...Sheila Cristy-Martin Human Resources Management Overview The Marine Corps League (MCL) has just hired a new Human Resources specialist. This specialist has been tasked with creating a six month plan to create a Human Resources (HR) Department. The plan must identify at least three factors to consider in the design and incorporate four disciplines which will make up the structure of the HR Department. This paper will serve as the proposal toward that formulation. Objective The mission of the MCL is to join together in camaraderie for the purpose of promoting the interest of the United States Marine Corps and voluntarily aiding and rendering assistance to all Marines and Fleet Marine Force Corpsmen ("Marine Corps League National Headquarters", 2015). Since this specialist will be the only HR employee in the foreseeable future, he will be solely responsible for staffing, training and development, maintaining performance, and most importantly, help the MCL achieve its mission (DeCenzo, Robbins, & Verhulst, 2013, Chapter 2). Plan of Action This proposal will focus on three major areas for each function – transactional, tactical, and strategic planning – as follows: I. Transactional a. Establish and monitor at least four disciplines with the HR scope of responsibility that will serve as a baseline for the other two areas. Whatever type of member is recruited, data entry, and record keeping will be required; accounting will be necessary to ensure compliance; scheduling...
Words: 706 - Pages: 3
...Individual Research Project – Preliminary Research Design Lori Whidbee American InterContinental University Abstract The first part of this paper examines the similarities and differences between formal research and business proposal. The paper finds that the process taken for both research methods are comparable in nature. However, both research methods have difference uses in business. The purpose, use and goals of the research determines whether formal research or business proposals add value to the decision making process in corporate world. Part two of the paper examines a hypothesis question: What are the effects of human resources outsourcing on leadership performance and employee commitment? Upon review of several journal articles, research suggests that the outsourcing of key human resource functions such as training, employee benefits, and recruitment has had a positive impact on leadership performance and employee commitment. Human resource professionals indicated the delegation of more complex tasks to third-party administrators has given them the opportunity to practice core competencies with employees which has resulted in a satisfied workforce. Individual Research Project – Preliminary Research Design Managers are required to make decisions in business every day. Making the right decision can mean the difference between a financial gain or loss and retaining or losing valuable employees. Bazerman (2009) states most of our decisions are evolved...
Words: 1888 - Pages: 8
...Powers and Duties of Officers and Employees The procedure followed in the decision making process, including channels of supervision and accountability, the norms set for discharge of functions and the rules and regulations held under the control of the organization and used by its employees are detailed below. Shri Raji Philip Chairman-cum-Managing Director The Chairman and Managing Director is the Chief Executive of the Corporation and is responsible to the Board of Directors. He is responsible for all the activities of the Corporation including personnel, financial and commercial management, and corporate planning and project implementation. He is responsible for the effectiveness of the organization in the pursuit of the Company’s goals and objectives and in particular for the performance and supervision of the technical, administrative and day-to-day operations of the Company. The powers exercised by CMD are as per “Delegation of Powers” of CMD in vogue from time to time. Shri A K Bhatia Director (Operations) Director (Operations) is a member of Board of Directors and reports to Chairman and Managing Director. He assists the CMD in all technical matters, in procurement of providing support to the mills for efficient operations, forestry raw material and other major inputs, setting technical parameters and monitoring the operations against the set norms, closely inter-acting with the Chief Executives of the mills on all technical matters including innovation...
Words: 6010 - Pages: 25
...management information system? 3 It is an application that supports the delivery of HR management, and automates a number of processes with a view to increase efficiency and standardize HRM processes for the Ukrainian civil service. It is comprised of modules, that are interlinked. Comprehensive HR system is a foundational element of HRM Reform project. Background and Context 1 4 This roadmap was developed on the basis of interviews held with Heads of HR and MDCS officials in the spring of 2009, to gather information on data collection, analysis and reporting, and the level of technological support. A review of the NDCS concept paper was also undertaken; Issues identified during this consultation process include: Current systems (Kadry, Kartka) do not meet the needs of HR departments; limited capacity for analysis at the CEGB and government levels; time consuming process for annual reporting to State Statistics Committee; Inconsistent way of recording and maintaining HR information; multiple manual recording systems, Excel spreadsheets with no connectivity; Limited archival and retrieval capability for employee records; HR specialists spend most of their time processing HR transactions, leaving little time for strategic work; staffing, training and performance evaluations appear to be the most onerous processes; Background and Context 2 5 HR staff eager for new technology and tools, to...
