...Running head: AON CORPORATION - HOW THEY RUN Aon Corporation - How They Run Their Human Resources Department Terese Pawlowski MGT -420 July 31, 2011 Aon Corporation - How They Run Their Human Resources Department The Human Resources Department is the backbone of many corporations, both large and small. Its main responsibility is to be in compliance with all aspects of the company not just the hiring and firing of employees. The staff in this department must make sure that the company is protected from lawsuits, that employee morale is kept up, rules and regulations are communicated to employees timely and correctly and ensuring workplace safety. Aon Corporation is the nation's largest insurance broker and a company that I recently worked at for 11 years. This organization has gone through many changes including buying additional companies, created centralized service centers and sending some of the work offshore to India. There was also a reduction in how the human resources department was structured. At one point, there was a human resources staff in each of the offices worldwide. In 2001, they decided to make a more stream lined approach, and move the main human resources department to the Chicago, IL headquarters, and then create smaller departments within four service centers located in Glenview, IL, New York, Houston and Los Angeles. In addition, there was still the call center employees that handled the routine payroll and benefits questions. When I first...
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...Human Resources and Management HCS 341 Human Resources and Management In order to understand what a Human Resource Manager does and the functions they perform, you must know what it means to be a human resource manager. Human resource is defined as “employee recruitment and management, the field of business concerned with recruiting and managing employees. All the people who work in a business or organization, considered as a whole” ("Bing Dictionary", 2013). A manager is defined as “a person who is in charge of others and is responsible for the timely and correct execution of actions that promote his or her units success” (Gómez-Mejía, Balkin, & Cardy, Chapter 1, 2010). In the health care field human resource managers are in charge of making sure that all the employment laws are being followed and understood by all employees that work for the organization such as OSHA laws, that may require staff to wear gloves when dealing with a patient or to wear a surgical mask when coming into contact with a patient that has an airborne virus, or when dealing with bodily fluids. The human resource manager in a health care field will also need to provide structure to the company’s employees. Which may include discussing of benefits, or termination for a job not performed. As in health care and any other organization, human resources is also in charge of the hiring, employee orientation, personnel management, counseling, training, work place safety, and staff morale ("Healthcare...
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...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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...Cengage Human Resources Management Exercise Paper Sarena McCarty University of Phoenix HCS/341 Alejandra Sipion-Zapata 6/13/2016 Employee Turnover and Absenteeism Employee turnover rates and absenteeism create a sense of nervousness for some in the workplace, that’s what I believe that is one of this week’s main topic. When people don’t stay at a job let’s say for instance at a nursing care facility, it takes a while for a resident to become trusting of who they let care for them. They might like this new employee better than they like you. If they don’t stay, it often creates more of a nervousness for them. They often have behaviors especially those with dementia. My half-sister is in a care facility for the blind and she does not like change. It takes her six months to get used to a new voice without any outburst or odd behaviors. I know when I worked in Long Term Care when people would call in at the last minute that generally meant that we were running short staffed. The residents didn’t like it and neither did I. Not only does turnover rates and absenteeism affect the company it also effects the residents/consumers as well. My choices were well received by Brain Newman in the simulation. Some of the question I had to really think about the best answers and I got a few wrong. It really made me think about making the best choices when there were several good answers. I liked being able to learn the equations to figure out turnover rates. I always had wondered...
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...Chapter 1 Introduction 1. Background Strategic Human Resource Management (SHRM) has been, and remains, one of the most powerful and influential ideas to have emerged in the field of business and management during the past twenty-five years. Policy makers at government level have drawn upon the idea in order to promote ‘high performance workplaces’ and ‘human capital management’. Within business corporations, the idea that the way in which people are managed could be one of, if not the most crucial factor in the whole array of competitivenessinducing variables, has become a widely accepted proposition during this period. Many management consultancy firms – both large and small – have built substantial businesses by translating the concept into frameworks, methodologies and prescriptions. And, not least, academics have analysed, at considerable length, the meaning, significance and the evidence base for the ideas associated with SHRM. The central idea – broadly stated – is that while for much of the industrial age, ‘labour’ was treated as an unfortunate ‘cost’, it became possible to view it in an entirely different light; as an ‘asset’. Economists and accountants routinely classified labour as one the main ‘variable costs’. Accordingly, procedures and managerial systems were aligned with this view. Labour was seen as plentiful and dispensable. Little thought was given to its recruitment, little investment was made in its development...
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...Human Resource Systems Final Paper Rodolfo A. Pinero HRCS/645 20 August 2013 Human Resource Management Application Paper Reflecting upon my 33 years of military experience in the field of Naval Administration and Legal I have found a great similarity in the field of Human Resources and Management. This particular course in the Human Resource Systems has expanded my knowledge in understanding the different human resource tools that are available and similar to the ones used in the military. However, this course has explained the different methods that can be used to improve and understand the different tools available within the Human Resource field of expertise. The first topic of interest during the course is the performance management system which has a variety of methods that can be used for the development of an effective appraisal system. Performance appraisals are a tool used by managers when making decisions about the distribution of pay increases, promotions and demotion of employees. This course discussed the different performance appraisal instruments and the importance of conducting training on the different methods of conducting the appraisal interviews. As a leader and manager in the military I was personally involved in conducting numerous appraisal interviews for all the employees that were under my direct supervision. The military system had a requirement for the rater to conduct a semi-annual interview in which the rater and employee met at the six month...
