...asked to review some recent suggestions on improving our HR department here at The Office Store. Having to review and suggest new ideas in such a large company is not an easy process to take. While I am the newest assistant manager here, I do bring some experience from my previous job with a competitor. There were many great suggestions submitted, I have selected two of the suggestions I think would have the most impact on our business and help improve and possibly streamline some of the work the HR department has to deal with on a daily basis. HR Suggestion #1: Technology and Payroll The first suggestion I would like to submit would be “Employees having access to paycheck related information.” The basic idea is currently all employees that have direct deposit have also agreed to go paperless giving the company the added savings of printing and mailing paychecks. Many times an employee may need access to previous paycheck stub information for tax purposes or even wage and employment verification. I agree it would be a benefit to the company to enable employee’s access to their own information for payroll as well as basic employment information. “This assists the employee greatly when he or she they can check to see what he or she are claiming on the latest Form W-4 or what benefits he or she may have.” (Lambert, 2005) We could also set up a FAQ page with access to insurance information as well as an n email address where they can ask our HR department questions at any...
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...established the link between HR practices and organizational performance, suggesting that the HR system has great strategic potential to drive organizational effectiveness. To capitalize on this potential, the organization must design and deliver HR practices that focus on necessary employee performance competencies, creating an HR system with vertical and horizontal alignment around those competencies. Doing this requires that the organization first assess how its HR practices are currently aligned and then develop ideas for improving HR practice that will be alignment enhancing. We call this diagnostic process Human Resource Alignment (HRA) assessment. We describe an HRA assessment process we developed and applied in a large public school district for the key job of teacher. The assessment was based on the district’s formal teacher performance competency model used, and was conducted by a group of human resources and instructional job experts from the district. These experts rated the degree of vertical and horizontal alignment and then developed suggestions for HR practice changes that would improve alignment. After describing the process and results, we present a series of lessons learned and directions for future research. © 2011 Wiley Periodicals, Inc. Keywords: strategic human resource management, human resource alignment assessment Introduction S trategic human resource management (hereafter strategic HRM) theory centers on a basic premise that HR practices have the potential...
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...System Evolution · Starting from the specification and the data base schema, on how the system should be designed. · SRS Template for documentation Human resources system Software Requirements Specification Version 1.0 01/09/2015 Benita Jeyakumar Lead Software Engineer 1.0. Introduction - Human Resources System 1.1 Purpose The main purpose of human resources system is to maintain records regarding the employees of the company and to gather feedback from the users. The system includes information related to: · Employee records database · Recruiting management · Performance record · Absence management for employees. · Authentication and authorization of employees For the users, this system includes feedbacks and suggestions. 1.2 Scope of Project The scope of this project is developing a web based portal for the Human Resource System in Online railway reservation system. It basically includes the requirements for managing the personal data, controlling authentication...
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...Best Places to Work Best Places to Work During the current low growth economic environment, organization managers have been concerned about keeping expenses down to gain productivity and secure success. Today, companies human resource strategies are focusing on human capital, once employed the effects of the economic climate is less relevant. Instead the focus is to reduce costs in payroll, employee benefits and compensations, whilst keeping a high level of productivity and employee retainage. In this paper, two organizations based in San Francisco, CA, listed as 2015 Fortune 100 Best Companies to Work For® are evaluated in terms of their human resource structures (Great place to Work, 2015) , I will make suggestions as to how to best integrate HR strategies to each firm. Twitter and Genentech Twitter One of the organizations is Twitter, Inc., the online social network for public self-expression in real time. The company has 2,730 US employees at 14 different locations and with revenue of $664.89 million today. Twitter was founded in 2006 and rapidly gained popularity; its website is listed in 8th position as most visited websites globally as of May 2015 according to Alexa Internet, Inc. 37% of men and women Twitter users are 18 to 29 years old, 25% by 30 to 49 years old, 38% is over 50 year old user. It has very effective tools for marketers to censes predict activities for each generation by surfing the conversations they tweet on any given day. Under...
