...and turned into useful information. The basic kinds of information needed for management are the employee’s time, talents, and resources. Additionally a product or service must be created, a market identified, customers obtained, delivery of the product or service executed, resources consumed, and finally customer service and follow up need to be taken care of. All of this information can be obtained and inputted manually, but it is more common today to use computerization. Specialized software is available to manage effectively and obtain better results faster than ever before. This paper will briefly look at three organization departments of a company, human resources, accounting, and marketing. Human resources gather data on its organization’s workforce. Using pre-employment to retirement software applications helps manage most all aspects concerning people. Small organizations can gather and track most human resources data in a small user friendly application such as QuickBooks. Larger organizations will usually require two applications that may but not always interface. One program is used to collect hiring data, salary and benefit information, attendance, qualifications, training, and performance review data. Another application is usually a separate payroll program. This program tracks pay rate, time, money, tax withholding, sick and vacation time, and other data that is desired (Human Resouces Software Tools, 2010). Accounting is an organizational department...
Words: 595 - Pages: 3
...A corporate lifetime ago policies and procedures were a nuisance put in place by management as a way to standardize business practices and attempt to use a single set of rules for everything everywhere they did business. And it was a drag. I have clear memories of my formative years on Wall Street with a seemingly endless row of binders on my cubicle shelf that appeared best suited to gather dust rather than provide anyone direction because in the end, well, all they did was gather dust. So the irony isn’t lost on me that here I am a decade or two later standing on my soapbox explaining why having things documented is a good thing. Twenty years ago there really weren’t enforceable regulatory standards such as SOX or GLBA. Frameworks and assessment guidelines such as CobIT and NIST and ISO 17799 were either in their infancy or not yet developed. And so outside of a very few pockets of industry there wasn’t a whole lot of good reason to have to put down on paper what you did, why you did it and how you got it done. Sure there were the auditors that came around every now and again but things were simpler in those days and much of what they needed could either be found in the occasional dusty binder or grabbed from the data center operations library. Today we live in a different world. There are a seemingly endless number of regulations in place that are tested monthly, quarterly, semi-annually and annually. There are rules as to how you must configure your network, your...
Words: 677 - Pages: 3
...HR Challenges Dorothy Melissa Rogers Ashford University Human Resources Management (MFG1338A) OMM618 Felicia Bridgewater September 23, 2013 HR Challenges Human issues are in the center of every business. A number of leaders are unaware that seeking methods to plan, design, and measure performances in the work place can potentially present possible solutions. Leaders often look to senior managers for assistance with solving growing problems such as using effective technology to serve their needs and finding quality employees. These challenges surface because executives do not clearly understand the function of the human resource (HR) unit and their impact on the organization’s success. Leaders want to support hired employees and invest in technology. However, they do not comprehend how HR managers assist in serving to achieve their visions. According to Ulrich and Huselid (2001), these issues surface because managers measure employee performance without an HR unit’s influence (Ulrich & Huselid, 2001). This research examines two challenges HR departments encounter including personnel and technology and the reason leaders face these challenges without the guidance of an efficient HR unit. HR’s Influence on Personnel In order to analyze problems facing leaders in regards to human resource units, the influence of an HR division must be examined. HR units supply and monitor intelligence regularly to produce effective strategic systems. These strategies contribute...
Words: 888 - Pages: 4
...Chapter 1 Overview of the 21st century workplace - Organizations must adapt to rapidly changing society > like in 2003 there was so wireless but now its changing now most of the business rely on wireless communication - Economy is global and driven by innovation and technology > you need new original ideas (innovative) High performing companies gain extraordinary results from people working for them Interdependent, knowledge based > Depend on each other as a part of organization Study question 1 what are the challenges of working in the new economy > intellcutual capital people are the ultimate foundations of orgzanitional performances intellcutual capital is the collective brain power or shared knowledge of a workforce that can be used to create value A knowledge worker adds to Globalization . National boundaries of world business have largely dissappeared . globalizations is the worldwide interdependence of resource flows,product markets and business competition that characterisitv that characterize the new company Technology . Continuing transformation of the modern workplace throughout > the internet (having social network websites to market product) > worldwide web (exchange of stocks) > computers > information technology .Increasing demand for the knowledge workers with the skills to fully utilize technology Diversity: >workforce diversity reflects differences with respect to gender , age, race, ethnicity, religion,sexual orientation...
