...Human Resource Management Roles Sharon Lokomski HCS/341 8/29/2011 Mark Stricklett Human Resource Management Roles The human resource department plays a major rule in businesses. With the human resource department companies can run more smoothly so that different departments can be split up and have there own managers. There are two important roles for the human resource department which include strategic planning and functional support. The strategic planning is developing and counseling the orgainizations performance. There needs to be a good plan so the company will have its employee working together as a team and be able to have a manager for there department. The functional support is the legwork and tactical processes of the performance of the management system. With having these two in place the company could run properly and have a working environment. Some of the job descriptions of the human resouce department are to create jobs that could include the tasks, duties, and responsibilities for each employee of the company. This also has performance standards to define the different levels of work in the company. The human resource department has leadership training to have managers trained so they can train there employees on the jobs that they were hired for. The only way that the effectivness of the human resource department plays a part in how well the organization runs. With having different managers for the departments the employees could have...
Words: 541 - Pages: 3
...Human Resource Management of Today Robyn Varner HRM/300 September 26th, 2011 ANGELA ODEN Abstract Human Resource Management of Today Human Resource Management is very valuable and plays a significant role with an organization. With the changes in the business world, Human Resource Management has transformed into a key piece of the business strategy and overall support within an organization. Human Resource Management must balance two primary responsibilities: assisting the organization in it strategic direction and representing and advocating for the organization’s employees (DeCenzo & Robbins, 2007). Recruiting, motivating, and maintenance are key practices for Human Resource Management. Globalization has changed the world of business and how an organization recruits to fill the open positions. The first step is for Human Resource Management to understand the organization’s mission and strategy, the human resource need can be determined and the screening process can begin. With the creation of online job boards recruiting is no longer limited to the workforce within a specific area. This has opened up the geographic area and the range of skills in which organizations can search for and find the specific skill set needed for the position. With increased applicants, the screening process is very important to ensure that right candidate is selected. Human Resource Management is also responsible to supply important information regarding the company’s...
Words: 767 - Pages: 4
...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...
Words: 888 - Pages: 4
...educated bankers and reduce turnover ratios. I mean, because of HR unit will work for supervisors’ and line managers’ needs, the employee which apply the job probably educated by HR unit about the which machine or computer software does he/ she have to. As a result of HR unit, turnovers decrase and efficiency increases in the bank. 3rd Question: What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the Internet play in the new HR organization? - A Line Function: The human resource manager directs the activities of the people in his or her own department and perhaps in related areas. - A Coordinative Function: The human resource manager also coordinates personnel activities, a duty often referred to as functional authority. Here, he or she ensures that line managers are implementing the firm’s human resouce policies and practices. - Staff (asist and advise) Function:...
Words: 488 - Pages: 2
... observation, interview, and structured questionnaires(Cascio, 2006). Understanding the job performance required from each sales representative will be important. Observing each sales representative and recording what, why and how, well help determines if the sales representative knows the products they are selling (Cascio, 2006). Questionnaires can be used to help have an idea of how the job is done and how the behavior of each employee. The job duties of the sales representative pertaining to the les department are (HR Portal for Human Resources & Management Professionals, n.d.): *Prepare and sell company products and services to current and potential clients *Follow up on all new leads and referrals *Prepare presentations, proposals, and sales contracts *Identify and resolve clients concerns The specifications of the job requirements are (HR Portal for Human Resources & Management Professionals, n.d.) *Ability to persuade and influence others. Ability to create, compose, and edit written materials. Strong interpersonal and communication skills. *Bachelor’s degree and/or five years of sales or...
