...Compensation and Benefits Plan Compensation and benefits curriculum have a considerable amount of influence in a business’ capability to allure and retain workforce. Understanding the company’s goals, attracting experience candidates, and reward the existing employees will expand benefits and compensations to fit the potential position and work environment. By built on a strong working characteristic, respected core benefits package with insurance, and superior compensations Freeley & Driscoll can expand and fill a new position more effectively. In response to Feeley & Driscoll, P.C.’s (the “Company”) operational goal of 10 percent annual revenue growth, a market development and expansion manager position will be created to lead the Company’s expansion into new markets beyond the New England demographic. In order to attract experienced candidates for the position, the compensation and benefits package must include a variety of options to meet the needs of the employee. At the same time, the proposed package should reflect the Company’s expectations for the position, utilizing a combination of fixed and performance-based compensation, and benefits to ensure the candidate is thoroughly invested in the Company’s success. Since its inception, the Company has built its success through the hard work and dedication of its employees. As a result, the Company has rewarded its employees with the highest salaries in its industry and region. The Company believes a mutually beneficial...
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...1 Roadmap for the Development of a Human Resources Management Information System for the Ukrainian civil service Purpose of Presentation 2 To seek input on the draft document “Roadmap for a Human Resources Information System for the Ukrainian civil service” To discuss desired course of implementation, including a staged approach To confirm overall direction and next steps What is a human resources 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...
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...Although his age might be a concern as per the Saudi laws but he is very optimistic and interested in working with Al Marai. Please note that John has been interviewed previously by Al Marai. CR Covering Note In July 2012 I finished up my assignment as Head/Compensation & Benefits with Tatweer Petroleum in Bahrain. The drive to nationalize coupled with increasing pressure from the company?s joint venture partners to improve financial performance have led to the departure of numerous highly compensated expats, including me. I am now back in the market looking at full-time employment and consulting opportunities, e.g. the following: ? Am open to senior non-management HR roles, with emphasis on compensation and performance management development, in the USA, the Middle East/GCC, and worldwide. ? Vice-President (VP)/Director of Human Resources for small to mid-sized organizations ? VP/Director/Manager of Compensation & Benefits/Performance & Rewards ? Human Resources consulting; available for projects on an independent ?associate? basis; join ?delivery? team of a blue chip global consulting firm; conduct training workshops related to special HR strengths. I have remained in Bahrain while targeting the Middle East for employment and consulting assignments, but I am single, mobile, and available for assignments worldwide. Special Note: I have signed a contract with Petrosync in Singapore to conduct in September this year a week-long compensation workshop in Kuala Lumpur for Asia...
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...FACTS Luke, an employee of ABC Company, has recently been assigned to a project that requires him to take part in the development of an adult entertainment store. Luke came to the Ethics Department for guidance on a personal conflict he is having. He discloses he is having a dilemma with the location of the new retail stores development. His brother, Owen, who he has a close relationship with, lives right around the corner from the proposed location. He knows that once the company goes public with its plans to place an adult entertainment store, so close to his brother’s place of residence that it will cause the value of Owen’s home to drop dramatically. His brother has expressed interest in selling his home and has even received a decent offer, but has not officially made a final decision. Owen feels obligated to keep his company’s confidentiality agreement, but also feels like he needs to inform his brother. ISSUE Luke’s dilemma is if he should inform his brother, Owen, about the pending project plans of ABC Co. or keep quiet about it. On one hand is his obligation as an employee of ABC and, on the other is his concern and loyalty for his brother and his family. If he doesn’t tell his brother, then Owen may not accept the current offer he has on his house. This offer will clearly be higher than any offer he may receive after the adult entertainment store is built because the value of his home will drop significantly. If he does tell Owen, then he is not being loyal to his...
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...INDEX Contents Introduction 5 1.0 Introduction 6 1.1 Purpose of HRD 7 1.2 HRD Planning 8 1.3 Training Need Identification 10 About the Company 16 2.0 Introduction to the company 17 2.1 HRD Philosophy 17 Products & Services 19 2.2. Development Plan Template 21 2.3 Sample Training Calender: 22 Methodology 23 3.0 Report Methodology 24 Findings & Recommendations 26 4.0 Recommendations based on Findings 27 4.1 Proposed Improvement in Training Policy 28 4.2 Proposed Process for Training: 28 Annexure 30 Annexure 1: Proposed Training Process for Employees 31 Annexure 2: Proposed Feedback Questionnaire 32 REFERENCE 36 1.0 Introduction HRD is mainly concerned with developing the skill, knowledge and competencies of people and it is people-oriented concept. It has a body of knowledge and this knowledge is transferred to younger generations through management institutes in India. By now HRD is a well-recognized function in organizations. HRD is… “a process of developing and/or unleashing human expertise through organization development and personnel training and development for the purpose of improving performance.” HRD from organizational point of view is a continuous process in which the employees of an organization are helped/motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and mould the values, beliefs, attitude necessary to perform present and future roles by realizing highest human potential...
