...In Organizational Behavior and Management, Ivanncevich, Konopaske, and Matteson place emphasis on exemplifying appropriate management practices to distribute a successful organization. In order to become effective and sufficient, the organization must be centered on or around human resources, management, organizational culture, and implemented processes. In the readings of Leading Change, Kotter displays a different interpretation from the textbook regarding a strong emphasis for leadership to assist in successful transformations of organizations. Kotter explains that failure to transform an existing or upcoming organization results from too much complacency, failure to create a sufficiently powerful guiding coalition, underestimating the power of vision, under communicating the vision, obstacles blocking the vision, failure to create short term wins, declaring victory too soon, and neglecting to anchor changes firmly (1-14). Establishment of a Sense of Urgency The establishment of a sense of urgency is crucial to gaining needed cooperation. With high complacency and low urgency, the organization struggles to generate interest to address the problems and ability to convince key individuals to create and communicate the change vision (Kotter 36). In order to initiate a secure level of urgency within the organization, methods to reduce or eliminate complacency is necessary. Attention must directed to address allowed crises, broader decision making , more long term goals...
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...A human resources department has different and similar roles in throughout an organization. They have to make sure the company is meeting its goals and that everything is going effectively. They do the hiring and recruiting for the employer. Human resources department in health care could be similar but may have a few different roles. Human resources management deals more with personnel. They also have other professionals such as counselors to deal with other aspects in the department and in health care organizations. Human resources is essential to an organization for the fact of employees and just running the company and making sure everything runs smoothly from employees to work safety. The health care industry consists of many different organization, departments, and roles. The human resources department in the health care field may differ a bit between different types of organizations. According to RN Degrees (2011), in a hospital setting, the human resources department main role is to manage every aspect of operations that are personnel related. Some specific roles for human resources management in health care include: hiring, physician and nurse recruitment, employee orientation, personnel management, benefits management, counseling, claims handling, training, professional development programs, state and federal regulations education, workplace safety, labor mediation, and employee meetings or administration. Some of the roles are similar to other organizations, but...
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...Human Resource Management Human resources represent the most important cost in many organizations. How effectively a company uses its human resources can have a dramatic effect on its ability to compete or survive in an increasingly competitive environment. HR policies can affect an organization’s competitive position by controlling costs, improving quality, and creating distinctive capabilities. This paper will discuss the functions and roles of human resource management in today’s healthcare industry. In any organization staff members are known as personnel or commonly referred to as human resources representatives. However, to acknowledge and describe how important each member is to the organization during the past couple of years the term human resources has been adopted. One of the main functions of a human resources manager is known as human resources strategy. This means that the main role or objective of the human resources manager is to ensure that the organization make the most of its workforce in a manner that will provide the organization with a competitive edge. The manager must also ensure that goals, required work, and services are rendered completely and in a timely fashion. Managers obtain more responsibilities, duties, and workload within the organization. They are required to step in and complete task when short staffed. All managers have the power to manage human resources, the human resources department’s role is to assist any manager who performs in the...
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...[pic] THE LITTLE STAR KINDERGARTEN HUMAN RESOURCE MANAGEMENT CONTENT • INTRODUCTION • COMPANY PROFILES • DEFINATION • KEY FUNCTION • OBJECTIVE • HUMAN RESOURCE PROJECTION PLAN • 5 YEARS PLAN • JOB DESCRIPTION • TRAINING AND DEVELOPMENT • CONCLUSION Prepared by : YONG SIEK WOON ( JENY) ID: 128 INTRODUCTION Human Resources Management is a strategy that maximizes return on investment in the organization’s human capital and minimizes financial risk. This organize framework introduce to an organization the process of implementing and completing the functions of planning, organizing, staffing, directing and controlling in an efficient and effective manner to achieve the organization goals and objective. The main role of the Human Resource Department in The Little Star Kindergarten is to source and hire the qualified, experience, responsible teachers; to provide training and development; to motivate the employees; to prepare payroll and to maintain the optimum work force. COMPANY PROFILES The Little Star Kindergarten (TLSK) was established in Kajang in January 2011. The goal of the establishment of TLSK is to provide an overall early childhood educational programme that covers all the knowledge, skills, norms, values, cultural elements and beliefs that a child needs to help them to achieve the full development of their physical, mental and emotional growth. VISION ...
