...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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...Change and Innovation Sabrina Simms March 31, 2013 HCA/250 Vicki Campbell, RN, MSN, CPNP Every day it seems as if technology further advances, abilities that were once only thoughts decades ago; have now become today’s reality. Richards, (2013), “While many speak as if change is a reflection of the 21st century, the world has actually been changing for many, many years. The ability to manage that change effectively, especially in business organizations, is critical”. There are so many ways technology can better a workplace, and it is the job of management to provide training to the employees so the newest of technology can be of assistance to the organization. Change is inevitable; however, if not executed properly that change could be disastrous. As discussed by Richards, (2013), “The ability to manage that change effectively, especially in business organizations, is critical. The effects of change can be negative or positive. Successful management will ensure the latter”. Richards, (2013), suggests that management accept change because once management does change will be easier accepted by employees. Employees look to management for leadership; that being said, if management is united and strong less panic will set in amongst the employees. Practice openness, when an employee does not feel threaten by management or change an employee is more likely to listen. Management should solicit input and if management has successfully implement openness an employee will be...
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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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...Human resources Human resources is the set of individuals who make up the workforce of an organization, business sector, or economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and can contribute to an organization). Likewise, other terms sometimes used include "manpower", "talent", "labour", or simply "people". The professional discipline and business function that oversees an organization's human resources is called human resource management (HRM, or simply HR). Overview The term in practice From the corporate objective, employees have been traditionally viewed as assets to the enterprise, whose value is enhanced by further learning and development, referred to as human resource development.[1]Organizations will engage in a broad range of human resource management practices to capitalize on those assets. In governing human resources, three major trends are typically considered: 1. Demographics: the characteristics of a population/workforce, for example, age, gender or social class. This type of trend may have an effect in relation to pension offerings, insurance packages etc. 2. Diversity: the variation within the population/workplace. Changes in society now mean that a larger proportion of organizations are made up of "baby-boomers" or older employees in comparison to thirty years ago. Advocates of "workplace diversity" advocate an employee...
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...Carl Robins has a major problem, he has been put in a situation that the company he works for has not prepared him for. The problem is bigger than Carl; it is just that his current situation is what brings the problem to light. The company’s problem comes from within, an internal problem that derives from poor management. To help Carl and the company he works for overcome this problem, we must identify what causes these problems. Background Initially after reviewing the case study, it is obvious that ABC, INC. lacks organization. The information in the case study reveals that on multiple occasions employees or better yet the system or strategies existing within the company are unorganized. This I believe is the root of the problems in this study. Organization has been a hindrance to this company long before this situation; I have come to this conclusion because of the occurrence in where the lack of organization was provided. In this study there are instances in which items are lost and incomplete, and rooms are double booked, which shows the negative effects of being unorganized. In April, Carl Robinson hired 15 trainees after working with ABC Inc. for only six months. Carl’s trainees are scheduled for orientation on the 15th of June. After confirming with Monica Carrolls the operations supervisor, that everything would be in order for the scheduled orientation Carl realizes that many of his tasks are incomplete. Some of the trainees...
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...believes with her Chinese background and her experience in the field, she would be the right candidate for the job. However, the vice president of human resources, Virginia Flanders found some compromising posting on the internet when she goggled to search information about Mimi Brewster that can jeopardize their plans in china. Fred does not know if hiring Mimi Brewster is the right step to take or not. He believes Mimi is the right person to be on board with them. He thinks internet posting of more than eight years ago is not something to really take serious and at the same time fears that the china plan might fail because of Mimi’s posting on the internet. We Goggled You Problem The CEO of Hathaway Jones, Fred Westen is under pressure to or not to hire an applicant, Mimi Brewster for the new branch to be opened in china due to her compromising posting on the internet found by Virginia Flanders, the vice president of human resources. Assumptions * Virginia Flanders does not want Fred to hire Mimi because of the internet posting. * Mimi Brewster did not think her past internet posting will be against her getting hired. * China’s project can be affected negatively by Mimi’s internet posting. * Fred Westen has no genuine believe that past internet posting about Mimi is a true reflection her. “Google anyone hard enough and you will find some dirt.” Case Analysis The issues in this case are: • It is difficult for Fred Westen to...
