...experiences, Increasing the motivation between the team to develop the HR department outcome. 2) Personally Credible: Developing skills and capabilities to deliver support for organization, Sharing own experience and studies to support the HR Team & Listening to the HR team feedback to start the plan in modifying yourself. 3) Skilled influencer: Developing the work area skills by adding your own experience, Accepting the opinions that could affects the work environments, managing yourself upwards, explain the difficult cases and issues in a understandable and easy way to let the others understand it. 4) Decisive thinker: Ability to collect information and data in a quick and accurate way, Arrangement of the collected data in a proper way may assist in knowing the full picture, Compare and evaluate the collected data before the decision, Use a logical tools that assist in making a fair decision & Giving the HR Team a responsibility to take and make decisions will help in development and improving the organization. 5) Curious: Ability to analyze and test with others, Giving support to others, Searching for development to the organization, Seeks for the updated HR Practice to support the organization. 6) Role model: Achieving tasks in suitable and proper way as expected to be to support and add more value to the organization, Ability to take the responsibility to rectify and revise a mistake, Motivate the HR team to act in parallel in making decisions in corrective and positive...
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...of SJPL. b. Having the right inputs given, by selecting the “right person for the right job”, and managing their welfare and growth plays a highly vital role in our operations, which can neither be underestimated nor ignored’. c. Managing and controlling manpower, their performance and behaviour is not only a skill but is a necessity to master. This manual is a guide to such management and the rules hitherto laid down are applicable to every SJPL worker at any project / project office or local area office. HRP .3 LEVELS OF RESPONSIBILITY: a. Human Resources management is controlled and managed overall by the Head of Human Resources at the Nodal Office, reporting to the Country Manager. b. Planning and requisitioning for projects is taken care by the HR head in conjunction with the concerned operations head or the projects head –from time to time. c. Based on the technical specifications provided, sourcing, identifying, initial...
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...Interview questions for staff nurses What skills and experience would you bring to the role? Tell us about a recent situation where you were required to use your own initiative. How do you cope with pressure/stress? Have you be appointed as a team lead ? What role do you play in a team environment? Where do you see yourself in two/five years’ time? Please give example of situation where you have collaborated with the multidisciplinary team. – orally What are your strengths? What are your areas for your improvement? How do you keep up to date? What does good quality care mean to you? How would you help reduce a patient’s anxiety on admission to hospital/the unit/ward/prior to a procedure? How can we respect diversity in the workplace? How do you ensure safeguarding on the ward? Describe most dislike to see in the clinical area (about clients or staff). How do you resolve frustrations at work? How would you deal with a doctor who was rude? Standard Nursing Interview Questions * How would you describe your skills as a team player? * How will you deal with difficult doctors? * How will you deal with difficult patients and/or their families? * How will you handle unexpected circumstances, such as being short staffed and having to perform a treatment you have not done before? More Nursing Related Questions: 1. What type of nursing experience do you have? 2. Where did you get your training and what certifications do you have? 3...
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...http://www.hrpayrollsystems.net/hris/ http://www.successfactors.com/content/dam/successfactors/en_us/resources/white-papers/cloud-when-and-why-wp.pdf The Cloud When & Why? WHITE PAPERSUCCESSFACTORS / WHITE PAPER HOW CHROS DELIVER BUSINESS IMPACT Achieving CIO Goals in the Cloud Introduction CIO’s jobs are changing. These days it’s not only about running IT efficiently, but also about supporting core business strategies and helping create strategic advantage by reducing cost and driving innovation. This means CIOs are under pressure to build infrastructure that can move and adapt at the same rapid pace as the rest of the business. They need to support geographical expansion, mergers, and product or service innovation while at the same time reducing costs. In other words, CIOs are being asked to do more for the business with fewer resources. Every year, the same cycle repeats: reduce total cost, move the cost structure from fixed to variable cost, and free up resources for innovation by reducing operating expenditures. Initially, companies adopted outsourcing and Cloud solutions primarily to reduce costs and preserve resources for strategic initiatives. More recently, however, Cloud applications have been used to support the strategic agility today’s businesses need. In addition, having one single code-base across all their customers allows modern Cloud application vendors to very quickly leverage innovations and distribute product improvements...
