...identification data: job title, department, pay grade, main location ● organisational data: responsible to and for, other working relationships (this could be visually presented as an extract from the organisation chart) ● job summary: a brief statement of why the job exists ● job content: an explanation of the principal duties or key result areas with brief summarised descriptions ● miscellaneous: unusual arrangements such as shift-working, a need to be mobile, casual car-user allowance plus a reference to any other documents – eg collective agreements – which provide further details Person specification Qualifications Graduate calibre (ie at least Graduate in relevant Application form two good A-levels). subject. MCIPD. and certificate check. CIPD-qualified Experience Minimum of three years’ significant relevant Application form, experience in generalist experience in interview, and HR work at HR officer a unionised references. level. environment. Knowledge Up-to-date knowledge of Knowledge and skills Application form, and skills employment legislation. in employee relations interview and Organisational skills. and negotiating. role-play, Financial awareness. Experience of plus references. Computer-literate. working with XYZ HR information system. Personal Good communicator – Application form, qualities written and oral skills, interview, group good judgement, confident, exercises, tests, and persuasive, approachable, references. dependable...
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...IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes and Features 21 CHAPTER CONTENTS OVERVIEW 22 Part 1: Introduction 22 Part 2: Recruitment and Placement 22 Part 3: Training and Development 22 Part 4: Compensation 23 Part 5: Employee Relations 23 The Topics Are Interrelated 23 4 VII viii CONTENTS CHAPTER SECTION SUMMARIES 24 DISCUSSION QUESTIONS 24 INDIVIDUAL AND GROUP ACTIVITIES 25 EXPERIENTIAL EXERCISE: HELPING "THE DONALD" 25...
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...supermarket products in large stores located in many areas of the United States. Cost Club is administratively organized into regions, and each region is permitted to develop its own operational policies these worekersliijijijijoijmmkhere are many strong competitors to Cost Club, with some regions experiencing more competition than others. Your Role in Cost Club You recently have joined the Atlanta regional office of Cost Club as the Assistant Manager of Human Resources (HR) for the region. If you do well in this assignment, you may advance to the HR manager spot when your boss, Pat, moves on to another executive role in Cost Club. For memo purposes, Pat’s last name is the same as the last name of your facilitator. Pat has explained that while the Manager’s role is to focus on long-range and integration issues involving the entire region, your role as assistant manager is to deal with HR issues that arise routinely in the workplace. Pat has forwarded you a number of e-mails that present situations referred to HR; you must look at the situations and respond to Pat in an e-mail that addresses all the forwarded e-mails. Pat apologizes for not giving you time to settle in to your new position, but says that these are significant and time-sensitive issues that have to be dealt with quickly. You immediately begin examining the forwarded messages. Dealing with the Problems Message 1: Discharges at the Anderson Cost Club store. The first e-mail, with attachments, provided background...
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...Preface Introduction to Human Resource Management and the Environment Human Resource Management A Brief History of Human Resource Management Strategic Importance of HRM HRM and Organizational Effectiveness Objectives of the HRM Function Helping the Organization Reach Its Goals Efficiently Employing the Skills and Abilities of the Workforce Providing Well-Trained and Well-Motivated Employees Increasing Employees' Job Satisfaction and Self-Actualization Achieving Quality of Work Life Communicating HRM Policies to All Employees Maintaining Ethical Policies and Socially Responsible Behavior Managing Change Managing Increased Urgency and Faster Cycle Time Who Performs HRM Activities Outsourcing The Interaction of Operating and HR Managers HRM's Place in Management HR Department Operations HRM Strategy Clarifying Meaningful HRM Objectives HRM Policy HRM Procedures Organization of an HR Department Plan of the Book Summary Key Terms Questions for Review and Discussion Notes The Human Resource Manager and Managing Multiple Responsibilities Careers in HRM A Strategic Management Approach to Human Resource Management A Model to Organize HRM How to Take a Diagnosic Approach to HRM External Environmental Influences Government Law and Regulations The Union Economic Conditions p. iv p. 1 p. 2 p. 5 p. 7 p. 9 p. 10 p. 11 p. 11 p. 12 p. 12 p. 12 p. 12 p. 13 p. 13 p. 13 p. 14 p. 14 p. 15 p. 16 p. 16 p. 16 p. 17 p. 19 p. 19 p. 19 p. 21 p. 22 p. 22 p. 23 p. 23 p. 25 p. 28 p. 30 p. 33 p. 34 p. 35...
