...Human Resource Management Training Proposal Connie Hazley Professor Renita Ellis Health Care Human Resource Management HAS – 320 February 24, 2014 Human Resource Management Training Proposal Human Resource (HR) planning is an important factor of strategic HR management. Human resource management is the process of determining the needs of the company. According to Harris (2005) the strategic plan of the organization is directly linked to HR management. In order for the company to run smoothly human resource management has the responsibility of making sure there is a balance of the cost of operation of the plant and workforce and establishment of industrial relations in the organization. According to Johnston (1996) the planning process has four steps, depending on the organization and the type of plan the company will implement; the first step of the planning process is to consider the existing HR capabilities of the organization. There should be a clear understanding of the skills, knowledge and abilities of current employees. The second step is forecasting, which involves setting attainable goals and getting the right people for the job with the rights skills for the required number of positions. The third step is gap analysis, which basically determines the organization current position to where the company would like to be in the future. The fourth step is developing HR strategies to support organizational strategies such as training, select and recruitment. Recruitment...
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...“Human Resource Management Training Proposal” Week 8 Assignment By: Beira Romero HSA 320 Professor: Teresa Cole 08/25/2013 Overview of the Process and Steps Human resources planning assess the manpower requirement for future period of time. It attempts to provide sufficient manpower required to perform organizational activities. HR planning is a continuous process which starts with identification of HR objectives, move through analysis of manpower resources and ends at appraisal of HR planning. Recruitment’s provide opportunities to departments such as aligning staff skill sets to initiatives and goals and planning for departmental and individual growth. Although there is work involved in the hiring process, proper planning and evaluation of the need will lead to hiring the right person for the role and team. A position description also referred to as a job description is the core of a successful recruitment process. From the job description, interview questions, interview evaluations and reference checks questions are developed. Basic position and pay information will need to be determined to assist with the development of the job description and job classification. This information will be different for each position being recruited Describes the department’s functions, the unit’s functions, and/or the organizational unit’s functions. The statement should summarize the position’s essential functions and its role in relation to supporting, administering, or managing...
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...A. Table of Content Contents Table of Contents.............................................................................. Proposal Summary............................................................................ Purpose of Proposal.......................................................................... Problem or Need............................................................................... Background....................................................................................... Benefits of The Proposal.................................................................. Description of Solution..................................................................... Human Resources Audit........................................................ Compensation/ Benefits Study.............................................. Job Description..................................................................... Recruiting, Selection, and Orientation Design and Delivery..................................................................................... Managers training............................................................................. Evaluation Plan................................................................................. Qualifications of Personals............................................................... Time Schedule.................................................................................. Cost.............................................
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...Individual Research Project – Preliminary Research Design Lori Whidbee American InterContinental University Abstract The first part of this paper examines the similarities and differences between formal research and business proposal. The paper finds that the process taken for both research methods are comparable in nature. However, both research methods have difference uses in business. The purpose, use and goals of the research determines whether formal research or business proposals add value to the decision making process in corporate world. Part two of the paper examines a hypothesis question: What are the effects of human resources outsourcing on leadership performance and employee commitment? Upon review of several journal articles, research suggests that the outsourcing of key human resource functions such as training, employee benefits, and recruitment has had a positive impact on leadership performance and employee commitment. Human resource professionals indicated the delegation of more complex tasks to third-party administrators has given them the opportunity to practice core competencies with employees which has resulted in a satisfied workforce. Individual Research Project – Preliminary Research Design Managers are required to make decisions in business every day. Making the right decision can mean the difference between a financial gain or loss and retaining or losing valuable employees. Bazerman (2009) states most of our decisions are evolved...
