...Human Resources The French writer Antoine de Saint-Exupery once said “a goal without a plan is just a wish”. Today’s presentation summarizes Health System’s plan for implementing a formal performance appraisal system for each employee, both individually and as part of a team, as well as outlines our strategy for implementing an organization-wide succession plan to fully maximize our use of human resources. As you were briefed at the last Board Meeting, our most recent employee survey revealed that many of our employees reported not receiving regular performance evaluations and expressed concerns about a perceived lack of a formal evaluation system, as well as no structured approach for assessing team performance. This feedback was troubling in many regards, as this translates into lower-than-expected employee satisfaction scores across the organization, and human resource metrics such as these are indicative of an organization’s health and viability. As emphasized in a recent business article, “Employee engagement is quickly becoming a critical success factor for competitive advantage” (Maximizing Human Capital, 2012). Human resources is also referred to as human capital and is the “collective knowledge, skills and abilities of people that contribute to organizational success”, which can be leveraged to promote value and optimize company performance (Lockwood, 2006). Measurement of human capital is a measure of effective human resource management, and a recent national...
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...Practical Reason First published Mon Oct 13, 2003; substantive revision Thu Nov 6, 2008 Practical reason is the general human capacity for resolving, through reflection, the question of what one is to do. Deliberation of this kind is practical in at least two senses. First, it is practical in its subject matter, insofar as it is concerned with action. But it is also practical in its consequences or its issue, insofar as reflection about action itself directly moves people to act. Our capacity for deliberative self-determination raises two sets of philosophical problems. First, there are questions about how deliberation can succeed in being practical in its issue. What do we need to assume—both about agents and about the processes of reasoning they engage in—to make sense of the fact that deliberative reflection can directly give rise to action? Can we do justice to this dimension of practical reason while preserving the idea that practical deliberation is genuinely a form of reasoning? Second, there are large issues concerning the content of the standards that are brought to bear in practical reasoning. Which norms for the assessment of action are binding on us as agents? Do these norms provide resources for critical reflection about our ends, or are they exclusively instrumental? Under what conditions do moral norms yield valid standards for reasoning about action? The first set of issues is addressed in sections 1-3 of the present article, while sections 4-5 cover the second...
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...finance or human resources • Human Skills Abilities in getting along with people, leadership, helping others to be motivated, communication and conflict resolution • Conceptual Skills The ability to think about complex and broad organization issues Types of Managers • First-Line Supervisors – Manage the work of employees who are involved in the actual production or creation of an organization’s products or services. • Middle Managers – Manage first-line managers and others. • Top Managers – Have organization-wide managerial responsibilities—Chief Executive Officers (CEOs), Vice-Presidents, and Board Chairs What is Management? • Management – The process of planning, organizing, leading and controlling human and other organizational resources towards the effective achievement of organizational goals. • Organization – A goal-directed (planning), deliberately-structured (organizing) group of people working together (leading) to achieve results (controlling). Functions of Management (Fayol) • Four Management Functions: – Planning – Organizing – Leading – Controlling Managerial Roles (Mintzberg) • Interpersonal Roles – Leader, Liaison and Figurehead • Decisional Roles – Resource Allocator, Negotiator, Entrepreneur, Crisis Handler • Informational Roles – Monitor, Disseminator, and Spokesperson Fayol’s Functions and Mintzberg’s Roles Fayol Planning Mintzberg Entrepreneur, negotiator, spokesperson Organizing Leading Controlling Resource allocator...