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...appointment of the new CEO Mr. Dylan Perera (DP), as he was concerned about the high costs involved in the Training & development (T&D) department. The CEO was not satisfied nor convinced with the output of the company’s high budget T&D programs, even after several justifications made by the T&D Manager also the Product trainer, Mr. Ravi Fernando (RF) of Care-Link. It was an alarming situation that the Staff is not up to the marked performance. The CEO believes there are issues related T&D and anticipates RF to provide effective T&D Plans for budget approvals. As the HR consultant for Care-Link, I have analyzed key issues related to T&D initiatives & evaluation also about the consequences of NON T&D issues. The Scope is discussed in detail and elaborated in the paper with limitations & assumptions. The case Concludes with recommendations and suggestions made to the T&D Manager Mr. Ravi Fernando & the senior management on HR initiatives to make the training Function more meaningful & effective to the organization. Limitations & Assumptions (A&L) 1. Limitation on Ravi Fernando’s experience. (Trainer Experience? Pharmaceutical specialist?) 2. Report assumes the T&D manager Mr. Ravi Fernando is new to Care-Link and lacking experience as a “Trainer” & need further knowledge, skill development as a Trainer. (Assuming RF’s service is not more than two years...
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...Amnah Rahat Prepared by: Aimun Hannan, Ayesha Alvi and Hayfa Khan Due Date: 22nd March, 2011 Acknowledgement "We would like to thank our teacher, Miss Amnah Rahat for giving us this project and for her encouragement, advice and guidance. She has inspired us greatly to work on this project. We are highly indebted to our friends, for their support, as well as helping us in all the difficulties we faced. Finally we would like to express our gratitude and deepest thanks to our beloved parents, for there understanding and support for the completion of this project." Table of Contents 1. Executive summary………………………………………1 2. Introduction……………………………………………….2 3. Steps in developing the HR strategy of Saudi Snack Foods Ltd……………..…………………………………………….3 1. Recruitment and Selection…..……………………..3 2. Training and development…………………………4 3. Job analysis…………………………………………5 4. Job description and Job specification……………. 6 5. Job Design…………………………………………10 6. Appraisal Procedure………………………………11 7. Employee transfer…………………………………12 8. Hiring and Firing procedure………………………13 9. Employee's suspension of employment status/salary………………………………………..15 10. Policy guidelines and Legalization of employee status……………………………………………….16 11. Organizational chart……………………………….17 12. Personnel files custody, organization and review...18 13. Employee...
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...are the HR Manager at a university. You want to create a way to recognize employee contributions in the Admissions Office. Determining the methods to motivate employees to enroll new students has been challenging. However, you are now being pressured by top management to reach admission goals. Employee participation in pay-related decisions could be part of a general move toward employee empowerment. Employees have hands-on knowledge about the kinds of behavior that can help the organization to perform well. Consider ways that you would attempt to meet the admission goals. Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you: 1.As the HR manager, propose two (2) methods that you will use to determine incentive pay. Explain if the rewards are tailored towards individual, group, and / or company performance. Explain how you as the HR manager will create an incentive pay program that will motivate employees. 2.The balanced-score card approach is useful in designing executive pay. Propose three (3) measures the HR manager can use to assess shareholder value, customer value, and employee value. 3.As the HR manager, analyze two (2) difficulties in creating a benefits package that motivates employees. 4.As the HR manager, propose three (3) incentives that can be used to motivate employees. 5.As the HR manager, examine two (2) ethical risks of making incentive pay a large portion of employees’ total compensation. Propose two (2) suggestions as to how...