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...Flexible Work Schedule Survey Kasey Taylor LeTourneau University BUSI 4623OL: Business Research Methods October 25, 2012 Abstract The purpose of this survey was to determine whether or not flexible work schedules have a positive impact on productivity in the workplace. The survey was given to all employees at the end of a training class and turned into the instructor to give to the human resource department. The written survey consisted of 10 questions ranging from demographics to personal needs. We found employees with spouses and or children under the age of 18 were in favor of flexible work schedule having a positive impact for them personally on their productivity. The survey also revealed the need for individuals to feel they have some control and flexibility in their work schedules, which leads to a balanced personal and business life. Flexible Work Schedule The purpose of this survey was to determine whether or not flexible work schedules have a positive impact on productivity in the workplace. “Flexible work schedules” refer to choices pertaining to the location and/or time that work is conducted, whether it is formal or informal. Formal being policy from HR department that is written. Informal meaning the immediate supervisor has approved this flexible arrangement. The survey was emailed to 2,000 employees and 526 participants completed the survey. The survey consisted of several questions ranging from the use of flexible work arrangements to their level...
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...THE KING COMPANY BACKGROUND The King Company experiences many of the difficulties common in today’s business climate. In response to declining sales, the company must transform itself from a strategy of expansion and high profit to one of cost containment and staff reductions. The case discusses the organization and provides details of the human resource department. Also presented are e-mails from various staff members. The e-mails identify specific problems that need to be addressed by the HR department and provides a look at King’s overall culture. You may find the tone of some e-mails to be unprofessional. This is a good lesson for us all--As much as we enjoy informality in the workplace, all documents and correspondence— including e-mails—can be retained and are discoverable in litigation. Managers must be cautious in their writing because inappropriate language may be impossible to defend in court. Employees In the Case: Amera, Argonta---Accounting employee Andreas, Gary---employee on workers’ comp Call, Jake---Compensation & Benefits Manager Dean, Don---C.E.O. Dugas, Karla---Benefits Coordinator Folkner, Meg---Supervisor, CAD Design Grant, Alan---Current HR Director Honduras, Margo---Previous HR Director Jones, Lyle---Production Employee Madison, Charles---Senior V.P. Petersen, Matt---Production Supervisor, Team 3 Planky, Burt---fishing buddy Putt, Tonia---CAD Designer Rey, Dave---Production Foreman Sanders, Tomas---Design Manager ...
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...facilities, overtime and work schedules, job descriptions and classifications, seniority provisions, promotions and transfers, layoffs and terminations, hiring pools, KSAO requirements, grievance procedures, alternative dispute resolution procedures, employment discrimination protection, and, very important, pay and benefits. Virtually all aspects of the staffing process are thus affected by negotiations and the resultant labor agreement. Labor unions thus have direct and powerful impacts on staffing and other HR systems. Even in nonunion situations the union influence can be felt through "spillover effects" in which management tries to emulate the pay and benefits, as well as staffing practices, found in unionized settings. HUMAN RESOURCE PLANNING Human resource planning (HRP) is a process and set of activities undertaken to forecast an organization's labor demand (requirements) and internal labor supply (availabilities), to compare these projections to determine employment gaps, and to develop action plans for...
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...“A critical component of any winning business is an HR function that improves business results. I highly recommend this book to HR and business leaders everywhere.” —William S. Allen, Senior VP, Group HR, AP Moller-Maersk AS, Copenhagen, Denmark “Got business? This book does. By asking (and answering) the tough questions about HR relevance for line managers, shareholders, and customers, readers will clearly understand the why, how, and what of HR transformation.” —Rich Baird, Joint U.S. and Global Leader, Advisory People and Change, PwC “Wow, they have done it! Many HR shops need transformation but don’t have the answers. This book is the roadmap, answers the questions, provides the rationale, and describes how HR transformations should unfold. Read it, but better yet—do it!” —Richard W. Beatty, Rutgers University, coauthor of The Differentiated Workforce “A must read for an HR team that wants to add the most value to the business.” —Bob Bloss, HR Executive Vice President, Hallmark “A thoughtful and practical guide that will help leaders navigate some of the most important decisions about building the HR organization of the future.” —John Boudreau, USC Marshall, coauthor of Investing in People and Beyond HR “Two bangs for your hard-earned buck. First, a very strong summary of the key tenets of the most important HR thinking. Second, highly practical examples of what to do and—even more importantly—what NOT to do when embarking upon transformation.” —Reg Bull...
