...Checklist | CBeynon | August 2011 | 1.6 | * Changed dates to August 2011 * Prepped for ESE Checklist | CBeynon | September 2011 | 1.7 | * Changed dates to September 2011 * Prepped for IOC Testing * Added namespace: WEBH* | CBeynon | October 2011 | 1.8 | * Changed dates to October 2011 * Updated with comments from LO * Prepped for national release | CBeynon | 10/25/2011 | 1.9 | Made corrections per PM review | CBeynon | Table of Contents Introduction 1 Documentation 2 Administrator Role in WebHR 3 Appointment of a WebHR Administrator 3 Responsibilities of a WebHR Administrator 4 Recommendation from WebHR 4 User Assignments in WebHR 5 WebHR Customer Edition 6 WebHR Automated HR Edition 6 Administrator Menus in the HR Edition 7 PAID Menu 9 System Menu for HRIS Staff only 13 Users>Roles Option for WebHR Administrators only 14 Troubleshooting 17 Update User Profile 17 Cannot Access the Application 17 Cannot View the SF-52 to Approve 18 Cannot Find Appropriate Employee 18 Error Management 19 Session Expiring 20 Glossary 21 Appendix 30 Sort Columns 30 WebHR Icons 30 Sample of an SF-52 – Request for Personnel Action 32 Sample of a Completed...
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...Human Resource Management A New Mandate for Human Resources By Dave Ulrich 1 Summary In recent times HR has been perceived as ineffective, incompetent and costly. A need has been felt for creating a new role and agenda to focus on the outcomes and deliverables enrichinhg the organisations value to customers, investors and employees. The four ways which should be adopted by the HR are ← It should partener with the management in executing the strategy ← Develop an expertise in organizing and executing administrative work efficiently. ← Become a medium of transferring employes concerns to the management and develop means to increase employee contribution. ← It should become a change agent, shaping processes and cultures for facilitating change in the organization. The primary role of transforming the HR role lies on the CEO and all line managers who have the main responsibility of achieving the business goals. Thus the line and the HR should form a partnership to make it focused on outcomes rather than activities. 1 Reasons for increase in importance of HR HR can play leadership role in meeting the following competitive challenges Globalisation – The HR must develop understanding and skills in ways of international customers, commerece and competition. It should facilitate the organization in increasing its ability to learn, collaborate and to manage...
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...permitted to resubmit the assessment. Refer to RGIT reassessment policy and procedure. 6. Unless the assessment task specifically allows pair work or group activities such as brainstorming, you must submit their own original work and are not permitted to copy the work of other students. Plagiarism is never acceptable. 7. Assessments must be submitted on their due dates. 8. Extensions are permitted in consultation with the trainer. Performance objective Candidates will demonstrate knowledge and skills required to influence groups and individuals. Assessment description Using the workplace scenario information provided, you will plan the implementation and resourcing of an organisational change strategy, consult with various stakeholders, and implement a key part of the change strategy. At all stages, you will build support for the implementation. Note: You will need to keep copies of the work you undergo in this Assessment Task for further use in Assessment Task 3. Procedure 1. Review the simulated business documentation, including policies and procedures, in Appendix 1 ‘Max Lionel Realty’. Review templates contained in Appendix 2 ‘Templates’ for possible use or adaptation in completing assessment task requirements....
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...Destiny LLC Solo HR Curline Registe OMM 618: Human Resource Management Dr. David Britton September 22, 2015 CONTENTS 1. Introduction 2. Company Structure an History 3. Legal Regulations 4. Plan of Assessment 5. Methods of Advertising 6. Hiring Process 7. Interview and Selection Process 8. Orientation 9. Training 10. Compensation and Benefits 11. Performance and Appraisal System 12. Conclusion An Organization needs several different branches to function as a whole. The HR Department is just one section of an organization that is needed to make all things work accordingly. This HR plan shows the structure of how a Solo HR operation facilitates the employees needs within the organization. HR is necessary to the company as it pertains to profitability, which in turn requires some type of strategic planning to help guide the employees in a successful direction. As you will find that this HR plan explains various steps that are taken to ensure the success of the HR Department as it utilizes its many functions. The different functions are detailed as to what they do and who they are beneficial to. In order to achieve success HR follows best practice in its planning and design phase. A Solo HR Department faces challenges when attempting to develop and implement a strategic model that is expected to align with the organizations core values and missions. This essay will seek to show how effective a well designed HR plan can be to...
