...Assessment 1 Task BSBHRMSO1A Manage human resources services Procedure Review casestudybelow JKLIndustries, the for and: t. ' "' ;, ,, Determine humanresources requirements. ,.,, plansto determine Analyse strategic operational humanresources the and for of services. requirements develop and options the delivery humanresources mechanisms. a. Determine appropriate consultation b. Howwouldyouengage stakeholders? key including requirements for: c. Develop HRstrategy a approach i. recruitment ii. performancemanagement iii. remuneration benefits and iv. education training. and Document a writtenreport. in two for of and 2. Develop leasttwo options the delivery HRservices select at of alternative models the delivery HRservices. for Foreachoptiondocument: a. whatthe advantages the modelare of are b. whatthe risksto the organisation are c. whatthe coststo the organisation goals the d. howthe models support organisational with: e. howyouwouldensure options the comply i. awardand enterprise agreements instruments ii. relevant industrial relations industry codesof practice iii. relevant relations anti and EEO, industrial iv. legislation suchas OHS, discrimination. usingeithera writtenreport, to Document a presentation management as presentation a combination methods. of or PowerPoint above. for for of strategies the delivery HRservices one of the options 3. Develop a. Document hiring ...
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...behalf” (Lombardi & Schermerhorn, 2007). In order to motivate and retain employees, a health care manager should provide room to grow, opportunities to make choices and mentoring. According to Javitch (2010), making clear statements of goals and allowing reasonable latitude on how to achieve those goals is key to motivating your employees; building on your employees’ interests in gaining new skills and knowledge by providing opportunities to grow on the job will result in a better mentality. Providing options and having a strong relationship with your employees will give your employees some freedom and creativity for their own success and a strong relationship with the employees. The most significant aspect related to health care management that I would want to gain by taking this class is learning how I can be a great leader, becoming more organized, and finding the manager that’s inside. I’ve never been one to lead people because of the fear of failure and rejection. However, gaining the knowledge through schooling...
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...MANAGEMENT FUNDAMENTALS Richard Carr MGMT 290-1101B-07 Unit 1IP March 20, 2011 Abstract Managers come in all shapes and sizes, yet, I do not mean this in a physical sense but in more of a personable one as in, how a manager acts to certain situations; to his or her employees, or within different parts of the world in which their businesses operate. They have to know what different cultures expect and what their needs are. If the needs of an employee can be met at a reasonable cost to the company, the employee production in my point of view may be increased. This report explains the views that I have found to be valuable when looking for a manager of a company that may be in a globally functional situation. Views of what I think are important traits for a leader as well as questions that I would ask during the interview process are included and are considered very important to a company that may operate abroad. MANAGEMENT FUNDAMENTALS Managers, from my experience, come from many different areas of discipline and training. This can be acquired through intercompany training schedules as I had experienced or through an education from a college along with some determined amount of knowledge in their preference of fields and/or experience. The significance of this paper is to acknowledge the importance of pinpointing the qualifications of a manager before the person is hired to a specific position. An article I read has, in my opinion, all the answers to the question of...
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...1.Thinking about the management aptitude questionnaire, compare and contrast the new world managerial competencies to the old world. Based on the results of your questionnaire results, would you fit better in the new world or old? Explain your rationale. Old world | New world | -work and competency requirements canand should be defined in relatively distinctand stable units called “jobs”-design and delivery requirements forproducts and services should be driven bytechnical requirements and organizationalcapabilities: customers can then be persuadedto buy what is produced andavailable-the performance standards for workersare the “minimums”. It is desirable toexceed these, if possible- descriptions of work and competency arepersonnel tools, used primarily to supportdecisions about job grade, pay, andplacement-descriptions of work and competencyshould be developed for jobs and bytrained experts: job analysts,psychologists, personnel staff-validity of work and competency descriptionsis a function of the rigor of theresearch and analysis process- people practices (training, selection,career development, performance management,pay systems, work design, etc.) are personnel practices and peripheral to the main work of the business. They aregenerally disconnected practices and notimportant topics for the strategic agenda | -work and competency requirements must be responsiveto business and customer issues. They must be definedin small units that can be allocated amongst people tooptimize...
