...Why do then the authors of the case discuss at length Sonoco’s history, culture and especially packaging industry. In reorganizing human resource functions, it is important to understand Sonoco’s history, culture and its packaging industry. Sonoco needs to analyze the company internally, including the aspect of mission, culture, human resource (HR), structure and processes prior to the planning and implementing process that related to reorganization. In the case study, the author has discussed the history and culture of Sonoco and the background of packaging industry in order to gain some ideas or information for the reorganization process. By analyzing and viewing the history and culture of Sonoco as a whole, the organization’s problems can be diagnosed and a new strategy of developing new human resource organization structure can be developed and implemented. As what have been said by Cindy Hartley, the senior vice president of HR at Sonoco, they had to decide what things that were remain the same across the company and what things needed to be changed while devising the new HR organization. Reviewing back to the history of Sonoco, it helps us to have a better understanding on what Sonoco has done in the past 100-year, whether it is right or wrong, maybe. So it could assist to learn from the past mistakes, avoid the same mistakes in the future and keep those good practices or cultures while devising a new HR organization structure. For an example, as the manager pointed...
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...DEVELOPMENT OF HUMAN RESOURCES AND HR MANAGEMENT. BENSON MWENDWA WAMBUA KENYATTA UNIVERSITY D241/OL/CTY/7935/2014 BBA 032: FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT Abstract Introduction Human Resource Management is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are crucial for the modern organization. We cannot believe that the successful business could exist without the Recruitment and Staffing, Compensation and Benefits, Training and Development or the Leadership Development. However, in the past the companies did not use any of the HR value added processes. The story of Human Resources started as evidence of all employees. It dealt with issues and requests. Nothing more was expected to be delivered. The HR Management history is fascinating. The wars usually change the path of Human Resources in organizations and society. The evolution and background of HR Management It is a paradox of the human history that best things evolve. The history of the modern Human Resources Management is not a deviation from this general rule of the human history. However, the HRM background is older...
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...2014 14.03.2014 17.03.2014 18.03.2014 19.03.2014 20.03.2014 21.03.2014 SINIF - CLASS MART - MARCH DERS ADI - LESSON DERS-PERIOD 10 A - B - C- D TÜM SINIFLAR/ALL CLASSES 10 C- D - E TÜM SINIFLAR/ALL CLASSES TÜM SINIFLAR/ALL CLASSES MATEMATİK / MATH - 1 İNGİLİZCE / ENGLISH - 1 COĞRAFYA / GEOGRAPHY - 1 TÜRK EDEBİYATI / TURKISH LITERATURE - 1 BİYOLOJİ / BIOLOGY - 1 3 5 3 2 HR HR KS HR KS 2 10 E TÜM SINIFLAR/ALL CLASSES TÜM SINIFLAR/ALL CLASSES TÜM SINIFLAR/ALL CLASSES TÜM SINIFLAR/ALL CLASSES TÜM SINIFLAR/ALL CLASSES 10 A - B 10 A - B - C- D 10 E SEÇMELİ TARİH / ELECTIVE HISTORY - 1 FİZİK / PHYSICS - 1 KİMYA / CHEMISTRY - 1 DİN K. VE AHLAK B. / RELIGIOUS - 1 TARİH / HISTORY - 1 MODERN YABANCI DİLLER / MFL - 1 COĞRAFYA / GEOGRAPHY - 1 GEOMETRİ / GEOMETRY - 1 MATEMATİK / MATH - 1 7 4 2 8 KS KS KS HR HR HR KS HR HR 24.03.2014 25.03.2014 26.03.2014 27.03.2014 28.03.2014 3 6 6 2 2 NİSAN - APRIL 31.03.2014 01.04.2014 02.04.2014 03.04.2014 04.04.2014 TÜM SINIFLAR/ALL CLASSES 10 C- D - E DİL VE ANLATIM / LINGUISTIC - 1 PSİKOLOJİ / PSYCHOLOGY - 1 5 5 HR KS RUBRİK VE KARNELER - RUBRICS AND REPORTS 07.04.2014 08.04.2014 09.04.2014 10.04.2014 11.04.2014 14.04.2014 15.04.2014 16.04.2014 17.04.2014 18.04.2014 21.04.2014 22.04.2014 23.04.2014 24.04.2014 25.04.2014 28.04.2014 29.04.2014 30.04.2014 01.05.2014 02.05.2014 ENKA ENKA ENKA ENKA ENKA TATİLİ TATİLİ TATİLİ TATİLİ TATİLİ ENKA ENKA ENKA ENKA ENKA HOLIDAY HOLIDAY HOLIDAY HOLIDAY HOLIDAY ...
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...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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...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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...Recruitment Services Service Specifications Document Revision History |Version |Date |Prepared by |Comments | |1.1 |22/10/2012 |L Dawson |Draft prepared for Statewide Recruitment Services transition to Hospital and Health Services 2012 | Contents |Summary of Service Items |4 | |Definitions and Acronyms |5 | |Detail of Service Items: | | |Workforce and Job Design |6 | |Options to Fill Vacancy |6 | |Advertising |8 | |Process applications |11 | |Selection ...
