...Travel Agency HR Plan Eleanor Thomas HRM/552 02/09/2015 Instructor: Rosie Cordova Introduction One may think running an HR department is a very comfortable and years ago it may have been, but in today’s organizations, the HR department has changed in so many ways. In order for the travel agency to achieve their goal of hiring 50 new employees and someone to assist with the recruitment they will have to fine-tune the plan that is in place now. This paper will address the functions and the challenges in the HR department and how it will fulfill the strategy of the department. The paper will speak on the purpose of HR and the metrics, and how it can affect senior managers. The paper will give some information on HR planning process and how it can be applied throughout the company. The HR department can then can determine what plan will work best for the business. They will be used to provide the recruitment strategy and method that will be use to hire the new 50 employees. The paper will provide references that the reader can use to help him or her receive a clearer understanding of the HR department plan for the business. The functions and challenges in the HR department in fulfilling this strategy Before they can satisfy the need of the travel agency, they must have a clear understanding of the function and challenges of the business, in order to hire new employees. The challenges HR department is faced with is trying to recruit and retiring employees. They...
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...Travel Agency HR Plan HRM/552 Travel Agency HR Plan In a hectic place like a travel agency, its HR department also has a lot of things to do. HR department’s dilemma arises from the failure to establish a clear picture of its goal and objectives. In line with this, a strategic plan is required to link the HR Department to the organization’s objectives. This paper tackles about the HR department’s functions and challenges in a travel agency. Furthermore, the HR metrics, and planning procedures and also the staffing and selection procedure are pointed out. HR Functions and Challenges The challenging atmosphere of a travel agency gives various challenges for the HR Department. Its HR tasks consist of staffing, payroll, training, developing, and promoting. The challenges are ascertaining rules align with the company’s needs and goals, adjusting newly hires to the organization and facilitate any inconsistency that occurs. With a developing organization, the HR department also has a task on seeking sufficient aspiring employees that will fill the 50 vacancies to meet the company’s needs. Even if the HR department is undermanned which aggravates its problems, it is still expected on the department to find sufficient employees who meet the company’s criteria and qualifications. HR Metrics and Senior Management The objective of HR metrics is to calculate the performance of the HR department, which is directly connected to the HR functions. Each function the...
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...are addressed and taken care of. There are many functions and challenges in the HR department and take strategies to ensure these challenges and functions are met. To ensure that these challenges are met, metrics are used as a communication between HR and senior management. In order to address the lack of a clear mission and function of HR, a plan has been designed. This strategic plan will set the travel agency on the right path and allow for the easement of the transition. New recruitment and selection methods will also be implemented and used for the hiring of the 50 desired employees and an HR assistant. With the large sudden growth of the company, one more HR assistant will be needed in order to assure for a smooth, thorough, and effective hiring process takes place. HR is a necessary component in order for this positive change to take place. The functions of an HR department can mean the making or breaking of a company. The functions that are used within the HR department will all be used in the development and implementation of the new company plan. The HR department is in charge of employee and labor relations, compensation and benefits, human resource development, safety and health, human resource planning, recruitment, and selection, and human resource research. Employee and labor relations are fulfilled by HR serving as a go between with employees and labor unions. HR will develop a grievance and discipline program that covers both the employee and...
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...Company Profile: The Levant Sweater LTD is a sweater manufacturing company. This company is a professional apparel manufacturer. We are engaged in all kinds of garment, such as men’s sweater, women’s sweater, children’s sweater etc. With the advanced technologies, rich management experience, exquisite production process and unique, creative design thoughts, our products enjoys good reputations both at home and abroad. All the products we provide are professionally designed and skillfully manufactured. We also accept customized orders to meet your specific requirements. If anyone interested in any of our series of products, or need any related items, please contact us with details of your specific orders. We warmly welcome domestic and foreign friends to cooperate with us based on mutual benefits. The Levant Sweat LTD has strongly believed in some truths which are: 1. Trustworthiness 2. Clear Dealings 3. Always Customers first 4. Quality 5. On time 6. Honesty, and 7. Eternal Relationship. The Levant Sweater LTD clearly follows the terms and condition of Bangladesh Government. The entire act and laws posted by the Government been strongly followed in our terms and condition of company. An agreement to this effect was signed between the Bangladesh Export Processing Zones Authority (BEPZA) and The Levant Sweater Ltd. Basic Information | | Company Name | The Levant Sweater LTD | Business type | Manufacturing | Product/Service...
