...HRIS System I. Role of the HRIS System with the Atlanta Dream The role the HRIS System in an organization is to “gather, analyze, and distribute information about job applicants and employee (Jackson, Schuler, & Werner, 2009, p. 55)”. The Atlanta Dream will use this system to enter performance information, access employee’s information and to assist with the development plan of employees. The HRIS System will make it easy for the Atlanta Dream to communicate the company’s mission and vision to all its employees. The HRIS System will provide Atlanta Dream with a central location for employees and applicants to finds information about the internal structure and strategic goals of the Atlanta Dream. a. Information Processing Keller Consulting Group will align the HRIS System to the mission of Atlanta Dream. The system that Keller Consulting Group plans to implement provides Atlanta Dream with a clear and concise overview of HR policies and practices. Keller Consulting Group plan to maximize efficiency by improving overall employee satisfaction. Employees will be able to input information such as direct deposit information, update benefit and beneficiary utilizing this system. b. Information Craftsmanship The HRIS System the Keller Consulting Groups provides to the Atlanta Dream will be easy to use and understand. This system will be interactive, employees will be able to make general change to their personal information and see the changes instantly. It is important for...
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...Compensation Plan slide 1 of 5 Brief description of Dream Job My dream job would be as a Human Resources Director earning an annual salary of $142,860. A human resources director is in charge of all human resources activity in a company. That includes creating and implementing company-wide policies, recruitment and retention of employees, insurance, pensions, promotions, the termination of employees and benefits. HR directors also study the industry to devise a compensation system that both attracts talent and takes the employer’s cash flow into consideration. An HR director ensures the morale of existing employees by designing programs and benefits plans that keep employees motivated and working hard. In order to fit personnel activities within the company’s strategy, the human resources director must also ensure that all activities fit within the company’s budget. HR directors generally have around a decade of experience in the human resources field, and many get promoted into the position from an HR manager post. HR Directors also prepares written Affirmative Action Plans; keeps records of hired employee characteristics for governmental reporting purposes. Represents management in negotiating collective bargaining agreements, mediation, and arbitration proceedings. Drafts proposed contract language; assembles negotiated contracts. Assists in resolving labor disputes and grievances. Oversees and directs the development...
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...AMERICAN INTERNATIONAL UNIVERSITY-BANGLADESH Presentation Report Group Name: Prepared For ERFAN HAQUE Faculty of Business school AMERICAN INTENATIONAL UNIVERSITY-BANGLADESH Prepared By * RABBI, MD. FAZLAY 12-20952-1 * RABI, OBAIDUL ISLAM 12-20984-1 * RINKY, ROZINA AKTER 12-20929-1 * HABIBA UMMA 12-20930-1 * CHOWDHURY, MD. RIASAT IMTIAZ 12-20934-1 * SHAWON, SHAHRAJ HOSSAIN 12-20950-1 TABLE OF CONTENTS 1. History 2. Cascade Approach 3. Mission & Vision 4. Different Objectives 5. Human Resource Planning 6. Marketing Mix 7. Training 8. Remuneration/Benefits 9. Privacy & Security System 10. Loans 11. Types Of Banking 12. Conclusion History The Hongkong and Shanghai Banking Corporation Limited is a prominent bank established and based in Hong Kong since 1865 when Hong Kong was a colony of the British Empire. It is the founding member of the HSBC Group and since 1990 is now a wholly owned subsidiary of HSBC Holdings plc. The company's business ranges from the traditional High Street roles of personal finance and commercial banking, to corporate and investment banking, private banking and global banking. It is the largest bank in Hong Kong with branches and offices throughout the Asia Pacific region including other countries around the world. HSBC started operations in Bangladesh in...
