...HR Plan-08s The HR Planning Process I. HR Forecasting: Meaning II. Forecasting Activity Categories III. HR Forecasting Time Horizons IV. Determining Net HR Requirements I. HR Forecasting: Meaning HR forecasting constitutes the heart of the HR planning process. It can be defined as ascertaining the net requirement for personnel by determining the demand for and supply of human resources now and in the future. After determining the demand for and supply of workers, the organization's HR staff develop specific programs to reconcile the differences between the requirement for labour in various employment categories and its availability, both internally and in the organization's environment. Programs in such areas as training and development, career planning, recruitment and selection, managerial appraisal, and so on are all stimulated by means of the HR forecasting process. II. Forecasting Activity Categories Forecasting activity can be subdivided into three categories: • transaction-based forecasting, • event-based forecasting, and • process-based forecasting. # Transaction-based forecasting analyses focus on tracking internal change instituted by the organization's managers. # Event-based forecasting is concerned with change in the external environment. # Process-based forecasting is not focused on a specific internal organizational event but on the flow or sequencing of several work activities (e.g., the warehousing shipping process)...
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...Identify the ways that the HR metrics can be used to justify the purchase of an HRIS. HR Metrics is a tool that provides several factors that can be measured to show how HR contributes to the organization. An HR Metrics can measure the following factors; absence rate, cost per hire, health care costs per employee, HR expense factor, Human Capital ROI, human capital value added, prorating merit increases, training, turnover costs and a number of other elements (Kavanagh & Thite, 2009). An HR metrics can be used to justify the purchase of an HRIS by clearly weighing all the pertaining factors mention above and ensuring that they are understood by the managers and employees. HR Metrics makes it clear to the decision makers within an organization what can be achievable and what is not. In the case study, the job of the new HR manager was to ensure that the company’s owner understood the benefits an HRIS system would bring to the table and weigh in the cost of purchasing a system to the current costs of doing business without one. The HRM can simple start with an HRIS Cost-Benefit Analysis (CBA) Metric to show how the system can one, enhance revenue and reduce costs and two, what the implementation costs would be, i.e. out-of-pocket costs like software and technical support. An increase in company profits is another benefit of the metrics; it can plainly show how the company can improve its productivity and save time while doing it. Risk management, especially with today’s...
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... 1.1 HR Profession Map (HRPM) CIPD Profession Map identifies different professional areas within HR, different behaviour types associated with professions, and bands which determine the level an individual is at (e.g, Admin, Manager, Director etc). Members of the CIPD website can use the HR Profession Map to assess their current capabilities, and identify areas for development to either move bands within a specific professional area, or move into a different professional area altogether. This can be used for individuals, or to define HR within your business. 1.2 Professional areas The 2 core professional areas are: Insights, Strategy and Solutions Leading HR 1.2.1 Strategies Insights and solutions This professional area is critical to success within HR function. Develops actionable insights and solutions, prioritised and tailored around a deep understanding of business, contextual and organisational understanding (1) 1.2.2 Leading and Managing the HR function Provides active, insight-led leadership: owning, shaping and driving themselves, others and activity in the organisation. (1) The eight remaining professional areas are :- Organisation Design Organisation Development Resourcing and talent planning Learning and Development Performance and Reward Employee Engagement Employee Relations Service Delivery and Information 1.3 Behaviours Curious keep an open mind, be interested on current and future events, don’t stand still...
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...Responsibilities Full HR Spectrum Management as below: Payroll Management * Manage the accurate and timely completion of payroll processes. * Prepare monthly salaries cost reports by cost centre for the respective accounts departments and to provide ad hoc payroll reports requested by business units. * Liaison with external auditors on payroll audit. * System test and co-ordinate with IT provider on any payroll related HR system changes, upgrade, enhancement or problem logs. * Administer staff monthly claims and deductions. Staffing And Recruitment * Deliver high quality candidates by sourcing, screening, interviewing and assessing applicants that match the qualifications, skills and the experience specified. * Conduct Orientation Day for newly join employee * Update and maintain staff movement data and organizational charts. * Arrange corporate mobile phone, petrol card and/or email setup Attendance & Leave Management * Administer staff attendance and leave application * Compensation And Benefits * Administer staff benefits to ensure that it is according to the approved HR Policies and Procedures Employee And Labour Relations * Maintain good interpersonal relationship among employee. Labour Laws * General correspondence with statutory bodies. Ensure compliance with all statutory requirements, its deadline and to keep abreast of current legislation. Trainings And Developments * Organise...
