...Assignment Human Resources Management Task One: Personnel Management | Human Resources Management | Reactive: Personnel Management is reactive in such a way that thinks, and reacts in response to a situation or the actions of others at that moment (short time). For example if some worker is being regularly late, the P.M will react and give him a warning. | Proactive: Human Resources Management is proactive as a result of thinking, planning and acting in anticipation of future problems, needs, or changes. (Long term). For example what kind of people the company will recruit, what kind of workers they need, etc. | Relationship Oriented: P.M try to create a good relationship between the employees. They are focused on support, motivate and develop the people on their teams and their relationships, what will encourage good teamwork and collaboration, through stimulating positive relationships and good communication. | Goal Oriented: HRM has goals and visions and is constantly working hard to achieve them. They are focused on seeing if the employees are working to achieve the organisation’s goals. HRM don’t tend to think much about their team's wellbeing. | Communication is Limited: P.M receives orders from HRM. Since they don’t take such decisions as HRM does (They only implement what HRM decides.), they don’t need to communicate with the other departments as much as HRM does. | Informed decision: HRM department can’t work alone they have to work with upper and lower levels...
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...A Report About Human Resource Management | March 3 2016 | This is an Individual Assignment for Human Resource Management module. | 14M1: Margareth (00000011131) | I. Human Resource Management and Technology a. Knowledge Worker A person who utilizes knowledge in working or finishing tasks is called a knowledge worker. In a company, knowledge workers can be people who organize, market or distribute information or contribute to the commerce of products. Peter Drucker in 1959 used the term knowledge worker in his book, Landmarks of Tomorrow, to refer to those who work in the fields of information technology which includes programmers, system analysts, technical writers, academic professionals, researches and so forth. Some other occupations such as teachers and lawyers are also often referred to as knowledge workers. In today’s working environment, people have the tendencies to segment between those who have talents, whom we call knowledge workers, and those who do not have. This trending view may erode the morale of the workers and in the long term, the company. When asked, people would refer to the top tier managements or people with exceptional ‘creativity’ such as scientists, architects and such. The fact is that, even workers that work daily in the front-line factories in producing the products are also people that require improvisations in terms of engaging with fellow workers in order to enhance the performance level. b. Impacts of Technology to...
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...SECTION 1: Human resource management, Business environment and Human resource planning. LO1 a & b (26 marks). Question 1 With the support of relevant examples from the given case: Define personnel management and human resource management, and discuss TWO major differences between the two concepts. (6 marks) Analyze TWO potential external business environment challenges faced by Enterprise Rent-a-Car and their implications on the Company. (10 marks) Based on the challenges analyzed in Question 1b), above, suggest effective human resource planning process and methods, that can be used by Enterprise Rent-a-Car in determining the manpower needs for it’s international business expansion. Justify your answer with specific examples. (10 marks) Introduction This question will focus on defining and differentiating Personnel Management from HRM, it will also examine some technological and social challenges, as potential external business environment challenges faced by the company, and will discus an effective HR Planning process and method to address those challenges. a) Definitions and Differences Personnel Management: Is the administrative discipline which mainly works around Industrial/ Employee/ Labour Relations and activities connected with grievance handling, negotiations, enforcement of labour statute, looking after welfare of employees and so on. Human Resource Management: The process of hiring and developing employees so that they become...
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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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...CIPD Level 5 Diploma in Applied Human Resources | Assignment: Understanding the Business Context of Human Resources (5CBIC) | Name: Sian GluckTutor: Tim BatesDate: 29/08/2014 | No. | Understanding the Business Context of Human Resources (5CBIC)Contents: | 1.0 | Compare two different types of organisation and their operational/business purpose (AC:1.1) | 2.0 | Assess how business type and purpose affects the HR Function (AC: 1.2) | 3.0 | Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3) | 4.0 | Explain the role of the HR function in formulating organisational strategy (AC: 3.2) | 5.0 | Explain how organisational strategy is translated in HR strategy and policy (AC:3.3) | 6.0 | PESTLE Analysis | 7.0 | How does PESTLE or SWOT affect the organisation’s HR Function (AC: 2.1, 2.2, 2.3, 2.4) | 8.0 | Analysis of techniques/tools you used and conclusion(AC: 2.5, 3.1) | 9.0 | Reference List | 10.0 | Bibliography/Webography | 11.0 | Appendices | Assignment 1: Understanding the Business Context of Human Resources 1.0 Compare two different types of organisation and their operational/business purpose (AC:1.1) There many different types of organisations, such as: Large private sector, public sector, voluntary sector, SME’s, networked organisations and multinational organisations, as defined by Taylor and Woodhams (2014). This is a comparison of two of these types, focusing on the large private...
