...The Human Resources Department plays a big role for Riordan Manufacturing. The HR Department helps manage the daily operation for the company. Stakeholder can affect or be affected by the company’s actions as a whole. People who will be affected by the action and can influence it but are not directly involved with doing the work are stakeholders. Riordan Manufacturing in the virtual intranet site needs to improve the company-related information. Riordan Manufacturing works with a system called Human Resources Information System (HRIS). The company has been using this system since 1992 and was used as part of many financial packages. The system has been working successfully and been very reliable. But on the other hand their personal information has been restricted by the programs of data. The HRIS keeps track of employee information like: Personal information (name, address, birth data, etc.). Pay rate (Salary/Hourly), and Hire date. Riordan Manufacturing needs to update the Human Resource Department; HR needs to give classes on basic computer technology to their personal department. The business system needs to be installed that will track the information of the employees and collect the data, and also be able to send any new changes in the personal’s file to HR by alerts. The new system will keep track of new information affecting the hiring and firing of the company’s operations. HR should create specialist positions to data entry the information of any employee when they...
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...The importance of the Human Resource Department by Ng Hui Chen, GSM Employee is one of the most important assets of a company as they have significant influential power to the success of a company. Therefore, effective and efficient human resource management is crucial to every organization. However, the emergence of the centralized Human Resource Department (HRD) has created conflicts on whether the responsibility of human resource management should lie on line managers or HRD. The debate about the roles of line managers and centralized HRD in human resource management has been ongoing since couple of years ago (Hutchinson and Purcell, 2003). In my opinion, HRD remains as one of the important role within an organization despite the need for all line managers to adopt certain functions of human resources. Human resources management functions the best when the line managers and centralized HRD work hand in hands. The rationale of this idea will be discussed in the later part of this article. First of all, we should take a look of the core functions of human resource management irrespective of whether it is the responsibility of HRD or line managers. Generally, human resource management can be classified into three main functions: i) Recruiting In this stage, the major task is to recruit and select the best talents with necessary knowledge and skills to assist the company to achieve its goals. HR practitioner should perform thorough job analysis in order to gain deeper...
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...Ideal HR Department 1. Introduction The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the personnel department where the main tasks were the functional management of hiring and firing, to one which can have a significant impact on the organization as a whole, including culture, strategy development and motivation. In the modern environment the HR department may be able to make the firm a "great place to work". Many firms that are acknowledged for their good employee cultures, such as Google and Gore &Associates, place a high level of reliance in the development and maintenance of the employment relationships, with significant input from the HR department and HR strategies. Firms may wish to emulate the strategies which have been so successful, who would not want to have the same level of innovations as Google, or the same level of employee loyalty and commitment seen at Gore? To undertake strategies that will transform a workplace into a great place to work may start by looking at the HR department to determine how the idea HR department would operate and the type of strategies they may use to impact in the corporate culture and practices to make the change. The aim of this paper is to look at the ideal HR department, considering what elements need to be in place and the type of strategies they would pursue and support. The first consideration will be...
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...Role Function in Human Resources Department The human resources department main objective is to bring out the best in his employees and contributing to the success of the company. The department is responsible for hiring members of the staff and keeping them in the position once it has been filled. Individual management entails helping employees identify his strength and weaknesses, correct their shortcoming, and make their best contribution to the enterprise One of the roles of the human resources department is recruitment. Recruitment will allow the company to find the right person who will fit in with the company. The company can conduct education and psychological measurements. By making sure the applicant has the right attitude and has what the company is looking for will be a big benefit (Bhagria, 2010). Keeping the employees motivated is something that human resources will want to do for them. Offering incentives to those that exceed expectation is a good thing for the company. This will allow persons who are following behind to want to improve as to reach the goal to receive the incentives as well. Human resources department has been taken for granted for a long time. Many people are unaware for all the human resources (HR) can offer. Today human resources department are looking to be proactive by looking ahead and seeing what it will take to get the company to the next level. In the past human resources department only responded to problems as they came up (Luis...
