...Human Resource Training Techniques Human Resource Management, Section E2C Introduction Training is an essential part of today's business world to ensure the ability and quality of workers entering or maintaining the work force. Proper training decreases the amount of turnovers, increases quality of a job done, and creates a standard of the environment that the work is to be done in, among other things. There are many different training techniques that can be used depending on the type of job, type of company, or type of employee. By having knowledgeable trainers and willing employees, proper training can boost employee morale and productivity by having the best possible understanding of their objectivity. Goals for training First and foremost, it is important for a Human Resource department to have clear and defined goals outlined, based on the company's mission, belief and target. Once this has been determined, a breakdown of job sets can be established. Within each job set, the necessary skills and tools will be defined in order to achieve specific tasks in order to function as an overall unit. When the goals are clearly conveyed to both new and current employees, it is important to develop an understanding of why these goals are important, how to maintain them, and the impact of the people working toward them. By having a concise set of goals outlined, the Human Resource team can effectively adhere to standards set forth...
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...1. I chose something I am interested in possibly someday going in to, the field of public relations; it’s not my first choice but wanted to find other information on something else besides what I currently do. I see public relations as essential to any organization, whether it is in the form of simple press releases to speeches; someone has got to do it. It was very easy to navigate through the O*Net site. I typed “Public Relations” into the search box, and within seconds, I could see that the Public Relations Managers, with median wages in 2010 of $43.12 hourly or $89,690 annually. When I went back to the list, the second career listed was “Public Relations Specialist,” with a pay rate of $24.98 hourly, or $51,960 annually As I scrolled through those wages pages, I could see that while the amount of expected vacancies for Public Relations Directors is “Average (7% to 13%),” the outlook for Public Relations Specialists is “Much faster than average (20% or higher)” The page even gave a link to its source—The Bureau of Labor Statistics, which gave alternate names for the position: “communications specialists and media specialists.” Among the reported titles that O*Net gave me, I think I’d like to be either a Public Relations Coordinator for a non-profit agency, helping get information out about programs that are available; or a Corporate Communications Specialist at a large, international company, informing the world about the company, its product or services, and helping...
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...Human Resource Management Alex Renteria Mgmt. 201 5/19/2011 Kent Troxell Human Resource Management Human resources is an expression used to describe the individuals who construct up the workforce of an organization, although it is also pertained in labor economics as well, for example, business segments or even whole nations. Human resources is also the name of the occupation within an organization charged with the overall responsibility for implementing strategies and policies concerning to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials "HR". Human resources are a relatively modern management term, coined as late as the 1960s. The origins of the function ascended in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these relationships emerged a fundamentally administrative management activity, coordinating an assortment of worker related processes and becoming known, in time, as the 'personnel function'. Human resources progressively became the more everyday name for this function, in the first instance in the United States as well as multinational or international corporations, reflecting the adoption of a more quantitative as well as strategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled...
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...MGMT 591: Leadership and Organizational Behavior Project Proposal Overview of Organization The organization that will be the topic of discussion in my final project is Wal-Mart, which is one of the largest retail chains in the world. Their famous slogan Save money Live Better is a basic belief of Sam Walton, who is the founder of the company. His beliefs are: Respect for individual, service to the customer, and strive for excellence. Sam Walton tried to adhere to his beliefs but when you have one of the largest retail chains and the growth of a company in this magnitude, you will also have an array of problems. I currently work in the Human Resource department and as a human resource specialist. As a Human Resource Specialist I facilitate orientations, administers, oversea facility training, monitor and track completion of training by associates, coordinate training and communicate training issues with management. With this position I hold, I have the opportunity to make suggestions with the training reports I receive and communicate to upper management the outcomes and personnel related issues within the company. My job also entails auditing personnel files, recruitment of employees, facilitating disputes, payroll, and evaluation process. Wal-Mart is an American public multinational corporation that runs chains of large discount departments stores and a chain of warehouse stores. Wal-Mart U.S. stores are the largest division accounting for $258 billion,...
