...The Human Resources Frame Within the structural frame is the human resources frame. This frame is the relationship between people and the organization they serve. The human resources frame was built upon the early work of Follett and Mayo. These pioneers questioned the assumption that workers had no rights beyond a paycheck, and that it was their duty to work and follow orders. Employees need careers, salaries, and opportunities and in return organizations need ideas, energy, and talent (Bolman and Deal, 2013). In reality there is a fine balance between the needs of the organization and the needs of the employee and there is an interdependent ‘fit’ that is necessary for success. When the ‘fit’ is off, both may suffer with decreased employee satisfaction and motivation and decreased success for the organization. It is necessary to focus on and understand the individual to be able to place them in the right situation that leads them to success. Investing in people can many times lead an organization to great achievements. Companies are often able to strengthen the bond between the individual and the organization by becoming more involved...
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...Human Resource Frame Reflection Christine McGee EDL/515 April 7th, 2014 Dr. Gina Stafford Reflection The human resource leader is a leader who works for the organization or school and its people, trying to keep the best interest of both in mind. This job is one of support and empowerment rather than an authoritarian or dictator. This type of leader lets people know that they are important and that they are concerned about them. When I think of myself in terms of leadership, I feel that I am a strong human resource leader. I am always conscious of others feelings and take into account how they will feel about changes or decisions that are being made. I am an active listener always trying to become aware of the goals and aspirations of others. I do know that I need to develop different ways of determining the goals and wants of my team members. Once I know what they are out to achieve I can use that knowledge to help guide me in professional developments and being a better leader. I am supportive of my team members and offer advice or constructive criticism when necessary. One of my team members wanted to transition into teaching at the college level but did not know if she could handle it. I sat with her and developed a plan to help her achieve her goal. I suggested that she should start by teaching some mini professional developments on campus and getting the feedback from her colleagues. We sat down and looked at what the others had commented...
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...Virtually every human activity – ranging from obtaining an education to starting a family – is carried out within an organization. According to Bolman and Deal, everyone unconsciously forms frames or mental models which they use to understand and negotiate the organizations that they belong to. These frames can be compared to tools; using the right tool correctly speeds up an activity while using the wrong tool may get in the way and cause complications. The Bolman and Deal model suggests that all organizations can be analyzed through the structural, human resource, political and symbolic frames. The structural frame revolves around roles, policies and technology environment of the organization. The human resource frame focuses on the needs, skill and relationship between the people and the organization. The political frame focuses on power, conflict and competition within the organization while the symbolic frame deals with the organization’s culture, rituals and symbols. Although the frames offer distinct viewpoints, I think they sometimes can and should be combined to gain a more complete overview of the organization. Teamwork is a very important concept to many organizations today and the Bolman and Deal model considers teamwork from different frames. The model defines a team as a small number of people with complementary skills who have a common purpose and a set of performance goals (111). While the structural frame proposes that the success of a team depends on the way...
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...Riordan Manufacturing, HRIS Analysis BSA375 January 24, 2010 SR-RM-004 – Analyze Human Resources System The key success factor to any organization is the quality and contribution of its people. Only with effective human capital management can an organization attract and retain top notch talent. Riordan Manufacturing, Inc. is a successful plastic injection molding company with offices in China and the United States. Employing 550 employees, the ability to keep up with increasing regulatory and compliance requirements is significantly challenged. Disparate systems and an inability to obtain employee information quickly and efficiently resulted in a strategic plan to analyze HR functions and implement a centralized Human Resource Information System (HRIS). According to Hendrickson, Information Technology in the HR sector has introduced significant challenges for HR professionals “who must quickly get up to speed in the latest information technologies and simultaneously transform traditional processes into on-line processes” (Hendrickson, 2003, p383). This report covers the systems analysis of Service Request SR-RM-004. Submitted by Riordan’s Chief Operating Officer, it is his desire that all Human Resource functions are centralized onto a single platform. Pressured by increasing challenges to the existing processes, it is the desire of Riordan Management that the HRIS system is implemented in six months. Given the limited time available...
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...The Human Resource department is an integral part of any organization and their roles have changed in many different ways over the years. No longer are they considered only the aspect of the company that handles all of the hiring and firing of personnel, they are now deeply rooted in the overall goal of the firm and its employees. Today I will discuss important roles of human resources (with personal examples), I will discuss how the HR department represents the employees and the firm itself, I will also discuss how the HR role has changed over the years and how it will change even more in the future. First I will discuss the most important roles of the HR department. Personnel development and growth should be the primary focus for the HR department. This will allow the employees to always understand there are chances for advancement and new opportunities. Developing your personnel involves delegating and empowering them to perform tasks on their own. “Empowerment means that the management team of a business shares some of its authority and responsibilities with team members.” (Keefe, 2010) Another way to ensure your personnel are progressing is to provide training opportunities for them within the company. This also gives them “job and career enhancing skills” (Heathfield 2010) which will allow them to grow and gain motivation. Another way to grow your employees is by ensuring there is a good mix of employees within the company. Diversification allows individuals to come...