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...by making an advertisement in a local newspaper and in a recruitment agency. When a good number of people have applied for this job, then the selection process will begin. A committee of three people (the production manager, the human resources manager and a production supervisor) will be the interview panel. Their responsibility is to assess the applicants’ resumes and application letters and classify them into three categories (yes, maybe no) according to how suitable they are for the position based on their qualifications and experience. For...
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...There are sererval areas in which Human Resouce Manger can change internally with their employess to help reduce their carbon foot print and go green. Many employers recognize that green policies are great incentives that promots social responsibilty among workers and helps them retain top talent. HR is key in the development of organizational culture as they are often the first in contact with new recruits and maintain contact with personnel across all departments. With green policies that are conveyed to employees through human resorce mangers, will mold the company as a whole starting with the employees. By getting all deparments on board with the new green policies, shifts the company on a green path. Our company has developed green programs to instruct the HR departmet of Dpi to increase their green output and reduce their carbon footprint: • Using the internet or teleconferencing to cut down on business travel • Putting Summary Plan Descriptions (SPDs) or other company information online to reduce printing • Promoting the reduction of paper usage • Storing paperwork electronically? • Providing recycling trash bins for paper around the office and for bottles and cans in the break area • Implementing wellness programs around proper nutrition, fitness, and healthy living • Offering opportunities for employees to telecommute or work from home • Instituting Ride/Share programs These new programs will help strengthen the company and help Dpi live up to its new...
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...areas which are in the centre of the map. The HR Profession Map also includes bandings. Each area is set out in four bands, which enables you to check your level of professional competence in your current role. The HR Profession Map helps determine the required strategies, behaviours and planning needed to have a successful career in HR. “The concept is simple. Covering ten professional areas and eight behaviours set out in four bands of competence, CIPD’s HR Profession Map sets out the activities, knowledge and behaviour needed for success.” (Charity-Works 2015) The eight Professional Areas on the map detect the specific activities and knowledge you need based on your competency in HR which would allow you to have an idea of the banding you currently come under on the HR Profession Map. Throughout your HR Career you are bound to face transitional changes in your competence which in effect will change your banding on the HR Profession Map. “The 10 Professional areas describe what you need to do (activities) and what you need to know (knowledge) for each area of the HR profession at four bands of professional competence.” (CIPD, 2015) In the centre of the HR Map you have the two core professionals which include insights, Strategy and Solutions and Leading HR. Most HR Professionals works deeply into developing their staff, leading your team and looking at potential strategies which may benefit the business. “The successful HR professional provides active, insight-led leadership:...
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...EDDA MPHANDE OKAFOR JHPIEGO P.O. Box 1091 Lilongwe 0884616008/0999 448880 eddamphande.okafor@jhpiego.org eddam2@yahoo.com Date of Birth : 19th July Marital Status : Married Profile: A professionally qualified Administrator/HR Officer with 13 years experience in all administrative and personnel issues. I have worked with busy and reputable organizations in areas relating to procurement of assorted office accessories, planning meetings with donors, Fleet management, coordinate stock supplies for the whole country office, supervision of junior staff, recruitment, managing personnel and production of documents among others Work History July 2002 – Present JHPIEGO/MALAWI HR Officer January 2012 to date Terms of Reference 1. Implement HR policies as outlined in the Jhpiego Malawi Employment Policy and ensure staff compliance; 2. Develop Jhpiego Malawi HR procedures and systems in collaboration with the Country Director and Jhpiego Global Human Resources (GHR) office in Baltimore; 3. Ensure that staff are aware of these policies and interpret them accordingly 4. Coordinate and facilitate the planning, recruitment and selection of qualified staff as directed by the relevant hiring manager. This includes posting job advertisements on relevant web sites/ newspapers and doing initial short listing under guidance of the hiring manager and providing feedback to the interviewees 5. Develop and coordinate orientation schedules for all new staff 6. Ensure...
