...regulations with the commercial affairs in order to build up a company with a developed economic environment that would attract both the foreigners and locals. It has more than 50 branches in Abu Dhabi, Al Ain and Al Gharbiya. DED’s objective is to achieve the best economic development by its commercial affairs and the economic regulation for the best interest of the country. The research paper will talk about how the performance appraisal will be applied in this government department and how do they deal with it through an economic development environment. On the other hand, we’ll be able to analyze what are the differences between what we’ve studied through this course and what it is implemented through the department. As I am working in the HR department at DED and that always deal with doing the performance appraisal and checking if there is any difficulties that the employees would face it while they are giving their opinion about performance appraisal. The performance appraisal is an annual process that every employee has the rights to evaluate his/her job performance through certain criteria which the company follows it and also the employees would give an opinion about what are the strengths and weaknesses of the company and also they would give an opinion about any future improvement that will help the organization. Applying the...
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...Title of Paper Author Name Institutional Affiliation Repeat the Full Paper Title Here I post this paper template with some American Psychological Association (APA) guidelines (APA, 2009) in order to help you learn APA. Note that I am not trying to write a thesis here, but am trying to provide you with a useful template and some tips to improve your writing! The use of this template is not required, but I strongly recommend using it to submit your papers in this and other courses if your instructors do not provide a template or guidelines but do require APA. You can simply replace my words and headings with your words and headings. This section is the introduction of your paper. Note that it does not have a heading that says “Introduction”; the fact that it is the introduction is implied by its placement within the paper. A strong introduction will provide the background or an overview of your paper’s topic, explain the paper’s purpose, and provide an outline of the paper. Headings All of your papers will probably include first level headings. First level headings are like the one above. They should be centered, boldface, and use title case (Upper and Lower Case like the Examples in this Paper). For a long, in-depth paper, you may want sections within your headings. These are second level headings. They should be flushed left, boldface, and title case like this: Second Level Heading 1 Second Level Heading 2 Please note that headings follow the 2x2 rule described...
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...1.0 Introduction 1 2.0 Developing an HR Plan 2 2.1 Forecasting Hiring Needs 2 2.2 Employment Arrangements 14 3.0 Succession Planning 15 3.1 Non-Family Succession 15 3.2 Family Succession 17 4.0 Creating a Personnel Manual 20 5.0 Conclusion 24 TEMPLATES: A. Staff Forecasting Chart B. Employee Attributes Checklist C. Minimum Wage Rates D. Human Resource Planning Checklist E. Management Assessment Form F. Personnel Policy Manual Template CTION Module 1 - p 1 1. INTRODUCTION Many business owners prepare a business plan before starting their business. However, small business owners often do not include human resource planning as part of their over-all business plan. They may start out with only a few employees or none at all. Over time, it is important to properly forecast employment needs. Just as failing to address potential threats in the marketplace can jeopardize the viability of your business, failing to anticipate personnel needs can impact on overall business success. The success of a business is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that you put effort into human resource planning. Planning for HR needs will help to ensure your employees have the skills and competencies your business needs to succeed. An HR plan works hand in hand with your business...
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...management information system? 3 It is an application that supports the delivery of HR management, and automates a number of processes with a view to increase efficiency and standardize HRM processes for the Ukrainian civil service. It is comprised of modules, that are interlinked. Comprehensive HR system is a foundational element of HRM Reform project. Background and Context 1 4 This roadmap was developed on the basis of interviews held with Heads of HR and MDCS officials in the spring of 2009, to gather information on data collection, analysis and reporting, and the level of technological support. A review of the NDCS concept paper was also undertaken; Issues identified during this consultation process include: Current systems (Kadry, Kartka) do not meet the needs of HR departments; limited capacity for analysis at the CEGB and government levels; time consuming process for annual reporting to State Statistics Committee; Inconsistent way of recording and maintaining HR information; multiple manual recording systems, Excel spreadsheets with no connectivity; Limited archival and retrieval capability for employee records; HR specialists spend most of their time processing HR transactions, leaving little time for strategic work; staffing, training and performance evaluations appear to be the most onerous processes; Background and Context 2 5 HR staff eager for new technology and tools, to...
