...Succession Planning, A parallel between Corporate America and the American Military Cong T. Nguyen DeVry University Professor HRM594 October 07, 2015 Introduction Continuity, a word often spoke of but not practiced. In the human resources world, continuity has been and always good for business but due to many factors such as turnover rate, market and economic forces, succession planning is incomplete or was developed and gather dusts until an emergency arises. Being a military veteran, I’m always mindful of continuity and what it means to accomplish the mission. Succession planning is important as it ensures plans are in place to deal with disruptions of the workforce. In this paper, I will attempt to show how the Marine Corps’ concept of continued leadership development can take place of succession planning in the corporate world. I will use mostly journals from DeVry Database specifically ABI/Inform Global to prove my points and how the concept of continued leadership development should be used in the corporate world of America for better succession planning. Approach: As an HR manager or professional, one will almost assuredly deal with succession planning, to be more specific, continuity in the staffing of any organization. The problem is that at any given time, someone is thinking about a career change, and when they find a new job or career, they tend to drop everything and focus on the new job. This burning of bridges can cause human resource a lot...
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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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...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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...HR PLANNING, Recruitment and selection Human Resource Planning - The process that links the human resource needs of an organisation to its strategic, qualified, and competent enough to achieve the organisation’s objectives. A vital organisational element for the maintaining a competitive advantage and reducing employee turnover - Process of human resource planning 1. Assessing Human resources The assessment of HR begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analysed to assess the currently available HR inventory level. After the analysis of external and internal forces of the organization, it will be easier for HR manager to find out the internal strengths as well as weaknesses of the organization. 2.Demand forecasting - - HR forecasting is the process of estimating demand for and supply of HR in an organisation. - Demand forecasting is a process of determining future needs for HR in terms of quantity and quality. - Supply forecasting is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. 3. Matching supply and demand - The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved. 4. Action plan - The HR plan is executed through the designation of different HR activities. Recruitment...
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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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...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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...Factors affecting Human Resource Planning in an organization Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management. 1. Employment :- HRP is affected by the employment situation in the country i.e. in countries where there is greater unemployment; there may be more pressure on the company, from government to appoint more people. Similarly some company may force shortage of skilled labour and they may have to appoint people from other countries. 2. Technical changes in the society :- Technology changes at a very fast speed and new people having the required knowledge are required for the company. In some cases, company may retain existing employees and teach them the new technology and in some cases, the company have to remove existing people and appoint new. 3. Organizational changes :- Changes take place within the organization from time to time i.e. the company diversify into new products or close down business in some areas etc. in such cases the HRP process i.e. appointing or removing people will change according to situation. 4. Demographic changes :- Demographic changes refer to things referring to age, population, composition of work force etc. A number of people retire every year...
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...about convincing top management that you should be heavily involved in the company's strategic planning process? Stress the potential for bottom-line improvement brought about with the help of HRM in the various areas. Answer 3) The role of a human resource manager is to help the top management to recruit, select, train and develop members for a company. Obviously, human resource planning is concerned with the people’s dimensions in organizations. HRP refers to set of programs, functions, and activities designed and carried out. Therefore, HRP should be heavily involved in the company’s strategic planning process. HRP is the process of forecasting an organization’s future demand for and supply of the right type of people in the right numbers. Only after the planning is done, the company can initiate and plan the recruitment and selection process. The importance of human resource planning a. Analyzing organizational plans and deciding objectives: Analysis of organizational plans and programs helps in forecasting the demand for human resources as it provides the quantum of future work activity. The business plan would be a blueprint of desired objectives. This objective stated in economic terms, would incorporate the growth rate of the company, diversification plans, market opportunities and government policies. b. Analyzing factors for manpower requirements: The HRM should keep in view the future capabilities, knowledge and skills of present employees. The job...
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...product=bus-303-week-2-dq-12 Visit Our website: http://hwsoloutions.com/ Product Description PRODUCT DESCRIPTION BUS 303 Week 2 DQ 1&2, 1- “HR Planning is the process of managing an organizations most valuable asset – its people – so that there are no shortages or surpluses of employees in the organization” (Youssef, 2012). It is HRM’s responsibility to set out the organizational goals and strategies to each and every employee of the organization, but it is the responsibility of the HRM and line managers to work together to determine the needs of each of their departments. HR Planning and Strategic Planning should be integrated as one because in order to obtain the most valuable employees for the organization, HRM must strategically determine the needs in each department of the organization. There are six determining factors in the strategic HR planning process in order to “meet resource demands, examine and evaluate resource deployment, estimate capacity, and recognize and handle human talent” (Youssef, 2012). T 2- The goal of the selection process is to identify the best candidates who possess the most influential qualities a job requires and who fit the organizational culture well” (Youssef, 2012). Identifying the best candidates who will fit the requirements set out by the organization takes some strategic planning. Areas in which to identify the candidates are through “job analysis and job design, attraction and recruitment of talent, selection and job fit, performance...
