...reliance of Human Resources to ensure legislative requirements are being fulfilled. This Agreement remains valid until superseded by a revised agreement mutually endorsed by the stakeholders. This Agreement outlines the parameters of all services covered as they are mutually understood by the primary stakeholders. This agreement does not supersede current processes and procedures unless explicitly stated herein. Objective of the Agreement The purpose of this Service Level Agreement is to transparently identify and stipulate the roles and responsibilities of two internal stakeholders, a Manager and Human Resources when appointing and/ or promoting an employee. This document will clearly articulate segregation of duties for the proposed employee, the Company and Human Resources. Stakeholders The Agreement reresents the Primary stakeholders associated with this SLA: Manager: this individual is the Manager/ People Leader Human Resourcces Proposed Employee Parties in the Agreement Proposed agreement is letter of offer that stipulates position,working hours,pay structure,leave entitlements and probationary period. -Manager: contacts Human Resources for hiring the employess with specific requirements. -Human Resources will agree and start seeking for recuirtment. -Employee will accept the terms and conditions and allowance for negotation. Description of Service Specifications -Letter of offer should indicate hours of work.. -Types of leaves...
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...(01718996557) HRM of Uttara Bank Limited 1. Introduction Human resources are the most valuable and unique assets of an organization. The successful management of an organization's human resources is an exciting, dynamic and challenging task, especially at a time when the world has become a global village and economies are in a state of flux. The scarcity of talented resources and the growing expectations of the modern day worker have further increased the complexity of the human resource function. Even though specific human resource functions/activities are the responsibility of the human resource department, the actual management of human resources is the responsibility of all the managers in an organization. It is therefore necessary for all managers to understand and give due importance to the different human resource policies and activities in the organization. Human Resource Management outlines the importance of HRM and its different functions in an organization. It examines the various HR processes that are concerned with attracting, managing, motivating and developing employees for the benefit of the organization 1.1 What is Human Resource Management:Human resource management involves all management decisions and practices that directly affect or influence the people, or human resources, who work for the organization. In recent years, increased attention has been devoted to how organizations manage Human Resources. This increased attention comes from the realization that...
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...Human resource administration is the job carried out in companies which facilitate the most efficient use of folks to accomplish organizational as well as individual objectives. This document will discuss/explain EEO and Affirmative Action, Human resources planning, hiring, as well as selection, Human resources improvement, Pay and perks, Safety and Health, and Employee and labor relationships, and how these factors work collectively to execute that primary job. And in case any factors are more essential as compared to the others, and how the HRM part can be improved for forming organizational and worker behavior. (Youseef, 2012). The main job of human resource administration is to enhance the efficiency and contribution of workers in the achievement of organizational objectives and goals. When this is carried out efficiently, it can make the main difference between an effective company and a failed company. Companies greatly concentrate on human resource administration and all of these factors. The main job of human resource administration is to enhance the general efficiency and make sure workers are accomplishing the strategic objectives and goals of the company. Human resource administration can also enhance spirit, output, promote retention, and assist companies increase efficiency to make sure their long term strategic objectives are achieved. The end result from these actions can assist a company efficiently use employee skills to create new possibilities ...
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...Human Resource Practices In Hotel Industry Visit hrmba.blogspot.com allmbastuff.blogspot.com for more project reports, notes, presentations etc. INTRODUCTION TO HOTEL INDUSTRY One of the fastest growing sectors of the economy of our time is the hotel industry. The hotel industry alone is a multi-billion dollar and growing enterprise. It is exciting, never boring and offer unlimited opportunities. The hotel industry is diverse enough for people to work in different areas of interest and still be employed within the hotel industry. This trend is not just in India, but also globally. Modern hotels provide refined services to their guests. The customers or guests are always right. This principle necessitated application of management principles in the hotel industry and the hotel professionals realized the instrumentality of marketing principles in managing the hotel industry. The concept of total quality management is found getting an important place in the marketing management of hotels. The emerging positive trend in the tourism industry indicates that hotel industry is like a reservoir from where the foreign exchange flows. This naturally draws our attention on HOTEL MANAGEMENT. Like other industries, the hotel industry also needs to explore avenues for innovation, so that a fair blending of core and peripheral services is 1 Human Resource Practices In Hotel Industry made possible. It is not to be forgotten that the leading hotel companies of the ...
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...INTRODUCTION Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning .As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand. Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. Human resource planning aims at fulfilling the objectives of manpower requirement. It helps to mobilize the recruited resources for the productive activities. The human resource planning is and important process aiming to link business strategy and its operation. The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers...