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...Title: HND Business Unit Name: Human Resource Management Unit number: 21 QCF Level 04 Assessor: Mr. Assad Ullah Internal Verifier: Syed Kashif Shah Assessment Title: Traditional view of Personnel Management and the new approach of Human Resource Management Procedures and practices used for obtaining suitable employees Assessment Method: Assignment Assessing in: Individual Number of Words: 2500 words max Outcomes Covered: 1st and 2nd Issue date: February 05, 2014 Due Date: March 12, 2014 College No. | Learner Name | Learner Signature | | Mohammad Asim | | | | | Learner’s Declaration: I confirm that the work submitted for this assignment is my own. | Date | | Outcomes Covered Outcome | Description | 1 | Understand the difference between Personnel Management and Human Resource Management | 2 | Understand how to recruit employees | Table of Contents AC 1.1: Distinguish between personnel Management and human resource management. . . . . . . . . . . . . . . . 3 AC 1.2:Asses the function of human resource management in contributing to organizational purposes. …..5 AC 1.3:Evaluate the role and responsibilities of line Managers in human resource management………….10 AC 1.4:Analyze the impact of legal and regulatory framework on human resource management?..............12 AC 2.1: Identify reasons why organizations involve in Human Resource planning……………………… ...15 ...
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...In contrast to ‘best practice’ or universalist, HRM is prescriptive approach to people management. There are a number of perspective on what constitutes best practice and whilst model tend to vary in their degree of prescription and their specific emphasis (for example, employee commitment, involvement in decision-making or the development of human capital), they tend to be based on the assumption that all firms, irrespective of competitive strategy and environment, will see performance improvement if they implement particular HR policies and practices in a strategic manner. DEFINITION: Best practice- Universalistic model of HRM which suggest that particular budles of HR practices can lead to improved individual and organisational performance, regardless of organisational characteristics and environmental factors. Alternatively, referred to as high- commitment HRM or high-performance work systems. COMPONENTS OF ‘BEST PRACTICE’/HIGH COMMITMENT HRM MAIN ASPECTS: ■ Employment security and internal labour markets ■ Selective hiring and sophisticated selection ■ Extensive training, learning and development ■ Employee involvement, information sharing and worker voice ■ Self-managed teams/teamworking ■ High compensation contingent on performance ■ Reduction of status differentials/harmonisation Best practice elements in the Mercury hotel * The Mercury hotel has used the involvement in decision making as they have departmental meeting every week and staff discuss the...
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...Introduction The human resources of an organization consist of all people who perform its activities. Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function. The activities involved in HRM function are pervasive throughout the organization. Line managers, typically spend more than 50 percent of their time for human resource activities such hiring, evaluating, disciplining, and scheduling employees. Human resource management specialists in the HRM department help organizations with all activities related to staffing and maintaining an effective workforce. Major HRM responsibilities include work design and job analysis, training and development, recruiting, compensation, team-building, performance management and appraisal, worker health and safety issues, as well as identifying or developing valid methods for selecting staff. HRM department provides the tools, data and processes that are used by line managers in their human resource management component of their job. What is the focus of HRM department? “The HRM focus should always be maintaining and, ideally, expanding the customer base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus regardless of the size of the business, or the products or services you are trying to sell.”...
