..."Managing Change in Organizations" Please respond to the following: * Determine why change is so difficult for organizations. Propose ways that human resource (HR) specialists can assist in making change easier. Change is so difficult for organizations because as humans we are afraid of change, we are so stuck in our ways, and it doesn’t matter if the change is the best for us we don’t want to do it. Another reason is when it’s time for the change in the organizations they are not pushing it more of what the change is, what it is about, when it’s going to take place. Employees has all these questions in the back of their mind they need to ask or want to ask but don’t and they shouldn’t have to ask because everything should be presented to them in a timely matter. * Propose two ways that HR can prepare its employees for the changes involved with moving from a domestic assignment to an overseas assignment. Respond and evaluate another learner’s comment. Ground students will do this through discussion. The two ways in preparing those employees is first, (Training). Training is everything, by moving to an overseas assignment the training process needs to be that the employee or employees need to know and understand the langue of where they will be relocating to, know about the culture, the environment, know that your employee is the perfect person to send over, being (Capable) is the another way, if your worker is not capable of an assignment that is giving to he or...
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...Alignment of HRM and Business Strategies John Marsh Dr. Ronald Harrison DeVry University: HRM 530 Winter Quarter 2015 Propose how you would ensure the HR strategy is in alignment with the business strategy. First and foremost a company is run by the vision and mission of its founders. Typically, the main focus of many companies is to provide a good or service and gain a profit. I would ensure that even though HR is important, the business strategy comes first. Therefore, I would press the fact that HR needs to know and adhere to the business strategy of the company when making all of its decisions. Let the business strategy be the outline for success. HR should be trained on the business strategies of the company and keep them in mind while conducting all of its decisions. The company that I chose to review is Ford Motor Company. In review of the Ford website, it appears that the alignment of business and HR is on the forefront of their thinking as well. The website states that the HR department “Strategically partners with operations to diagnose the needs of salaried employees and deliver solutions that align with business goals. We also facilitate implementation of Ford’s people cycle plan.” (Human Resources, 2015) This statement is a direct response to ensuring that goals and strategies are on par. Describe the HR job positions and the responsibilities listed for that HR department. The Ford Motor Company HR department has many different responsibilities...
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...HRM 530 Final Exam Click Link Below To Buy: http://hwcampus.com/shop/hrm-530-final-exam/ TCO A: Explain how you would introduce the concept of technology into an HRM office? What factual information would you share to convince the business leaders of the value of HRM technology? Provide a thorough explanation. TCO B: Explain how HRM technology can improve efficiency and effectiveness of HRM functions. How, specifically, can technology support the business. Provide an example. (Points : 30) TCO C: You are the new staffing manager for Square, Inc., a large and still growing company with 23 locations nationwide. Square Inc. hires approximately 300 employees per year. They currently place advertisements in their local paper to source candidates. They also receive an estimated 2,000 unsolicited resumes annually, but usually find it too time consuming to review them all. Currently, Square Inc. does not utilize technology in their staffing processes. Assess the given situation at Square, Inc. and recommend specific ways that Square, Inc. could utilize HRM technology to improve the effectiveness of their staffing function. In your recommendations, be sure to address any potential problems that might arise from the use of each technology you are recommending, and provide solutions for those problems. (Points : 35) TCO D: You’ve heard the cliché, “if it’s not broken, don’t fix it.” When, why and how would you re-engineer business processes, specifically HRM? Explain and...
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...Assignment 1: Ethical Issues In HRM Strategy Trimmier McClellan Dr. Linda Force HRM 530 January 27, 2013 Identify the areas of overlap in the new client organization with others that you have had as clients. If you have limited experience with these types of problems, be sure to research common issues to complete this question. In Human resources (HR), problems can arise when dealing with a company’s productivity, hiring new employees, setting up training, and preventing discrimination. An important task of the human resource department is work with employees so they can be very productive. Productivity most often leads to higher revenue for a company. The HR department usually critically considers the amount of people that work each shift, group tasks, bonuses, and other factors that may keep the morale high. These factors are related to each other, so the challenge is to not affect one factor without largely affecting another. There can be difficulty making changes that do not negatively affect a company’s budget. The HR department is usually responsible for some forms of recruitment. They may attend job fairs send out emails, or post job postings to create interest in the company. Because of globalization, companies have to compete with each other internationally rather than just locally. Companies also have a hard time creating incentives for their employees that help balance work and family. Employees today look for a company that will minimize their personally risks...