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...Introduction The primary responsibility of Human Resource [HR] management is to manage the workforce of an organization with an emphasis on minimizing financial risk while maximizing profit for the business. One aspect of minimizing risk is ensuring that the workforce is performing their jobs efficiently and effectively. So, the question is how do we gauge the efficiency and effectiveness of the workforce? The answer is, through the implementation of a competent performance appraisal system. In light of the results of the recent employee survey conducted, there are both real and perceived issues that exist between HR and the management team. The lack of cohesion within the organization has resulted in low employee morale which affects performance and ultimately, profitability. The purpose of this presentation is to explain the merits of a good performance appraisal system, for both individuals and teams of the organization and to show how it will help to resolve the problems uncovered by the survey. Moreover, my intention is to describe the process for assessing team performance and the differentiating factors for executing an appraisal for an individual versus a team in an organization. Lastly, the board of directors asked for a report with regard to succession planning in the last board meeting. I want to describe the benefits of succession planning and propose a solution for the implementation of succession planning in our organization. Performance Appraisals Performance...
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...head: XEROX Case Assignment Two- Xerox Charmella L. Tyler Dr. Valencia Westray-Miller Strategic Human Resource Management – HRM 530 October 29, 2011 Discuss how human resource professional can ensure that top organizational leaders encourage managers and employees to follow laws and guidelines. It is the human resource professional’s responsibility to ensure the fair treatment of all employees. Human capital is one the most significant assets held by organizations. Weatherly (2003) identifies an organization’s human capital as “the collective sum of the attributes, life experience, knowledge, inventiveness, energy and enthusiasm that its people choose to invest in their work.” Organizational leaders are responsible for locating and hiring human resource professionals that are knowledgeable about federal and state laws and guidelines that support will manage and influence organizational culture, promote employee safety and fairness, and adjust and facilitate change quickly and efficiently within the company. Organizational leaders hire human resource professionals to provide adequate up-to-date information about federal and state laws and guidelines to employees. Human resource professional are faced with the tasks of developing and enforcing clear policies against employee discrimination, and keeping employees familiar with their rights and laws. Human resource professionals must abide by specific guidelines and laws to conserve employers’ money and decrease...
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... the greater the present value of a future amount. B. the smaller the present value of a future amount. C. the greater the level of inflation. D. none of the statements associated with this question are correct. 2. If the interest rate is 10% and cash flows are $1,000 at the end of year one and $2,000 at the end of year two, then the present value of these cash flows is A. $2,562. B. $3,200. C. $439. D. $3,000. 3. Accounting profits are: A. total revenue minus total cost. B. total cost minus total revenue. C. marginal revenue minus total cost. D. total revenue minus marginal cost. 4. Economic profits are: A. total revenue minus total cost. B. marginal revenue minus marginal cost. C. total revenue minus total opportunity cost. D. total profits of the economy as a whole. 5. Which of the following is an implicit cost to a firm that produces a good or service? A. labor costs. B. costs of operating production machinery. C. foregone profits of producing a different good or service. D. costs of renting or buying land for a production site. 6. Which of the following is an implicit cost of going to college? A. tuition. B. cost of books and supplies. C. room and board. D. foregone wages. 7. Which of the following signals to the owners of scarce resources are the best uses of those resources? A. profits of businesses. B. government regulations. C. economic indicators. D. the accounting cost of those resources. 8. The primary inducement...
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...As a strategic and change partner of Washington Memorial Hospital, the Human Resources Division (HRD) is leading the organizational renewal to change our image to become a “Center of Excellence” in Cardiac Care and Surgery. HRD outlined the following changes that will be included in the organizational renewal: • Strategic change: change in strategy, mission and vision • Cultural change: adopting new corporate values • Changes in People, Attitudes and Skills: change in employee’s attitudes, behavior and values • Structural change: reorganization of the hospital’s structure, coordination, extent of control, reporting relationships, tasks or decision-making procedures • Technological change: reengineering work processes, modernizing health systems and advancing technology...
