...HRM Project Performance Appraisal System in Accenture A critique of the performance appraisal system in Accenture 2011 Santanu Chowdhury (PGP14/297), Abhijeet Yadav (PGP14/256), Kulbhushan Baghel (PGP14/278), Gaurav Patil (PGP14/272), Udit Kapoor (PGP14/309, Pranay Khera (PGP14/320) Section E Group 5 3/14/2011 Contents Acknowledgment 3 Introduction 3 Importance of the issue 3 Performance Appraisal System in Accenture 4 Interview and Survey 6 1. Set the performance objectives and standards 6 2. Communicate the objectives, standards and expectation to the employees 7 3. Measuring the performance 9 A. Self Input of performance by the employee 10 B. Supervisor input on employee performance 11 C. Supervisor’s Qualitative Assessment 13 4. Feedback by supervisor 15 5. Feedback is stored in the system 16 Recommendation 18 Appendix 18 Acknowledgment We, gratefully acknowledge the guidance, help and valuable suggestions received from Prof. T N Krishnan. We would like to thank him for his valuable advice and guidance. We would also like to thank the employees and ex-employees of Accenture India who has given us interview and have taken part in our survey of Accenture performance appraisal system thereby aiding us in the successful completion of the project. Introduction Accenture is a global management consulting, technology consulting and outsourcing firm with a workforce of 177000 employees around the world. In India, Accenture...
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...Unit 10: Human Resource Management Final Project BUS3040 – Fundamentals of Human Resource Management 12.18.2014 John Devillier Capella University Introduction Over the last thirty years or so, there has been a steady movement towards an economy based on services. Because of this, it has become increasingly important for companies to deploy strategies that make effective use of their resources. In the following paper, I will show that HR can no longer be viewed as just another department in the organization, but instead a vital piece that links organizational goals with HR strategy to ensure that there is alignment of the people policies with that of the management objectives. Recruiting and selection Recruiting is the activity carried out by organization with the primary purpose of identifying and attracting potential employees. (Raymond) This will be achieved through the development of local and national recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The Corporate Human Resources Recruiter will play a critical role in ensuring we are hiring the best possible talent. (Saez) Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays to do it properly. An organization may have all of the latest technology and the best physical resources, but if it does not have the right people it will struggle to achieve the results it desires. For that reason, the recruitment...
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...Running head: Human Resources Verses Operations Comparing Operations Project and Human Resources Management Principles Tami Webb Kaplan University MT 435- Operations Management June 22, 2015 Comparing Operations Project and Human Resources Management Principles The purpose of this paper is to discuss and compare the project principles of operations management (OM) to those of human resource management (HRM). OM and HRM have historically been separate parts of an organization. Competencies that were once defined by OM have now integrated with the HR professionals behavioral and technical competencies required to perform a specific role. I will begin with discussing operations program management principles and then follow with human resource management principles. Both areas are strategic initiatives for organizations to continue growth over time and both are keys to a company’s success. Success or failure in either area can make the difference in the overall effectiveness of the company goals and vision. Creating standardizations or certifications for particular skill sets is necessary for specialized work. Operations Project Management When organizations have a culture that encourages knowledge transfer and an atmosphere centered on professional growth, they create a value that encourages buy-in of company goals and visions. Knowledge transfer is not just on the job training, but rather a precise and methodical transfer of wisdom and insight from key...
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...Human Resource Management for ABC Company Abstract To determine the current and future organizational needs in human resources, a specific approach must be employed. Such approach is the human resources plan that includes the aspects associated with the workforce and provides a strategy that maximizes the employees’ contribution to organizational objectives. Planning for human resources needs will help to ensure that the workforce possesses the competencies the business needs to succeed. Underachievement or insufficient expertise can be a result of workplace failures and improper hiring process. Therefore, it is important to invest efforts into human resources planning. The present paper provides an example of the human resource plan for ABC Company, which specializes in providing management and subcontract workers on various projects globally. Specifically, the plan consists of organizational structure, description of competitors, work culture, factors needed for success, communication, compensation of employees, recruitment, performance management, and training. These areas should provide comprehensive information about the significance and purposes of the human resource plan in international organizations. Human Resource Management for ABC Company Human Resources (HR) plan is a strategic and systematic method of managing people in a way that maximizes their contribution to company’s goals. It involves all management decisions...
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...skillful human resource team. This is very beneficial because it would allow those companies to excel over their competitors and also maintain a competitive advantage. According to Audra Bianca, “The human resources management team suggests to the management team how to strategically manage people as business resources. This includes managing recruiting and hiring employees, coordinating employee benefits and suggesting employee training and development strategies. In this way, HR professionals are consultants, not workers in an isolated business function; they advise managers on many issues related to employees and how they help the organization achieve its goals”. (Bianca 2011) Common Roles in a Human Resource Project For companies to successfully reach their strategic goals, they must have their projects in place, being that it is the most important method to be used. There are many roles to be identified so that the needs of a human resource project can be fulfilled. There are different levels in regards to human resource project and those include: executive, managerial and associate level. Sponsors, project managers, and core team members are the most common roles of those levels. Of course the roles of these levels have different responsibilities which allow team members to work together to have a rewarding completed project. The sponsor is defined as the person who provides the financial resources for the project. Management has a unique role on the project that can...
