...Literature Review (8-10 pages 12 sources) The Importance of Retention Systems in Human Resource Management Abstract Retention systems is one of the most important components of a staffing system within an organization. Human Resources is responsible for obtaining human capital in order for an organization to obtain and maintain productivity and profits. Human capital is a major expense and investment within organizations. If the organization is unable to retain its workers, the organization nets substantial losses on each employee it is not able to retain. Losses presents themselves not only in production costs, but training and development dollars invested in the employees as well, in addition to recruitment and hiring costs. My literature review will introduce and evaluate common types of retention systems used by staffing systems and their effectiveness in the workplace. Author of “An Analysis of Human Resource Information Systems impact on Employees”, Kelly O. Weeks describes the overall basic benefits of Human Resource Information Systems. She states in her article “systems give the organization the ability to consistently develop and manage employees based on the value of an individual's contribution”. The article also describes the various ways in which HR systems can improve job productivity by cutting repetitive work, and increasing the speed in which manual processes are managed. This article provides a basic general educational foundation and working knowledge...
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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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...kitchen for the day’s service, we ensure each ingredient is of the highest quality and believe our special main ingredient included is imperative to the success of every dish. The main ingredient for every dish is love, which demonstrates the time and care we take in sharing our love for culinary art and preparing quality cuisine with every customer in our heart. Continental Flavor embodies the love of culinary art and delectable cuisines in every dish prepared. Customer satisfaction is our motivation, sharing a little love in each culinary creation is our preservation, and gratifying tummies of the families our establishment serve is our drive for perseverance. Whether you need a bite to eat, or have a drink, Continental Flavors is a destination for the famished traveler. Staffing and Retention Plan: Continental Flavors will have a staff that will reflect the community in which we are doing business. As we are a brand new business and we have yet to secure a profit, our staff may not be as extensive as it shows in the table; however, we estimated that we will need all this positions throughout the year so we can continue to better serve our customers. As far as our retention...
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... * Developing personnel/HR strategies and policies. * Employee Resourcing: * Incorporates HR planning, recruitment and selection, deployment and termination of employment, redundancy management. * Employee Development: * Includes training and development * Management development * Career development * Performance management. * Reward Management: * Incorporates the selection of reward strategies * Administration of payment and benefit systems. * Employee Relations: * Includes IR * Employee involvement and participation * Communication * Health, Safety and Welfare * Employee Services. * Employment and Personnel/HR Administration: * Incorporates administration of employees’ records * Employment policies and practices * Working conditions * Personnel/HR information systems * Data protection. Impact of Scale * Larger Organisations: * Broader range of HRM activities and more complex HR administration * Greater formality and sophistication in HR policies and procedures * Basic objectives and activities remain the same * Usually employ either a specialist HR department or an extensive HR department with a large amount of task specialisation * Specialist HR function normally operates in a staff capacity. Hr processes The modern Human Resources Organization and the effective HR Management is based on strong...
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...CONCEPT OF HUMAN RESOURCE MANAGEMENT – MBA MENTOR Human resource management means management of people at work. HRM is the process which binds people with organizations and helps both people and organization to achieve each others goal. Various policies, processes and practices are designed to help both employees and organization’s to achieve their goal. Human resource management is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities. Human resource constitutes of all the management decisions responsible for relationship between organization and employees. HRM is the field of management which plans, organizes, controls the functions of procurement, development, maintenance and utilization of the work force so that. 1. Organization goals can be accomplished. 2. Objectives of human resources can be accomplished 3. Objectives of society can be accomplished. According to Flippo, Human Resource Management is: "The planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished" Human resource...
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...management policies with increasing competition? I think the CEO is worried about what they pay rather than the HR policies per se. Be more specific PESTC Analysis Political and Legal: Economic liberalization by the government of India. LPG (liberalization, privatization and globalization) by GOI gave a fillip to foreign investment and subsequently, legal services industry. Foreign law firms are not allowed to set shops in India or practice Indian law. Imminent liberalization of legal service industry which will increase competition. Law firms were prohibited to directly market their services. Legal system was very slow. Economic: High growth market for legal services. Availability of highly skilled capital at competitive prices. Growth of LPO (legal process outsourcing) industry providing a boost to legal services. Huge market for legal services in the US accounting for 49% of the global industry. Arbitration opportunities in India provided a market for legal services. Growth in the IT and infrastructure sector giving a fillip to legal services. Social: Lack of educational and vocational opportunities for the people to develop their career in legal services industry. Inclination of people to make out-of-court settlement due to extended nature of court cases. Technological: Use of efficient and state-of-the art system and processes to increase effectiveness of services to clients. Manual load on the people were reduced...