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...Business Proposal for Will Bury’s Price elasticity Scenario The purpose of this proposal is to provide recommendations to Will for increasing revenue, maximizing profits, determining the company’s profit-maximization quantity, increase product differentiation, and minimizing product costs. The proposal will also include the correlated processes for determining the appropriate recommendations and their correlation to pertinent economic principals. Company Overview Will Bury is an architect of innovation who has the foresight to forecast future trends in digital book technology. He has developed and patented a proprietary technology that takes printed words from text and creates a file which provides the option of reading digitally or listening to a synthetic voice rendition. Will is aware that he has access to books no longer under copyright protection at no cost. Furthermore, according to his assessment, he can significantly expand his catalog by paying an estimated $5.00 royalty fee per copy for copyrighted books. Although technologically savvy, Will appears to display deficient business aptitude which, thus far, has culminated in his lack of adequate facilities, human resources, and indecisiveness. This proposal will detail the measures Mr. Bury should take for optimal results within the present and subsequent speculative conditions. Efficiencies in production levels and price changes will be reflective of prescribed actions. This proposal was prepared under...
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...EXPANSION AND MERGER 1 1. Explain why government regulation is needed, citing the major reasons for government involvement in a market economy. The consolidation of U.S. industry into increasingly powerful corporations spurred government intervention to protect small businesses and consumers. In 1890, Congress enacted the Sherman Antitrust Act, a law designed to restore competition and free enterprise by breaking up monopolies. In 1906, it passed laws to ensure that food and drugs were correctly labeled and that meat was inspected before being sold. In 1913, the government established a new federal banking system, the Federal Reserve, to regulate the nation's money supply and to place some controls on banking activities. The largest changes in the government's role occurred during the "New Deal," President Franklin D. Roosevelt's response to the Great Depression. During this period in the 1930s, the United States endured the worst business crisis and the highest rate of unemployment in its history. Many Americans concluded that unfettered capitalism had failed. So they looked to government to ease hardships and reduce what appeared to be self-destructive competition. Roosevelt and the Congress enacted a host of new laws that gave government the power to intervene in the economy. Among other things, these laws regulated sales of stock, recognized the right of workers to form unions, set rules for wages and hours, provided cash benefits to the unemployed and retirement...
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...It should be an aim in people’s lives, to help others achieve goals not only for peace but the advancement of human society. Cooperation comes from within us and requires high levels of devotion without greed and jealousy so as to fulfill work. Cooperation is a great dependent of how people relate and treat each other. When cooperation lacks, competition comes in. There are three main factors that influence cooperation; Personal Orientations, Communication and tendencies towards Reciprocity. Reciprocity According to (Baron, Byrne & Branscombe, 2007) Reciprocity is the notion or belief that people should treat others the same way the persons have treated them. It is a social rule that is instilled in many people from generations to generations. It always seems like a kind of competition where each team is ready to put their own interests aside, whereas ready to defect from the good will if selfish interests are portrayed by either. Humans are not only the species that practice cooperation; it has been observed in chimpanzees and bats. Socialization plays a critical role especially as people grow up and this determines how people cooperate since people have different experiences, values, norms and cultures. The best explanation for cooperation reciprocity is stated by the theory of reciprocal altruism. The theory illustrates that by organisms sharing their resources they increase chances of survival and the vice is probable to be passed on to generations(Baron, Byrne &...
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...function of management, Boeing is once again the leader in the aerospace industry, continues to build a competitive advantage, and is more flexible, innovative, efficient, and responsive to its customers. The organizing function of management follows the planning function and requires management to develop and organizational structure, assemble and coordinate the human, financial, physical, informational, technological, and other resources needed to achieve the organizations goals. To be effective, managers need to use new forms of organizing and possibly view people as the most valuable resource. Companies will departmentalize an organization during this function of management. Examples of departmentalizing an organization include organizing by function, product, geography, or customer. Although the organizing function of management consists of assembling and allocating the resources needed to achieve goals, organizing is also about utilizing resources to build a dynamic organization (Bateman & Snell, 2009). A key resource to the organizing function management is human resources, which involves maximizing the capabilities and performance of the organizations people (McNamara, 2011). For Boeing to regain its elite status, the company began making plans to...