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...Margaret Brooks Charter College Abstract The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding the staffing needs of an organization. Human Resource planning is to acquire a team and develop and manage the team successfully. Processes are used multiple times, usually occurring at least once in a project or several times in different phases. In Human Resource Management you may encounter some communication barriers that may or may not be to your liking, but one must remember that each individual have their own way of communicating, The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding the staffing needs of an organization and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have—and are aware of—personnel policies which conform to current regulations. These policies are often in the form of employee...
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...New Technology, Work and Employment 15:2 ISSN 0268-1072 Strategic exchange in the development of Human Resource Information Systems (HRIS) Carole Tansley and Tony Watson The potential of computerised human resource information systems (HRIS) is often not realised for several reasons. Taking a relational/processual rather than a systems approach, a case study of a global HRIS development project is examined using strategic exchange to highlight important social considerations of organisational, group and individual projects. As employing organisations and their environments become increasingly complex, their managers face growing difficulties in coping with workforces spread across various countries, cultures and political systems. Given such trends, information technologies have considerable potential as tools to be used by managers generally and in human resourcing functions particularly. But information technologies are not simple and uncomplicated tools to be picked up by managers and others and utilised without debate, reflection and contestation. They are tools that are used by human beings who have personal and group interests, values and identities to develop and defend. And, at a more structural level, there are numerous influences on the way that such technologies are incorporated into the strategies and plans of contemporary organisations. These include the changing structures of the organisation, the increase in partnerships and collaborations...
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... Development Project Proposal (DPP) Project Title: Strengthening of BIM Prepared & Presented by Milestones Advancement of BIM Set up ‘Management Development centre’ under an UNDP funded project to assist in the improvement of the industrial productivity through the process of human resources development. Started operating under the administrative control of the ministry of Health, labor and Social welfare of than Central Government. The administrative control transferred to the provincial Government. Launching the postgraduate diploma in personnel management (PGDPM). Educational and training Milestones Advancement of BIM Educational and Training Institutions ordinance,1961 (East Pakistan ordinance No XXVI of 1961) was made Management applicable for Development Center Entrusted with the responsibilities of buildup human resources of the Newly independent Country as Bangladesh Management Development centre.(BMDC). Post Graduate Diploma in industrial Management was introduced. Milestones Advancement of BIM There academic prog Programs- Postgraduate Diploma in Marketing Management, Postgraduate Diploma in Financial Management, Postgraduate Diploma in Computer Science were introduced. Converted into an Institute –Bangladesh Institute of Management(BIM) Milestones Advancement...
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...To : HR Director From : HR Manager Date : 19.06.2012 Subject : Human resource management strategy plan 1.1 The word strategy means a long term planning or aim to achieve the specific purpose. Human resource management is based in the efficent use of employees. The main purpose of human resource management is to use of skills and abilities of employee in such a way to achieve the desired result of operational objectives that are utmost aim of organisation. Strategic human resource management is an approach that defines how the organisation goals will be achieved through people by mean of HR strategies and integerated HR policies and practices. SHRM may also be defined as, "strategic HRM focuses on actions that differniate the firm from its competitors" ( Purcell, 1999). Hill and jones take a similar view they define strategy as " an action a company takes to attian superior performance". the SHRM means the decision of a business organisation about what to do and what not to do when learning, training developing and organizing human resource. for example samsung recent decision to make a samsung note featuring all the function very similar to computer and ipad.was a strategic decision according to current need of consumer. SHRM focus on peformance of whole organisation instead of individual performance. 1.2 One of the most essential part of organisation is its employees and is obligatory...
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...Assignment 1: Planning Document S. Rivers HRM 517 – Managing Human Resource Projects 1. Construct a project charter to revamp the compensation and benefits package. Since recently being appointed head of human resources and now in charge of managing a small team; I have a huge task ahead of myself. My next project in regards to this appointment is to revamp the compensation and benefits package employees are receiving at my company. Employee compensation and benefits are extremely critical and important factors in the new hire acceptance process, as well as, employee retention. It is my duty along with my team to revamp, develop and offer exceptional compensation and benefit packages that attract and retain the best and most talented employees while making them feel proud, valued and as appreciated members of the company. A company’s fundamental purpose and objective of compensation is to provide adequate and equitable rewards to employees at a level that matches theirs skills, abilities and contributions to the company (DeNisi, Angelo S., Griffin, Ricky W., 2008, p. 284. Para. 1). Compensation is the human resource management function that deals with every type of reward that individuals receive in return for performing work – including financial and nonfinancial rewards. Financial rewards include direct payments (e.g. salary) plus indirect payments in the form of employee benefits. Nonfinancial rewards include everything in a work environment that enhances...