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...Toy Company | To: | CEO | | | CC: | Human Resources Manager | Date: | 7/15/2014 | Re: | Constructive Discharge Claim | The Toy Company’s Attorney and the Human Resources Director is investigating an employee complaint of Constructive Discharge Claim to the Title VII of the Civil Rights Act of 1964. In order to control cost we are doing an initial response on how should the Human Resources and the Company’s Attorney should respond to the employees claim. A. Constructive Discharge How constructive discharge is relevant to this case? An employee filed a claim against the toy company under the Title VII of the Civil Rights Act of 1964 of Constructive Discharge. The employee was not happy about the change in the work schedule, which requires him to work on his religious holiday. The Toy Company existing work shift policy is starting 8:00 am to 5:00 pm, Monday through Friday. However, the new work policy for the beginning of the year would be a 12-hour shift from Monday through Sunday. According to USLegal.com, "Constructive Discharge is when working conditions are as intolerable as to amount to firing, despite the lack of a formal termination notice. (USLEGAL, 2001-2014)” The employee strongly felt that the new work policy would be very unpleasant or the conditions to work on his religious day would be unworkable, so he quit his job. B. Title VII According to the U.S Equal Employment Opportunity Commission, the definition of Title VII of the Civil Rights...
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...Magistrates Court Service Case Study Executive summary Nowadays with the rapid development of the society and the ongoing advancement of science and technology, the productivity and service within an organization is becoming more and more various. What’s more, with the more and more frequent exchange of human resource and other materials and sources, human resource managers are required to be equipped with professional knowledge and highly qualified skills to carry out good management of the human resources within an organization. However, nowadays the management of human resources is affected by a lot of different factors which may consist of both the internal and external ones. The following report concerns on the issue of management training for magistrates’ clerks. First of all, it will give a brief introduction to the background of the organization. Secondly, the following report will outline the key issues that the management development needs to handle with. After the key issues and problems of the organization are identified, the people who will be attending will be analyzed in the following report. The relevant human resources strategies and methodologies will be illustrated to support the argument in the report. What’s more, a six month program will be designed and highlighted in the following report. In the end, a brief conclusion of the discussed points will be made. Introduction The following report focuses on the issue of human resource management in...
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...European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner Contents What is Human Resource Management? 3 Who Performs the Human Resource Functions? 4 Key Challenges for HR Managers 5 HRM and Strategy 6 Organizational Performance and the Human Resource Manager 7 Communicating Human Resource Programs 8 Equal Employment Opportunity & Diversity 9 Equal Employment Opportunity Laws 9 Landmark Court Cases 11 Compliance Agencies 12 EEO Implementation 12 Key terms of the chapter 13 Job Analysis and Job Design 15 Basic Terminology 15 Job Analysis 17 Job analysis method 19 Disadvantages of job analysis 21 Job Design 21 Advantages of job specialization 21 Job design consideration 22 Human Resources Management: Chapter 1: Strategy What is Human Resource Management? Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Nearing the 21st century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwerty...