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...HRM Project on Pakistan Tobacco Company (PTC) We are providing Projects for your business growth and to meet new challenges. Here are some projects prepared by our team of "Developing New Projects" for the Guarantee of your business growth British American Tobacco: British American Tobacco is the world’s most international tobacco company with an impressive market position in Latin America and a robust position in all the other regions including America pacific, Asia-Pacific, Europe and Africa and Middle East (AME).for 100 years, British American Tobacco has been building an international reputation for producing high quality tobacco products to meet the diverse preferences of consumers. Leading edge manufacturing BAT focuses on quality and excellent distribution capabilities enabling consistently to deliver premium products in 180 markets. Vision: “To achieve leadership of the global tobacco industry in both a quantitative and qualitative sense.” BAT has 15% of the global market and is the second largest international tobacco company and the market leader outside the US. For BAT leadership is about being recognized as a high quality business with excellent people and products and being seen as a benchmark company. Business focus: BAT has clear priorities for investment: 1. Market leadership or premium position: Focus on markets where it can retain or achieve portfolio leadership and build premium positions such as Middle East, Japan, South Korea...
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...friends especially Shamra teacher in recognition of their worth and to my teachers who are the guiding force for me and it is their effort and hard work that showed me the path of success and prosperity which would be there for me for the rest of my life. “Keep your dreams alive. Understand to achieve anything requires faith and belief in yourself, vision, hard work, determination, and dedication. Remember all things are possible for those who believe.”- Organizational Chart of Unilever Human Resource Management at Unilever: On the entry level the HR Department is mostly taking MBA graduates. According to Unilever their belief is that "Their people are their greatest asset”. The HR team takes great pride in acknowledging the contribution of each employee. Unilever focuses a lot on HR Development and for that the HR team ensures: • Staff of Unilever consists of world class Professionals and ensures that the right systems are in place to encourage people to develop to their full potential Collaborative and mutually supportive work environment is created that encourages people to grow. Team of professionals is built which delivers expertise by participating in business decisions. Performance Management and Reward Systems are developed which underlies the Business strategy of Unilever. A...
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...HR in ECC Division | | | ECC recognises that people are the real source of competitive advantage. It is through people that ECC delivers total customer satisfaction. These values are reflected in our Human Resources practices which have earned national recognition several times. | | ECC-ites go through a process of continuous learning, assisted by training programmes. Apart from on-the-job training and technical training, over 100 programmes on general management and behavioural topics are conducted each year. Interactive CD-ROM based programmes have enabled employees learn at their pace. Management Development Centre, LonavalaECC has always believed in experimentation with and implementation of new ideas. HR practices such as collaborative performance appraisal, career & succession planning, team rewards have been institutionalised.An extensive and rigorous recruitment process ensures quality induction. L&T's Graduate Engineer Trainee recruitment process covers India's major engineering colleges and institutions. Programmes, plant visits and comprehensive information-sharing facilitate induction. ECC Division has an ongoing organization development programme, which is one of the longest sustaining OD effort in India. | | Awards for our HR Practices | | | * Asia Pacific HR Conclave Award for the company with “Most Innovative HR practices” * National award for “Best HRD Practices” from Indian Society for Training and Development...
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...Assignment #2: Ethical and Socially Responsive Business Sophia Overstreet BUS 100 – Intro to Business Dr. Ras Acolaste March 09, 2015 I returned to college at this point in my life because I felt like something was missing. I’m great at what I do and I think I do a great job, but there is always room for improvement, and I want to learn as much as I can, while I can. There is an old saying, “Knowledge is Power!” If you know more, you will be able to negotiate a higher salary or obtain a better position. I didn’t feel like my career was secure or stable without a degree. I currently work in the HR Dept as the Human Resources Manager. I love my job because I am a people person, and the HR position consists of managing people and being available for people. At times I do feel as if though I’m babysitting. Working in this field exposes you to many different personalities and attitudes. HR is that buffer between senior management and subordinates. All large companies have an HR Dept. HR is a resource for legal issues and provides guidance on company policies and procedures. This department is vital. The second reason I came back to college is very personal. No one in my family has ever graduated college. Therefore, I will be the first one to accomplish this, and that makes me so proud. I want to make my children and family proud. Furthermore, my sons will want to follow my lead. I want to be a positive role model and lead by example. ...
