...Functions of Human Resources BUS 303 Human Resources Management Instructor September 22, 2014 This paper gives a full depiction and dissection of the Human Resource Management (HRM) capacity. Main topics discussed are: Compensation and benefits, EEO and affirmative action, human resources development, safety and health, human resources planning, recruitment, and selection; compensation and benefits, and employee and labor relations. Included in this paper are also subsidiary points examined including: the fundamental capacities of Human Resource Management, arranging and anticipating human asset necessities, recruitment and determination, evaluation, assessment and worker inspiration. The connections between fruitful business and Human Resource Management are analyzed and in addition how Human Resource Management procedures could be consolidated into business methods to enhance benefit. The historical backdrop of the improvement of human asset administration might be followed back to the early 1900s. Human asset director’s unique capacity was to fundamentally deal with the relationship in the middle of organizations and worker's guilds. Galbraith and Nathanson were among the first association scholar to examine unequivocally the idea of human assets systems in the setting of key administration (Mathis & Jackson, 2011). They created a model for the human asset administration work that partitioned the human asset administration capacity into four fundamental sub...
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...Final Paper Jennifer George MGT330 Management for Organizations Instructor David Gibbons August 5, 2011 Final Paper Management practices of planning, leading, organizing, staffing, and controlling are implemented in my work place in many different ways and people who work together as a team to accomplish different goals for the organization to run smoothly. Gulf Coast Community Association Service is a well-organized organization that I have been employed with for over 24 years. Gulf Coast Community Services Association (GCCSA) which I will use the five management functions. GCCSA is an example of a professional bureaucracy which “may be used when an organization depends on highly skilled professionals delivering goods or services at the core of the organization” (Reilly, Minnick, & Baack, 2011). In this assignment I will attempt to analyze the application of planning, leading, organizing, staffing, and controlling to may place of employment. Also, I will include specific examples of how each of the five management functions is practice in my place of work. As stated in the text “level management is a discipline that consists of a set of five specific functions: planning, organizing, staffing, leading, and controlling. These five functions are part of a body of practices and theories for how to be a successful manager” (Reilly, Minnick, & Baack, 2011). At GCCSA there are a chain of commands which consists of a management team which each of these functions are...
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...MAssignment front sheet |Qualification |Unit number, title and level | |BTEC Level5 HND Diploma in Business |Unit 14: Working With and Leading People | | |Level 5 | |Student name and ID number |Assessor name | | |Urmila Chooramun | | | | |Date issued |Completion date |Submitted on | |22nd September 2014 |12th December 2014 before 12.00 midday | | | | | ...
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...MGMT 3385 TERM PAPER Talal Wazeer A00260788 Instructor: Matt Macphee Table of CONTENTS Table of CONTENTS ii LIST OF FIGURES ii eXECUTIVE SUMMARY 2 jOB ANALYSIS QUESTIONNAIRE AND RESULTS 3 dOCUMENT CONTROL SUPERVISOR JOB DESCRIPTION 8 analysis and Targeting of three job markets 13 Description of the selection process 15 Recommendations to improve the selection process 17 JOB-SKILLS TEST PROPOSAL 18 compensation profile and comparisons 18 TRAINING AND DEVELOPMENT PLAN 23 REFERENCES ….. 24 LIST OF FIGURES Figure 1.1 Sample Document Control Supervisor Advertisement………11 Figure 1.2 Sample Document Control Supervisor Advertisement…….. 12 Figure 2.1 Document Control Supervisor Median Salary in HRM……….. 19 Figure 2.2 Document Control Supervisor Median wage in HRM………….. 20 Figure 3.1 Document Control Supervisor Median SALARY in CANADA…. 21 Figure 3.2 Document Control Supervisor Median wage in CANADA….... 21 Figure 4.1 Document Control Supervisor Median SALARY in CALGARY... 22 Figure 4.2 Document Control Supervisor Median WAGE in CALGARY..... 22 Executive Summary Background In 2011, Irving Shipbuilding Ltd. was awarded a $25 billion contract to build new combat ships for the Canadian navy over the next 20 years. This contract award had some far-reaching consequences at all levels of the organization. More importantly, the Human Resource function would now have to adapt...
