...MEMO: DATE: TO: Owner FROM: SUBJECT: Human Resources Generalist Recruitment Plan In your search for a Human Resource Generalist to assist with all aspects of HR. To ensure that you attract an adequate applicant pool; as an employer it is imperative that you promote your business by branding. We want to get the message out that your employees are paid at market rate as well as offered bonuses and incentives. The flexible, family-oriented, team atmosphere as well as the basic health plan and group RRSP’s ought to attract a high volume of potential candidates. I would suggest that you create a LinkedIn profile. Create a mission statement to post on this site. Survey your current staff regarding their positive experiences working for your company. Share this information on your profile. You want to make an impression on potential candidates. Give them a reason to want to work for your company. Your preference is to hire a candidate with experience in the field of Human Resources. The successful candidate will be expected to plan, organize, direct, and evaluate the team structured, non-unionized operations of your organization. Develop and implement policies, programs and procedures regarding human resource planning, recruitment, training and development, pay and benefit administration. They will represent management in maintaining ongoing relations between the owner, managers and employees in a flexible work/life balanced, family-oriented work place. I...
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...Human Resources Generalist Job Description & Specifications Human Resource Generalist will plan, organize, direct, and evaluate the operations of human resources and personnel departments in a team structured, non-unionized organization. Develop and implement policies, programs and procedures regarding human resource planning, recruitment, training and development, pay and benefit (including bonus and incentive) administration. Represent management and participate actively on various joint committees to maintain ongoing relations between the owner, managers and employees in a flexible, family-oriented work place. Responsibilities: • Plan, organize, direct, control and evaluate the operations of human resources or personnel departments • Plan human resource requirements in conjunction with other departmental managers and owner • Administer employee development including health and safety programs • Strategic partner in organizational effectiveness. Assist in workforce planning; identify the quantity and category of employees required to meet goals • Advise managers on interpretation and administration of personnel policies and programs • Co-ordinate internal and external training and recruitment activities, including job analysis and job designs • Develop and implement labour relations policies and procedures • Organize and conduct employee information meetings on employment benefits and compensation • Review the classification...
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...Human Resources Generalist Job Description & Specifications Human Resource Generalist will plan, organize, direct, and evaluate the operations of human resources and personnel departments in a team structured, non-unionized organization. Develop and implement policies, programs and procedures regarding human resource planning, recruitment, training and development, pay and benefit administration. Represent management and participate actively on various joint committees to maintain ongoing relations between the owner, managers and employees in a flexible, family-oriented work place. Responsibilities: • Plan, organize, direct, control and evaluate the operations of human resources or personnel departments • Plan human resource requirements in conjunction with other departmental managers and owner • Administer employee development including health and safety programs • Strategic partner in organizational effectiveness. Assist in workforce planning; identify the quantity and category of employees required to meet goals • Advise managers on interpretation and administration of personnel policies and programs • Co-ordinate internal and external training and recruitment activities, including job analysis and job designs • Develop and implement labour relations policies and procedures • Organize and conduct employee information meetings on employment benefits and compensation • Review the classification and rating of positions within...
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...(Re)Designing the HR Organization Amy Kates, Downey Kates Associates 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...
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...Diversity Audit DeVry University Kinect Orlando The diversity study will examine a localized organization within DeVry University. There have been perceptions by many of the employees in this organization that there has been blatant reverse discrimination by the management, who at the time were African American. The situation has changed considerably as this organization has grown, however the events of a couple of years ago are worth a closer examination. DeVry University’s new online student enrollment is handled by their Kinect Division. This organization has over five hundred employees located mainly in the Chicago area and a remote center in Orlando constituting nearly one hundred employees. There are current plans to add an addition four hundred enrollment advisors in DeVry’s new building located in downtown Chicago. . This paper will discuss the challenges which the Orlando location has experienced. Currently the Orlando location consists of nearly ninety Admissions Representatives, seven Assistant Directors of Admissions (front line management running teams of approximately ten representatives apiece), three Directors of Admissions and one Senior Director of Admissions. The site also has a support staff of six, however, they will not be considered in this paper due to the negligible impact this team has upon the subjects being discussed. The responsibilities of the admissions advisors are vast and varied, perhaps the best...
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...HR Assistant - Talent Acquisition Organization: | Dana Farber Cancer Institute | Date Posted: | 9/1/2014 | City: | Boston | Location: | Massachusetts | Country: | United States | Primary Category: | HR Assistant/Coordinator | Type of Position: | Full-Time | Experience Requirement: | < 1 year | Description & Details | Job ID: 25389 Date Posted: 08/25/2014 Location: 44 Binney St, Boston Job Family: Administration Support Full/Part Time: Full-Time Regular/Temporary: Regular FLSA Status: Nonexempt About Dana-Farber Located in Boston, Dana-Farber Cancer Institute brings together world renowned clinicians, innovative researchers and dedicated professionals, allies in the common mission of conquering cancer, HIV/AIDS and related diseases. Combining extremely talented people with the best technologies in a genuinely positive environment, we provide compassionate and comprehensive care to patients of all ages; we conduct research that advances treatment; we educate tomorrow's physician/researchers; we reach out to underserved members of our community; and we work with amazing partners, including other Harvard Medical School-affiliated hospitals. OverviewThe mission of Dana-Farber Cancer Institute is to provide expert, compassionate care to children and adults with cancer while advancing the understanding, diagnosis, treatment, cure, and prevention of cancer and related diseases. Our Core Values are: Impact - Above all else, we make a difference by relieving...
