...HR Analytics According to a 2004 Workforce Management (formerly Personnel Journal) article, “In 1978—in this publication—Jac Fitz-enz proposed a radical, anti-establishment idea. Human resources activities and their impact on the bottom line could—and should—be measured. The reaction was apathy, disagreement and disbelief” (Caudron, 2004). For the past three decades Fitz-enz has, along with a growing band of kindred spirits, campaigned tirelessly to improve the state of HR measurement and to help both HR professionals and senior executives understand its importance. These efforts started out at the nuts and bolts level—creating definitions for basic HR metrics such as compensation, staffing, hiring and retention. This work laid the foundation for gathering comparable data across organizations, which in turn, enabled the benchmarking of HR metrics. Over the years, a number of scholars and practitioners expanded the benchmarking of HR metrics to include investments in training and developing employees, as well as in a broad array of other HR policies and practices. Refining and improving the benchmarking of HR metrics remained a primary area of focus throughout much of the 1980s and 1990s. This benchmarking focus, while helpful in informing HR professionals about how their organization’s HR metrics stacked up to comparable or best-in-class organizations, provided little by way of actionable business intelligence on how to gain competitive advantage...
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...Running head: XEROX COMPANY Xerox Company Human resource professionals can ensure that top organizational leaders encourage managers and employees to follow laws and guidelines in the following ways: Human Resources professionals should make sure top organizational leaders and management are aware of major laws such as the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Equal Pay Act and the Family and Medical Leave Act. HR should also encourage these organizational leaders to better understand the legal and safety issues associated with the company. In addition, technology plays a major role in Human resources. There are legal issues associated with email usage as well as internet use and organizational leaders need to be aware of these issues. The Occupational Safety and Health Administration (OSHA) requires employees to keep records of safety practices and incidents. Companies must have records of the information they provide to teach employees of possible health concern and dangers present in the work place. The HR professional should ensure that sexual harassment guidelines, laws and prevention methods are presented and understood by the organizational leaders. The Xerox Company is on the Fortune 500 global document management company that was founded in 1906. It launched an aggressive turnaround plan that returned the company to full-year profitability, along with decreasing debt, increasing cash, and continuing to invest...
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...Individual and environmental factors that impact on adult learning INDIVIDUAL ENVIRONEMENTAL POSITIVE Diversity: Adults have experiences that influence their learning, and sharing their life story with other learners makes a training session more interesting by engaging into conversation. Creating a positive learning environment: Make sure that the room temperature is adequate, enough chairs for everyone to sit comfortable and making all the learners feeling relaxed during the entire session. NEGATIVE Language: Having a session with multicultural adults can cause confusion and misunderstanding with some learners. It is important to ask questions if they understood everything and also speak slow and clear. Location of venue: As all learners come from different parts of the country it is important to familiarize them with the location and how to get there. It needs to be close to public transport and have a nearby car park. Also the surrounding should be peaceful as noise from traffic or other factors can impact negatively on the session. Principles of adult learning Principle How the planned activity reflects 1. Adults are internally motivated and self-directed. As all the learners choose the CIPD course it makes them highly motivated and self-directed. 2. Adults bring life experiences and knowledge to learning experiences. Formative assessments throughout the session by questioning learners about their experiences and opinions. 3. Adults are goal oriented...
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...Ethics In Human Resource Management Alisha Wood Saint Augustine’s University Ethics and Human Resource Management Wikipedia, defines ethics as: "…a study of values and customs of a person or a group. It covers the analysis and employment ofconcepts such as right and wrong, good and evil, and responsibility." Wikipedia, defines utilitarianism as: “…ethical doctrine of greatest good. The ethical doctrine that the greatest happiness of the greatest number should be the criterion of the virtue of action The complexities of business and our human/social society makes corporate ethics a very interesting study. To a practicing manager in the working world today, this becomes critically important, especially if they don’t get it! And many obviously have not and still do not. The questions are really simple to ask - yet hard to answer: What does good business today really mean? What does ethics have to do, if anything, with good business? What impact can the human resource function have on either? Within business, what is my responsibility as a human resource professional? Corporate social responsibility (CSR) is known as one of the areas that has drawn many attentions in the business environment over the last twenty years. Carroll (1991) argued that corporation should be addressed not only from economic and legal perspectives but also from ethical and philanthropic perspectives; the idea of CSR’s pyramid is then derived. Furthermore, the efficiency theory...
