...Career Development Plan Part I--Job Analysis and Selection Report Lorna L. King HRM 531 August 16, 2010 Scott Beck 1. Executive Summary The findings show that Team King has the right skills and talent to take InterClean, to the new strategic direction of providing full-service cleaning solutions for organizations in the health care industry. Team King will undergo an intensive training program in the next month. Each member has sales goals of a minimum of two contracts per month and maintains contacts with current clients. Therefore, I recommend a 10% sales bonus for any sales above the minimum sales goal of two contracts per month. 2. Contents 1. Executive Summary 2 3. Introduction 3 4. Findings 3 4.1 Job Analysis 3 4.1.1 Job Analysis Methods 3 4.1.2 Job Duties 4 4.2 Workforce Planning System 4 4.2.1 Talent Inventory /Positions 4 4.2.2 Action Plan (training, placement, promotion, development and compensation). 5 4.2.3 Goals ...
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...InterClean Company Development Plan University of Phoenix-Diamond Bar HRM/531 Human Capital Management September 19, 2010 InterClean looks at two key elements of a job analysis, one it identification of major job requirements (MJR) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source is the most current, official position description. The second element is identification of knowledge, skills and abilities (KSA) required to accomplish each MJR and the quality level and amount of the KSA’s needed. Most job analysis deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. Goals of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled. (U.S. Department of Interior, 1998) InterClean ------------------------------------------------- ...
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...|[pic] |Course Syllabus | | |School of Business | | |HRM/531 | | |Human Capital Management | Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies...
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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...Career Development Summary HRM/531 Human Capital Management October 18 2010 Since my promotion to midlevel management, I have been working very hard on the new career development plan for the company. I will hire a Vice President of Sales and four other sales positions will be filled, these positions include a sales manager, and three outside sales representatives. Job descriptions and qualifications: It is important to InterClean to hire five positions, one in which will be vice president of sales. Vice president of sales responsibilities are, overseeing the hiring and development of a worldwide sales organization, suitable for a growing company. Vice President of sales also most institute compensation, training, and sales incentive programs. Development a nationwide and international sales strategies. Continue customer relationships and employ new strategies for increasing the company’s customer base. Vice President of sales qualifications includes, at least four years sales experience in similar industries, and five in management. Vice President of sales most have established sales record in company product. Vice President of sales, most be able to manage at both the strategic and daily operation. I have chosen this vice president candidate for this position because of his 15 years sales experience, he has an outstanding track record, work history, and knowledge in the global industrial cleaning and sanitation industry. He has the ability implement...
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...Team A Reflection Week 6 Amanda Mitchell, Anton McArthur, Carol Joseph, Henry Green, Ivan Irizarrio, Stanley Scott, Vishwas Dave HRM 531 December 3, 2015 Dr. Martha Stanislas Team A Reflection Week 6 Employees are the most valuable asset to any organization; without the employees the business cannot run. More importantly, employees are a reflection of the company’s image, so selecting the right individuals will determine how well the company will do. Atwood and Allen Consulting firm has brought in Team A to provide the recommendations for the Recruitment and Selections Strategies Plans for Landslide Limousine Company, Clapton Commercial Construction Company, and Bollman Hotel Chain. The Plans will include the organizational goals, forecasted demographic changes, an analysis of the projected workforce needs for the next five years, workforce diversity objectives, methods for recruiting and screening candidates, interview methods and process considerations, and methods for selecting candidates. Landslide Limousines Recruiting and selecting the right candidate is an overwhelming process for a startup small business. “Job recruitment and selection practices represent a prerequisite for companies aiming for competitive and skilled employees” Zaharie, M., & Osoian, C. (2013). Once again, Bradley Stonefield has offered Team A Consultants the ultimate occasion to interact by drawing for Landslide Limousines his recruitment and selection strategies. Organizational Goals Following...
