...Human Resource Management IP 1 Traci Cutway MGMT315 1304A 02 Abstract The author of this paper discusses the changes that have been made to the Human Resource Management (HR) arena over the last decade. The paper also covers the strategic relationship between the HR department and the senior people in a company. There is also mention of the different disciplines in Human Resources and the writer talks about the differences between HR generalists and specialists. The final object of discussion within this paper is a bit of advice for students that are headed into the field to make sure a career in HR is the right one for them. Human Resource Management Human Resource Management has been around since the beginning of time. There has always been one person saying that a certain clansman or tribesman does a specific task better than anyone and assigns the jobs accordingly. This is a simplistic view of what the Human Resources department deals with. There have been several changes throughout all these years especially within the last decade. The last ten (10) years in Human Resources Management Over the last ten (10) years there has been a lot to change in Human Resources (HR) starting with the name. The department used to be known as the Personnel office but over the years there have been more tasks added to what a Human Resources person needs to do. Since September 11, 2001, there have been more rules and laws that deal with national security. The employment laws are...
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...HR Unit 2 IP Donecia Collins AIUOnline Survey of Human Resource Management MGMT315 - 1303B - 01 Lillian Lynn September 27, 2013 HR Unit 2 IP An internal process to design jobs that properly describe the duties and responsibilities of the position and comply with ADA: First of all, the organization should conduct extensive job analysis to identify objective information related to the skills, competencies and experience required to perform a particular job. Based on the job analysis, the job description should clearly spell out the specific skills, experience and competencies and the responsibilities/tasks associated with a particular job position. The job description should also mention other details about the job such as working conditions, use of technology tools and other equipment, relationship with other positions and reporting requirements. It should spell out clear expectations of the employer from the employees. The physical requirements of the job position should be clearly and accurately conveyed in order to comply with ADA regulations. The job position's essential functions should be spelled out in a clear manner. Before finalizing the job description, it is essential for the organization's HR manager and top management to validate the job description by obtaining feedback and opinion from departmental heads and employees working in similar positions or connected to the particular job position. Reference: http://askjan.org/media/jobdescriptions.html The...
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...Phone: 1-877-221-5800 Fax: 1-866-347-7383 Mikeja Cherry 10250 Prince Place apt. 105 Upper Marlboro, Maryland 20774 To Whom It May Concern: This letter is to verify that Mikeja Cherry is enrolled in a program of a study at AIU Online in the Bachelor's (BBA) - Business Administration program that began on Monday, October 06, 2014, with an expected graduation date of Sunday, December 13, 2015. Enrollment Status:Active Current GPA :3.75 Code COMP102 SCIE206 SCIE210 ECON220 ECON224 SSCI210 HUMA215 SCIE207 BUSN311 SCIE211 ACCT310 ACCT311 MGMT315 FINA310 ACCT420 MGMT305 ACCT450 ACCT440 ACCT315 ACCT435 ACCT430 MGMT499 ACCT320 ORNTU ORNTU SCIE206-C ECON220-C SCIE210-C ECON224-C SSCI210-C ClassName Introduction to Computers Lab Biology Environmental Science Microeconomics Macroeconomics Sociology Topics in Cultural Studies Biology Lab Quantitative Methods and Analysis Environmental Science Lab Managerial Accounting Principles of Financial Accounting Survey of Human Resource Management Financial Management Cost Accounting Management Information Systems Business and Professional Ethics for Accountants Accounting Information Systems Intermediate Accounting I Auditing Taxation Program Capstone Intermediate Accounting II Orientation Orientation Biology Microeconomics Environmental Science Macroeconomics Sociology Start date 09/08/14 10/06/14 11/10/14 11/10/14 01/05/15 01/05/15 02/09/15 03/23/15 03/23/15 04/27/15 06/08/15 06/08/15 07/20/15 08/24/15 08/24/15 10/05/15 11/09/15 11/09/15...