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...Alignment of HRM and Business Strategies HRM 530 Jernita Taylor Dr. Joe DiBenedetto Starbucks Coffee Company is a global coffeehouse chain that started in Seattle Washington in 1971. With revenues increasing every year since its opening year Starbucks began to publically trade in 1992. In this paper I will evaluate Starbucks Coffee Company’s Human Resource and business strategy by describing HR positions in Starbucks and the responsibilities listed for the HR Department. I will determine which HR position I would prefer while working for Starbucks with reasoning. I will analyze how Starbucks can establish HRM strategies to improve competitive advantages and Lastly, I will discuss three ways the company can continue to increase diversity. I. To ensure that the HR strategy is aligned with the business strategy Starbucks can ensure that employees hired know what the goals and growth strategies are for the company as a whole and on an individual store basis. One of Starbucks business strategies of 2015 is to be the employer of choice. Starbucks believes its company’ success lies a great deal with the people the company chooses to employ and it’s also important for the company as a brand to have a name that’s respected in the way it treats its employees. A survey conducted by Starbucks shows that 27% of the customers love the brand because of the way it treats its people. (Starbucks Press Release, 2015) Starbucks HR strategy since 2011 has been to hire people who are the very...
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...Introduction With the development of high technologies, social media has been widely used by companies and individuals. Many users, especially the younger ones, are active users of many kinds of social network media, like Twitter, Facebook, MySpac, blogs and YouTube. However, while there are many benefits of using social media for companies, they still face with many problems of the effects of using social network media by their workers, since many workers like to post their comments on social media freely, which may related to the company’s secret information, hence, although many organizations do not have clear guidelines for prohibiting employees from using social media, they still take measures to monitor their employees’ behaviors on social media. In addition, many organizations do not have social media policy, even they have, and the enforcement of the policy is not effective. In this situation, the case study aims to find out resolutions for how the social media policy could be implemented effectively in organizations with Singapore Airlines as an example. Two issues, including enforcement challenges, and de-motivating staff due to monitoring them, will be discussed, and respective resolutions will be presented to each issue for better designing or implementing the social media policies. Enforcement challenges Many companies face with challenges when enforcing social media policy. For example, companies that have implemented social media policy say that the enforcement...
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...COMPERATIVE HUMAN RESOURCE MANAGEMENT ASSIGNMENT 1 INDIVIDUAL REPORT Module Leader: MOIRA CALVELEY Content * Introduction……………………………………………………………………..3 * Hofstede culture thoery…………………………………..……………….4 * Labour Laws……………………………………………………………………..7 * Trade Unions……….…………………………………………………………..8 * Conclusion……….………………………………………………………………9 * Reflection….…………………………………………………………………..10 * Appendix………………………………………………………………………12 * Reference…………………………………………………………………….15 Introduction Employees working in an organisation are the human resource of the organisation. It is the most important resource of the organisation. It is the most important resource out of the various resources that are available to the organisation. Human resource management includes everything from planning the human resource; recruiting and developing them through continuous training. It may also involve retrenching the workers if management feels it essential to achieve objectives. Managing resources is quite complex in many countries as their exist lot of disparities due to difference in cultures, educational background, income levels etc. According to Flippo, Hrm is the planning, organising, directing, and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resource to the end that individual, organisational and societal objectives are achieved. International human resource management...
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...Importance of Human Resources Management YOUR NAME HRMG 213 Sylvertooth 04/10/11 Abstract Managing human resources is a very important role in the modern workforce. From managing and training to compensation and benefits, the role carries a certain importance that all organizations must incorporate to be successful. It is clear to see that there is a large amount of responsibility and dependency that go along with this role. This role constantly evolves as time moves forth and new technology and trends are embraced. The human resources manager must be adaptive and understanding to be successful. The role is also very broad. Not only will the human resources manager be responsible for ensuring safety on the workplace but will also be responsible for administering discipline while attempting to minimize stress. What exactly is human resources management? Human resources management is the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, p. 4). Furthermore, it is the management of an organization and its assets. Why is human resources management so important to an organization? Staffing, designing jobs and teams, developing skillful employees, improving employee performance and approaches and rewarding success are all functions of an HR manager (Bohlander & Snell, p. 4). These are all important facets that an organization needs in order to be successful. Without a human resources department and the management...