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...Human Resource Management: Airline Training Process Zachary H. Goble Embry-Riddle Aeronautical University – World Wide MGMT 314: Human Resource Management ABSTRACT Human Resource Management plays an intricate role in airline and airport operations. In this paper, I will focus on the role that human resource management plays on the training of airline pilots, flight attendants, and airline and airport operation employees. I will use resources to research further into this topic, looking at case studies provided of particular airlines. Additionally, we will look at how well employees adapt to these changes, and whether or not this affects consumers for the positive or negative. Introduction The travel industry is growing at exponential rates, leaving a very competitive market for airlines. With this growth comes much change. Airlines and airports are focusing, now more than ever, on safety-sensitivity and an increase in technology used to conduct business. The airline industry is combined with information technology, tourism, engineering and continue to place a high focus on the aspects of the people and the human resource aspect. The purpose of this study is to look at the overall picture of human resource management as it relates to the people, employees and the customer in this fast paced environment with rapid growth. Aviation plays a crucial role in the way that individuals travel whether it is for school, work, or leisure. It is the responsibility...
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...MGMT 611 Class 19 Henisz, Witold J., (2012) “Summary of Global Strategic Management Frameworks,” Ghemawat’s AAA and Varieties of Capitalism Ghemawat’s AAA Global Strategy examines the additional opportunities, challenges, and tradeoffs posed when a company crosses national borders Ghemawat contends that to create, capture, and sustain rents in international operations firms have three strategies they can deploy at the product level to respond to distance: 1. Adaptation – seeks to boost revenues and market share by maximizing a firm’s local relevance Requires local autonomy but must trade off the gains from such decentralization against the costs of excessive heterogeneity and local subgoals 2. Aggregation – attempts to deliver economies of scale by creating regional or sometimes global operations (standardizing the product or service offering and grouping together the development and production processes) Requires global coordination but must trade off the efficiency gains of standardization and scale or scope economies against costs of always being perceived as an outsider or cost minimizer 3. Arbitrage – the exploitation of differences between national or regional markets, often by locating separate parts of the supply chain in different places Requires flexibility and the management of a complex network of internal and external relationships for continuous learning, but must trade off benefits from such dynamism against costs of being perceived as fickle, rootless...
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...Li, Taiwan Email: hjyen@saturn.yzu.edu.tw & Brian P. Niehoff Department of Management 101 Calvin Hall Kansas State University Manhattan, KS 66506 Phone: (785) 532-4359 FAX: (785) 532-7024 e-mail: niehoff@ksu.edu Running Head: OCB and Effectiveness MIDWEST ACADEMY of MGMT OB/OT Track RELATIONSHIPS BETWEEN ORGANIZATIONAL CITIZENSHIP BEHAVIORS, EFFICIENCY, AND CUSTOMER SERVICE PERCEPTIONS IN TAIWANESE BANKS ABSTRACT Organizational citizenship behaviors (OCB) describe actions in which employees are willing to go above and beyond their prescribed role requirements. Prior theory suggests and some research supports the belief that these behaviors are correlated with indicators of organizational effectiveness. Studies have yet to explore whether relationships between OCB and organizational effectiveness are generalizable to non-U.S. samples. The present study examined relationships between OCB and two indicators of organizational effectiveness -- the efficient use of human resources and perceived service quality – for bank branches in Taiwan. The results supported a relationship between the OCB dimension of altruism and the efficient use of human resources. Implications of these results are discussed. Key Words: citizenship behaviors, organizational effectiveness, service quality The effective functioning of an organization depends on employee efforts that extend beyond formal role requirements (Barnard, 1938; Katz & Kahn, 1966; Organ,...