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...Identify the types of errors that can occur in a non-integration performance management, compensation, benefit, and payroll system. There are many issues or error that can occur in a non-intergrated performance management system. One error that can occur is that the system data may not match up with the management compensation, payroll or benefits. The system will need to intergrated in order to ensure that information is properly used. Discuss how an HRIS can reduce the errors and build a more stable relationship with employees. A good HRIS can reduce the errors and guild a more stable relationship with employees by store data that can be retrieved by the employee who can check for any possible errors that may occur. It would allow for the employee to edit information and ensure that accurate information is being stored. If employee can not edit the information themselves, then they can request for information to be corrected. Discuss how an HR professional can justify the cost of an HRIS for this purpose. The fact that the most important parts of the HRIS is built to access data from the state and federal agencies for compliance purposes, data for payroll, compensation and benefits for each employee updates the entire file with one entry and provide reports that are consistent saving an incredible amount of time to the HR professional is justification for having a HRIS system. The HRIS system generates data for use over a long period of time, and maintains a...
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...Human Resource Administrator Selection Plan From recruitment to selection, there are a couple tools that a hiring manager can use to make the process easier. A market assessment, selection plan, and understanding the complexities in recruiting are all tools that benefit hiring managers. This paper will create a selection plan for the position of Human resource administrator (HRA). Market Assessment As companies are realizing the importance of and utilizing their human resource department, there is a steady increase in demand for HRAs. Hiring managers can use the website O*NET as a helpful guide to look into employment trends. O*NET projects an average growth of 8-14% and a possible 109,500 job openings between 2012 and 2022 (O*NET, 2015). Administrators are able to perform many different jobs instead of one specific task and can bounce around to different areas if needed (Leonard, 2011). Having an understanding of several different areas can be beneficial for prospective applicants but organizations are looking for contracted employees to work on projects and move on. These projects will last between...
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...Running Head: REFLECTIVE PAPER 1 BUS 303 Human Resources Management Reflective Paper Instructor: Volante Henderson August 12, 2013 REFLECTIVE PAPER 2 Reflective Paper The function for the human resource management is to increase the effectiveness of the employees to achieve the goals of the organization. The areas of focus should be EEO and Affirmative Action, human resources planning, recruitment and retention, human resources development, employee compensation and benefits and labor relations. The Human Resource Management (HRM) plays an important role in every organization to meeting the goals of the business. The HRM affects every employee. This paper will discuss these areas that are listed above and how the role of the HRM can be effectively optimized for shaping the organization and the employee’s growth and working behavior. EEO and Affirmative Action Human Resource Planning Human Resource planning is how an organization makes an assessment and plans for the future of the company. Simply, the plan of what the company needs and how it is going to get it done. For the company to achieve this goal a strategic plan is needed. HRM department is the key player in the business achieving this goal through the strategic plan. Most banks require businesses to...
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...HRM 300 Final Paper Human Resources Management Click below link for Answer http://workbank247.com/q/hrm-300-final-paper-human-resources-management/3370 http://workbank247.com/q/hrm-300-final-paper-human-resources-management/3370 HRm 300, Human Resources Management: Final Paper Instructions This final paper is intended to demonstrate your knowledge of two main goals: • Your knowledge of the primary concepts presented in the course • How you interpret and then initiate that knowledge and understanding in a fictional business situation The requirements of this paper are common to the basic tasks of H.R. Professionals and/or Operations Managers. Whether your career is in H.R. or as a Manager, the tasks below are very common to both careers. Your final paper will be evaluated on a number of criteria including your demonstrated knowledge of text book concepts regarding each HRM and then, your planned and specific actions based upon your knowledge and understanding of your chosen business to address and solve that specific problem. The Scenario: You: Are the newly hired Human Resources Manager (HRM) of the company you’ll choose below and you report to Mr. Johnson. You’ve been hired to address issues existing within your company and that require your immediate attention. Your Company: You decide which business you work for. In the Additional Learning Resources of Unit 1, you'll find the Sample Business Plans link. Once at the Center for Business Planning/MOOT...
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...Term paper on Human Resource Management Practices of Bangladesh: A Case Study on Orion Infusion Limited (OIL) Letter of Transmittal Date: August 17, .... Lecturer Department of Management Studies Faculty of Business Administration and Management Subject: Submission Report on Human Resource Management Dear Sir, Here we are submitting our report on “Human Resource Management Practices of Bangladesh: A Case Study on Orion Infusion Limited” prescribed by you in your course Human Resource Management. For this Purpose, we have gone through internet, different books, articles, journals, interview of authorities and employees of the respective organizations and class lecture sheets for the relevant information of the assigned topic. Please call me for any further information at your convenient time and place. Yours truly, Letter of Authorization Date: August 17, .... Lecturer Department of Management Studies Faculty of Business Administration and Management Subject: Declaration regarding the validity of the research report. Dear Sir, This is our truthful declaration that the “Report on Human Resource Management Practices of Bangladesh: A Case Study on Orion Infusion Limited ” we have been prepared is not a copy of any research report previously made by any other students. We also express my honest confirmation in support of the fact that the...