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...A Proposal Undertaking Commissioning Services For Prime Medical College & Hospital Prepared by Bangladesh Institute of Healthcare Management & Research (BIHM&R) Contents 1. 2. 3. INTRODUCTION…………………………………………………………………….1 KEY ISSUES AND OBJECTIVES…………………………………………………2 STAGE 1: DEVELOPMENT OF A 5 YEAR OPERATIONAL PLAN………. …3 3.1 3.2 INTRODUCTION THE FIVE YEAR OPERATIONAL PLAN 4. STAGE 2: COMMISSIONING OF THE HOSPITAL……………………............7 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 OVERALL PROJECT MANAGEMENT EQUIPPING AND BIOMEDICAL ENGINEERING FINANCIAL PROCEDURES AND SYSTEMS SUPPLIES AND LOGISTICAL SYSTEMS AND PROCEDURES INFORMATION COMMUNICATION PROCEDURES AND SYSTEMS HUMAN RESOURCES MANAGEMENT AND RECRUITMENT QUALITY ASSURANCE PROCEDURES AND SYSTEMS OTHER HOSPITAL POLICIES AND PROCEDURES OPERATIONAL TESTING INITIAL MARKETING ACTIVITY CONSTRUCTION COMPLETION AND HANDOVER 5. PERSONNEL…………………………………………..…………………………...19 5.1 5.2 INTRODUCTION THE COMMISSIONING TEAM 6. 7. 8. CLIENT REPORTING…………………………..…….…………………………...21 COSTS AND RESOURCES…………..……………..…………………………...22 TERMS AND CONDITIONS………………………....…………………………...23 8.1 8.2 COST OF SERVICES ADDITIONAL SERVICES Appendix 1 – Commissioning Programme 1. 1.1 INTRODUCTION IHG has been invited, following recent meetings with the Client, to submit proposals for the commissioning and operational management of the Ahsania Mission Cancer and General Hospital. The hospital...
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...organization that is researchable as you need to gather and analyze a variety of information in order to complete the components of your project. If you select an organization with which you are currently associated, it is important to remember that the various analyses you make during the completion of your project must be based on facts that can be documented rather than your personal opinion as an employee. Each project component requires you to research a different aspect of HRM. In addition to gathering the requisite data from the organization of your choice, you are required to research and employ a minimum of four resources (per assignment) to support the content of each assignment. Examples of acceptable choices include informational interviews, scholarly journals, and white papers from professional organizations such as the Society for Human Resource Management (SHRM). As you progress through the project and address the different HR issues covered in the class, you continue to broaden your research and expand the number of your supporting sources. You may wish to utilize Capella's Refworks, which is a way to manage your research citations. You can annotate and organize your citations, and create APA-formatted...
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...Career Management HUMAN CAPITAL MANAGEMENT Douglas Sailer University of Phoenix Career Management PART V: SUMMARY Kudler Fine Foods (KFF) is undergoing new initiatives that will require our sales and marketing team to be restructured in order to meet the new objectives defined by our owner Kathy Kudler. In order to meet these new objectives an additional five positions will be created. This proposal will outline the job descriptions for these five positions, discuss a comprehensive training program to enhance the skills and qualifications of new and current employees, and discuss methods for evaluating employee and team performance, including a progressive discipline process. This proposal will address the challenges of team performance evaluation, particularly the differences in the two appraisal systems and strategies for evaluating team performance. Unique needs, motivations, expectations, individual equity and over all team performance, social loafing, and individual responsibility to the team. The KFF compensation and benefits package will be overhauled to include incentives and a plan for managing employees’ career development. Job Descriptions and Qualifications A new mid-level management position has been filled by Doug Sailer. Doug now serves as Business Development Manager supporting the sales and marketing team. This mid-level position will coordinate business development activities for KFF, including the development...
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...School of Psychology 2013 Paper Outline Faculty of Arts and Social Sciences PSYC573-13A (HAM) Personnel Training & Development Lecture times/rooms: Thursdays, 09:00am – 10:50am. Room I1.08. Lecturer/Convenor: Donald Cable, Room K1.01. Extn: 8296. Email: dcable@waikato.ac.nz Student consultation hours: Thursdays 14:00-15:00. Other times by appointment. Paper Description The aim of this paper is for you to develop an understanding of the theory, research, and practice relating to training and development (including career development) in organizations. Upon successfully completing this course, you should be able to: understand, and apply personnel training and development psychology theory and research, and bridge the gap between this and the practice, conduct training needs analyses and evaluate training and development (including career and professional development) initiatives, identify or develop training programs which incorporate sound principles of learning and training transfer, identify and develop the competencies that will support you in pursuing a career as an organizational psychology (or HR) practitioner with a focus on the training and development of individuals in organizations. Blending the exploratory learning aspect of Active Learning with proceduralized instruction, and creating a learning environment within which students are actively encouraged to construct knowledge, this paper includes lectures with associated readings, student seminars...
