...EDDA MPHANDE OKAFOR JHPIEGO P.O. Box 1091 Lilongwe 0884616008/0999 448880 eddamphande.okafor@jhpiego.org eddam2@yahoo.com Date of Birth : 19th July Marital Status : Married Profile: A professionally qualified Administrator/HR Officer with 13 years experience in all administrative and personnel issues. I have worked with busy and reputable organizations in areas relating to procurement of assorted office accessories, planning meetings with donors, Fleet management, coordinate stock supplies for the whole country office, supervision of junior staff, recruitment, managing personnel and production of documents among others Work History July 2002 – Present JHPIEGO/MALAWI HR Officer January 2012 to date Terms of Reference 1. Implement HR policies as outlined in the Jhpiego Malawi Employment Policy and ensure staff compliance; 2. Develop Jhpiego Malawi HR procedures and systems in collaboration with the Country Director and Jhpiego Global Human Resources (GHR) office in Baltimore; 3. Ensure that staff are aware of these policies and interpret them accordingly 4. Coordinate and facilitate the planning, recruitment and selection of qualified staff as directed by the relevant hiring manager. This includes posting job advertisements on relevant web sites/ newspapers and doing initial short listing under guidance of the hiring manager and providing feedback to the interviewees 5. Develop and coordinate orientation schedules for all new staff 6. Ensure...
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...You are the Chief Human Resource Officer Click Link Below To Buy: http://hwcampus.com/shop/chief-human-resource-officer/ You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office. As a result of this expansion, your organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office. Write a 7-10 page research paper using APA style outlining the steps involved in recruiting the staff at the new office. Grading Criteria: 1. The student researched the legal statues affecting the selection and hiring of employees. 2. The student identified the number and type of positions that need to be filled at the new office. Moreover, the student discussed qualifications, e.g., education level and number of years of experience, associated with each position. 3. The student researched, evaluated and chose several selection devices such as interviews or ability tests to reject or accept applicants. Moreover, the student assessed the weaknesses and strengths of these selection devices. 4. The student researched, evaluated and chose whether or not to utilize integrity testing and drug testing. 5. The student applied correct APA, style, usage, grammar, and punctuation. 6. The student supported the research paper with at least...
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...You are the Chief Human Resource Officer Click Link Below To Buy: http://hwcampus.com/shop/chief-human-resource-officer/ You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office. As a result of this expansion, your organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office. Write a 7-10 page research paper using APA style outlining the steps involved in recruiting the staff at the new office. Grading Criteria: 1. The student researched the legal statues affecting the selection and hiring of employees. 2. The student identified the number and type of positions that need to be filled at the new office. Moreover, the student discussed qualifications, e.g., education level and number of years of experience, associated with each position. 3. The student researched, evaluated and chose several selection devices such as interviews or ability tests to reject or accept applicants. Moreover, the student assessed the weaknesses and strengths of these selection devices. 4. The student researched, evaluated and chose whether or not to utilize integrity testing and drug testing. 5. The student applied correct APA, style, usage, grammar, and punctuation. 6. The student supported the research paper with at least...
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...experience in the trading sector and to contribute to the marketing and sales field. To be part of a dynamic team and to do my best in the company. To be able to bring my knowledge and skills to higher level and put it to good use. Background and Skills • Exposure in Human Resource, Freight Forwarding and Secretarial Work based on working experience. • Exposure to human resource work processes, supply chain management, logistics management and transportation, human factors engineering and consumer psychology. • Experience in human resource, events, customer service, warehousing, transshipment, lean manufacturing and six sigma, supply chain management, basic administrative duties. • Knowledge on computing software and programming skills such as SAP, Adobe Photoshop and Microsoft Office. Work Experience Human Resource Officer July 2010 - Present Vital Shared Services / Ministry of Finance • Deals with various ministry with regards to human resource services • Aliasing with customers for service request with regards to HR services • Provide Customer services to officers and customers that requires assistance • Meeting up with officers to initiate the letter of appointment signing • Updating SAP/HRMS system on various HR transactions (e.g. Promotion, Confirmation, Emplacement and Renewal of contract, etc.) Import Coordinator (Contract) March 2010 – June 2010 DHL Global Forwarding Pte Ltd ...
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...BRAC Bank Limited is a scheduled commercial bank in Bangladesh. It established in Bangladesh under the Banking Companies Act, 1991 and incorporated as private limited company on May 20, 1999 under the Companies Act, 1994. Its operation started on July 4, 2001 with a vision to be the market leader through to providing all sorts’ support to people in term of promoting corporate and small entrepreneurs and individuals all over the Bangladesh. BRAC Bank will be a unique organization in Bangladesh. The Bank consists of major divisions named 1) Corporate banking, 2) Retail banking, 3) Treasury, 4) Small & Medium Enterprise (SME). At present the Bank operating its business by 26 Branches. BRAC Bank is the first local commercial banks that proving online banking service to its customers from the very beginning of its starts. BRAC Bank, for the first time among local commercial banks, starts providing loan facilities to small and medium trading, manufacturing and service oriented enterprises all over the country. BRAC Bank Limited is a scheduled commercial bank in Bangladesh. It established in Bangladesh under the Banking Companies Act, 1991 and incorporated as private limited company on 20 May 1999 under the Companies Act, 1994. BRAC Bank will be a unique organization in Bangladesh. The primary objective of the Bank is to provide all kinds of banking business. At the very beginning the Bank faced some legal obligation because the High Court of Bangladesh suspended activity...