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...Pyramid 6 Reverse Critical Path 7 Recruitment Methods 8 Database Administrator 9 Specialist Librarian 10 IT Help Desk Operator 10 Data Entry Team Leader 11 Data Entry Operator 12 Job Description 15 RecordsCo Job Description Form 15 Job Summary 15 Responsibilities & Duties 16 Person Description 17 Interview Questions 19 Questions 20 Scoring Guide 22 Appendix 3 References 1 Executive Summary This report is made for RecordsCo by WestAus for their project of digitizing over 3million handwritten data. The recruitment plan made here consists of Recruitment Process, Recruitment Yield Pyramid, Reverse Critical Path method, Recruitment Methods, Job Description, and Person Description that is derived from the Job Analysis and also based on understanding of the estimates during lectures. Further a set of Interview questions are drafted to understand and score candidates on the behavioural traits showcased during the interview sessions. Behavioural Based Interview questions are used as a tool to determine the right behavioural descriptor for the job. Various external sources of recruitment will be deployed to attract candidates. Introduction WestAus is making this recruitment plan for RecordsCo detailing the recruitment plan for sourcing 5 important positions for their project of transcribing over 3 million hand -written and typed data into the electronic format. The recruitment plan contains information about various methods used for recruitment and...
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...DEVELOPMENT PROCESS AND PROJECT INTEGRATION MANAGEMENT Human Resources Management System Project Master of Science in Information Technology TS5990 – Integrative Project Capella University Prepared by Monica Macedon Presented to Instructor - Professor Sharon Gagnon November 26, 2005 Contents Page Abstract 3 Purpose 4 PROJECT MANAGEMENT 6 Project Scope 6 Project Plan 7 PROJECT COMMUNICATION MANAGEMENT 8 Human Resource Communication 8 PROJECT CONTROLLING 8 Integrated Change Control 8 PROJECT COST MANAGEMENT 9 Costs and Benefits 9 PROJECT QUALITY MANAGEMENT 10 Quality Control 10 PROJECT RISK MANAGEMENT 10 Project Risk Plan 10 PROJECT EXECUTION 10 Executing Processes 10 SYSTEM IMPLEMENTATION 48 Integration Plan 48 Conversion Plan 48 APPENDICES Appendix A: Eastern Carolina Vocational Center Business Statement 14 Appendix B: Project Charter 16 Appendix C: Scope Statement 19 Appendix D: HRMS Work Breakdown Structure 21 Appendix E: Stakeholder Communication Analysis 23 Appendix F: Status...
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...professions such as engineering or health care, complementing a professional degree or certification with a graduate business degree can be a prerequisite for a promotion. Business management and business administration degrees have many similarities, but there are differences as well. Business Management Degrees Undergraduate and graduate degrees in business management train students to take a leadership role. The core curriculum of most programs will include a grounding in the humanities, as well as specialized coursework in areas such as conflict resolution, critical thinking, personnel development and managing performance. Management degrees focus on the manager's role in setting out an organization's goals and aligning human capital and other resources with strategic organizational goals. Business Administration Degrees Degrees in business administration prepare students to take a major role in the operations of an enterprise. Coursework in the business administration program usually includes accounting, business...
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...Services Ltd Course: Certificate in Human Resources Practice 2013-14 College: Central Sussex College Word Count: Terms of Reference This report has been compiled for the Certificate in Human Resources Practice 2013-14. To be submitted by September 5th. The aim: To investigate specific aspects regarding recruitment practice. 1. Objectives: Identify and assess four factors that affect an organisation’s approach to both attracting talent and recruitment and selection 1.2, 1.3 Identify and explain three organisational benefits of attracting and retaining a diverse workforce 1.1 Describe three methods of recruitment and three methods of selection and identify when it is appropriate to use them 2.1, 2.2 2. Introduction To identify, explain and analyse recruitment practice within FirstCol Services Ltd. 3. Methodology Information for this report was gathered in the following ways: Consultation with fellow HR Professionals, both during networking events and during CIPD Certificate in Human Resources Practice Level 3 lessons. Analysis of practice at my own organisation. This included conversations with fellow HR professionals as well as Managing Director of the company. Research into different techniques used at other organisations. 4. Findings 4.1 Organisational Factors The factors that affect an organisation’s approach to both attracting talent and recruitment selection are: Their wage structure The...