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... companies can majorly differentiate themselves only by building its intellectual capital (employee competence) & organizational excellence (organizational capabilities) – which are very hard to copy. HR’s contribution to achieve this is vital. It is in this light that HR’s role & responsibilities needs to be relooked & redefined to extract meaningful contribution from HR. To achieve this, both, senior management’s & Line manager’s expectations from HR, and HR’s expectations from itself, needs a sea change. Challenges & Competencies needed Following are five major business challenges (that any company faces) and the corresponding competencies needed to face these challenges Challenges Competencies...
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...is a new role for HR and therefore it may have to acquire new skills and capabilities. In time, the concept of HR as a strategic partner will make business sense. • Becoming an Administrative Expert - In their new role as administrative experts, however, they will need to shed their traditional image of rule-making policy police, while still making sure that all the required routine work in companies is done well. In order to move from their old role as administrators into their new role, HR staff will have to improve the efficiency of both their own function and the entire organization. But decreased costs aren't the only benefit of HR's becoming the organization's administrative expert. Impr oving efficiency will build HR's credibility, which, in turn, will open the door for it to become a partner in executing strategy. • Becoming an Employee Champion - Companies cannot thrive unless their employees are engaged fully. Engaged employees - th at is, employees who believe they are valued - share ideas, work harder than th e necessary minimum, and relate better to customers, to name just three benefits. In their new role, HR professionals must be held accountable for ensuring that employees are engaged - that they feel committed to the organization and contribute fully. HR must now take responsibility for orienting and training line management about the importance of high employee morale and how to achieve it. In addition , the new HR should be the employees' ...
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...report traces the evolution of the HR function from its traditional role of personnel management into what is known today as Strategic Human Resources Management (SHRM) and the role that devolution has played in this evolutionary cycle. From the research, it was observed that the devolution of HR responsibilities to line managers has enabled the HR function to take on a more strategic role as a business partner of the organization. It is also observed that devolution has benefited both line managers and employees alike by reducing bureaucratic red-tape and providing a faster approach to decision making and problem solving. The limitation of this report is that the negative aspects of devolution as noted by many researchers are not covered due to limitations in the length and scope of the assignment. Table of Contents No Title Page i Cover Page 1 ii Executive Summary 2 iii Table of Contents 3 1.0 Introduction 4 2.0 The Evolutionary Cycle of Human Resources 5 3.0 The Effects of Devolution towards Strategic Human Resources Management 11 4.0 Conclusion 14 5.0 References 15 1.0 Introduction In the last few decades, there have been extensive changes and transformations in the perspective of organizational behaviour as a whole. To quote Smilansky (1997), “organizational change has become a permanent state of affairs”. The rapid changes in the technology available, the emergence...
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...The article speaks about four ways in which HR can deliver organisationalexcellence. First being partnering with senior and line managers in strategyexecution. Second, it delivers administrative efficiency to ensure that costs arereduced while the quality is maintained. Third, it helps in increasing employeecontribution. Finally, it acts an agent of continuous transformation. Based onthese points, the line managers must work to completely integrate HR intocompany’s real work. There are five challenges that the companies face in the modern scenariobecause of which HR finds an important role. First, increase in globalisation haspushed the companies to increase their ability to learn, collaborate and managediversity, complexity and ambiguity. Second, initially the companiesconcentrated on cost cutting measures to increase their efficiency but later onthe focus needs to shift towards revenue growth. They must be market focussed,develop innovative and creative products and must encourage free flow of information. Third, there is a need to incorporate technology as a viable,productive part of the work setting. Fourth, the organisations face a majorchallenge in attracting, developing and retaining intellectual capital. Last, thesuccessful organisations are the ones which adapt themselves quickly to thechanges and which can take rapid decisions and innovate new ways of doingbusiness. The challenges described above have moulded new roles for HR. Successfulorganisations are the ones which...
