...INCIDENT 1: HR after a Disaster 1. Which external environment factor(s) did Hurricane Rita affect? Discuss. Certainly the primary external environment factor was unanticipated events. Hurricane Rita could not have been foreseen although disaster planning could overcome many of the problems. Several external environmental factors resulted from the hurricane. The labor market experienced considerable change. Remember that restaurants were having difficulty in hiring experienced workers and many of the servers had to be trained. Some customers were having difficulty in receiving supplies from producers in the area. Technology was affected as cell phone towers had been destroyed in the area and it was difficult to communicate. To complicate the situation, land lines were also down. The economy took an initial beating from the storm, but the ultimate economic stimulus produced powerful results that continue today. 2. How were the human resource functions affected by Hurricane Rita? Virtually every area of HR was affected when Hurricane Rita struck. Businesses were desperately trying to staff their business. Compensation systems had to be significantly altered. There were many untrained workers so the training function continued. Safety issues were everywhere. 3. Do you believe that the HR situation described regarding Hurricane Rita would be typical in a disaster? Explain. Certainly there can be some degree of planning for a disaster. But it is unlikely that...
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...Drop Box 1 Com HR after a disaster HRM Incident 1: 1. The Human resource function was affected by Hurricane Rita on the following maters: The external environment has been changed due to an unanticipated event that had direct influence on the Labor market, Competition & Custumer and there for it influence the 5 functional areas of the HRM 2. I believe it will be typical to a disaster because, like in the case of 9/11, the unanticipated event can change the way things have been until that point and there is a situation of uncertainty about the present & the future that needs the fast adjustment of the HRM in order to help the company to survive the hard time. HRM Incident 2: 1. The elements in the compeny's environment that will affect Scott's suggested plan are: A. Society - very legitimate, it can influence the public opinion about the company and by that influence the customers. B. Unions- legitimate, they can arrange a strike that can lead to sirios damages to the company. C. Shareholders- legitimate, as he been told "he souls place the interest of the shareholders above all else" if the company will lose money the shareholders can decide to close it, in that case all the employes will go home. D. Competition - legitimate, in order to sell the company must keep in line with the competitor, if they will lose the business they will have to fire everyone. E. Customers- legitimate, in the end, if there are no customers ( due to bed publicity or...
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...compulsory and carry equal marks. Section-A Ques. 1 What are the objectives of HRM? How the functions of HRM relate and contribute to its Objectives? Ques. 2 Define Job Analysis. Explain any four methods of collecting Job analysis data. Ques. 3 Discuss the four phases of a HR planning process. Which of the four phases, in your opinion, is the most critical phase in determining the success or failure of HR planning? Ques. 4 Define Global HRM. How is it different from domestic HRM? Give examples. Section-B Case Study About a year ago, Pedro’s Printing was looking for a new managing editor of a specialty line of magazines. The previous editor retired after 25 years on the job. The editors and the HRM department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills to get along with the staff. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HRM would screen candidates and the editors would interview finalists with HRM, but that the HRM director would make the final choice to avoid competition among the editors. Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor was hired and he was a disaster. Though he was completely competent as an editor and fit well into the company’s...
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...Decisions in Paradise, Part I Cheryl Banes MGT/350 December 5, 2011 Howard Kersey Decisions in Paradise Alex and I have been presented with a rather unique situation on a little island off the South Pacific Ocean, called Kava. Kava was once a beautiful, sprawling island that attracted numerous tourists because of its balmy weather and indigenous tribes. Recently Kava has seen its fair share of disasters that has plagued the island. Our mission is to turn these disasters into opportunities, by establishing integrity among the people, loyalty and selfless service within this tiny island. We will begin in our Phase I process by looking at the organizational planning and climate, how the human resources will function, and finally we will delve into the business ethics. Once we have gathered all pertinent information we will combine each into one neat bundle in preparation for Phase II. The government of Kava requested that Alex and I both come up with a plan that will help alleviate the diverse composition, beliefs, attitudes, and ideologies that has caused the melting pot to boil over. Organizational planning will encompass us to identify the immediate and long-term objectives, and formulating specific strategies to achieve them. Our enterprise has demonstrated that we can develop and manage a very effective, as well as highly efficient, organizational structure and process methods. The National Guard motto is “Be all that you can be”, we want to instill...