Words: 1227 - Pages: 5
...an organization have with the issue of employee retention? Explain why they could be problems. When an organization loses employees, they also lose skills, experience and corporate memory. The magnitude and nature of these losses can be critical problems for and organization. It is no doubt that over the years, the employment relationship has undergone a number of changes that impact attraction, motivation and retention of talented employees. This has brought to the forefront the need to understand the individual/organizational relationship, namely the psychological contract. This is the employee’s interpretations and evaluation of their deal with the organization (Dietz, 2009). Past research has shown that in order for retention management to be effective, the employee’s and the organization’s expectation must be in line. Also job satisfaction, loyalty, and commitment can cause problems in relation to employee retention. Employees are no longer looking to work for one place for the rest of their life and make an average wage. They are always looking for ways to advance in their careers. If these needs are not met by the organizations, this will lead to turnover. Individual employee performance can also lead to problems in retention. Motivation is the key. When employees have insufficient support to get tasks accomplished, their level of motivation declines. This problem can be due to lack of resources and adequate training. All and all employees simply want to...
Words: 1357 - Pages: 6
...Chapter 1: Management Today Take Away 1: What are the challenges of working in the new economy? * Globalization means we can work from anywhere but competing with from from everywhere (pg 4) * Long-term employment can’t be expected in today’s workplace- jobs have to be continually earned and re-earned through performance and accomplishments (4) * High performance companies are better than their competitors at getting extraordinary results from their employees (4) * Intellectual Capital= competency x commitment (4) * Intellectual capital: combined brainpower and shared knowledge of an organization’s employee * Competency: personal talents or job-related capabilities * Commitment: how hard you work to apply your talents and capabilities to important task * Knowledge workers are dominating workplace; someone whose mind is a critical assets to employers (5) * Whole mind competencies will soon dominate the workplace * People who are creative and good with ideas (high concept) and also joyful and good with relationships (high touch) * Technology continuously tests or talents and infiltrates every aspect of our lives (5) * Tech IQ: the ability to use current technologies at work and in your personal life (6) * It is important to keep oneself updated with technology as it continues to evolve * TECH IQ is the baseline foundation for succeeding in a fast-chaining world of technological innovation ...
Words: 986 - Pages: 4
...The PESTLE model consist of a 6 factors Political Factor, Economic Factor, Social Factor, Technological Factor, Environmental Factor, the PESTLE model is use to asses and analyze a firms future environment as a strategic management process [Worthington, I; & Britton, C. 2006;7] with PESTLE companies can plan a long run plan for the future of the company [Schuler, R. and Jackson, S. 2000; 112] so organization would use these external factors to their knowledge, as these factors would be of disadvantage to the company it could also be a strength if we knew how to take advantage of it. The Political factors of the PESTLE are factors that affect the employee’s regulation and working life for people [Bratton J. and Gold J, 2007]. Ferris and Judge (1991) pointed out that political influence is a risky in the environment because it is difference in every country and state for examples of Political factors are Government policies, Tax, Pension Plan, tariffs etc. example in the minimum wage in the employment in the U.K. for a person that is of age 21 or above at an hourly rate is £ 6.08 per hour, from the age of 18-20 is £4.98 per hour, £3.68 - the 16-17 rate for workers above school leaving age but under 18 and £2.60 - the apprentice rate, for apprentices under 19 or 19 or over and in the first year of their apprenticeship since October 2010, so HR personnel must be aware of the changes and be keep up to date. The 2nd Factor of the PESTLE model is the Economic Factor. Schuler,...
Words: 2675 - Pages: 11
...Table of Contents 1.1 Executive Summary 2 1.2 Company Summary 3 2.1 Company Ownership 3 2.2 Company History 4 3.1 Services 4 4.1 Market Segmentation 5 5.1 Competitive Edge 5 5.2. Sales Strategy 6 5.2.1 Sales Forecast 6 6.1 Management Summary 6 7.1 Personnel Plan 6 7.2. Break Even Analysis 7 8.1 Financial Plan 7 1.1 EXECUTIVE SUMMARY The Nixco Family Fitness Center, LLC is a thriving business-person's club but is also one of the only family-focused clubs in the Mitchellville, MD area. Fifty percent of our members are under the age of 45 and have young children. Currently, the center has 900 members. A center membership is $800 a year. The Nixco Family Fitness Center wants to add an additional 300 members with families over the next three years. We are a Limited Liability Corporation which provides a sound foundation legally for us to conduct our business. One of the keys to success of the Nixco Family Fitness Center is the ability to offer reasonably priced childcare in a safe environment while a parent works out in the fitness center. The club has increased the size of its fitness center and added more equipment, but many members would be unable to use the center if they didn't have a service to watch their children while they exercised. In fact, the service has become so popular that the clubhouse has outgrown its existing childcare...
