...HR Assessment – Task 2 Outcomes 2 & 3 Escape to the Wild Report To ensure Escape to the Wild’s continued successful and profitable expansion, the Managing Director has expressed his wish for the company to take on a more Strategic approach to the way it recruits trains and promotes its employees. To implement this new strategic approach a human resource function should be introduced. The following describes four activities the human resource function will undertake in order to support the company’s expansion and success: Recruitment & Selection The purpose of recruitment and selection is to reduce the risk of poor selection and attract well qualified candidates to the job. Systematic planning and preparation will increase the likelihood of employing the right person for the job. Recruitment and selection is crucial to the organisations success and selection techniques such as psychological tests, practical tests and numeracy tests can be used to determine the best candidate for the job. Recruitment and selection activities include: employment law, job descriptions, personal specifications, advertising, applications, interviews, tests, references and acceptance/rejection letters. The implementation of a recruitment and selection process within the human resource function for Escape to the Wild would reduce the amount of work for the Finance Director and the finance section. The Finance Director would no longer have to issue all employment contracts...
Words: 1685 - Pages: 7
...HR Management: Introduction Assessment-2 Our company name is escape to the wild, a clothing company, opened for over 15 years. Four years ago we opened first retail outlets since then it has expanded the number of outlets to 10.After that, we set up a website for online delivering and ordering so we got a rapid growth of export sales and retail sales. However, we have some weaknesses on managing employees and job. So we have to add the section of human resource management for the company and HRM activities necessary to run a successful business. Motivating Employees through Job Design Motivate employee by providing job satisfaction, commitment to an organization, absenteeism and turnover The more productive, satisfied has received attention from manager and researcher. Job specification includes job rotation, enlargement and enrichment. Job Rotation Acquire new skills, increase overall skill level of their employees- different tasks at different organization Job Enlargement Expand tasks to be autonomy Employee view themselves as being capable of performing a broader set of tasks. Job Enrichment Allows employees to take more responsibility and capability. The below list describe the characteristics of core job. Core Job Psychological States Outcomes -Skill variety -Meaningfulness -Motivation -Task...
Words: 1171 - Pages: 5
...HR Assessment – Task 2 Outcomes 2 & 3 Escape to the Wild Report To ensure Escape to the Wild’s continued successful and profitable expansion, the Managing Director has expressed his wish for the company to take on a more Strategic approach to the way it recruits trains and promotes its employees. To implement this new strategic approach a human resource function should be introduced. The following describes four activities the human resource function will undertake in order to support the company’s expansion and success: Recruitment & Selection The purpose of recruitment and selection is to reduce the risk of poor selection and attract well qualified candidates to the job. Systematic planning and preparation will increase the likelihood of employing the right person for the job. Recruitment and selection is crucial to the organisations success and selection techniques such as psychological tests, practical tests and numeracy tests can be used to determine the best candidate for the job. Recruitment and selection activities include: employment law, job descriptions, personal specifications, advertising, applications, interviews, tests, references and acceptance/rejection letters. The implementation of a recruitment and selection process within the human resource function for Escape to the Wild would reduce the amount of work for the Finance Director and the finance section. The Finance Director would no longer have to issue...
Words: 300 - Pages: 2
...08/01/2015 NESCol LO2/LO3 HRM ASSESSMENT Q.1 Currently, the Escape to the Wild Company has accomplished its goal to have a successful business. It has expanded to ten outlets across the country and enhanced their workforce from twenty to three hundred. Although the company is already successful, they are still worrying about some problems that involve in training and development, recruitment and selection, pay and reward, employment law. * As the company has no human resource function, senior managers which had no proper qualifications and experience have been taken responsibility regarding to decide the initial salary levels and pay rises of employees. This led to paying the staffs unfairly and increased of staff turnover. The finance director also spending too much time on staff related issues such as maternity leave and salary increases. The word “reward” covers all financial provisions including pay and benefits (bonuses, pensions and so on) made to employees. On the other hand, the term “Pay system” is a practice of rewarding people for their contribution to the company. To help the company to succeed it is important that General HR Admin has a proper training in Administration involves in payroll and performance management (valuing people). Through reward strategy, it helps to motivate staffs to perform their job properly and staffs might feel that the company is valuing them. These systems have a big impact on the efficiency and productivity of...
Words: 1835 - Pages: 8
...Assessment Task Outcome 2& 3 Ankita Sharma Student ID:11153624 1.Four Activities for the Human Resource Management for Escape to Wild For the Escape to the wild company ,my job role is HR Management advisor to introduce the HR Functions and also explain the new procedures and policies which make the company succeed. (1)Human Resource Planning (HRP) HRP can be identifies as the strategy forecasting the organizations future requirements for different types of workers, their acquisitions, utilization, improvement, employee cost control, retention and supply to meet these needs. The HR Planning Process HRM Planing Process Factors considered when forecasting future HR requirements. * Demand for the organization’s good/services * Plans goals and objectives * Method of productions * Retirement, transfers, resignations * Death * Retrenchments (2)Recruitment This is the initial attraction and screening of the supply of prospective Human Resources available to fill a given position/s. In other words, it is the process of involving the attraction of suitable candidates to vacant positions from both internal and external sources of the organization. Eg: INTERNAL | EXTERNAL | Job posting | Advertising | Intranet | Job Placement Agencies | Succession plans | Internet | Referrals | Placement through Colleges and Universities | * Selection This is a systematic process of selecting the most appropriate and suitable person...
