………………………………………….2 3. Steps in developing the HR strategy of Saudi Snack Foods Ltd……………..…………………………………………….3 1. Recruitment and Selection…..……………………..3 2. Training and development…………………………4 3. Job analysis…………………………………………5 4. Job description and Job specification……………. 6 5. Job Design…………………………………………10 6. Appraisal Procedure………………………………11 7. Employee transfer…………………………………12 8. Hiring and Firing procedure………………………13 9. Employee's suspension of employment status/salary………………………………………..15 10. Policy guidelines and Legalization of employee status……………………………………………….16 11. Organizational chart……………………………….17 12. Personnel files custody, organization and review...18 13. Employee grievance……………………………….19...
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...Selecting, Orienting, and Training Review the recruiting options listed below the table. Determine which three options would be appropriate for a large company and which three options would be appropriate for a small company. Then, enter your choices into the recruiting column. Repeat this procedure for selecting, orienting, and training. Finally, answer the following question: Who performs each of these functions in a large and a small company? Explain your answers. | |Recruiting |Selecting |Orienting |Training | | | | | | | | |Online job boards, such as |Employment tests (Employees are|Personal policies (HR goes over |Program Training (Supervisors are able | |Large company |monster.com or careerbuilder.com |screened and tested by the HR) |these policies with all employees |to give their employees | | |(HR knows any openings first | |followed up a signed paper for |proper instructions to perform their jobs.) | | |hand.) | |them.) | ...
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...organizations and their ultimate responsibility is to provide well-being and sincerity into the workplace. So, what is the secret to succeeding and achieving our objectives and goals? Today it is about investing and training new talent to met expectations of the organisation. It will also consist of good practice, experimenting different work cultures and motivating employees which will sustain good working relationships between HR and employees. How THREE WAYS HR Activities support the Organizations STRATEGIES? Recruitment Activities: Human Resources practioners main priority is to make sure the business and the organization are fully staffed and attracting the right talent. Most managers tend to expect employee to attract talent, however, they do depend on the HR personnel to assist them in finding the right candidate. Without the continuous support from HR, managers would have the responsibility to perform all staff activities and staff performance for reaching goals. Here are some of technical responsibilities that HR supports us in the recruitment process * Job descriptions (nature of the job, company values, salary range) * Assigning a fair rate of pay for present and new employees * Interview screenings- They can recommend the qualifying candidate for the next stage. * Classifying staff members into departments. Administration Activities: The heart of the organization. The true responsibilities are this sector...
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...USING P.I.E MODEL MODULE LEADER'S NAME:AREEBA ZAFAR STUDENT NAME : STUDENT NUMBER: DATE OF SUBMISSION:05th MAY 2013 INTRODUCTION : My personal career report is about my future career as Human Resource Manager (HR) using my Job Occupational Pie (KEVIN GALLIGHER,2010) powerpoint presentation in University of Sunderland .This report also explains the context in detail about how to improve my skills to be a efficient HR applying my earned knowledge from B.A (HONS) Business and Management in University of Sunderland. 1.JOB PROFILE A HR Manager or Advisor is a strong generalist .The HR Manager will be responsible for day-to-day management of Employee Relations, Compensation and Benefits, Policy and Procedures implementation and various other HR related processes..(A.D. Diamantidis and P.D. Chatzoglou,April 2011) Key Role of the HR Manager: • Manage employee relations including grievances, investigations, complaints, assistance/communication, terminations and any other applicable issues.(Janet H. Marier,2012) • Advising managers on disciplinary and grievance issues and running meetings whenever necessary.(Janet H. Marier,2012) • Covering policies, procedures, induction and other HR related processes(Janet H. Marier,2012) • Ensure that all HR processes are at global standard of legislation(Bruce E. Kaufman,2012) • Recruitment & Selection - Liaising with agencies, placing advertisements, assisting in interviewing, sending out contracts of employment, ensuring...
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...Human Resource Management degree and a While studying, I worked as a trainee in both Oman LNG & Oman Aviation. I developed a greater understanding of how Human Resource Administration departments work. My resume is enclosed for your consideration. Should you need any further information, please do not hesitate to contact me at the addresses and phone numbers provided. Kindly note that, I also have the ability to adapt promptly to new work atmosphere. Thank you for your time and consideration, and I look forward to hearing from you in the near future. Sincerely Ahmed Al Mamari Senior HR Officer Ahmed Juma Salim Al-Mamari P.O. Box 316 Tel: 95418004 Marital Status: Married P.C. 130 Email: ahmed_mamari@hotmail.com Date of Birth: September 6rd, 1983 PROFESSIONAL SUMMARY: Outstanding team player with proven ability to organize and prioritize work in high pressured environment. Provides policy interpretation and ensures accurate...
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...pay and reward, employment law. * As the company has no human resource function, senior managers which had no proper qualifications and experience have been taken responsibility regarding to decide the initial salary levels and pay rises of employees. This led to paying the staffs unfairly and increased of staff turnover. The finance director also spending too much time on staff related issues such as maternity leave and salary increases. The word “reward” covers all financial provisions including pay and benefits (bonuses, pensions and so on) made to employees. On the other hand, the term “Pay system” is a practice of rewarding people for their contribution to the company. To help the company to succeed it is important that General HR Admin has a proper training in Administration involves in payroll and performance management (valuing people). Through reward strategy, it helps to motivate staffs to perform their job properly and staffs might feel that the company is valuing them. These systems have a big impact on the efficiency and productivity of the workplace. Also, helps for a greater job satisfaction in order for staffs to work at a higher level and each individual can share their knowledge and skills to the company. * The managers is also concern to the inconsistencies in job descriptions, recruitment and selection. The purpose of job description is to make sure that the management is hiring the right people to fill the...
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