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...Recruitment Plan HRM/531 Recruitment Plan Organizational Strategy The recruitment process should be more oriented to organizational strategy than other industries because attitude of employee in hospitality industry would directly affect customer relationships. According to Ivanovic & Blazevic (2009), “An enterprises human assets or, put more conventionally, its human resources tend to be one the most significant costs for most hospitality enterprises (p. 1). In most hotels the payroll is the single biggest cost item, which in restaurants and bars is usually second material cost. Furthermore, human resources are usually the first point of contact between an enterprise and its customers.” According to Hospitality Ireland, “Getting properly trained staff in 'for the long-haul' is more difficult (p. 1). As chef Derry Clarke told us in an interview last May, ‘the main challenge the restaurant industry faces is increasing labor costs and maintaining a good work force. Unfortunately, this is the type of business where a large amount of chefs remain employed for six months and then move on.’ Restaurants aren't alone; staff shortages affect all areas of the hospitality trade.” An effective recruitment strategy for the organization is essential to the success of the enterprise. Before selecting detailed recruitment plans, it is important to consider what managers do so that the development plans meet the needs of the organization and of the individual. If the organization employs...
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...ork2012 - 2013 Catalog A Message from the President “Sullivan University is truly a unique and student success focused institution.” I have shared that statement with numerous groups and it simply summarizes my basic philosophy of what Sullivan is all about. When I say that Sullivan is “student success focused,” I feel as President that I owe a definition of this statement to all who are considering Sullivan University. First, Sullivan is unique among institutions of higher education with its innovative, career-first curriculum. You can earn a career diploma or certificate in a year or less and then accept employment while still being able to complete your associate, bachelor’s, master’s or doctoral degree by attending during the day, evenings, weekends, or online. Business and industry do not expand or hire new employees only in May or June each year. Yet most institutions of higher education operate on a nine-month school year with almost everyone graduating in May. We remained focused on your success and education, and continue to offer our students the opportunity to begin classes or to graduate four times a year with our flexible, year-round full-time schedule of classes. If you really want to attend a school where your needs (your real needs) come first, consider Sullivan University. I believe we can help you exceed your expectations. Since words cannot fully describe the atmosphere at Sullivan University, please accept my personal invitation to visit and experience...
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...RESEARCH NOTE EXHAUSTION FROM INFORMATION SYSTEM CAREER EXPERIENCE: IMPLICATIONS FOR TURN-AWAY INTENTION1 Deborah J. Armstrong Entrepreneurship, Strategy & Information Systems Department, College of Business, Florida State University, 821 Academic Way, Tallahassee, FL 32306-1110 U.S.A. {darmstrong@business.fsu.edu} Nita G. Brooks Computer Information Systems, Jones College of Business, Middle Tennessee State University, MTSU Box 45, Murfreesboro, TN 37132 U.S.A. {nita.brooks@mtsu.edu} Cynthia K. Riemenschneider Management Information Systems Department, Hankamer School of Business, Baylor University, 1 Bear Place #98005, Waco, TX 76798-8005 U.S.A. {c_riemenschneider@baylor.edu} 1 While the U.S. economy is recovering slowly, reports tell us that the supply of information systems (IS) professionals is declining and demand is once again on the rise. With organizations challenged in their efforts to hire additional staff, IS professionals are being asked to do even more, often leading to burnout, turnover, and turnaway intentions. Building on Ahuja et al.’s (2007) work on turnover intentions and using the job demands– resources model of burnout as an organizing framework for the antecedents to exhaustion from IS career experience (EISCE), this illustrative research note draws attention to exhaustion in IS professionals that spans an individual’s professional career. Findings indicate that IS professionals’ perceived workload (demand) was associated with...
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...ACCA qualifications. In this, the only FAB/F1 Study Text to be reviewed by the examiner: We highlight the most important elements in the syllabus and the key skills you will need We signpost how each chapter links to the syllabus and the study guide We provide lots of exam focus points demonstrating what the examiner will want you to do We emphasise key points in regular fast forward summaries We test your knowledge of what you’ve studied in quick quizzes We examine your understanding in our exam question bank We reference all the important topics in our full index BPP’s Practice & Revision Kit and i-Pass products also support this paper. Note FIA FAB and ACCA Paper F1 are examined under the same syllabus and study guide. FOR EXAMS FROM FEBRUARY 2014 TO AUGUST 2015 I N T E R A C T I V E T E X T FAB/F1 ACCOUNTANT IN BUSINESS First edition March 2011 Third edition September 2013 ISBN 9781 4453 7026 2 Previous ISBN 9781 4453 9965 2 eISBN 9781 4453 7061 3 British Library Cataloguing-in-Publication Data A catalogue record for this book is available from the British Library Published by BPP Learning Media Ltd BPP House, Aldine Place 142-144 Uxbridge Road London W12 8AA www.bpp.com/learningmedia Printed in the United Kingdom by RICOH Ricoh House Ullswater Crescent Coulsdon CR5 2HR A note about copyright Dear Customer What does the little © mean and why does it matter? Your market-leading BPP books, course materials and elearning materials do not write...