Words: 1676 - Pages: 7
...BUSINESS MANAGEMENT 3D BBA- BUSINESS MANAGEMENT 3D Strategy Strategy has been defined by Johnson & Scholes as “the direction and scope of an organization over the long term, which ideally matches its resources to its changing environment and in particular to its markets, customers and clients to meet stakeholder expectations”. Snell & Bohlander (2007:48) define it as “a set of procedures for making decisions about the organization’s long term goals and strategies”. The company’s long-term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage. Strategic Management Pearce & Robinson (2003:3) define Strategic Management as the set of decisions and actions that result in the formulation and implementation of plans designed to achieve a company’s objectives. Phases of Strategic Management In today's highly competitive business environment, budget-oriented planning or forecast-based planning methods are insufficient for a large corporation to survive and prosper. The firm must engage in strategic planning that clearly defines objectives and assesses both the internal and external situation to formulate strategy, implement the strategy, evaluate the progress, and make adjustments as necessary to stay on track. In this module, three aspects of Strategic Management will be covered. These are: ...
Words: 7095 - Pages: 29
...role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information about motivational theories. Since communication is a key component of HRM, it makes sense to include it as a full chapter in this book. Human motivation is one of the cornerstones of HR, which is why we include information on this as well. Rather than dividing certain chapters, we have combined some chapters to provide the entire picture of related topics at once. For example, in...
Words: 157258 - Pages: 630
...Hepatitis A can return to school 1 week within the onset of jaundice. 2. After a patient has dialysis they may have a slight fever...this is normal due to the fact that the dialysis solution is warmed by the machine. 3. Hyperkalemia presents on an EKG as tall peaked T-waves 4. The antidote for Mag Sulfate toxicity is ---Calcium Gluconate 5. Impetigo is a CONTAGEOUS skin disorder and the person needs to wash ALL linens and dishes seperate from the family. They also need to wash their hands frequently and avoid contact. positive sweat test. indicative of cystic fibrosis 1. Herbs: Black Cohosh is used to treat menopausal symptoms. When taken with an antihypertensive, it may cause hypotension. Licorice can increase potassium loss and may cause dig toxicity. 2. With acute appendicitis, expect to see pain first then nausea and vomiting. With gastroenitis, you will see nausea and vomiting first then pain. 3. If a patient is allergic to latex, they should avoid apricots, cherries, grapes, kiwi, passion fruit, bananas, avocados, chestnuts, tomatoes and peaches. 4. Do not elevate the stump after an AKA after the first 24 hours, as this may cause flexion contracture. 5. Beta Blockers and ACEI are less effective in African Americans than Caucasians. 1. for the myelogram postop positions. water based dye (lighter) bed elevated. oil based dye heavier bed flat. 2.autonomic dysreflexia- elevated bed first....then check foley or for impaction ...
Words: 72133 - Pages: 289
...Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational psychology to solve human-related organizational problems. Previous Professional Practice Series volumes include: Published by Jossey-Bass Customer Service Delivery ...
Words: 215279 - Pages: 862
...Society for Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational psychology to solve human-related organizational problems. Previous Professional Practice Series volumes include: Published by Jossey-Bass Customer Service Delivery Lawrence...
Words: 215290 - Pages: 862
...436_XSS_FM.qxd 4/20/07 1:18 PM Page ii 443_Disaster_Rec_FM.qxd 5/25/07 3:07 PM Page i Visit us at w w w. s y n g r e s s . c o m Syngress is committed to publishing high-quality books for IT Professionals and delivering those books in media and formats that fit the demands of our customers. We are also committed to extending the utility of the book you purchase via additional materials available from our Web site. SOLUTIONS WEB SITE To register your book, visit www.syngress.com/solutions. Once registered, you can access our solutions@syngress.com Web pages. There you may find an assortment of valueadded features such as free e-books related to the topic of this book, URLs of related Web sites, FAQs from the book, corrections, and any updates from the author(s). ULTIMATE CDs Our Ultimate CD product line offers our readers budget-conscious compilations of some of our best-selling backlist titles in Adobe PDF form. These CDs are the perfect way to extend your reference library on key topics pertaining to your area of expertise, including Cisco Engineering, Microsoft Windows System Administration, CyberCrime Investigation, Open Source Security, and Firewall Configuration, to name a few. DOWNLOADABLE E-BOOKS For readers who can’t wait for hard copy, we offer most of our titles in downloadable Adobe PDF form. These e-books are often available weeks before hard copies, and are priced affordably. SYNGRESS OUTLET Our outlet store at syngress...
