...HR Roles and Responsibilities Angel Alejandro MGT/431 – Human Resources Prof. Gisela Ramirez June 21, 2011 Según Británica, recursos humanos es la tarea de las personas en una organización de trabajo que vela por los intereses de la compañía, también llamada administración de personal y relaciones laborales. Las relaciones laborales, los recursos humanos y administración de personal representan una sub categoría principal de administración general, centrándose exclusivamente en las tareas de los recursos humanos a diferencia de recursos financieros o materiales. El término puede usarse para referirse a actividades asignadas a los oficiales de personal especializado, departamentos o funciones específicas seleccionadas. También se utiliza para identificar el alcance completo de políticas de administración y programas en la contratación, selección, y retención de los empleados. El concepto de "administración de recursos humanos" implica que los empleados son recursos del empleador. Como un tipo de recurso capital humano significa que para que una organización tenga éxito en lo que hace, necesita a empleados con ciertas cualidades, tales como Habilidades particulares y experiencia.. También en las características del empleado que pueden agregar el valor económico a la organización. Este punto de vista significa que empleados en las organizaciones actuales no son intercambiables o reemplazado fácilmente porque forman parte de un sistema como la fuente del éxito o el fracaso...
Words: 956 - Pages: 4
...Health and Safety Infirmary MGT431 Health and Safety Infirmary/Clinic Proper health and safety protection for both inmates as well as medical personnel should be taking seriously at all times. The Eighth Amendment deals with the ban of cruel and unusual punishment. This gives convicted inmates rights to the proper treatment of health and conditions of a safe environment. Therefore, inmates trust in the prisons infirmary/clinic to take care of these needs. The issue in maintaining the proper health and safety for both inmates and nursing personnel is failure in proper staffing. The facilities have opened rooms and usually provide enclosed rooms to those with severe medical and mental issues. This opens the opportunity for breach of safety for those involved. Though the facilities usually have protected entrances and exits to avoid escape from the clinic itself; this same protection process may make it difficult for correctional officers to help out in an arising threat within the infirmary. Correctional officers do not accompany the nursing staff within the infirmary, but do keep close distance through monitored surveillance from close quarters. Infirmary health and safety issues vary throughout the many prisons. An example of serious violations goes to findings from an investigation completed at the Wyoming State Penitentiary (WSP). During a tour of the prison several noticeable issues were presented...
Words: 376 - Pages: 2
...Staffing Plan Paper Giselle Walton MGT431 October 12, 2010 Lori Gardner Staffing Plan Paper Appropriate staffing can be the key to success for many organizations therefore, the human resources (HR) department must develop a staffing plan. In this paper I will develop a staffing plan for a new division at T-Mobile called Loyalty. Loyalty will consist of marketing, customer service, distribution, and accounting. Specific strategies to recruit the appropriate applicants including the legal compliance of said strategies will be developed in this paper. Initially HR has to understand the need for the division called Loyalty. The loyalty division will meet the needs of customers who have been with the company for more than two years. The emphasis on these customers is necessary because customers typically join a cell phone provider with a two-year contract, for one of three things, coverage, rate plan pricing, or handset (phone). Customers remain with a cell phone provider after the initial two years because of satisfaction with their current provider. The Loyalty division will be responsible for implementing specific initiatives to maintain customer satisfaction. T-Mobile has 33.6 million customers (T-Mobile USA, 2010). The number of people needed for the loyalty division is determined by the average number of customer losses during the year. In the first and second quarter of 2010, T-Mobile lost 170,000 customers to other cell phone providers (T-Mobile USA, 2010). By constructing...
Words: 1360 - Pages: 6
...Staffing Paper Your Name MGT431 December 6, 2010 Staffing Paper The following report is a summary of Frito Lay as it increases its diversity and develops talent from within. This paper identifies the challenges Frito Lay faces as it identifies the staffing strategies employed by Frito Lay including the recruitment and selection process of its business managers. The selection process is used to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help Frito Lay achieve its goals (Gerhart, Hollenbeck, Noe & Wright 2007). Industry Identifications The people at Frito Lay believe that their continued success will require teamwork and continuous learning on the part of each team member in order to develop and grow. Frito Lay focuses on building a pipeline of talented, diversified individuals in order to meet current and future staffing needs and to develop leaders of tomorrow. They focus on attracting top candidates with the skill sets they require by working on the basis of early recruitment and full utilization of their pipeline program. This strategy has supported their mission statement fully, but if Frito Lay plans to control the amount of the market share it currently has, it will have to continue its mission and strategy according to the needs of their customers. To find individuals with the passion it takes to deliver quality service that organizations are looking for it will take individuals such as self starters...
Words: 579 - Pages: 3
...STRATEGIC MANAGEMENT (MGT431) GUIDELINES FOR THE WRITTEN STANDARDIZED CASE ANALYSIS Overview and Background The introduction of your paper should acquaint the reader with the company being analyzed and demonstrate your ability to succinctly describe the company from a historical perspective. Take this opportunity to highlight key factors and past strategies, which have led the company to its present position. It is important for you to understand precisely, why the company has been successful (or unsuccessful) in the past. Taking time to articulate this may suggest distinctive competencies that you might otherwise overlook when writing the following sections. Conclude the “Overview and Background” of your paper by clearly identifying the key issues, and/or problems facing management at the close of the case. After reading and analyzing a case, the reader is generally left with a feel for some major issues with which will determine the future success of the firm. State these issues as succinctly as possible as they will likely be developed in much greater detail later in the case analysis. Company Mission This section of your paper should clearly state the company mission as you see it at the end of the case. Remember, a company mission delineates the primary purpose of the firm (its reason for existence) and must, at a minimum, describe: * The products or services of the firm * The primary markets to be served * The means by which the...
Words: 1318 - Pages: 6
...|STRATEGIC MANAGEMENT (MGT431) | |GUIDELINES FOR THE WRITTEN STANDARDIZED CASE ANALYSIS | | | | | |I. |Overview: | | | | | |The introduction of your paper should acquaint the reader with the company being analyzed and demonstrate your ability to succinctly describe the company| | |from a historical perspective. Take this opportunity to highlight key factors and past strategies, which have led the company to its present position. | | |It is important for you to understand precisely why the company has been successful (or unsuccessful) in the past. Taking time to articulate this may | ...
Words: 1219 - Pages: 5
...5 Years and Contacting A Career Development Plan Etoile Mitchell University of Phoenix MGT431 Melissa Jackson - Facilitator In the Beginning Mirror, mirror as I look in thee, what kind of future do you see for me? I wish it were that simple? If for just one moment we could peer into our future, how much easier our lives would be. As children and even as adults we dream about what career path, we will take, but along with that we have to understand that to attain our goals we have to P(ut) your L(ife) into A(ction) N(ow). Planning is an integral part of our everyday existence, we plan what to eat, what to wear, where to go and how to get there and then we plan who we will marry how many children, where we will live and so on and so forth, the list is infinite. In our everyday that we existence, we execute a piece 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...
Words: 1505 - Pages: 7