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...about a yearly process report. All written information about an individual will be re-examined by HRM and the employee in a formal setting as from an evaluation to putting an individual’s high, weak points, followed by future goals within the company’s policies and procedures and finally the negative aspects such as, write-ups and last input from department supervisors and HRM. A performance appraisal is a process report geared towards the employee’s growth and accomplishments in this way both the organization and employee can see where growth has taken place and were strength and weaknesses could improve a skill or knowledge based on how well the employee’s work ethic stands. Within the first six months both the employee and the organization should establish a written document on what the employee entered the body with and what the employee has accomplished during training or attending webinars’. A performance appraisal, a door to planning an informal discussion about the job itself and what the employee plans on providing. All the while, the organization could limit themselves perhaps seeing that an employee brought unnecessariness from outside of work to interfere with work; i.e. drinking all night and come in the next day drunk, showing up late for work on Monday after being paid and no motivation towards the job itself. An appraisal performance is more formal and allows HRM to attend the meeting, not everything reported or recorded contrary some things...
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...business in the world. Although the success can be attributed to Starbucks’ CEO Howard Shultz’s accurate premonition of the company’s direction and future expansion; a vast portion of due recognition is warranted to Starbucks’ Human Resource Management (HRM) department. Through a comprehensive selection process, strong training and development program, and a highly competitive pay package, the HRM has set the standard for other organizations to emulate. The goal is clear, to not only supply delicious hot served coffee, fresh pastries, and provide a cozy and comfortable atmosphere globally, but also provide value and security to its employees from the CEO to the newly acquired Baristas. Greeting the morning with a precisely tempered cup of Caramel Macchiato and a turkey bacon sandwich, HRM begins canvassing their online database of applicants for prospective partners. With approximately 17,000 stores currently operating in the United States and in more than 50 countries worldwide, HRM dedicates their full attention to selecting their partners of the future. Upon requesting and returning a completed application with a professional resume in tow, a detailed background check and personality test will be conducted by HRM prior to a call back for formal interview. When the local Starbucks manager is given the green light to proceed and an interview time has been set, the applicant will be greeted to the interview with their personal favorite brew. According to Emily, the...
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...Rita on the following maters: The external environment has been changed due to an unanticipated event that had direct influence on the Labor market, Competition & Custumer and there for it influence the 5 functional areas of the HRM. Perhaps the longest-lasting impact of Hurricane Katrina was its environmental damage that, in real terms, has mainly to do with public health. Significant amounts of industrial waste and raw sewage spilled directly into New Orleans neighborhoods. And oil spills from offshore rigs, coastal refineries, and even corner gas stations have also made their way into residential areas and business districts throughout the region. 2. How were the human resource functions affected by hurricane Rita? The role of the HR department is to provide the right person at the right place at the right time, after Hurricane Rita the business became worse and there were a shortage in the employment so large and small businesses were frantically trying to find workers so they could start again. That why they had to employ untrained workers who might command a premium salary. 3. Do you believe the HR situations described regarding Hurricane Rita would be typical in a disaster? Explain. Yes. HR situation in this case will be a disaster , that because they even bussed in employee from other cities each morning and returned them at night because there were not enough workers available in the local area so they did not care if these people have qualification and skills...