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...might you go about convincing top management that you should be heavily involved in the company's strategic planning process? Stress the potential for bottom-line improvement brought about with the help of HRM in the various areas. The role of a human resource manager is to help the top management to recruit, select, train and develop members for a company. Obviously, human resource planning is concerned with the people’s dimensions in organizations. HRP refers to set of programs, functions, and activities designed and carried out. Therefore, HRP should be heavily involved in the company’s strategic planning process. HRP is the process of forecasting an organization’s future demand for and supply of the right type of people in the right numbers. Only after the planning is done, the company can initiate and plan the recruitment and selection process. The importance of human resource planning a. Analyzing organizational plans and deciding objectives: Analysis of organizational plans and programs helps in forecasting the demand for human resources as it provides the quantum of future work activity. The business plan would be a blueprint of desired objectives. This objective stated in economic terms, would incorporate the growth rate of the company, diversification plans, market opportunities and government policies. b. Analyzing factors for manpower requirements: The HRM should keep in view the future capabilities, knowledge and skills of present employees. The job generally...
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...Development Planning INTRODUCTION Agencies must create a culture that encourages, supports, and invests in the short- and long-term development of their employees. Employees’ professional development should be an ongoing process to ensure employees are staying current—if not one step ahead—in their fields and mission-critical competencies. Planning for continuous development must be anchored to the agency’s mission, goals, objectives, and needs, as well as be tied to the employee’s work and career goals. This tool contains the following information and guidance: • • • • Purpose and benefits of individual development planning Roles and responsibilities Individual development planning process Key elements of an individual development plan. Associated Web sites are included at the end of this section. PURPOSE AND BENEFITS OF INDIVIDUAL DEVELOPMENT PLANNING Individual development planning helps identify the employee’s career development goals and the strategies for achieving them. Typically, the employee will complete an Individual Development Plan on an annual basis. This plan is intended to: • • • Encourage the employee to take ownership of his/her career development Provide an administrative mechanism for identifying and tracking development needs and plans Assist in planning for the agency’s training and development requirements. September 2005 1 Individual Development Planning (continued) PURPOSE AND BENEFITS OF INDIVIDUAL DEVELOPMENT PLANNING (continued)...
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...Apple’s Make-vs. - Buy Decision Stacy Rowe Dr. Twelve HRM 500 April 28, 2010 Explain what approaches to recruiting might be best suited for Apple’s talent acquisition. An approach Apple may use to recruit the best suited talent just may well be retired technical talent from their competition. Because Apple has launched its very first computer, others have struggled to remain in the competition. For those that have fallen short of redeeming themselves and forced to close up shop, the brains behind the logos are not long gone. Home grown technology has lost its ground, however, when Apple suggests something that may be another great idea, everyone will follow suit. Forecasting the pros and cons while weighing the right options in regards to what type of talent they are searching for will require immediate attention. If Apple wants to remain at the top of the food chain they need to introduce something new and what better way to lead the competition than to rebirth the microchip. The human resources department would conduct job fairs and hire head hunters just for the sole purpose of locating quality designers. There is no question as to who would work for Apple, the question is would agree to combine their expertise in order to be a part of the Apple phenomenon. Hiring experienced people to build their staff should consist of seasoned microchip designers who have successfully passed the employment testing. This will ensure that honest, skilled people...
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...Apple’s Make-vs. - Buy Decision Stacy Rowe Dr. Twelve HRM 500 April 28, 2010 Explain what approaches to recruiting might be best suited for Apple’s talent acquisition. An approach Apple may use to recruit the best suited talent just may well be retired technical talent from their competition. Because Apple has launched its very first computer, others have struggled to remain in the competition. For those that have fallen short of redeeming themselves and forced to close up shop, the brains behind the logos are not long gone. Home grown technology has lost its ground, however, when Apple suggests something that may be another great idea, everyone will follow suit. Forecasting the pros and cons while weighing the right options in regards to what type of talent they are searching for will require immediate attention. If Apple wants to remain at the top of the food chain they need to introduce something new and what better way to lead the competition than to rebirth the microchip. The human resources department would conduct job fairs and hire head hunters just for the sole purpose of locating quality designers. There is no question as to who would work for Apple, the question is would agree to combine their expertise in order to be a part of the Apple phenomenon. Hiring experienced people to build their staff should consist of seasoned microchip designers who have successfully passed the employment testing. This will ensure that honest, skilled people...
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