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...to my Project guide who gave me an introduction about the company. I was required to study about the company’s line of verticals. The company follows ALE- Actuant Leadership Expectation. I was asked to study in detail what ALE was and how it mattered to the company. Week2 During the second week I was required to study about the HR deptartment of the company. Know all the practices followed by the company. Study the company website in detail and know all the HR policies in place. I attended the weekly HR meetings of the company where I learnt what are the day to day activities of the company and how does HR department works in the organization. Week3 I was given the topic of my Project. This involved in setting up the timelines with the Director HR, Ivy Saldanha where she guided me how to go about the project and what are her expectations from me. Initially I researched about what Talent Acquisition is and its relevance in today’s time. This involved reading a lot of material on the internet. Along with this my Project guide used to provide me supplementary reading materials about the Talent Acquisition process. The articles used to be from HR agencies like Mercer, Kelly, timesjob.com and the likes. I was also given the TA Process followed by the Actuant India and compare it with the other companies to benchmark the process. Week 4 During the 4 – 5th week I was asked to present an initial report on how Social Media Employer Branding can be used by the company. During this...
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...InterClean strategies reveals that the organization is in a ripe form for change of structure, business process, Human Resource (HR) alignment, communication process and employee management. A change is inevitable; the successful management of a change with buy-in from all affected quadrants is the ideal situation for InterClean to achieve the merger with EnviroTech. Such a solution can be found with the right implementation of the HR domain statement, nine step problem solving process, effective change management and conscientious decision making. The paper tries to identify the various issues related to the merger, challenges, opportunities, solution paths, time lines and risks associated with the implementation of solutions. The paper also provides a set of timelines and metrics for measurement of the outcomes. Situation Analysis Issue and Opportunity Identification InterClean belongs to an eight billion dollar industrial cleaning and sanitation industry. As per the scenario, the principal stakeholders are trying to increase the profitability of the company through change in the business strategy and by the acquisition of a new company EnviroTech, an acquisition that is in-line with new business strategy and bound to achieve the targeted profitability of 40%.(University of Phoenix, 2008). Based on the decisions of David (President and CEO), the HR have taken immediate steps at performing skill gap analysis and identifying the best strategy for staffing the organization. This...
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...Fixed component of Operations (6*$3600 = $21600), System development and maintenance ($12000), Admin ($9000), Sales ($11200), Sales Promotion ($8083), and Corporate Services ($15236). Variable Costs = $29/hour Variable component of Operations ($24 per hour), Power ($5/hour) – calculate from March power cost divided by March computer use, assuming only billable computer use is to be used for this variable cost. Revenue = $82000 + N* $800/hr (where N is number of commercial sales hours) Intra-company sale of $82000 per month at $400/hour translates to 205 intra-company sales hours per month. Hence, for breaking even: $82000 + $800 * N = $212939 + (205 hours + N) * $29 This gives us N = 177.54 hours, and gives us Break even revenue of $142032.68. Thus, to be run as a viable business at current prices, Prestige Data Service needs to increase its commercial computer use hours to at least 178 hours per month from its current average of 132 hours per month. Effects on income from Bradley’s estimates (based on Rowe’s suggestions) are given below: Option a. increasing price of commercial computer use to $1000, potentially reducing demand by 30% New price for commercial...
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...Hr About Apple Strategy 1. Given the ideas presented about Apple’s strategy, what HR actions would be most suitable for supporting that strategy? 2. What challenges would you expect to be most significant for Apple’s HR staff in meeting these human resource requirements? 3. What sources of job applicants would you recommend that Apple use to meet the needs described here? In a turnaround from a trend in which high-tech (and other) manufacturers have outsourced the making of important components in order to increase efficiency and focus on what they do best, Apple has recently made moves that seem aimed at bringing the design of microchips back in-house. Apple is known for innovative design, and along with that, it tends to keep details of what it makes highly secret. Making chip design a company process, rather than a product to buy, gives Apple more control over the process—and over the secrecy. Of course, the decision to handle its own development has huge implications for human resource management. The company needs all-new labor forecasts, a larger labor force, and an intense push to bring in technical talent. Recently, Apple has been hiring many new engineers. Products they could be assigned to include microchips that require less power to operate iPhones and iTouch devices, as well as circuitry to improve the graphics displayed in games and videos played on its devices. A top-notch team could, at least in theory, come up with unique improvements that will take...