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...FINAL PROJECT OF Submitted To: PROF. Submitted By: MBA PROFESSIONAL (EVENING) Superior University Lahore TABLE OF CONTENTS | Contents | Page No. | INTRODUCTION OF NISHAT GROUP | 4 | MIAN MUHAMMAD MANSHA (FOUNDER OF NISHAT) | 5 | NISHAT MILLS LIMITED | 6 | HR DEPARTMENT | 7 | RECRUITMENT | 10 | SELECTION | 13 | TRAINING & DEVELOPMENT | 16 | PERFORMANCE MANAGEMENT | 18 | PERFORMANCE APPRAISAL | 19 | COMPENSATION MANAGEMENT | 24 | Conclusion | 25 | Bibliography | 25 | INTRODUCTION Nishat group is grown up from the cotton export and now it became a leading business group of Pakistan with five listed companies, focusing on the four businesses, Textile, cement, Banking, Power Generation. Nishat group is world famous group in the sector of textile, and having a great participation in the export of quality products LISTED COMPANIES:- * Nishat textile mills * D.G. khan cement * MCB Bank limited * Power generation BUSINESS WORTH:- * Annual turnover 17 billion Rupees * 14 Billion from textiles * Earn foreign exchange US $ 236 million * Taxes and Levi of 2,080 million Rupees annually Mian Muhammad Mansha started his career as one of the most prominent industrialist of Pakistan. His textile mill in Faisalabad under the name of Nishat Mills still is one of the biggest textile units in Faisalabad. He formally joined the family business after completing his studies. Mian Mohammad Mansha...
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...CURRICULUM VITAE MARICEL “AISHA” MADRID FUENTES *: Tower 7, TECOM, Dubai, U.A.E. (: +971567339461/+971555059867 :: madridmaricel@ymail.com /madridmaricel1983@gmail.com CAREER GOAL: My career objectives can be summaries as follows: to obtain a challenging management, administrative, or technical position as deemed suitable to my skills, experience, and backgrounds, to help a successful organization or company expand further and to help myself grow further professionally, technically, and financially, to become an effective team player in a progressive organization or company. I am a highly trained, multi-‐cultured, widely-‐traveled, hard working, confident, mature, self-‐motivated, responsible, reliable, skilled individual with practical engineering skills, management experience, and consulting methods gained through many years of practical work experience in English, Engineering, Business, and Project Management ...
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...Recruiting in Labor Markets Case: Who Says the Young are Good Only at Facebook? Question 1: How different are today’s Gen Y employees from others ( Gen X, Baby Boomers, etc.) in terms of their mindset or perspective about work, life, career, and the world? Be specific about how you define Gen Y, Gen X, Baby Boomers, etc. Question 2: In term of recruitment practices, what adjustments or adaptations should HR managers make to enhance the effectiveness of their recruitment efforts? 1.0 Introduction Different generations have shown different characteristic traits in line with their time's requirements, opportunities and difficulties. They have different expectation, beliefs, lifestyle and work style. People attitudes as well as employees have been shaped by previous generation and current environment where reflected on their mindset or perspective about life. They also feel that they are better than other peers especially when it comes to careers, technology, and lifestyle. In order to resolve the conflict arises from different generation at workplace, the understanding difference generations is a must task in building the successful multigenerational workplace. 2.0 Differences of Generations and Mindset 2.1 Baby Boomers The Baby boomers are all those born in U.S. during the demographic Post–World War II baby boom between 1946 and 1964 and they are predominately in their 40s and 50s. According to Madsen Pirie and Robert M. Worcester (1998), the baby boomers represented...
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...selection processes 6. Learning and development 7. Improving HR in Focus Group: 10 key elements 8. Conclusions 9. References 1. Abstract Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (http://humanresources.about.com/od/glossaryh/f/hr_management.htm) 2. Introduction In our project we choose to study the human resources department in the company Focus Consult Group from Bucharest. We had as a main advantage the fact that one of us did an internship at this company last year and had the opportunity of observing how the HR department actually works within this firm. Moreover, another important reason was the fact that one of us assisted to a job interview. In this way it was easier for us to gather information about the recruitment and selection processes. The goal of this project is to find “What Is the Human Resource Department?” and how it actually performs its tasks. In order to answer this question we decided to study 3 main aspects regarding the HR department in the company: the recruitment and selection processes, the learning and development methods and ways of improving the HR in the company. 3. Presentation of the company Focus Consult Group...