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...СТРУКТУРА, ДИАГНОСТИКА И КОНСУЛТИРАНЕ НА ЕКИПА Настоящата разработка представя авторска методика за диагностика на екипа. Първоначално е дефинирана категорията "екип", ограничена е от малките групи, колективите, учебните и тренинг групите. Доколкото екипът е сложен, интегративен феномен, в работата е реализиран комплексен подход, при описание на неговата структура. На тази база е разработен въпросник. Приведени са данни за неговата валидност, надеждност и норми. Накрая са дадени указания за използване на резултатите от теста в организационното консултиране и управлението на екипите. Винаги, когато целите надхвърлят индивидуалните възможности на хората, е важно високоефективното взаимодействие между членовете на общностите, организирали се за постигането им, а категорията за означаване на това взаимодействие е "екипът". Затова диагностиката, изграждането и управлението на подобен род човешки групи е важна задача пред организационното консултиране. Всеки опит да се дефинира категорията "екип" ни изправя пред редица сходни понятия, с които малко или много си прилича - малка група, колектив, учебни групи, групи за социално психологичен тренинг и пр. Специфичното за екипа, което го отличава от малката група, е това, че връзките между членовете при него са опосредствани от съвместната дейност, в смисъл, че стойността на отделната личност за другите зависи от отношението й и приноса й към общата работа, която всички заедно изпълняват. Докато в малката група междуличностните...
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...Monday 2nd February 2015 The essay topic is: ‘You are the HR manager of a large cinema chain based in London. The cinema manager in one of the branches will soon retire. You have been asked to hire a new cinema manager who will be responsible for the overall running of that cinema. Outline and explain the steps you need to follow to hire and successfully induct and retain the new cinema manager. How will the current state of the UK employment market affect your resourcing approach? Use academic sources to support your answer.' (2,500-3,000 words) Instructions to students: This is an academic essay and student answers should be based on academic theory and not on professional practice. Theory used in the essay should be backed up by the use of full and consistent citation, both in text and in a full reference list provided at the end of the essay. A good approach to the essay topic would: (i) discuss the role of HR planning in the resourcing process and discuss how HR planning should be used in the cinema scenario; (ii) explain the importance of the job analysis stage and how it should be conducted for the cinema manager role; (iii) present and justify the choice of internal/external recruitment tools and selection techniques appropriate for hiring the cinema manager; (iv) discuss the importance of an effective induction and appropriate retention strategies in ensuring that the cinema manager effectively settles in his/her new role and does not leave...
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...Assignment: - Interview an HR Manager - Based on the interview: * Determine the Corporate/Business Strategy * Write an A4 paper regarding on HR manager’s contribution to the Formulation/Implementation/Evaluation of strategy After interviewing an HR manager who works for BP, the company’s corporate strategy was apparent as follows: BP is one of the world's leading integrated oil and gas companies that deliver energy to the world. Aiming to deliver value over volume; BP operates in almost 80 countries across the globe to find, develop and produce essential sources of energy to turn these sources into products that people need everywhere. BP provides its customers all around the world with fuel for transportation, energy for heat and light, lubricants to keep engines moving, and the petrochemicals products used to make everyday items as diverse as paints, clothes and packaging. BP aspires to create value across the hydrocarbon value chain; this starts with exploration and ends with the supply of energy and other products fundamental to everyday life. To maintain its competitive advantage, BP pursues its strategy by setting clear priorities, actively managing a quality portfolio and employing its distinctive capabilities. BP has clear priorities that aim to run safe, reliable and compliant operations leading to better operational efficiency and safety performance to achieve competitive project execution on time and on budget. The company undertakes active portfolio management...
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...If I were an HR manager Being an HR manager is a very difficult role in any company weather it is a large enterprise or a small company. HR manager is an Individual within an organization responsible for hiring new employees, supervising employee evaluations. He also should mediate between employees and bosses, and general oversee the personnel department. If I were an HR manager, first of all, I would be like a positive personage. We can all agree that It is very, very hard to get ahead without being a positive person because, very simply, no one likes to work under or near a “dark cloud”. Even if the “cloud” is very smart. Also staff will be easier perceive such manager and openly communicate with him. Second one, I would try to create a good atmosphere within the company by creating some team buildings, giving rewards, giving a thorough feedback of their work and etc. And of course If you want to manage personnel effectively, help them by making sure organizational chart leaves as little as possible to the imagination. It should paint a clear picture of reporting relationships and make it patently obvious who is responsible for what results. As I said before HR manager role is complicated. I can say that HR manager is like a heart of the company. It is circulate all human processes within the organization, he is “pumps blood” for all departments thereby directing it in the right direction (it is like to put the right person on the right place) and sets the rhythm of the...