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...Roles and functions of Human resource department Introduction The Human Resource Department deals with management of people within the organisation. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation. Besides, the Human Resource Department also clarifies and sets day to day goals for the organisation. It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company. (Handy, 1999) Research has shown that the human aspect of resources within an organisation contributes approximately eighty percent of the organisation’s value. This implies that if people are not managed properly, the organisation faces a serious chance of falling apart. The Human Resource Department’s main objective is to bring out the best in their employees and thus contribute to the success of the Company. These roles come with certain positive and negative aspects. However, the negative aspects can be minimised by improvements to their roles and functions. These issues shall be examined in detail in the subsequent sections of the essay with reference to case examples of businesses in current operation. Positive aspects of Roles and Functions of the Human Resource Department Recruitment of Employees This is one of the...
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...Human Resource Department Role in HealthCare Alysha M. Rivera HCS/341 August 20, 2012 Teletha Leonard Let’s start by explaining what the human resource department/management role is any organization. The human resource department employees, handles organizational developments, motivates employees, trains existing and new hires, performance management, communication, benefits, wellness and safety. When it comes to the human resource department in the healthcare industry they handle some of the same things. The differences is that the human resource when it comes to healthcare is more complex in health care the HR department role is physician and nurse recruitment, personnel management, training and performance monitoring, counseling, state and federal regulation education, workplace safety and sanitation, claim handling and labor mediation. Human resource management role in the healthcare industry is to improve quality and satisfaction of the patients in their organization those are their primary goal. Also when working for a human resource department in the healthcare industry HR has to deal with many different departments and helping each reach their goals. In recruiting and selecting an individual for a position in the healthcare industry the human resource management team must select carefully. HR has to make sure to hire the most qualified individual for the position because to hire a person that is under qualified can lead to a big liability issue for the...
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...Hancock Manufacturing Human Resource Brochure John Hancock started his company in 1951 over 60 years ago, his dream was to produce high quality utility trailer equipment. Mr. Hancock started the business in Dearborn Michigan where the automotive industry was booming. The company went from one building to owning several factories worldwide. Hancock Manufacturing has been named one of the leading sellers of utility trailer equipment by manufacture best magazine, and has also been deemed one of the top manufacture companies to work for. Mr. Hancock vision of the company is to take care of the employees first and the businesses will be successful. The Human Resource Management (HRM) department has commitment, determination, and organization to help the company to meet their mission and vision goals. The HRM team is the center of the companies’ vision and over the years the HR department has been restructure to provide training, and recruiting the best diverse talent for the organization. Technology Technology is the cornerstone of any organization by Hancock manufacturing investing in new technologies; it allowed the organization to be more proficient and profitable. While updating operator procedures the tools used, and equipment that is designed to make the work more efficient and the organization. Technology has had many changes over the past 10 years in the human resources department that has benefited the obligations at Hancock Manufacturing. The new technology...
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...The Human Resources Department Usage of Social Media Sites as a Recruitment/Selection Tool. In 1997 only about 11 percent of U.S employers were using the web for outside recruiting, figure that has reach 80 percent today and is expected to reach 100 percent in the next few years. Social media, sometimes called social networking, is nothing more than a technology that facilitates human interaction. Different than a website or a resume, which are strictly one-way forms of communication, social media sites allow users to comment, share, or chat with each other, often in real time. Social media has also become an important tool for job seekers due in part to the new ways people are finding out about and getting fired from jobs. As you may already know, most jobs come about through networking, not applying on job boards or aimlessly sending out resumes. Social media tools make networking much easier and much more powerful due to their interactive nature. Thus when a job seeker really learns to use social networking well, his chances for finding opportunities multiply exponentially. Nowadays, social media also plays a part in how hiring managers are conducting their research on candidates. More than 80 percent of recruiters use LinkedIn. Additionally, 50 percent of hiring managers can determine whether a particular candidate’s personality is a good fit for their company just by seeing that person’s social media presence. Recruiters can and will Google you... Regardless of whether...