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...One of the most difficult tasks a company faces when growing is to remain efficient while being fiscally responsible. When a company starts out, normally there are just a handful of people so maintaining personnel records and other human resource tasks are relatively easy. As a company increases its most important asset, people, the job becomes much more difficult. In our case, not only has the employee pool grown, but also the distance. This exponentially compounds the problem. Our company has grown from just a few people to over 1,200 employees that are spread out over the entire state. We have a customer base of over 300 companies. These types of numbers and the demographics of these numbers make it nearly impossible for us to continue doing HR business as usual. It is time to evolve just as our company evolved or we will suffer because of it. Thankfully, there are numerous options at our disposal. I believe our first issue that needs to be addressed is the hiring of new staff. With our growth rate, it is inevitable that we have the continuing need to bring in new people. After a brief analysis of how we do things, I have come to the conclusion that this area can be greatly enhanced leading to less paperwork and quickening the process. There are some instances where it takes six months to fill a position and other instances where we are offering jobs to people who never even applied. In our country’s current financial situation, more and more people are out...
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...Mountain Bank Strategic Human Resource Management – HRM530005VA016-1118-001 Professor 23 October 2011 1. Discuss the strategies that Mountain Bank should implement to achieve a competitive advantage in the marketplace. Mountain Bank already has the necessary tools to implement a variety of strategic plans. The key will be making the necessary changes and implementing them in order to gain a substantial and competitive advantage in the marketplace. The banks recent internal studies concluded that their best resources are their tellers. Based on this information I would recommend focusing on this echelon of the workforce strategically. As a part of the human resource management (HRM) team I would recommend a duel fold strategy that melded the competitive business strategy and the human resource strategy. a. Competitive business strategy: This strategy would focus on the needs of the customers and how to meet them efficiently and consistently. Every banking business that truly wants to succeed must ask “why will customers bank with us?” This question is the basis for the strategy they must adopt. For Mountain Bank I would recommend a #1 focus on customer service and satisfaction. I am not talking about simple courtesy but the type of incredible service that stands out far from our competitors. Numerous studies have shown that superior service will always beat cost of fees or price. BIGresearch.com, an Ohio-based market intelligence firm, conducted...
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...Employment Laws and HRM Strategy For Dr. Geri Puleo HRM530 November 14, 2012 Employment Laws and HRM Strategy Scenario The Scenario that I chose was: “Introduction of new technology for employees who may experience physical limitations.” The employment law that corresponded with this scenario was ADA or Americans with Disabilities Act. The Americans with Disabilities Act “Provides Protection for individuals with physical and mental disabilities” (Stewart, 2010). Some of the physical disabilities that would fall under this act would be the loss of an arm or leg, or a chronic illness such as cancer or diabetes. A few mental disabilities that would fall under this act would be learning disorders, depression or phobias. It is important that employers provide their employees with the accommodations that are needed to perform their essential job functions. This paper will outline some of the important factors that come along with being ADA compliant such as, the laws in my particular state (Maryland) and how they relate to the scenario, my recommended plan to manage the scenario, justifying my approach on managing the scenario, competitive advantages that may be gained by ensuring HRM practices as well as what might happen if the law is not followed accordingly. The Americans with Disabilities Act (when it comes to employment) ensures that all employees that are experiencing any type of physical or mental disability are being treated fairly...
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...When it comes to defining a need for anything and way to achieve it will require you to do research. Research will enable you to put together a needs assessment, which will tell you exactly what and why you need things to improve the overall performance. A need assessment will pick apart detail for detail what exactly is the problem and how you can fix it. For example, if you are lacking in customer service it will show the company where, when, why, and how. The needs assessment will show you where the initial system went wrong; whether it be a person or technical issue. The company will be able to see when it started to decline and why it was not fixed. In most situations companies believe that a plan that once worked will work forever. This is not true when we live in a world of change which means companies have to go with the times and keep up to survive. Then at the end, the assessment will show you how to fix the issue whether it be hiring, replacing, or moving around employees. It is very important that you don't waste time on improving an area that doesn't need improving and then be frustrated when you still have the same problem. The needs assessment cancel out that waste of time and pin pints your exact problem area and what is needed to fix it. In this case the area of opportunity is customer service. Therefore I want to implement a general training session that will be two parts. The first part will be interactive classroom learning and the second part will be role...