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...did President Kobayashi appoint a tack force to consider the issue of fringe benefits? She could have asked the university’s human resources department to design a plan. The President has appointed the task force to consider the issue of fringe benefits. In order to help the President propagate the plan. She used the support of decision rights in the appointment of the task force. Workers from all areas of the university will come together to brain storm ideas and solutions. They will use effective use of their local knowledge to help support important finding of solutions that will help create options to the benefit plan. They will analyze the economics that will lead to a collective decision that the tasks force will support. It will represent of all areas of the university with input on what matters most. The task forces will represent all many views in the process of designing a plan. The universities employees will enjoy, accept, and adapt to the change if they see that they have been represented. It will become easier for employees to accept and adapt to change more if they were represented in the decision making. These representatives have better idea of what is best for the universities personal than persons from the human resource department will ever know on a personal level. They know what the benefit needs are and can voice and debate the concerns stronger than HR. Loaded with a wealth of knowledge they can support the reasonable benefits. They are able to...
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...headquarters of the company. Riordan has served a variety of customers such as automakers, different manufacturers, and the Department of Defense. Current Human Resource Information System The current information system keeps track of all personnel, their information, date of hire, tax exemptions, vacation hours, and organization information. Furthermore, the current system has been partnered with a financial system to aid with payroll functions. Any changes or input that needs to be generated will be requested from an employee’s manager and changes will be applied by payroll personnel. All documented training information is in an Excel worksheet maintained by training personnel. Same procedures go for recruiters with an addition of keeping all resumes and filled application in one centralized location. The Human Resource Department manages workmen’s compensation while following the same procedures as mentioned above. Any complaints or harassments will be handled by an employee relations personnel. Lastly, managers have been task with monitoring the Family Medical Leave Act, employee’s performance, salary, accommodations, and any miscellaneous information employees have via through E-mail, phone, or one on one counseling. Information Gathering Techniques and Design The primary objective of this report is to establish a Human Resource business function. Managers of the company have provided a 6 month estimated completion time. To...
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...2009 Suparn Sharma, Jyoty Sharma, Arti Devi 205 CORPORATE SOCIAL RESPONSIBILITY: THE KEY ROLE OF HUMAN RESOURCE MANAGEMENT Suparn Sharma (PhD),Joity Sharma (PhD), Arti Devi Abstract Business organizations have waked up to the need for being committed towards Corporate Social Responsibility. But still majority have just been taking up some form of philanthropic activities for its stakeholders. Nurturing a strong corporate culture which emphasizes Corporate Social Responsibility (CSR) values and competencies is required to achieve the synergistic benefits. The employees of an organization occupy a central place in developing such a culture which underlines CSR values and competencies. The present study, therefore, is an attempt to explore the engagement of human resource management professionals in undertaking Corporate Social Responsibility. It also suggests Human Resource Management to take a leading role in encouraging CSR activities at all levels. The combined impact of CSR and human resource activities, which reinforce desirable behavior, can make a major contribution in creating long term success in organizations. Sharma S., Sharma J. and Devi A. - Corporate Social Responsibility: The Key Role of Human Resource Management 206 Business Intelligence Journal January Introducción Business houses, right from the inception of human race, have been regarded as constructive partners in the communities in which they operate. Though they have been instrumental...
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...ISSUES OF HUMAN RESOURCE MANAGEMENT IN HEALTH CARE MANAGMENT HIRA TOOR HCAD 660 11/01/2015 TURN-IT-IN SCORE: 13% Total paper content: 18 pages Abstract This paper deals with ethical issues encountered by human resource managers in various healthcare settings. The ethical problems that the paper highlights includes issues related to overworked employees, employee discrimination, disabled worker disparities, age-related employee discrimination, difficulties in maintaining employee relations, problems with downsizing workforce, workplace bullying, conflict of interest and compliance issues. The research paper also gives recommendations on how to maintain an ethical environment by: hiring of adequate staff, conducting fair employment testing, rewarding disabled employees, educating on age-discrimination, creating a diverse workforce, communicating to build employee relationships, executing a strategic plan to mitigate bullying and presenting fair judgments. The paper also address issues associated with ethics of flu shots, employment hurdles of medical marijuana patients, inequality of women’s compensation and safety hazards of employees. In conclusion, my personal experience with ethical issues at laurel regional hospital is discussed. Introduction: The human resource department is the heart of every healthcare organization. The human resource functions deals with variety of ethical challenges on daily basis. Human resource includes numerous...
