...Human Resource Plan Angels Destiny LLC Solo HR Curline Registe OMM 618: Human Resource Management Dr. David Britton September 22, 2015 CONTENTS 1. Introduction 2. Company Structure an History 3. Legal Regulations 4. Plan of Assessment 5. Methods of Advertising 6. Hiring Process 7. Interview and Selection Process 8. Orientation 9. Training 10. Compensation and Benefits 11. Performance and Appraisal System 12. Conclusion An Organization needs several different branches to function as a whole. The HR Department is just one section of an organization that is needed to make all things work accordingly. This HR plan shows the structure of how a Solo HR operation facilitates the employees needs within the organization. HR is necessary to the company as it pertains to profitability, which in turn requires some type of strategic planning to help guide the employees in a successful direction. As you will find that this HR plan explains various steps that are taken to ensure the success of the HR Department as it utilizes its many functions. The different functions are detailed as to what they do and who they are beneficial to. In order to achieve success HR follows best practice in its planning and design phase. A Solo HR Department faces challenges when attempting to develop and implement a strategic model that is expected to align with the organizations core values and missions. This essay will seek to show how effective...
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...Раздел 1. Характеристика открытого акционерного общества «Планета спорта» Бренд «Планета спорта» появился на белорусском рынке в 1998 году. В 1998 году в городе Минск, на улице Янки Купалы, Гурбо Алексеем Александровичем, чемпионом мира по прыжкам в длину, был открыт первый фитнес-клуб «Планета спорта» (табл.1.1), соответствующий мировым стандартам. На сегодняшний день «Планета спорта» является одной из лидирующих фитнес-сетей Минска, которая оперирует 5 клубами в различных районах города (расположение клубов указано на рисунке 1.1) Центральный район Советский район Первомайский район Партизанский район # Заводской район Ленинский район Октябрьский район Московский район Фрунзенский район - спортивный клуб «Планета спорта» Рис.1.1. Расположение клубов сети «Планета спорта». Клуб № | Год открытия | 1 | 1998 | 2 | 2002 | 3 | 2004 | 4 | 2006 | 5 | 2011 | Табл.1.1. Время основания клубов. Сеть фитнес-клубов «Планета спорта» представляет членам клубов полный комплекс фитнес- и оздоровительных программ, бассейны, русскую и финскую бани, групповые тренировки (аэробика и йога), а также тренажерные залы. Однако клубы немного разнятся по оснащению и предоставляемым услугам, так, например, клуб №2, №4 и №3 не имеют бассейнов, в последнем также не проводятся тренировки по йоге. Данное распределение обусловлено располагаемой площадью помещений, численностью населения в районе и спросом (таблица...
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...XYZ Comprehensive Human Resources Plan Cesar Pastora American Military University HRM600 Xyz Comprehensive Human Resources Plan XYZ is an engineering firm specializing entirely in Civil Engineering. The firm applies for tenders on constructions of different structures such as; highways, drainage systems and buildings, from various tenderers within the country. The company has 300 employees in total: who include include head engineers who are in charge of the various departments within the firm. In this essay, an extensive human resource plan in the XYZ Company will be elaborated and discussed. The company has twelve departments altogether, meaning that up to twelve projects can be undertaken at a go and hence; each department would require adequate staff to avoid overworking of some workers. . “Since the inception of the of the first personnel departments, management practices have played a major role in promoting today’s HRM operations (DeCenco).” Therefore, after the subcontractors have been chosen, the company allocates the remaining staff to each department depending on the projects that they are undertaking: these personnel may include machinery operators, staff drivers and mechanics. Additionally, the firm also has a security detail which also accounts for the firm’s employees. Each departmental head in the organization...
