...Assignment 2 USA Motors HRM 533 Total Rewards July 20, 2010 Will the incentive plan to reduce absenteeism succeed? Explain your opinion. The incentive plan shows the ability to succeed. Jack Parks is the benefits and services manager, whom did a review of the division’s absenteeism rates for controllable absences, which are absences believed to be of the employees choice. “He finds that the company could reduce this rate from the previous year’s figure of 11%” (USA Motors, 2010, p.9). Parks seems to have ensured that the incentive plan will meet the organization’s needs and hopefully keep the employees motivated. Ten years ago an incentive plan was negotiated between USA Motors and the national union, to pay employess for being absent. “The theory was that by giving workers one week of paid absence against which they could charge personal absences, the company would be encouraging employees to notify their supervisors then they would be out of work, so that arrangements could be made and production could be maintained” (USA Motors, 2010, p.9). The employees found a loop hole in the incentive plan, ”by not charging off any paid absences, they could receive a full week’s pay in June when the company paid off the balance of unused paid absences for the previous year” (USA Motors, 2010, p.9). Parks felt that a need for an improved incentive plan to reduce absentee should be in place. “The plan Parks had in mind entails a standard for the amount of controlled...
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...RUNNING HEAD: LEEPER LINGERIE COMPANY Leeper Lingerie Company HRM 533-Online Do you think that Keith was justified in insisting that the job, not the person be evaluated? Explain you answer. The difference between ‘job evaluation’ and ‘employee evaluation’ is that one is general and wide-ranging while the other one is individualistic. For the most part a job evaluation “is a formal, systematic means to identify the relative worth of the jobs within an organization.” (Mathis and Jackson, p. 382) In the process of ‘job evaluation’, a company reinforces the job descriptions and its relevance to the company. This is where specific tasks, duties and requirements are implemented. Scholars such as Fisher, Schoenfeld and Shaw states that performance appraisal is the ‘performance assessment and management process in which an employee’s contribution to the organization during a specific period of time is assessed.”(p. 423) In a performance appraisal meeting, an employee’s contribution or the lack of, is evaluated with the employee and his immediate supervisor. The key element is for the employee to be present at the time of the meeting. In this case, the meeting was called to reevaluate several jobs within the company. Keith was reasonable to not involve a particular employee as part of the assessment. The purpose of the committee was to review certain jobs and not an individual employee. This was not a performance-appraisal meeting but rather to assess...
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...Geico Ivy Cuttino Strayer University Dr. Judie Bucholz Hrm533- Total Rewards January 22, 2012 Geico Employees Insurance Company has been in existence since in 1936 and was founded by Leo and Lillian Goodwin. Geico was established to provide auto insurance for governmental employees in the entire United States. Geico was based on the idea the governmental employees were safer and more financially dependable then the general public. With this way of thinking Geico was able to cut out the middle man “agents” saving money the company money. So they were able to pass these saving onto the customers, employees, and advertising. Geico total rewards program aligns with the basic total rewards program that is Compensation, Benefits, Work-Life, Performance & Recognition, and Development & Career Opportunities. This set up was designed and implemented to mirror how the government was operating. The way Geico was structure it developed and promoted internally. They used this technique at Geico to develop well knowledgeable employees as well as maintaining a low employee turnover ratio. These principles help develop the company that people see today. Determine which facets of the Geico total rewards program align with the five (5) top advantages to a total rewards outlined in Chapter 2 of the textbook and discuss your reasoning. The first facet when reviewing Geico compensation scale and comparing it to its competitors. Geico salaries are competitive to...
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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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...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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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
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...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
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...Student ID Number Reg. No. MGT-524 POM-534 MIS-612 MKT-602 FIN-606 HRM-604 ACN-531 IBS-611 SYS-614 MGT-512 INT. 3 Cre. Sl. No. 3 Cre. 3 Cre. 3 Cre. 3 Cre. 3 Cre. 3 Cre. 3 Cre. 3 Cre. 3 Cre. 4 Cre. 1 AL MAHMUD M21411121002 - - - - - - I - - - - 2 SAFIQUL ISLAM M21411121003 - - - - - - - - - 2.50 - 3 KAZI SOHENUL ALAM M21411121004 ACN-602 (3 Cre.) I 3.00 2.75 - - - - 2.75 - - - 4 MD. FAISAL AHMED M21411121009 4.00 I 3.25 - - - - - - - - 5 SHERIN KHAN M21411121011 - I - - - - - - - - 6 KAMRUN NAHAR SHIRIN F21411121012 - - - - - - - - - - 7 M. A. HAJJAZ M21411121014 - - - - - - - - - 8 FARHANA SHARMIN F21411121015 - - - - - - - - - 9 MUNMUN AKTER ANY F21411121016 - - - - - - - - - - 3.00 10 A. K. M. MOKADDEMUL KALLOL M21411121020 - - - - - - - - - - 3.25 11 YEASIN PATAWARY - - - - - - - - - - 3.50 N.B:- E: Expel, I: Incomplete, F: Fail M21411121022 FIN-533 (3 Cre.) 2.25 FIN-533 (3 Cre.) 3.25 2.75 Batch: 33th Course Code, Number, Credits & Grade Point Name...