Words: 189146 - Pages: 757
...and the book is tremendously better due to all the work she’s put into it. While I certainly appreciate all the feedback everyone gave me, I want to stress that any technical errors that may have snuck into this book are entirely my fault and no reflection on anyone who helped. I always strive to identify and remove every error, but they still seem to sneak in. About the Author Darril Gibson is the CEO of YCDA, LLC (short for You Can Do Anything). He has contributed to more than 35 books as the sole author, a coauthor, or a technical editor. Darril regularly writes, consults, and teaches on a wide variety of technical and security topics and holds several certifications, including CompTIA A+, Network+, Security+, and CASP; (ISC)2 SSCP and CISSP; Microsoft MCSE and MCITP, and ITIL Foundations. In response to repeated requests, Darril created the http://gcgapremium.com/ site where he provides study materials for several certification exams, including the Security+ exam. Darril regularly posts blog...
Words: 125224 - Pages: 501
...AS GEOGRAPHY UNIT 1 WORLD AT RISK WORLD AT RISK GLOBAL HAZARDS Hazard – Potential threat to human life or property Natural Hazards – Caused by natural processes e.g. lava flow from volcanic eruption Hydro-meteorological Hazards – Caused by climatic processes (droughts, floods, tropical cyclones and storms Geophysical Hazards – Caused by land processes (volcanic eruptions, earthquakes) Disaster – When a hazard seriously affects humans Risk – Likelihood that humans will be seriously affected by a hazard Vulnerability – How susceptible a population is to the damage caused by a hazard. Disaster Risk Equation Risk (R) – Hazards (H) * Vulnerability (V) / Capacity to Cope (C) Risk increases if: * Frequency or severity of hazards increase * People vulnerability increase * Capacity to cope decreases (Capacity to cope is the ability to deal with the consequences of a hazard) e.g. people in remote areas are further from help in central areas, so have lower capacity to cope) * Global Warming – greatest global hazard * Recent increase in average global temp – climate change * Causes other types of climate change * Context hazard – global in scale (affects all parts of environment) – potential to trigger other hazards or make them worse * Chronic Hazard (Long term) * People who aren’t causing the problem are mostly affected * Difficult to find solutions * Hydro-meteorological hazards becoming more frequent ...
Words: 10391 - Pages: 42
...CHAPTER 2 Strategic human resource management Nicky Golding OBJECTIVES To indicate the significance of the business context in developing an understanding of the meaning and application of SHRM. To analyse the relationship between strategic management and SHRM. To examine the different approaches to SHRM, including: – The best-fit approach to SHRM – The configurational approach to SHRM – The resource-based view of SHRM – The best-practice approach to SHRM. To evaluate the relationship between SHRM and organisational performance. To present a number of activities and case studies that will facilitate readers’ understanding of the nature and complexity of the SHRM debate, and enable them to apply their knowledge and understanding. Introduction to strategic human resouce management This chapter charts the development of strategic human resource management. It assumes a certain familiarity with the evolution of HRM, early HRM models and frameworks and their theoretical underpinning as discussed in Chapter 1. The aim of this chapter is to provide a challenging and critical analysis of the strategic human resource management literature, so that you will be able to understand the synthesis both within and between strategic human resource management and strategic management in its various forms. Since the early 1980s when human resource management arrived on the managerial agenda, there has been considerable debate concerning its nature and its value to organisations. From...
Words: 70707 - Pages: 283
...ADRA AC&H AC&H H&S ADRA HA HA H&S OI REC NAT NAT OI VOC VOC SGO&H REC SGO&H pathfinder honor book 2014 revision general conference youth ministries department -1- ADRA AC&H H&S NAT HA OI SGO&H REC VOC pathfinder honor book 2014 revision general conference youth ministries department -3- General Conference Youth Ministries Department Director: Gilbert Cangy General Conference Associate Youth Director/Pathfinder World Director: Jonatan Tejel General Conference Honors Committee: Jonatan Tejel, Chairman Vanessa Correa, Secretary Gennady Kasap: ESD Youth Director Busi Khumalo: SID Youth Director Mark O’Ffill: NAD representative John Sommerfeld: SPD representative Paul Tompkins: TED Youth Director Jobbie Yabut: SSD Youth Director Udolcy Zukowski: SAD Pathfinder Director Copyright © 2014 by the Youth Ministries Department of the Seventh-day Adventist® Church All rights reserved. Published 2014 First edition published 1998. Second edition 2011. Third edition 2014 Rights for publishing this book outside the U.S.A. or in non-English languages are administered by the Youth Ministries Department of the Seventh-day Adventist® Church. For additional information, please visit our website, www.gcyouthministries. org, email youthinfo@gc.adventist.org, or write to Youth Ministries Department, General Conference of Seventh-day Adventists® Church, 12501 Old Columbia Pike, Silver Spring, MD 20904, U.S.A. Cover and inside design by Jonatan Tejel Printed in the United...
Words: 98832 - Pages: 396