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...TERM PAPER ON: HRM: HRM PRACTICES BY NESTLÉ BANGLADESH LTD. i INSTITUTE OF BUSINESS ADMINISTRATION JAHANGIRNAGAR UNIVERSITY SPRING 2014 Term Paper on HRM Practices of Nestlé Bangladesh Ltd. TO: Shahriar Kabir Course Instructor HRM 201: Human Resource Management BY: Group members | ID | Zerin Tasnime | 1521 | Syeda Rifat Ara | 1531 | Mabia Khatun | 1538 | Yeasmin Akter | 2357 | S.M. Arifur Rahman | 2601 | Date of Submission: 03-03-2014 Letter of Transmittal March 3, 2014 TO Shahriar Kabir Institute of Business Administration Jahangirnagar University Subject: Submission of HRM practices by Nestlé Bangladesh Limited Dear Sir, This is our pleasure to submit the term paper on Nestlé, world’s largest health, nutrition and Wellness Company. We have prepared there on the reports is of the Study on Human Resource planning and personnel policies...
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...JET BLUE - CASE STUDY EBS 5103 STRATEGIC MANAGEMENT Analyzing Strategic Management Cases “JETBLUE AIRWAYS” UFUK CANDAR FOYA BAHÇEŞEHİR UNIVERSITY Table of Contents INTRODUCTION 3 BRIEF SUMMARY 3 ENVIRONMENTAL ANALYSES: 4 VALUE CHAIN ANALYSIS: 10 FINANCIAL ANALYSIS: 13 SWOT ANALYSIS: 19 SPACE MATRIX: 21 TOWS MATRIX: 24 QUANTITATIVE STRATEGIC PLANNING MATRIX (QSPM): 25 CONCLUSION: 26 INTRODUCTION Within case analysis assignment, the JetBlue case is analyzed strategically in this document to set answers for following basic questions: * To make a set of recommendations based on the analysis, * To describe exactly what need to be done for success, * To explain why the proposals will solve the problems, * To suggest how best to implement the proposed solution After giving a brief summary regarding the case of JetBlue has and drawing a general picture of the company, several strategic analysis methods will be used to analysis JetBlue. BRIEF SUMMARY The economic downturn in the late 1990s and 9/11 terrorist attacks in 2001 have severe consequences on airline industry. The demand for air travel dropped and led to decrease in flights and revenue. The security costs increased. Airlines significantly reduced capacities. As a result low-cost strategies with new route services became important. Rebounding of economy by the end of year 2003, the demand for business and leisure travel was expected to grow in low-cost competition...
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...Executive Summary This paper analyzes the case – spanning the globe, which helps understand the various HR issues faced by Mr. Eric Christopher who is the Associate Director for Global HR Development at Tex-Mark. Tex-Mark is a computer input and output manufacturing firm with its head office in San Antonio. After its establishment in the 1970s, they have over 5 production facilities, 3 research and new product development facilities over the world. Additionally, they have 7 international sales, distribution and customer service centers universally but mainly concentrated in Asia. Below is a brief company and employee history to aid with the case study analysis. The first step in identifying the various challenges faced by Tex-Mark included listing the various problems, both explicit (short term) and implicit (long term). Some factors like language barriers have maintained a trend in that there have been more than one occasions of it arising. Other factors included cultural insensitivity and internal factors like Training and Development failure. The second step involved using different methods of analysis like the SWOT (Strength, Weakness, Opportunities and Threats), Human Resource Policies and also a Risk analysis that can affect expatriates on the assignment as well as internally impact the company and its foreign structure alignment. The SWOT helped understand the various aspects of staffing international operations and also understanding the different opportunities...
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