...Speaker Notes Slide 1: Introduction: Today we will be addressing the advantages of implementing an employee performance evaluation program and look at the advantages to the company from its use. We will also be talking about succession planning which aligns itself neatly with the evaluation program. Often Employee evaluations are seen as something burdensome by managers and useless or unfair by the direct reports who have been evaluated. Today we will address some of these concerns and look specifically at: benefits of employee evaluations, pre-appraisal activities/benefits, proper delivery of appraisal results, using evaluations to build value for the company, follow up process and furthering employees’ career goals, what models are being used, and team performance vs. individual performance. The latter portion of today’s presentation will be about the career succession planning process, and like the evaluation system, how this helps both the employee and the company. Slide 2: What are the positive results from a well prepared and well delivered appraisal? If anyone has had the occasion to be evaluated by a supervisor in the work place I would ask you to dwell for a moment on how the message was delivered. All too often in my personal experience I was left wanting after the evaluation process was finished. I have also been asked to write my own appraisals of my performance because my manager was too busy or uninterested in providing feedback of my performance. This...
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...contains 55 tasks. Cash Flow This cash flow report indicates the baseline plan for spending on labor resources. Task Usage This task usage report depicts the number of hours, start times, and finish times for each task (and for each resource assigned to the task). • • • Inventory tasks are front-loaded to have the task complete as soon as possible. Report times are back-loaded to plan the time for the report to be completed and ensure availability of resources. Due to resource leveling with a resource constraint, some tasks are started, then paused, then finished at a later date to ensure that the project is not delayed by a second task to which the resource is assigned. Table 1: Resource Usage for Each Work Package and Task Task Number 1 2 Task Name Computer inventory and requirements Inventory computers in use by new telecommuters Elizabeth Marcel Determine requirements to use current computers Marcel Identify computers for upgrade Marcel Determine requirements for technology Elizabeth Clemencia Report outcomes for inventory and requirements Elizabeth Marcel Clemencia Technical support Determine technical support needed Hugh Jackson Identify staff requirements Hugh Jackson Report technical support needs and staff requirements Hugh Jackson Computing support Identify required computer support relative to inventory Kimberly Lianne Identify staff requirements Hugh Lianne Work 340 hrs 140 hrs 70 hrs 70 hrs 60 hrs 60 hrs 40 hrs 40 hrs 60 hrs 40 hrs 20 hrs 40 hrs 11.43...
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...Project Management Project CMGT/410 Kudler Fine Food Implementation Project Introduction Kudler Fine Foods is a privately owned California-based gourmet food store founded in 1998 by Kathy Kudler. Kudler Fine Foods has three stores in La Jolla, Del Mar, and El Encinitas, California. KFF offers high-end products and markets them in upscale neighborhoods. KFF has expressed an interest in the development of an Enterprise Resource Planning (ERP) system to improve business administration and integrate stores and business systems. The desired results from a successful implementation of the ERP: devising more informed decision-making strategies, streamlining sales and business processes across the three stores and integration all functional business systems for effective business management. This document serves as a project plan to define necessary information and detail for the development and implementation of the Kudler Fine Foods ERP system in reference to Service Request SR-kf-004. Background and Statement of Need Kudler Fine Foods is a specialty food store that currently has three locations in the San Diego metropolitan area. The stores stock specialty foods that are both domestic and imported and are also perishable. The owner is in the process of opening two additional stores as well as developing a website that consumers would be able to make purchases and the stores would be able to track inventory and stock as well. In addition...
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...Three shifts? How many if it operates three shifts a day, seven days a week? Which operation is the bottleneck? TASK | TIME | NUMBER OF OPERATORS | a.BUDDIES/HR | b.BUDDIES/SHIFT | c.BUDDIES/ "2" SHIFTS | d.BUDDIES/ "3" SHIFTS | e.BUDDIES/ "3" SHIFTS - 7 DAYS | FILLING | 1.5 | 6 | 240 | 1680 | 3360 | 5040 | 35280 | MOULDING | 1.6 | 3 | 225 | 1575 | 3150 | 4725 | 33075 | EYES | 1.2 | 2 | 300 | 2100 | 4200 | 6300 | 44100 | EYE GLASS | 1.2 | 1 | 300 | 2100 | 4200 | 6300 | 44100 | PAINTING | 1.5 | 1 | 240 | 1680 | 3360 | 5040 | 35280 | PACKING | 1.98 | 2 | 363 | 2541 | 5082 | 7623 | 53361 | a. Buddies/hr = 60minutes x Operators time/task b. Buddies/shift = 60minutes x Operators x Productive hrs time/task c. Buddies/ 2 shifts = 60minutes x Operators x Productive hrs x No. Of Shifts time/task d. Buddies/ 3 shifts = 60minutes x Operators x Productive hrs x No. Of Shifts time/task e. Buddies/ 3 shifts = 60minutes x Operators x Productive hrs x No. Of Shifts x Days 7 Days time/task Bottleneck = Lowest output (Moulding) Theoretical Capacity/hr = Operators x 60min Total time/task 15 x 60 = 258/hr 3.48 Q2. If all of the operators work at the rates Ben observed, and assuming that there are sufficient...