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...too many plants. The insularity of the management team in choosing insiders with automobile credentials and the bureaucracy that hobbled and delayed decision-making had all contributed to the disaster” (Grossman, 2012, n.p.). People believe that HR had been responsible for many of the poor decisions made to push GM into bankruptcy. Rob Kleinbaum stated, “There were about 20 people at the very top level overseeing a lot of bad decisions, and she {Barclay} was one. If you believed that the culture contributed to the problems, which most people did, she had to go” (Grossman, 2012, n.p.). In recent years GM has been focusing on cultural change and cost cutting programs. The new GM revealed its new emphasis after bankruptcy, which focused on “customers, cars and culture” (History & Heritage-Rebirth, n.d.). Brinkley introduced a new mandatory training program for all managers to take called “Leading in Today’s GM”. She has also implemented annual employee engagement surveys (Grossman, 2012). GM has been criticized for their top down approach of culture changing in the past. The company has a history of mistrust towards its employees. In my opinion it is a company’s biggest failure- not learning from other “top-down culture” changes that did not place trust in their employees. After learning about the conflict techniques, it’s so important to collaborate when making important decisions that require a solution. When you involve your employees they are more bought in and...
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...(PIA) Administration for over the last 7 years. Demonstrated strong Technical and Problem Management skills. PeopleSoft Administrator, Oracle Database, LINUX, UNIX skills have enabled me to perform multiple installations, upgrades, performance tuning, and troubleshooting the infrastructure components required to establish and maintain the PeopleSoft PIA Architecture. PeopleSoft Server Administration – Installed and configured PeopleTools, File Server, Application Server, Process Scheduler Server, Tuxedo, WebLogic Web Server, PeopleSoft Internet Architecture (PIA) and Report Distribution, Load Balancing, Failover, Integration Broker, Single Signon, LDAP, Environment Management Framework, PeopleSoft Application Security Administration, Disaster Recovery, Business Continuity Planning for various PeopleSoft Oracle Database Instances. Expertise in performing routine maintenance activities - Environment Refreshes, PS Project Migration, File Object Migration, Performance Tuning of Web Server, Application Server, Tuxedo, Process Scheduler Server and Database, PeopleSoft Application Security. Successfully applied PeopleTools Product Patches, Application Patches, Bundles, Maintenance Packs, and PeopleTools Upgrades. Trouble shoot problems related to Server Components and Failed Process or Jobs, Performance Tuning, Turning on Traces, Working closely with Developers, QA Team and End users. Worked on distributed, large-scale and high availability environments and full cycle implementations...
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...Tokyo Preface XXII Acknowledgments xxv Strategic Human Resource Management: An Overview 3 Chapter Objectives 2 HRM in Action: Not HR Branding, Employer Branding 3 Human Resource Management 4 Human Resource Management Functions 5 Staffing 5 • Trends if Innovations: Measuring Quality of Hire in Today's Environment 6 Human Resource Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate...
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...CHECKLIST FOR NABH ASSESSMENTS Issue No. 1 Issue Date: 03/ 11 Page 1 of 53 NABH Assessment Checklist Introduction This checklist will facilitate cross functional audits throughout the hospital as NABH standards are applicable Vertically as well as Horizontally across the hospital and its various functions. The checklist has 2 components namely: i. Primary: Essentially pertaining to area specific point ii. Secondary: Common requirements for the area This checklist can be used for practical guidance. The assessor should not limit the assessment only to this checklist and can add more points based on their experience and observations. This will help out in updating this checklist and making it more comprehensive in the 2nd version Version 1 Issue Date: 17/05/11 Page 2 of 53 NABH Assessment Checklist CONTENTS Clinical Areas S. No Department/Area Page Number 1. Emergency and Ambulance 5 2. Out Patient Department 6 3. Wards 7 4. Specialized wards 11 5. Palliative Care 12 6. Dialysis Unit 13 7. Intensive Care, Neonatal/ Paediatric ICU and High Dependency Units 14 8. Operation Theatre 17 9. Recovery Room 19 10. Endoscopy 20 11. Rehabilitation 22 12. Imaging: X Ray/ USG/ CT Scan/ MRI 22 13. Nuclear Medicine 24 14. Cardiac Catheterization lab 25 15. Laboratory: Haematology/ Microbiology 16. ...
