...[pic] NORTHERN HOME FOR CHILDREN 5301 Ridge Avenue Philadelphia, PA 19128 POLICY To ensure that the rights of consumers of Northern Home for Children are safeguarded and that disputes concerning our consumers are resolved promptly and fairly, consumers or their guardians have the right to lodge grievances and appeals when informal methods of resolving disputes are unsuccessful. The following grievance and appeal system is in effect at Northern Home for Children. GRIEVANCE PROCEDURE Northern Home for Children strives to promote consumer satisfaction by ensuring consumer rights are safeguarded and disputes concerning your rights are resolved in an expeditious manner. On occasion, there may be differences of opinion in the execution of services resulting in disputes, complaints, issues and concerns. The agency strongly encourages direct communication with Program Managers/ Directors to discuss and resolve concerns in a mutually satisfactory manner. Consumer’s who are in disagreement with the resolution implemented by the supervisory staff may contact the Director of Compliance & Performance Improvement for additional support in the resolution process. If a Northern Home for Children consumer has a concern, unanswered question, or complaint regarding his/her treatment or quality of care, the consumer may exercise his/her right to file a grievance by following the steps listed here: STEP 1: The consumer should first address his/her question, concern...
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...[pic] Lecturer: Melanie Ahmad Email: melanie.ahmad@auscampus.net Semester 2, 2011 1.0 Subject information at a glance |Academic and support staff: | |Enrolment requirements: |Assumed entry skills and knowledge: | |Credit points: 15 |It is assumed that students undertaking this subject already possess a | |Prerequisite: Human Resource Management (MGT2HRM) |sound understanding of basic human resource management. | |Delivery mode and location: | | | |Assessments: | |Two assignments 2500 words (total word count) 30% | |Final examination 2 hours 70% | | ...
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...Organizational Structure………………………………………………………………………………........... 5 Interview Questions……………………………………………………………………………………………….. 6 Performance Standards………………………………………………………………………………………….. 6 Conclusion of Personal Insight………………………………………………………………………………… 7 Appendices…………………………………………………………………………………………………………….. 7 Human Resources SAW…………………………………………………………………………………………...7 Operations and Production SAW……………………………………………………………………………..12 Human Resources Organizational Chart…………………………………………………………………..17 Operations and Production Organizational Chart…………………………………………………….18 Executive summary: This project was organizing, planning, and developing both the HR functional area as well as the Operations and Production functional area. This consisted of revamping the Org chart to add the new employees, creating important interview questions for hiring new employees, and setting standards for each department. Along with these tasks, there was also creating a purpose for the department which is one of the most vital tasks of this project, without a purpose what is the department there to do? Description of the functional area and purpose statement. Human Resource As the Human Resource Department we strive to ensure that the Atha Corporation is run at the highest integrity while serving to develop standards and guidelines in order to keep the highest company and employee satisfaction. This purpose statement shows the drive and capabilities of our department by giving a brief description...
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...Problem Solution: Riordan Manufacturing Riordan Manufacturing is a successful organization looking to improve overall performance and position the company for future growth. The organization was initially founded in 1991 and has seen significant growth since its inception. Today Riordan Manufacturing is a global competitor in the plastics market with over 550 employees. Projected earnings exceed $46 million with a heavy focus in plastic beverage bottles, custom plastic parts, and plastic fan parts. The following review will analyze various issues impacting the organizations operations. Identified issues will be used to determine business opportunities while connecting improvements to key human resource management concepts. Key stakeholders in the organization will be identified along with the establishment of strategic end-state goals that will help guide improvements at Riordan Manufacturing. Major gaps in Riordan Manufacturing’s process will be analyzed using a standard gap analysis approach with accompanied alternative solutions that have a long-term focus. An optimal solution will be identified along with an implementation plan with meaningful end-state goals that support the vision of the organization. Situation Analysis Issue and Opportunity Identification Riordan Manufacturing has developed various processes and procedures to manage the business. The organization maintains a heavy focus on research and development with a strong sales force to help distribute the...
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...Running head: PROBLEM SOLUTION: RIORDAN MANUFACTURING Problem Solution: Riordan Manufacturing Ray Pena University of Phoenix Problem Solution: Riordan Manufacturing In this paper will attempt to construct a problem statement that will assist Riordian Manufacturing in transforming their current human relations model. After establishing the company’s issues and opportunities that may arise as a result of attending to their current problems, the paper will discuss the influences that the stakeholders have during this process. After assessing the challenges, there will be a reflective analysis of primary and secondary alternative solutions that will facilitate the course to reaching the end state goals of the company. Finally, after creating mitigating factors and techniques that will help battle any conflicts, the paper will itemize a strategic implementation plan that will allow the successful implementation of changes and solutions to the conflicts. Situation Analysis Issue and Opportunity Identification Riordan is facing numerous issues within this scenario. The diversity with the employee pool is a challenge because of the span of ages and experiences. Each of the groups has extremely different opinions and desires in regard to rewards and motivation. A challenge exists for the leaders to come up with motivational techniques that will be well received by all the employees. The next issue that Riordan has to recognize is the fact that the leadership...