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.... Outline and discuss the key HRM issues in the case study that are at the heart of the decline of the company (there are at least five). There are many significant HRM issues evident at Clayton’s Brewed Drinks and they all stem from the top with the functionality of senior management, cascading down the organisation affecting many areas. Managers fulfil many different roles every day and are constantly switching roles as tasks, situations, and expectations change (Mintzberg, 1989). These roles can be can be categorised, as presented by Mintzberg in Table 1, into interpersonal, informational and decisional. Category Roles Interpersonal Figurehead Leader Liaison Informational Monitor Disseminator Spokesperson Decisional Entrepreneur Disturbance Handler Resource Allocator Negotiator Table 1. Mintzberg, H. (1989). Mintzsberg on Management. New York: The Free Press. At present, it appears that senior management are focusing on the roles within the interpersonal category, albeit ineffectively. They spend much of their time promoting the idea that their people are the organisation’s most valuable resource when the perception held by the employees beneath them is in contradiction to this. Senior management’s superficial presentation of their leadership only inflames the degeneration of the culture and morale within the organisation where trust and loyalty is quickly evaporating. Rather than function with more focus on the decisional category where information is sourced...
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...required for a HR department to be strategic are: 1) Be transformational, not transactional 2) Think about your structure 3) Be credible – have educated, experienced, trained HR practitioners 4) Provide value for services CHAPTER 2 BE TRANSFORMATIONAL, NOT TRANSACTIONAL Ans1 Line department: This department is essential for the survival of the organisation. For example: In the manufacturing company, manufacturing department, finance department and the sales department are the line department and these department are essential for the existence of the organisation because manufacturing company cannot survive without these departments. As these departments manufacture the product and arrange the finance for the company and also sell the products. Staff department: In contrast, Staff departments are the department, which exists to help the line department in its activities. The staff departments are to advise, counsel and assist the line departments. Like in manufacturing company, the department, which is not manufacturing department, finance department and sales department, is a staff department. There is also one more point to contrast these department like if the company has to reduce the people or department then they would like to eliminate staff department rather than line department. This does not means that the staff department is not essential, it is essential but the line department is more essential and the company must have it at any cost. Ans2 HR practitioners...
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...Traditional and Transformational. Transactional services are those which are daily practices which are essential to the management of all Human Resource (HR) practices. These “micro” services have a low impact on the business strategy at hand but ensure smooth maintenance of operations (Wright, McMahan, Snell & Gerhart, 1998). Such examples may include payroll processing and record-keeping, general employee services. Traditional services are services which have some impact on daily running of the business and have some strategic elements necessary to maintain the businesses objectives. That is, they form the practices and systems to ensure execution of strategy, including recruitment and staff selection, training, and performance management, compensation, and industrial relations (Wright et al, 1998). These services have impacts on both an operational and strategic level. Transformational services have a high impact on a strategic level. These are the “macro” services which have the biggest impact on a business in moving towards achieving their objectives and strategies. These services have a large impact on the way the business operates and staffing, creating long-term capability and adaptability (Wright et al, 1998). Examples may include workforce planning, policy and work practice procedure development/changes, cultural change and strategic redirection. Question 2: In developing Human Resources services what factors need to be taken into consideration? There are many...