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...Human Resources Management Overview Emilio Belisle HRM/300 January 18th, 2015 Dr. Sheila Cristy-Martin Human Resources Management Overview The Marine Corps League (MCL) has just hired a new Human Resources specialist. This specialist has been tasked with creating a six month plan to create a Human Resources (HR) Department. The plan must identify at least three factors to consider in the design and incorporate four disciplines which will make up the structure of the HR Department. This paper will serve as the proposal toward that formulation. Objective The mission of the MCL is to join together in camaraderie for the purpose of promoting the interest of the United States Marine Corps and voluntarily aiding and rendering assistance to all Marines and Fleet Marine Force Corpsmen ("Marine Corps League National Headquarters", 2015). Since this specialist will be the only HR employee in the foreseeable future, he will be solely responsible for staffing, training and development, maintaining performance, and most importantly, help the MCL achieve its mission (DeCenzo, Robbins, & Verhulst, 2013, Chapter 2). Plan of Action This proposal will focus on three major areas for each function – transactional, tactical, and strategic planning – as follows: I. Transactional a. Establish and monitor at least four disciplines with the HR scope of responsibility that will serve as a baseline for the other two areas. Whatever type of member is recruited, data entry, and record...
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...111 Main Street Charlotte, NC 0001-0001 Dear Executive team: Until recently, the Roanoke branch of Virginia represented Phoenix Advertising vision to exceed and excel in customers satisfaction and the unparalleled leader of value-added support services and integrity in advertising and personal relationship. Unfortunately, as you may be aware of, in the last three months customers’ complaints have jumped drastically because of the quality of work produced at the Roanoke branch of Virginia. As you may all known, clients served from this branch are vital for the overall success of Phoenix Advertising. In an attempt to solve and restore the branch from this disease, I the vice president of Human Resources management at Phoenix Advertising present to the executive team the following proposal for revitalizing customers, employees and departments in order to restore the branch to full productivity and for the branch to regain its stellar position of excellence within the company. Background Since the opening of the Roanoke branch of Virginia in October 17, 2004, the branch employed less than 25 employees operating 98.7 percent efficiency with 0.02 of percent customers’ complaints. With high productivity and less complaints placed Roanoke branch of Virginia in a position of excellence compare to the rest of the 7 branches. To determine the root cause of the current poor...
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...Human Resource Management In Healthcare Kimberly Hughes Ethical and Critical Thinking Professor Gronholz Research Paper Abstract This research paper addresses the importance of human resource managers within the healthcare world. Human resource managers oversee the employee administrative system of any organization. In healthcare, they are responsible for employment placement, healthcare systems, and taking care of patients. After reading this paper, you will understand how important human resource managers are within the healthcare world physically and mentally. In conclusion, you will learn how this profession is obtained and how vital it is to keep this profession growing across the world. Proposal Human Resource Management Definition: Human Resource Management is the management of an organizations workforce, or human resources. It is responsible for attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment. The Importance of Human Resource Management in Healthcare Human Resource Management is vital to any healthcare system and how it can improve healthcare. My goal is to prove that overall we as Human Resource Managers are essential to delivery of healthcare and patient services. Though being a Human Resource Manager within healthcare is challenging, but they are needed to fill various positions in the healthcare systems. Though they are...