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...contravention to his principles and values and he is stating that work environment is unfair and it’s difficult to continue working in such environment. In order to elaborate and conclude on Mr. Hallway claim. Please allow me first to provide a synopsis on the Constructive Discharge and the Civil Rights Act of 1964 Constructive Discharge and Title VII: Constructive discharge is a legal concept that is part of the Federal Equal Employment Opportunity (EEO) Law, which prohibits job distinction and bias based on race, national origin, sexual preference, religion or disability discriminating against individuals because of their race, color, national origin, religion, or sex” (The U.S. Equal Employment Opportunity Commission, n.d.). Based on the labor law, a constructive discharge will take place if an individual’s job is impossible to perform that the normal person would abandon his post. Mr. Hallway is stating that his new schedule disabled him from showing up to work and to continue to be an employee of “Kids Dream Toys” because this will represent a controversy with his principles and values. Mr. Hallways principles does not allow him to perform any physical work on the weekends, so he decided not to continue as an employee of the company, he claims that by requesting him to do so the company has put him in a dilemma with his values and principles which didn’t leave for him any chance but to...
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...HUMAN RESOURCE STRATEGY 05/17/15 A businessman once said, (A business succeed not because it is long established or because it is big , but because there are men and women in it who live it, sleep it, dream it, and build great future plans for it ) Great place to work and best companies to work for lists in the US and abroad re present the most definitive employer of choice and workplace culture quality recognition accompany can receive, and From the 100 best company listed, I would like to choose Marriott International Inc and Navy Federal Credit Union to compare between them regard size, product, vision and mission. First, Marriott international Inc is a global leading loading company based in Bethesda, Maryland, USA with more than 4000 properties and more than 690,000 rooms in 78 countries and territories. Marriott International reported revenues of nearly $13 billion in fiscal year 2013. The company operates and franchises hotels and licenses vacation ownership resorts fewer than 18 brands, including Marriott Hotels, The Ritz-Carlton, JW Marriott, etc. Marriott has been consistently recognized as a top employer and for its superior business ethics. Secondly, Navy Federal Credit Union is the largest natural member or retail Credit Union in the United State, both in assets size and in membership. As of August 2014 Navy Federal Credit...
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...understand the problem we need to step back and take a better in-depth look at the overall picture. First and foremost, why were unions created, previously I prepared a paper about the labor movement in the United States and how it gained its humble beginnings in 1768. How it fought and struck a good blow for the worker by protesting wage reduction. Since then, the fight for fair wages and decent working conditions has resulted in significant successes, while being fraught with terrible suffering and loss. At first glance it would seem that the Union/Employee Relations Policies at the plant were in good order, however, evidence and time prove wrong. Issues: Treadway Tire's plant in Lima, Ohio had major issues, which resulted in strong job dissatisfaction and high turnover among...
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...mission is to provide customers with the finest selection of meats, cheeses, bakery items, wines, tools, and ingredients in a one-stop shopping experience with reasonable prices. However, according to the strategic plan, Kathy takes on many roles, including human resources. She interacts with the customers and staff but has not thought about future endeavors with the business growing at its current rate. KFF does not have a true human resources department that is an area that needs immediate attention. Kathy needs to think about the future of the business in the event she becomes ill and cannot fulfill her role as the owner, supervisor, product replenishment and inventory control, along with-related human resources issues. Human resources management (HRM) is the process of determining human resources needs while recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals (Nickels, McHugh, & McHugh, 2008). HRM is more than hiring and firing employees; HRM will allow KFF to succeed and grow even more competitive in the specialty food market as well as retaining the employees currently working at KFF. The employees will have the opportunity to grow professionally and personally with the HRM concept becoming a part of the organizational goal. When implementing HRM into an organization it is important to remember to apply this concept at the strategic level; this will enhance the organizations performance, including...