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...term, I developed a reflection on what Human Resource Management is, what it is used for, and what are the implications of HRM for running a business. The best thing about studying Human Resource Management was learning just how applicable and useful this course is in a business aspect and in the real world. There really was not much time spent on theory or history. It was all about learning laws, different benefits and how it works. I learned how to think systematically and strategically about aspects of managing the organization's human assets and what really needs to be done to implement these policies to achieve competitive advantage through people. The intent of this course, for me, imparts knowledge as well as stimulates discussion about the values and beliefs that stand in the way of implementing this knowledge. Reflections This class not only teaches everything that I need to know about Human Resource Management in the business world but it teaches everything I will have to watch out for in my future both personal and professional endeavors. Having been employed in the business industry all of my adult life, and having spent the last dozen or more supporting high-level executives of a high-tech company, quite a bit of the information I was reading and learning was even familiar to this business, very interesting and hit right at home. Now, I have to mention the course book, which is an excellent book in learning all about Human Resource Management. It is...
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...Reflection#1 Human Resource Management is the calculated and reasoned method of managing for an organization’s most valued assets. There is a response for the people who are working and ensuring the achievement of the role for the organization’s goals and objectives, increasing in the organization's effectiveness and satisfying all of the employee's needs. Employee costs usually consume a big percentage of the common budget of most companies. So it is very important to find good employees because it may also help the companies to improve its performance and increase success. By managing human resources effectively and efficiently, it is possible to know that all workers are motivated and satisfied willing to perform their own duties to the best of their abilities. The responsibilities that encompass this method of Human Resource Management include a multitude of different activities, among these activities and other tasks are deciding factors of whom to choose from the candidates and the where about of finding quality employees, recruiting and training the best ones. Human Resources are essential to any enterprise because it allows for training and development of employees. According to an article found in the Journal of Business Management, human resources are essential to maintaining the competitive advantage. The article also explains, "human resources (defined as the total pool of human capital under the control of the firm) have the highest probability (among all resources)...
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...Human Resources Summative Reflection The human resource role has changed significantly and in doing so the emphasis has been placed on strategic human resource management. The new phase of human resource also focuses as an integral part of bridging management with employees through measurable goals to achieve the overall goals of the organization along with their mission statement. Human resources now focus on organization development which focuses on the big picture. Individual development is also important as to encourage employees to obtain new skills and promote cross training. Human resources are also responsible for organization design, job design, and placing the right people in the right jobs to so all employees make an effective contribution to the success of the organization. The legal and ethical hiring practices are managed by the human resource department to uphold government and federal laws and regulations to prevent discrimination and unfair practices. Compensation is also a major component human resources are involved in performance appraisals. The author Mathis states that results-based information considers employee accomplishments. This type of performance depends upon the organization mission and beliefs. It is imperative human resources maintain accurate records to help fair and reasonable appraisals to avoid litigation and unnecessary lawsuits. Human resources effects the business environment especially with strategic management in place, once all...
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...select this or any activity to review and submit to Turnitin to assess for an Academic Integrity violation Main Task: Evaluate Library Databases and Resources for use in Research For this activity you will do a library search for resources in your area of professional or research interest. Locate three peer-reviewed journal articles, one book chapter, and one scholarly resource (website or other resource). Then, prepare a brief paper on your library search and your results. First, fill out this chart and for each resource include the following: [pic] • Appropriate citation (APA form) for the resource you discovered. • Name of the database you used. • Keywords you used. • Any search limiters such as full text, date, peer-reviewed that you used. • A note about your skills at this point in using the database from which you accessed the resource; what do you still need to practice? Then, conclude your activity with some general remarks that comment on: • How useful was each database for you? • What important journals, key scholars, or new ideas did you discover from your search. • How might a library search spark new ideas? As you searched did you find new ideas or new directions for your search? Did the direction your search take you surprise you? Length: Completed chart and 1 page reflection...
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..."Manpower" redirects here. For other uses, see Manpower (disambiguation). For the 1999 film, see Human Resources (film). For the "Doctor Who" episode, see Human Resources (audio drama). Human resources is the set of individuals who make up the workforce of an organization, business sector, or economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and can contribute to an organization). Likewise, other terms sometimes used include "manpower", "talent", "labour", or simply "people". The professional discipline and business function that oversees an organization's human resources is called human resource management (HRM, or simply HR). Contents [hide] 1 Overview 1.1 The term in practice 1.2 Concerns about the terminology 2 See also 3 References Overview[edit] The term in practice[edit] From the corporate objective, employees have been traditionally viewed as assets to the enterprise, whose value is enhanced by further learning and development, referred to as human resource development. [1]Organizations will engage in a broad range of human resource management practices to capitalize on those assets. In governing human resources, three major trends are typically considered: 1.Demographics: the characteristics of a population/workforce, for example, age, gender or social class. This type of trend may have an effect in...
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