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...Curriculum: Bachelors of Science in Nursing and a Master’s of Science in Nursing. Freshman 1st Semester(15 hrs)*Summer 1st Year (6 hrs) GOV310L (TX/US) American History Core Course | Rhetoric & Writing Principles of Chemistry I Data Analysis for Health Science UGS 302 or UGS 303 (First-Year Signature Courses) Visual – Performing Arts | Freshman 2nd Semester (15 hrs) | Introductory Biology I Fundamentals of Nutrition Introduction to Psychology Global Health Masterworks of Literature or E316L, E316M, E316N or E316P | Sophomore 1st Semester (16-17 hrs | Human Microscopy & Gross Anatomy Intro to Medical Microbiology or American History Core Course Communication in Health Care Settings | Sophomore 2nd Semester (16 hrs) | Intro to Patient-Centered Nursing Care Health Assessment Skills Clinical Nursing Skills I Practicum Ethics of Health Care Vertebrate Physiology II Systems Physiology Lab II GOV312L, 312P, 312R (US) | Junior 1st Semester (13 hrs) | Mental Health Nursing Across the Lifespan Problems in Mental Health Nursing Adult Health Nursing I Adult Health Nursing I Practicum Nursing Research | Junior 2nd Semester (15 hrs) | Nursing Care of Childbearing Families Nursing Care of Childbearing Families Practicum Adult Health Nursing II Clinical Nursing Skills II Practicum Genetics in Health Care Contemporary Nursing Pharmacology | Senior 1st Semester (15 hrs)(Continued…) | Nursing Care of Child & Families Nursing Care of Child & Families Practicum Adult...
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...of shipments. In recent years, this company changed their services to offer other services besides express shipping. By FedEx expanding their services, it has helped their business grow in size now operating in eight different companies under the FedEx umbrella (History of FedEx, 2012). FedEx Express is the first overnight courier service that runs next day air service as wells as time-certain global service. FedEx Express controls the world’s largest domestic aircraft fleet, to include a large fleet of wide bodied domestic aircraft. This allows the company the capability of carrying more cargo shipments than any other airline or shipping company (History of FedEx, 2012). FedEx Ground assures day-confident delivery for Canada and the United States at a cost savings, when compared to the Express side of the company. They operate a huge fleet of vehicles that has independent owner and operators. These drivers are independent contractors that manage specific delivery routes and areas (History of FedEx, 2012). In addition to the two companies listed above, FedEx Corporation also has six other operating companies under its umbrella: FedEx Home delivery, FedEx Smart Post, FedEx Freight and FedEx Custom Critical (History of FedEx, 2012). These are subsidiary of FedEx Corporation, delivering packages and freight to more than 375 destinations in nearly every country each day. The main facility with its global "Super Hub" is located at Memphis International Airport....
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...One Goal is the mission and vision for its company, which is an American diversified global automobile industry, and that was founded in 1903, by Henry Ford (“History of Ford Motor Company”, 2015). These vehicles have changed how the world view and drove automobiles. Their core values are putting people first, pursuing excellence, embracing the change, acting with integrity and serving our world. They have always worked on the base of founding principles and their heritage. Propose how you would ensure the HR strategy is in alignment with the business strategy. According to the OPM, HR (1999), alignment means to incorporate decisions about people with decisions about the results an organization is trying to obtain. Companies that successfully align HR with the business mission accomplishments do so by integrating HR with the planning process and activities that support the mission and goals of the company, while building a strong relationship. Aligning Human Resources (HR) Strategy with the Business Strategy, Ford is committed to ever changing upgrades and developments to help ensure the company can realize its goals. This company’s values and vision will provide the groundwork for everything it does to include its employees, what’s right for the customer, diversity, and its leadership. To ensure this alignment HR plays a significant role in the following; - developing performance and management objectives based on the company goals. - provide training to the workforce to...
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...which excites your intellect and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths and weaknesses of the strategy. Examples are: HR employment planning, performance management system, organization design/development, compensation planning, quality of work life (QWL), promotion of diversity, and team building. 3. Interview a HR Manager in a specific company and identify the major issues facing him/her and how they plan to address them. Generally, this is a three...
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...Subjective Chief Complaint: cough congestion and difficulty breathing History of present Illness: 2 years old Hispanic male brought in by mother, no translation needed c/o f/u cough congestion and difficulty breathing patient does not have a history of asthma and does not have a nebulizer machine at home. No diarrhea, no fever and no vomiting. Other siblings are not sick. No foreign travels stated. Illness is of moderate severity. Medical history: Birth at Mexicali mex normal vaginal delivery at 38.5 weeks. BW 7.2 lbs BL 20.5 inches. Surgical history: none Gynecology: male Family history Grandmother has cancer, Father anemia and diabetes mother has hypertension Social history: lives with both parents. No family members allowed smoking inside house Current medicines: none Allergies none Objective Vital signs: Height: 35 inches Weight: 31 lbs 2 oz BMI 17.79, Temperature 98.62F, Pulse 110 beats per minute, Respiratory rate 24 breaths per minute, O2 sat 95%. Head circumference 26 inches. Physical Examination: Constitutional: Alert, cooperative, not sick appearing, Head normocephalic, AF closed Eyes: normal, Ears; normal Nose: rhinitis, Mouth: normal, Throat: injected Neck: normal, Lungs; rales , ronchi , wheazzing ++ Heart: normal, no murmur Chest / breast: normal no retractions good air exchange, Gastrointestinal: normal, Genitourinary: male, Lymphatic: normal, Musculoskeletal: normal full ROM, Skin: normal, Extremities:...