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...How to be Successful as a HR Manager Understanding the Human Resource Management Concept Critical for success for any associate who works in Human Resource management is to understand the Human Resource Management Concept. One must have a strong understanding of the various roles involved in Human Resource Management. Human Resource Management involves the management and operations of the following items: “job analysis, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.” It is a function within a business that manages the human capital element and all that it encompasses. It functions as a business unit that deals with all the aspects of employees. The Role of a HRM in a Company The role of Human Resource Manager, HRM, within a company can vary depending on the needs and the size of the business. In a general capacity, a HRM oversees day-to-day operations of all Human Resource functions. These functions include such things as: compensation, staffing, planning, developing, training, and associate relations. The HRM helps to create and instill a corporate culture as designed by the company’s mission or vision. The HRM is responsible for hiring employees. By hiring select talent with certain skills, the HRM will be able to train and develop the employees to carry out the...
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...Powers and Duties of Officers and Employees The procedure followed in the decision making process, including channels of supervision and accountability, the norms set for discharge of functions and the rules and regulations held under the control of the organization and used by its employees are detailed below. Shri Raji Philip Chairman-cum-Managing Director The Chairman and Managing Director is the Chief Executive of the Corporation and is responsible to the Board of Directors. He is responsible for all the activities of the Corporation including personnel, financial and commercial management, and corporate planning and project implementation. He is responsible for the effectiveness of the organization in the pursuit of the Company’s goals and objectives and in particular for the performance and supervision of the technical, administrative and day-to-day operations of the Company. The powers exercised by CMD are as per “Delegation of Powers” of CMD in vogue from time to time. Shri A K Bhatia Director (Operations) Director (Operations) is a member of Board of Directors and reports to Chairman and Managing Director. He assists the CMD in all technical matters, in procurement of providing support to the mills for efficient operations, forestry raw material and other major inputs, setting technical parameters and monitoring the operations against the set norms, closely inter-acting with the Chief Executives of the mills on all technical matters including innovation...
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...PROBLEM: • ABSENCE OF VIABLE ALTERNATIVE CANDIDATE to fill the position after the resignation of General Manager. Also lack of skilled labor/ Knowledge workers at Gourmet faulty hiring and no training. SOLUTION: Mr. Nawaz Chathha the CEO of Gourmet Foods is not delegating any of his authority to capable Personnel. ” seldom relies on anyone for making key decisions” He needs to delegate his authority to his capable children. He should take services from ‘ Head Hunters’ to solve the imidiate need for capable General manager .Also the CEO needs to take services from Staff managers . (He can take help from agencies for recruitment) • HIGH TURNOVER RATE AND WORK PLACE DEVIANCE among gourmet’s lower staff. “Sales people did not deal with the customers politely, took too long or often appeared to be aloof of any customer queries”….. • UNFAVORABLE PUBLICITY of Gourmet’s bakery: ‘ rat invasion’ incident at Karim Block outlet in Lahore • LOW QUALITY OF PRODUCTS AND WORK ENVIRONMENT at production facility and TRAINING OF EMPLOYEES OVERLOOKED to keep costs low. “The lower level staff in the production plants is also prone to injuries, most commonly burns,” Time is wasted as they have to take lot of time off from work in order to get healed. • FAULTY HIRING SYSTEM: ‘Experience’ and the number of recruitments by each manager were given preference instead of qualification and ‘suitability’ of employees for the required position. ...