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...Enterprise Resource Planning – A Human Resources Overview Enterprise Resource Planning – A Human Resources Overview Enterprise Resource Planning represents an organization’s attempt to fully integrate company information from a previously fragmented collection and retrieval system into an organized, multi-user environment that can be shared by all key departments within the organization, including sales and marketing, accounting and finance, material management, production planning and human resources. The decision to convert to such a system cannot be made hastily, and requires extensive planning to accommodate requirements, cost and expenditures, integration, implementation, and training. The complexities of such a project can be compared to an ISO program for management information systems that involve extensive software conversion and re-tooling of employees who will be required to perform new and varied administrative tasks. The existing user base must be evaluated and a needs analysis completed to determine the degree of acceptability and resistance to such a program, as well as what knowledge, skills and ability will be necessary to bring users to a level playing field prior to implementation. In essence, such a system will require initialization of cultural change and planning for the human part of the ERP. The elimination of negativity is tantamount prior to startup of such a program...
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...PART A: ANALYSIS OF HR PRACTICES AT 2 RETAILERS The two companies I have selected for the purpose of comparative analysis of Human Resource practices are Sears Canada and Wal-Mart Canada. Both are Canadian subsidiaries of large American conglomerates. Wal-Mart Canada Wal-Mart Canada was founded in 1994 with the purchase of several now defunct Canadian locations of the Woolco discount retail chain. The advent of Wal-Mart’s expansion has forever changed the retail landscape in Canada. Other discount retailers such as Canadian-owned Zellers, have been hurt by Wal-Mart’s formidable rise. Wal-Mart employs a low cost provider strategy, as evidenced by their slogan “We sell for less, every day”. They sell goods at low prices, but often of poor quality. Prices are kept low by developing special relationships with suppliers, employing many part-time workers, resisting attempts by their workforce to unionize and controlling labour costs, which includes “discouragement” of working overtime. Wal-Mart founder Sam Walton once said in an interview, “I pay low wages. I can take advantage of that. Were going to be successful, but the basis is a very low wage, low benefit model of employment.” A number of Wal-Mart’s business tactics have been under fire by special interest groups and labour unions. In 2005, a store in Jonquiere, Quebec, was closed after workers came close to establishing a union. It would have been the chain’s first. While a spokesperson for Wal-Mart Canada...
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...STRATEGIC HUMAN RESOURCE MANAGEMENT MANAGEMENT 5340 Fall 2011 EXECUTIVE MASTER OF BUSINESS ADMINISTRATION (EMBA) Shanghai Modern human resource management may be viewed as a process of acquisition, development, utilization, and maintenance of a human resource mix (people and positions) to achieve strategic organizational goals and objectives. The purpose of this course is to provide the student with an understanding of human resource management from theoretical, practical, and empirical viewpoints. Material will be presented and discussed from the perspective of the operating or line manager as well as the human resource specialist. Attention will be devoted to the various contexts of human resource management, basic techniques and methods, and the changing nature of managing human resources. More specifically, our concerns will include human resource and employment planning, employee recruitment and selection, training and development, performance planning and evaluation, compensation administration, organizational career management, structure of the human resource function, and the strategic role of human resource management. Objectives of the Course: During the course, the student will hopefully progress toward attainment of the following objectives: 1. Become familiar with the human resource management process (or HR value chain) and its key elements: a. Organization and human resource goals and strategies b. Human resource planning...
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...GUARANTEED Returns on your Investment [pic] [pic] | |19. |Planning for Post |(( | | | | |Retirement Life | | | |1. |My Role in Improving |( |20. |Be self-motivated & |( |1. |KAIZEN & 5 S: What, Why & How |( | | |Work Environment | | |self – starter | | | | | |2. |Team Work & My Role |(( |21. |Listening Skills |( |2. |Productivity Improv |( | |3. |Discipline: Why & How |( |22. |Ever-green |( | |-ement & My Role | | |4. |Ladders of Your |( | |Personality | |3. |Wastage Control and My Role |( | | |Success | |23. |Improving Personal |( | ...
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...Assignment 1: Planning Document S. Rivers HRM 517 – Managing Human Resource Projects 1. Construct a project charter to revamp the compensation and benefits package. Since recently being appointed head of human resources and now in charge of managing a small team; I have a huge task ahead of myself. My next project in regards to this appointment is to revamp the compensation and benefits package employees are receiving at my company. Employee compensation and benefits are extremely critical and important factors in the new hire acceptance process, as well as, employee retention. It is my duty along with my team to revamp, develop and offer exceptional compensation and benefit packages that attract and retain the best and most talented employees while making them feel proud, valued and as appreciated members of the company. A company’s fundamental purpose and objective of compensation is to provide adequate and equitable rewards to employees at a level that matches theirs skills, abilities and contributions to the company (DeNisi, Angelo S., Griffin, Ricky W., 2008, p. 284. Para. 1). Compensation is the human resource management function that deals with every type of reward that individuals receive in return for performing work – including financial and nonfinancial rewards. Financial rewards include direct payments (e.g. salary) plus indirect payments in the form of employee benefits. Nonfinancial rewards include everything in a work environment that enhances...