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...Assignment Two: Human Resource Strategies of Google, Inc. & Wegmans Food Markets, Inc. BUS 508-Contemporary Business Alisha Ball Dr. Solomon Fakinlede Strayer University Compare and contrast the two (2) industries you have identified in terms of size, products, services, customers, economic and regulatory environment. Human resource management/ strategies refers to a various number of policies as well as practices that influence an organization significantly. It is related to employee behaviors, attitudes, as well as performance. These strategies are used to give organizations a competitive advantage particularly in the areas of recruitment, training and development, and diversity management. These policies and strategies help promote the practice of helping organizations to achieve their business goals as well as objectives by developing the knowledge and skills of employees in order for the organization to meet its mission as well vision. These strategies are often very strategic as well as goal oriented and helps organizations adapt to change as well as meet the needs of the consumers that they serve. These strategies help to make organizations some of the best companies to work for. Google, Inc. ranks number one on the 2015 Fortune 100 Best Companies to Work For. Google is a global company that develops technology including web browsers, smartphones, smart contact lenses and social media apps to help keep people connected. Their innovative technology as...
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...PART 1: Worth 40% (each of the 5 areas is worth 8 marks) NAME: Jenna Gibb HR ISSUE|IDENTIFY THE SPECIFIC DETAILS IN THE CASE WHICH ARE PERTINENT TO EACH HR AREA(expand the chart to accommodate your information)| RECRUITMENT AND SELECTION (need 6 valid issues)|· There is no recruitment process in place· An organizational chart does not exist· There are no job descriptions or job specifications· Nepotism in the company – a large amount of employees are related to each other· There is no HR planning happening in the company as the HR advisor is on maternity leave and is not expected back to work.· No applicant tracking system in place as only word of mouth is used to fill positions· There is a high turnover of drivers, and the company seems to have problems with recruiting and retaining drivers – possibly due to low wages and safety issues with the trucks· Packagers – 3 vacancies need to be filled – one of the first priorities for recruitment as many employees are working overtime and may suffer from burnout· Drivers – 3 vacancies need to be filled· General Manager vacancy needs to be filled· Office Manager vacancy needs to be filled – temporary Office Manager appointed does not want to stay in the role· Part-Time Bookkeeper vacancy needs to be filled· Some employees are starting to look for work at other companies| COMPENSATION AND BENEFITS (need 6 valid issues)|· Annual increases are not being given to everyone – but only to those who ask for it· Compensation for packagers...
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...Review of Research School Leadership Study Developing Successful Principals Stephen Davis Linda Darling-Hammond Michelle LaPointe Debra Meyerson Stanford Educational Leadership Institute Commissioned by The Wallace Foundation SELI Stanford University School of Education 520 Galvez Mall Stanford, CA 94305-3084 Phone: 650.724.7384 Fax: 650.723.9931 Email: principalstudy@stanford.edu http://seli.stanford.edu This report was commissioned by The Wallace Foundation and produced by the Stanford Educational Leadership Institute in conjunction with The Finance Project. © 2005 Stanford Educational Leadership Institute (SELI). All rights reserved. Principals play a vital role in setting the direction for successful schools, but existing knowledge on the best ways to prepare and develop highly qualified candidates is sparse. What are the essential elements of good leadership? How are successful leadership development programs designed? What program structures provide the best learning environments? What governing and financial policies are needed to sustain good programming? “School Leadership Study: Developing Successful Principals” is a major research effort that seeks to answer these questions. Commissioned by The Wallace Foundation and undertaken by the Stanford Educational Leadership Institute in conjunction with The Finance Project, the study will examine eight highly developed pre- and inservice program models that address key issues in developing strong...
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...INTEROFFICE MEMORANDUM TO: DONALD ERTL: CEO FROM: M.T. ALLEN: HR SPECIALIST SUBJECT: EMPLOYEE CONSTRUCTIVE DISCHARGE SUITE DATE: 7/22/2012 CC: LEGAL DEPARTMENT I. PROBLEM: We have received notice of suit arguing that the plaintiff, a former employee, was forced to resign due to constructive discharge. The plaintiff is seeking injunctive relief under Title VII of the Civil Rights Act of 1964. Even though the employee is the one who has quit, it is ERTL Toys that can be legally liable for lost wages, pain and suffering, and punitive damages if the plaintiff prevailed. II. DISCUSSION: A. Constructive Discharge Constructive discharge, or constructive dismissal as it is sometimes referred to, makes a legal claim that the employer made a material breach of contract that is implied between the defendant ERTL Toys (“Employer”), and the plaintiff (“Employee"), by making unilateral changes to the implied contract that forces the Employee into a default situation. (Various, 2011)1 Specifically, Employee argues that ERTL Toy’s unilateral change of work schedules made Employee’s continued employment untenable because working on specific holy days is forbidden according to his religious doctrine. B. Title VII 42 U.S.C. § 2000e-2 "Title VII of the Act, codified as Subchapter VI of Chapter 21 of 42 U.S.C. § 2000e [2] et seq., prohibits discrimination by covered employers on the basis of race, color, religion, sex or national origin." (Title VII 42 U.S.C. § 2000e-2, 1964)2 The...