Words: 3178 - Pages: 13
...Thinking Bookworm Ideas. Thoughts. Beliefs Home Research Proposals Marketing Management TQM Examples Strategic Management Management Examples Strategic Management Archives Subscribe 6 Online Users Search Custom Search Categories Abstract Examples Accounting System Advertising Examples Agricultural Industry Asian Financial Crisis Australia Samples Australian Industrial Relations Commission Australian Labor Party Banking Sector Examples Behavioral Changes Examples Brand Development Samples Brand Equity Management Samples Brand Management Samples Budgeting Process Examples Building Construction Case Studies Business Examples Business Insurance Examples Capital Structure Samples Case Study Examples Change Management Programs Samples Change Process Examples Child Abuse Case Samples Civil Service Commission Case Studies Coca Cola Samples Collection Strategy Examples Company Supply Chain Relationship Comparative Analysis Examples Comparing Issues Competition Competitive Advantage Compulsory Education Examples Computer Science Sample Studies Conclusions Conde Nast Traveler Conflict Management Examples Consulting Consumer Confidence Contrasting Issues Corporate Governance Systems Corporate Law Corporate Social Responsibility Costa Coffee Case Studies Critical Study Crown Entity Culture Curriculum Vitae Examples Customer Satisfaction Customers Debt Decision Making Dell UK Different Strategies Dissertation Samples Ecurrency Trading East Asia Economic Forces Economic Plausibility Examples...
Words: 3247 - Pages: 13
...A Business Proposal to Make Ethical and Diversity Considerations to Improve the Strategic HRM Planning Process. Prepared for Jane Doe HR Director ABC Restaurant & Pub Prepared by XXXXX Personnel Director ABC Restaurant & Pub December 24, 2012 ABC’s Restaurant & Pub Ethical and Diversity Considerations to Improve the Strategic HRM Planning Process. I have gathered information over the last five weeks about department policies and best practices pertaining to ethical and diversity considerations. Based on these findings, the following proposal is presented to improve the strategic planning process. Diversity and ethics are buzzwords and are used frequently around the workplace. There are areas within both where making small changes could result in large benefits for the company’s HR strategic planning process. These considerations are important for the strategic plan because they encourage a positive company culture and decrease legal risks that could otherwise result in the demise of the company. Diversity As a restaurant and bar located in the middle of a military-base town, our personnel records indicate management has been hiring primarily a specific demographic type (women ages 18-30). Management has hired this demographic type over other demographic types more qualified. Even in an effort to appeal to specific customers, this bias can come off as discriminative and reflect negatively on the company. Two areas in need of consideration...
Words: 957 - Pages: 4
...election system to support the tracking and reporting of Huffman Trucking employees. The consultant team will describe the consideration needed to address possible security requirements and describe possible risks associated with the requested benefits election system. The Consulting Team S Caldwell IT Consultants believe their role is to act as an adjunct for Huffman Trucking Human resource department, bringing benefits, knowledge, experience and skills. The team will Perform all of plan management functions needed to ensure an effective and efficient delivery of health and dental benefits election to the employees while focusing on long term financial viability. Security Requirements Employers today have moved away from the old ways of enrolling and administering benefits with paper. Huffman Trucking is ready to use a paperless enrollment and...
Words: 680 - Pages: 3
...indicators (KPIs) in human resources (HR). The article provides an overview of how HR activities are supported in order to reach the partial goals of HR as defined in the strategic map. Overall the aim of the paper is to show the possibilities of using the modern Balanced Scorecard method in human capital. Key words: key performance indicators, entrepreneurial sector, HR scorecard, performance, Balanced Scorecard 1. INTRODUCTION Many companies have implemented tools for measuring their performance in order to stay in business and come in contact with tough competition. Organizations must face not only to more demanding conditions but in the current period to the world financial crisis as well. Due to these reasons, the organizations are forced to measure performance of the organization and contribute to the stability of the organization in today´s competitive environment. Organizations try to measure performance according to the financial drivers but in the recent period top leaders attempted to find new performance indicators which would take the “wind from sail” to their rivals in the market. One of these competitive advantages is human capital. As the Tootell et al. (2009) stated “since 1980s there has been an increasing emphasis on the importance of HR measurement.” Yeung and Berman (1997) declared that “HR measures should be impact rather than activity orientated, forward looking than backward looking, and should focus on the entire HR system not just on individual practices...
