...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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...specific to the role of Inpatient Coder. The job description needs to include the position requirements, purpose, and all functions. It should also list the qualifications needed to be hired and successful. Sections of the description should also include education level, years of experience, specific knowledge needed, and any specific proficiency needed for the job. Be specific, before posting a job. Specification helps to minimize the wasted time and effort of the interviewer and interviewee. One of the Inpatient coder’s responsibilities would be reviewing all patient files for accuracy and recording into the computer; therefore a couple of key qualifications that should be listed would be, attention to detail and has medical terminology background. (Wilson, Jacqueline) Job descriptions are used by the manager to clearly set employee expectations for job performance. A2. Develop goals for a clinical documentation improvement (CDI) program CDI, Clinical documentation improvement programs are important to hospital organizations. It ensures complete and accurate patient documentation. Each Hospital organization may implement a CDI program differently, but certain dynamics contribute to success. Some of these factors consist of strong physician buy-in, communication of data findings, and...
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...five different steps. First, assessing the hardware needs of the new HRIS software. Second, obtaining the required hardware and installing the new software onto it. Third, moving all employee data and records from the old HR databases to the new, more robust HRIS system. Fourth and fifth are very similar, training for both Managers and employees in the two new systems of records, HRIS and payroll. When assessing the hardware needs of the new HRIS software Kendall had to pay close attention to the required specifications. This may have taken additional research beyond learning the specs and delving deeper into equipment that may be unfamiliar. Conversely, the possibility exists that GenRay already possessed the correct hardware but the terminology of the HRIS specification guide was unclear or different and thus create confusion. However, all these obstacles would be Kendalls to overcome and gain a sufficient understand so he could use his knowledge for the next phase of the project. With a firm knowledge of the hardware specifications of the new HRIS system, Kendalls next task was to provide an assessment report to Drew. The assessment would include a detailed list of the hardware which needed to be acquired to meet the requirements of the HRIS system. This would take into account the existing IT infrastructure and the new hardware items would be used to fill any deficiency. Drew would then accomplish his task, which consists of the actual ordering of the new equipment and seeing...
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...System Analysis for Riordan Manufacturing’s Human Resources Department Kelly Beckwith University of Phoenix, Online Table of Contents Abstract ………………………………………………………………………………………… 3 Introduction ……………………………………………………………………………………. 4 Scope and Goals ………………………………………………………………………………… 4 Supporting Measures …………………………………………………………………………. 5 System Requirements …………………………………………………………………………. 7 Application Architecture and Process Design …………………………………………………. 9 Data Flow and Protection ………………………………………………………………………. 10 Data Flow Chart ………………………………………………………………………………. 10 Flow of Data Chart ………………………………………………………………………….…. 11 Implementation Process ………………………………………………………………………… 12 Human Resource Organizational Chart ………………………………………………………… 12 Conclusion ……………………………………………………………………………………… 14 Resources ………………………………………………………………………………………. 16 Abstract Designing a new system for Riordan Manufacturing’s Human Resources Department is a crucial and important part of Riordan efforts to evolve with new technology. The company has asked that installation of their new system occur within six months. The current Human Resources Information Systems (HRIS) is outdated by over 10 years. Allowing an outside company to implement a new system will save Riordan Manufacturing time and money, and allowing completion of the project in the time allowed. Combining all of the systems used by Riordan’s human resources staff will allow easier access for all. ...
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...mobile and diverse workforce and to stay competitive in their marketplace, they must be able to attract and retain qualified employees while staying focused on their business. Human Resources departments are faced with numerous tasks and they must not only stay up to date and offer appealing benefit packages, but also keep up with the everyday supervision of the department and its programs. It is the constant administration of these duties which are so time consuming. The supervision of these duties are viewed as operational costs. These resources and time can be focused on more important issues. Companies are looking to outsource these administrative duties. Benefits “R” Us is the perfect solution for these companies. 4.1 Target Market Segment Strategy BENEFITS “R” US will target companies with 10 to 1000 employees. It is our goal to provide quality benefits and outstanding customer service for the small to midsize company who are often ignored in the benefits market. The outsourcing of these administrative functions is beneficial for these small companies. Companies are paying for a service and are not laden with additional operating expenses. 4.1.1 Market Needs The outsourcing of any administrative business function can really be an advantage to any size or type of company. Human Resource professionals need to...
