...Human Resource Management (Introduction) 200 Assessment 2 – Case Study Analysis and Essay INTRODUCTION: The purpose of this essay is to identify and describe four human resource issues faced by the companies affected by the earthquakes in Christchurch, New Zealand. As a human resource consultant working for the New Zealand government, four human resource solutions will also be discussed and suggested in order to assist these companies with the problems faced after the earthquake. The key issues brought about by the earthquake are; the shrinking talent pool for staff and the senior management, a fall in demand, a decrease in the morale of both staff and management and the temporary chance of Christchurch’s population to fall. It is important to address these issues because they affect the operations of the companies in a very negative way. These issues can be dealt with by using solutions which have been utilized in other countries which have faced natural disasters, as well as creating new ideas for future problems caused by such disasters. The issues and propositions will be discussed in further detail. Even though there is a low chance of such an event occurring in New Zealand again, they still leave companies not well prepared for the consequences of such an experience (FM Global, 2009). HUMAN RESOURCE ISSUES: The very first issue Christchurch faced was the shrinking talent pool of both their staff and senior management within their companies. This...
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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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...Assessment 2 Assessment 2 Developing a Human Resources Plan TABLE OF CONTENTS PART A 2 1. The Types of Matters in a Human Resource Plan 2 1.1 Some matters of the human resource and their solutions 2 1.1.1 Human resource issues in counsel and the possible solution 2 1.1.2 Human resource issues in employment management and the possible solution 2 1.1.3 Human resource issues in Administration and the possible solution 2 1.1.4 Human resource issues in training and the possible solution 2 2. Job Description of Human Resource Plan 3 3. Preparing a Job Advertisement 4 3.1 Job Advertisement for Marathon Company 4 4. Detail the Cost of Hiring an Employee 4 5. Selection Criteria and interview Questions 5 5.1 Selection criteria from the sales position Questions 5 5.2 Interview Questions 5 6. Reference Checking 5 7. Preparing a Job Offer 6 8. Mentoring and Coaching Program for the New Staff Member 7 9. Three months probation review 7 9.1 Records of Review 8 10. Monitoring and Review of a Human Resource Plan 8 PART B 9 1. Expenses for the new operational plan 9 2. Monitor performance of the staff to increase productivity 9 3. Budget of the company and its use 9 4. Documentation used for developing a business budget 10 5. Tables of financial figures 10 References 11 PART A 1. The Types of Matters in a Human Resource Plan Human resources is directly related to the performance of the organisation identifying and planning...
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...MERIDIAN MANAGEMENT SCHOOL (MMS) Mini Case Study Analysis (Human resource Perspective) 1.0 EXECUTIVE SUMMARY The Management School of Meridian University is a specialist Postgraduate management school. MMS has being established 15 years before this case study was written since then MMS became leader in the field of postgraduate management. MMS has wide portfolio of courses both fulltime and part-time basis this was partly because of easy procedure for introducing new course. MMS has its own dedicated staff headed by head of school. The other staff of MMS composed of 20 academic staff, one SAO and 4 administrators from the four different divisions of MMS namely: Organisational Behaviour/Human Resource Management, Operation Management, Finance & Economics and Marketing. The organisational structure of MMS had relative flat structure, the academic staff who were equally divided into the four subject divisions were either lecturer or senior lecturer. In addition to that senior lecturer were only in a higher grade of the Salary scale of MMS but had same condition of employment with the lecturers. Currently MMS is facing problem of losing important staff who were important for the smooth going of school activities at a critical time of the year when MMS is getting ready for the new intake. 2.0 ISSUES: There a number of issues related to this case but I will concentrate more on issues on staffing since it is the most critical issue in this case. For the staffing...
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...I. Executive Summary In the market economy, the integration trend with fierce competitive environment, businesses have to deal with many challenges. To survive and grow strong businesses have the resources including human resources play a decisive role. Competition in the domestic environment was difficult, as businesses expand into international markets, having to compete with local businesses is even harder. In order to be able to attract and retain talent, a strategic development and management of comprehensive human resources is essential for any enterprise. An enterprise HR systems professional, methodical and consistent will create a workforce to work effectively, devoted to the survival and development of enterprises. That is the advantage of a very important business in the marketplace. The first step plays an important role in the system of human resource management activities are activities of human resource planning. Plans to build the human resources help businesses with an overview of the most accurate and workforce in the enterprise, predict workforce needs in the short term and long term and provide optimal solutions human resources to successfully implement the goals of the organization. II. Introduction International trading is increasingly important role in the world economy. It has opened up many opportunities and challenges to national integration, especially in developing countries. Plays an important role in this integration process is the multi-national...
