...life cycle. Indentifying the system requirements can be accomplished in a number of ways, for example, conducting meetings with managers who will interact with the systems on a daily basis and bring a systems analyst to physically come down to the facility actually outline what is need to make the system full functional. Utilizing more than one source to analyze system requirements gives a wider perspective of what is needed to make a baseline of requirements for the human resource system. Utilizing the ability to meet with individuals and discuss what could improve the capabilities the end user is tremendous. Discussing possible software with management and other departments with interact with the human resources department on a daily basis can provide insight that a systems analyst can take into consideration when developing the requirements to implement in the system. Reviewing the current system emplace is also a major factor in determining what is need to identify the system requirements for new the human resource system. By identifying the shortcomings which already exist from a technical stand point one can begin to help the systems analyst elaborate on possible solutions for these problems. The other possible option is to layout all the different feasible solutions to implement upgrades and begin to aggressively interrogate each solution; this is a process the military calls war-gaming. This process lays out all the solutions and then begins to put the solution through different...
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...AND SUPPLY LEARNING OBJECTIVES • • • • • • Understand and select information required to forecast HRP Identify members of the HR planning team Understand the four steps in the HRP process Apply techniques to forecast HR demand and supply Describe various methods for assessing labour planning (quantitative and qualitative) Discuss key challenges in forecasting HR demand and supply 26 Part 2 | Forecasting Demand and Supply ■ PROFILE The Great Pyramid of Giza The Great Pyramid of Giza has fascinated the world for centuries and is revered as one of the greatest mysteries of time. When it was first built it was 145 metres tall, making it the tallest structure on the earth for over 4,300 years. Egyptologists argue that even with all of the human and computer advancements achieved to date, it would be near impossible to replicate the production of these pyramids. The HR planning scale of the project would be among the biggest challenges to face. Archaeologists have their own methods for determining how many workers (mostly slaves) were employed at Giza, but a majority agree that the Great Pyramid was built by approximately 4,000 primary labourers—quarry workers, haulers, and masons. These primary labourers would have been supported by 16,000 to 20,000 secondary workers—ramp builders, tool-makers, mortar mixers, and those providing back-up services such as supplying food, clothing, and fuel. These estimates suggest a total of 20,000 to 25,000 employees who laboured for 22 years to...
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...that: | * I understand what is meant by plagiarism * The implications of plagiarism have been explained to me by our institution * This assignment is all my own work and I have acknowledged any use of the published or unpublished works of other people. | Student's signature: | Date: | Total number of pages including this cover page | | Submission Date | | Due Date | -10-2015 | Lecturer's Name | Lt Col (Retd) Athula Samarasinghe | OFFICIAL USE ONLY MARKER’S COMMENTS | Marker’s Name | Marks Awarded (100%) | Analysis of Topshoes Company Introduction This is an analysis of make-believe company called “topshoes”, with aim of drafting/imposing IT policies in each area where IT has been used. This hypothetical “topshoe” brand focuses on all age groups of the company. Products of this company maintain high demand in the local market as well as foreign markets. The company is very much concerns with the quality of the products and cost effective ways of manufacturing by using cutting edge technology as well as appropriate IT applications witch effects both quality and cost. The company is popular among the younger generation as new designs were pumped regularly into the market. Departments/Functions Assumed these companies perform these tasks as basic functions. 1. Design shoes. 2. Marketing & Getting new orders. 3. Purchase of raw materials. 4. Manufacturing/Stitching/Making the shoes. 5. Shipping out. With above functions...
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...Growing Your Staff Approval Company - World Printing Location - Chicago, IL USA Abstract This paper explores a hypothetical proposal to solicit contracting of Smith HR Contracting Services for a previous employer that the writer worked for. Smith HR Contracting Services is a hypothetical company while World Printing is a real venture capital held company that currently does business throughout the world. World Printing as roughly 1700 employees located throughout its 44 offices, 5 design centers, and 12 manufacturing plants that are located in 15 different countries. They specialize in custom design and printing for some of the largest technology companies in the world. They have been a leader in their industry for over 33 years. Introduction of Smith HR Contracting Services Smith HR Contracting Services specializes in partnering with companies that are in need of assistance making smart business decisions and making the right choices for its internal and external customers. Our staff helps your Human Resource team understand the things that your employees desire and require to make them as efficient and satisfied in their careers with your business. We do this by helping your team build processes and implementing the right benefit programs that govern the company/employee relationships. This is where teaming up with the right HR consulting firm can really count and make a difference. Some of the services that we offer are: • Recruiting/Staffing • Development...