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...of 1.25cm should be allowed on both the left and the right side of the page. 4. Pages are to be numbered consecutively. 5. The assignment should be submitted with a cover sheet stating your: i. Company's Title & HR Function ii. Subject iii. Lecturer’s Name iv. Students' Name and Matric No v. Class/Program vi. Submission Date 6. Cover page of your report must be in yellow colour. SUBMISSION 1. A copy of all assignments should be kept to safeguard against loss. No excuse of losing the assignment or losing computer will be accepted. 2. Assignment should be proofread before submission. 3. Failure to submit by the due date would result in your marks to be awarded 0. UNIVERSITI TEKNOLOGI MARA HRM 533: INTRODUCTION TO HRM shibahisham/fpp/hrm533 REFERENCES 1. Your report MUST include citations from the sources....
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...Handling HR issues in Greece Vicki Sweet Saint Leo University Human Resource in Management MBA 533 Dr. Sherbert July 14, 2013 Handling HR issues in Greece In the ever-changing business climate, utilization of global human resources continues. Whether a multinational corporation or a global corporation, cultural complexities play a dominant part in the handling of HR issues. Cultural differences are a factor in the determination of an organization’s fit within the foreign culture and as such, must be closely examined to succeed in the international business market. According to Myloni et al. (2003), “HRM practices are grounded in cultural beliefs that reflect the basic assumptions and values of the national culture in which organizations are embedded.” (Myloni, Harzing, & Mirza, 2003, p. 7) Professor Geert Hofstede‘s 1984 cultural dimensions research established four dimensions of national culture: power distance, individualism versus collectivism, avoidance of uncertainty, and masculinity. The fifth dimension of long-term versus short-term orientation was later added. (The Hofstede Centre, n.d.) These dimensions represent cultural differences between countries and exhibit how culture influences work behavior and the effectiveness of HRM policies and procedures. Utilizing Hofstede’s cultural dimensions information, this paper will examine how HR issues might be handled in Greece. The first cultural dimension, power distance, refers to the emphasis placed upon...
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...contributors Preface Authors’ acknowledgements Tour of the book HRM as I see it: video and text feature Publisher’s acknowledgements Key topics grid xviii xx xxi xxii xxv xxxiii xxxiv xxxvi xxxviii xl 1 2 2 2 3 3 3 4 5 6 8 9 9 13 16 17 18 18 20 22 22 24 25 27 30 I the arena of contemporary human resource management 1 the nature of contemporary HRM John Bratton Outline Objectives Introduction The development of HRM Keynesianism: collectivism and personnel management HRM in practice 1.1: A new role for HR professionals Neo-liberalism: individualism and HRM Management and HRM The meaning of ‘human resource’ The meaning of ‘management’ The nature of the employment relationship Scope and functions of HRM Theoretical perspectives on HRM HRM in practice 1.2: Twenty-first-century senior HR leaders have a changing role The Fombrun, Tichy and Devanna model of HRM The Harvard model of HRM The Guest model of HRM The Warwick model of HRM The Storey model of HRM HRM and globalization: The HRM model in advancing economies? Ulrich’s strategic partner model of HRM Studying HRM Critique and paradox in HRM viii contents ix Case study: Canterbury Hospital Summary, Vocab checklist for ESL students, Review questions and Further reading to improve your mark 33 34 37 37 37 38 38 39 41 44 44 45 46 48 50 52 54 55 56 56 58 60 62 65 66 69 69 69 70 70 71 72 72 73 73 74 77 78 80 81 88 92 2 corporate strategy and strategic HRM John Bratton Outline Objectives Introduction Strategic management...
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...Module 2 Assignment Linda Dorsey MBA 533 - Assignment # 2 Saint Leo University Dr. Rothrauff November 3, 2013 Abstract Cultural difference is a driving factor in the development of HRM polices. In order for organizations to be effective globally they must take the time and do the homework to understand the culture of the countries they want to do business in. This paper discusses some detail Hofstede’s theory of cultural dimensions and how understanding the dimensions and as they relate to a specific culture can assist in determining a strategy for designing HRM policies to fit a particular countries culture. Although this paper will focus on India, you will be able to get a good idea of how the theory can be applied to any country with proper research of that countries culture. What is the definition of culture? It sounds like a very simple question, if you search the Internet, read books, talk to different people you will get different responses. However, if you pay close attention the answer is basically the same. To simplify things for the purpose of this paper I will use Merriam Webster Dictionary definition of culture: culture is the beliefs, customs, arts, etc., of a particular society, group, place, or time a particular society that has its own beliefs, ways of life, art, etc. a way of thinking, behaving, or working that exists in a place or organization (such as a business). From an HR/operations perspective understanding cultural differences is key to...
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...Hrm 533 Total Rewards Strategy Proposal Abstract This paper is provided to create, organize, and manage a total rewards program for an insurance company. First, it indicates the requirement of a total rewards system for the company. Then, it formulates a competitive strategy and explains it. Since the communication of a strategy is as important as the strategy itself, the paper includes a communication plan of the strategy. And last but not least it studies devising a competitive pay structure. 1. Create a brief overview of the company requirements for a total rewards system. Company A is a holding company that provides financial protection, insurance and asset management services that employs 20,000 employees in 17 different countries in Europe, North America and Asia Pacific (The Datamonitor Group, 2011). There are 2,000 management-level individuals who speak a variety of languages. The company employs diverse individuals who are governed by multiple regulatory environments. Company A’s business finds its primary source of strength in human competencies. The company believes in the power of talented and dedicated employees to make difference on the quality of the service delivered at the market. The company aims at gaining the preference of its customers and shareholders as well as its employees. Because the employees are at the core of purpose, the company intends to build its collective success around a relationship in which the needs of itself and...
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