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...which is working on innovative software, which it plans to sell in the near future. Most code and documentation is stored on servers, which are publicly accessible via the Internet. As my job is to clean up this organization’s computing y identify the current problems from all perspective an also propose a better solution to overcome the entire problem I identified. In this proposal, i provide outline of the problems with this computing environment and why it could be. So on, I provide either technical or procedural solutions to these problems as this solution might be impact strategy to the organization....
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...Kudler Fine Foods Strategic Plan Executive Summary The management team of KFF have undertaken a goal of developing a new strategic plan to capture the new direction of the company. The strategic plan will include a new mission statement, a new vision statement, and a new value statement. One of the steps to be taken to redefine the direction of the company is to perform an environmental scan. An internal and an external environmental scan will be performed to understand the important information necessary to move the company in the correct direction. For a project as large and important as redefining the company direction, tools will be used to organize the endeavor. These tools will include a Work Breakdown Structure (WBS) and a Gantt chart to organize and plan the new strategy to be implemented. One part of the plan will focus on people and include training and recruiting qualified personnel. Another step will focus on process improvements, and this step will contain market development, concentric diversification, and channel control. The last step will contain products, and this step will focus on technology and product analysis. The implementation plan will define the goals and schedule each of the parts of the work breakdown structure. Another important step in the new strategic plan will be understanding the financial implications of the plan, including the risks and rewards. A detailed risk management plan to include environmental disasters must...
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.................................................. 1 PROBLEM DESCRIPTION .............................................................................................. 2 2.1. PROJECT OBJECTIVES ........................................................................................... 3 2.2. PROPOSED PERFOMANCE MEASURES TO BE EVALUATED ........................ 3 3. PROPOSED INPUT DATA, DATA SOURCES AND COLLECTION METHODS ....... 4 4. PROPOSED ALTERNATIVE SYSTEMS DESIGN ........................................................ 5 4.1. 4.2. 5. PROPOSED DESIGN 1 .............................................................................................. 5 PROPOSED DESIGN 2 .............................................................................................. 6 PROJECT PLAN ................................................................................................................ 7 List of Figures Figure 1: Xtra Gas Station Physical Layout .............................................................................. 2 Figure 2: Proposed Design 1 ...................................................................................................... 5 Figure 3: Proposed Design 2 ...................................................................................................... 6...
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...HRM 6003 Human Resource Management Week 1: Case Study By Week 1: Case Study Strategy is defined as: a way of doing something, or a game plan or plan of action. As a HR manager you must possess the ability to look at things from a strategic approach (Anthony, Kacmar, & Perrewe', 2010). Over the years the whole approach to HR has changed drastically and continues to change. This approach requires an employer to see human beings as a resource to the organization. The development of people is now the most important asset of improving the performance of an organization; this is accomplished through improving designs and methods of Human Resource Management. Organizing means to structure, or put together in an orderly form. Organization design is the process of aligning an organizations structure with a mission. This process requires you to look at the complex relationships between tasks, workflow, responsibility and authority, and to make sure these all support the objectives of that business, agency or company (Organizational Design). Generally a company would have an HR Director or Manager to lead and manage the department. This person would be in charge of developing a relationship with senior management in order to align the HR goals for the organization. Next, you would need an Organization Development Specialist who would be a facilitator of organizational change. A company would also need an Employment Staffing Specialist which conducts interviews...
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...Assignment 2—Career Development PlanIn this assignment, you will recommend the components of a career development planning program and explain how the plan will integrate the organization’s mission and value statements.Consider the following scenario:You work in the HR Department of an electric power company in the southwestern region of the U.S. The company was founded in 1940 and has an excellent reputation as a provider of electricity. It is also considered to be an outstanding corporate citizen and known to be an excellent place to work. It has been ranked among the top three employers in the community for several years.Its mission is to serve customer’s needs for electric power in ways that provide exceptional value to all stakeholders including customers, shareholders, employees, and the communities in which it operates.Its values include providing a safe work environment; fairness and respect for customers, employees, shareholders, and partners; honoring commitments to use resources wisely; providing a high quality of work life for its employees; and striving for excellence and having fun.Given its long history, many of its current employees are children or grandchildren of former employees so there are close family ties to the company as well as a sense of loyalty.However, technological advancements in the power generation business over the years have resulted in jobs being either redesigned or eliminated. For example, in the past, the company had many employees who read...
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...CRANEFIELD COLLEGE OF PROJECT AND PROGRAMME MANAGEMENT GROUP/INDIVIDUAL ASSIGNMENT FOR MODULE Project Management: Perspective, Planning and Implementation (ACPM02) Please include the following declaration: “I/We hereby declare that this assignment is entirely my/our own work, and that it has not previously been submitted to any other Higher Education Institution. I/We also declare that all published and unpublished sources have been fully acknowledged and properly referenced. This includes figures, tables and exhibits. Where modified by me/us, this has also been indicated.” |Print Name |Signature |ID Number | |Wesley Lombard | |8409045107088 | |Ian Stewart | |8006075214089 | |Nicholas Mkhabele | |8905075297087 | |Siyanda Mfeka | |8501265486083 | |Lucky Tsolo | |7801165901087 | |Phethile Lubisi ...
