...business of managing multiple hospitals and health facilities. The company is steadily increasing in size and has decided to re-organize their project management system. They have defined the roles of all involved and outlined each individual's job duties. There are multiple roles involved in a project and making sure each person understands their job function is important. Shared responsibilities among employees can effect the company in many ways and sometimes it should be examined whether additional roles are needed. “Identify the common roles in a human resource project. Then, analyze these roles to typical human resource functions.” There are many roles involved in a human resource project. A variety of key positions are needed in order to successfully complete a project. One of the top roles in a project consists of the steering team. This team is sometimes referred to as the executive team and is made up of the corporation head and the people that report directly to them. This team is responsible for selecting projects and the general guidance of the organizational goals and priorities. The steering team often have project reviews at set dates or at project milestones. In addition, the steering team often works with the CEO to select the project sponsor. Once selected, the steering team may also assist the sponsor in selecting a project manager. The project sponsor is an important role in the process as well. This is the individual who provides the resources for...
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...organization……………………………………………………………………………… 3 Job Description of a manager in an organization......................................................................4 Organizational Structure...........................................................................................................6 Internal and external interactions of Managers.........................................................................8 Recommendation......................................................................................................................9 Conclusion...............................................................................................................................10 References...............................................................................................................................10 Introduction Organizations can be considered as a system which consists of a numerous number of people who coordinate and work together to achieve the common goal. Organizational behavior is the set of actions performed by the individuals or the attitudes of the individuals in a particular organization. For a manager it is very essential to study and understand the organizational behavior as it will assist him to identify and correct problems, establish necessary changes etc. Management or managers plays a vital role in organizational behavior and in achieving its goals (R.L, M, and N, 2010). The role of managers is considered as the key factor in the success of the...
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...Human Resource Management Roles There are multiple departments within an organization that work as a cohesive unit to accomplish the overall mission of that organization. No matter which organization it is that one desires to focus on, there will be a human resource department found, or one that has similar responsibilities of one. Activity that is focused on managing, recruiting, and developing the people in an organization is the responsibility of Human Resource Management (HRM). Some other functions human resource management deals with are that of any issues that arise about an employee’s pay, performance evaluations, and the hiring of employees. When thinking of the most important asset to a company, it is the people. The taking care of this asset is the responsibility of HRM. Within human resource management staffing functions will either be internal or external. Internal factors that may affect staffing include the supply of managers within the organization, organizational goals, technology task, organizational structure, and the reward system. The external factors that may affect staffing include the economic conditions, level of education, laws and regulations that affect staffing, and the society’s attitude towards work. Additionally, the supply and demand of manpower outside the organization is an external factor affecting staffing functions. One major issue faced by human resource managers is that of staffing, and staffing turnovers. Some...
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...Organizations and managers are facing increased challenges in retaining productive, creative, reliable employees. Human resource planning plays a pivotal role in helping reduce employee turnover and retention. To motivate, retain and keep employees focused on the organization’s purpose, implementing effective strategies and policies will help tackle the challenges of employee retention. Managing Employee Retention Human resource planning plays a pivotal role in the effective management of employees to improve employee retention. Poor planning can result in discouraged employees and high turnover rates. The ability of managers and organizations to perform effectively becomes stagnant, creating a negative impact on operations. Employee retention can be difficult to achieve, and managers are more likely to have problems managing employees effectively if not planned well (Arnold, 2005). Developing effective employee retention strategies can have a positive impact on an organization’s ability to retain employees. Implementing effective human resource management strategies and policies can establish and maintain an appropriate culture in an organization. Applying the proper strategies and policies for human resource planning in organizational culture, employee selection and placement, compensation, training, development, and appraisal, it will enable operating managers to improve the likelihood of successfully retaining employees. Human Resource Planning ...
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...The Origins of Managerial Thought Pre-Industrial Revolution Influences 1000 BC perceptive officials in China were writing about how to manage and control organized human activity Egyptians and Romans implemented management systems as well late Middle Ages (15th and 16th centuries) Venice and Florence were managing with ‘modern’ procedures Industrial Revolution in England beginning of the end of the domestic production system= steam engine (1765) factories established themselves in England and to create maximum efficiency, division of labor began (championed by Adam Smith, a founder of modern econ) aside from how to divide up work efficiently, another issue was how to manage these factories’ entrepreneurs or factory owners began to implement management systems (ex. Robert Owen and Charles Babbage) Industrial Revolution in America America flourished during IR due to abundance of raw materials and natural resources also gained an advantage from the early trail and error of their English counterparts revolution began in textiles Railroads=first systematic thinking emerged about how to manage a company more effectively since RR has to organize, coordinate, and supervise multiple operations in widely geographical locations * Pioneers: The Scientific Management Approach rapid growth in # and size of factories in 1865 resulted in increased attention to the issue of how to improve industrial efficiency pro engineers began to address problem in 1880s Henry R. Towne and...
