...Managing Human Resources Course Code: 4200 Chapter One: The World of Human Resource Management pages 1-28 Human resource management (HRM) The process of managing human talent to achieve an organization’s objectives Human capital: The knowledge, skills, and capabilities of individual that have economic value to an organization. Skills that people bring with them Six Sigma: A set of principles and practices whose core ideas include understanding customer needs, doing things right the first time and striving for continuous improvement Reengineering: rethinking and radical redesign of business processes to achieve dramatic improvement in cost , quality, services and speed Outsourcing: contracting outside work that was formerly done by employees inside the company Change management: bring about and managing change at both the organizational and individual level Proactive Change: Change initiated to take advantage of targeted opportunities Globalization: Opening up foreign markets to international trade and investment Reactive Change: Change that occurs after external forces have already affected performance Corporate Social: The responsibility of the firm to act in the best interests of the people and communities affected by its activities Collaborative Software: Software that allows workers to interface and share information with one another electronically Human Resource Information System:...
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...and personnel actions. It is influenced by : i) Government requirements – this is represented by laws and regulations as they affect the management human resources. ii) Union expectations – as manifested by leadership members. Restricts and influences firm operations. iii) Economic conditions – changing always. Hiring and payment of employees is itself a reflection of how economic conditions influence companies’ operations. iv) Labour market conditions always changing availability of skilled manpower and expectations of people. Definition Human Resources Management – Is the set of activities that are intended to influence the effectiveness of human resources and organizations. HRM Activities a) Human Resource Planning b) Employment Planning c) Equal opportunity employment d) Job design and analysis e) Recruitment f) Selection g) Career development h) Performance development (management) i) Compensation j) Health and Safety k) Evaluation of Personnel HANDOUT 1 Human Resources Planning - This is a future and Action oriented process and looks at each individual as unique. - It is a process by which management determines how the organization should move from its current (H.R.) position to a new desired position. - HRD integrates internal and external environments and focuses personnel decisions towards human...
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...of submission: Note : Question No. 1 is of short answer type and is compulsory for all the students. It carries 5 Marks. (Word limits 50-100) Q. 1. Answer all the questions: 1. 2. 3. 4. 5. What do u understand by Economic order quantity (EOQ)? What do u mean by variance analysis? Give four differences between management accounting and financial accounting. What is trend percentage? How cash flow statement is different from Fund flow statement. NOTE: Answer any two questions. Each question carry 5 marks (word limit 500): Q. 2. What is the meaning of Cost Accounting? Explain the difference between cost accounting and financial accounting. Q. 3. Write short note on (any two): a) Comparative Balance sheet statement. b) Ratio analysis. c) Fund flow statement. Q4. Prepare a cost sheet from the following particulars: PARTICULARS Stock of finished goods 1.1.2009 Stock of raw material on 1.1.2009 Purchase of raw material Productive wages Sale of finished goods Stock of finished goods on 31.12.2009 Stock of raw material on 31.12.2009 Factory overheads Office and administrative overheads Selling overheads 72,800 33,280 7,59,200 5,16,880 15,39,200 78,000 35,360 1,29,220 70,161 20,000 RUPEES JAIPUR NATIONAL UNIVERSITY, JAIPUR School of Distance Education & Learning Internal Assignment No. 2 Bachelor of Business Administration Paper Code: Paper Title: BBA – 201 Cost and Management Accounting Max. Marks: 15 Last date of submission: Note : Question No. 1 is...
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...Development at Riordan Manufacturing The current human resource information system at Riordan Manufacturing was implemented in 1992 as part of the finical information system. Being twenty years old this system is significantly outdated both in terms of hardware and practices used by employees to updated or upload information. Service request SR-rm-022 purposes the development of a new human resources information system which will be a standalone system, separate from that of the finical system. This system should be inclusive and cohesive rather than the current system which is segregated and includes paper forms. Initial Evaluation Riordan Manufacturing currently has seven individual systems; employee information, training and development records, open positions and applications, worker’s compensation, performance and attendance, compensation, and employee relations. In the current configuration each of these systems is separate from one another and each system needs to be evaluated prior to the development of a new cohesive system. Each individual system current has its own key personal that use the system each of these personal should be consulted for feedback on the current system to help find its flaws as overcoming them will be a critical aspect when designing the new system. In addition the systems hardware, software, and processes should be evaluated in a hands-on manner to gain a personal feel for the system. Notes should be taken in each step of the evaluation process...
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...This memo will present the final budget proposal these expenditures include but are not limited to: wages, materials, travel expenses, and training materials. Steps have been put in place to minimize the overall cost of the training but not at the cost of quality of the project. Budgetary Numbers: Humane Resources Cost: While the Looney Tune Bank and Trust Corporation has many internal resources that will be used to make this training successful but there are certain task that must be outsourced. The internal resource includes one resource from project management, two resources from the training department, two resources from human resources, and two subject matter specialist from the IT department. External resources include three resources from a printing company and two resources from a travel agency. The overall cost of the wages for the human resources to complete the Being Compliant training project total $9,700 dollars. Material Resources Cost: Material costs include the materials for training packages, note-taking materials, and registration material. The material and printing cost are estimated at $1000. Traveling Expenses: The Human Resource Department has identified 25 branch managers that will be required to attend the training. The travel expenses will include round-trip airfare, two night hotel stays, and transportation to and from the hotel. Airfare is estimated at $250 per person for round trip economy tickets. Airfare costs total are estimated...