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...organizational departments involved in running a business. Three of which are accounting, human resources (HR), and management and they are all important and beneficial to businesses. These organizational departments help in handling the company's needs and assist in allowing them to run efficiently. Each one of these departments is considered an individual business unit with each one being of vital importance to a business’s overall success. Each unit or department has key functions that assist and advice businesses to help them maintain efficient operations. Accounting is a department that is considered to be the backbone of businesses. There are two areas of accounting. One area is called financial accounting which has financial information that businesses make available for the use of the general public, such as customers, creditors, stockholders, and suppliers. Secondly, there is managerial accounting of which provides financial information to managers, supervisors, and department heads so that they can make important business decisions. The accounting department sets up, audits, and maintains financial information for businesses that determines the businesses economic conditions and stability levels (College Grad.com, 2010). The human resources (HR) department is responsible for overseeing the hiring, performance, and termination of employees (Pay Scale, 2010). This department plans, analyzes, assists, and reviews job related issues regarding employees. This department recruits...
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...University in the Netherlands. The research is the terminal of the program Human Resource Management. Doing this research not only improves my skill on literature searching, information analysis, but helps me to gain more profound knowledge about e-HR. During the research, I have got great support from several persons, and now, here is the opportunity to thank them. At first, I give special thanks to Jiajie Li, my boyfriend. He accompanies with me during the whole research period. Besides dealing with my impatient and anxious attitude, he also put great effort on improving my thesis. His optimistic and serious attitude influences me, and makes me continue the research with better and better results every time. His support is very meaningful for my research period. Secondly, I would like to thank Ms. Tanya Bondarouk, and Prof. Jan Kees Looise for their excellent support, feedback and guidance. Both of them give me fruitful advice on how to improve my work. And they always give me timely feedback on my work, which encourages and makes me belief that I can hand in a satisfactory report under the effort. At last, I would like to thank my family and friends for supporting me not only during this research period, but also throughout my life, my study and everything I undertake. Yu Long Den Haag, March 2009 I Management Summary Information technology is expected to improve the performance of Human Resource Management (HRM) by shifting its focus from administration or personnel...
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...Introduction 3. Presentation of the company 4. Presentation of The Human Resources Department 5. Recruitment and selection processes 6. Learning and development 7. Improving HR in Focus Group: 10 key elements 8. Conclusions 9. References 1. Abstract Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (http://humanresources.about.com/od/glossaryh/f/hr_management.htm) 2. Introduction In our project we choose to study the human resources department in the company Focus Consult Group from Bucharest. We had as a main advantage the fact that one of us did an internship at this company last year and had the opportunity of observing how the HR department actually works within this firm. Moreover, another important reason was the fact that one of us assisted to a job interview. In this way it was easier for us to gather information about the recruitment and selection processes. The goal of this project is to find “What Is the Human Resource Department?” and how it actually performs its tasks. In order to answer this question we decided to study 3 main aspects regarding the HR department in the company: the recruitment and selection processes, the learning and development...
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...PRACTICE & PROBLEMS OF HUMAN RESOURCE DEPARTMENT OF BANGLADESH ARMY INTRODUCTION 1. Human beings are the most important resources in an organization. A firm’s / organization’s success depends on the capabilities of its members. Most problems, challenges, opportunities and frustrations in an organization are people related. Human Resource Management is one of the toughest duties of a manager or leader since humans differ in terms of attitudes, values, aspirations, motivations, assumptions, psychology, and life goals. Looking at today’s competitive world, managerial level staff will require more conceptual and strategic skills. Managers have to be proactive, able to anticipate technological developments and prepare their staff for whatever technological changes that might take place. This will be a successful task only when the HRM itself is fully aware of those changes and has the means to deal with them. HR managers have a number of roles to fulfill. They are the guardians of the manpower- the key assets of the organizations. They are also counselor and protector of employees and directly responsible for their effectiveness in the organization. They need to do their jobs in keeping with the existing laws, rules and regulations of the organization, and promote harmony at the workplace. This has direct bearing in a healthier and more attractive work environment. The success or failure of HR depends also on the top management’s recognition of the importance of HRM, and...