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...Earthmoving equipment Underground mining equipment Railway equipment High power diesel engines Heavy duty hydraulic aggregates Revenue: 5000 crore(US$770 million) (2010) Manpower strength as on 31.03.2013 stood at 11,005 as against 11,644 of the previous year HR VISION & MISSION Vision HR will be a Dynamic, Pro-Active & Strategic Business Partner to enable BEML to maintain its leadership position in all its Business Domains. Mission To continuously innovate, evaluate and realign HR practices with the environment, business strategies / directions and employee expectations to maintain relevance and to attract, nurture and retain talent. To foster a spirit of creativity and innovation amongst the employees by facilitating creation of a rewarding, inspiring and motivational organisational climate. To act as a champion of change and managing the people implication of organisational changes. PRESENT HR STRATEGIES * Align all HR activities with the Organisation’s Business Strategies * Lead and manage organisational changes * Institutionalisation of competency based HR Systems / Processes * Building Employee commitment * Building Enabling systems * Employee Empowerment * Build ownership * Recognition of ideas * Enabling Managers to take decisions within the policy framework * Provide feedback and resolve issue * Develop Leadership Capability...
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...strong and competitive compensation and benefits package is a powerful instrument for attracting and retaining the best talent. The development of a flexible compensation and benefits plan has an impact on employee retention and recruiting activities. The goal is to design the compensation and benefits package to attract qualified and talented applicants, as well as retain the current employees that are important and bring value to the organization. Reducing Turnover with a Compensation Strategy HR Function. HR serves in a consultative capacity to the managers and leaders of the organization and is responsible for the implementation of activities or policies in staffing, recruitment, data analysis, reward and recognition, and advising with regard to federal law compliance (Pophal, 2010). The human resource function “serves to align the wants and needs of the employee with the wants and needs of the employer” (Rothwell, Prescott, and Taylor, 2008). Recruitment and retention should be the main focus of HR and if not effectively managed can prove to be a huge risk to the organization. Another function of human resources is creating the employee compensation and benefits package and making sure that the compensation and benefits strategy aligns with both the HR strategy and the firm’s organizational strategy. Reducing Turnover. The compensation package design “should be based on a company’s pay philosophy, competitive market norms and cost considerations”...
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...Human Resource Accounting Human Resource Accounting is the process of assigning, budgeting, and reporting the cost of human resources incurred in an organization, including wages and salaries and training expenses. Human Resource Accounting is the activity of knowing the cost invested for employees towards their recruitment, training them, payment of salaries & other benefits paid and in return knowing their contribution to organisation towards it's profitability. Contemporary Issues •Human Resource Audit ◦Objectives and benefits of Human Resource Auditing ◦Human Resource Auditing Process •Human Resource Accounting ◦Methods of Human Resource Accounting •Human Resource Information Systems •Outsourcing and Crowdsourcing •Employer Brand •Temping or Temporary Staffing •Attrition •Call centers •Exit interviews •Stress Management •Balanced scorecard •Competency mapping •Human Resource Benchmarking •Employee absenteeism The American Accounting Association’s Committee on Human Resource Accounting (1973) has defined Human Resource Accounting as “the process of identifying and measuring data about human resources and communicating this information to interested parties”. HRA, thus, not only involves measurement of all the costs/ investments associated with the recruitment, placement, training and development of employees, but also the quantification of the economic value of the people in an organisation. Flamholtz (1971) too has offered a similar...
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... As an HR function, the areas such as industrial relations, employee relations and employment legislation are intertwined. Whenever an organization engages the services of an outside consultant, they are expecting that consultant to draw on the knowledge and experience gained from working with other companies. Although the new client is experiencing the same problems and situations as former clients, you must handle the new client in a unique manner, tailoring answers to its individual needs. Consultants are often used in the areas of training and development, compensation administration, benefits, staffing, and labor law, and there could be overlaps. If the organization has undergone a merger, rightsizing, or downsizing, employee morale and enthusiasm may be affected. In an article written for the Society for Human Resource Management (SHRM), Sarah Hathorn notes, “People are worried about their jobs and there may be a lot of redundancy and overlapping of responsibilities.” HR consultants can provide stability by exerting leadership when needed and continuously searching for solutions to problems. (Grensing-Pophal, L., 2011) Communication and employee relations become strained after a merger, as employees are somewhat distrustful of leadership. This distrust leads to poor performance and lack of efficiency, as employees are oftentimes asked to blindly make changes without any input from leadership. Employees may withhold knowledge and information. The HR consultant...
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...A PROJECT REPORT ON “TALENT RETENTION AND EMPLOYEE ENGAGEMENT” FOR RING + AQUA A SUBSIDARY OF RAYMOND LTD. SUBMITTED TO UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION (MBA) SUBMITTED BY KAVITA M. PAWAR UNDER THE GUIDANCE OF PROF. AMOL KARE SIR VISVESVARAYA INSTITUTE OF TECHNOLOGY, CHINCHOLI, NASHIK- 422 101. 2012-2013 STUDENT’S DECLARATION I undersigned myself declare that, the project entitled, “ TALENT RETENTION AND EMPLOYEE ENGAGEMENT” is executed as per the course requirement of two year full time MBA program of University of Pune. This report has not been submitted by me or any other person to any other University or Institution for a degree or diploma course. This is my own and original work. Place: NASHIK Sign of student Date: Kavita M. Pawar ACKNOWLEDGEMENT A project can’t be said to be the work of an Individual. A project is a combination of views, ideas, suggestions & contribution of many people. I am extremely thankful to my project guide Prof. Amol Kare who gave me the opportunity to do this project on subject “A Study of Employee Engagement with Special Reference to Ring Plus Aqua Ltd; Sinnar” as a major part of curriculum. I wish to express my sincere gratitude to my Ring Plus Aqua Human Resources & engineering...