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...Question: Critically analyse HR planning and develop a recruitment and selection plan for the UK High Speed Railway Project. 1.0 Introduction Within this report, the main influential factors which effect the development and construction of the High Speed Rail Project (HSR), will be identified and explored. Because approximately 20 per cent of all budgeted spending for transport in the UK between now and 2021 is allocated for HSR, strong human recourses and a robust recruitment and selection plan are vital to its success, (gov.uk, 2013). This essay will analyse the strengths of existing HR strategies and choose suitable methods for recruitment, in the context of a large scale, long term national, government backed project. The key decisions will centre round union relations, agency recruitment versus long term employment contracts, potential of hiring from within existing similar industries and taking on employees new to the industry. This essentially pits useful experience of industry employees against employees with fresh perspectives to influence a change in culture, from other railway companies. The findings of this essay will be applicable to the actual HSR project as all theory and studies used within, are based on academic sources. This essay is structured to firstly explore the landscape surrounding this project and human recourse issues in general, before presenting conclusions. 2.0 Development In order to identify the main issues associated with...
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...Question: Critically analyse HR planning and develop a recruitment and selection plan for the UK High Speed Railway Project. 1.0 Introduction Within this report, the main influential factors which effect the development and construction of the High Speed Rail Project (HSR), will be identified and explored. Because approximately 20 per cent of all budgeted spending for transport in the UK between now and 2021 is allocated for HSR, strong human recourses and a robust recruitment and selection plan are vital to its success, (gov.uk, 2013). This essay will analyse the strengths of existing HR strategies and choose suitable methods for recruitment, in the context of a large scale, long term national, government backed project. The key decisions will centre round union relations, agency recruitment versus long term employment contracts, potential of hiring from within existing similar industries and taking on employees new to the industry. This essentially pits useful experience of industry employees against employees with fresh perspectives to influence a change in culture, from other railway companies. The findings of this essay will be applicable to the actual HSR project as all theory and studies used within, are based on academic sources. This essay is structured to firstly explore the landscape surrounding this project and human recourse issues in general, before presenting conclusions. 2.0 Development In order to identify the main issues associated with...
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...the acquisition of information about the company and its environments, and the capability to understand and use the information in relevant ways. * Planning Ability- Planning requires managers to define production or service goals, assess the company's internal and external situations, and structure work to accomplish the plan. The training objectives you prepare should enable you to determine how well management trainees developed their capabilities in and understanding of each of these areas, and how effectively they accomplished the required tasks. * People Relationships- Managers need to improve their skills of relating to people help and ability to direct their employees. Managers' abilities to represent the company with the public, government agencies, investors and vendors. * Leadership Capacity - Effective managers exhibit more directive traits, while others are more collegial. Leadership objective is to enable employees to perform at high levels, drills for providing reluctant employees with the motivation to accomplish a specific task, accomplishing disciplinary actions that employees accept as fair, and persuading coworkers that a plan the Leader supports is the desired course of action. Job Description This program looks at creating future leaders. The program provides an Intensive Learning Framework to groom prospects for future positions at Variyas. Intended to create future leaders the...
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...Travel Agency HR Plan HRM/ 552 August 25, 2014 Functions and Challenges The first challenge would be to make sure that that the whole HR department was on board with the mission and the function of the company. This will help ensure that the company and all the workers will be trained in the appropriate way as that the whole HR department knows that is going on and what their rolls are. The second challenge would be to find someone that would be the correct fit to help in the recruitment of the other 50 employees that the company in needing to hire. This new HR will help lay out the job description for each new hire. Another challenge would be to filter out the best candidates for the job, and properly train then at the job that they need to do. Effects on Senior Management The senior manager if effect by the fact that they are all getting on one page about the companies mission and the functions. Although most of them might know them they may not know how to implicate them or may be doing in wrong or in the wrong way. First the strategy will go from the top down. Meaning that the top management will be trained at first. After they are aware of the company’s policies then they can start training the managers under then and so on. When everyone is properly trained then that would be the best time to hire new people. This way the HR department knows that everyone will be on the same track. Methods for hiring. The best way to get the news out...