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...along these lines difficult to overcome new circumstances. Human capital management is the compelling utilization of HR in other to improve authoritative execution. This part in association is an awesome beginning stage, to effortlessly deal with the route individuals with respond contingent upon nearing change circumstance. The managing of the human capital will provide a platform for the organization to deal with certain issues and challenges that faces the organization on the daily basis. Organization has since long adopted for a successful set of strategies which will define the success of the organization not only for the short term but also for the long term development of the companies. Different case studies are involved in this research as it will provide an insight that how important is the managing of the human capital within the organization as with the performance of these staff will lay the importance for the organization success in terms of the efficiency and effectiveness for their day to day business activities. The research below will also understand and signify how organization are evolving their strategies and how the employees and staff in the organization are coping up with the new set of strategies and activities that are involved for the smooth running of the organizations business activities which evolves mainly around the overall training, development, growth and management of the human capital involved within the companies in the more competitive...
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...Erika Restrepo Class: Human Resources Management Professor: Gwendolyn Wilson Date: November 23, 2015 Abercrombie Religious Discrimination Case Employment discrimination is a form of discrimination based on race, gender, religion, national origin, physical or mental disability, and age by employer’s .Where the Human Resources Department role is to bring and maintain diversity in a workplace and create an equal work environment so employment discrimination can be control and avoid by any company. The Abercrombie case of religious discrimination is related to Human resources because this case shows how religion was a key for Samantha Elauf not to get hired by this company. Samantha Elauf was a 17 year old teenager that applied for a children's clothing job at Abercrombie &Fitch at Woodland Hills Mall in Tulsa Oklahoma in 2008. She wore a black scarf on her head and didn’t say why. The company declined in hiring her, saying that her scarf clashed with the dress policy of the company. This experience with Abercrombie made her feel disrespected because of her religious beliefs so she decided to file a charge with the U.S. Equal Employment Opportunity Commission (EEOC), alleging religious discrimination. The EEOC filed suit against Abercrombie & Fitch alleging that Abercrombie refused to hire Samantha Elauf due to her religion, and that it failed to accommodate her religious beliefs by making an exception to its "Look Policy.” The Supreme Court favored...
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...ADDIS ABABA UNIVERSITY COLLEGE OF BUSINESS AND ECONOMICS SCHOOL OF COMMERCE GRADUATE PROGRAM IN HUMAN RESOURCE MANAGEMENT SUPPORTED DISTANCE LEARNING PROGRAM HUMAN RESOURCE PLANNING AND DEVELOPMENT Tutor Marked Assignment (TMA) 1 Instructions: * Please don’t forget to write your name and your instructors name; * Deadline is highly respected. * Address each question by providing relevant and accurate answers. * Consult reliable sources and provide full information of the sources you have used to deal with each question. Use proper citation for books, articles, Internet, and company manual sources. * Produce your answer using Microsoft Word, Times New Roman font style, 12 font size, double spacing, 1.5 inch right and left margins and 1 inch top and bottom margins. * Leave ample spaces for general tutor comments at the end of each question. * Check for spelling and grammar before you submit. * This is individual assignment. Therefore, work independently. Although discussing on the items with classmates is highly appreciated, it is strictly forbidden to provide the same answers. Submitting the same TMA responses with different names is violation of the School’s practices. Thus, they are graded zero. Part I. Case Study on Human Resources Recruitment Hypothetical Case: Recruiting at CBE Let’s assume that, as economic conditions became more demanding for some employers to recruit people for jobs. One firm, Commercial Bank of Ethiopia (CBE), added...
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...Human Resource manager AT GOLDEN HOTEL Human Resource manager AT GOLDEN HOTEL Table of Contents Introduction2 Human Resource Management3-4 Projected Future Trends 5 Effective Customer Service Technology Management6 Social Media7 Ethics and Social Responsibility8-9 Website Summary10-11 Conclusion12 References13 INTRODUCTION This project is to help me reach the career path from where I am now to Director of Human Resources in the hospitality industry. Diverse defines the hospitality industry. Human Resources Management Human Resources Management includes enforcing labor and wage laws regarding pay and break periods. Ensuring that employees understand, and that supervisors fairly and consistently adhere to the organization's policies and procedures, helps HR protect worker and company alike. Projected Future Trends Workers’ compensation claims and litigation will continue to be on the rise, resulting in the need for more proactive human resources management of safety in the workplace. Effective customer Service technology management It is well documented that the hotel industry has tended to fall behind in technological advances, opting more for labor intensive operations and service delivery. Therefore, it is perhaps now more important than ever for hotels to make use of technology as a means to provide better guest service quality and increased satisfaction. Social Media Human resource directors...