Words: 786 - Pages: 4
...educated bankers and reduce turnover ratios. I mean, because of HR unit will work for supervisors’ and line managers’ needs, the employee which apply the job probably educated by HR unit about the which machine or computer software does he/ she have to. As a result of HR unit, turnovers decrase and efficiency increases in the bank. 3rd Question: What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the Internet play in the new HR organization? - A Line Function: The human resource manager directs the activities of the people in his or her own department and perhaps in related areas. - A Coordinative Function: The human resource manager also coordinates personnel activities, a duty often referred to as functional authority. Here, he or she ensures that line managers are implementing the firm’s human resouce policies and practices. - Staff (asist and...
Words: 488 - Pages: 2
...Running head: Ethical Issues in HRM Strategy HRM 530: Assignment #1 Nakesha Booker Strayer University Dr. Obi Iwuanyanwu July 15, 2012 When hired as a newly HRM (Human Resource Management) consultant, you must first understand your role before you can began assisting with any issues or other areas of overlap. The primary role of a HRM consultant “is to assist the client to identify needs, develop an action plan and facilitate change to enhance the success of your organization. Our management, human resource, and training services are designed to improve productivity, efficiency, communication and employee morale” (Welcome to HR Consultants, Inc., 2009). Once you have a thorough understanding of your duties in this role you can successfully develop an action plan that will aid in the implementation of necessary changes within the organization. Some areas of overlap that you many encounter in a new client organization could include; but not limited to the following: talent acquisition, retention, employee morale, and training. Each of these roles (in my opinion) is vital in the successfulness of any organization. If you, as a HRM consultant can acquire the needed talent, effectively train them while instilling the need of excellent employee morale, you will be able to retain these employees keeping, while maintaining a high retention rate. While not all candidates selected will be successful, the important part is that HRM consultants...
Words: 745 - Pages: 3
...an organization have with the issue of employee retention? Explain why they could be problems. When an organization loses employees, they also lose skills, experience and corporate memory. The magnitude and nature of these losses can be critical problems for and organization. It is no doubt that over the years, the employment relationship has undergone a number of changes that impact attraction, motivation and retention of talented employees. This has brought to the forefront the need to understand the individual/organizational relationship, namely the psychological contract. This is the employee’s interpretations and evaluation of their deal with the organization (Dietz, 2009). Past research has shown that in order for retention management to be effective, the employee’s and the organization’s expectation must be in line. Also job satisfaction, loyalty, and commitment can cause problems in relation to employee retention. Employees are no longer looking to work for one place for the rest of their life and make an average wage. They are always looking for ways to advance in their careers. If these needs are not met by the organizations, this will lead to turnover. Individual employee performance can also lead to problems in retention. Motivation is the key. When employees have insufficient support to get tasks accomplished, their level of motivation declines. This problem can be due to lack of resources and adequate training. All and all employees simply want to...
Words: 1357 - Pages: 6
...Assignment 1: Case Study, Jack Nelson’s Problem3. b) What HR functions would then be carried out by the supervisors and other linemanagers? 1. The Supervisors and line managers of each bank should cooperate witheach other and with the HR unit, so that they have a one goal in solving the problems thatthey are facing. 2. Supervisors and line managers must ensure that all employees work together as a team. They can do this by having group discussions, workshops andencourage everyone to get involved, so that no one feels left out. They must also be ableto handle conflicts between employees and ensure that it does not affect the team spirit. 3.Supervisors and line managers must also keep each individual motivated and make themfeel appreciated by showing interest in their work, communicating and interacting withtheir employees. Another method to keep the morale of the employees high is torecommend them for promotion and nominate them for an award. 4. Supervisors and linemanagers must lead by example and communicate and interact with all employees andencouraging them to do so as well. Better communication with each other will have a positive effect on all employees and the bank’s branches. The problems could have beenidentified and solved sooner if the supervisors had communicated to each other. Assignment 1: Case Study, Jack Nelson’s Problem3. c) What role should the Internet play in the new HR organization? 1. HR informationtechnology and software is essential for any HR organization to...
