...Running Head: MIDTERM PROJECT The Reluctant Receptionist Case Study Module 4 Midterm Project Gene Frantz Potomac College Abstract This paper was supposed to be a group project, but there was no participation with other group members so I was given permission by Prof. McKinney to submit this paper as an individual Project. This paper will show why the absence of accurate job information created a problem. It will also show what content should be in a job description for the human resource assistant to prevent future problems. The absence of accurate job information created a problem because there was no written job description. In this case the job description was oral and had nothing to do with the tasks that were to be performed. Virginia was not hired to be receptionist, but was put into the role of relief receptionist. This in turn led to her having to cover whole days when the receptionist was ill. She felt the low-level tasks she was asked to perform did not compare with their degree of knowledge such as her college degree or management concepts. Virginia felt that her job was not significant and she did not feel this job was meaningful. This resulted in lack of motivation and dissatisfaction on Virginia's part. In order to prevent problems, the job description for Human Resource assistance needed to contain the following information. HR job descriptions vary...
Words: 895 - Pages: 4
...Human Resource Management (HR- 101) Course Objectives: It is increasingly understood by both practitioners and academicians that one critical source of sustainable competitive advantage lies in their human resources and its effective management. Human resource management practices of an organization play a pivotal role in acquiring, developing and deploying employees to create and sustain the human resource-based competitive advantage. The course aims to help students develop this perspective as well as expose them to various functional and strategic human resource policies and practices. Course Duration and Pedagogy: It is a 1.5 credit course and will be conducted during the pre- midterm period (5 weeks; 13-12-10 to 14-1-11). The course would involve a mix of lectures, exercises, and live case discussions. Instructors and Course Coordinator: The course is divided into two parts, A and B. While Part A will be a Strategic Human Resource Management approach to basic HRM issues, Part B will be an Economics of Human Resources approach to those very issues. Course Reading Materials: Reference books: 1. Human Resource Management- Mirza Saiyadain, Tata McGrawhill education pvt ltd., New Delhi-2004. 2. Personnel/ Human Resource Management- David A. DeCenzo & Stephen P Robbins- Prentice Hall of India, Private Ltd. New Delhi, 3rd edition, 2007 In addition, a bound reading materials package will also be handed out as will be the class lecture slides. Evaluation:...
Words: 398 - Pages: 2
...AMERICAN INTERNATIONAL UNIVERSITY-BANGLADESH Faculty of Business Administration Department of Human Resource Management BBA Program COURSE OUTLINE I - Course Code and Title: HRM 6006, HRM in Global Business Environment II - Credit : 3 III- Course Instructor: Erfan Haque III - Course Description: This course aims to develop the professional skills of future managers in the areas of international human resource management and cross-cultural management. This course exposes students to Global issues in HRM. Topics include job analysis; legal and measurement issues related to staffing, employment testing, interviewing, training and selection decision-making strategies in the Global context. It is most suitable for third year students who have completed an introductory course in human resource management, and who have some basic understanding of how culture and the international marketplace affect business. The course will review the theories, models and concepts developed in the areas of international management, international organizational behavior, cross-cultural management, and other emerging disciplines, and study their implications on international HRM practices. A major focus of the course will be on international human resource management & development issues of recruitment and selection, compensation and reward systems, training and development, performance appraisal, expatriation, repatriation and career development. IV – Objectives: ...
Words: 1428 - Pages: 6
...HRM 5355 Strategic HRM Midterm A strategic HR approach provides three critical benefits, including facilitation of: Development of a high quality work force through its focus on the types of people and skills needed Having a high quality workforce has a major influence in the operations of an organization. A workforce that is knowledgeable, adaptable, and receptive to new changes ensures the efficiency of the work system. According to Mello (2011), “An organization is only as strong or as weak as its employees, and the skills, backgrounds, and motivation these employees bring to their jobs will therefore be a key factor in the organization’s overall performance” (p.108). Planning could be in the form of performing a need analysis regarding human capital as it can help assess what is needed in terms of skills and capabilities in order for an organization to gain a competitive advantage. Planning can also include evaluating the external and internal market to evaluate what compensation and benefits are needed in order to attract the right employees. Evaluating what competitors offer and building a strategy to attract the right personnel can also result in attaining a high quality work force. Furthermore, it is essential for an organization that once they have the required skills from the current human capital pool that these be updated along with the goals and strategies of the organization. Having outdated skills would make a company lag in the outside market and...