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...How did you feel about coming to work this morning? I’m sure many factors influenced whether you felt like digging right in, but one of the most significant was almost surely your boss. It seems obvious: Direct supervisors who set their teams up for success, observe them in action, ask for feedback, identify the root causes of employee concerns, and then follow through with meaningful improvements have happier, more engaged employees. Why, then, do senior executives who tout the value of employee engagement so often delegate it to the HR department? HR serves an important function, but not even the best HR staff is in a position to take the actions required to affect the attitudes of individual employees or teams. And employee engagement remains a challenge for companies worldwide. Recently, Bain & Company, in conjunction with Netsurvey, analyzed responses from 200,000 employees across 40 companies in 60 countries and found several troubling trends: Engagement scores decline with employee tenure, meaning that employees with the deepest knowledge of the company typically are the least engaged. Engagement scores decline as you go down the org chart, so highly engaged senior executives are likely to underestimate the discontent on the front lines. Engagement levels are lowest among sales and service employees, who have the most interactions with customers. Yet some companies manage to buck these trends. IT-hosting company Rackspace, for instance, has...
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...written application (C.V + COVER LETTER) 2. interview/test 3.referee check - bacground check 4 negotiation on terms + condition of the contract tasks 1. it shows how u interact with other people/ or if you are approapiate for the job. 10 interviw questions 2.1. Tell me about yourself. (No idea how to answer this? See these suggestions.) 2. What interests you about this opening? (Or why do you want to work for us?) [See: The 100 Best Jobs] 3. What do you know about our company so far? 4. Why did you leave your last job? (Or why are you thinking about leaving your current job?) 5. Tell me about your experience at ___. (Fill in past job.) 6. What experience do you have doing ____? (Fill in each of the major responsibilities of the job.) 7. Tell me about your strengths. 8. Tell me about a time when… (Fill in with situations relevant to the position. For instance: Tell me about when you had to take initiative … you had to deal with a difficult customer … you had to respond to a crisis … you had to give difficult feedback to an employee … You get the idea.) 9. What salary range are you looking for? (See these suggestions for answering questions about salary.) 10. What questions do you have for me? (You can find ideas for your own questions here.) 4 6 7 some advice you could use to improve sales could be put prices down 8 the statergies he can use are pay them more or more store discount bussiness managment 6.5 ...
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...with finance, operations and other business centers that are not centers of profit for the organization. The job of HR, as is the job of all such departments, is to ensure that the business gets the most out of its employees. Another way to put this is that the human resource management needs to provide a high return on the business's investment in its people. This makes it a highly complex function - because it deals with not just management issues but human ones as well”(2008). The human resource manager, (HR) is responsible for many facets in the organization. The role of the HR has traditionally been to hire and/ or fire employees, implement employee training, handle employee benefits, and help to develop and establish strategies within the organization. “In this way, HR professionals are consultants, not workers in an isolated business function; they advise managers on many issues related to employees and how they help the organization achieve its goals”(Bianca,2015). The human resource manager plays a part in several areas within the different levels of the organization. The HR manager collaborates, builds relationships, helps to build a commitment to the organization, and also helps to develop the organization’s capacity to grow. These are just a few of the roles and responsibilities that the HR manages performs in an organization. How effectively the HR managers execute these roles can highly influence the success or failure of an organization. The human resource manager...
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...West Leaf’s employment contract is a full-time contract which is commonly used by other colleges in UAE. This contract used by the HR of the school is simple but brief. It has all the information that the hired employee needs to know. The has the following details: First are the basic needs which are date of agreement, name of employee, position, etc. Next is the Term of Appointment, in this part the employee will have to obey the agreement in this contract which is to work at the university that will not to exceed twelve months. They will be terminated by West Leaf College unless they will renew their contract. Third is the duties and responsibilities then followed by hours of work. Next are the compensation and benefits which includes salary and benefits. Salary of the employee will be based on his/her position. The...
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