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...two types of benefits namely those required by law like social security and workers compensation and discretionary benefits ones offered to compensate employees such as insurance covers and retirement benefits (Martoccio, 2011). When planning employee benefits, organizations consider factors such as the role that the benefits play in attracting and retaining employees, how they impact on driving employee commitment, how it communicates the organizations recognition of employees personal and family life, the benefits competitiveness in comparison to other employers and how the benefits impact on profitability and appropriate levels of staffing (Turner, 2011). Employers seek to lure in and retain employees. Employees carefully consider the benefits in addition to the pay that an organization offers before accepting job offers. Reports suggest employees rank other factors such as the location, security of tenure, its impact on personal and family life, opportunities for career growth and the work environment lower than benefits and pay considerations in employment decision making (Lineberry & Trumble, 2000). Some of the benefits that employers consider vital include medical plans, retirement plans, employer matched retirement savings plan, paid vacation time and holidays, sick leave and short term disability among others (Lineberry & Trumble, 2000). In designing benefits programs, employers also take note of the fact that the benefits play a role in encouraging an employees’...
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...variable of the study which include the Knowledge Requirements, software requirements and hardware requirements. The process is a method by which the expected output can be produced. The process presents the system analysis and system design. The output describes the finalize system which is Employee Information System. System Analysis -Requirement of Definition System Design -Interface design -Data flow diagram -System development life cycle -System architecture System Analysis -Requirement of Definition System Design -Interface design -Data flow diagram -System development life cycle -System architecture Employee Information System Employee Information System Knowledge Requirement -Employee Information system Software Requirement -windows XP or Higher OS. Hardware Requirements -Computer with 500 ram or higher. Knowledge Requirement -Employee Information system Software Requirement -windows XP or Higher OS. Hardware Requirements -Computer with 500 ram or higher. INPUT PROCESS OUTPUT INPUT Knowledge Requirement The Proponents needs a knowledge requirement to apply the input of required field on Employee Information System. Software Requirements Software requirements...
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...Manufacturer Strategic Plan MGT/498 University of Phoenix Professor James Powell October 29, 2012 Mike Mohler, Kanosha Mitchell, DeUndra Askew, Skye Richey, Joseph Okakpu Executive Summary Riordan’s Plan A fortified company is not known for its success in the short run or best time during a booming economy, but in actuality a fortified company is known for setting different plans in place during the hardest economic periods and still manages to remain profitable during this time. The plan that a company follows throughout with plenty room for upgrades or change is strategic planning. Riordan is company that has benefited from a strategic plan to keep the company goals at the forefront and maintain company values as the company matures and adapts to the ever changing competitive market. As a group, we will focus on explaining different aspects of strategic planning while explaining the need for a strategic plan, and defining the role of ethical and social responsibility for the company. The team will list the competitive advantages of Riordan Company and how constant innovation and sustainability affect domestic and international markets. The team will discuss the measurement guidelines to follow and determine strategy effectiveness, setting internal dynamics with consideration to cultural and structural leadership, influencing business continuity, and finally setting up a strong resolution team to deal with assessments and feedback to improve on the strategic plan of Riordan Company...
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...1. Company overview 5 2. Job Analysis: 7 2.1. Job Description of SPO: 7 2.2. Proposed Job Description of SPO: 8 2.3. Job Description of Store keeper: 9 2.4. Job Description of Accountants Manager: 10 2.5. Proposed Job Description of Accounts Manager: 11 2.6. Job Description of Director Sales & Finance: 12 2.7. Job Description of CEO 13 3. Recruitment and Selection Policy: 16 3.1 Recruiting phase: 16 3.1.1. Employee referrals/recommendations: 16 3.1.2. External searches: 16 3.2. Selection phase: 17 3.2.1. Initial screening: 17 3.2.2. Completed application: 17 3.2.3. Employment test: 18 3.2.4. Comprehensive interview: 18 3.2.5. Unconditional Job offers: 18 4. Socialization and Orientation Plan: 18 4.1. Socialization Process: 19 4.2. New-employee Orientation Process: 19 4.2.1. The CEO’s Role in Orientation: 19 4.2.2 HRM’s Role in Orientation: 20 5. Training and Development Plan: 20 5.1. Employee Training: 20 5.1.1. New employees: 20 5.1.2. Existing employees: 20 5.2. Determining training needs: 21 5.2.1. SPO: 21 5.2.2. Office staff: 21 5.2.3. RSM/ZSM: 21 5.2.4. The CEO and Director Sales: 22 5.3. Training Methods: 22 5.3.1. SPO: 22 5.3.2. RSM/ZSM: 22 5.4. Employee Development: 22 5.4.1. Employee Development Methods: 23 5.4.2. Developing Office Staff: 23 5.4.3. Developing SPO to Senior SPO:...
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