Words: 1712 - Pages: 7
...NATIONAL UNIVERSITY OF MODERN LANGUAGES Faculty of Management Sciences [pic] COURSE OUTLINE MBA-Semester-III-IV Course Title: Organizational Development Course Code: Credit Hours: 3+0 Course Instructor: Hina Rehman Prerequisites: • Students should be specialized in Human Resources Management. • Students should know the basic concept of change and development. Textbooks (or Course Materials) with Edition Organizational Development & Change By: Dianne M Waddell, Thomas G Cummings & Christopher G Worley Course Description Course is specifically designed to around change management and organizational development interventions around human and other organizational aspects. Reference Material Harvard business review and case studies Course Objectives: The course is about the study of behavioral science techniques to improve organizational health and effectiveness, internal relationships and problem-solving capabilities. Organizational learning, transition processes, changing values, diversity of labor forces and other challenges put forward by globalization are some of the topics discussed. Course Outcomes: • Establishing relationships with key personnel in the organization (often called "entering" and "contracting" with the organization); • Researching and evaluating systems in the organization to understand dysfunctions and/or goals of the systems in the organization...
Words: 397 - Pages: 2
...Week 5 Midterm Exam PAD 530-005016: Public Personnel Management Define and discuss human resource, which is a vital part of the public personnel management system, indicating its significance, impact, and limitations with regard to its contribution to the American economy in particular and society, in general. The human resource department is among the most important departments in any corporation. Human Resources is defined as the department responsible for personnel sourcing and hiring, applicant tracking, skills development and tracking, benefits administration and compliance with associated government regulations. Human Resources has evolved over the past twenty years. It used to be that these workers stayed behind the scenes to ensure personnel records were in order and employee benefits were being properly administered, but the job stopped there. Today’s Human Resource department goes way beyond small administrative tasks. They handle everything from the full recruiting process to employee motivation to performance appraisal to security concerns and disaster preparation to union relations, to the collective bargaining process and grievance management. A person working in HR must also know how to deal with employee discipline and the termination process. It's up to them to make sure all employees are comfortable with their surroundings and working under acceptable, if not above average, conditions. The Human Resource department will continue to face limitations as...
Words: 998 - Pages: 4
...administration•Refer the following resources to complete this assignment: (http://www.acquisition.gov/bestpractices/bestpcont.html) As the Contract Officer, you know it is time to assemble a team to manage compliance of the contract. Create a PowerPoint presentation based on the scenario you created to bring the team you have assembled up-to-date on what has occurred thus far. Prepare a twelve to twenty (12-20) slide PowerPoint presentation with speaker notes in which you: Analyze the importance of roles and responsibilities of contracting officers and administrators. Identify the various options of administrative and judicial processes available and select the appropriate process to resolve the dispute. Analyze the importance of improving methods of creating contract schedules and using a compliance matrix in government contract situations. Present ideas for brainstorming with your team in order to develop a policy that explains the role the Contract Officer should have played in the dealings between the government and the contractor, from the time the contract was awarded through completion of the work. Recommend three (3) best practices (one [1] from each section presented on Contracting Officer’s Technical Representative [COTR], voucher processing, and contract closeout) that will lend insight into ensuring that the contracting process moves smoothly through financing, administration, and closeout of the contract. Use at least three (3) quality resources in this assignment...
Words: 1265 - Pages: 6
...Hanoi University FACULTY OF MANAGEMENT AND TOURISM Subject profile HRM 301 HUMAN RESOURCE MANAGEMENT Fall 2011 (K2008) Hanoi 08 - 2011 Subject details |Subject name |Human Resource Management | |Units of credit |5 | |Study length |15 weeks | |Prerequisite /Co requisite |MGT 201 – Introduction to Management | |Suggested study commitment |Approximately 10 hours per week | |Year |Spring 2009 | |Subject Coordinator |Phuong Tram Nguyen Le | |Lecturers |Phuong Tram...