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...The Graduate Marketplace Done and Mulvey (2011 p.31) state that the labour market can be subdivided into sectors, making it easier to focus on. These sectors can be defined by ‘occupational grouping, geographical territory or by shared characteristics in the workplace, for example, graduates.’ Defining sectors is a way of being able to examine the labour market in more detail, and helpful in getting a hold of relevant information. The graduate labour market is a distinct sector within the labour market which simply means ‘the demand is for graduate level jobs, for which the jobseeker must have an undergraduate degree.’ According to Done and Mulvey (2011 p.5) ‘The basic principle of the graduate labour market is that two equally important elements must be in place for the market to work, namely: supply and demand.’ The market place for graduate employment is vast, and there are a number of different opportunities in all disciplines available for students who have just finished university and are seeking graduate employment. There are various websites and publications that are specifically targeted towards graduates by only advertising vacancies from companies who are offering graduate positions. Websites such as Rate My Placement are a good online source to use as they list the top 75 employees for graduate opportunities. The Times (2013) also list the top 100 graduate employers which are updated on a yearly. However, according to The Independent (2011) the number of graduates...
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...(Re)Designing the HR Organization Amy Kates, Downey Kates Associates M 22 any HR functions have gone through the process of transformation over the past decade. This redefinition of the work of HR is intended to allow a more strategic focus on talent management and organizational capability while systematizing HUMAN RESOURCE PLANNING 29.2 and controlling the cost of transactional work. Little formal consideration has been given, however, to how these new complex HR organizations should be configured to best achieve these goals. This article highlights the operational challenges created by the most common organization design used by HR departments—the business partner model—and presents an emerging model— the solutions center—that is intended to address these flaws. Each model is described and discussed and a set of considerations for the HR leader is offered in order to maximize the effectiveness of the chosen organization design. Over the last decade there has been a profound shift in the work of the HR function. The publication in 1997 of David Ulrich’s Human Resource Champions spurred HR leaders across various industries to realign their organizations in order to undertake “strategic business partner” work. At the same time, a focus on cost-cutting and efficiency aimed at staff functions in general—and at HR in particular—has pushed much HR transactional work into shared services or to outsourced vendors. For many HR departments, this process of “transformation...
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...Introduction From its conception, there has been much debate amongst economists around forecasting the demand for and supply of labour. The lack of evidence of its usefulness (Rothwell 1995 cited in Storey 2007), problems with its application and the complexity of predicting the labour market has led many to take the view that forecasting is neither useful nor necessary (Taylor 2010). Forecasting is a key aspect of Human Resource Planning (HRP); which can be a complex process especially during periods of economic uncertainty and fluctuation. This intensifies the pressures between the need for planning and the difficulties of prediction. Nevertheless, the fundamental purpose is simple: HRP is concerned with assessing and meeting an organisation’s current and future workforce needs. This ensures the right number of people with the appropriate skills and competencies are in the right jobs at the right time and at the right cost so as to achieve organisational objectives (Foot and Hook 2005). In presenting a balanced view, this essay will analyse the argument for and against HRP in determining if it is unfeasible for organisations to accurately forecast the demand for and supply of labour. Furthermore, how HRP can inform other Human Resource (HR) activities such as recruitment and selection (R&S), succession planning, performance management and training and development amongst others. Specific reference where appropriate will be demonstrated to showcase links between theoretical...