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...administrative agency that controls the regulation. Briefly explain why this agency and your proposed regulation change interest you. Will this proposed regulation affect you or the business in which you are working? The Environmental Protection Agency (EPA) is in charge of the National Priorities List. Currently the EPA is seeking to propose a rule 61. I currently work for a corporation, AECOM that stands for Architecture, Engineering, Construction, Operations, Management, where our job is to destroy chemical agent, such as mustard nerve agent. AECOM works diligently to follow EPA guidelines to ensure we do not fall under Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA) and Superfund Amendments and Reauthorization Act (SARA). AECOM follows these guidelines to protect the environment and the personnel that live in the city where we are located. Part of our job is to stay up-to-date with the laws and regulations that change and come up to ensure we are not breaking the law when it comes to transporting, handling, and destroying the chemical agent. As it stands, the current regulation is only for three sites Alabama, Indiana, and Michigan, which do not apply to our site in Colorado. Later in the cycle, the EPA could issue to have this regulation include our site in Colorado is anything goes wrong during processing. 2. Describe the proposal or change. Currently the CERCLA requires that the National Contingency Plan (NCP) include a list of national...
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...their processes with the organizational goals. HR works as a guiding force to help organizations achieve these goals. Strategic HR as stated by Mello (2014), “involves the development of a constant, aligned collection of practices, programs, and policies to facilitate the achievement of the organizations strategic objectives” (p. 150). Strategic HR has an administrative focus which involves being a strategic partner, change agent, administrative expert, and employee champion. This gives the individuals involved with HR the advantage to partner with top manage to decide on what is needed to get different task done. HR professionals can demonstrate how a competitive advantage can be achieved by putting the right people in the right place. Strategic HR planning is essential for keeping the organization on track and making sure current processes meet current needs. Aggregate planning helps the accomplish goals which follows a sequent of processes for competition. Succession planning is what help keep the organization going when key positions become vacant. Strategic planning establish key processes within the organization and steps to taken to ensure that these process sustain to meet objectives. Reyes Fitness Centers, Inc. (RFC) want to bring more strategic value to their organization, employees activities, and employee projects. Analysis RFC is looking to increase their customer experience while retaining their current employees. HR is looking to keep and increase their budget...
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...The Evolution of HR: Developing HR as an Internal Consulting Organization Richard M. Vosburgh, Mirage Resorts, MGM MIRAGE A s the role and impact of the HR profession continue to evolve, we have reached a critical crossroad. Together and now, business leaders and HR professionals have the opportunity to understand the history that brings us to our current situation, to be informed by predictable trends, and to make the transformation necessary to result in organizational competitive advantage and HR functional viability. Over the last hundred years, the HR profession evolved dramatically, usually in response to external conditions. Unquestionably we are changing—the issue in front of us is whether we will define that future or simply react to the changes that continue to occur in the economy and in our business models. Human ResouRce Planning 30.3 11 If we do not step forward with compelling HR leadership, the future will be determined for us. When the June 2005 Business Week reports “Why HR Gets No Respect,” the August 2005 Fast Company proclaims “Why We Hate HR,” and the “evil personnel director” in Dilbert continues to get knowing laughs, something is going on that the HR profession needs to address. This set of issues goes beyond the never-ending lamentations about lacking a seat at the table for the top HR person—this is about the future of HR in total. We present a historical review and conclude that HR’s greatest opportunity is to develop the organizational...
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...8969 Fulton Ln. Cordova, TN 38016 901-846-3744 fmurray82@gmail.com 11/04/2013 Dear Human Resource Manager: This is with reference to a position posted on your website. I have enclosed my resume with this letter which will accentuate my experience and knowledge to perform this job efficiently. Along with my diploma in Human Resources Management from the Strayer University and extensive experience in this field, I have the potential to become the most important member of your HR Department. My skills and capabilities are strongly in line with the requirements stated in your job description. For instance, I am extremely proficient in processing and maintaining filing systems for all employees whom I deem is the most important function of an HR assistant. Besides, I am highly skilled in assisting the department with various HR related activities which include maintaining and updating organizational charts on a regular basis, updating the department’s information on the company website along with other HR programs including strategic planning activities and corporate recruiting. Furthermore, I take pride in my capability and experience in providing administrative support to the company’s business partners where required and assist with both the company’s compensation and appraisal programs. I understand the skill and discretion required in handling employees’ verification requests and competent enough in providing the same in a timely fashion. Most prominently, I am a team player...
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