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...assistance and aid. The country Kava, not only has potential and opportunity, but also has great resources. Kava provides goods and services that have a huge impact on people and businesses all over the world. Chris Morales, who is the founder and Chief Executive Officer at the Department of Human Services, is aware of the importance and significance of these resources and considers it his duty as well as the duty of the employees at the Department of Human Services to contribute to the growth and stability of Kavas economy. The Department of Human Services plans to preserve and protect Kavas valuable resources by establishing a greater presence in Kava and giving back to the country and all of its population who have helped Kava. The Department of Human Services plans to aid in cleaning up and restoring Kava on its way to recovery. It is the job of the director of strategic planning at the Department of Human Services to help this country recover so it can have continuous growth and success. The goal of the Department of Human Services is to protect the health of the needy as well as to provided essential human services, especially for the people who are the least able to help themselves. We at the Department of Human Services would like to help Kava recover from the disasters it has faced and to help Kava overcome any challenges that it presently has. The Department of Human Services will accomplish this by addressing all of the issues in the business scenario, the forces...
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...Evaluate how organizational functions (e.g., marketing, finance, human resources, operations, etc) impact the organizational structure of your selected organization. As far as marketing, I would evaluate Amazon at the top of their game. They have commercials, emails; they even get to know their customer. When someone logs onto Amazon and orders an item they remember the item, category, and around what time frame you ordered it. If you order a cook book during the holidays for cooking recipes, they will store the information for marketing later. Amazon will send you an email asking if you would be interested in a new selection of holiday cook books and show what you previously ordered. The good news is that Amazon will never sell, rent, or give your information to a third party. http://money.howstuffworks.com/amazon3.htm Amazon’s finances http://www.hoovers.com/amazon.com/--ID__51493,ticker__AMZN--/free-co-fin-factsheet.xhtml When it comes to human resources within Amazon, they are looking for people with fresh new ideas. As we know human resources is somewhat difficult and full of challenges. Human Resources have always been known to be an administrative expert. With the business world quickly changing, Human Resources are now expected to be a strategic leader as well. Currently, this is the top paradox within Human Resources. Being the kind of organization that Amazon is, their human resource department would be a fun-loving group. Team player type attitude...
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...Manufacturing, is a Fortune 1000 enterprise with revenues reaching over the amount of one-billion dollars. It is highly important to use methods of integrating new systems into Riordan Manufacturing. The method of System Development Life Cycle (SDLC) is a great way to understand the problem, analyze the problem, design the solution, and implement the project. Riordan Manufacturing must revamp its out of date Information Systems, not only in the Human Resource section but in all other sections as well, in order to meet current industry standards, increase efficiency, lower overhead, increase worker productivity and many other factors which will add tremendous value to the company. These values are both tangible and intangible values that cannot be measured by a dollar value alone. This update is in accordance to Service Request SR-rm-022. The most efficient way to update the Human Resource Department would have to include hardware and software that is compatible in the companies’ various locations. Focus will be set on the Human Resource section but all departments will be effected by the new system since the current information systems are, (University of Phoenix, 2013), antiquated and there are severe deficiencies throughout the present Information Systems. Planning Project Scope and Feasibility Study In the analysis phase of...
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...Hiring a new Human Resource Service Representative III Neville Gallon, Pola Jaramillo, Connie Kramer, Joe Palmer, Wendy Vergara MGT 531 January 23, 2012 Introduction Minimizing risk has become a focal point to most successful organization, companies, and corporations. The purchasing department researches and seeks to find the best quality material at a major discounted price. A manufacturing department has checks and balances to ensure that the best possible product is being produced. The sales and the marketing department come up with catchy slogans and creative advertisement to move inventory, but the human resources department is responsible for the assembling of talent. This team has focused on a job at Northrop Grumman (Northrop). Northrop is looking for Human Resource Service Representative III. They currently have three positions available to fill. This people will be responsible for answering all “incoming requests via telephone, Internet, and/or correspondence from internal and external customers as the first tier of customer support. The Customer Service Representative performs administrative activities in support of Human Resources functions. Northrop Grumman Corporation is a leading global security company whose 75,000 employees provide innovative systems, products, and solutions...
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...that already exists in the human resources department (Riordan Manufacturing, 2006). In this document, the stakeholders, the information- gathering techniques, project design plan, business requirements, scope, and feasibility will be discussed. Stakeholders and Key Roles Recognizing the stakeholders and defining their participation within a company is essential to achieving the organizational objectives. The Stakeholders need to collaborate and interact with each other to guarantee the organization’s success. Stakeholders are defined as “influential people who are vitally interested in the actions of the business.” Every stakeholder big or small has an significant role in Riordan’s tactical plan. The stakeholders of importance are Riordan’s President and CEO, The Vice President of Research and Development, The Human Resource Director, and the employees. Without the direction and input of stakeholders, growth would be impossible to achieve. The President and COO will be able to provided additional history on the company. The VP of Research and Development will be able to be able to discuss the evolution of technology in the company as well as what resources are available and resources are needed to make the change. The Director of Human Resource will be able to discuss the history of the Human Resource department and its transformation over the years. The existing employees would be able to tell their experience with the current Human Resources department and give their...