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...CHAPTER 1 MANAGERS AND MANAGEMENT Competency: a combination of knowledge, skills, behaviors, and attitudes that contribute to personal effectiveness. Managerial competencies: sets of knowledge, skills, behaviors, and attitudes that a person needs to be effective in a wide range of positions and various types of organizations. Six managerial competencies: 1. Communication Informal communication Formal communication Negotiation 2. Planning and Administration Information gathering, analysis, and problem solving Planning and organizing projects Time management Budgeting and financial management 3. Teamwork Designing teams Creating a supportive environment Managing team dynamics 4. Strategic Action Understanding the industry Understanding the organization Taking strategic action 5. Global Awareness Cultural knowledge and understanding Cultural openness and sensitivity 6. Self-management Integrity and ethical conduct Personal drive and adaptability Balancing work and life demands Self-awareness and development What is an organization? Organization: a coordinated group of people who function to achieve a particular goal. Regardless of an organization’s specific goals, the job of managers is to help the organization achieve those goals. What is a manager? Manager: a person who plans, organizes, leads, and controls the allocation of human, material, financial, and information resources in pursuit of the organization’s...
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...Ernie Slatton * * Chapter 1 Discussion Questions 1.) Many people and organizations today have a new or renewed interest in project management. In the past, project management primarily focused on providing schedule and resource data to top management in just a few industries, such as the military and construction industries. Today’s project management involves much more, and people in every industry and every country manage projects. New technologies have become a significant factor in many businesses, and the use of interdisciplinary and global work teams has radically changed the work environment. 2.) A project is a temporary endeavor undertaken to create a unique product, service, or result. a. The attributes of a project are unique purpose, temporary, developed using progressive elaboration or in an iterative fashion, requires resources, often from various areas, should have a primary customer or sponsor, involves uncertainty. b. A project is different from what most people do day to day in that a project has a beginning and an end. c. The triple constraints are scope, time and cost. d. Other factors might include quality, risk and resources. 3.) Project management is “the application of knowledge, skills, tools and techniques to project activities to meet the project requirements. a. Framework is to help you understand project management. Key elements of this framework include the project stakeholders, project management...
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...contributes to the development, innovation and implementation of any value, belief, behavior, philosophy and attitude inside and outside of a company. In the following paper I will discuss the importance of HR, talent management and their relationship in the successful hiring process, considering the arguments of Peter Capelli the author of the article HR for Neophytes. A. Peter Capelli states that managers are more and more likely to take management into their own hands instead of rely on the HR functions; but is this an effective practice? To define the importance of talent management is necessary to describe it as the primary driver for organizational success. Broadly defined, talent management is the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs1. The responsibility for talent management is shared thought out all the organization from the CEO to the frontline managers, and their communication. The SHRM’s Talent Management Survey Report mentions that the top areas in need improvement regarding talent management practices and strategies are 1) building a deeper reservoir of successors at every level; 2) creating a culture that makes employees want to stay with the organization; 3) identifying gaps in current employee and candidate competency levels; and 4) creating...
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...Identify the common roles in a human resource project. Then, analyze these roles to typical human resource functions. Projects come in many different sizes depending on the requirements of the particulars needed to complete a project. There are small projects that require very little organization. Within a small project there may be a primary sponsor, project manager and a project team. Then there are larger projects, there is more involvement. There is more position involved, like project managers, facilitators to help assist the projects. There are more people involved, stakeholders and your customers. It is important that they understand what is accepted of them and what role they are expected to fill. The Project Manager plays and very important role in the beginning of the project. The project manager is the only one that has authority to manage a project. Which includes leading the plan and the development of all project deliverables? They also are responsible for managing the budget and scheduling all project management procedures. There is also the Project team, “they are full-time and part-time resources assigned to work on the deliverables of the project” (Kloppenborg, Nkomo, Fottler & Mcaffe, 2012 p. 15). This includes the analysts, designers, programmers, etc. organization is utilizing matrix management. The stakeholders are the just as important as the project manger. “The stakeholders play a positive role in the project outcome; they are direct...
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...CHAPTER 1 HUMAN RESOURCE MANAGEMENT Learning Objectives 1. Define the term human resource management. 2. Describe the strategic importance of human resource management (HRM) activities. 3. Explain what career opportunities are available in the HRM field. 4. Discuss the role that specialists and operating managers play in performing HRM activities. 5. List the main objectives pursued by HRM units. Key Terms |HRM objectives |The ends an HRM department attempts to accomplish. Some of the specific HRM objectives are | | |(1) to provide the organization with well-trained and motivated employees; (2) to communicate| | |HRM policies to all employees; and (3) to employ the skills and abilities of the workforce | | |efficiently. | |HRM policy |A general guide to decision making in important decision areas. | |HRM procedure |A specific direction to action. It tells a person how to do a particular activity. | |HRM strategy |The plan that integrates HRM objectives, policies, and procedures. | |human resource management (HRM) |A function performed in organizations that facilitates...