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...well as the compilation itself. It does not cover the individual selections herein that first appeared elsewhere. ii Permission to reprint these has been obtained by Pearson Custom Publishing for this edition only. Further reproduction by any means, electronic or mechanical, including photocopying and recording, or by any information storage or retrieval system, must be arranged with the individual copyright holders noted. This special edition published in cooperation with Pearson Custom Publishing. Printed in the United States of America 10 9 8 7 6 5 4 3 2 1 Please visit our web site at www.pearsoncustom.com ISBN 0–536–72690–6 BA 996748 PEARSON CUSTOM PUBLISHING 75 Arlington Street, Suite 300 Boston, MA 02116 A Pearson Education Company iii iv Table of Contents SECTION ONE ................................................................. 1 An Investment Perspective and Human Resources .... 2 HUMAN RESOURCE INVESTMENT CONSIDERATIONS ...6 INVESTMENTS IN TRAINING AND DEVELOPMENT ..... 14 INVESTMENT PRACTICES FOR IMPROVED RETENTION ............................................................ 32 INVESTMENTS IN JOB-SECURE WORKFORCES .......... 42 ETHICAL IMPLICATIONS OF EMPLOYMENT PRACTICES ............................................................. 56 NONTRADITIONAL INVESTMENT APPROACHES ......... 58 SUMMARY............................................................... 67...
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...Implementation of the Human Resource Development Strategy for South Africa ANDREW WILLIE BARTLETT 21936048 Mini-dissertation submitted in partial fulfilment of the requirements for the Master’s degree in Development and Management at the Potchefstroom campus of the NorthWest University SUPERVISOR: MS LUNI VERMEULEN 2011 i ACKNOWLEDGEMENTS I wish to hereby express my sincere gratitude and appreciation towards the following persons for their support and assistance throughout this study: My Heavenly Father who blessed me with the opportunity, ability and strength to try to make a difference through this study. My wife, Elaine, without whose support, encouragement and assistance this study would not have been possible. My children, Elandre and Jade, for their support and understanding; may this achievement motivate you in your studies and development. My personal mentor and supervisor, Ms Luni Vermeulen, for her highly professional guidance, motivation, continuous support and patience. To all the respondents at the various institutions for their participation and valuable contributions. Thank you very much for your selfless assistance. ii ABSTRACT In 2001 the first Human Resource Development Strategy of South Africa (HRDSA) was implemented. The lack of institutional arrangements, structures, procedures, processes and capacity and the location of the HRDSA, 2001, at both the then Departments of Education...
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...Expatriates in China Experiences, Opportunities and Challenges Ilaria Boncori ISBN: 9781137293473 DOI: 10.1057/9781137293473 Palgrave Macmillan Please respect intellectual property rights This material is copyright and its use is restricted by our standard site license terms and conditions (see palgraveconnect.com/pc/connect/info/terms_conditions.html). If you plan to copy, distribute or share in any format, including, for the avoidance of doubt, posting on websites, you need the express prior permission of Palgrave Macmillan. To request permission please contact rights@palgrave.com. Expatriates in China Experiences, Opportunities and Challenges Ilaria Boncori Expatriates in China 10.1057/9781137293473 - Expatriates in China, Ilaria Boncori Copyright material from www.palgraveconnect.com - licensed to University of Wollongong - PalgraveConnect - 2014-05-17 This page intentionally left blank 10.1057/9781137293473 - Expatriates in China, Ilaria Boncori Copyright material from www.palgraveconnect.com - licensed to University of Wollongong - PalgraveConnect - 2014-05-17 Expatriates in China Experiences, Opportunities and Challenges Ilaria Boncori University of Essex, UK Copyright material from www.palgraveconnect.com - licensed to University of Wollongong - PalgraveConnect - 2014-05-17 10.1057/9781137293473 - Expatriates in China, Ilaria Boncori © Ilaria Boncori 2013 Foreword © Heather Höpfl 2013 All rights reserved. No reproduction...
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...Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational psychology to solve human-related organizational problems. Previous Professional Practice Series volumes include: Published by Jossey-Bass Customer Service Delivery ...
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...Society for Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational psychology to solve human-related organizational problems. Previous Professional Practice Series volumes include: Published by Jossey-Bass Customer Service Delivery Lawrence...
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