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...●TANGLEWOODCASEBOOKfor use withSTAFFING ORGANIZATIONS●●6th Ed.Kammeyer-Mueller | TANGLEWOOD CASEBOOK To accompany Staffing Organizations, sixth edition, 2009. Prepared by John Kammeyer-Mueller Warrington College of Business University of Florida Gainesville, Florida Telephone: 352-392-0108 E-mail: kammeyjd@ufl.edu Copyright ©2009 Mendota House, Inc. Herbert G. Heneman III President Telephone: 608-233-4417 E-mail: hheneman@bus.wisc.edu INTRODUCTION TO THE CASE CONCEPT | Rationale for the Tanglewood Case Many of the most important lessons in business education involve learning how to place academic concepts in a work setting. For applied topics, like staffing, learning how concepts are applied in the world of work also allow us see how the course is relevant to our own lives. The use of these cases will serve as a bridge between the major themes in the textbook Staffing Organizations and the problems faced by managers on a daily basis. The Tanglewood case is closely intertwined with textbook concepts. Most assignments in the case require reference to specific tables and examples in the book. After completing these cases, you will be much more able to understand and apply the material in the textbook. With this in mind, it should be noted that the cases are designed to correspond with the types of information found in work environments. This means that for many important decisions, the right answers will not always be easy to detect...
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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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...Profile Highly educated and diversified group with work experience in human resources, medical diagnostics and costs analysis. Education accomplishments with varying degrees in medical, finance and human resource management. Looking to gain knowledge and experience in management and leadership. Strengths Our group possesses a wide variety of strengths including being adaptable, analytical, self-motivated and organized. Strong public speaking and research skills are also shared in our group. Backgrounds in finance and government also provides us with an understanding in those areas, along with experience in human resources and medical terminology. Strong customer service skills with patients, employees and customers is also a great strength we offer. Weaknesses Areas of weakness seen in our group include our preference to work independently, multitasking, procrastination and poor time management skills. With this being said, where one member may lack a certain skill, usually another member can take over. Opportunities In reference to our strengths, there are many areas where we can capitalize on various opportunities. Our strong public speaking and research skills could be used to present projects we worked on. Being adaptable means that we can easily change our ways of thinking and methods in which we do procedures. Therefore, there would be opportunities for us to cross train in different areas within a company. Threats With our weakness...
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...London School of Business & Management QCF level 4: BTEC Higher National Diploma Centre No Unit No & Unit Title Course Title Lecturer’s Name Assignment Title Assignment No Date Set Due Date Semester / Academic Year 79829 Unit 21: Human Resource Management HND Business Nooreen Jafferkhan Human Resource Management No: 1 02 October 2014 09 January 2015 September 2014 Unit Outcomes Covered: LO 1: Understand the difference between personnel management and human resource management LO 2: Understand how to recruit employees LO 3: Understand how to reward employees in order to motivate & retain them LO 4: Know the mechanisms for the cessation of employment GRADING OPPORTUNITIES AVAILABLE Outcomes/ Grade Descriptors P1 P2 P3 P4 P5 P6 P7 P8 P9 P10 P11 P12 P13 P14 P15 V Outcomes/ Grade Descriptors M1 V M2 V M3 V D1 V D2 V D3 V V V V V V V V V V V V V V V COMMENTS: Assessor Signature: ______________ IV COMMENTS: Date: ___/___/___ 1 Tutor Notes Key Points: Your assignment should be handed in by the deadline. The assignment must be your own work and original. All sources of reference must be included. You will be expected to check spelling mistakes and grammar. Your name, student no and unit no should be in the footer of every page. It should bear an appropriate report structure (such as a Table of Contents, Introduction, Discussion, Conclusion, References, and Appendix (if...
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...title Unit 14: Working with and Leading People Unit 13: Personal and Professional Development Qualification Pearson BTEC Level 4 and 5 Higher Nationals in Business Start date 09/05/2016 Deadline/hand-in 30/06/2016 Assessor Zakwan Rahman Assignment title Cycle of Human Resources Purpose of this assignment Human Resource is one of the vital department in an organization. Human Resources Department need to perform their roles efficiently to help an organization achieve their vision and mission. Handling the resources will be a big challenge to the department and numbers of obstacle problems will arise from time to time. Apart from the roles of Human Resources, leading a group of people to achieve the same mission also can be listed out as a challenge. By possessing the skill of leadership, the personnel can prevent any problems, reduce the risk and achieve the objective. This assignment will help the student to know the role of Human Resources Department more clearly and learn the attributes to become a great leader. Scenario You are working as a human resource personnel at A new problem arises in the. The problem is related to the Human Resource Department. There are few cases have been reported to the labour court. Most of the cases are related with the previous employee that been terminated. Apart from that, there are also problems with the new appointed employees. In certain departments, there are overflow of staff and in certain...