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...Project Scope Document Template HRIS Implementation Project Project Scope Document Gen-Rays 1/17/2014 Scope Description GenRays has just implemented a centralized finance, purchasing and logistics system. As a result of this implementation, the company realized that it saved cost and improved productivity. The management is now looking for a similar system for HR and is convinced that this implementation will replicate similar success. The following is the current scenario at GenRays HR operations: the HR system is not centralized and each location has its own HR team to carryout payroll and other HR duties. The downside of this setup is that it costs the company great deal of time and money. In order to integrate HR systems within the company, a new HRIS needs to be implemented to improve business functions. HRIS system will centralize employee database, payroll, performance management, career development and other HR operations. With the new system, recruitment process will be automated with a searchable database and capable of accessing opportunities available in the job portal. Customer Requirements: GenRays is looking for a system that would centralize its HR functions. Currently, employees are working from branch locations to support the legacy system – something the new HRIS system is supposed to address and replace. The customer is also looking for cost-effective system that would be able to automate most of the HR services such as payroll...
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... Requester: Keneth Colbert, Director of HR Description of Request: Development an installation of a benefits election system to support the tracking and reporting of employee (union and non-union) benefits. Background of Request: Memo to Graham Grove, 3/22/04 , on Health Insurance Benefits. This memo is located on the Huffman Trucking Intranet site under Human Resources - Communications tab. Expected Results/Impact when completed: Creation of a project plan in Microsoft Project that will be used to manage, track and report the progress of this software development to the management team. Facts About Huffman Trucking Huffman's primary customers include: • U.S. Government • Automotive parts suppliers to major manufacturers • Electronic consumer products • Raw materials (polymer) for manufacturers of plastic products • Any customer requiring special accommodations, such as wine, computers, munitions, etc. Huffman has facilities in: • Cleveland, OH • Los Angeles, CA • St. Louis, MO • Bayonne, NJ Huffman employs: • 925 drivers • 425 support personnel Huffman owns and operates: • 800 road tractors • 2,100 45' trailers • 260 "roll-on/roll-off" units SR-ht-001: Create a Benefits Election System Define Problem 5 days Analyze Situation 15 days Design Solution 10 days Implement Design 20 days Support Product 10 days Define Problem - Understand Organizational Context of Huffman Trucking HR Department - Understand the history of the...
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...HRIS Project Charter Template |[pic] | 5.13.12 Table of Contents Project Title ........................................................................................................................ 3 Purpose .......................................................................................................... 3 Description ..................................................................................................... 3 Objective ........................................................................................................ 3 Success Criteria or Expected Benefits .............................................................. 4 Funding ........................................................................................................... 4 Major Deliverables .......................................................................................... 5 Acceptance Criteria ......................................................................................... 6 Milestone Schedule ........................................................................................ 6 Approval Requirements ................................................................................. 6 Project Manager ............................................................................................ 6 Authorized by ................................................................................................ 6 ...
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...Unit 3HRC Suzanne Marriott By Shannan Dowell Unit 3HRC Suzanne Marriott By Understanding Organisations and the Role of Human Resources Understanding Organisations and the Role of Human Resources lEARNING OUTCOMES 1. Understand the purpose of an organization and its operating environment. 2. Understand the structure, culture and functions of an organisation 3. Understand how HR/L&D activities support an organisation Activity A new manager is starting in the organisation shortly. You have been asked to provide a written breifing note for this new-starter so that they can gain some understanding of the organisation in preparation for their start. Contents * Page 1 – Learning outcomes & activity * Page 2 Bullet point 1/2/3/4 from the assessment activity template * Page 3 Bullet point 4 from the assessment activity template * Page 4 Bullet point 5 & 6 from the assessment activity template * Page 5 Bullet point 5 & 6 from the assessment activity template * Page 6 Bullet point 7/8//9 from the assessment activity template * Page 7 Bibliography I have been asked to provide a briefing note for a new starter. Below is a summary of information that will give the new starter a chance to gain some understanding of the organisation and what we do and how we operate. The wide range of services that Aardvarc Electrical Engineers include: professional advice; technical services; project management; purchasing assistance;...