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...How Can an Effective Human Resource Department Help Management in a Strategic Operational Change Delores Carlsen UMUC MBA Fundamentals Section 9048 Dr. Mona Envig February 7, 2010 Executive Summary Human resource (HR) as a department has changed dramatically in the last 13-15 years. What was once perceived as and administrative job has become a partner in strategic planning. When companies are facing strategic operational change, knowing their workforce becomes all-important. Knowing the extent of their talent pool internally and externally can mean the difference between success or failure. In business today HR is focused on the company workforce, they spend much time recruiting, training, and evaluating them, this places them in constant communication with them. They are aware of the weaknesses and strengths of the workforce, and have access to knowledge that management needs to succeed in a strategic operational change. An effective HR included in managements objectives can analyze the company’s future needs also determine if the company will have access to the type and number they will need to sustain their change. HR is focused on training the workforce, and can develop the programs for training and development the company will need for their strategic change. An effective can be of great assistance to management in a strategic operational change. Introduction The role of Human Resource (HR) has changed greatly during the last 10-15 years; previously viewed...
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...The Human Resource Department has many legal laws, safety laws and requirements to abide by to prevent law suits against companies. The Human Resource Department must follow the rules given by the U.S. Department of Labor, the U.S. Equal Employment Opportunity Commission, the American with Disabilities Act of 1990, the Department of Homeland Security, and many other laws. Each law is accompanied by a set of regulations cover all aspects about the law. These laws were put in place to prevent any manager from feeling like they can fire or mistreat any employee without probable cause. To completely understand the Human Resource Law, anyone in a Human Resource position has to have the knowledge of their job and the resources to look up additional information if needed to prevent lawsuits. The Human Resource Department is responsible for keeping records, writing and implementing good HR policies and monitoring the firm’s Human Resource Department closely. The U.S. Department of Labor administers and enforces more than 180 federal laws. These mandates and the regulations that implement them cover many workplace activities for about 10 million employers and 125 million workers. The U.S. Department of Labor’s mission is to foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights. Some of the major laws of...
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...Ultimate Nights • 8 Actividades, una mensual comenzando en mayo. o (La de mayo se hizo en abril, restan 7) • Comenzaremos de Junio a Diciembre (7 actividades) • 2 Plasmas, Vj Set up, Mic for MC, Juego con Computer • Premiums: (Hacer Inventario) o Vasos de Shot- 40 por promo (280) o Vasos de 16 onz- 40 por promo (280) o Llaveros- 40 por Promo (280) o Gorras de Mesh- 34 por promo (238) o T-Shirt- 24 por promo (168) • Rotulación- Debemos verificar la rotulación. • Promoción- Verificar con Cristina y Zorry • Hoja para bartenders con recetas Upgrade (Upgrade your drinks, upgrade your nighlife) 64 Happy hours (8 mensuales/ sept y octubre con 12) o Dividido en 2 negocios por mes, y 3 en sept y oct.) o 7 meses • Premiums- Vasos y Pin’s en camino o Cuantos se ordenaron de cada uno? o Cuando llegan? • Hoja para bartenders con recetas • Lista de Negocios o 16 negocios (10 y repetimos 6) • Uniformes- Status (Se le ordenaron a Mabel) Bartenders Training • Location o Recomendaciones ▪ Catamarán- Palomino o Icacos ← Musica, comidas, barras y entretenimiento. • Mecanica o Confirmar location o Escoger Fecha o Promotoras (4) o Invitaciones (Definir numero de bartenders) ...
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