Words: 4798 - Pages: 20
...indicators (KPIs) in human resources (HR). The article provides an overview of how HR activities are supported in order to reach the partial goals of HR as defined in the strategic map. Overall the aim of the paper is to show the possibilities of using the modern Balanced Scorecard method in human capital. Key words: key performance indicators, entrepreneurial sector, HR scorecard, performance, Balanced Scorecard 1. INTRODUCTION Many companies have implemented tools for measuring their performance in order to stay in business and come in contact with tough competition. Organizations must face not only to more demanding conditions but in the current period to the world financial crisis as well. Due to these reasons, the organizations are forced to measure performance of the organization and contribute to the stability of the organization in today´s competitive environment. Organizations try to measure performance according to the financial drivers but in the recent period top leaders attempted to find new performance indicators which would take the “wind from sail” to their rivals in the market. One of these competitive advantages is human capital. As the Tootell et al. (2009) stated “since 1980s there has been an increasing emphasis on the importance of HR measurement.” Yeung and Berman (1997) declared that “HR measures should be impact rather than activity orientated, forward looking than backward looking, and should focus on the entire HR system not just on individual...
Words: 4794 - Pages: 20
...Riordan Manufacturing: Human Resources Integration Proposal Riordan Manufacturing: Human Resources Integration Proposal In service request SR-rm-004 from Riordan Manufacturing, Chief Operating Officer Hugh McCauley writes, “Analyze the HR system to integrate the existing variety of tools in use today into a single integrated application” (Apollo Group, 2007). The company wants to use a more updated approach to handling Human Resources (HR) tasks. The following document provides a detailed proposal of how to fulfill Hugh McCauley’s request. The document is presented in several sections that are outlined below. 1. Information Gathering Techniques 1.1 Keys to Successful Information Gathering 2. Project Scope 3. Feasibility 4. Application Architecture 5. Data Flow 6. System Implementation 6.1 Coding 6.2 Testing 6.3 Installation 6.4 Documentation 6.5 Training 6.6 Support 7. Conclusion Information Gathering Techniques The information gathering process should begin with an Internet search using key Phrases such as human resources information systems (HRIS), human resources software, human resources handbook, and human resources model. All of these search phrases will return many results that will provide information on HR system designs, software specifically for HR departments, and other companies’ policies and capabilities. One may also receive results reflecting ideas for HR systems that may not currently be in use, and testimonial...
Words: 2336 - Pages: 10
...1. INTRODUCTION In this term paper, I will explore the notion of ‘Technology Trust’ and if it impacts Human Resource Information Systems (HRIS) implementation success. According to my research, there are many studies focusing on how an HRIS project can be initiated and implemented efficiently and effectively. However, there is not much information if ‘technology trust’ is an influential factor to reach the ultimate goal of HRIS implementation. The study Lippert and Swiercz (2005) worked to explore several propositions about the relationship between HRIS and Technology Trust and the effect of the relationship on HRIS implementation success. We know that trust is an essential component of all relationships. Research shows that trust is not only useful, but also central to understanding individual behavior in varied domains such as teamwork, risk-taking and job performance, information systems implementation, etc. (McKnight et al, 2011) Therefore, it is crucial to explore if the notion of “technology trust” helps explain why there are HRIS implementation failures and explain how to integrate the HRIS implementation process since it is proven that most organizations deploy less than 25% of the functionality of HRIS (Boroughs et al, 2008). Browne and Roguch (2001) stated that “despite the good faith efforts by organizations, analysts, and users, majority of systems are abandoned before completion or fail to meet user requirements.” The recent reports explain reasons the...