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...Manufacturing produces numerous plastic products, which serve the needs of various companies around the globe. The Albany, Georgia location produces plastic bottles made to hold beverages. The location in Pontiac, Michigan produces various plastic parts that are needed by different companies, while the division in Hangzhou, China produces plastic parts for fans. With their growing business comes a need to implement software that can excel in the fast-paced, technology-driven society we live in. The current human resources information system keeps track of personal information, such as, name, address, marital status, birthday, and more. The system also tracks pay rate, personal exemptions (for tax purposes), hire date, seniority date, organizational information, and vacation hours. Riordan Manufacturing Incorporated’s Chief Operations Officer, Hugh McCauley, has requested the company implement a state-of-the-art information system. This system must integrate all existing human resource tools and various software into one single robust application. The system must also be completed within a timeframe of six months. In order to achieve this goal, the company must conduct an extensive amount of research to ensure the highest possible quality product will be delivered. When conducting this research, various stakeholders must help provide feedback about their observations within the company. No one knows more about the company than people who actually work within the confines of its...
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...Riordan Human Resources Service Request BSA/375 9/23/2013 Chief Operating Officer Hugh McCauley has submitted a service request to acquire software that unifies the operations of Human Resources. Currently implemented is an HRIS which is disjointed, using multiple formats and platforms that are stored locally and not in a centralized database. This organizational structure causes delays in data processing, report generation, information acquisition, and decision making. The organizational chaos immediately creates issues and unnecessary work load on the Human Resources staff and their superiors they report to, such as the Hugh McCauley. The first task in defining software feature requirements is speaking with the Human Resource department, payroll, accounting, legal, and upper level management. Each of these roles requires specific forms of information generated by the Human Resources department. The software performs functions based on processes, which are created from specific information needs. Creating software that makes the client (Riordan Manufacturing) happy means understanding their business processes & how this information needs to interact between each role within the company. A report generated by payroll that passes through human resources, then to the chief operating officer may go through several modifications as data is processed, added, and removed. The methods used to gather specific requirements for software processes include personal interviews...
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...Michigan, Hangzhou China, and their headquarters in San Jose, California. With their mission to remain the industry leader in identifying customer trends, Riordan Manufacturing is looking at ways to maximize its operating efficiency within the company by designing and implementing a new system in accordance with System development Life Cycle (SDLC). The Chief Operating Officer (COO) Hugh McCauley sent a memorandum to the Human Resources Integration Product Manager approving a project proposal for Human Resource department. This project will integrate state-of-the-art technology with Human Resource department to support Human Resources functions. A review and system analysis of the Human Resources system is as follows. System Analysis When a company such as Riordan request for the addition of a newly integrated system, a system analysis will aid one to answer some of the most basic questions such as how this new system will work, who would use it, and how the company current system handles the work are some of the important aspects to consider. Integrating technological tools into the Human Resources, systems will enable Riordan to perform basic functions such as keeping track of employee information such as resumes, performance reviews, polices, and financial data. The main objective of system analysis and design is to improve organizational systems, typically through applying software that can help employee’s accomplish key business tasks more...
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...stakeholders will provide the adequate feedback trough a series of face-to-face interviews and meticulous observation of their respective working environments. These tools will help create a system that will maximize time and organize the information inside the Human Resources department of Riordan Manufacturing. To gather all the requirements expected and perform a more accurate assessment for this new application, there is a need to involve several key stakeholders within the company. Starting from the upper management of the company is always one of the best steps, as they are the ones providing the guidelines for the project at hand. Some of the proposed key stakeholders to be included in the decision making process are: * President and CEO Dr. Michael Riordan- “determines and formulates all business strategies” (Riordan Manufacturing, 2012). The integration of a new information system should directly include the feedback of the CEO * COO Hugh McCauley- Administrator and coordinator of the activities in support of the company’s policies goals and objectives (Riordan Manufacturing, 2012). He is in charge of the Service request * Director of Human Resources Yvonne McMillan- Directs and coordinates human resources activities (Riordan Manufacturing, 2012). She should be able to provide the best feedback regarding the actual system and...
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...data from other sources for example scientific literature | The heads of department those who working in the laboratories and deputies | Health and safety checks | To suggest that health and safety is being monitored and to hold the accident report if it necessary | The heads of department and the possibly by other officer who have special responsibilities of health and safety | Waste disposal | To show that what produced and how much is waste and how the produced is disposed | The heads of department may need to authorise costs of disposal for stores technicians and those involved in disposal | Training records | Need to know the level of qualification or training of staff member to keep and maintain a record of training required and completed by staff | Its record by heads of department, training officer, human resource department and individual member of staff and supervisors | Sample throughput | It give information about the number of samples which going through the process | It should be record by heads of the department, organisation member and deputies | Security | You may need to know that who can accessed laboratories or any dangerous resources for example nuclear material and when these were accessed | It should be record by the head of the department, health and safety, security staff and all other staff | COSHH records | You to ensure that the awareness of health and safety issues with substances which being in the organisation | It should be stored...