Words: 3745 - Pages: 15
...communications firm. In 2004 the organization undertook a strategic and visioning process that would help guide them through upcoming years. Senior management identified the need to upgrade and align HR management processes to successfully implement the new business strategy. Porter Novelli adopted the Drotter Leadership Pipeline approach to help achieve its new vision of a more client centric structure. Strategic HR Practices 1. Discuss the importance of aligning human resource processes with business strategy. HR management should be designed to meet the goals of an organization. This can prove to be very important. By defining how goals can be met through human resources, focus can be kept on the most important entity: the business, company or organization. Employee satisfaction and benefits take a backseat as they are mere means to help the organization achieve its HR goals. Identification and setting of goals helps an organization tell its HR department what it requires. After identifying goals a well aligned HR Department will rank goals according to employee satisfaction and this will help the organization utilize human capital more efficiently. Layoffs, voluntary retirements and inefficient hiring programs will cost the company financially. For this reason it is very important that companies take adequate steps to address the human capital challenge. Too many Detroit car companies sunk because of non-aligned HR strategies. To foreign auto industry analysts this seems...
Words: 1117 - Pages: 5
...Human Resources Management Midterm Exam: Training and Development Plan for the Holiday Inn Human Resources Management Training and Development Plan for the Holiday Inn There are a variety of employees who may come to work for Holiday Inn which are experienced and others whom are non-experienced. Some individuals require more training than others but everyone is required to go through training. Training and development is a key concept for Holiday Inn because this depends on how much knowledge and skills an employee will develop for their assigned role. We are sure that the time we are putting in for training will become an enormous benefit for Holiday Inn’s future and reputation. Our training and development plan includes hiring 50 employees whom will assume the roles in front desk operations, housekeeping, and general administrative duties. Since there is a large number of Spanish speaking individuals in Miami, training will be offered in English and Spanish. Training and development will begin on an online basis where employees may access training modules at anytime. Training will also include hands-on training pertaining to each individual’s job role. As we plan our strategic approach for training and development, the following four phases will be implemented; (1) needs assessment based on the firm’s competitive objectives, (2) program design, (3) implementation, and (4) evaluation. Phase...
Words: 847 - Pages: 4
...Midterm Analysis Essay Every company says that their customers are their #1 priority, but stories show us that many businesses are ready, willing, and able to go the extra mile for each and every one of their customers. Customer satisfaction and loyalty is the key to a successful business. Those businesses who “walk the walk” when it comes to delivering the kind of service are those who win the customer over for life and who will recommend others due to satisfaction. Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization's management and its employees. The merging of two companies is never easy especially for those employees who are coming from the company that was bought out. As an HR Manager, my duty is to acknowledge that we as a company have to protect both our customers and employees from abusive employees and their inappropriate actions. It is never easy to discipline employees but there are several ways to going about this particular situation which would be the contingency approach as an initiation. Employees may lose their cool from time to time due to having a bad day or whatever the circumstance may be but it is not an excuse to treat the customer poorly. Employees coming from a different organization might have operated differently and are in...
Words: 699 - Pages: 3
...SANJEEV S<12103> SHWETA PATHAK<12108> SUPROTIM GANGULY<12113> VINAY PRAKASH<12118> INFORMATION TECHNOLOGY SECTOR Project Work on Human Resource Management ------------------------------------------------- Accenture ------------------------------------------------- TCS ------------------------------------------------- Tech Mahindra ------------------------------------------------- SUBMITTED TO : Dr.MOUSUMI SEN GUPTA DATE : 10/08/2012 GROUP : 3 [SECTION B] Contents Overview of the Information Technology Sector 4 Major players according to revenue (global) US$(Billion):- 4 Top 5 Indian IT companies 5 HR POLICIES 6 ORGANIZATIONAL HIERARCHY:- 6 Recruitment and Selection:- 6 Training and Development:- 7 GRIEVANCE REDRESSAL:- 8 Compensation Management:- 9 APPRAISAL PROCESS:- 10 REWARDS & RECOGNITIONS/MOTIVATION:- 12 CSR activities (Corporate social responsibility) 13 Education and Learning:- 14 Best HR Practices 15 Similarities in terms of HR policies and Strategies 16 Differences in terms of HR Policies and Strategies 16 Conclusion 17 References and Acknowledgement 18 Overview of the Information Technology Sector Information technology (IT) is defined as the design, development, implementation and management of computer-based information systems, particularly software applications and computer hardware. It has grown to cover most aspects of computing and technology...