Words: 2347 - Pages: 10
...POLITECNICO DI MILANO Muğla Marble Quarry Project Management final work Written by: Assaf Shklar Emre Yağmurlu Ceren Bayazit Vahid Golabi Rodrigo Esteban Perez Muğla Marble Quarry Contents 1.Introduction ....................................................................................................................... 5 2.Project Charter ....................................................................................................................... 6 1.General information ........................................................................................................... 6 2.Project stakeholders ........................................................................................................... 6 3.Charter executive summary ............................................................................................... 6 4.Project purpose .................................................................................................................. 7 a.Business need ................................................................................................................. 7 b.Business objectives......................................................................................................... 7 5.Project overview ................................................................................................................. 7 a.Project description ..............................................................................
Words: 14829 - Pages: 60
...Abstract Purpose: The purpose of this report is to study the HR Policies and practices in Stock broking Firms in Investment financial Sector. Methodology: in this study, we intended to assess the HR policies and practices in stock broking companies. Primary data based on three stock broking firms and secondary data based on 10 research paper were analyzed to assess HR policies and practices by stock broking firms. For this study, many factors are consider for further analyzed like recruitment, selection, induction, learning & development, performance appraisal, career progression, rewards, employee recreation. The sample analysis analyzed is constituted of stock broking companies listed on the one of the stock exchange in India. Findings: In stock broking firms, they are used pre-define structure for recruitment and selection. They are also followed all the HR practices and policies which applicable in finance industry as well as other industry. Research limitation: This report is only focused on one sector (investment) and in investment sector only considered 3 stock broking firms for this study. Most of head of the HR manager were in Mumbai, so the collected of the data from subordinate HR managers or rather HR executives. Introduction: HRM contributes to organizational performance in different ways: through sound functional basics, through effective realignment when the external environment changes; and by building an organizational context to that the...
Words: 2034 - Pages: 9
...PROPOSAL FOR Ph.D. THESIS Area of Study MANAGEMENT IN THE LOCAL GOVERNMENT Proposed Title: FACTORS RELATED WITH THE IMPLEMENTATION OF MAINTAINING AND DEVELOPING COMPETENCIES IN THE MANAGEMENT OF HUMAN CAPITAL IN NEWLY ELECTED OFFICIALS IN LOCAL AUTHORITIES IN GREATER LONDON 1. Introduction: A new term for managing employment is Human Resource (HR) has gained rapid and widespread acceptance in worldwide. But still there is some ambiguity remains in between HR and traditional Personnel management. HRM’s main principle is “our human resources are our most important asset”. Others emphasize that it is all about matching employment practices to an organization’s strategy. Since the mid- 1980s, HRM has become very popular in the UK- in job titles, in conference programmes, in business courses in universities and colleges, and in the titles of lecturer posts, although the field of HRM is still in the process of forming (Hendry C., 1995). HRM is the role within an organization that spotlights on staffing of, management of, and given that direction for the people who occupied in the organization. The United States appears to be strewn with evidence of managerial failure. Whole industries – autos, steel, consumer electronics and others – have decreased victim to more aggressive, more efficient overseas competitors. The American economy is afflicted with stagnating productivity, high unemployment and the debilitating...
Words: 5611 - Pages: 23
...Please discuss some of the characteristics of the planning process which cause low utilization of development fund and poor implementation of development program. Answer: It plays an important role in the country’s economic development through implementing various development projects. To implement this development project finance is an important thing. Bangladesh Govt. has two means to finance development project e.g. i) Govt. own fund; and ii) development partner. In this regard, development partners are seen to give money as grants or loan; and to some extent they provide money as both form (grant and loan). Development planning process: Low utilization of development funds and poor implementation of development programmes is a common phenomenon in Bangladesh. The national planning process is characterized by numerous problems, a few of which are mentioned below as key challenges that need immediate remedial measures. a. Paucity of trust in institutions and their people: A general lack of trust in different institutions involved in the process could be observed, which is attributed to the absence of a deep rooted discipline in development planning. This applies at all levels, from implementing department/agency to Planning Commission via the sponsoring ministry/division. The sponsoring ministry is not confident about the capacity of its subordinate department/agency as to the formulation of a quality project proposal and its effective implementation. The persistent...
Words: 4758 - Pages: 20