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...Strategic HRM Plan Team B HRM 498 November 3, 2014 Instructor Table of Contents Executive Summary………...……………………………………………………………………3 Choice of Organization - Walmart……………………………………………………………….5 Environmental Analysis………………………………………………………………………….6 Divisional Effectiveness Measurements...……………………………………………………….8 Final Report………………………………………………………………………………………9 Cultural HR Issues……………………………………………………………………….10 Emerging HR Issues………….……………………………………………………….....12 Five Year Action Plan……………………………………………………………………………16 References………………………………………………………………………………………..17 Executive Summary Walmart is one of the world’s largest retailers, serving communities worldwide and employing millions throughout their growing organization. This global organization has faced large amounts of scrutiny over the years and has seen legal repercussions from failure to comply with labor laws. Continuing to grow and rise above competitors, Walmart’s strategic HR plan needs to address some of these key opportunities and set the right employees in place to deliver on the company mission and vision. An effective strategic plan will also benefit the organizations reputation and image, both internally and externally. Ongoing pressures and cultural HR issues Walmart faces includes environmental preservation and the companies initiatives to “go green”, as well as the organizations reservations and discouragement towards...
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...Human Resource Management Strategy Plan MERGER&ACQUISITION ABC AND XYZ COMPANIES GROUP 3 3 Core Phases Pre-combination Phase Combination Phase Post-combination Phase Pre-combination Phase This phase is defined as when “the deal is conceived and negotiated by executives and then legally approved by shareholders and regulators” (M. L. Marks & Mirvis, 2001, p. 81) Strategic activities: - Analyze the business culture of the target company - Analyze agreements and commitments - Analyze compensation structure, pension system and work contracts (costs with potential negative financial effect). - Analyze employees (competencies, age, educational background and skills). Hereunder also try to understand if the competencies really exist in the organization and if the motivation to stay on is there. - Attempt to analyze potential resistance. - Analyze prior change projects in the target organization. - Map key employees in the target company for retention measures. Combination Phase This phase is defined in somewhat vague terms as when “integration planning ensues and implementation decisions are made” (M. L. Marks & Mirvis, 2001, p. 81) Work on how to integrate the two different cultures.: - Resource evaluations. - Communication and support within the HR function. - Initiating training programs. - Internal recruitment for the new positions in the joint company. - Keep an open dialogue. - Consider the use of external consultants...
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...Travel Agency HR Plan HRM/ 552 August 25, 2014 Functions and Challenges The first challenge would be to make sure that that the whole HR department was on board with the mission and the function of the company. This will help ensure that the company and all the workers will be trained in the appropriate way as that the whole HR department knows that is going on and what their rolls are. The second challenge would be to find someone that would be the correct fit to help in the recruitment of the other 50 employees that the company in needing to hire. This new HR will help lay out the job description for each new hire. Another challenge would be to filter out the best candidates for the job, and properly train then at the job that they need to do. Effects on Senior Management The senior manager if effect by the fact that they are all getting on one page about the companies mission and the functions. Although most of them might know them they may not know how to implicate them or may be doing in wrong or in the wrong way. First the strategy will go from the top down. Meaning that the top management will be trained at first. After they are aware of the company’s policies then they can start training the managers under then and so on. When everyone is properly trained then that would be the best time to hire new people. This way the HR department knows that everyone will be on the same track. Methods for hiring. The best way to get the news out...
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...HR plan- Aastha Healthcare – “bringing healthcare of international standards to you’’ HR management in a hospital is of utmost importance as all operations in a hospital revolve around people and patients. Before we begin with the HR plan we need to know the size and holding capacity of the hospital. We assume that ‘Aastha Healthcare, has 100 beds , including 10 ICU beds . This is a small private hospital and expansion is at foresight. ------------------------------------------------- Doctors to Bed Ratio ------------------------------------------------- ------------------------------------------------- 1: 5 (Indian Medical Council) ------------------------------------------------- Nurses to Bed Ratio ------------------------------------------------- ------------------------------------------------- 1:3 Bed Recruitment and Selection Procedure Manpower planning calls for the integration of information, formulation of policies and forecasting of future requirements of human resources so that the right personnel are available for the right job at the right time. Planning job requirements and job description Manpower planning consists of studying job requirements and preparing job description. The requirements of each and every job must be thoroughly studied through job analysis. Job Analysis Job analysis is the process of examine a job to identify its component parts and the circumstances in which it is performed. It is necessary to be...