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...A Dissertation Report On “Putting HR on Balanced Scorecard” (A Case Study of Verizon) (SUBMITTED TOWARDS PARTIAL FULFILLMENT OF POST GRADUATE DIPLOMA IN MANAGEMENT) (Approved by AICTE, Govt. of India) ACADEMIC SESSION (2008-10) Under the guidance of: Submitted by: Supervisor Name Your Name Lecturer (college name) Roll: - PGDM-08/012 College Address PREFACE There is a famous saying “The theory without practical is lame and practical without theory is blind.” Alignment of the Human Resource with the overall strategy of the company is a very big and toughest challenge for the company. Human resource is an important part of any business and managing them is an important task. Our institution has come forward with the opportunity to bridge the gap by imparting modern scientific management principle underlying the concept of the future prospective managers. To the emphasis on practical aspect of management education the faculty of College Name has with a modern system of practical training of repute and following management technique to the student as integral part of PGDM. ACKNOWLEDGEMENT “It is not possible to prepare a project report without the assistance & encouragement of other people. This one is certainly no exception.” On the very outset of this report, I would like to extend my sincere & heartfelt obligation towards all the personages...
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...AMERICAN INTERNATIONAL UNIVERSITY-BANGLADESH Fall’ 2014-2015 MID-TERM EXAM SCHEDULE [Revised on October 12, 2014] Day 1: Saturday (October 18, 2014) TIME Campus 1, 5 & 4 PRINCIPLES OF ECONOMICS ECONOMIC GEOGRAPHY MEASUREMENT & INSTRUMENTATION BASIC PLANNING CATERING & BANQUET MGMT. [THM] SELECTION AND STAFFING [HRM] INTRODUCTION TO PSYCHOLOGY Campus 7 SECTIONS A,B,C,D,E,F,G,H,I,J,K,L,M,N,O,P,Q,R A,B,C,D,E,F,G,H,I,J A A A A,B,C A A,B,C1,C2,C3,C4,C5 A,B A,B,C A A,B,C,D,E,F A,B,C A,B,C A A,B,C,D B,C,D,E,F,G,I,J,K,L A A,B,C,D,E,F,G,H,I,J,K,L,M,N,O A A A,B,C,D,E,G A A A,B A,B,C,D,E,F,G,H A,E,F,G,H,I A A,B,C A A A,B A A A A A,B,C,D,E,F,G,H,I,J,K,L,M,N A,B,C,D,E,F,G 9:3011:30 CHEMISTRY BRAND & PRODUCT MGMT.[MKT.] GLOBAL FINANCE GLOBAL FINANCE (ECO) MODERN PHYSICS SOFTWARE DEV. & PRO. MGMT. THEORY OF COMPUTATION PROFESSIONAL PRACTICE FINANCIAL INSTITUTIONS AND MARKETS LEGAL ENVIRONMENT IN BUSINESS CYBER JOURNALISM 12-2 PHYSICS 2 STRUCTURE-II (REINFORCED CONCRETE DESIGN) STRUCTURE-I (BASIC MECHANICS OF SOLIDS) CONTROL SYSTEM ADVANCED SOCIOLINGUISTICS & WORLD ENGLISHES ROMANTIC POETRY FINANCIAL STATEMENT ANALYSIS BASICS IN SOCIAL SCIENCE ENTREPRENEURSHIP DEVELOPMENT MUSIC APPRICATION TRAINING & DEVELOPMENT [HRM] COMPUTER VISION & PATTERN RECOGNITION VISUAL ENVIRONMENT SOFTWARE REQUIREMENT ENG. RURAL MARKETING [MKT.] INTRODUCTION TO COMMUNICATION PROFESSIONAL ENGLISH TRADE & DEVELPOMENT IN ECONOMICS STATISTICS & PROBABILITY POWER STATIONS 3-5 Revised on October12, 2014 ...