Words: 1010 - Pages: 5
...HUMAN RESOURCES STRATEGIES – RESOURCING STRATEGY Marinaş Cristian Puia Ramona Ştefania Academia de Studii Economice Bucureşti, PiaŃa Romană nr.6, Sector 1, Bucureşti, +4021 319 19 00, Ramona.puia@man.ase.ro In this article the authors make an abstract of the main human resources strategies, presenting them in relation with the global strategy of the organisation. The accent falls on resourcing strategy, one of the main sources of competitive advantage. Resourcing strategy is not just about recruitment and selection. It is concerned with any means available to meet the needs of the firm for certain skills and behaviours. A strategy to enlarge the skill base may start with recruitment and selection but would also extend into learning and development programmes to enhance skills and methods of rewarding people for the aquisition of extra skills. These statements want to emphasise the strong links between different human resource strategies. Key words: strategic management, human resources, resoucing strategy, skills. The last years’ research proved that the main priority of organisation strategy and strategic management is to secure a long-term future of the company. It is certain that such a purpose you can not achieve by practicing a bad human resource management and not take into consideration the strategic role of human resources. The human factors are critical when implementing a different organisational strategy, as people are usually change resistant. The performance of...
Words: 2078 - Pages: 9
...Human Resource Management Overview HRM/300 January 12, 2016 Marina Viner HRM is an essential and vital function for organizational success.While HRM focuses on the potential and actual productive value of HR to an organizations’ success, strategic HRM takes a more long term focus by emphasizing the need of HR plans and strategies of overall organization. The emphasis of strategic HRM is on strategic integration which is matching HRM strategies to business strategies. In this paper, we will discuss two models of Strategic HRM: The matching model and the resource-based model. Comparing these models, while listing their similarities and differences, will help us understand Strategic HRM on a better level. In the second part of this paper, I will address which features of the Resource-based view my current workplace: the Treasury Board Secretariat (Federal Government) uses and how it relates to Human Resources Management. Matching model First off, the matching model also known as “best fit”, requires that an organizations’ HRM policies and practices be configured and managed in a way that is congruent with the particular strategy. This model concentrates on fit between an external strategy and internal strategy. HRM strategies are all about making business strategies work and so emphasis is placed on how to best match and develop appropriate systems. This model concentrates on the following issues to address success: • Selection (Most suitable people for the business...
Words: 1656 - Pages: 7
...RATIONALE The purpose of this study is to promote self-learning on the topic human resource management. To assess how carnel fundamental jewellery monitor employee’s performance, to determine how workers at carnel fundamental jewellery are rewarded and motivated and to identify how carnel pay his workers. Also in this research learning outcome 4 will also be examine where the ethical way used by the two organisations to lay off workers will be assess. The importance of human resource planning at Carnel’s fundamental jewellery. It’s also to identify ways used to measure employee performance, to determine the difference between personnel management and human resource management, to assess the importance of human resource planning in organisation, to identify the appropriateness of ways used by the two organisations to lay off workers. The research was undertaken through the use of visiting Carnel fundamental jewellery. Human Resource textbooks and the internet were used with the methodology in defining what quantitative and qualitative research; the background check is up on Pryce Fashionista Boutique websites and for the definition of terms and concept. LO3 Aims and objectives * To assess how carnel fundamental jewellery monitor employee’s performance * To determine how workers at Carnel Fundamental jewellery are rewarded and motivated. * To identify the method used by carnel to pay his work Lo4 Aims and objectives * To identify the exit procedure of workers...