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...Business and Operation Plan Analysis Item | Analysis | Vision | Within five years, Australian Hardware will lead the hardware and home-improvement market in Australia. Performance management of employees will ensure that its workforce is motivated enough to fulfill this vision | Mission | Maintainance of and increase in market share, as well as managing cost and complying with being socially and environmentally responsible is the organisation’s mission. These may be achieved by ensuring employees’ performance is monitored and performance standards are provided. | Goals and Strategic Objectives | Specific project and personal development goals must be in line with organizational objectives in order for the performance management system to be relevant | Company Structure and Operational Levels | Linear structure of the organisation allows transparency of accountabilities as well as supervisory responsibilities of the company managers, which are crucial for performance management | Performance objectives Performance management objectives | * Improve staff motivation and morale | | * Develop staff knowledge and skills by providing training and personal/career development | | * Provide accurate and constructive two-way feedback to evaluate staff performance | | | | | Developing KPIs It is advised that a Balanced Score Card be used to develop KPIs so that employees know what they are required to accomplish and how success is measured. Below...
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... ACKNOWLEDGEMENT A Good start leads to a Fine end. The ideal way to begin documenting this project work would be to extend my earnest gratitude to everyone who has encouraged, motivated and guided me to make a fine effort for successful completion of this project. I would like to thank Aparna Reddy.B Manager-HR, Ganeshan Madhavi Assistant Manager-HR, Sowmya.G Executive-HR of TM Inputs & Services Pvt. Ltd. for giving me an opportunity by taking me as an internee in their organization. This proved to be a very good learning experience for me, where I could get an exposure to all the aspects of real time Core HR activities. I am very thankful to Dr.U.B.Raju, Dean of Dhruva College of Management for guiding me throughout the project. My sincere Gratitude to the College Management for extending their co-operation for successful completion of my project. I acknowledge with pleasure and owe my special thanks to Aparna Reddy.B, Manager HR, TM Inputs & Services Pvt. Ltd. for her continuous guidance and support throughout the project. A final word of thanks goes to my Parents, Friends and everyone else who made this project possible. Your contributions have been...
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...RMGT Task 1 GenRays HRIS Project Page 1 Table of Contents GenRays Matrix (A) ............................................................................................................................ 4 GenRays Project Charter (B) ....................................................................................................... 19 Project Title ............................................................................................................................................. 19 Purpose ................................................................................................................................................... 19 Description .............................................................................................................................................. 19 Objective ................................................................................................................................................. 20 Success Criteria or Expected Benefits ..................................................................................................... 21 Funding ................................................................................................................................................... 21 Major Deliverables .................................................................................................................................. 22 Acceptance Criteria ...............................................
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...MYGOVERNMENT ONLINE SERVICES PORTAL (MOSP) CHANGE MANAGEMENT REPORT TABLE OF CONTENTS 1. INTRODUCTION ....................................................................................................... 3 1.1. Document Purpose ............................................................................................ 3 1.2. Audience ............................................................................................................ 3 1.3. Project Background .......................................................................................... 3 2. CHANGE MANAGEMENT ........................................................................................ 4 2.1. Overview ............................................................................................................. 4 2.2. Objectives .......................................................................................................... 4 2.3. Approach ............................................................................................................ 4 2.4. Methodology ...................................................................................................... 5 3. MOSP CHANGE ENABLEMENT WORKSHOP ....................................................... 6 3.1. Overview ............................................................................................................. 6 3.2. 3-Phase Process .................................................................