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...Certificate in HR Practice Unit 1 (4DEP) – Developing Yourself as an Effective Human Resources Practitioner Activity 3 – Ability to reflect on own practice and development needs and maintain a plan for personal development Assessment Activity – 4DEP-F301A-(HR) Issued in September 2013 Name: To be inserted CIPD No: To be inserted Contents Ability to reflect on own practice and development needs and maintain a plan for personal development 3 Self-assessment against the CIPD Associate Membership Criteria –AC3.2 3 Development Plan and Records – AC3.4 3 Definition and Importance of Continuing Professional Development – AC3.1 3 Discussion with the Tutor (Optional) –AC3.1 4 Development Options for meeting my CPD needs – AC3.3 4 Appendix A – Development plan and records 5 Development Plan – 1 September 2013 to 31 August 2014 5 Development Records for the period – 1 September 2013 to 31 August 2014 5 Development Plan – 1 September 2014 to 31 August 2015 5 Ability to reflect on own practice and development needs and maintain a plan for personal development This is probably the most demanding section! Self-assessment against the CIPD Associate Membership Criteria –AC3.2 Once you have downloaded the AM criteria, you should be able to identify activities, knowledge and behaviours that you will need to develop. You should now see where the detailed information from activity one is useful. You should have detailed information on one of the areas and...
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...requested a project plan to discuss the steps and roles involved in creating an updated HR website. This document will cover the steps involved in Analyzing the current system as well as what techniques where used to gather the information and the design. We will address the scope of the project and how feasible the implementation of the proposed changes would be to the organization. Riordan Manufacturing is a worldwide company that has its headquarters located in San Jose, California. Riordan has a site located in Hangzhou, China that is responsible for making Plastic Fans. The other two locations are in Pontiac, MI, and Albany, GA. Michigan’s plant handles Custom Plastic Parts, and Georgia’s plant makes plastic beverages. This project will entail upgrading the current system for HR to a more state of the art system but without losing current abilities from the current site. The current HR site is broken down into categories. The existing categories are spread out as far as topics. There are multiple links for employee information, which should reside in a central location. The project timeline is 6 months from start to finish. Obtaining all information on current system standings and processes will be paramount to the success of this project. In this situation it will be very important to make sure that we have the key players involved so that all aspects of current business are covered as well as management’s vision moving forward. This project...
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...enough to achieve the organization's objectives. HR orchestrating is becoming a vital organizational element for maintaining a competitive advantage and reducing employee turnover Why Human resource planning is important Organization have their own goal through they opiate to reach, but as we ken that organization need capital, labor, machinery for engenderment, but they require additionally Human resources to maintain, to check the organization so that's why organization do human resources orchestrating for concentrating on altitudinal...
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...Bargaining Simulation HRMT 2349: October 29, 2015 Raelene Dersch, Travis Jensen, Sahar Ghanem, Diana Machado Rules We, as a management team, agree to bargain in good faith. We understand that this does not mean that we have to compromise and shift our position to the point where your vital interests are seriously jeopardized. It does mean that we accept the opposing side as bargaining agents with the authority both to make and live up than an agreement. We understand that once an item is agreed upon, we can’t later on change our mind and revert to a less generous position than what you agreed to before. Marvo Metal Products Limited is a medium sized company in Edmonton Alberta that is primarily engaged in the manufacture of metal office furniture. We also produce a line of office components, including wall cabinets and drawers, work surfaces, office-machine surfaces, and wall panels, which used together in various combinations provide the modules for “office landscaping” systems. Marvo also manufactures a number of other stamped metal products, such as steel shelving, garage doors, and locks. The company owns approximately eight acres of property in the older industrial section of the city. On this property are located the plant and offices- which are housed in a fifty-year old, two-story building- warehouse facilities, employee parking, and spur line providing railway services. Employees at Marvo were unionized when the Fabricators applied to the Labour Relations board...