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...Riordan Manufacturing: Information System ProposalThe service request sR-rm-004 to analyze the human resource system from John Korzeniowski was received on May 14, 2008. The IT team will examine the current information system and the possible design and development of an integrated, robust application in accordance with Riordan’s vision, mission, time-frame and strategic growth plan. AnalysisIn order to design and development an integrated state-of-the art human resources information system, the initial step is to define Riordan’s business needs and its current technical resources. Riordan’s ERP system was installed in 1992 and independent from its branch offices. This system is an integral part of the finance and accounting application. Riordan employs over 550 people and has offices located in California, Michigan, Georgia, and China. Each branch office has an independent finance and accounting system that is consolidated at the corporate headquarters in San Jose, California. A brief overview of Riordan’s current information system and dependent software applications confirmed a business need for an integrated, high-performance information system. The factors that suggest the business needs are documented employee dissatisfaction, labor intensive procedures, and pertinent data located in various locations. This proposal will ensure that Riordan’s present and future business needs are met in a cost-effective manner without diminishing its requirements and effectiveness. Prior...
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... MacLeod BSA / 375 Jan 6, 2014 SR-rm-022 Riordan Manufacturing is a global manufacture of plastics ranging from Bottles to heart stents. The company employs 550 people all working to further development of their product. The company itself projects approximately $46 million annually. The company has established plants on many states here in the United States, as well having facility’s in China producing their product the company has a major research and development center located in California. The COO of the company has issued a service request for our company to analyze your Human resources department with the hopes of bringing a more state-of-the art technology to the disposal of all plants. This request labeled SR-rm-022 will take all forms of the HR and bring it in to one single intergraded application which will be the standard for all locations. The current Human Resources information system was implemented in 1992 which is 22 years old, and it is the hopes from Riordan Manufacturing that with today’s systems it will not only increase the productivity of the HR department but as well streamline it as well. The expected results as laid out in the service request SR-rm-022 has explicit instructions on the time line of this task, and must be completed within six months so the system can be utilized in the second Quarter of the upcoming year. So we are to define the business requirements of this development and support the objectives of the request. Key Stake...
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... | |COURSE |Human Resources | |UNIT TITLE |CIPD4 DEP | |TOPIC |Section 2 | |TASK REF |Effective Human Resource Service | |THE TASK | | Please type the question here before you provide us your answer. a. Identify a minimum of 3 users of HR services b. For each of these users identify at least 2 key needs and explain how conflicting needs can be prioritised effectively c. Identify at least three methods of communication, and explain the advantages and disadvantages of each. Ensure that the three methods are appropriate to employees at different levels. d. Describe the key components of effective service delivery including building and maintaining good relationships, handling and resolving complaints, dealing with difficult customers, timely service delivery, budget implications and continuous improvement. Human Resource have a range of customers services, from internal customers like colleagues...
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...from? • Describe the information-gathering techniques and systems analysis tools you would propose for the project. • Identify the key factors that help ensure the information required for the project is gathered successfully. • Explain what project scope is and why it is important. Describe the areas of project feasibility that are examined in the analysis phase of the SCLC. • Cite and discuss 2 to 3 references, in addition to the required readings, that are relevant to the assignment. Include citations and references formatted consistent with APA guidelines. Submit Section 1 of the final paper. Week 2 Individual Assignement The Riordan Manufacturing Company has submitted a service request to analyze the human resources department. The goal of this analysis is to integrate the variety of tools already in use by the company into one system for the whole company to utilize. The system development life cycle will be used to complete the request and the goal of Riordan Manufacturing. The first portion of this paper will focus on the scope and feasibility of the project, as well as describe the information gathering techniques and design methods for the service request. The...
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...Describe the unique challenges of managing the human resources function for your specific organization Becoming Senior Vice-President of Human Resources for HCA Inc. presents many challenges due to the size of the healthcare organization. HCA owns and operates 164 hospitals and 106 surgery centers within 20 states including London, England. The organization and its affiliates employee approximately 183,000 people; therefore, there is a need for a large competent staff of human resource individuals. As Senior Vice-President of Human Resources, I would report to the CEO of the organization as well as have a staff of several vice presidents that would handle all of the relevant areas and facilities. The human resources department is broken down into sections and there are vice presidents over each of these respective sections that would report to me. The groups include our (1) division offices which oversee our hospitals and surgery centers, (2) operations and recruitment, (3) employee relations, (4) benefits and compensation, (5) information systems, (6) executive workforce development, (7) human resources IT&S, (8) community relations and foundations and (9) organizational leadership and development. Each one of these subgroups covers all of the various human resources functions within the organization. According to Flynn, Mathis and Jackson (2011), “HR professionals in all segments of the industry will be faced with the challenge of recruiting and retaining the right...
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