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...that organizational goals can be accomplished. In a sense helping other do their work. In business, the functional area are management, law, human resources, leadership, accounting, finance, economics, research, operations manager, marketing and strategic planning. (University of Phoenix,2013).Although a manager role is important in all those aspect in the functions of a business, We will take a closer look at the human resources manager and the project manager as they tend in a business. During the 1980s, personnel departments were responsible for handing out applications, providing employees with insurance enrollment forms and processing payroll. The role of the personnel department was mainly administrative. Over the next two decades, the role of personnel administration became more involved with overall business goals. Companies began to recruit human resources leaders who were capable of managing the department from a more strategic position. Personnel administration, therefore, evolved into a business now referred to as human resources management. (Ruth Mayhew, 2014) Human resources manager (HRM) 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. (BLS, 2014).the HRM can be a significant source of competitive advantage. The HRM job is not always easy...
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...experience in Information Technology, Accounting and Management organization. The combined years of experience from the team will benefit any type of company that is in the market for a quality product whether the goal is to start a new company or change the direction and focus of an existing company. The JCRSK consulting firm will assist with a company’s short and long term objectives. The combined talents of the firm will produce immediate results for short term goals and a comprehensive evaluation to produce a long term plan will be formulated with positive results within a time frame of three to five years. As with all businesses, a company must continue to stay active in the market and educated on the latest technologies and work practices. All organizations must endeavor to grow and not become stagnant by using the same ideas and concepts for long periods. This notion is echoed by all firm members that are the reason the firm is the right fit for ones business needs. Thus technology is constantly changing and advancing; but the benefit will be to the company who takes advantage of the suggested technology that will advance the companies goals. JCRSK consulting firm will address the problems and issues in the areas of information technology, management, and accounting. In information technology area, the consulting firm will focus on technology implementation, installation, and network problems. The management area will address the...
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...CASE OF OTICON | 1) What does the case describe in terms of changes in the way that people worked at Oticon? The case describes that Oticon made a dramatic organisational transformation. There was a paradigm shift in the way people worked for the organisation. It is evident that changes occurred at two levels; Group level and Individual level. At the group level, departmentalisation gave way to cross functional thinking and working. Oticon became a project based organisation (the ‘spaghetti’ form) demolishing top-heavy authority system. Each project was considered as a ‘business unit’. Project leaders were responsible for resources, outcome, budget and timetable for their own project, thus eliminating middle managerial positions. At the individual level, employees were expected to work on multiple projects. Everyone could be a team leader provided the person has the necessary technical and leadership skills. There was a strong emphasis on employee empowerment. Any staff member was encouraged to put forward project proposals. Individuals were also given the opportunity to hone their Information Technology (IT) skills by providing them a computer at home. Physical layout was changed to maximise physical flexibility. An open-space area with ‘desks’ on wheels replaced individual offices , the coffee bars and the café and wide staircases were built where people unavoidably met each other by chance. 2) Explore the connection between the changes in the way that people...
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...- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Information Systems for Human Resources Management Information is an essential tool for managers in the retention, recruitment, utilization and evaluation of human resources in health services organizations. Since they support the goals and objectives of the organization, information systems play an important role in planning and management of human resources. These systems will serve as an important personnel administration operational programs, including employee record keeping, budget control, compensation, benefits management, and government reporting. This paper will discuss the project plan overview of human resources information systems (HRISs) and their strategic and operational use in a health care organization. Certain topics include: Role and functions of a HRIS for human resources management Relationship of a HRIS to other information systems Process of planning, developing, and implementing a HRIS Implications of effective HRIS utilization for health services managers Managing human resources effectively requires information from several sources. Computer technology enables hospitals and other health care organizatoin to combine human resources into a single database that can be used to support multiple personnel and managerial functions. A human resources information system (HRIS) is the integration of software, hardware, support functions and system policies and procedures into...
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...Course Code: C201 Cost and Management Accounting (CMA) 1. Objectives: The course intends to equip students with the ability to apply cost concepts in managerial decision making. At the end of the course, they are expected to have learnt the methodology and techniques for application of cost and managerial accounting and information in the formation of policies and in the planning and control of the operations of the organization. The course covers the nature of managerial accounting; activity costing; marginal costing; standard costing, etc. 2. Course Duration The course will have 45 sessions of 60minutes duration. 3. Course Contents Assignment of sessions to the modules of course is as follows: Module No. | Modules/ Sub modules | Sessions | Marks (Uni. Exam) | I | Cost Management and Cost EstimationCost and Management Accounting OverviewVarious Cost Concepts. Cost Estimation approaches, tools and techniques | 9 | 20 | II | Cost allocation and Job/ batch CostingCost Allocation, Activity Based and Target CostingJob and Batch Costing Introduction to the concept of operating costs | 9 | 20 | III | Costing MethodsOperating Costing. Process Costing and Joint and By product Costing. | 9 | 20 | IV | Management ApplicationsMarginal (Variable) Costing and Absorption Costing Decision Involving Alternative Choices and Pricing DecisionsMake-or-Buy | 9 | 20 | V | Planning, Control and Decision MakingBudgeting and Budgetary Control SystemStandard...
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