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...difficult for management to exist. Many of Google’s employees are also highly independent and do not like being micromanaged. Garvin (2013) described a 2002 experiment where Google made their organization flat, eliminating engineering managers, the company realized that managers do more than just manage projects. Managers contributed to the company, “by communicating strategy, helping employees prioritize projects, facilitating collaboration, supporting career development, and ensuring that processes and systems aligned with company goals” (Garvin, 2013, para. 2). Google then created a people operations department in charge of performance reviews and creating the Google company survey. The people analytics group was created one year later which set out to collect data and in an evidence-based manor to solve problems in the organization. Having been data-driven in every other department in their company, Google wanted their human resources department to use the same approach. To contribute to the data-driven change, Project Oxygen was born. Project Oxygen set out to prove that managers don’t matter, in order to find that mangers do matter. People analytics examined the Google ratings, semiannual reviews, and exit interviews to determine how managers affected employees. Oxygen identified eight different characteristics that high-scoring mangers shared and used those characteristics to describe ideal leaders. People ops used the findings in Oxygen to build their training and assessment...
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...HR Manager is one of the most important key to open a lock hanging on the door of success in an organisation. If an HR Manager is efficient enough to handle and to take out best from his team members any organisation and can achieve more from his target goals. HR manager plays a very important role in hierarchy, and also in between the higher management and low level employees. Stated below are major responsibilities of HR Manager:- Responsibilities: 1. To maintain and develop HR policies, ensuring compliance and to contribute to the development of corporate HR policies. 2. To develop the HR team, to ensure the provision of a professional HR service to the organization. Manage a team of staff responsible for mentoring, guiding and developing them as a second line to the current position. 3. To ensure timely recruitment of required level / quality of Management staff, other business lines staff, including non-billable staff with appropriate global approvals, in order to meet business needs, focusing on Employee Retention and key Employee Identification initiatives. 4. Provide active support in the selection of Recruitment agencies which meet the corporate standard. Ensure Corporate Branding in recruitment webs and advertisements. 5. Develop, refine and fine-tune effective methods or tools for selection or provide external consultants to ensure the right people with the desired level of competence are brought into the organization or are promoted. 6...
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...Case study: Warbings Office Systems Plc Background Warbings Office Systems is small but rapidly growing company, focusing on delivering and supplying office based products to a target market of small businesses in the U.K. and, increasingly, Europe. As the trend for homeworking continues much of their new business is in supplying office materials to individuals working from home. Currently offering some 18,000 different product lines in store and 39,000 via catalogue ordering, it intends to double its product turnover in the next three years by increasing its web-based ordering capabilities. With the marketing strapline ‘you need it we’ve got it’, Warbings aims to make office supply shopping as easy as possible for customers. Priding itself on being a ‘thoroughly modern company with old traditions,’ Warbings has used technology to evolve into a customer-focused business, striving to give each customer a ‘personal service second to none,’ with a variety of different, but easily accessible, ways of ordering and receiving products tailored to their individual needs. The more cynical of their staff occasionally reflect that the customers even dictate the lavatory breaks and bedtimes of the Warbings’ employees. Graffiti on one of the depot walls, that intriguingly reappears every time it is removed, says ‘you need it we bleed it’ and occasionally ‘Wosp stings’. The Warbings CEO is passionate about delivery and customer care and he is convinced that the way in which...
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...Email objective | Template email | 1. Applying approval mail sent to unit manager. | Dear Unit manager,Please note that I applied for the new announced position sent from the recruitment side as my interest to have career development and I am kindly seeking your approval as mandatory to complete the applying cycle process or the request will be not eligible Many Thanks | 2. Not eligible reason. | Dear Employee,Thank you so much for your intrest nd time invested to apply for our vacancy please note that you are not eligible to complete the applying process due to below reasons hre will depend on the system to be as per below reasons:- * Not eligible due to the unit manager nin approval * Not eligible due to OD feedback about ( performance agreement or PDRs and promotion eligibility * Not eligible due to ER feedbacks with warning letters * Not eligible due to Recruitment feedback ( transfer dates eligibility or qualifications) | 3. Assessment date notification. | Dear Candidates,Please visit our portal or check your email as the assessment details was sent to your side , kindly check the guidelines assessment including the location , date and time.Many Thanks and Good Luck | 4. Acceptance emails:- Titles could be changed Dear Employee, On Behalf of all TE Data Assessors Team, we are pleased to announce your acceptance for the position of (Title) We are all looking forward for your positive contribution to the company in your...
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