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...Performance Through Motivation and Conflict Management Motivating employees to work is a challenge that leaders and managers must cope with. Intrinsic and extrinsic rewards come into play according to some motivational theories. Organizations practice different concepts to manage employees and accomplish daily operations. Many factors cause conflict in organizations. Organizations use conflict management strategies to resolve disputes in the workplace. Motivating employees and managing conflict influence the performance of an organization. Using motivation theories and conflict management strategies helps organizations achieve its mission and goals. Evaluating Behavior Maslow’s hierarchy states there are five employees’ needs that must be met in order for them to work at their full potential, physiological, safety, social, esteem, and self-actualization (Nayab, 2011). Management must try to accommodate each employee’s behavioral need, and give them something tangible to attain in the workplace. Whatever the employee’s needs are, levels of management must identify what motivates employees so the organization can benefit. Alfred Alderfer took Maslow’s theory and gave it a twist, existence, relatedness, and growth (Nayab, 2011). Acknowledging an employee for his or her contribution is essential to his or her existence, and furthermore motivates the employee to continue to excel. Employees are also socially motivated. Managers should encourage...
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...Networking • Salaries • Careers • Schools by Location Pick a State ==>> Operations Management MBA Programs R e que st inform a tion from the top O nline and Ca m pus O pera tions Mana ge m e nt schools in the country. Specialized MBA Programs General MBA Programs Accounting Programs Finance Programs Health Care Management Programs Human Resource Programs Marketing Programs Project Management Programs Public Administration Programs Operations Management Programs Technology Management Programs Operations MBA Programs Le arn wha t typica l sala rie s a re for O pe ra tions Ma na gem e nt ca re ers a cross the state s. Typical Career Salaries for MBA graduates With a Global marketplace increasing levels of competition, organizations need to be fiercely efficient and effective in their efforts to gain their share of profits. Operations Manager career prospects appear relatively bright. How ever, growth for this occupation should only mimic growth in the careers the Operations Managers oversee. Operations Manager salaries are going to be seeing the greatest rise. Along with competition in other industries comes a need for the most competent and highly trained. A valuable Operations Manager is current with technological advancement as well as skilled in the area of creating successful business strategies w hen it comes to quality management and continuous improvement of operations. Based on other industrys' benchmark strategies and sound business...
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...documentation required in the recruitment process, which will then be adopted for all employment opportunities in Elite Management. I will also include the description of the recruitment documentation used in Elite Management. The position I have chosen to look into is that of the Finance Manager for Elite Management. In order to recruit the right people for the organisation, management needs to pay attention to the various stages of the recruitment process. Here I will discuss the four important documents used in the recruitment process. These are the Job Advert, the Application Form, Job description and the Person Specification. 1. Job vacancy advertisements A job advertisement is an announcement about a job vacancy. The advertisement is part of the recruitment process designed to attract suitable qualified candidates for a job. Traditionally job adverts have been placed on newspapers and other printed media, however nowadays a large number of Job advertisement are placed on internet on job websites as well as on the company’s own internet or intranet websites. Adverts include a summary of the job description, the person’s specification and remuneration for the job. Elite Management will advertise in its website and other job websites. We shall also place the adverts in national and local newspapers. For Elite Management, once a position becomes vacant management must decide whether the position will be filled internal or external. If the position has to be filled internally...
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...of an action plan. This also holds true with regard to our careers, on a day-to-day basis there are short-term goals that we want to fulfill as well as long-term goals. As a fresh faced 20 something year old, recently unemployed Head Hunting Office Manager, I walked into New York Telephone with plans on working for a few years and jumping ship. I knew that I could never just be a customer service representative who took phone orders from these crazy New York (residential) customers for more than three to four years. I was destined for greatness and New York Telephone was just a stepping-stone toward my destiny. Fast forward four name changes, four title changes (with promotion) and nearly 23 years later I have evolved into a vested management employee with less than seven years to retirement and my real “life” plan. Having been promoted in Verizon, and watching the signs of the times, I have come to the realization that I no longer aspire to greatness here in what is recognized as a Telecommunications leader. No, we haven’t been a...