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...HR Training Class Sharon Council Dr. Daniel Frost HRM 530: Strategic Human Resources Management 06/22/2014 Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies. An employee needs assessment is an asset to have in the retail industry. In this demanding line of work it is imperative that we have employees who are fully capable of doing their job well and quickly. Therefore, the needs assessment is needed to help shine the light on those candidates who best fit our needs. One way that a needs assessment may expose any existing performance deficiencies is by looking at the candidates’ individual needs. A needs assessment would help the company see which candidates need what type of training and save time not training the right person incorrectly. Another way that a needs assessment would expose any existing performance deficiencies is by looking at the organizational performance. This will help figure out the skills, knowledge and abilities that an agency needs from a candidate and help the organization recruit only those individuals that will help them and not hinder them in any way. The other way that a needs assessment can help expose any existing performance deficiencies is through an occupational needs assessment. This assessment examines the skills, knowledge, and abilities required for affected occupational groups....
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...Running Head: ALIGNMENT OF HRM AND BUSINESS STRATEGIES 1 Alignment of HRM and Business Strategies Name Professor Travis Davidson Strayer University HRM 530 – Strategic Human Resource Management January 22, 2015 Propose how you would ensure the HR strategy is in alignment with the business strategy. In order to ensure the HR strategy is aligned with the business strategy, HR needs to be proactive. It is HRs responsibility to identify the necessary skills to do the job and successfully recruit, promote, and evaluate based on those skills. According to the VP of the Center for Workforce Preparation at the U.S. Chamber of Commerce, Beth Buehlmann, she says that 75% of today’s workforce will need additional training “just to keep the jobs they have today” (Morden, 2013). Every company’s HR strategy needs to have a vision which is a picture of the anticipated future, a mission that is strong and convincing, goals that lead to the achievement of the needs and wants, strategy to achieve those goals, and initiatives to implement the strategy (Wheeler, 2012). Describe the HR job position and the responsibilities listed for that HR department. The Marriott HR department position is headed up by the HR Coordinator. This position is responsible for supporting recruitment, training, benefits, payroll, performance appraisals, and career development. Implementation of HR programs and initiatives is the responsibility of the HR Manager which requires...
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...Systems Consideration in HRIS In today’s knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities,...
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...From the e-Activity, examine three trends in HR. Provide probable causes for these trends. Predict how these trends will affect organizations in a single sector of your choosing. Human Resources departments everywhere are going through a renaissance. With more employees seeking positions that value work/life balance, HR has had to adapt to the changing workforce and create programs that attract top talent. If we examine the three trends in HR, we would find that the concept of flexible time schedule, 360 degree feedback and a focus on talent management. All these trends are taking place because of a more competitive global business landscape and the rise of emerging economies. Flexible time schedules, helps employees achieve work-life balance. They’ll be able to attend their kids’ school plays, go to the doctor when necessary, and take care of important personal matters. This helps boost employee performance. In addition, workplace flexibility helps attract and retain top talent for the organization. http://www.top-employers.com/hy/news-and-insights/Blog/2015/01/3-top-employers-hr-trends-you-cant-afford-to-ignore/ Examine the duties and responsibilities of a HR specialist. Determine the contributions that someone in this position makes to an organization. Support your position. Human resource specialist consists of all the activities undertaken by an enterprise to ensure the effective utilization of employees toward the attainment of individual, group, and organizational...
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...Assignment 3: Dismissal Meeting Imagine that you are an office manager and you have been tasked with the job of coordinating and heading the dismissal meeting for an employee layoff. Write a six to eight (6-8) page paper in which you: 1. Propose three (3) ways that a manager can cope with any negative emotions that may accompany an employee layoff. 2. Describe a step-by-step process of conducting the dismissal meeting. 3. Determine the compensation that the fictitious company may provide to the separated employee. 4. Using Microsoft Word or an equivalent such as OpenOffice, create a chart that depicts the timeline of the disbursement of the compensation. 5. Predict three (3) ways that this layoff may affect the company. 6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: * Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Dismissal Meeting Within any company, managers must be reminded that the focus of a layoff is not on the actual individual being released, but rather on the position itself. The layoff decision is made based on the needs of the company and the position. If the individual is not fulfilling the position or if the position is no longer necessary, the...
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...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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