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...Hancock Manufacturing Human Resource Brochure John Hancock started his company in 1951 over 60 years ago, his dream was to produce high quality utility trailer equipment. Mr. Hancock started the business in Dearborn Michigan where the automotive industry was booming. The company went from one building to owning several factories worldwide. Hancock Manufacturing has been named one of the leading sellers of utility trailer equipment by manufacture best magazine, and has also been deemed one of the top manufacture companies to work for. Mr. Hancock vision of the company is to take care of the employees first and the businesses will be successful. The Human Resource Management (HRM) department has commitment, determination, and organization to help the company to meet their mission and vision goals. The HRM team is the center of the companies’ vision and over the years the HR department has been restructure to provide training, and recruiting the best diverse talent for the organization. Technology Technology is the cornerstone of any organization by Hancock manufacturing investing in new technologies; it allowed the organization to be more proficient and profitable. While updating operator procedures the tools used, and equipment that is designed to make the work more efficient and the organization. Technology has had many changes over the past 10 years in the human resources department that has benefited the obligations at Hancock Manufacturing. The new technology...
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...HR Roles and Responsibilities Jennifer Hoff MGT/431 June 27, 2012 RALPH APUAN HR Roles and Responsibilities “Human resource management is critical to the success of organizations because human capital has certain qualities that make it valuable.” Employers put a great deal into recruiting, interviewing, training, and retaining their staff. Employee training, compensation, and retention are important to have a stable and safe workplace. However, as times have changed employers have changed the way employees are managed and retained. In the age of all the new technology and how employers interact with employees and how employees interact with one another. Take Google and Facebook for example integration of working teams has become a large if not the main workplace culture. Both global companies offer a service worldwide, social networking and a search engine tied together with social networking has become genius for the founders and teams of both companies. It used to be 10 or 15 years ago the boss or the human resources manager placed and advertisement in the paper or online to recruit for a job opening, candidates would come in to the office, make a phone call, or fax in their resumes and applications. How times have changed; those days seem to be long gone. Present day recruiters and HR managers place adds on job boards and the internet through various networking and internet sites to reach the most qualified candidates. Google and Facebook are alike in many ways;...
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...Racial Discrimination and Harassment Case Study Dana Agent 3/9/2014 A very clear example of harassment based on an employees’ race is evident in the lawsuit filed against MMR Constructors, Inc. in Arkansas. An African American employee was subjected to racial harassment by white employees that included racially offensive language, graffiti and death threats. White employees went as far as going to the black employees’ home in the middle of the night and threatened his life because he apparently reported the racially charged incidents to the company. The employee reported the “midnight visit” incident to the company and the company refused to take action against the employees because it did not happen at work. When a company overlooks incidents happening on and off the worksite, it gives the harasser the impression that the company condones the behavior. Harassment by definition is the act or an instance of harassing, or disturbing, pestering, or troubling repeatedly; persecution. The Equal Employment Opportunity Commissions’ (EEOC) definition of harassment includes slurs, graffiti, offensive or derogatory comments, or other verbal or physical conduct. “Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).” (EEOC.gov) The employee was a victim of harassment and subjected to unethical...
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...People Management Fiasco in Honda Motorcycles and Scooters India Ltd 1. Identify and discuss the key factors that led to the breakdown of industrial relations at HMSI. The HR polices of HMSI were adopted from its parent company, HMCL, which is a Japanese company. Even though the HMSI had very good HR policies in place, the management in India failed to implement the company’s written HR policies, which had created a collapse in the industrial relations at HMSI. Further, the following incidents that took place in HMSI had created a rift between the workers and the management. HR Policies v. Managers’ practices Incident 1: Gift - When employees refused to accept the low value Diwali (a major festival in India) gift, the management never listened to employees demand and transferred the value of the gift to employees salary account without their consent. Incident 2: Movement Sheet – Employees were required to sign the movement sheet for every break, including drink and restroom break. Further, a worker stopped the conveyer belt, when he was denied permission to use the restroom, which had created resentment among employees towards the management. Incident 3: Strict Leave Policy – Workers were denied leaves even for some serious and emergency situations. And the workers were asked to leave the company if they could not perform up to expectation. Incident 4: Shift changes – Employees were not allowed to make temporary shift changes and some employees even received the threat...
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