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...The impact of information technology on the HR function transformation By Yu Long 0123404 Graduation Committee: First supervisor: Dr. T. Bondarouk Course coordinator: Pro. Dr. J. K. Looise Master Thesis, Business Administration HRM University of Twente March, 2009 Preface This master thesis concludes my life as a student, which is performed under the supervision of Twente University in the Netherlands. The research is the terminal of the program Human Resource Management. Doing this research not only improves my skill on literature searching, information analysis, but helps me to gain more profound knowledge about e-HR. During the research, I have got great support from several persons, and now, here is the opportunity to thank them. At first, I give special thanks to Jiajie Li, my boyfriend. He accompanies with me during the whole research period. Besides dealing with my impatient and anxious attitude, he also put great effort on improving my thesis. His optimistic and serious attitude influences me, and makes me continue the research with better and better results every time. His support is very meaningful for my research period. Secondly, I would like to thank Ms. Tanya Bondarouk, and Prof. Jan Kees Looise for their excellent support, feedback and guidance. Both of them give me fruitful advice on how to improve my work. And they always give me timely feedback on my work, which encourages and makes me belief that I can hand in a satisfactory report under the effort...
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...Human Resources Services | 2. GROUP DETAILS | Group Name | | Group Title | | Day | Wednesday | Room | TD122 | Unit Start Date | 2/3/16 | Start Time | 11.30am | Unit End Date | 24/6/16 | Finish Time | 1.30pm | 3. CONTACT DETAILS | | Name | Room | Phone | Email | Teacher | Mike Hannaford | TD232 | 0430551171 | mhannaford@swin.edu.au | Course Leader | Mike Hannaford | TD232 | 0430551171 | mhannaford@swin.edu.au | Administration | Student HQ | SPW | 1300368777 | www.swinburne.edu.au/askgeorge | 4. DELIVERY OVERVIEW | Class Time | External Activities | Student Project | | | Nominal Hours | 51 | | 9 | | | 60 | 5. UNIT DETAILS | Unit Type | Core | | Elective | | Result | Graded | | Ungraded | | Pre/Co Requisites | N/A | Description | This unit describes the skills and knowledge required to plan, manage and evaluate delivery of human resource services, integrating business ethics.It applies to individuals with responsibility for coordinating a range of human resource services across an organisation. They may have staff reporting to them.No licensing, legislative or certification requirements apply to this unit at the time of publication. | Elements | 1 | Determine strategies for delivery of human resource services | | 2 | Manage the delivery of human resource services | | 3 | Evaluate human resource service delivery | | 4 | Manage integration of business ethics in human resource practices | | 5 | | 6...
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...FINAL PROJECT OF Submitted To: PROF. Submitted By: MBA PROFESSIONAL (EVENING) Superior University Lahore TABLE OF CONTENTS | Contents | Page No. | INTRODUCTION OF NISHAT GROUP | 4 | MIAN MUHAMMAD MANSHA (FOUNDER OF NISHAT) | 5 | NISHAT MILLS LIMITED | 6 | HR DEPARTMENT | 7 | RECRUITMENT | 10 | SELECTION | 13 | TRAINING & DEVELOPMENT | 16 | PERFORMANCE MANAGEMENT | 18 | PERFORMANCE APPRAISAL | 19 | COMPENSATION MANAGEMENT | 24 | Conclusion | 25 | Bibliography | 25 | INTRODUCTION Nishat group is grown up from the cotton export and now it became a leading business group of Pakistan with five listed companies, focusing on the four businesses, Textile, cement, Banking, Power Generation. Nishat group is world famous group in the sector of textile, and having a great participation in the export of quality products LISTED COMPANIES:- * Nishat textile mills * D.G. khan cement * MCB Bank limited * Power generation BUSINESS WORTH:- * Annual turnover 17 billion Rupees * 14 Billion from textiles * Earn foreign exchange US $ 236 million * Taxes and Levi of 2,080 million Rupees annually Mian Muhammad Mansha started his career as one of the most prominent industrialist of Pakistan. His textile mill in Faisalabad under the name of Nishat Mills still is one of the biggest textile units in Faisalabad. He formally joined the family business after completing his studies. Mian Mohammad Mansha...