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...Romans (A) Introduction (1) Romans is the _LONGEST__ of Paul’s letters. (2) Romans is the most _____THEOLOGICALLY SIGNIFICANT___ of Paul’s letters. (3) The letter of Romans has been greatly influential in the history of the Church (i) Augustine CHRISTIAN WHO LIVED IN THE 4TH CENTURY. HE BECAME CONVINCED THAT CHRISTIANITY IS TRUE, BUT COULDN’T SUBMIT TO CHRISTS LORDSHIP. HE HAD SINS THAT WASN’T WILLING TO GIVE UP. CHILD SAID “TAKE UP AND READ.” ROMANS CH 13 13-14. (ii) Martin Luther FATHER OF PROTISTHANT REFERMATION. BELIEVES THAT YOU HAVE TO EARN GODS FAVOR. EXCOMUNICATED FROM THE CATHOLIC CHURCH. (iii) John Wesley ENGLISH REVIVALIST. (4) Is Romans a systematic presentation of Paul’s Theology? YES & NO: YES, BECAUSE IS WRITTEN SYSTEMATICALLY. NO, BECAUSE WAS NOT WRITTEN AS A SYSTEMATIC THEOLOGY. (B) Author (5) Claim of the text – written by Paul. (6) Little scholarly debate about this claim (C) Date and Place of writing (7) Paul likely wrote Romans in ____AD 57____________ to Christians in Rome. (8) Paul did not found the church at Rome (we do not know who did). (9) A man named ___TERTIUS_________ (Rom 16:22) served as Paul’s amanuensis. (10) The place this letter was probably written -- ___CORINTH____________ (11) The letter was likely carried to the Romans by ___PHOEBE_____ (Rom 16:1-2) (D) Audience (12) There probably were...
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...Our Company Life Cycle Engineering is headquartered in Charleston, SC with regional offices in Norfolk, VA; Philadelphia, PA; Pittsburgh, PA; San Diego, CA; and Washington, D.C. Life Cycle Engineering currently employs around 570 people and serves a variety of markets, from private and public assetintensive manufacturing plants and facilities to the U.S. Department of Defense, including all branches of the military, and other federal agencies. Life Cycle Engineering’s mission is to enable people and organizations to achieve their full potential. As a professional services organization our mission is focused on our clients’ people and organizations. It is our company’s cornerstone belief that we will not lead the industry in assisting our clients unless we excel at helping our own people and teams reach their full potential. LCE’s mission depends on emotional engagement of our own employees and our clients. The reason for this has been summarized succinctly by the Gallup organization: People are emotional first, and rational second. Because of that, employees and customers must be emotionally engaged in order for the organization to reach its full potential. The word organization in this quote applies to our clients’ organizations as well as our own. LCE does not chiefly define its success in technical or financial terms, although these are important lagging indicators. Instead we strive to measure success in terms of improved lives – people and organizations achieving their full...
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...HR Management Strategy Plan HRM/420 Human Resource Risk Management May 13, 2013 HR Management Strategy Plan A human resource risk management strategy plan is an integral part of an organization as it helps solve and reduce the problems an organization faces and/or will face. Risk management is managing potential risks that will or have posed a negative threat on a business and/or organization. Managing risk is a work process that not only is used to solve risks as they arise but also to reduce or eliminate future risks. With that said, Baderman Island Resort should have a solid HR risk management strategy plan in place in order to ensure future success for the organization. As we create a complete risk management strategy plan for Baderman Island Resort the following will be included: risk assessment and management program, health and safety programs, succession plan, and crisis contingency plan. The risk assessment and management program for Baderman Island Resort is designed to keep all employees and guests safe, trained and well informed. As for their health and safety program there are two important concerns that need to be addressed as we design the HR risk management strategy plan, these objectives include overall resort safety and promoting wellness. Employee wellness programs are important, as Baderman Island Resort wants to boost morale, improve health and fitness and increase productivity in the workplace. Succession planning is an integral piece of...