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...MGMT315-1302A-01 Survey of Human Resource Management Janelle LaMaster IP 1 5/3/2013 There have been many changes within the human resources departments over the past 10 years. However, I feel the most influential area that has changed for the HR department is technology. Around the 1990’s HR departments started creating 1-800 numbers for employees to use to seek answers to their questions and make basic requests (HRPS). Overall this is a very successful method when it comes to getting employees needs met. This is because when an employee has a issue within the work force, they usually need to blow steam off immediately. If the employee is able to pick up the phone right away to get to the bottom of the problem, usually talking to someone about the situation they are in will calm that individual down to the point where the HR representative can take over the situation quickly. Another change within the HR department and dealing with technology is the internet. Overall, the company will save money using the internet and the resources available to them. This includes, administrative tasks, such as pay roll processing, and helping employees with their benefits and other tasks that the employees will think need done right away (HRPS). Also, the HR department is now able to have a website to allow employees to go learn about the HR department and how the HR department is able to help them when needed. Overall technology has reduced labor costs and has created a generally more efficient...
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...Pursuing A Career In HR Erin Young AIU Online MGMT315-1401A-01 Abstract Considering making human resources a profession, the following will discuss different aspects of this career choice. Knowing how the field of human resources management evolved over the past ten years can be helpful when faced with different situations in HR management. Discussions of how the HR professional acts as a strategic partner to senior leadership and major specialty areas within the field, such as Employee Relations, Organizational and Employee Development will be explored and answered. Also the differences in responsibilities of an HR generalist and an HR specialist will be explained and recommended criteria will be discussed with college students to help them decide if human resources will be the right profession for them. Making HR a Career Entering the field of human resources management cannot be decided without fully understanding what human resources management truly entails. The field of human resources management has evolved over the past ten years from simply a means for companies to address concerns of safety, compensation, record keeping and compliance with employment and labor regulations to means to ensure that factors such as wages and working conditions were not interfering with employee productivity and has been seen as a strategic partner to organizations as well as to senior leadership. The HR professional now strategically help companies meet their objectives...
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...How to Recruit Applicants for Key Roles at a New Office Rhonda L. Grossley MGMT315 – 1402B – 04 Professor Barbara Chappell 05/31/2014 Abstract This paper will talk about the legal statues of selecting and hiring of employees. I will also discuss the type of position that is filled in the new office. I will talk about the experiences, education level, and qualifications for the position. It will also discuss the interviews and the abilities of testing, and the weaknesses and strengths. It will talk about the integrity testing and drug testing. Introduction: The company is thinking about its company into nearby states. As the Chief Human Resource Officer as one of the initial tasks that of the employee’s tactician and to planned to employ new staff members. The office will need a least 60 employees and a part of the positions will be occupied on inside with individuals that are eager to be relocate. On the other hand, still a large portion of the total employees to be employed will stay. Mostly, the hiring would be for the operations and the marketing division separately from human resource and finances. The inside post will set up a large number of senior level posts, the lower level or other positions will require new employees. Therefore, round 60 extra employees that has to employ for the new office containing, operations manager, sales representative, operations analysts, sales manager, and etc. Employing is to go into detail in course of action and requires development...
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...Individual Project Unit 5 MGMT315 Survey of Human Resource Management Dr. Kimberly Bennett September 27, 2015 Our company is opening another office in the state of Utah to expand our business. We need to find out the legal statues affecting the selection and hiring of our new employees, how many employees that we need to hire, what positions that we need to hire, and the qualifications for each position available. We need to coordinate a hiring system to help us to reject and accept applicants, and we need to decide whether we are going to drug-test our potential employees or whether we are going to utilize integrity testing. Only after we decide all this can we start the process of our mass hiring event. Utah is a right-to-work state, so we need to make ourselves familiar with the laws that are different than ours here in Colorado. Utah has passed a couple of Acts that may affect our hiring process. “The Utah Antidiscrimination Act prohibits hiring practices that discriminate on the basis of race, color, sex, pregnancy or pregnancy-related conditions, age (40 years and over), religion, national origin, or disability, unless the characteristic is a bona fide occupational qualification (UT Code Sec. 34A-5-101 et seq.). The Act applies to all public employers and to private employers with 15 or more employees.” (le.utah.gov) “The Utah Employment Selection Procedures Act prohibits employers from requesting the following information before an applicant is offered a job: ...
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