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...Goal Inventory Assignment In ten years, I want to be working in the human resources department at Texas Instruments. I specifically want to be an HR Business Generalist because it is more closely tied to the business and business strategy at Texas Instruments than some of the other human resources jobs there are. This position seems like it would be a great fit for me because I am extremely interested in the business strategy of a company and how the people working for the company can directly influence how successful a business is. I want to be in Dallas, Texas at Texas Instruments’ main office where I can get the most enriching experience. However, after I have learned as much as I can at the Dallas office and when I am comfortable with my position, I want to move to the Houston office because Houston is where I grew up and it is where I want to raise a family. In five year, I want to be working in the human resources department at Texas Instruments. I want to start out in their Compensation position within the HR department. My major is in accounting and I like to work with numbers, so I believe the Compensation position would be a good starting point for me. I have also been advised that this position is a great HR position to begin with, especially if you want to work your way to the HR Business Generalist position, because you learn a lot about the company and their financing. I would like to be in the Dallas office, because this is Texas Instrument’s main office...
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...The Strategic Role of Human Resource Management The strategic role of Human Resource Management How Human Resource function has changed from past to today? Human Resource function in the past The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains — you wouldn’t want every manager putting his own spin on a sexual harassment policy, as an example — much of the HR role is transforming itself. Human Resource Function now The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer- centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate...
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...Organizational Structure………………………………………………………………………………........... 5 Interview Questions……………………………………………………………………………………………….. 6 Performance Standards………………………………………………………………………………………….. 6 Conclusion of Personal Insight………………………………………………………………………………… 7 Appendices…………………………………………………………………………………………………………….. 7 Human Resources SAW…………………………………………………………………………………………...7 Operations and Production SAW……………………………………………………………………………..12 Human Resources Organizational Chart…………………………………………………………………..17 Operations and Production Organizational Chart…………………………………………………….18 Executive summary: This project was organizing, planning, and developing both the HR functional area as well as the Operations and Production functional area. This consisted of revamping the Org chart to add the new employees, creating important interview questions for hiring new employees, and setting standards for each department. Along with these tasks, there was also creating a purpose for the department which is one of the most vital tasks of this project, without a purpose what is the department there to do? Description of the functional area and purpose statement. Human Resource As the Human Resource Department we strive to ensure that the Atha Corporation is run at the highest integrity while serving to develop standards and guidelines in order to keep the highest company and employee satisfaction. This purpose statement shows the drive and capabilities of our department by giving a brief description...
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...one -stop resource for just about any career need. There is a simple search feature on the home page, with options too look by company, location, job category, and industry. An advanced search page lets you narrow down the results using a plethora of categories, including skills, location, salary, industry, and experience. Also resumes and cover letters can be posted on the site, while a resume writing service is available for those struggling. A search function and job posting are available to all on careerbuilder, in addition to email alerts for relevant jobs, Unlike Monster.com, registration is not free. Registered users, however, can post resumes, sift out and report scams online fraud, and apply to the job of their choice. Resume writing and review services are available for additional fees, but which are a little lower than what Monster.com charges for the same services.Deeper into the site, career advice articles are available at no cost and virtually mirror the topics that Monster includes. Overall, Monster offers more direct approach to researching the job market and related resources. On careerbuilder you might have to do a little more digging. 1.Employment, Recruitment, and Placement manager over sees how and when a company hires employees. They direct there team on where to find talent, how to screen candidates and how to decide which candidate to pursue 2.International Human Resource Associate plays a generalist role within the company's human resource department...
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...company’s current $5 million in sales in the next year. Atha markets its product, unique lighting products (wall, pendant, floor, table, and nightlights) made of 50% recycled materials, through as series of regional distributors and directly online. It is currently the end of the third quarter and you have three months to complete your planning and execute your strategy in order to have your functional areas up to speed. There is no time to waste in meeting the goal. Plans have to be developed, current employees retained, and new employees hired. Company communications must be clear and concise and the management cycle followed throughout the process. You will serve as the department manager for two functional areas. One is the human resources department; the second is your choice of one of the three other areas: accounting and finance, marketing and sales, or operations and production. Ms. Atha has assigned specific goals to the vice president of your functional area. The vice president has determined what your department needs to do to help the entire functional area succeed. Those goals are in alignment with the overall company goal of doubling sales. Your responsibility is to break those goals into activities and tasks for your department. You have one or more supervisors in your department. Each supervisor has several employees to lead and control. Each individual must know what they are to do, how or why to do it, what the quality and performance standard is, and...