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...Human Resource Management Roles HCS/341 November 14, 2011 Human resources in its most basic form, refers to the people that work in any given organization (Gomez-Mejia, Balkin, & Cardy, 2010). The functions of human resources department in the health care industry have a lot of seminaries from any other industry. Their main goal is to achieve and direct the crew to successful direction. For this reason is important always have the desire to get and keep good people within the organization. The mission of human resource department is to strengthen the internal power of the company by recruitment and retain employees, training and development, performance management, offering them compensation and benefits and regulatory compliance. We all know that selecting the most qualified candidate for an open position can by a challenge, but it can more challenging to find a qualified, dedicated, and experience person to work in the health care industry. A good example of this is that in order to work in health care field the interview person must to possess a set skill to handle in a responsible way people’s health. For this reason Human Resources department should carefully evaluated and check the interview person to verify how qualify this person can be to have people’s life in their hands. (Hauff, 2007) Training and career development activities are designed to help an organization meet its skill requirements and to help its employees realize their maximum potential (Gomez-Mejia...
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....................... 06 1. Apple Inc Information............................................................... 06 2. Apple Inc Human Resource Management................................. 06 3. Apple Inc Managing Employment Relationships...................... 08 4. Apple Inc Recruitment and Selection........................................ 10 IV. Hanoitourist Travel Company: SHRM…………………………... 12 IV. Conclusion……………………………………………………….. 13 IV. References...................................................................................... 14 There are many factors to create the success of companies and strategic human resource management is one of the most important one to make their companies stronger and more developed. First of all, human resource like workforce or employees is defined as the labor pool in employment; however it describes better about the role, skills, competencies and potential of employees. From the definition of Human resource, the term of human resource management is known as the way employees are recruited, organized, developed, appraised, motivated, and retained (1) . Additionally, strategic human resource is used as a new method of many companies to treat their employees. By this way, they approve the importance of human resource in the companies instead of machines or technologies. Hence, human resource is evaluated as the most valuable property of companies and their employees becomes the main...
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...Human Resource Management Roles Kris A. Kilian HCS/341 March 26, 2012 Judith Burke Human Resource Management Roles The Human Resources (HR) department has a vital role in the industry of health car organizations. Working with each individual within the organization is imperative to help the entire organization accomplish the goals. When HR staffs an organization, HR must take an inventory based on supply and demand first to see where the correct amounts of people are needed in each department. Staffing departments has a process to make the challenge run smoothly. Finding the qualified applicants to fulfill each position can be time-consuming and challenging to make the organization productive with customer satisfaction. A job analyses should be taken to ensure the proper implementation of the prospective employee and the desired position. Retaining employees consists of good and open communication. An open door policy must be enforced to keep an honest flow of momentum throughout the organization for a sense of belonging and ease. Training consists of teaching an employee a new skill or assisting where there is an issue of the current work performance. When an organization foresees a new need for enriching a department, the developing process is in full effect for its employees and their abilities. Employee relations needs to always remain open to be followed by the rules and policies of the HR administration team and the organization. HR will conduct on a timely...
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...Human Resource Management Roles Andrew J Kunkel HCS 341 April 27th, 2015 Human Resource Management Roles Human resource managers are generally tasked with the administrative duties associated with managing employees. These duties can range from hiring and firing to assignment of benefits. In the healthcare industry a human resource manager will have additional task that are not necessarily unique to the health care industry, but possible looked at in a different manner. In this paper we will look at what those roles are, and why those roles are important. The health care industry is fast paced, constantly changing, and very demanding. Unlike other industries health care can truly be a life or death situation. This means that the staff of a health care facility must be, without question up to that task. This is where a human resources manager comes into the picture. Appropriately staffing, and managing those staff members is probably the most critical function of this position. At any given time in a health care facility an emergent situation could occur. Do to this fact the appropriate staff members must always be either working or available. Balancing the staffing requirements of the facility with the financial limitations of the facility is a time consuming and delicate task. A good human resources manager must understand the importance of this, and have the ability to complete his task. Another essential function of a human resources manager in a health care setting...
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