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...1. Introduction The discussion between promoters of best practice and best fit approaches has sparked widespread controversy in the human resource management (HRM) area. The topic has gained much scholarly attention because it not only addresses a theoretical controversy but also possesses a high degree of practical managerial significance. The essay has the aim to analyse best practice and best fit approaches in HRM of a multinational enterprise. The reader receives insight into Lincoln Electric's organization through a case-study analysis of practical HR approaches serving as a basis for developing practical managerial implications in the last part of the paper. 2. Critical evaluation of "best practice" and "best fit" practices in HRM 2.1 Best practice approach The best practice approach claims that certain bundles of HR activities exist which universally support companies in reaching a competitive advantage regardless of the organizational setting or industry (Redman and Wilkinson 2009). Best practice models imply a close connection between HR practices and organizational performance and are often associated with high commitment management (Paauwe & Boselie 2003). Empirical research in the best-practice field shows similar groups of HR polices which are especially suitable for maximizing performance irrespective of market and product strategies (Peffer 1998, Guest 2000). Best practice bundles of activities are characterized as mutually compatible HR activities...
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...Introduction According to Bratton and Gold (2012), human resource management is a strategic approach to managing employment relations which focuses on leveraging individual's abilities and commitment which is critical to accomplishing sustainable competitive advantage. This is achieved through a distinctive set of integrated employment policies, programmes and practices embedded in an organisational and societal context. Activities which are performed by HRM are mainly strategic planning, staffing, recruitment and selection, performance management, training, compensation, labour relations, workforce planning and talent management (Bratton & Gold 2012). Human resource management (HRM) is decisions made about the relationship between people and the organisation. These decisions are influenced by internal and external factors. Internal factors can be classified by organisation, job and individual which relates to the analysis of strengths and weaknesses in an organisation. External factors consist of political, economic, social and technological reflects on how the organisation evaluates its opportunities and threats. The aim of this report is to evaluate the importance of human resource management in terms of workforce planning, strategic planning, managing talent and recruitment and selection. Strategic Planning The activities mentioned above support the managing of organisation. An area of expertise is strategic human resource management (SHRM) which relates...
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...require more conceptual and strategic skills. Managers have to be proactive, able to anticipate technological developments and prepare their staff for whatever technological changes that might take place. This will be a successful task only when the HRM itself is fully aware of those changes and has the means to deal with them. HR managers have a number of roles to fulfill. They are the guardians of the manpower- the key assets of the organizations. They are also counselor and protector of employees and directly responsible for their effectiveness in the organization. They need to do their jobs in keeping with the existing laws, rules and regulations of the organization, and promote harmony at the workplace. This has direct bearing in a healthier and more attractive work environment. The success or failure of HR depends also on the top management’s recognition of the importance of HRM, and on its commitment to assist HR to carry out its functions. The HR managers need capability, integrity and professionalism in order to succeed in the ever-changing environment. 2. The HRM in the Army is a system that enables the manning, readiness and wellbeing of the army through transformed systems, programs, policies and procedures. The term HRM has been accepted academically and over time...
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...Running head: “THE AMERICAN RED CROSS (ARC)” “The American Red Cross (ARC)” Risa Stokes Strayer University Assignment # 01 Submitted in Partial Fulfillment of the Requirements for the Course HRM 522: Ethics and Advocacy for HR Professionals Dr. Bob Barrett Spring 2012 “The American Red Cross (ARC)” Discussion 1 Determine the impact of this even on ARC’s “benefits of business ethics” (employee commitment, investor loyalty, customer satisfaction, and bottom line). Answer According to Ferrell and Fraedrich (2011) stated that, “business ethics relates to rules, standards, and moral principles regarding what is right or wrong in specific situations. Business ethics comprises values and standards that guide behavior in the world of business” (page 7). Producing responsible leaders has always been a part of business education, but it seems overtime to have become more of incident by product than by central content. Business leaders must embrace ethical standards and those standards need to be communicated through all levels of the business, mostly importantly among shareholders and with employees. There are several benefits of business ethics according to the text. The benefits contributed based on ethics according to (Ferrell, Fraedrich, & Farrell, 2011, p 18-21): * Employee commitment-employees who believe their future is tied to that of the organization and their wiliness to make personal sacrifices for the organization. * Investor loyalty-...
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