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...Role of the Finance Director The finance director is a key member of the board of directors fulfilling a crucial and complex role. The role of the finance director varies according to the size of the company involved. However, in general, he or she oversees all financial aspects of company strategy and is responsible for the flow of financial information to the chief executive, the board and, where necessary, external parties such as investors or financial institutions. What Are the Duties of a Finance Director? They are in charge of company finances, or work with the executive in charge of finance to make sure the company remains as profitable as possible. Financial directors typically have a degree and professional experience in accounting or finance. * Approve Company Budgets: Finance directors are responsible for approving all company related budget plans. Project managers who create project plans typically also include a proposed budget for the project. It is the duty of a financial director to review and approve of the budget based on available company budget and potentially profitability from the project. Financial directors also approve proposed annual or quarterly budgets for various departments in the company, such as marketing or development. Department or project managers should communicate regularly with financial directors to ensure their particular department or project remains on budget as work progresses. * Forecast Revenue: Financial directors...
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...areas include: marketing, human resources, finance and accounting, and sales. Each of these areas requires a manager to oversee the success of the area. “A manager is someone who coordinates and oversees the work of other people so that organizational goals can be accomplished” (Robbins & Coulter, 2012, p. 5). The role of a manager is crucial to the success of a business. There are differing levels of management, beginning with first-line managers all the way up to top-level managers according to Robbins and Coulter (2012). First-line managers tend to be production supervisors and oversee the operating areas of an organization. Mid-level managers tend to be store or district managers and oversee the first-line managers. Top-level managers tend be executive or financial officers and oversee the mid-level managers. Marketing is how business organizations communicate with their potential customer base. In order for marketing to be successful, a marketing manager must oversee the ideas of the marketing staff and select the best idea or two to attract customers. Marketing managers must have an idea of their customer’s needs as well as their marketing staff’s abilities. Combining these two areas to find the best marketing strategy for their company is what makes a successful marketing manager. Human resources is an area of business where the manager acts as: service provider, policy police, strategic partner, change agent, and welfare officer according to Welch and Welch...
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...Week 8 – Final 1. (TCO A) You are the newly hired Chief Knowledge Officer (CKO) for a mid-size hospital in a semiurban area of the country. Your first task is to develop the organization’s strategic plan that will shape the development of a comprehensive network of services for their community. The organization provides the usual array of inpatient services expected in a moderate-sized community hospital. A local nursing home and retirement community is for sale, and the organization is considering the purchase of that agency. Several physician practices are also interested in alliances with the hospital. There is a local county health department that provides some clinic services, primarily for the uninsured. You’ve been asked to give a presentation to the board of directors on options to restructure the local delivery of healthcare services. The hospital’s president has asked you to focus your presentation on the common elements a comprehensive delivery system attempts to accomplish and to highlight innovative methods of restructuring. The presentation will lay out the requirements of an integrated healthcare delivery system. (Points: 25) 2. (TCO B) You are the newly-hired Vice President of Human Resources for the Bayside Community Health System. You’ve been on the job for just 3 months and have considerable experience in human resource functions. You have responsibility for all of the usual human resources functions, including the recruitment process, the training and development...
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...The 9 Essential Skills of Human Resources Management - How Many Do You Have? Human Resources Management Key Skill #1: Organization Human Resources management requires an orderly approach. Organized files, strong time management skills and personal efficiency are key to the Human Resources function. You’re dealing with people’s lives and careers here, and when a manager requests a personnel file or a compensation recommendation that lines up with both the organization and the industry, it won’t do to say, “Hold on. I’ll see if I can find it.” Human Resources Management Key Skill #2: Multitasking On any day, an HR professional will deal with an employee’s personal issue one minute, a benefit claim the next and a recruiting strategy for a hard-to-fill job the minute after. Priorities and business needs move fast and change fast, and colleague A who needs something doesn’t much care if you’re already helping colleague B. You need to be able to handle it all, all at once. Human Resources Management Key Skill #3: Discretion and Business Ethics Human Resources professionals are the conscience of the company, as well as the keepers of confidential information. As you serve the needs of top management, you also monitor officers’ approaches to employees to ensure proper ethics are observed. You need to be able to push back when they aren’t, to keep the firm on the straight and narrow. Not an easy responsibility! Of course, you always handle appropriately, and never divulge to any...
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...Supervised as the Platoon Sergeant of the 90th Human Resources Company, planned, directed, and managed all platoon Human Resources competencies. Charged with the responsibility, accountability, readiness, health, welfare, morale, discipline, physical fitness, administrative actions, and professional development of 16 Soldiers and 8 Non-commissioned Officers within my area of operation. Provided leadership, mentorship and training to all Soldiers in the platoon; Performed occupational classification and management of human resources. Facilitated and reinforced the First Sergeant in all Company Human Resources matters while retaining the platoon’s combat readiness in support of Operation New Dawn. Elected and officiated as the Senior Enlisted...
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