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...Mya Williams DeVry University MGMT 410 Professor Doreen Lawrence 03/10/13 Strategic Linkages 1. It’s important for HR to be a strategic partner to the business because you want the greatest chance of longevity in the business it needs to have a plan for the future. In the text for strategic direction-“Human resource linkage their needs to be mission, objective and goals, strategy, structure and people” (DeCenzo, 114). With these five organizational steps helps create order within each level of the business. HR should be responsible for creating and accomplishing strategic goals for the organization. They have the professional skills to provide proper training and develop skilled labor force. These task and efforts will help HR contribute to the success of the company. 2. The benefits the employees derive from this arrangement are training on the constant evolvement on technology. In the discussion we talked about the four functions of human resources management; staffing, training, motivation and maintenance. I feel the two main factors are training and motivation it’s critical for any employee to get the proper training especially to engage in the virtual world. Technology has created opportunities how we work and the way we work. Companies have gone the virtual route to reach a broad audience and also people are able to run businesses from their homes. This allows the HRM to focus more on giving educational attention to programs or machines to be used at their...
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...Human Service Manager Exercise Paper Managing people is almost as old as the history of mankind, since it appeared simultaneously with the appearance of the first forms of human organizations, tribes, communities, clans. As economic development and the emergence of large organizations, personnel management has become a special control function that requires specialized knowledge and skills, the organizations have established special units composed of people with the knowledge and skills – human resources departments. With the development of scientific and technological progress and increasing complexity of organizations in the second half of the twentieth century, the functions of these departments have expanded – administration of benefits and maintenance of relations with trade unions, supplemented by recruitment, training and staff development, the establishment of compensation systems, career development, communication, and significantly increased their importance for organization. Specific responsibility for the overall management of human resources in large organizations is usually entrusted to workers from trained personnel department, usually consisting of staff services. In order for such specialists to be actively promoting the purposes of cooperation and success, they need not only knowledge and expertise in their particular field, but information that satisfies the needs of lower-level managers. However, if lower level managers do not understand the specifics of...
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...Jordan Mauldin 810673897 January 22, 2016 MGMT 4240 Chapter 1 Discussion Questions 3. Is there a difference between service quality and product quality? If so, what are the implications of these differences for a manager of a service business, such as a restaurant or a retail store? - Service quality is more difficult to define than product quality. Although they share many attributes, services have more diverse quality attributes than products. According to the textbook author Thomas Foster (p.5), this often results from wide variation created by high customer involvement. Service settings are more complex; thus quality is more difficult to define. A customer of a restaurant, for example, evaluates the quality of the restaurant not only on the merits of the food but also on the demeanor of the employees, the speed of the service, the location of the restaurant, the pleasantness of the surroundings, and so forth. A manager of a restaurant or retail store must place as much attention on the quality of the product (food being served in the case of the restaurant) than the actual delivery of the service. 5. Why is communication within an organization an important part of the quality improvement process? - It is difficult to devise a coherent strategic plan relating to quality when communication is imprecise. One important attribute of a strategic plan is functional alignment or consistency. If different departments in a company understand quality differently, then the...