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...Running head: INNOVATIVE CHANGE AT FORD MOTOR COMPANY Innovative Change at Ford Motor Company Keller University Human Resources 587 August 24, 2014 Abstract Since Alan Mulally took over as Chief Executive Officer (CEO) for Ford Motor Company the business has been transformed into a powerful competitive force in the global automotive industry. An examination of the company’s communications surrounding Mulally’s retirement and the appointment of Mark Fields as the new CEO demonstrate how Ford used positive and candid communications to overcome resistance to the change. Actions as simple as providing verbal and nonverbal cues have a powerful influence on how others perceive a change (Nekoranec & Fourrier, 2013). A proposed alternative communication plan, including the use of more communication channels with increased frequency, would have helped the company address some of the fear and uncertainty among stakeholders. An example of an internal memo is provided to show how the use of positive and supportive descriptions of the change can motivate stakeholders to act as change agents on behalf of an organization by embracing the change and recognizing their essential role in the process. Innovative Change at Ford Motor Company In the past few decades Ford Motor Company has experienced a series of disruptive changes pertaining to the company’s leadership. In 2006, the appointment of Alan Mulally as the company’s Chief Executive Officer...
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...Assignment brief – QCF BTEC Assignment front sheet Qualification | Unit number and title | BTEC Level 3 Business | Unit 2 - Business Resources | Learner name | Assessor name | | | Date issued | Hand in deadline | Submitted on | w/c 12th January 2015 | w/c 25th January 2015 | | Assignment title | Assignment 3 - Having the Right Resources | In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. | Criteria reference | To achieve the criteria the evidence must show that the learner is able to: | Evidence: | P3 | Describe the main physical and technological resources required in the operation of a selected organisation. | Report | M1 | Explain how the management of human, physical and technological resources can improve the performance of a selected organisation. | Report | D1 | Evaluate how managing resources and controlling budget costs can improve the performance of a business. | Report | Learner declaration | I certify that the work submitted for this assignment is my own. I have clearly referenced any sources used in the work. I understand that false declaration is a form of malpractice. Learner signature: Date: | Assignment brief Qualification | BTEC Level 3 in Business | | Unit number and title | | | Assessor name |...
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...Need Help HND Assignments? Get help for HND assignments at hndassignmenthelp@gmail.com or assignmenthelpuk@yahoo.com Avail the best HND Assignment from our experts and get professionally written papers well before the submission time. You can also ask for help on HND Marketing Assignment, HND Management Assignment and other HNC/HND coursework problems!! Leave your worries with us and get customized quality papers prepared for you to earn top scores in the successful completion of your degree. The Higher National Diploma in business administration program is designed for students to develop their professional expertise across a range of crucial business and management field. Professors assign them papers to showcase their skill set in particular subject matter. But lacking the polished writing skills, they find it difficult to present the data in paper. Under this course students learn the process of developing a planned balance between the organization’s objectives and resources and the changing market opportunities. They need to showcase the concepts in the writing project that they have been assigned by the With our professional team of researchers and writers from business and management background, we assure the perfect business contents under the Higher National Diploma coursework. Global Assignment Help ; We are an experienced academic writing company who has been offering quality papers to students through 20+ universities over a variety of subjects. We have extended...
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...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% | | | |You are required to achieve a mark of at least 40% on the final examination...
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...engineers are expatriated to head operations abroad . To prepare and support the employees for these assignments , the Global HR Development devised a training program . Unfortunately , the training program appeared to be informal and ineffective in addressing the implications of managing human resources internationally such as cross-national differences in terms of culture and institutionalism . Undeniably , this problem exists in the organization as stated in the case of Fred Banks , an engineer who was assigned in Mexico and India consecutively . He and his team had encountered employee-relationship problems brought about by cultural differences . Government licenses and accreditations for the company were delayed because of this thereby resulting to longer expatriate assignments and higher costs . Cultural clashes cause employee-to-employee and employer-to employee relationship problems which result to decline in efficiency and productivity . Moreover , Juanita Roberto , the Vice President for Human Resources Department , is proposing a cut in the training programs expense and shorter expatriate assignments . A cost-cutting scheme is being pushed by the VP which makes it more difficult to address the current problem . To address this problem , a thorough training program should be formulated to prepare an employee in his international assignment . A comprehensive study on the country 's culture , history , business practices and language should...
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...William Phillips |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...
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