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...2 | DURATION | 5 hrs. | INTENDED LEARNINGOUTCOMES | COURSE OUTCOMES | 1. Explain the pathophysiology, the effects of the disease on patient’s nutritional status and the and the required dietary management. 2. Discuss the principles involved in the dietary management of a patient’s disease. 3. Design a nutritional therapy program for patient with cardio-vascular disease. | UNIT OUTCOME/S | 1. Discussion on cardio-vascular diseases and their nutritional therapy management. 2. Develop nutritional therapy program for a patient with cardio-vascular disease. | MATERIALS AND RESOURCES NEEDED | MATERIALS | * Overhead Projector/Laptop and LCD, Laboratory Manual in Nutrition Therapy | TEXTBOOK | Ruiz, Adela J. (2010). Basic Diet Therapy for Filipinos | SUBTOPICS | * TEACHING ACTIVITY | * LEARNING ACTIVITY | * TIME | * OLFU VMV * PEO, CEO * Course Outline | Interactive Lecture | Interactive Discussion | 1.5 hrs. | * OLFU VMV * PEO, CEO * Course Outline | Problem-solving: Organization of laboratory activities | Laboratory Activity: Class organization and Kitchen brigade system | 2.5 hrs. | SUBTOPICS | * ASSESSMENT TASKS | * ASSESSMENT TOOLS | * TIME | * OLFU VMV * PEO, CEO * Course Outline | * Objective test | * * Quiz: Filling the blanks | * .5 hr | * OLFU VMV * PEO, CEO * Course Outline | * Laboratory performance | * Rubric (See attached tool) | * .5 hr | SUBTOPICS | ...
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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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...Foundation Core Units Multiple Choice Test Section 1 Developing Yourself as an Effective HR/L&D Practitioner Question 1 “Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing Director. It’s about understanding what the organisation would look like if it was really humming, really succeeding. Translating that back into culture, working practices, learning, motivation, reward, selection – those are the strategic choices…to make” - Geoff Armstrong, CIPD. Aside from this, what other skills and qualities do you think are necessary for HR professionals today? Being able to distance yourself from staff, as HR are a separate entity from the rest of the business Being able to create a HR strategy and sticking to this regardless of changes in the work environment Having an understanding of the purpose and role that HR plays within a successful organisation Responding to events as and when they occur, rather than trying to create any contingency plans/procedures Question 2 How do the skills listed in Question1 help you as an HR professional carry out your role more effectively? By keeping your distance from staff it is easier when you need to advise staff on matters such as grievance or disciplinaries By sticking to a strategy that you have decided upon regardless of what happens, it shows that you do not buckle under pressure Having an understanding of HR’s roles...
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...Personnel Review HR outsourcing: threat or opportunity? Jeroen Delmotte Luc Sels Article information: To cite this document: Jeroen Delmotte Luc Sels, (2008),"HR outsourcing: threat or opportunity?", Personnel Review, Vol. 37 Iss 5 pp. 543 - 563 Permanent link to this document: http://dx.doi.org/10.1108/00483480810891673 Downloaded on: 27 September 2014, At: 02:58 (PT) References: this document contains references to 65 other documents. To copy this document: permissions@emeraldinsight.com The fulltext of this document has been downloaded 10667 times since 2008* Users who downloaded this article also downloaded: Jean Woodall, William Scott#Jackson, Timothy Newham, Melanie Gurney, (2009),"Making the decision to outsource human resources", Personnel Review, Vol. 38 Iss 3 pp. 236-252 John Hindle, (2005),"HR outsourcing in operation: critical success factors", Human Resource Management International Digest, Vol. 13 Iss 3 pp. 39-42 Peter Brown, (2010),"The power of HR outsourcing", Strategic HR Review, Vol. 9 Iss 6 pp. 27-32 Access to this document was granted through an Emerald subscription provided by 131740 [] For Authors If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com Emerald...