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...Sarah Lopes Management Final Paper December 8, 2014 Equal Employment Opportunity Title VII of the Civil Rights Act of 1964 was demanded by President John F. Kennedy during his speech on June 11, 1963 over civil rights. The bill was called to ask legislation “greater protection for the right to vote” and “giving all Americans the right to be served in facilities which are open to the public- hotels, restaurants, theaters, retail stores, and similar establishments.” It outlawed discrimination based on race, color, religion, sex, or national origin. Initiated with little enforcement, additional titles were supplemented for legislation over the years. Title VII of the Act formally forbids discrimination by protected employers on the premise of color, religion, race, sex, or national origin. It also prohibits discrimination against individuals over their association with another individual of a discrete color, religion, race, sex or national origin. The Equal Employment of Title VII has also been complimented by the Pregnancy Discrimination Act of 1978, Age Discrimination in Employment Act, and the Americans with Disabilities Act of 1990. The Equal Employment Opportunity alludes to the eradication of various barriers in a place of business to current and potential employees. It aims to secure equal employment in the hiring process, competition for promotions, and access to training/ professional services, benefits and development opportunities. The laws are distinct by justice...
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...Implications for Human Resource Development Paper BSHS/425 February 29, 2016 Ashley Huffman Implications for Human Resource Development Paper As explained in our text book Management of Human Service Programs, 5th ed “diversity is both a goal and a process to be managed” (Lewis, Lewis and Packard, 2012). Diversity can sometime be complicated with regards to fully understanding it. In addition there are many values to being diverse; however with diversity comes (organizational) discrimination. Today we will discuss diversity’s role within the workplace, its implications for human resource development, and discrimination. Diversity and Discrimination Defined Diversity can be defined as more than one type, ideas, cultures, and race (Merriam Webster, n.d). Diversity’s role within the workplace aides in areas like increased company exposure, conflict resolution, and networking. Discrimination is defined as “the practice of unfairly treating a person or group of people differently from other people or groups of people” (Merriam Webster, n.d ). Discrimination role within a workplace is not tolerate. In addition there are laws in place that prohibited discrimination in almost all forms and types. Discrimination at Play An over 50 year women name Beth was hired to work as part of the senior management team for an automobile manufacturing company. Prior to her hire the senior management team was made up of 7 males, making her the only female on this team. The practice of this...
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...Implications for Human Resource Development Paper BSHS/425 DISCRIMINATION AT THE WORKPLACE I for one have never been discriminated against at my place of employment. Although I have never been personally discriminated against, I have however witnessed a co-worker of mine being discriminated against by another colleague. The girl that was doing the discriminating was young and naïve, she thought she could do or say whatever she wanted without any kind of repercussions. She didn’t care about anyone’s feelings, even if they were her elder or her superior. The way she portrayed herself was that she felt as if she was better than everyone else and was untouchable. During the altercation she had walked up to another one of my colleagues and asked them a question and when they answered her she obviously didn’t like the answer because she used some very derogatory language as well as comment on their race in a not so very nice way. After numerous objections about her behavior and then the report that was made about her discriminating against a co-worker, she was put on probation and had to attend several different sessions on discrimination in the workplace, diversity education, etc. Normally I would say that she should have been terminated, but in this case she really did make an effort to change the way she treated people after attending the sessions and being on probation. She genuinely apologized and turned things around completely. There is a lot more discrimination in the...
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...Monroe College School of Business and Accounting Professor: Mauricia Thomas-Francis …………………………………………………………………………………………………. Course Name: Human Resource Management Course Number & Section #: MG211-201 Submitted By: Nita D. Pascal Student ID#: 0156616 Date of Course: Spring 2014 Semester: August 2, 2014 Title of Assignment: Case Analysis: AFLAC Insurance Table of Contents Executive Summary In light of the current economic situation, employee benefits have become a major concern and are surfacing in many conversations of HR professionals. Human capital is by far an organization’s most valuable asset and at that a huge expense. In an attempt to keep cost low, to remain competitive, many organizations are forced to either reduce or completely disregard certain elements of their total rewards programs. This has not always been an easy decision, because on the flip side of the coin, the availability and quality of a company's benefits remains one of the major factors affecting an employee's morale, influences their decision to remain in the business and more so can determine whether or not a qualified employee accepts a job in the first place. What if a certain organization offered rewards that incurs next to nothing or absolutely no costs at all for the employees, and allows them to receive a benefit which cost couple of hundreds of dollars a year? At Aflac insurance company, the reality of this is attainable. Aflac has long understood the importance of...
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