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...Is culture really all that International Human Resource Manager is about? * Introduction * Diversity Management * IHRM & Culture issue * Conclusion * References Introduction People have always been the driving force of business and management. This force is a challenge and if not addressed with the right skills, it will develop into disturbing elements that are very dangerous for the management of the company. The challenges of global talent selection and mobility of labor, established by a career concept that transcends national borders and organizational groups and the emergence of virtual collaboration on international projects requires companies to develop new skills in their employees to be effective in the complexity of today's contexts. The workforces are people, and as we are human, we are all different from various points of view. This paper aims to answer the question: “Is culture really all that International Human Resource Manager is about?” I’ve analyzed the differences between HRM and IHRM based on the concept of diversity, characteristics that influence both topics but in a different way. After this, the next stop is to define IHRM and the concept of culture to reach the conclusion that managing cultural differences in an international team is the major challenge to IHRM. Due to the movement of employees between foreign subsidiaries and headquarters and between foreign locales, HRM professionals are likely to...
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...MGMT 308 CHAPTER 1 The Role of Human Resources What Is HRM? Human resource management is the process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. The Role of HRM There are seven main responsibilities of HRM managers: staffing, setting policies, compensation and benefits, retention, training, employment laws, and worker protection. In addition to being concerned with the seven internal aspects, HRM managers must keep up to date with changes in the external environment that may impact their employees. The trends toward flexible schedules and telecommuting are examples of external aspects. To effectively understand how the external forces might affect human resources, it is important for the HR manager to read the HR literature, attend conferences, and utilize other ways to stay up to date with new laws, trends, and policies. SKILLS NEEDED FOR HRM Ethics is perhaps one of the most important aspects to being a great HR professional. There are a number of skills crucial to human resource management. First, being able to organize and multitask is necessary. In this job, files must be managed, and an HR manager is constantly working in different areas of the business. Communication skills are necessary in HRM as well. The ability to present good and bad news, work with a variety of personalities, and coach employees is important in HRM. Specific job skills, such as...
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...Gareth R. Jones, Jennifer M. George ISBN: 0078112699 Chapter 1 Warning! – Don’t expect all lectures to come straight from the text! What is management? 1. Management is the planning, organizing, leading and controlling of human and other resources to achieve organization goals effectively and efficiency. 2. Managers operate within an organization, a group of people who work together to achieve a wide variety of goals or desired future outcomes. 3. Organizational productivity (performance) is how effectively and efficiently a manager uses resources to satisfy customers and reach organizational goals. a. efficiency measures how well or how productively resources are used. b. effectiveness measures the appropriateness of the goals chosen by a manager. What do managers do? Get things done through others by . . . I. Management functions: A. Planning is the process managers’ use for identifying and selecting appropriate goals and actions for the organization. 1. Planning involves three steps including deciding which organizational goals and courses of actions to pursue; strategies to adopt and deciding how to allocate organizational resources to attain those goals. 2. The strategies determined during planning determine the effectiveness and efficiency of an organization. B. Organizing is the task of structuring working relationships in a way that allows organizational...
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...Executive summary This report will speak about the qualities and the managerial work that a Human Resource Manager needs to have towards his work. Human Resource Management is one of the important aspects of any organization. This report will explain about the managerial work that a Human Resource Manager needs to carry out, if given an opportunity to work with National Art Council (Singapore). This report will spread light on the challenges that the organization is facing and what steps needs to be taken by the Human Resource Manager to solve those issues will be discussed. Introduction If the people of your company are happy then they will take care of the customers and if the customers are happy then the profit of the organization is taken care. People and their happiness in an organization lies in the hands of Human Resource Management. An individual working under the National Art Council as a Human Resource Manger need to be very enthusiastic and passionate enough to provide guidance and assistance to the people. National Art Council (NAC) consists of multiple departments (performing arts, visual arts, human resource, and corporate communication) which all together works towards a common goal which is about unveiling fine arts in different fields and bringing out ones talent. (Renaissance city plan, 2008). The individual who will be handling the post of Human resource manager in National Art Council needs to focus on the key issue within the organization and needs...
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...PROJECT APPROACH This section describes the nature of solution that can be established through the project and/or the scheme of conveying that solution. This approach identifies the setting, solution and commitment to which the project will be delivered. The content of project approach are Measured Options also known as (Options Considered), chosen options, Objectives and Practically HRIS is a system used by human resources departments to track employees and information about them. A HRIS is often a database system or a series of inter-related databases. Toolwire’s proud to inform you that our software application will combines many human resources functions, incorporating benefits administration, payroll, recruiting and training, and performance analysis and review into one package. Any organization that needs to keep track of a larger number of employees than they can handle with paper records or spreadsheets may be in need of a human resource information system software application. I typically say that companies with greater than fifty active employees, probably needs to at least start looking into what is available within the HR software market. HRIS software has pricing structures that can solve more complex or short statement that you may have can. Author: TEAM B Owner: TOOLWIRE Client: RIORDAN MANUFACTIRUNG'S Document Number: 001002003 Project name RIORDAN MANUFACTIRUNG'S HRIS UPGRADE Draft/ Final Release Date: 11-10-2011 Document History ...
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