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...BTEC EDEXEL HND DIPLOMA IN BUSINESS (MANAGEMENT & HUMAN RESOURCES) OFFERED BY INTERNATIONAL COLLEGE OF BUSINESS AND TECHNOLOGY Meeting Business Needs through Training & Development Unit 23 Human Resources Development K.D.A.C ABEYGUNAWARDENA| KD/HNDBM/26/24 Business Management Batch 26 KANDY Submitted to Ms. L Sooriyabandara 15th March 2015 ACKNOWLEDGMENT I would have not finished this Assignment without the support of my family who has always been there for me whenever I need them, the encouragement they give to keep me going and their love to empower me that never fails all the time. Thank you. I would also like to thank my sister whose support has always been my source of strength and inspiration? Also to my friends who helped me in researching on different fields concerning this project. Thank you. I would also like to thank my teacher Ms. L Sooriyabandara who has given me a chance to prove that I can do things on my own. I thank her for challenging me to do this project. To you miss, I give you lots of thanks and respect. Thank you. Executive summary This training & development report is related to the Human Resource Development module. As this one of the important subject of human resource development all the relevant learning outcomes have been presented throughout this report. Mainly this report consists with 4 tasks of different aspects. From the first task, learning styles of the ASDA organization are been compared and contrasted...
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...efficacy of education has resulted in increasing commitment to the establishment of schools, colleges and universities and expansion of school enrolment all over the country. Though the area of pupil personnel services has received very little attention in the professional literature, it is an administrative post that is critical to the effective operation of a school district (Duffy, 1990). Because some of the pupil personnel functions such as special education and counseling services are particularly sensitive, they have become areas of increasing concern at all level of education. This paper seeks to discuss the area of function of pupil’s personnel management in the primary school system. MEANING OF PUPIL PERSONNEL SERVICES These are special student services that supplement and support the instructional program. Except in schools with very small enrollments, the main role of the administrator in pupil personnel services is one of integrating these services with instruction and coordinating the various kinds of personnel services. Though the area of pupil personnel services has received very little attention in the professional literature, it is an administrative post that is critical to the effective operation of a school system (Duffy, 1990). Because some of the pupil personnel functions such as special education and counseling services are particularly sensitive, they have become areas of increasing concern in the education system. Variations of what services constitute...
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...Correction Trends Evaluation Paper Angela Rosado CJA/394 Contemporary Issues and Future in Criminal Justice September 19, 2011 Christopher Manning Paper Correction Trends Evaluation The question at hand today is where and how is our correction system going to be in the future? But to understand and know how the future of our corrections will be, we must first understand the past and the present trends of corrections. In this paper I will discuss the past, present and future trends of corrections, I will analyze current and future issues facing prisons and prison administrators as well as the role/issues of alternate correction systems as a developing trend. Past Corrections In today’s society the jails and prison pretty much function in the same ways. The history of the State prisons began at the Walnut Street Jail in 1790, it was called the first American penitentiary located in Philadelphia, and the building had been operated as a city jail. Some of the same functions and principles were used in England, also these functions were used in the United States as early as the eighteenth century, in England during that time did very little when it came down to punishment. There was very little difference between the two correction systems in the United States, the punishment was significant, but it was very noticeable that the American’s corrections’ system difference in punishment, for example: the use of capital punishment. Therefore, when it came down to the death...
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...Employee Recruitment and Selection Mara Jasmine Cirujeda Herman HRM 531 January 11, 2011 Antonio F. Vianna Introduction Intelligent recruitment strategies are important to succeed in business. The purpose of this paper is to choose the correct recruitment for an organization. Internal recruitment “Initial consideration should be given to a company’s current employees, especially for filling jobs above the entry level” (Cascio, 2010, p. 207). San Diego Unified School District is a very notorious district for choosing employees, especially for high ranking and specialized jobs from their current pool of employees. Their hiring practices are well known to only hire interior employees because the positions are advertised in their employment board and supposedly exterior applicants have the opportunity to apply for positions, but all the openings available for San Diego Unified are being filled by employees that lost their jobs in another schools. They are being sent to another school that has an opening or also got rid of another employee. I named this practice of the district “recycling jobs.” External recruitment “To meet demands for talent brought about by business growth, a desire for fresh ideas, or to replace employees who leave, organizations periodically turn to the outside labor market” (Cascio, 2010, p. 211). San Diego Unified School District hires also employees from the outside through their human resources department. They provide training to substitute...