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...Task Statements: Human Resource Receptionist Student Name | Sheila Humphrey | What action is being performed (verb) | To whom/what is the action directed (receiver of the verb) | How is the action performed (procedure, tools, equipment) | Why is action performed (purpose) | Disseminate mail | Incoming mail | Recieve delivery from Mail room | Disburse mail to the appropriate employees | Schedule appointments | Schedule appointments for employees and new hires | Schedule appointments in outlook | Schedule meeting for staff and new hires. | Corresponding | Incoming inquires | Use of word and excel | Initiate responses to incoming inquiries | Answer Phones | Incoming calls | Switchboard | Forward to appropriate employee | Greeting | Incoming clients/employees | Front desk | To ensure hospitality at the front desk | Filing | Employee files and incoming correspondence | Files/filing system | The ability to file and retrieve files as needed in current filing system. | | | | | | | | | | | | | | | | | Task Statements 1 | Receive and disburse incoming mail to the appropriate employees. | 2 | Schedule appointments for employees and new hires | 3 | Correspond with the income inquires | 4 | Answering the phones and directing calls to the appropriate employee. | 5 | Receive incoming person with hospitality | 6 | File personal files and incoming correspondence | 7 | | 8 | | KSA Statements: Human Resource Receptionist Student...
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...like to work. My ideal job would be to work as a Human Resource Director at the Social Security Administration, making a salary of $270,000.00 per year. As my job duties I would be responsible for all of the Human Resource functions within the company and report directly to the commissioner. The department areas that I will cover and be responsible for all function are as follows. This would consist of recruitment; the Human Resource Director would have to make sure that the recruitment team is able to find the right talent. Ensure the individual is right for the job. This is important that the recruitment team has a strong filter process, or able to red flag particular candidates. Recruiters should also be knowledgeable of the company, confident and loyal. The duties would also involve traveling as well. Payroll and Time management, this is a very important sector of the Human Resource department. This area would be responsible for hourly employee’s time, vacation, sick time, FMLA, and bonus. They will make sure they all the taxes are accounted for and verification of the employees direct deposit and tax exemptions. If the employees have questions about their pay checks they will need to contact this area of human resource business. The Human Resource Director should ensure that a knowledgeable Human Resource Generalist is in place to handle all terminations and on boarding. This is a vital part of the Human Resource function because everything should be done in a specific...
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...Organizational structure can be underlying cause of workplace issues By Joan Lloyd Organizational structure, much like a human skeletal structure, determines what shape an organization will take. We don't spend much time thinking about our skeletal structure until something breaks, and so it goes with organizations. How an organization is structured basically means how the reporting relationships and work teams are organized. It reveals a great deal about the culture, function and leadership of a company. When I work with an organization, structure is one of the components I examine, since it can be an underlying cause of problems. Perhaps it is a cause of problems where you work. Here are a few examples I've come across: Too many levels of hierarchy slow decision-making and are a barrier to empowerment. One of the best examples of the impact structure has on operations is the transformation that began in the 1970's and is still going on today: flattening. In the early part of this century, companies had many levels between the worker in the shop or office and the President. Decisions had to pass through many levels of approval before anything got done. Organizations grew larger and the bureaucracies ballooned until some of them were crushed under their own weight. Roughly fifteen years ago, Fortune Magazine ran a cover story about the huge reorganization efforts in GM and IBM, in which one executive was quoted as saying, "Trying to get a decision made was like swimming...
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...Accounting & Finance Department Plan Human Resources Department Plan Melanie Hanson Patrick Blessinger Bus3011 Spring 2014 Table of Contents 3. Executive Summary 4. Human Resources Description 4. Accounting and Finance Description 4. Human Resources Purpose Statement 4. Accounting and Finance Purpose Statement 5. Human Resources Goals and Activities 5. Accounting and Finance Goals and Activities 5. Management Goals and Activities 6. Human Resources Organizational Structure 6. Accounting and Finance Organizational Structure 6. Management Organizational Structure 7. Human Resources Interview 7. Accounting and Finance Interview 7. Management Interview 8. Human Resources Performance Standards 8. Accounting and Finance Performance Standards 8. Management Performance Standards 9. Conclusion 10. Accounting and Finance Organizational Chart 11. Human Resources Organizational Chart 12. Accounting and Finance Strategic Alignment Worksheet 15. Human Resources Strategic Alignment Worksheet Executive Summary The Atha Corporation is a company based on strong ethical standards and beliefs. In order to ensure these beliefs are enforced we have taken measures to revamp our company for the better. With the extra funds we have received from a partner, we will be able to expand our company to double the previous year’s sales. To do this we will need to make drastic changes in all departments, especially in Human Resources and Accounting and Finance. These changes...
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