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...company would need to hold accurate disciplinary records and any investigation notes in order to defend the claim. Organisations also need to collect HR data in order to supply information to the business. For instance, keeping accurate training records can help with succession planning within the Firm. Also, collecting and holding accurate records such as policies, management structures and staff handbooks can be useful for employees to refer back to in order to ensure that they are conducting themselves in the way the business expects. 2 types of Data to be collected and how they support HR One type of data to be collected is absence records, particularly sickness records, this can enable the human resources team to monitor staff sickness in order to identify any patterns. By keeping a record of sickness this can help when implementing a new sickness policy including sickness triggers. This can also help to improve the moral of the workforce by alerting the line managers of a particular sickness pattern, they can then discuss the issues with the employee and correct any issues which may involve them taking time off; this can then ensure that the pattern does not re-occur in the future. Another type of data to be collected is a record of employee turnover, for example; employees’ reasons for leaving. By keeping a record of reasons for leaving this will then help the human resources team to identify any causes for...
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...annual earnings are projected around $46 million. The company’s global operations include the corporate headquarters in San Jose California, the Plastic Bottles Facility in Albany Georgia, the Custom Plastics location in Pontiac, Michigan, and the Electric Fan Facility located in Hangzhou, China. The COO of Riordan Manufacturing, Hugh McCauley has initiated a service request. This request is labeled SR-rm-022. The purpose of this request is to integrate a variety of the human resource tools into a single application. This document is to addresses the planning and analysis phase of a service request. The request is to encompass all plant locations. Design methods will be established to meet this request, requirements will be collected, the project scope and feasibility will be recognized, the stakeholders will be identified, and key factors to guarantee success in gathering information will be clarified. Project Scope The project scope is for a new system for the human resource department. The new human resource systems purpose is to take advantage of the more sophisticated, state of the art, information systems technology. It is extremely important that the scope be identified during initiation of the project as it guides the feasibility study and requirements. The boundaries of the project are identified by the scope of a project. The following must be identified while defining the scope: • Project...
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...Human resource accounting Human Resource Accounting is a method to measure the effectiveness of personnel management activities and the use of people in an organization. Historical cost approach This approach is developed by Brummet, Flamholtz and Pyle but the first attempt towards employee valuation made by R. G. Barry Corporation of Columbus, Ohio in the year 1967. This method measures the organization’s investment in employees using the five parameters: recruiting, acquisition; formal training and, familiarization; informal training, Informal familiarization; experience; and development. The costs were amortized over the expected working lives of individuals and unamortized costs (for example, when an individual left the firm) were written off. Limitations * The valuation method is based on false assumption that the dollar is stable. * Since the assets cannot be sold there is no independent check of valuation. * This method measures only the costs to the organization but ignores completely any measure of the value of the employee to the organization (Cascio 3). Replacement Cost approach This approach measures the cost of replacing an employee. According to Likert (1985) replacement cost include recruitment, selection, compensation, and training cost (including the income foregone during the training period). The data derived from this method could be useful in deciding whether to dismiss or replace the staff. Limitations * Substitution of replacement...
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...of 2300 people and tickets can price up to and over £100 each. This is just one of the ways that they make money from their service, they also provide products such as refreshments, food, and performance merchandise and as it is a ‘opportunist market’ as people are forced to pay big money as they are the only food/merchandise sales within the theatre. Human Resources Human resources is department or support responsible for sourcing and employing, They do things such as application review, skills development and performance tracking, promotion administration and makes sure government regulations involving employment are being upheld, for any job interview there will be a ‘personal specification’, a job description as well as a deadline for the applicants. Specific Human resources for the mayflower theatre, Recruitment is vital they need to be sure they are hiring the correct person who is correctly qualified and trained in the specific area, for example chefs need to be trained to correctly prepare the dishes they will be preparing as well as checking that they are available for the hours that are needed. Human resources are responsible for making sure contracts with employees are issued and make sure that the contract is specific and covers all duties they will be expecting...
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... |Date Completed 11/30/2014 | Purpose and Overview The purpose of this assignment is to help you prepare for successful, enjoyable participation in a positive team experience for Units 8–10. In this assignment, you will research and compose descriptions of a fictitious anonymous company's five functional areas. Further, you will explore organization’s code of ethics and executive summaries of reports to understand what they are and how to compose them. Your main task is to develop a broad overview of the mission and purpose to be prepared to participate in the team activity for Unit 8. Note: Your assigned role for the team is not needed or related to this assignment. As you complete this assignment on this template, refer to information provided in the unit 7 studies. Specifically, utilize these provided resources and perform research to satisfactorily complete this assignment. • Teamwork Activity Challenge. • Organizational Structure reading. • Functional Areas Managers reading. Important: This assignment is due Sunday of week 7. Learners completing it on time will be performing Unit 8 as part of a team. Learners without a successful, timely assignment cannot be on a team. Important: Utilize paragraph structure in your document, not outline format, and support your ideas with references. References can include those identified from both the Internet and a library. Hint: The following template will guide...