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...(Portsmouth, NH) MEDTRONIC, INC. Portsmouth, NH 2012 – Present Advanced Energy, LLC Global HR Director/Strategic Business Partner • Direct report to VP/GM global $300M surgical technologies business unit – HR/OD strategy. • Focus on 200 person commercial team – transition from distributorship model to B2 B direct sales. • Part of new leadership team – long-term strategic goal: $1B annual revenues by 2020. • Aggressive expansion plans in underserved surgical markets: India, China, and South America. • Executive staffing, succession planning, leadership development and talent management focus. • Driving unique high-performance culture setting the bar for MDT in double digit growth model. NYPRO, INC. Clinton, MA 2009 – 2012 Healthcare Global Business Unit $1.4B Global Medical Device Manufacturer Global Director, Human Resources • Sr. HR Executive for Healthcare Global Business Unit – reported to GBU Group President • Lead Global HR Teams in Hong Kong, Europe, Mexico, Puerto Rico and United States (Chicago IL, North Carolina, and Massachusetts) • Managed HR/OD/Compensation/Training and Strategic Staffing support/services for all locations • Strategic Business Partner to Healthcare Global Business Unit – Executive Leadership Team member – HR partner for strategic planning • Developed short and long-term...
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...History of Leadership Research Researchers have examined leadership skills from a variety of perspectives. Early analyses of leadership, from the 1900s to the 1950s, differentiated between leader and follower characteristics. Finding that no single trait or combination of traits fully explained leaders' abilities, researchers then began to examine the influence of the situation on leaders' skills and behaviors. Subsequent leadership studies attempted to distinguish effective from non-effective leaders. These studies attempted to determine which leadership behaviors were exemplified by effective leaders. To understand what contributed to making leaders effective, researchers used the contingency model in examining the connection between personal traits, situational variables, and leader effectiveness. Leadership studies of the 1970s and 1980s once again focused on the individual characteristics of leaders which influence their effectiveness and the success of their organizations. The investigations led to the conclusion that leaders and leadership are crucial but complex components of organizations. Traits Model of Leadership: Leaders versus Followers Initial investigations of leadership considered leaders as individuals endowed with certain personality traits which constituted their abilities to lead. The studies investigated individual traits such as intelligence, birth order, socioeconomic status, and child-rearing practices (Bass, 1960; Bird, 1940; Stogdill, 1948, 1974)...
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...Report Paper Pengembangan UKM ANALYSIS AND COMPARATIVE STUDY OF THREE MICRO SMALL MEDIUM ENTERPRISES (MSME) IN BOGOR Anaiza Azlia | Ariansyah | Aditya P. Nugraha Business Profile Business Profiles : Cotton Candy Industry. This cotton candy sweets business, based on the information during the interview, was established in 1998. Monetery crisis that hit Indonesia had caused previous business collapsed and went bankrupt, causing the business owner started to sell cotton candies on the street… Cont’d to Page 4 Business Profile Busines Profile : Bening Jati Anugrah Food; A Frozen Food Manufacturing Company Bening Jati Anugrah Food is a small medium enterprise manufacturing frozen food from ocean fish as raw materials. Using Bening Food as its brand, this business is located in… Cont to Page 4 Business Profile Business profile : Hot Crispy Hot Crispy is a food processing business that was established in 2005, or roughly about 10 years ago. Products offered are …Cont’d to Page 5 December 15, 2015 http://metrovaartha.com Background M i c r o , S m a l l a n d Me d i u m E n te r p r i s e s (MSMEs) in Bogor are one among various economic sectors that have contributed in regional revenue and also in employment sectors. Approximately 11.297 MSMEs in Bogor City (kotabogor.co.id, 2015) that employ 19.035 workers, and around 15.000 people involved in MSMEs in Bogor regency (business.com, 2015). As a follow up on this significant development...
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