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...Human resources From Wikipedia, the free encyclopedia For other uses, see Human resources (disambiguation). "Manpower" redirects here. For other uses, see Manpower (disambiguation). Human Resources | Occupation | Occupation type | Department of a Company | Activity sectors | Economy and Business | Description | Competencies | Staffing (Recruitments, Dismissals, Managing Labour Law, Employment Standards, Administration and Employee benefits) and bring out the best Work Ethic | Related jobs | Workforce, Human Capital, Manpower, Talent, Labour, Personnel, People | Business administration | | * Company * Business * Conglomerate | Business organization[show] | Business entity[show] | Corporate governance[show] | Corporate titles[show] | Economy[show] | Corporate law[show] | Finance[show] | Accounting[show] | Trade[show] | Organization[show] | Society[show] | Types of management[show] | * v * t * e | Human resources are the people 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 economic growth). Likewise, other terms sometimes used include "manpower", "talent", "labour", "personnel", or simply "people". A human resources department (HR department) of a company performs human resource management, overseeing various aspects of employment, such...
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...with a Concentration in Human Resource Management The Bachelor of Science in Business (BSB) undergraduate degree program is designed to prepare graduates with the requisite knowledge, skills, and values to effectively apply various business principles and tools in an organizational setting. The BSB foundation is designed to bridge the gap between theory and practical application, while examining the areas of accounting, critical thinking and decision-making, finance, business law, management, marketing, organizational behavior, research and evaluation, and technology. Students are required to demonstrate a comprehensive understanding of the undergraduate business curricula through an integrated topics course. The Human Resource Management Concentration helps students develop an understanding of the fundamentals of human resource management and its strategic relevance in business. The concentration addresses the legal and ethical components of the decision making process involved in the human resources environment. The Human Resource Management Concentration introduces students to the basic concepts of human resource management, and allows further study in the areas of employment law, risk management, recruitment and selection of employees, international HR, change management, compensation and benefits, employee development, and performance management. Students will also develop an understanding of the critical business implications for human resource professionals today and in...
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...internal operations and organizations." (para.3) For instance, in many organizational departments such as finance, human resource, and management, internal information software systems devices have become more efficient, which have changed some of the roles and duties within these organizational departments. Financial Department expectations The financial department in any organization is responsible for sustaining the financial success of a business. According to QFinance (2012), “the financial manager’s role, particularly in business, is changing in response to technological advances that have significantly reduced the time it takes to produce financial reports. Financial managers now perform more data analysis to offer senior management ideas on how to maximize profits.” (p.1) Human Resource functions Human resources, or in business terminology “HR,” is responsible for implementing an organization internal and external interests, ethics, policies, and procedures. The Human resources managers within a business are responsible for maintaining vital records such as tax information, performance reviews, and benefit information of every internal member of the organization. Human Resource managers, use internal computer software applications to store employee and company records. For many human resources managers, technical devices such as computer are beneficial because they can...
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...2013-2014 Human Resources Management Class Summary Gauthier Steiner European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner Contents What is Human Resource Management? 3 Who Performs the Human Resource Functions? 4 Key Challenges for HR Managers 5 HRM and Strategy 6 Organizational Performance and the Human Resource Manager 7 Communicating Human Resource Programs 8 Equal Employment Opportunity & Diversity 9 Equal Employment Opportunity Laws 9 Landmark Court Cases 11 Compliance Agencies 12 EEO Implementation 12 Key terms of the chapter 13 Job Analysis and Job Design 15 Basic Terminology 15 Job Analysis 17 Job analysis method 19 Disadvantages of job analysis 21 Job Design 21 Advantages of job specialization 21 Job design consideration 22 Human Resources Management: Chapter 1: Strategy What is Human Resource Management? Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Nearing the 21st century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine. "Human resources management"...
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...Human Resource Information Operating System BIS 219 - Business Information System The Human Resource Information System (HRIS) is a software use for data entry of employees demographic, personnel and compensation information. It can also be used for, data tracking certifications, employment licenses, report management, analytical ability and employee benefit administration. A HRIS system is packaged as a data base and hundreds of companies like ADP, People Soft, Oracle and SAP sell HRIS systems; however, let’s keep in mind each HRIS system has different capabilities. Therefore, when selecting the appropriate HRIS system for your organization, be sure to base your selection on the capabilities need within your organization. An effective HRIS system can provide data on just about anything the organization needs. Additionally, during the selection process, ensure the HRIS system has the ability for customization programming. Your business needs may be different than other organizations and/or industry; therefore, having the ability to produce an ad-hoc a report is very important. Just recently, I had the opportunity to research and suggest a new HRIS operation system. When I took on this assignment I was sure this would be an easy task as I have worked on several different HRIS systems and thought I would just recommend one that I was very knowledgeable and proficient. However, I couldn’t just think about myself;...
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