Words: 3014 - Pages: 13
...2013 MASTER OF BUSINESS ADMINISTRATION SCHOOL OF BUSINESS AND MANAGEMENT INSTITUT TEKNOLOGI BANDUNG http://www.sbm.itb.ac.id/mba MASTER OF BUSINESS ADMINISTRATION SCHOOL OF BUSINESS AND MANAGEMENT INSTITUT TEKNOLOGI BANDUNG http://www.sbm.itb.ac.id/mba Contents 1. Vision and Mission of MBA-ITB 2 2. Learning Goals of MBA-ITB 2 3. Learning Outcomes of This Course 3 4. The Course Structure …………………………………………………………………………………………………………………….. 3 5. The Course Plan 5 6. Lecturer Profile 13 7. Grading 14 8. Students Guidance 15 9. References 15 1. Vision and Mission of MBA-ITB Vision: “To be A World Class Program of Master and Business Administration that Creates Ethical and Entrepreneurial Leaders” Mission: * To educate and develop future leaders in business * To develop sustainable education program for building human resource capacity needed for enhancing industry competitiveness in Indonesia 2. Learning Goals of MBA-ITB In General, The MBA-ITB’s learning goal is to develop students to have the following characteristics : * A Strong competence in business and technology-based management as well as decision making capabilities as demonstrated by business leaders in the world. * An ethical leadership and professional mindset * An entrepreneurial spirit both as professionals and as entrepreneurs. * Ability to make decisions based on human values in a systemic and integrated manner so as to meet the needs...
Words: 2522 - Pages: 11
...HUM 112 WEEK 4 ASSIGNMENT 1 – ESSAY http://www.coursehomework.com/product/hum-112-week-4-assignment-1-essay/ Contact us at: +1 315-750-4434 help@coursehomework.com HUM 112 WEEK 4 ASSIGNMENT 1 - ESSAY Choose one (1) of the three reading selections from the list of topic choices below. Read the selection in the textbook. Write a three to four (3-4) paragraph essay (250 words) which analyzes the “surprise ending” of the reading selection. Topic Choices: 1. Reading selection from Descartes’ Discourse on the Method (Part IV). Descartes begins with the problem of being able to prove his own existence but ends up with an argument proving the existence of God. Read more about the Discourse on the Method located at http://www.earlymoderntexts.com/authors/descartes.html. 2. Reading selection from Swift’s A Modest Proposal. Swift begins with offering the solution that the English could do things which might solve the problem of overpopulation and the mistreatment of citizens in Ireland. It ends by offering the solution that an internal change in the Irish government would best solve the problem of overpopulation and a populace victimized by its own government. Read more about A Modest Proposal located at http://www.victorianweb.org/previctorian/swift/modest.html. 3. Two reading selections from Voltaire’s Candide. The story begins by acknowledging the foolishness of the superstitious traditions held by the people in the city of Lisbon but ends by ...
Words: 674 - Pages: 3
...Postgraduate ProgramSubject Outline Faculty of Business and Management http://my.uowdubai.ac.ae Subject Code: MGMT949 Subject Name: Management (6cp) Year: 2013 Section: 1 Performance Session: Spring No of Credit Points:6 Pre-requisite(s): NA Co-requisite(s): NA LECTURE INFORMATION Day: Time: Monday 18.00 – 21.00 Location: Block TBA Room TBA Lecturer’s Name: Building & Office No: E-mail Address: Consultation Days and Times: Subject Coordinator: DR. PAYYAZHI JAYASHREE Block 16 Office 21-4 payyazhijayashree@uowdubai.ac.ae SUNDAY : 3 TO 6PM , TUESDAY : 3 TO 6PM DR. PAYYAZHI JAYASHREE 1 SUBJECT DESCRIPTION This subject addresses performance management, which is defined as an ongoing communication process that involves both the performance manager and employee. Key aspects of this process are examined. Topics include: identifying and describing essential job functions and relating them to the mission and goals of the organization; developing performance standards; giving and receiving feedback about performance; writing and communicating constructive performance evaluations, and planning education and development activities to maintain and improve employee work performance. 2 LEARNING OUTCOMES On successful completion of this subject students will be able to : 1. Describe the key concepts and techniques of performance management. 2. Explain the development of performance management as an area of growing importance for managers and employees. 3. Critically...
Words: 3025 - Pages: 13