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...The New Metrics Analysis, Workforce Scorecard Zuhour Sarsour Globe University/Minnesota School of Business Masters Business Administration MG545, Human Capital Instructor: Holly Tapper, J.D., M.B.A October 13, 2012 Introduction The article, “The new metrics: how to develop your own workforce scorecard” clearly identifies an organizations need for a workforce scorecard. The article itemizes the process to create a workforce scorecard which is the measurement of intangible assets, specifically, human capital within an organization. The author was clear and concise in the presentation of the related concepts. Managerial Style of the Author My impression of the author’s presentation throughout the article was that he was easily understood. The author was very clear in introducing the reasons for the needs of scorecards. The author began the article by identifying the key reasons that scorecards are needed within an organization. He explained that scorecards contribute to the accuracy of a company’s Human Resource operational and cost efficient matters. The author goes on to clarify HR metrics and its importance on the execution of a business’s strategic goals as well as the CEO’s decision making. Strengths Throughout the article the author was clear. I felt that the author’s main strength was the way that he organized the article. The brief explanation of what a scorecard is and its functions gives the reader insight on the entire HR concept. He follows the explanation...
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...Human Resource Management Roles Sharon Lokomski HCS/341 8/29/2011 Mark Stricklett Human Resource Management Roles The human resource department plays a major rule in businesses. With the human resource department companies can run more smoothly so that different departments can be split up and have there own managers. There are two important roles for the human resource department which include strategic planning and functional support. The strategic planning is developing and counseling the orgainizations performance. There needs to be a good plan so the company will have its employee working together as a team and be able to have a manager for there department. The functional support is the legwork and tactical processes of the performance of the management system. With having these two in place the company could run properly and have a working environment. Some of the job descriptions of the human resouce department are to create jobs that could include the tasks, duties, and responsibilities for each employee of the company. This also has performance standards to define the different levels of work in the company. The human resource department has leadership training to have managers trained so they can train there employees on the jobs that they were hired for. The only way that the effectivness of the human resource department plays a part in how well the organization runs. With having different managers for the departments the employees could have...
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...Wal-Mart: Organization Paper The management function in an organization is usually related to effort, authority, and responsibilities of the management of that firm. Motivation of the workforce within these organizations handles the employees, and other personnel to work within a team environment. These teams will accomplish a goal; management must organize the employees into teams that have work that is related to the final goal. However, the development of an organization must include knowledge of the task, human resources, assets, and monetary allowances. The Wal-Mart organization is a force in the retail industry; there are over 7,000 stores around the country. These stores also include the Sam’s Club, Wal-Mart supercenters and warehouses in Canada and Mexico. Wal-Mart, when measured by its total revenue, is the largest retailer, that is measured by both net sales and income increases from its operating stores. Its primary products and service lines generally lie within the competition of its Discount and Variety Retail, as well as Electronics and Drug stores, Pharmacies, Appliances, and Gasoline sales (Hoovers, 2008). Physical Assets Wal-Mart includes physical assets within its organization that are developed in such a way that allows for utilizing efficient methods in order to manage these assets. Such factors of its environment are quite evident in one example, its retail prices. This is important because in essence, if Wal-Mart was less efficient...
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...innovation and technology. These outcomes will be met through a strategic framework with four broad themes: Inform, Attract, Develop and Retain. This same framework can be applied at a micro level by an employer or industry sector in developing a strategic workforce plan. This guide will take you through the steps of strategic workforce planning and illustrate how the BETW four-part framework can apply to your organization or company. What is Strategic Workforce Planning? Strategic Workforce Planning is a management process that is being increasingly used to plan for future labour needs, changes and challenges. It examines the current workforce and takes a strategic look at what the future workforce demands will be to develop a human resources plan of action. Strategic Workforce Planning involves identifying, assessing, developing and sustaining employee workforce skills required to successfully accomplish business goals and priorities while balancing the needs and expectations of employees....
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...Internal Risk Assessment Tina Sams MGT488 Sept.11, 2011 S. Jeannette Guignard Internal Risk Assessment Introduction Home Depot was founded in 1978 by two individuals and they are Bernice Marcus and Arthur Blank. The two wanted to change the way people thought and took care of their home and their gardens. They created the do it yourself concept and that way of thinking has caught on and has spawn across the globe. Home Depot headquarters are in Atlanta, Georgia. Today Home Depot is the largest home improvement retailers. It has over 2200 stores throughout the United States and that also includes Puerto Rico, U.S, Virgin Islands, Canada, Mexico and even China. Home Depot employs 317,000 individuals in all off the stores. Home Depot sells anything from carpenter needs, carpet, appliances and most everything that a person would need to complete their do it themselves projects. Strengths and Weakness The Home Depot stores has a variety of areas where their strengths and weaknesses are greatly measured and used to help make their business and their stores strive and be successful. The first area that is going to be mentioned is the stores. To begin the strengths of Home Depot it has to start will all of the employees. It also builds it strengths around their merchandise that they carry. They want to make sure that they have everything that a do it yourself person to do their construction that they need to do. Projects are what people want to do to make the necessary...
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