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...[pic] Lecturer: Melanie Ahmad Email: melanie.ahmad@auscampus.net Semester 2, 2011 1.0 Subject information at a glance |Academic and support staff: | |Enrolment requirements: |Assumed entry skills and knowledge: | |Credit points: 15 |It is assumed that students undertaking this subject already possess a | |Prerequisite: Human Resource Management (MGT2HRM) |sound understanding of basic human resource management. | |Delivery mode and location: | | | |Assessments: | |Two assignments 2500 words (total word count) 30% | |Final examination 2 hours 70% | | ...
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...suggestions that may improve the organization performance. They decided to develop Information Systems to some of its activities such as the following: Activities MIS Project Reporting Activities. Production Planning Activities. Facilities Locations Activities. Billing Activities. Services Activities. Personnel Activities Sales and Marketing Activities Finance and Accounting Activities Human resources Activities Manufacturing and Production Activities MIS Project You are required to do the following: Select one activity that could be of interest to you or suggest any activity of your choice that is related to your work. Use your notes, handouts, reference books, organization documents, research papers and the internet to prepare the final report of your project. Citation must be evident. MIS Project (continue) You are required to do the following: In addition to your report a power point presentation is required. You will give a presentation of your project by the end of the course. The project is divided into three phases. NOTE: You can work individually or as a team of two or three students. MIS Project The following figures represent some helpful information that may be of use to you. Interrelationships among systems Sales and Marketing Systems SYSTEM DESCRIPTION ORGANIZATIONAL LEVEL Order processing Enter, process, and track orders Operational Pricing analysis...
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...Analyze HR System I Shane Maher BSA/375 03/31/2011 David Bruce Analyze HR System I For the Riordan Manufacturing service request the requestor Hugh McCauley has stated that the current HR system should be more “sophisticated, state-of –the art, information systems technology in our Human Resources department” which was stated in the service request SR-rm-004. The scope and feasibility will set up so that the best solution for achieving the goals of a technically new system is obtained. This paper will also identify the key factors to make this happen, the process will be gathering information regarding employees and the current system. Surveys and questionnaires along with face to face interviews which have worked in the HR department, other sources will be in the form of journals, books and experts in the related field. For the system to be developed and be implemented at the needs of Riordan, the SDLC will be making sure all five phases are completed. Investigation, Analysis, design, Implementation and Maintenance. (Valacich, 2009) Key Factors: Riordan has many focus points within their HR department.(Riordan, 2006) * Employee and Labor Relations * Employee Recognition Programs * Global Operations * Key Jobs * Recruitment and Selections Practices * Training and Development All factors need to be accounted for within the new system to make it more functional for HR. The current system HRIS was installed in 1992 (Riordan Intranet) , part...
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...CASE STUDY: MANPOWER PLANNING AND VIRTUAL HUMAN RESOURCE MANAGEMENT Just a few years ago, computer technology offered a revolutionary change in human resource management. Organizations experimented with computerized skills inventories, pay and benefits administration and applicant tracking systems. Today, the revolution continues but is undergoing fundamental changes as computer technology and the Internet grow at unprecedented rates. Human resource management is moving away from a mainframe technology to the world of virtual reality, with the Internet at its core. Although many forces drive this change, one of the most important is the globalization of business. As organizations spread their operations and personnel worldwide, the need for a truly global, integrated human resource information system has reached critical levels. The most obvious answer virtual human resource management on the World Wide Web. A 2006 survey of HR decision makers across 325 major organizations in North America indicates that 9 out of 10 firms use the Web for HR related activities such as benefit enrollment. This is in contrast to survey findings from 1977 which suggested that only 27 percent of surveyed organizations reported using Web for its HR systems. Over past 10 years, the number of U.S companies using Web for its HR system has more than tripled. The most uses of the Internet in manpower planning are in corporate communications, applicant and resume tracking, and benefits and retirement...
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...HUMAN RESOURCES CONSULTANT Competency Profile DESCRIPTION OF WORK: Employees in this banded class provide professional consultation in human resources best practices that support the university and/or agency in achieving stated goals and objectives. Employees may serve as lead consultant, program manager and/or project manager; in these roles, employees may supervise staff. Employees understand and can articulate the relationship between HR programs and activities and the organization’s successful mission accomplishment. Work involves developing and maintaining productive collaborative work relationships and assessing and responding to apparent and underlying client needs. Employees interpret policies and practices in context of the client’s needs and in alignment with the organization’s best interests and advise clients regarding decisions that are impacted by laws, policies, and procedures. Employees function with a high level of integrity, independence and participate in policy, service, and/or program development. Employees research, facilitate, negotiate, develop and document innovative solutions to human resources issues tailored to the requirements of the client and the organization. Employees are assigned to one or more specialties, such as: benefits administration; career planning; classification; compensation; employee retention and organizational culture enhancement; employee relations; employment; environment, safety and health; equal employment opportunity; HR Information...
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