...¿Por qué algunas organizaciones tienen un momento difícil debido a los planes que estos crean? Las empresas continuamente establecen objetivos a corto y largo plazo y planes estratégicos, que les permitan mejorar las labores de la empresa y brindar estándares de desempeño más claro. Los objetivos a cortos plazo ciertamente se relacionan con los planes de acción, lo cual permite mejorar los objetivos de tres maneras. (Pearce & Robinson, 2011). En primer lugar, ser específico. Los planes de acción, generalmente identifican las actividades y las tácticas funcionales que se realizaran. En segundo lugar, establecer el tiempo que tomara cumplir con los objetivos. En tercer lugar, identificar las personas responsables para cada plan de acción. Esta última es muy importante, ya que garantizaría que cada plan de acción se lleve a cabo, (Pearce & Robinson, 2011). Sin embargo, existen algunos factores que podrían afectar las operaciones de una compañía, aun cuando estas toman medidas proactivas para ser competitivas. Un mal manejo de las tácticas funcionales de la compañía, podría afectar las operaciones de la misma. Las tácticas funcionales son las actividades que habitualmente deben realizarse en cada departamento o área funcional de la empresa, entiéndase; Mercadeo, Recursos Humanos, Finanzas, entre otros, (Pearce & Robinson, 2011). La falta de detalles específicos en las tácticas funcionales podría afectar las estrategias de un negocio. ¿Qué problemas has enfrentado...
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...en Gender Discrimination Assessment Activity Kim Daigle 546 June 15, 2015 Denise Brown The Shoe Incident According to the Employment Law for Business, gender discrimination is illegal under Title VII (Bennett, 2007). Being that I am the regional manager, there are certain decisions that I will and will not allow from my customers. I take pride in making sure that every employee and customer are treated fairly and with respect. Based on the facts in this case, there is legal and ethical issues that arise in this incident. Discrimination happens every day whether intentionally or purposely. Customers preference is not a legitimate and protected reason to treat otherwise-qualified employees differently based on gender” (Bennett, 2007). Even though Imelda was the store’s best customer, she still has to be helped by the sales employee that is working that was working that area on that day. If Imelda prefers a female sales employee, she has that right to come back another day when the female sales employee is working in the front. I believe Imelda doesn’t realize when she is requesting to work with a female sales employee over a male sales employee that she is gender discriminating under Title VII. Title VII of the Civil Rights Act of 1964 is a federal law that protects individuals from discrimination based upon sex. This law makes it illegal for an employer to discriminate against individuals because of their sex in hiring, firing, and other terms and conditions...
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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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...The Shoe Store Incident This paper will show that this scenario provides a case for gender discrimination. Gender discrimination is illegal under Title VII (Bennett-Alexander & Hartman, 2007). In addition, this paper will show what legal and ethical issues arise in this case. Furthermore, this paper will show what Bob should do in this case. Title VII Issues Discrimination comes in all shapes and sizes, and managers have to be careful not to cross the line and do the wrong thing. Companies do not want lawsuits for discrimination or anything else. The store’s best customer, Imelda, probably did not intend to offend anyone nor did she probably know that she was discriminating against anyone. Many times discrimination is not intended. Customers generally believe they are always right and get what they want. However, in this instance the customer is very wrong. Requesting a female employee over a male employee is a form of discrimination, gender discrimination. Gender discrimination is illegal under Title VII (Bennett-Alexander & Hartman, 2007). If Bob asks Tom to step aside and allow Mary to assist Imelda with her purchases, he will be “in violation of Title VII and can be held liable to the employee for gender discrimination. Customer preference is not a legitimate and protected reason to treat otherwise-qualified employees differently based on gender” (Bennett-Alexander & Hartman, 2007, p. 283). Legally and ethically, Manager Bob cannot swap employees Tom and Mary simply because...
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...Sex | Age | Course | WPA | R.A | 1. Female | 17 | BA | 75 | Non-C | 2. Male | 17 | HRM | 82 | Non-C | 3. Female | 18 | HRM | 80 | C | 4. Male | 20 | BA | 78 | C | 5. Female | 19 | BA | 90 | Non-C | 6. Male | 19 | PSYCH | 81 | Non-C | 7. Male | 17 | BA | 84 | C | 8. Female | 18 | PSYCH | 76 | C | 9. Male | 16 | BA | 92 | C | 10. Male | 16 | BA | 91 | Non-C | 11. Male | 18 | BA | 85 | C | 12. Female | 18 | HRM | 85 | C | 13. Male | 16 | BA | 92 | C | 14. Male | 16 | HRM | 83 | C | 15. Male | 16 | IT | 82 | C | 16. Female | 19 | IT | 77 | C | 17. Female | 18 | HRM | 85 | C | 18. Male | 16 | HRM | 83 | C | 19. Female | 18 | NURSING | 76 | Non-C | 20. Female | 18 | BA | 82 | C | 21. Female | 18 | BA | 80 | Non-C | 22. Male | 16 | HRM | 92 | C | 23. Male | 20 | BA | 78 | C | 24. Male | 16 | BURSING | 83 | Non-C | 25. Female | 16 | PSYCH | 88 | C | 26. Female | 19 | PSYCH | 92 | C | 27. Female | 18 | PSYCH | 80 | Non-C | 28. Female | 17 | BA | 89 | C | 29. Male | 20 | HRM | 87 | C | 30. Male | 20 | IT | 87 | Non-C | TABLE 1.0 Survey Profile of Respondents in Brokenshire College 1st Yr. and 2nd Yr. Students A. Survey Profile 1. Sex- Male or Female 2. Age 3. Course- B.A. (Business Administration), HRM (Hotel and Restaurant Management), I.T. (Information Technology), PSYCH (Psychology) and NURSING. 4. WPA (Weighted Percentage Average) 5. Religious Affiliation- C (Catholic) and Non-C (Non-Catholic). B. We get our sample...