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...behaviours required to be an effective HR practitioner. The HR Profession Map is designed specifically by HR professionals to help HR practitioners become well-found with the appropriate skills needed for current practice and future growth areas across HR. The Map describes what to do, what is needed to know and how to do it. Essentially the Map provides a widespread overview on how within an organisation the HR department functions. It also shows what is expected within the role of an HR practitioner from all levels based on the individual’s qualifications and experience. The Map has also been designed to support HR professionals at every stage of their career and sets out the global standards for HR. A clear and flexible framework has been developed. The HRMP displayed in (Figure 1) reveals what these behaviours and skills are below. Insights, Strategy and Solutions The first core area is Insights, Strategy and Solutions. This area can secure a role as a practitioner once mastered, as it will prove that one is aware of an organisation’s overall performance. The HR practitioner will need to maintain the effectiveness of the business functions, and demonstrate development requirements. The HR practitioner needs to understand the business and its day to day operations. Additionally, he/she will need to be able to investigate potential risks which can have an impact on the business. Once these are recognised, the HR practitioner will need to analyse strategies...
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...Lean Event (Kaizen Blitz) Agenda 1. What is Lean Event 2. Purpose of Lean Event 3. Lean Event Plan 4. Benefits of Lean Event Development of Lean Event (Kaizen Blitz) Kaizen Continuous incremental improvement Blitz To make a great effort to do something that needs to be done • • The origin of Lean Event concepts are pioneered by Toyota Production System. The concepts enabled the Toyota Production System to be the best in the world. Definition of Lean Event 1. Kaizen Activity – which means small step increment or continuous improvement activities 2. Short-term, intensive and focus effort to dramatically to improve the performance of a limited scope process. 3. Process for improving QDC by eliminating wastes 4. Process for learning Lean Manufacturing techniques 5. Technique to simplify existing processes with minimum money and maximum use of the people who daily make them work 6. The beginning of Lean transformation on the production shop floor Purpose of Lean Event 1. Speed of improvements can be realized quickly 2. Team are focused and free from daily operational issues 3. Team are creative and practical ideas are generated. 4. Intensity and urgency overcomes the intellectual resistance to new paradigm or ideas 5. Results generated are significant, clear and quick which will translate into enthusiasm and satisfaction. 6. Human development are enhanced as lean knowledge are being applied and transfer by relevant parties 7. Enhanced Learning by Doing Lean Event Principles...
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...Analyze HR System I Shane Maher BSA/375 03/31/2011 David Bruce Analyze HR System I For the Riordan Manufacturing service request the requestor Hugh McCauley has stated that the current HR system should be more “sophisticated, state-of –the art, information systems technology in our Human Resources department” which was stated in the service request SR-rm-004. The scope and feasibility will set up so that the best solution for achieving the goals of a technically new system is obtained. This paper will also identify the key factors to make this happen, the process will be gathering information regarding employees and the current system. Surveys and questionnaires along with face to face interviews which have worked in the HR department, other sources will be in the form of journals, books and experts in the related field. For the system to be developed and be implemented at the needs of Riordan, the SDLC will be making sure all five phases are completed. Investigation, Analysis, design, Implementation and Maintenance. (Valacich, 2009) Key Factors: Riordan has many focus points within their HR department.(Riordan, 2006) * Employee and Labor Relations * Employee Recognition Programs * Global Operations * Key Jobs * Recruitment and Selections Practices * Training and Development All factors need to be accounted for within the new system to make it more functional for HR. The current system HRIS was installed in 1992 (Riordan Intranet) , part...