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...will require all employees to useone customer management system. Your team is now working to helpRiordan implement this planned change. Your team must do the following inyour role as consultants:Section I: Change Management PlanResource: Riordan Manufacturing Virtual OrganizationReview the intranet site for Riordan Manufacturing including HumanResources – Organizational Charts, Employee Files, etc., and Sales &Marketing – Marketing Information Systems.Create a change management plan of 1,050- to 1,400-words. Complete thefollowing in your plan:Identify the current formal and informal power structures in the organization.How might the power and political structure of the organization affectemployee behavior? Identify the most appropriate and effective organizationalstructures for Riordan Manufacturing that will help them accomplish theirplanned changes. What are the potential effects of this selected structure onemployee behavior? Identify characteristics of the company’s culture. Whatare the potential influences of the corporate culture on employee behavior?Identify the potential sources of resistance to change and develop strategiesto manage resistance to change. Recommend a strategy to implement thechanges over the next 12 months. Describe how you will evaluate the successor failure of the planned change.Section II: Communication Plan * 2. Create a Communication Plan for the proposed change covered in theChange Management Plan. In the Communication Plan, complete thefollowing:Select...
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...Organisations, Analysis and Policy REPORT To: Senior Management From: Group Accountant Date: 2nd May 2005 Subject: BMW Organisational Analysis andHuman Resources Policies This report will provide a detailed analysis of BMW'scurrent corporate appraisal analysis. This will help to identify the company'scurrent strength, weaknesses, opportunities and threats. This will help thecompanies decision makers understand where the organisation is now. The reportwill also critically evaluate BMW's human resources policy as a key area of theorganisation. We will highlight how BMW has strategically responded to thedrivers for change in terms of its structure, conduct and performance. Finally,offer recommendations for the future development and improvements in humanresource management, and how those will impact on its organisational structure,conduct and performance. Struggling with your business essay(s)? Did you know that we can help you with your SWOT analysis essay and any other business essays? We can help you! Place an order with us and you'll get: * An exact, 100% original answer to your essay question * From a graduate writer, qualified in your subject area * Delivered confidentially by email, in 3 hours - 10 days (you choose) Stop struggling and get the help you need from the UK’s favourite student support company, right now. Learn more about our custom essay writing service, or place your order using the box below: Company Background The BMW Group is the only...
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...CHRIST UNIVERSITY Mid SEMESTER EXAMINATION JAN 2014 ( II Sem UG and VIII BHM) : Time: 9:30 to 11:30am Day & Date | 16/01/2014Thursday | 17/01/2014Friday | 18/01/2014Saturday | 20/01/2014Monday | 21/01/2014Tuesday | 22/01/2014Wednesday | II Sem -B.A Programmes HEPEPS | English | Languages/Ad. English | | Political Science | Principles of Macro Economics | Contemporary IndiaSociology | PSEngPSEcoJPEng | English | Languages/Ad .English | | BasicPsychologicalProcesses -II | Principles of Macro Economics British Literature | Foundations of SociologyJournalism | CEP | English | Languages/Ad .English | | BasicPsychologicalProcesses -II | British Literature | Software applicationFor print media & the web | TCE(Theatre Studies) | | | | Introduction toMusic & Dance –II | | | PEP | English | Languages/Add.English | | Basic PsychologicalProcess –II | British Literature | Dynamics of DanceMusic & Theatre | II Sem -B.Sc Programmes CME | English-- | 9:30 to 11:30 amLang/Ad .English | | Computer Science Data Structures & operating system | Electronics | Differential Calculus | | | 2:30 to 4:30 pmIntegral Calculus | | | | | EMSCMS | English | 9:30 to 11:30 amLang/Ad .English | Statistics ( 9:30 to 11:30 am)(Examination will be held in separate room for Stats; check the notice board) | Computer ScienceOperating...