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...world. Additionally, they have 7 international sales, distribution and customer service centers universally but mainly concentrated in Asia. Below is a brief company and employee history to aid with the case study analysis. The first step in identifying the various challenges faced by Tex-Mark included listing the various problems, both explicit (short term) and implicit (long term). Some factors like language barriers have maintained a trend in that there have been more than one occasions of it arising. Other factors included cultural insensitivity and internal factors like Training and Development failure. The second step involved using different methods of analysis like the SWOT (Strength, Weakness, Opportunities and Threats), Human Resource Policies and also a Risk analysis that can affect expatriates on the assignment as well as internally impact the company and its foreign structure alignment. The SWOT helped understand the various aspects of staffing international operations and also understanding the different opportunities Tex-Mark has in relation to its competitors. Risk analysis helps us understand the different personal factors that could affect individual performance. Lastly, the solution phase gives key clues and solution sets based on my personal recommendation and understanding of the case study. These include increasing spending on R&D to better understand host country culture and different...
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...HADM 7820 Readings Assignment # 1 Due January 28 Significance of Human Resources Reading: Hammonds, K. H. (2005). Why we hate HR. Fast Company, August 2005, Issue 97, 41-47. Klimoski, R., & Amos, B. (2012). Practicing Evidence-Based Education in Leadership Development. Academy of Management Learning & Education, 11(4), 685-702. Assignment: 1. Based on your experience, what do you think of HR? 2. Describe an experience that you had with HR people from a previous employer. Do you think they did a good job? Or, what should they have done? Provide your answer based on the reading – “how to do HR right” in page 46. 3. Given the goal of the MMH program is to help develop you to be the future leaders of the hospitality industry, how does an HR course help accomplish this? (Or perhaps, does it not?) 4. Why do you think I gave you both of these readings together? HADM 7820 Readings Assignment # 2 Due January 30 Legal Environment Reading: Sherwyn, D. (2010). How employment law became a major issue for hotel operations. Cornell Hospitality Quarterly, 51, 118-127. Slobodien, A., & Peters, E. (2012). Beyond harassment prohibitions. HRMagazine, November 75-78. Assignment: 1. What aspects of employment law do you think are important protections for you, personally? 2. What aspects of employment law do you...
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...ADOPTION OF HUMAN RESOURCE INFORMATION SYSTEMS IN THE CIVIL SERVICE (A CASE STUDY OF THE MINISTRY OF AGRICULTURE) CHARLES MAUTI BUS-1-7364-2/2011 A RESEARCH PROPOSAL CARRIED OUT AT THE KENYA METHODIST UNIVERSITY AS A PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION (HUMAN RESOURCE OPTION) JANUARY 2016 CHAPTER ONE 1.0 INTRODUCTION This chapter gives the background of the study, statement of the problem, research objectives, and research questions, significance of the study, limitations of the study and scope of study. 1.1 Background to the Study Before the introduction of the HRIS too often, personnel files were not well kept. Storage rooms were often overcrowded and security was inadequate. Indexing procedures were not always in place and file tracking systems were often lacking. Many times the HR personnel in public service had no means of finding who had a file at any particular time, and files could not be retrieved without a major search being launched. This Human Resource information is key to making effective strategic decisions. Therefore, the use of Human Resource Information Systems (HRIS) has been advocated as an opportunity for human resource (HR) professionals to contribute to organizational strategy. According to Lengnick-Hall, Mark & Moritz (2003) HRIS is a system used to acquire, store, manipulate, analyze, retrieve and distribute pertinent information about an organization’s human resources...