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...Request for Proposal (RFP) Qosina, is seeking a certified Microsoft applications trainer to train the staff on the use of Microsoft word, excel and power point. See the associated "Agreement for Services" which is located on our website. Assuming that we find a trainer we like and enters into an agreement with them. Background: We are a medical and cosmetics supply company located in Long Island, New York. We have been in existence since 1980, Qosina is a leading global components supplier to the medical and pharmaceutical industries. Qosina was established to serve the medical device companies by providing stock components. Companies purchase from Qosina to eliminate the cost of tooling their own components and to receive immediate delivery from inventory. This particular approach is useful to companies of all sizes, but has proven especially effective for small to mid-range manufacturing companies, as evidenced by Qosina's broad customer base cultivated over the years. Our company’s offering has grown from four pages of components in flier format to a 644-page catalog featuring thousands of stock items. We offer customer-centric solutions, such as providing samples for testing and sourcing items not already in Qosina's comprehensive catalog. Review services to be provided: This RFP is for an external certified Microsoft applications trainer. The selected independent party will: Train the staff on micosoft word, excel and power point to standard. Evaluate the...
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...P.O Box 2142 | Telephone: | +254 716 174 062 | | | Postal Code | 00200 | Email: | robertoketch@yahoo.com | | | PROFILE: Robert has a bachelor degree in Strategic Management. He also has a Certificate in Computer Packages and its Applications. Robert is a social scientist with a good grasp of social and economic development issues in Kenya. Having worked as an administrative assistant in Agrobiologica Africa Ltd now Development Shift consultancy, Kogelo Village Resort in the Management Trustee team as the Operation manager, Lake Basin Development Authority as an intern in Human Resource and Administration department, he has valuable experience in managing the administrative, human resource and operations in an organization. He has managed program portfolios and worked with technical teams and service providers where he provided guidance and program support. Robert therefore has extensive experience working in human resource and administrative departments. In these organizations he assisted in salary preparation (ERP), collecting, managing, interpreting and storing data and management and maintenance of office equipments and assisting secretarial duties. KEY SKILLS/COMPETENCIES * Registry Management: has experience in general records keeping in the central registry. Filling and management of employees’ complete records in files. Receiving, filling and detaching documents and efficient storage of the organization’s documents for future reference. * Excellent...
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...Running Head: HUMAN RESOURCE MANAGEMENT TRAINING PROPOSAL Human Resource Management Training Proposal Adriana Dryburgh HSA320 Instructor Name: Leah Miller Introduction: Human Resource in Health Care Field The activities pertaining to human resource management were observed early in 2000 B.C. Regardless of the type of industry, human resource management can be applied to all types of operational activities of an organization. Human resource management (HRM) has gained increased attention worldwide especially in health care systems. Specifically stated, like physical capital and consumables, human resources are also a principle input to health care systems. In relation with the health care, people working as non-clinical and clinical staff performing individual and public health intervention activities can be referred to as human resources (World Health Report, 2000). The knowledge, motivation and skills of such human resource ultimately reflect the benefits and performance of the health care delivery systems. In order to ensure system’s success, it is also required that an appropriate mix is maintained between various caregivers and health promoters since human capital shall be managed and handled differently from physical capital. Cost of healthcare is increasing with a drastic increase in health care consumables’ cost and number viz. drugs, disposable equipment and prostheses. This increasing expense can seriously affect the ability of publicly-funded system to hire...
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...Riordan Manufacturing Human Resources Integration Project Brett Hall, Carl Rascoe, Juan (Danny) Castaneda, and Tina Schaffer CIS/207 November 6, 2012 Bill Fennell Riordan Manufacturing is a global plastics manufacturer that was founded by Dr. Riordan in 1991. Dr. Riordan obtained several patents that later turned into commercial applications that developed his company in to a Fortune 1000 enterprise, employing 550 people with projected earnings of $46 million dollars and over $1 billion in revenues. In 1993 the company expanded from high tensile strength plastics and fans into producing plastic beverage containers. The company’s latest expansion was in 2000 when it opened operations in China. Riordan Manufacturing is the industry leader in using polymer materials with future goals of achieving and maintaining reasonable profitability to ensure and sustain growth (Apollo, 2005). In response to Hugh McCauley’s, Riordan Manufacturing Chief Operations Officer‘s (COO) concern about the antiquated processes and his requirements the team analyzed the manual and redundant processes of the current Human Resources System Integration (HRIS). The team has determined with the use of state-of-the art information technology system the current manual intensive, multi-functional processes can be integrated into a single system. The team has kept in consideration that the integrated HRIS has to be accessible by all of Riordan’s plant locations. Based on the request...
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