Words: 2130 - Pages: 9
...CRITICAL CHAIN METHOD Critical Chain Project Management (CCPM) is a methodology for planning, executing and managing projects in single and multi-project environments. Critical Chain Project Management was developed by Dr Eli Goldratt and was first introduced to the market in his Theory of Constraints book “Critical Chain” in 1997. It was developed in response to many projects being dogged by poor performance manifested in longer than expected durations, frequently missed deadlines, increased costs in excess of budget, and substantially less deliverables than originally promised. Problems with traditional project management When planning for an upcoming project, estimates for task durations are required. In order for the plan to be treated as realistic, much time is spent ensuring estimates are accurate. Accurate estimates give us increased probability and high-confidence in the task completing on time. This allows additional safety time beyond the work content time required to be embedded within the task duration. The more safety in a task the more there is a tendency to behave in the following ways: * Not starting the task until the last moment (Student Syndrome) * Delaying completion of the task (Parkinson’s Law) * Murphy’s Law Student Sydnrome: The student syndrome is a form of procrastination, but it usually includes more of a plan and sincerely good intentions. For example, if a student or group of students goes to a professor and asks for an extension...
Words: 2444 - Pages: 10
...human resourse strategy of University of Salford Salford Business School Course: MSC Management Module title: Human Resource Management TITLE OF ASSIGNMENT: Human Resouce Strategy of Wal-Mart inc Name: Agbasimelo E. Ifeanyi Roll no: @00316215 Instructed by: Abdoulie SALLAH Table of Contents Table of Contents (This page) ------------------------------------------------------------------------2 1.0 Introduction ------------------------------------------------------------------------3 2.0 Wal-Mart Human resource strategy ------------------------------------------------------------------------4 2.1 Recruitment and selection ------------------------------------------------------------------------4 2.2 Training and development ------------------------------------------------------------------------6 2.3 Employee motivation and Reward / benefits ---------------------------------------------------------7 2.3.1 Financial benefits ------------------------------------------------------------------------8 2.3.2 Health and awareness benefits ------------------------------------------------------------------------8 2.4 Performance management -------------------------...
Words: 4668 - Pages: 19
...Global Human Resource Management By Michelle L. Johnstun Survey of Global Business MGT 430 Dr. Ed Goold D.B.A. M.B.A. February 12, 2013 Abstract Human Resource Management is related to the strategy of an organization in assisting a firm to reach its primary goal of “reducing the costs of value creation and adding value by better serving customers” (Hill, 2013). In order to be successful as a global HRM cultural differences and customs must be acknowledged and understood. Labor laws, compensation practices, equal employment legislation, and the enforcement of a firm’s established code of conduct are examples of the complexity in the role of a global HRM. Knowing how to staff, develop, compensate, and evaluate key management positions for global posts are critical to ensuring the success of an expatriate manager and the costs associated with doing business in another country. This paper will go into greater detail the strategic role of a global HRM in an International business setting; discuss the four major tasks associated with a global HRM which include: staffing policies, management training and development, performance appraisal, and compensation policies. Lastly, this paper will discuss the international labor relations; the relationship between management of labor relations and the firm’s overall strategy. CONTENTS Abstract …………………………………………………………………………………………..2 The Strategic Role of an International Human Resouce Manager ……………………………….4 Staffing...