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...AMERICAN INTERNATIONAL UNIVERSITY-BANGLADESH Spring’ 2013-2014 MID-TERM EXAM SCHEDULE (Released on February 04, 2014) Day 1: March 01, 2014(Saturday) TIME Campus 1, 5 & 4 PRINCIPLES OF ECONOMICS ECONOMIC GEOGRAPHY GLOBAL FINANCE MEASUREMENT & INSTRUMENTATION BASIC PLANNING AIRLINE RESERVATION & TICKETING SELECTION AND STAFFING PHYSICS 1 PHYSICS 1 FOR ARCHITECTS MODERN PHYSICS SYLLABUS DESIGN DEV COMMUNICATION & DEV JOURNALISM LOGIC & PHILOSOPHY STATISTICS FOR DEVELOPMENT SOFTWARE DEV. & PRO. MGMT. THEORY OF COMPUTATION HOUSING FINANCIAL INS. AND MARKET LEGAL ENVIRONMENT IN BUSINESS MEDIA LAW AND ETHICS 12-2 PHYSICS 2 STRUCTURE-II (REINFORCED CONCRETE DESIGN) STRUCTURE-I (BASIC MECHANICS OF SOLIDS) CONTROL SYSTEM DATA WAREHOUSING AND DATA MINING [CS] PHONETICS AND PHONOLOGY LANGUAGE TESTING FINANCIAL STATEMENT ANALYSIS BASICS IN SOCIAL SCIENCE ENTREPRENEURSHIP DEVELOPMENT MUSIC APPRICATION GLOBAL OPERATIONS MANAGEMENT MULTIMEDIA SYSTEMS [CS] TRAINING & DEVELOPMENT COMPUTER VISION & PATTERN RECOGNITION 3-5 VISUAL ENVIRONMENT SOFTWARE REQUIREMENT ENG. STATISTICS & PROBABILITY INTRODUCTION TO STATISTICS [ECO] POWER STATIONS RURAL MARKETING ADVERTISING AND PUBLIC POLICY INTRODUCTION TO SOCIOLINGUISTICS CONTEMPORARY ISSUES IN GLOBAL ECONOMY [ECO] Campus 7 SECTIONS A,B,C,D,E,F,G,H,I,J,K A,B,C,D,E,F,G,H A,B,D A A A A,B A,B,B1,B2,B3,B4,B6,B8,B9,B10, C1,C2, C3,C5,C6,C7,C4,D A A,B,C,D,E,F,G,H A A A A A,B A,B,C,D A A,B,D,E B,C,D,E,F,G,H,I,J,K,L A A,B,C,D,E,F,G,H,I,J,K,L,M,N A A A,B,C,D...
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...Vialka Gonzalez Keller Graduate School of Management MGMT-550-16355 Managerial Communication 10 May 2014 Abstract A response was created to each of the email messages provided. The writing principles learned in the text were used in responding to the business emails. Response 1 Sender: Vialka Gonzalez, Catering Director To: Thomas Jans, HR Assistant Subject: Happy Anniversary Message: Has it been 5 years already? I am glad to say that everything is going well. I do have some questions regarding my 401k and benefits. * Am I vested? * Am I entitled to additional benefits? * When do they take effect? Would you be able to sit down with me on Friday at 11:00 am to discuss these items? Thank you for the felicitations! Vialka Response 2 Sender: Vialka Gonzalez, Catering Director CC: Brandy Nettle, Vice President of Client Services Date: May 14, 20XX To: Margaret Harris, HR Manager Subject: Important Policy Change: Vacation Schedule Message: Good afternoon, In regards to the new policy, were there any changes to the accruals of the vacation days? I would like to request 2 week vacation days, 7 December – 21 December, 20XX. Please let me know if I have the sufficient days accrued. Thank you, Vialka Sender: Vialka Gonzalez, Blue Bay Resort and Conference Center To: Michael Jones, Quality Foods Cc: Chef Bill Subject: Today’s Conference Call Message: Mike! It is wedding, graduation...
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...Job Analysis DeVry University MGMT 410 Due date: March 24, 2014 Job Analysis The occupation descriptions are customarily intended as per company’s requirements and standard course of action from prospective workers. Companies form occupation descriptions for informational purposes and use job announcements to set the preliminary standards for employment candidates. “The job description should be reviewed and updated annually, usually by the employee and supervisor during the performance review cycle” (McNamara, 2008). There are necessary components that describe the occupation descriptions which include schooling, knowledge, skills and capabilities needed for a potential employee. The in depth info in occupation descriptions are vital in outlining the profile of carefully chosen candidates. The procedures used in choosing applicants are likewise a central part of the businesses Human Resources Management (HRM) course of action. The interview offers the prospect for management and workers to comprehend the interpersonal infrastructures, the organizational abilities and technical capabilities. The occupations on ONET that fits my talents and skills is an Accountant and an Auditor. I believe that both jobs are a good fit for me. I am pursuing a degree in Technical Management with a concentration in Accounting. Growing up, I was always interested in numbers and keeping my checkbook balanced. I served in the military for twelve years doing administrative work...
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