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...“A critical component of any winning business is an HR function that improves business results. I highly recommend this book to HR and business leaders everywhere.” —William S. Allen, Senior VP, Group HR, AP Moller-Maersk AS, Copenhagen, Denmark “Got business? This book does. By asking (and answering) the tough questions about HR relevance for line managers, shareholders, and customers, readers will clearly understand the why, how, and what of HR transformation.” —Rich Baird, Joint U.S. and Global Leader, Advisory People and Change, PwC “Wow, they have done it! Many HR shops need transformation but don’t have the answers. This book is the roadmap, answers the questions, provides the rationale, and describes how HR transformations should unfold. Read it, but better yet—do it!” —Richard W. Beatty, Rutgers University, coauthor of The Differentiated Workforce “A must read for an HR team that wants to add the most value to the business.” —Bob Bloss, HR Executive Vice President, Hallmark “A thoughtful and practical guide that will help leaders navigate some of the most important decisions about building the HR organization of the future.” —John Boudreau, USC Marshall, coauthor of Investing in People and Beyond HR “Two bangs for your hard-earned buck. First, a very strong summary of the key tenets of the most important HR thinking. Second, highly practical examples of what to do and—even more importantly—what NOT to do when embarking upon transformation.” —Reg Bull...
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...International Human Resource Management product: 4273 | course code: c252|c352 International Human Resource Management Centre for Financial and Management Studies, SOAS, University of London First Edition 2008, 2010 All rights reserved. No part of this course material may be reprinted or reproduced or utilised in any form or by any electronic, mechanical, or other means, including photocopying and recording, or in information storage or retrieval systems, without written permission from the Centre for Financial & Management Studies, SOAS, University of London. International Human Resource Management Course Introduction and Overview Contents 1 Course Objectives 3 2 The Authors 4 3 Course Structure 4 4 Learning Objectives 5 5 Study Materials and Resources 6 6 Teaching and Learning Strategy 6 7 Assessment 7 International Human Resource Management 2 University of London Course Introduction and Overview Centre for Financial and Management Studies 3 1 Course Objectives This course aims to introduce you to the study and practice of International Human Resource Management (IHRM). To benefit from this, you need, of course, to have a basic understanding of Human Resource Management (HRM) itself. HRM has developed from personnel management, but instead of concentrating primarily on the hiring and firing of staff, it is the strategic and coherent approach to the overall management of an organisation’s most valued assets – the people working there who contribute...
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...PAD 530 Week 1-11 Discussion Questions Solved Follow www.hwmojo.com link below to purchase solution http://www.hwmojo.com/products/pad530-discussions We have all assignments for PAD 530. Email us support@hwmojo.com Week 1 DQ 1 "Public Human Resource Management" Please respond to the following: • Analyze the topics discussed in Chapter 1, with the exception of the laws. Select two topics and discuss two positive effects and two challenges the topic poses for human resource departments in the public sector. Follow this Format when responding: Positive Effect 1 Place your response here! Positive Effect 1 Place your response here! Challenges 1 Place your response here! Challenges 2 Place your response here! References: Cite your sources for information and data provided, just as you would in any written assignment. See the Citations.doc (Located in the Student Center) for more information. Week 1 DQ 2 "Public Human Resource Management in the News" Please respond to the following: • From the e-Activities, discuss the current event you reviewed from the selected agency and determine the cause of the issue, noting if the cause was due to neglected public bureaucracies from elected and appointed officials. Discuss at least two results of the issue. Follow this Format when responding: Current event and cause of the issue Place your response here! Was cause due to neglected public bureaucracies from elected and appointed officials...
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...This paper will identify human resources management's role in the health care industry. Humans resources management’s role in the health care industry are staffing and placement, management of employees and decision making. The role or human resources managers extend to staff and place personnel. It’s necessary that the health care facility is placed with the suitable personnel. Human resources mangers arrange and conduct the selection of appropriate candidates for the position. They counsel management on the employee benefits and their pay. The newly- hired personnel must obtain the labor certificates from the U.S. Department, the human resources manager ensure it. Another role for human resources is management of employees. In the health care industry, the facility needs the expertise of qualified dependable members to ensure sufficient delivery of health care services, the patients have less complaints, and prevent sanctions from authorities. The human resources are in control of evaluating existing employees in the organization. The human resources guarantee that the performance of recruits and employees is up to date. Human resources managers are in charge of addressing disagreement arising between employees and management. They are also, in control of finding working solutions to address debates between employees and management. Human resources mangers also tasked with the planning and decision making. Human resources management focus on making the best decision and...
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