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...Consulting Project Plan – Part Three Kamahoro Claire Pamella MGT 527 Paul Nesbitt July 1, 2014 Executive Summary I. Background Information UNDP management hired Alliance consultation, a virtual firm which has consultants whose expertise lies in organizational behavior, management, interpersonal relations, training, and communications. The aim of the consultancy is to research the existing problem, diagnose it and come up with workable solutions. The purpose of the research will focus on problems affecting employee performance, outcomes and shade light on better approaches to improve operation of units, interpersonal relations, and tools to improve performance. During the consultancy, a client is free to question statements, recommendations, and decisions. II. Consulting Tasks The firm will work closely with the director of programs who heads all unit specialists and the human resource in defining organizational culture and motivators. The firm aims at improving the working environment and conditions in which UNDP operates. Upon project completion, it is vital that every employee is enthusiastic about changes made and environment conditions are better. This will be achieved through; creating a communication plan; scheduling and conducting meeting for areas where research and change are involved; organizing and conducting a feedback meetings both corporate and regional; beginning to end the project; devising an implementation plan. We are looking forward to...
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...STAFFING MANAGEMENT INSTRUCTOR’S MANUAL Four Recruitment and Retention Case Scenarios By Marcia R. Gibson, Ed.D. Project team Author: SHRM Project contributors: External contributor: Editor: Design: Marcia R. Gibson, Ed.D. Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Kellyn Lombardi, graphic designer © 2008 Society for Human Resource Management. Marcia R. Gibson, Ed.D. Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0873-IM Introduction These recruitment and retention case scenarios are designed to be presented sequentially, since each scenario builds upon the previous one. They are intended for undergraduate college students. LearNING oBjectIVeS Students will learn to: Determine recruitment needs. Identify recruitment policies and guidelines. Determine a recruitment strategy. Develop a communication plan to implement...
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... M 22 any HR functions have gone through the process of transformation over the past decade. This redefinition of the work of HR is intended to allow a more strategic focus on talent management and organizational capability while systematizing HUMAN RESOURCE PLANNING 29.2 and controlling the cost of transactional work. Little formal consideration has been given, however, to how these new complex HR organizations should be configured to best achieve these goals. This article highlights the operational challenges created by the most common organization design used by HR departments—the business partner model—and presents an emerging model— the solutions center—that is intended to address these flaws. Each model is described and discussed and a set of considerations for the HR leader is offered in order to maximize the effectiveness of the chosen organization design. Over the last decade there has been a profound shift in the work of the HR function. The publication in 1997 of David Ulrich’s Human Resource Champions spurred HR leaders across various industries to realign their organizations in order to undertake “strategic business partner” work. At the same time, a focus on cost-cutting and efficiency aimed at staff functions in general—and at HR in particular—has pushed much HR transactional work into shared services or to outsourced vendors. For many HR departments, this process of “transformation,” as it is popularly called, has been a wrenching experience. It...
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...The Roles of Human Resources Brandy Feagle University of Phoenix HCS/341 Frank Davis June 07, 2011 THE ROLES OF HUMAN RESOURCES Companies and organizations across the globe utilize Human Resource Managers (HRM). Businesses that pertain to the health care industry also utilize HRM’s. The Human Resource Department for an organization may be portrayed as the back bone of the company or business by its employees and staff. The Human Resources Department is responsible for several tasks involving public relations, employee relations, employee recruitment, employee pay wages, employee hours, and multiple administrative tasks. Motivating staff may also play an important role in HR Departments globally. Tasks or assignments do not differ too much from other businesses that do not pertain to the health care industry. Differentiating between health care regulations, ethics, morals, and values is an important trait to understand when deciphering management in the health care industry or management in a normal business setting. Human Resource Managers in any company must be able to multitask. The management of human resources is of crucial importance in enabling the delivery of efficient and effective services (McHugh, 2007). HRM’s analyze the factors regarding the business or corporation and relay findings to the public. In the health care field, this is an important asset to the business, staff, and the public. Public awareness allows understanding of the problem or issue that...
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...Human Resources Information System (HRIS) HRIS Definition By Susan M. Heathfield Human Resources Expert The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company. Typically, the better The Human Resource Information Systems (HRIS) provide overall: * Management of all employee information. * Reporting and analysis of employee information. * Company-related documents such asemployee handbooks, emergency evacuation procedures, and safety guidelines. * Benefits administration includingenrollment, status changes, and personal information updating. * Complete integration with payroll and other company financial software and accounting systems. * Applicant tracking and resumemanagement. The HRIS that most effectively serves companies tracks: * attendance and PTO use, * pay raises and history, * pay grades and positions held, * performance development plans, * training received, * disciplinary action received, * personal employee information, and occasionally, * management and key employee succession plans, * high potential employee identification,...