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...TO BE COLLECTED TO SUPPORT HR PRACTICES? 2.1 WHY ORGANISATIONS NEEDS TO COLLECT AND RECORD DATA? 2.2 RANGE OF HR DATA THAT ORGANISATIONS COLLECT, HOW THIS SUPPORT HR PRACTICE? 2 HOW HR DATA SHOULD BE RECORDED AND STORED? 3.3 DIFFERENT METHODS FOR RECORDING AND STORING HR DATA. 3.4 LEGAL REQUIREMENTS RELATING TO THE RECORDING, STORAGE AND ACCESSIBILITY OF DATA. 3 ANALYSE HR DATA AND PRESENT FINDINGS TO INFORM DECISION-MAKING. 4.5 ANALYSE AND INTERPRET HR DATA. 4.6 PRESENT FINDINGS IN CLEAR, MEANINGFUL MANNER TO INFORM DECISION-MAKING. INTRODUCTION The aim is to prepare a briefing for the new HR Director, who has requested the review of the organisation’s approach to collecting, storing, and using HR data. In the first two sections (1 and 2), I will explain what type of data is collected and what is the reason behind it. In the last part (3) I will present report and short analyses of the data available at my organisation. FINDINGS 1.1 WHY ORGANISATIONS NEEDS TO COLLECT AND RECORD DATA? Organisations needs to collect data about their employees to comply with legal and industry requirements such as Data Protection Act (1998), Freedom of Information Act (2000), Health and Social Care Act (2008) or Equality and Diversity Act (2010). Data is collected to enable HR effectively and appropriately proceed with personnel administration and to support broad HR strategies. HR needs to collect basic data...
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...HR Audit “The things that get measured gets managed” www.humanikaconsulting.com Agenda 1. Introduction 14. General Auditing Method 2. Challenges For H.R. 15. Methods Of Hr Audit Department Eight Challenges 16. Research Approaches To Audits 3. Meaning & Purpose Of Hr 17. Hrm Auditing Process Audit 4. Purposes Of Hrm Auditing 5. Objectives Of Hr Audit 6. Benefits Of HR Audit 7. Frequency Of HR Audit 8. The Principles Of Effective Hrm Auditing 9. Types Of HR Audits 10. The Scope Of Human Resource Audits 11. Hrm Audit Measures 12. HR Standards 13. Task Auditor INTRODUCTION • “How does a firm know if its human resource practices have an impact on business results? • “..most professional service firms and organizations complete an extensive audit of their financial statements on an annual basis, but the programmes involving “people”, such as recruiting, training or pay-for-performance are seldom given the same scrutiny.” • “..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.” CHALLENGES FOR H.R. DEPARTMENT EIGHT CHALLENGES IDENTIFIED BY DAVE ULRICH (1997) Globalization The H.R department will need to create models and processes for achieving global activeness, effectiveness and competitiveness. Managing the Value Chain for Business Competitiveness Innovation Faster Decision Making Price or Value Advantage Effective linking with Suppliers ...
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...GenRays Matrix Template Project Management Knowledge Areas Project Integration Management Recommended Tool(s) Expert Judgment Interviews Justification for Tool These particular tools were chosen give shape to the HRIS project for GenRays. From studying the interviews of key stakeholders and their expert opinions, a collection of functions can be identified so that the HRIS deliverable’s function/purpose is defined. This initial planning will help to develop the Project Charter and set the stage for all the work that need to be performed. GenRays has subject matter experts on staff whose input it vital to produce an HRIS that meets the particular needs of the GenRays staff. We need to make sure that all of the work required to produce a HRIS product for GenRays is done. We also want to ensure extraneous work is avoided to keep GenRays costs low. We will use the interviews here to determine how the project’s scope will be defined, validated, and controlled. GenRays had reached the ROI point very early with the last on the project and defining scope well here will allow for a similar success. Decomposition of the work that needs to be done is a tool that will help aid in identifying the exact work that needs to be done and help to create the WBS. To further, ensure that the project runs smoothly and stays on track. We will use tools to track and manage the project’s completion. We can use the process of Decomposition that we have used to break down the projects’ scope...
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