Words: 2112 - Pages: 9
...oBusiness Software SS 2015 Nutzungsmöglichkeiten des CO- Moduls Agenda 1. Einordung des CO Moduls in die SAPArchitektur 2. Abgrenzung und Schnittstellen 3. Einsatzmöglichkeiten 4. Komponenten und Nutzungsmöglichkeiten des CO Moduls 1. Zusammenführung der Informationen in der Ergebnisrechnung 29.12.2015 3 Einordnung des CO Moduls in die SAP-Architektur SAP ERP (Enterprise Resouce Planning) Organisationseinheit Finanzwesen SAP ERP (Financials)→ CO 4 Einordnung des CO Moduls CO: Controlling (Kostenrechnung) Gemeinkostenrechnung CO -OM Ergebnis- und Marktsegmentrechnung CO - PA Produktionskostenrechnung CO -PC 5 Abgrenzung des COModuls vom FI-Modul Planung, Verrechnung, Steuerung und Überwachung der Gemeinkosten bzw. der Produktkosten Wichtige Vorarbeit für die Ergebnis- und Marktsegmentrechnung Dient der Unternehmensleitung als Handlungsbasis und – Empfehlung 6 Schnittstellen Materials Management Financial Accounting (FI) Product Planning Human Resources CO-OM Gemeinkostencontrolling CO-PA Ergebnis- & Marktsegme ntrechnung CO-OM Gemeinkost encontrolling Sales & Distribution 7 CO Modul Einsatzmöglichkeiten Unternehmenscontrolling Gemeinkosten Controlling EC PCA CO OM Ergebnisrechnung CO PA Produktkosten Controlling CO PC 8 CO Modul Einsatzmöglichkeiten Planung, Verrechnung, Steuerung und Überwachung der Gemeinkosten bzw. der Produktkosten Wichtige Vorarbeit...
Words: 738 - Pages: 3
...Assignment on Human Resource Practices in British American Tobacco Bangladesh Submitted to …. Lecturer, Dept. of Business Administration Submitted by Name: ID: Course Code: HRM360 Course Title: Human Resource Planning Submission Date: 31 August, 2014 Atish Dipankar University of Science and Technology Executive Summary: This assignment looks in to how Human Resource Planning is practiced in British American Tobacco (BAT), Bangladesh. This paper reflects on their overall human resource management and planning activities. While doing that their selection process, training and development methods, performance appraisal, employee compensation etc are also discussed. This paper will help one to get an idea on how HR planning is observed in multinational companies in Bangladesh, as BAT is one of the prominent ones. Table of contents: 1. Introduction | Page 1 | 2. Objective | Page 1 | 3. Methodology | Page 1 | 4. Brief Description of BAT | Page 2 | 5. Human Resource Planning | Page 2 | 6. Recruitment Policy | Page 2 | 7. Selection Process | Page 3 | 8. Training and Development | Page 3 | 9. Employee Training Method | Page 4 | 10. Employee Development Method | Page 4 | 11. Performance Appraisal | Page 5 | 12. Compensation | Page 6 | 13. Establishing Pay Rates | Page 6 | 14. Benefits | Page 7 | 15. Conclusion |...
Words: 2074 - Pages: 9
...ID No. 12754448 Marital Status: Married Religion: Muslim CAREER OBJECTIVE To work in a challenging and dynamic position in an area of Professional Human Resources training, development and Knowledge management, with a view of integrating creativity, team work and research to provide practical way forward that will map comprehensive strategies for human capacity development PERSONAL PROFILE • Good communication and interpersonal skills with ability to relate to people at all levels. • Ready to learn and take instructions. • Strong team leadership character, trustworthy and reliable personality. • Excellent endurance and ability to work under pressure and dead lines. • Able to mix and socialize quickly with people of diverse cultures and background. • Strong ambitions for success with equally focused determination and stamina to achieve. EDUCATIONAL BACKGROUND Date Institution/Award 2007 – 2012 Jomo Kenyatta University of Agriculture and Technology, School for Human Resource Development. Doctor of Philosophy in Human Resource Management 2005 – 2007 Jomo Kenyatta University of Agriculture and Technology, School of Human Resource Development. Master of Science in Human Resource Management 2002 – 2005 Egerton University – Njoro Bachelor of Education, Second Class (Honors) Upper Division 1995 – 1997 Kagumo College Diploma...
Words: 2494 - Pages: 10