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...Case1 Starbuck’s HR Practices Ensure Its Brew Is a Winner Question 1 What HR practices do you believe are most critical for starbucks to maintain the coffee experience and customer service it's known for as the company expands in the United States and abroad? Solution 1.Starbucks believes that the key to company success is its employees, called partners. 2. At starbucks the value-and-treat-employees-right approach is part of the company culture. 3. One of the company’s six guiding principles is “to provide a great work environment and treat each other with respect and dignity.” 4.As a result of the important role of starbucks’ paartners, the company emphasizes selecting the right new employees, training them ,and rewarding and retaining employees with above-minimum salaries. 5.Job fairs,in-store advertisements,a cpmpany Web site,and employee referrals are used to recruit new employees. 6.Managers are provided with interview guidelines that are used to question job candidates to determine whether they have the skills and behaviors necessary for the position. 7.Although 85 percent of its employees are part-time, they are still eligible for full-time benefits if they work 240 hours a quarter. 8.Less than 30 percent of part-time workers in the United States receive health care, paid sick leave, or eligibility for bonuses or stock options. 9. Starbucks provides all employees and their same-sex or opposite-sex partners comprehensive health benefits...
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...Meeting Human Services Challenges with Technology Challenge #2 Your nonprofit has the tools to provide great service to the community, but people aren’t aware of what you do. Solution Working in the field of human services the most important factor is reaching the population of people who you are trying to serve. Most nonprofit agencies have the tools to provide outstanding service to the community. The challenges they are faced with is the proper resources to continue doing the outstanding work in the community. Some of the challenges are receiving a grant to support the nonprofit agency in the community. By solving this problem we would apply for a government grant and write out a proposal explaining the direr need for this grant and how beneficial it would be for our agency. By applying for this grant it will help our nonprofit organization carry on by providing great service in the community properly and uninterrupted. By solving this problem and receiving the funds we as an agency can employ the staff we need to do groundbreaking work in the community, by helping others overcome, adversity, homelessness, financial situations, and so much more. The grant will allow the agency to do outreach via internet (social networks), flyers, and that will strengthen the communication tools in reaching the public. Challenge #7 Your organization provides the link between homeless men and women willing to perform work and people needing day labor services. But tracking the...
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...Response to Simple Gateways RFP 1. Addressing challenges that affect stakeholders Simple Getaways has several challenges that affect the stakeholders in the organization. The stakeholders at Simple Getaways in respect to this RFP are the office staff, management, human resources, and the customers of Simple Gateways. The challenges that Simple Getaways faces are as follows. The office staff is affected by too many versions of the same document, causing confusion due to incorrect and outdated information being relied upon. This can result in poor business decisions being made due to bad information. Instead of a central location and central servers being used to store data and information, each office uses its own local file server. This makes it complicated for employees in one location to access data stored at a different location and to keep track of document changes and updates. Sick leave, paid time off, and other human resources and administrative tasks are all paper-based, which results in a large amount of manual paperwork which in turn causes delays for the human resources and management employees who are responsible for processing those requests. This gives those departments the impression of being unorganized and slow, which in turn can cause employee frustration and dissatisfaction. Due to the above three challenges faced by the current systems and processes in use at Simple Getaways, customers of Simple Getaways might be left with an impression...
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...the new global innovations in technology. Table of Contents 1. Abstract 2. Brief Company background 3. Discussion of business problem(s) 4. High level solution 5. Benefits of solving the problem 6. Business/technical approach 7. Business process changes 8. Technology or business practices used to augment the solution 9. Conclusions and overall recommendations 10. High-level implementation plan 11. Summary of project References ABSTRACT Incodepf SA is a Colombian company focused on manufacturing, distribution, and commercialization of snacks, which serves national and international customers. The objective of this paper is to explain and include Incodepf into the recent information technology for the internal processes. The information technology is used for finances, sales, inputs and outputs of raw material, receive and deliver emails, internal communications, etc. However, the information system has not been used deeply inside the Human Resources Department. Brief Company background INCODEPF SA is a private company engaged in the manufacture, distribution and marketing of food products, serving the consumers in the national and international market with consulting, planning, systematization, personal service, flexibility, clarity, product quality, profitability, accountability, human enhancement and productivity; to exceed the expectations and needs, economic and social nutrition; further...
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...Benchmark Jobs Administrative Group Finance Group Human Resources Group Marketing Group Executive Assistant VP Finance Director Human Resources Director Product Management Office Supervisor Controller Manager Human Resources Sr Product Manager Administrative Coordinator Accounting Supervisor Human Resources Specialist Product Manager Receptionist Accountant Human Resources Assistant Product Specialist Compensable Factors for the Human Resources Job Family 1. Knowledge – the sum total of what a person must have the capability to do to be effective a. Depth of Knowledge b. Breadth of Knowledge 2. Work Complexity – ability to identify and resolve problems and the level of instruction needed to do so a. Problem Identification b. Problem Resolution c. Guidance 3. Autonomy – level of independence within role and responsibilities a. Supervision Received b. Judgment c. Work Review Required 4. Leadership – responsibility for a direct team or population a. Team Leadership b. Employee Leadership 5. Impact – level of criticality and visibility associated to employees role a. Impact of Decisions b. Scope of Impact 6. Interaction – employees reach within the organization a. Level of Interaction b. Nature of Interaction 7. Experience – technical skills, certifications, prior experience a. Experience Scale of Factors Degree 1 Degree 2 Degree 3 Degree 4 Degree 5 Depth of Knowledge Basic level of knowledge within area of specialty, is required. Limited use...
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