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...on HRM has long been attracting the interest of academics, no empirical research has ever been realized in this field in Turkey, and few studies have been reported elsewhere. The survey was conducted among the 106 IT managers and professionals from various sectors, based on whose results, the data shows that IT is used extensively in the organizations to perform HRM functions in Turkey's dynamic economy. The results also indicated that, while IT has an impact on all sectors in terms of HRM to certain extent, the types of IT used vary significantly between recruitment, maintenance, and development tasks. However, the empirical results here reveal that these organizations are not applying these technologies systematically and maturely in the performance of HRM functions. Key words: human resource management (HRM), human resource management system (HRMS), human resource (HR), information technology (IT), ANOVA test, chi-square test Full Text: The HRM function in organizations has gained increasing...
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...Agency HR Plan HRM/552 Travel Agency HR Plan In a hectic place like a travel agency, its HR department also has a lot of things to do. HR department’s dilemma arises from the failure to establish a clear picture of its goal and objectives. In line with this, a strategic plan is required to link the HR Department to the organization’s objectives. This paper tackles about the HR department’s functions and challenges in a travel agency. Furthermore, the HR metrics, and planning procedures and also the staffing and selection procedure are pointed out. HR Functions and Challenges The challenging atmosphere of a travel agency gives various challenges for the HR Department. Its HR tasks consist of staffing, payroll, training, developing, and promoting. The challenges are ascertaining rules align with the company’s needs and goals, adjusting newly hires to the organization and facilitate any inconsistency that occurs. With a developing organization, the HR department also has a task on seeking sufficient aspiring employees that will fill the 50 vacancies to meet the company’s needs. Even if the HR department is undermanned which aggravates its problems, it is still expected on the department to find sufficient employees who meet the company’s criteria and qualifications. HR Metrics and Senior Management The objective of HR metrics is to calculate the performance of the HR department, which is directly connected to the HR functions. Each function the HR conducts...
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...Jessica Graf ISTM5015 - Complex IT Glob Enterprise Sys Capella University Dr. Jose Lepervanche September 13, 2014 Table of Contents Project Description 3 Problem Statement 5 Benefits 6 End State 6 Deliverables 7 Scope 7 Stakeholders and Project Roles 8 Tasks and Schedule 9 Budget Cost 9 Risk Management 10 Communications and Reporting Plan 10 Change Control Management 10 Project Repository 11 Implementation Plan 11 High Level Tasks 12 Figure 1 High-Level Tasks/Milestones 12 Budget for Project 13 Figure 2: Project Cost Summary 14 Human and Technology Resources 14 Figure 3 Breakdown of Project Roles 15 Risk Plan 15 Figure 4 Project Risks 16 Communication and Reporting Plan 17 Meetings 17 Figure 5 Standing Meetings Summary 17 Status Reports 18 Status Report 19 Meeting Minutes: 20 Project Status Summary 20 Project Progress/Accomplishments 20 Attention Areas 21 Project Schedule Issues/Updates 21 Deliverables 22 Cost Reports 22 Figure 6: Project Costs 22 Summary Resources: 23 Figure 7: Resource Allocation Summary 23 Goals for Next Week Review 23 Table 1: Goals and Responsibility 23 Project Dashboard 25 Figure 1: Project Dashboard as of August 16, 2014 25 Work Accomplished 27 Figure 2: WBS Tasks Completed 27 Updated WBS 28 Figure 3: Updated WBS 28 Project Cost Summary 30 Figure 4: Project Expenditures Summary 30 Resource Usage log 31 Figure 5: Resource Log 31 Project Deliverables...
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...Sample assignment Layout, writing guidance and some important points to organise your thoughts for research Learning Outcome 1: Understand how the strategic management of human resources contributes to the achievement of organisational objectives. Task 1 • significance of strategic Human Resource Management function • What is Human Resource Management • Definition of HRM from different authors • Briefly explain the functions of HRM • Is human resource a strategic function – the different between personnel management and HRM clearly indicates that HR is a strategic fucntion which proves that it is a strategic function • Models given by different authors demostrating HR as a strategic function – Matching model, resources based model, harvard model, guest model (make your own choice to use and apply model in the report) • Importance or significance of SHRM for organisation briefly. • Assess the purpose of Strategic Human resource activities • Explain different levels of stratregies – corporate, business and functional strategies and then discuss that the purpose of strategic HR function is to establishes the right practices which lead organisation towards its goal. The strategic HRM’s role in change process. Explain it in the context of millenium hotel. • evaluating the contribution of SHRM • contribution can be evaluated by using different model/appraoches such as Benchmarking, balanced scorecard, contribution towards...
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