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...about patient care and complex science, but it’s also about dollars and cents. Customer’s pursuit for value is now impacting our industry . I am aware of our budget deficit and I am concerned as to how we will overcome this situation at Jackson. As our CFO Michael Tyler has informed us, we will be having a budget deficit of $27’957,560 for FY2012. We need transformational leadership more than ever. Everything about the future of health care points to the importance of our doctors, nurses, specialists and caregivers, but with a substantially different twist. Historically, our strategies were built on impressions by first-hand users (patients, members, clinical trial subjects, etc) Therefore, I have decided to start a transformational training pilot program with our key employers in critical departments. I intend to start this seminar no later than January 4, 2012 . I have selected 3 main issues to be covered in the seminar . First, our poor employee retention rates. We need to create a global individual performance development, talent management and management development programs to develop and retain only top employees; meaning that non essential staff will be laid off (approximately 5% of the current staff). Top employees will be the face of Jackson, and more patients will come if we provide excellent care and service. Little wonder most consumers are not convinced of our value . By two to one, most U.S. adults think the U.S. health care system is expensive, wasteful, and often...
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...essential agreement. Moreover, his company, Whole Foods Market, behaves in accordance with the principles I spelled out in my 1970 New York Times Magazine article. With respect to his company, it could hardly be otherwise. It has done well in a highly competitive industry. Had it devoted any significant fraction of its resources to exercising a social responsibility unrelated to the bottom line, it would be out of business by now or would have been taken over. Here is how Mackey himself describes his firm's activities: 1. "The most successful businesses put the customer first, instead of the investors" (which clearly means that this is the way to put the investors first). 2. "There can be little doubt that a certain amount of corporate philanthropy is simply good business and works for the long-term benefit of the investors." Compare this to what I wrote in 1970: "Of course, in practice the doctrine of social responsibility is frequently a cloak for actions that are justified on other grounds rather than a reason for those actions. "To illustrate, it may well be in the long run interest of a corporation that is a major employer in a small community to devote resources to providing amenities to that community or to improving its government. "In each of these cases, there is a strong temptation to...
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...Importance of Human Resources Management YOUR NAME HRMG 213 Sylvertooth 04/10/11 Abstract Managing human resources is a very important role in the modern workforce. From managing and training to compensation and benefits, the role carries a certain importance that all organizations must incorporate to be successful. It is clear to see that there is a large amount of responsibility and dependency that go along with this role. This role constantly evolves as time moves forth and new technology and trends are embraced. The human resources manager must be adaptive and understanding to be successful. The role is also very broad. Not only will the human resources manager be responsible for ensuring safety on the workplace but will also be responsible for administering discipline while attempting to minimize stress. What exactly is human resources management? Human resources management is the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, p. 4). Furthermore, it is the management of an organization and its assets. Why is human resources management so important to an organization? Staffing, designing jobs and teams, developing skillful employees, improving employee performance and approaches and rewarding success are all functions of an HR manager (Bohlander & Snell, p. 4). These are all important facets that an organization needs in order to be successful. Without a human resources department and the management...
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...Roles and Responsibilities of HRM and Trends and Challenge of HRM Human resource management (HRM) is most important for every organization. Now it is said that HRM is the backbone of an organization. Human resource managers are well positioned to play an instrumental role in helping their organization achieve its goals of becoming a socially and environmentally responsible firm-one which reduces its negative and enhances its positive impacts on society and the environment. A company’s workforce is the lifeblood of organizations and they represent one of its most potent and valuable resources. Consequently, the extent to which a workforce is managed is a critical element in enhancing internal effectiveness and improving the organization’s competitiveness. Human Resource (HR) practitioners play an increasingly vital role in maximizing the efficiency of the organization’s human resources since HR practices support employee behavior that is critical for accomplishing key organizational processes, thus advancing organizational success. It becomes evident that individuals performing in those HR roles need to be equipped with distinct capabilities that support the expectations, challenges and requirements of their roles and responsibilities Organizations are now looking to the HR function to go beyond the delivery of cost effective administrative services and provide expertise on how to leverage human. The competitive forces that organizations face today create a new mandate for...
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