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...Formative Assessment Activity University of Phoenix HRM 546 Human Resource Law Jay Hinkel October 3, 2011 Memorandum To: Esq., Manager From: Regional Manager Date: Monday, October 3, 2011 Re: The Shoe Store Incident CONFIDENTIAL Bob, Based on your evaluation of the incident at your store in respects to switching employees due to a customer preference in dealing with a woman instead of a man I’ve concluded the following: By using the female employee versus the male employee to serve the customer the company would be in violation of Title VII for gender discrimination. Title VII laws regarding gender cover the full scope of the employment relationship which describes that gender may not be the basis of any decision related to employment unless gender is used as a bona fide occupational qualification (BFOQ). Customer preference is not a legitimate and protected reason to treat otherwise qualified employees differently based on gender. Additionally, allowing the female employee to assist the customer over the male employee would be in violation of the store’s rotation policy. The policy states that each working day, two employees work in the store; one working the front and one working the back. Rotation occurs on a daily basis in order to disperse commissions fairly. Since this is company policy, there is no flexibility to change that policy and to rotation schedule clearly states that it is the male employee’s turn to earn commission. Discrimination...
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...LEARNING TEAM CHARTER – TEAM “B” |Course Title |HRM/546 | | | | | | | | | | | Team Members/Contact Information |Name | |Phone | |Time zone and | |Email | | | | | |Availability During the Week | | | |Shawn Denton | |803-448-4830 | |Anytime between 5:30 – 11 EST | |dentonshawn2000@yahoo.com | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | ...
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...Hrm 546 Scenario One: Cost Club Cost Club is administratively organized into regions, and each region develops their own operational policies as long as the low cost bottom line and reasonable customer service is maintained (University of Phoenix, 2012). There are several routine human resources issues that need to be addressed in the workplace. The first issue involves potential wrongful discharges at the Anderson Cost Club store. The second issue is assisting the regional CEO in reducing employee costs; addressing the use of independent contractors and temporary employees. The third issue involves determining if Cost Club is legally responsible in three separate situations because of employee or vendor error. The fourth issue is addressing alternatives to settle disputes between employees and the company. The last issue involves addressing the Employment Law concepts that can arise in personnel actions, and assisting in the training around best practices in selection, promotion, and performance evaluations of employees. Message 1: Discharges at the Anderson Cost Club store The Anderson Cost Club store is located in a right-to-work state which secures the right of employees to decide if they want to join or financially support a union. This will have nothing to do with how or why the two employees were terminated from Cost Club. The GM at the Anderson Cost Club store terminated the two employees because he wanted to downsize his store’s workforce. This is a very valid reason...
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...Employment-at-Will Exceptions Paper University of Phoenix HRM 546 Introduction This paper will explain how employment-at-will is utilized by my employer (xxx); how the exceptions to the employment-at-will doctrine are used to protect URS; and, will identify how and why xxx employs employees and independent contractors and how that strategy contributes to the economic health of the company. How is Employment-at-Will applied in my Organization? The general employment engagement at xxx is employment-at-will. As described by xxx Code and Business Conduct and Ethics, “Nothing in the Code alters the employment at-will policy of xxx applicable to all U.S. employees.” xxx is a publicly traded company, and because it contracts with the Federal Government it is governed by regulations unfamiliar to private companies. According to California labor law, Section 2922, “An employment, having no specified term, may be terminated at the will of either party on notice to the other. Employment for a specified term means an employment for a period greater than one month.” Unlike most employees at xxx, however, senior management (senior vice-president level and above) work at URS on a contractual basis. The employment contract is created by Human Resources, reviewed and approved by the CEO and Board of Directors, and then presented to the manager. How do Exceptions to Employment-at-Will Limit its Application? Exceptions...
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...is not merely an administration but rather it makes sure the strong relationship between employee and employer. The case encourages discussion on whether the company’s culture is truly emphasis on attracting and motivating the best employees or it is with a business motive. In order to present critical review of the case study , the concept of HRM as a new strategic approach to the management of people is discussed and two different approaches “best practices” and “best fit” is explained. In the end of the report, the case study is presented from “best fit” HRM perspective .Thus this case study helps us to analyze the two different HRM approaches are applied in the organizations. 2. Two perspectives on SHRM: - HRM has experienced a drastic change over the last few years. “Influenced by many internal and external factors HRM has enlarged its work and activities from administration like making HR policies and practices to become a strategic partner in the organization, its work is to align its functions with the business goals of the organization” (Becker & Gerhart, 1996). On the other hand (Ostroff & Bowen, 2000) states that HRM has a valuable impact in...
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