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...amalgamate the traditional hypothetical knowledge with practical work experience. I have completed my MBA from Chittagong University however my streams were Human Resource Management, I have done my internship Report on HR practices in Equity Property Management Ltd.and tried to find out its performance and Projection. Rationale of the Report The internship program is aimed to give the MBA students convenient point of reference where they can apply their traditional hypothetical knowledge. As professional degree holders under the Business Faculty, MBA students are the future managers of the organizations. A MBA graduate student also requires that they get exposure to International & Marketing aspects. Accordingly, I have chosen a local company, EPML on behalf of my internship report, which is one of the leading developers in Bangladesh. I consider myself very lucky to work in HR & Admin Department of such a large company where I got the exposure to competitive–level standards of HR activities in a highly competitive and dynamic business atmosphere. My internship report is based on the experiences as well as learning’s that I have gathered through working with this organization. Objective of the Report ✓ To have a clear picture of the basic HR functions. ✓ To describe the clear picture of HR practices in Equity Property Management Ltd. ✓ To analyze the performance and the HR activities. ✓ To know about the strategic Human Resource Management. ✓ To...
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...FACULTY OF BUSINESS, ENTERPRISE AND LIFELONG LEARNING INTERNATIONAL PROGRAMME ACADEMIC YEAR 2013/14 Module Code: BU7205 Module Title: Managing Human Capital Level: 7 (MBA 2) NAME: MD JAHED HOSSAN STUDENT ID: 1326892 MODULE TUTOR: David Hall/Rajendra Kumar SUBMISSION DATE 23rd JUNE 2014 Table of Contents Introduction 4 Literature Review: 5 Human Capital strategy 7 Critical analysis: 9 Conclusion 14 Recommendations 15 Reference 17 Introduction Human capital is established of awareness, proficiencies, capability, and aptitude and prospective than an employee has in order to undertake the objectives of the organization. The most important impartial of a company is classified the Human capital. (Heckman, 2004). A high-quality of Human capital have to more qualified to review the entail endowment for an organization and they must recruit the right talent at right time within minimum cost by using formulating their strategy in away that guides them. The business that has been taken into explanation for considerate the HR strategies and it affiliation with organization strategy is Wal-Mart. The most popular retail chain in America is Wal-Mart. It resides of warehouse and discount departmental stories. It measured being prime chain of stores in the world according to Fortune 500.In 1962,Sam Walton was originator of Wal-Mart and it was enumerated in1972 and also in 1969 it was incorporated...
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...Advanced Human Resource Studies (CAHRS) 2-15-1996 Human Resources and Organization Success John W. Boudreau Cornell University Boudreau , John W., "Human Resources and Organization Success" (1996). CAHRS Working Paper Series. Paper 174. http://digitalcommons.ilr.cornell.edu/cahrswp/174 This Article is brought to you for free and open access by the Center for Advanced Human Resource Studies (CAHRS) at DigitalCommons@ILR. It has been accepted for inclusion in CAHRS Working Paper Series by an authorized administrator of DigitalCommons@ILR. For more information, please contact jdd10@cornell.edu. CAHRS / Cornell University 187 Ives Hall Ithaca, NY 14853-3901 USA Tel. 607 255-9358 www.ilr.cornell.edu/CAHRS/ WORKING PAPER SERIES Human Resources and Organization Success John W. Boudreau Working Paper 9 6 – 0 3 Advancing the World of Work Human Resources and Organization Success WP 96-03 Human Resources and Organization Success John W. Boudreau Department of Human Resource Studies Center for Advanced Human Resource Studies Cornell University, Ithaca, NY 14853-3901 Working Paper #96-03 Draft 2/15/96 http://www.ilr.cornell.edu/cahrs This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of research, conferences, and projects available to others interested in human resource management in preliminary form to encourage discussion and suggestions. Page 1 Human Resources and Organization...
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...The New Metrics Analysis, Workforce Scorecard Zuhour Sarsour Globe University/Minnesota School of Business Masters Business Administration MG545, Human Capital Instructor: Holly Tapper, J.D., M.B.A October 13, 2012 Introduction The article, “The new metrics: how to develop your own workforce scorecard” clearly identifies an organizations need for a workforce scorecard. The article itemizes the process to create a workforce scorecard which is the measurement of intangible assets, specifically, human capital within an organization. The author was clear and concise in the presentation of the related concepts. Managerial Style of the Author My impression of the author’s presentation throughout the article was that he was easily understood. The author was very clear in introducing the reasons for the needs of scorecards. The author began the article by identifying the key reasons that scorecards are needed within an organization. He explained that scorecards contribute to the accuracy of a company’s Human Resource operational and cost efficient matters. The author goes on to clarify HR metrics and its importance on the execution of a business’s strategic goals as well as the CEO’s decision making. Strengths Throughout the article the author was clear. I felt that the author’s main strength was the way that he organized the article. The brief explanation of what a scorecard is and its functions gives the reader insight on the entire HR concept. He follows the explanation...
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