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...Travel Agency HR Plan HRM 552 June 16, 2014 Travel Agency HR Plan The travel agency is rapidly growing, but its HR department does not have a clear mission and function. In developing HR strategies, it is important to refer to the organization’s objectives, as well as a clear mission statement. In order for the company to accomplish its goal of growing the organization, it is imperative that an HR strategic plan is conducted. This paper will go over what is needed in order for the HR department to accomplish the overall strategic business plan. The travel agency is growing and hiring 50 employees can be a challenge. It is important to find candidates with the right type of qualifications and experience to fill specific jobs within the organization. Planning for such growth, travel agency’s Human Resource department needs to orient and train employees, as well as build effective teams within the organization. With such a huge number of new hires, it will be challenging to handle the organizational change especially finding a fit between culture and new employees. Once the HR department has been created, functions such as performance appraisals, compensation and benefits, and conflict management are also carried out, but it would be challenging if the team is understaffed or inexperienced in Human Resource. It is necessary for travel agency to have a system in place to measure level of satisfaction. The purpose of having HR metrics is to know whether or not a function...
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...Managing performance The success or failure of employees can be directly related to how well a company manages performance and provides feedback within the organization. A consistent feedback system is very beneficial for a company as it increases both overall employee job satisfaction and improves overall performance by allowing all employees to come to a common understanding of an organization’s goals. Microsoft has made many changes within the recent months regarding the way they handle performance reviews. Many companies such as Microsoft have begun to ditch the traditional “performance review” system, which involves annual reviews, and adopted a new system which involves more constant consistent feedback (Colvin, 2015). This is system is being called the “Check in” system and is beginning to be adopted by more companies each day (Colvin, 2015). The “Check in” system can provide a number of learning opportunities for both Microsoft and the individuals within the company, as consistent feedback can be very beneficial to both employee development and growth. Compared to the traditional annual review system which provides feedback once a year, the new system allows for corrective action to be taken more frequently and more efficiently. Employees who receive regular feedback from their employers are more likely to enjoy their jobs, have increased job performance and provide more value to the company they are working for. Recently Microsoft has begun to eliminate problems...
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...Restructuring of SWIFT & HR implmt planSinhdt@gmail.com Topic: 1. A restructuring of SWIFT, with maximum 7 staff reporting to Thanh. Include the activities that are now being executed by Thanh, but which are invisible in the chart. 2. An HR implementation plan, including HR Planning for 1-3 years, recruitment, career planning, performance management, HR policy and compensation. I. SWIFT RESTRUCTURING PLAN 1. Analysis of SWIFT operations. SWIFT is a small and medium enterprise with the organization has more than 200 employees, including function departments and factory. SWIFT is still working well. They have a chance to dominate and expand their market share. But with the specialization is not high, lack of planning consultant position, do not have the decentralization in their main activities of the organization so CEO is stress due to cover all activities of the company. CEO directly involved in everything from personnel decisions, financial, business, public relations... Not all problems in the company need CEO to listen to the report and making decision. In the long term, along with company the expansion of production and business of the SWIFT, this HRM model will not meet the needs of development. Therefore, restructuring to meet the effective operation in the new stage of development is actually needed for SWIFT. CEO want to relieve pressure, they must accept to delegate his power to the junior managers and limit the range that they are free to decide and report back upon...
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...4DEP F3203A (HR) CIPD Assessment Activity Template |Title of unit/s |Developing Yourself as an Effective Human Resources Practitioner | |Unit No/s |4DEP (HR) | |Level |Foundation | |Credit value |4 | |Assessment method |Written, Discussion | |Learning outcomes: | |1. Understand the knowledge, skills and behaviours required to be an effective HR practitioner. | |2. Know how to deliver timely and effective HR services to meet users’ needs. | |3. Be able to reflect on own practice and development needs and maintain a plan for personal | |development. | |All activities should be completed ...
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...manner. The business was started by Mr. Manjula Madurapperuma. Since the companies’ commencement Mr. Manjula Madurapperuma and Mr. Ajith Jayathunga has contributed in a major aspect to the company to be reached the zenith. Their Vision To have distributing agencies in each district. Their Mission We will be the most successful distributing company in the country. MM Distributing Agencies has three distributing agencies, distributing Unilever and Asian Paints products in several geographical areas. And they have about 65 employees under their distributing agencies running out their working capacity. Each and every agency is consistent with a Branch manager, Sales Manager, Stock Keeper and an IT manager. These managers have authority to plan, and recruit and select candidates to...
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