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...with these types of problems, be sure to research common issues to complete this question. In Human resources (HR), problems can arise when dealing with a company’s productivity, hiring new employees, setting up training, and preventing discrimination. An important task of the human resource department is work with employees so they can be very productive. Productivity most often leads to higher revenue for a company. The HR department usually critically considers the amount of people that work each shift, group tasks, bonuses, and other factors that may keep the morale high. These factors are related to each other, so the challenge is to not affect one factor without largely affecting another. There can be difficulty making changes that do not negatively affect a company’s budget. The HR department is usually responsible for some forms of recruitment. They may attend job fairs send out emails, or post job postings to create interest in the company. Because of globalization, companies have to compete with each other internationally rather than just locally. Companies also have a hard time creating incentives for their employees that help balance work and family. Employees today look for a company that will minimize their personally risks, especially in this unstable economy. Every company needs own set of rules and standard procedures, so training is essential. The HR department is responsible for deciding how to conduct the training in a way to not to disturb operations. The...
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...Environmental Factors and Trends [list several key factors for each of the following] HRM Policy Implications [Identify HR policy implications associated with this and other factors/trends in the column to the left] Economic Conditions South Africa South Africa is ranked second in the world for the accountability of its private institutions, and third for its financial market developments. France France is the fifth largest economy according to nominal figures and the third largest European economy. Spain Spain is the thirteenth largest economy according to nominal GDP and the fifth largest European economy Due to the competitive and successful economies, employee recruitment and retention would be a focus in order to compete with other companies. Also, employee bonuses and benefits will be competitive. Social-Cultural South Africa South Africa has suffered after apartheid. Racial segregation has been disbanded. South Africa is very culturally and ethnically diverse. France France is ethnically diverse and is somewhat a melting pot much like the United States. France is very influential due to its history with art and fashion. Spain Spain has a family-based culture. The vast majority of the population practice Catholocism. Ethics and diversity training is always important when dealing with foreign countries, especially South Africa due to its history of apartheid. Foreign...
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...Chapter-01 Introduction Part Since 1973, the occasion has been recognized as World Telecommunication Day. So the significance is clear here that Telecommunication Sector has a particular acknowledgement in the world and the result is the creation of World Telecommunication Day. In fact, Telecommunication is one of the talks of the world at present. About 1.56% among 100 people has access to telecom facility. It shows the high potential in the telecommunication sector in Bangladesh.With the advancement of science and technology, we wonder regularly. Today’s world is the world of technology. No doubt of it that the most success sector is telecommunication. Few days ago people can not even imagine about the today’s communication ways. And it is also true that people have become more desperate to think about new things in this sector. In this course of action, mobile, voice call service, SMS, video telephony, teleconference, video conference etc. along with other communicating ways, have emerged. ABOUT THE BANGLALINK * Banglalink is the second largest cellular service provider in Bangladesh. As of August, 2008, Banglalink has a subscriber base of more than 10 million. It is a wholly owned subsidiary of Orascom Telecom. * Banglalink had 1.03 million connections until December, 2005. The number of Banglalink users increased by more than 253 per cent and stood at 3.64 million at the end of 2006, making it the fastest growing operator in the world...
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...ervice Request SR-rm-022, Part 1 BSA/375 Service Request SR-rm-022, Part 1 Riordan Manufacturing is a global plastics manufacturer employing 550 people with projected annual earnings of $46 million. All though Riordan Manufacturing Industries is a Fortune 1000 enterprise and a global manufacturer of plastic they currently do not have an integrated system that brings all the sites together as one.Currently, there are three sites that they manufacture from in Hangzhou China, Pontiac, Michigan, and Albany, Georgia. Riordan’s headquarters are located in San Jose, California, here the research needed to maintain Riordan’s success is done. Riordan Manufacturing, like any company, would not be able to experience any success without their loyal customers and the company’s steak holders. The key stakeholders within the Riordan Manufacturing Company that I would gather requirements from first would be would be management. After the management I would gather information from the employees. No one knows a company better then its staff. I would hold a meeting with the entire staff to decipher what the company’s current business challenges and future requirements this will as help me identify the company’s current and future business process flow. Once this is done key requirements which were gathered during the focus group will be consolidated into what will be foundation of the new system Riordan Manufacturing Company. The analysis tool I would propose for this project would be...
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