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...Title page Executive summary The purpose of this report is to evaluate personal effectiveness of three members, Ajai Ratnakumar, Melissa Jayawardena and Shannelle Abayasekara who are to be working together as a team. The main objective of this report is to compare and fit the different characteristics of the three team members who are to work together as a team , so as to compliment each other’s working style, for the benefit of the team, and ultimately for the company. Third Eye Event Managers provide individuals and companies with an unforgettable and unique event that would be remembered for years to come. The company’s main aims are to achieve a balance of creativity and competent implementation of all undertaken events, be it a private or commercial One. Based on the tests conducted the report contains information about preferences, strengths, and techniques for increasing effectiveness of each individual. Conflicts that are likely to arise within this team and solutions for these conflicts have been suggested. Short Term and Long Term recommendations have been stated which would help the company increase efficiency and minimize conflicts within future teams. Contents 1 Introduction 4 2 Discussion 5 2.1 What is personal effectiveness?. 5 2.2 The importance of personal effectiveness 5 2.3 Indicators used to assess personal effectiveness? 5 2.3.1 Learning Style Preferences 5 2.3.2 Hemispherical Dominance 7 2.3.3 Big Five Locator 7 2...
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...BSBA - MIS & Finance Business Systems Assistant Business Systems Team – HR Systems Global Services Office, Boston, MA Systems Analyst, Merrill Lynch Helpdesk Technician, The Boston Beer Company Matt Foxman, Class of 2011 Previous Positions: OVERVIEW The Boston Consulting Group (BCG) is a leading international strategy and general management consulting firm operating across 40 countries in a complex and fast-changing business environment. The firm has built its worldwide practice on intellectual leadership and has helped change the way many corporations approach, and engage in, competition. Many of BCG’s strategic concepts are taught at leading business schools and executive education programs around the world. Reporting Gather data and publish in monthly updates. Projects Assist Business Systems Team and IT Project leaders on various projects. Transfer Knowledge Create accompanying end user documentation and guides for use of system. JOB RESPONSIBILITIES This position plays a key role within the BCG Human Resources Systems group working on various projects and application support activities. BCG’s HR systems group supports these primary areas: Core HRIS, Career Development/ Performance Management, Training, Career Services, and Recruiting. Key responsibilities will include: Test SKILLS NEEDED Highly developed sense of discretion due to . confidential nature of material. Strong organization skills and attention to detail. Good...
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...KEY LEARNING - SUMMARY Reflect on, and identify below, what you have learnt since your last submitted development plan (if this is the first development plan you have submitted for the programme, then ignore this box on this occasion). Your learning might encompass both what you have taken from your study on the programme as well as wider learning from work-related activities. Your reflection could reflect all or some of these suggestions: What I have learnt and understand better; What I knew already that has been reinforced; What I need to reflect on further or think more about; What I can do now or do better; What I'm going to do differently in future back at the workplace. We recommend that you maintain a full Development Record (Learning Log) (available on the VLE) for CPD purposes as you go through the programme (this does not have to be submitted with your assessments). The box below simply asks you to reflect on your key learning drawn from that and how it links (i.e. new development needs that you have identified as a result of your learning) subsequently to your updated Development Plan below that you are submitting with your unit assessment. Development Plan | NAME: | ZARINA ZHUSSUPOVA | MEMBERSHIP NUMBER: | 42818953 | COVERING THE PERIOD FROM: | JANUARY | TO: | JUNE | Planned outcome What do I want/need to learn? | What will I do to achieve this? | What resources or support will I need? | What will my success criteria be? | Target dates for review...
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...my formal internship attachment with Nestlé Bangladesh Limited. I have tried to discuss all the relevant points of a feasibility study while keeping consistency with Nestlé Bangladesh Limited. I would be glad to clarify any discrepancy that may arise or any clarification that you may require regarding my project and report. Sincerely, _________________________ Syed Mohammad Shihan Sazid ID: 07204036 BRAC Business School BRAC University i Acknowledgement Firstly, I would like to thank Hasibur Rahman, Comapany Security Manager, Nestlé Bangladesh Ltd, and my Internship Supervisor, for entrusting me with such an important project and allowing me scope to work independently, providing all required support. I also thank Sumit Chakraborty, HR Officer – Training, Nestlé Bangladesh Ltd. for providing me with the information required to conduct my study. Lastly and most importantly, I would like to show my sincere gratitude to Ms. Afsana Akhtar, Associate Professor, BRAC Business School, BRAC University, my faculty supervisor for constant supervision and guidance. I am also thankful for the patience that she has shown during the project. In addition to this, knowledge on business strategies and training...
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