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...which excites your intellect and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths and weaknesses of the strategy. Examples are: HR employment planning, performance management system, organization design/development, compensation planning, quality of work life (QWL), promotion of diversity, and team building. 3. Interview a HR Manager in a specific company and identify the major issues facing him/her and how they plan to address them. Generally, this is a three...
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...NEW RESEARCH Does ADHD Predict Substance-Use Disorders? A 10-Year Follow-up Study of Young Adults With ADHD Clancey Bateman, Timothy E. Wilens, B.A., M.D., MaryKate Martelon, M.P.H., Gagan Joshi, M.D., Ronna Fried, Ed.D., Carter Petty, M.A., Joseph Biederman, M.D. Objective: High rates of substance-use disorders (SUD) have been found in samples of adolescents and adults with attention-deficit/hyperactivity disorder (ADHD). Predictors of SUD in children with ADHD who are at risk for the development of SUDs remain understudied. The main aims of this study were to identify clinically meaningful characteristics of children that predicted the future development of SUDs and to see whether the role of these characteristics varied by sex. Method: Subjects were children and adolescents with (n 268; mean age standard deviation 10.9 3.2 years) and without (n 229; mean age 11.9 3.3 years) DSM-III-R ADHD followed prospectively and blindly over a 10-year follow-up period onto young adult years. Subjects were assessed with structured diagnostic interviews for psychopathology and SUDs. Results: Over the 10-year follow-up period, ADHD was found to be a significant predictor of any SUD (hazards ratio 1.47; 95% confidence interval 1.07–2.02; p .01) and cigarette smoking (2.38; 1.61–3.53; p .01). Within ADHD, comorbid conduct disorder (2.74; 1.66 – 4.52; p .01) and oppositional defiant disorder (2.21; 1.40 –3.51; p .01) at baseline were also found to be significant predictors of SUDs...
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...NBER WORKING PAPER SERIES DEFINED CONTRIBUTION PLANS, DEFINED BENEFIT PLANS, AND THE ACCUMULATION OF RETIREMENT WEALTH James Poterba Joshua Rauh Steven Venti David Wise Working Paper 12597 http://www.nber.org/papers/w12597 NATIONAL BUREAU OF ECONOMIC RESEARCH 1050 Massachusetts Avenue Cambridge, MA 02138 October 2006 We are extremely grateful to Tonja Bowen for extraordinary and tireless research assistance, to Gary Engelhardt and Anil Kumar for graciously providing us with tabulations from their HRS Defined Contribution Plan imputation algorithm, to Paul Bingley, Peter Diamond, Gary Engelhardt, Jon Gruber, Helena Stolyarova, and many seminar participants for helpful comments, and to the National Institute of Aging for research support under grant number P01 AG005842. The views expressed herein are those of the author(s) and do not necessarily reflect the views of the National Bureau of Economic Research. © 2006 by James Poterba, Joshua Rauh, Steven Venti, and David Wise. All rights reserved. Short sections of text, not to exceed two paragraphs, may be quoted without explicit permission provided that full credit, including © notice, is given to the source. Defined Contribution Plans, Defined Benefit Plans, and the Accumulation of Retirement Wealth James Poterba, Joshua Rauh, Steven Venti, and David Wise NBER Working Paper No. 12597 October 2006 JEL No. J14,J26,J32 ABSTRACT The private pension structure in the United States, once dominated by defined benefit (DB) plans...
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...The history of human resource management Written by Jodonna Green In the 1700s , the Industrial Revolution started in England that brought a transformation in the practices of production. The machine-made goods replaced hand-made goods, large factories replace cottage industries, and small-scale replaced large-scale production. The US economy converted from agri-based to industry-based. This new system required an well-organized structure, and led to recruitment of a large number of immigrants. Employment were created for the immigrants, recruitment and management of individuals gained vitality. Managers were higher than the employees. This system created a gap between the labour force and the management. Social welfare approached in the early HRM helped the immigrants to get adjusted to their jobs and to 'American' way of life. The programs was assigned to ensured an increase in productivity. In the 1790s, employees empower considerably and increased at a quick pace .In the 1800s and 1900s the advent of Labour Union led HR department more capable in politics and diplomacy. HR department has management, labour unions, and Frederick W. Taylor's (1856-1915) theory of 'Scientific Management'. In 1902, National Cash Register was formed to handle employee grievances, record keeping, wage management and other employee-related functions. In 1913, the US Department of Labour promoted the welfare of employees. In 1920s and 30s, the impact of the Hawthorne studies enhanced the physical...
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