Words: 5594 - Pages: 23
...HOST 4114 | Spanish Flu | Crisis Management | Table of Contents Introduction Page 2 What is Spanish Flu and what happened during the pandemic? Page 2 How the situation was handled in 1918 Page 2-3 Impacts from the Spanish Flu Page 3-4 Impacts of mass gathering Page 4-5 Crisis Management Page 5 Additional information that may have arose from research Page 5-6 Recommendations Page 6-7 How the Hospitality sector should act Page 7 Hotel Response Plan Page 8-9 Sample Guest Letter Page 9 Conclusion Page 9 References Page 10-11 Appendices Page 12 Introduction Spanish flu in the year 1918 was a pandemic crisis that greatly affected everyone worldwide. To this day researchers are still studying the influenza pandemic and are working to counter future pandemics. When the Spanish flu came it created many negative impacts to the daily lives of the citizens and industries. Learning from the past, there are many recommendations that industries should implement in order to counter the spreading of a future oncoming pandemic. Crisis management is important during such a deadly situation and every business should create a plan. This document talks about what is Spanish flu and how should it affected the hospitality industry. This document also talks about what steps hotels should take during a pandemic. What is Spanish Flu and what happened during the pandemic? Spanish flu is an avian flu...
Words: 5172 - Pages: 21
...entrepreneurship through forest bio residue briquetting Contents 1. The social problem and the opportunity 4 2. Mission, vision and values 7 3. Our solution (strategy and business model) 9 4. The entrepreneurial team 15 5. Human resources 16 6. Context 18 7. Scaling strategy 20 8. Impact measurement 22 9. Risks 25 10. Financial Plan 28 Bibliography 29 Figure 1. Exposure of the population to natural disasters 4 Figure 2. Lean canvas 8 Figure 3. Manually operated briquetting machine 11 Figure 4. Crushing option 12 0. Business plan summary This section should briefly present the main ideas of the following sections and thus should resemble an elevator speech. Accordingly, it has to be written last, after all the details of the business have been established. Length of section: 0.5-1 page 1. The social problem and the opportunity Most of the time Romania ranks last in sectors like education, health and sustainable development among European countries. But when it comes to antagonistic areas, the situation changes abruptly: Romania occupying the fourth place among the European countries threatened by natural disasters like drought, floods and landslide. In 2012 Institute for Environment and Human Security of the UN launched the World Risk Report which focused on environmental degradation and disasters. According to the study, Romania features an average risk. The report underlined the following aspect: “The risk a country runs...
Words: 8925 - Pages: 36
...Chapter 12 Human Resource Management True/False Questions WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT 1. High-performance work practices are those that lead to high individual and high organizational performance. (True; moderate; p. 323) 2. High-performance work practices involve a commitment by management to improve the knowledge skills and abilities of the organization’s employees, increasing employee motivation, and enhancing the retention of quality employees. (True; easy; p. 323) THE HUMAN RESOURCE MANAGEMENT PROCESS 3. The human resource management (HRM) process consists of 10 activities necessary for staffing the organization and sustaining high employee performance. (False; moderate; p. 323) 4. A labor union is an organization that represents workers and seeks to protect their interests. (True; easy; p. 323) 5. In the United States, nearly 25 percent of all workers are unionized. (False; moderate; pp. 323-324) 6. Affirmative action programs assure that minorities are given equal opportunities in the workplace. (False; difficult; p. 324) 7. A community fire department can categorically deny employment to a firefighter applicant who is confined to a wheelchair. (True; moderate; p. 324) 8. The United States will experience a shortage of 20 million workers over the next 10 years according to the U.S. Bureau of Labor Statistics. (False; moderate; p. 325) HUMAN RESOURCE PLANNING 9. Human resource planning can be condensed into two...
Words: 9013 - Pages: 37
...organization for improving the quality of work of the employees at all levels particularly in a word of fast changing technology, changing values and environment. The purpose of both is similar, the main difference between the two is in respect to the level of employees for whom these are meant and contents and techniques employed. HUMAN RESOURCE MANAGEMENT Meaning: Human Resource Management (HRM) is a management function that helps mangers recruit, select, train and develops members for an organization. Obviously, HRM is concern with the people’s dimension in organizations. Human resource management refers to a set of programs, functions and activities designed and carried out in order to maximize both employees as well as organizational effectiveness. It is the process of binding people and organizations together so that the objectives of each are achieved. HRM involves the application of management function and principles. The functions and principles are applied to acquisitioning, developing, maintaining, and remunerating employees in organizations. Human resource management means employing people, developing their resources, utilizing, maintaining and...
Words: 15905 - Pages: 64