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...reward her by promoting her to the recently vacated position of Market Research Coordinator. The job would give broader experience in some high profile work, which will enhance her work at Nupath. It must be noted that Ornath’s career boosted by working in the same post at Nupath several years ago. When James Ornath told Denise about the promotion, she was shocked ashen thought being a brand manager would bring her success more in top management level as the job involved directly to the company’s profitability. She was now in an odd situation and did not know what todo?The aim of this report is to carry out a strategic analysis of Denise Washington and to sort out her problem with Nupath Food Inc. from the evaluation of the case study and as well as related external research. The report consists of the SWOT Analysis model. BACKGROUND Denise Washington had joined Nupath Foods Inc. less than two years ago as an assistant brand manager after leaving a similar job at a consumer products firm. She was one of the few women in marketing management at Nupathand had a promising career with the company. James Ornath, the vice- president of Nupath was very impressed with her job and decides to promote her. He offered her the recently vacated...
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...ABSTRACT The dynamic role of management functions in Coca-Cola Beverage Limited planning &organizing process has been highly emphasized. This department has been identified asthe means through which the rapid industrialization and other developmental goals of theorganization can be achieved. This report explores the role of recruitment & selection process of the organization. This report provides a defined role of other departments inthis process, role played by Head Office in this process, internal & external support of different departments in this process. The findings about Coca- Cola’s strengths,weekness, opportunity and strengths. PART 1: 1: INTRODUCTION The focus of this report is basically to analyze the different management functions atCoca cola beverages Pakistan limited Karachi. These functions include planning,organizing, leading and controlling. 1.1: HISTORY International: Coca-Cola laid the foundation of the beverage industry when it was formed in May 1886in Atlanta. However it was not until 1895 that the idea of selling coke in bottles wasintroduced. With the passage of time Coca-Cola gained popularity and its product beganto get recognized internationally. Thus from its mere beginning in 1886 Coca-Cola hasnow been transformed into a strong multinational with its product being currentlyrecognized all over the world. Coca-Cola, in fact, has now become one of the mostfamous and widely consumed brands in the world. It has not only established...
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...Integrating of Strategy and HumanResource Management The experiences of several organizations provide good examples of the integration of strategy and human resource management. One such example is provided by the experiences of People’s Bank, a financial services company headquartered in Bridgeport, Connecticut. Massive changes began to take place in the business environment of banking with deregulation and relaxation of ceilings on interest. Money markets began to drain off funds that ordinarily went into banks’ deposits, forcing them to rely on more expensive sources of funds. Further, the money center banks began to compete in the same middle markets as regional banks. People’s, which was a small regional bank, responded by changing its strategy from a product orientation to one directed toward markets. With a product orientation, products are developed and then markets are sought out in which to sell the product. Conversely, a market orientation involves an opposite approach in that market demands are determined and then products developed to serve the market. As a result of these changes, People’s transformed itself into a diversified financial services company with 139 branches and a fully integrated banking services and stock trading presence on the Internet Because of major changes in People’s strategy, there was recognition that new organizational structures would be needed to accommodate the changes. The organization was decentralized, hierarchical levels removed...
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...Human Resource Management Sarah Brown HRM/300 October 18, 2012 James Scott Human Resource Management Human resource management (HRM) is an important part of any business. HRM is useful to companys because it is what keeps employees motivated and helps the company achieve goals. This summary will outline what human resource management is, and its functions in business. It will also outline how human resources management plays an important role in the strategic planning in an organization. HRM aids a company in shaping it employee base and eventually the overall success of the company. What is human resource management? “People are definitely a company’s greatest asset. It does not make any difference whether the product is cars or cosmetics. A company is only as good as the people it keeps” (Ash, n.d.). It is vital for managers to have complete knowledge of human resource management (HRM) because people are what keep a company operating. HRM is utilized by managers to connect the abilities of a companys general employee base and its jobs, which will aid both the company and employees in becoming successful. HRM essentially gives a manager the ability to put the worker with the right task, and bring the best out of that work so that it meets organizational goals. Many HRM managers a used to recruit new talent for the company, keeping existing employees inspired, and the training of new and old employees (McNamara, 2012). What is the primary function of human...
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