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...Bangalore University Bachelor of Business Management (New Scheme) SEMESTER SCHEME OF EXAMINATION UNDER SEMESTER : BBM COURSE SEM NO. PAPER NO. 1.1 TITLE OF THE PAPER LECTURE HOURS 04 MARKS UE 90 RM 10 TOTAL MARKS 100 I 1.2 1.3 1.4 1.5 1.6 2.1 II 2.2 2.3 2.4 2.5 2.6 3.1 3.2 3.3 3.4 3.5 3.6 3.7 4.1 4.2 4.3 4.4 4.5 4.6 4.7 5.1 5.2 5.3 5.4 5.5 5.6 III IV V LANGUAGE: KANNADA/SANSKRIT/URDU/TAMIL/ TELUGU/ADDITIONAL ENGLISH/ MARATHI/HINDI ENGLISH BUSINESS ECONOMICS FUNDAMENTALS OF ACCOUNTING BUSINESS MANAGEMENT BUSINESS MATHEMATICS TOTAL LANGUAGE: KANNADA/SANSKRIT/URDU/TAMIL/ TELUGU/ADDITIONAL ENGLISH/ MARATHI/HINDI ENGLISH BUSINESS STATISTICS FINANCIAL ACCOUNTING ORGANISATIONAL BEHAVIOUR BUSINESS ENVIRONMENT TOTAL BUSINESS COMMUNICATION HUMAN RESOURCE MANAGEMENT MARKETING MANAGEMENT CORPORATE ACCOUNTING SERVICES MANAGEMENT INTERNATIONAL BUSINESS INDIAN CONSTITUTION TOTAL BUSINESS RESEARCH METHODS BUSINESS LAW COST ACCOUNTING FINANCIAL MANAGEMENT PRODUCTION & OPERATIONS MANAGEMENT LAW AND PRACTICE OF BANKING COMPUTER FUNDAMENTALS TOTAL INCOME TAX STRATEGIC MANAGEMENT MANAGEMENT ACCOUNTING COMPUTER APPLICATION IN BUSINESS PROJECT MANAGEMENT ENTREPRENEURIAL DEVELOPMENT TOTAL 04 04 04 04 04 24 04 90 90 90 90 90 540 90 10 10 10 10 10 60 10 100 100 100 100 100 600 100 04 04 04 04 04 24 04 04 04 04 04 04 04 28 04 04 04 04 04 04 04 28 04 04 04 04 04 04 24 90 90 90 90 90 540 90 90 90 90 90 90 90 630 90 90 90 90 90 90 90 630 90 90 90 90 90 90 540 10...
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...|FOUNDATION CHRP CL&D ASSESSMENT | | | |[pic] | |Resourcing Talent (3RTO) | | | | | |3RTO F204A_June – Optional Unit Assessment – Version 3 June 2012 | | | | | |Student name: | | | | | | |CRITERIA |PASS/REFER |COMMENTS | |LO1: ...
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...Understanding Organisations and the role of Human Resources An introduction to the organisation **** is a sister business to***** a private family owned company. **** is a recruitment company. There are approximately 15 employees within the company. The recruitment agency offers a bespoke service to unemployed individuals who aren’t British citizens therefore find it very difficult to find work. In most cases many clients speak very little English or none at all. Most our clients are from Polish and Russian backgrounds, although work is also available for all other ethnic backgrounds. ***** also runs another business within the same building in combination with the recruitment agency which is a competition service called *****. ************* works in conjunction with a business called ******which is a catalogue service. Together they came to an agreement whereby Express Gifts will promote the ****** membership to all their customers each time an order is placed over the phone. *********** uses automated devices to enter their 25,000 customers into over 100 competitions per month, every month, up until the customer decides to cancel. *********** is a 12 month subscription with the right to cancel at any time with no cancellation fee. The subscription charges are added onto the customer’s monthly statements issued via the catalogue therefore we do not deal with any finances or billing. All customers need to be over 18 to join. ********has a small customer service...
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