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...Joel Carr Final Extra Credit Assignment 12/11/13 Human Resource Management is the job of attracting, training and retaining employees. Human resource managers are in charge of employees. They need to ensure each employee is getting paid in accordance to the FSLA, and there is no internal or recruitment discrimination. They also need to deal with any internal issues that may arise such as harassment, on the job injuries and any negative acts performed by an employee that may reflect poorly upon the company. Human resources in mainly in charge of job description, determining the right type of person for each job, placing the right person in each job, training and orienting employees, employee development, and figuring out ways to retain employees. The first step in any business whether it is a new business, and expanding business, or if the human resource department is new is performing job analysis. Job analysis is the procedure in which companies determine the duties of each job and the types of people each job requires. Job analysis is conducted using a few different types of method, the first and most effective is to hand out a survey to employees. These surveys include a checklist that each employee goes through and checks off the tasks they perform on a day to day basis, and how much time is spent on each task they perform. The down side to collecting checklists is that individual employees look at them as an evaluation. The evaluation feel makes employees lie about...
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...1. Given your answer to question 1, what type of data would you need and how would you conduct a financial analysis to determine if this request is financially feasible and beneficial for your hospital? What are the financial elements of critical importance that you want to make sure you address in your analysis? The request to hire two additional hospital members should be accompanied by a thorough financial analysis that is designed to demonstrate the overall feasibility impact. In Question 1, it was determined that the 200 bed hospital facility needed to begin recruitment efforts to locate two qualified physicians to replace two tenured ones who were retiring. Of primary concern was patient health and the ability to address their needs on a consistent basis. To accomplish this, the hospital realizes that it must ensure that the hospital is consistently staffed with the amount of medical staff that can adequately provide patient care on a continual basis. This means that at least two physicians needed to be hired to replace the two who were scheduled to retire at a date in the future. As such, the first type of financial analysis to be performed would be an analysis of the compensation structure. The type of data to be requested during a review of a compensation structure will pertain to salary information (Payscale, 2009). This means that a review of the salaries of the two retiring physician’s salaries in terms of dollar amounts are needed for a proper...
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...Developing a Human Resources Plan TABLE OF CONTENTS PART A 2 1. The Types of Matters in a Human Resource Plan 2 1.1 Some matters of the human resource and their solutions 2 1.1.1 Human resource issues in counsel and the possible solution 2 1.1.2 Human resource issues in employment management and the possible solution 2 1.1.3 Human resource issues in Administration and the possible solution 2 1.1.4 Human resource issues in training and the possible solution 2 2. Job Description of Human Resource Plan 3 3. Preparing a Job Advertisement 4 3.1 Job Advertisement for Marathon Company 4 4. Detail the Cost of Hiring an Employee 4 5. Selection Criteria and interview Questions 5 5.1 Selection criteria from the sales position Questions 5 5.2 Interview Questions 5 6. Reference Checking 5 7. Preparing a Job Offer 6 8. Mentoring and Coaching Program for the New Staff Member 7 9. Three months probation review 7 9.1 Records of Review 8 10. Monitoring and Review of a Human Resource Plan 8 PART B 9 1. Expenses for the new operational plan 9 2. Monitor performance of the staff to increase productivity 9 3. Budget of the company and its use 9 4. Documentation used for developing a business budget 10 5. Tables of financial figures 10 References 11 PART A 1. The Types of Matters in a Human Resource Plan Human resources is directly related to the performance of the organisation identifying and planning for training can be linked...
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...Since the beginning of time, people have been the most valuable resource available. Regardless of the goal or task, some level of human resource is required. This simple fact has created a vital need for effective Human Resource Management (HRM). Human Resource Management is a function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals (Ivancevich, 2010). As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. The journey to understanding and applying human resource functions covers Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. By exploring each area, we can understand how these functions can be applied to personal career goals and set the stage for a successful future. One important function of Human Resource Management is the understanding and developing policies for Equal Employment Opportunity (EEO). Equal Employment Opportunity has implications for almost every activity in HRM: hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining (Ivancevich, 2010, p. 65). With that in mind, it is vital for all levels of leadership and management in an organization to be involved in EEO policies...
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...Mountain Bank should implement to achieve a competitive advantage in the marketplace. Changes are occurring in all organizations. Mountain Bank is no exception. Mountain Bank has a strong presence in retail banking and limited presence in the consumer lending, real estate and mortgage banking, and corporate banking lines. It is recognized that corporate banking is profitable. Since Mountain Bank has such a small presence in the corporate banking market, it has to position itself to communicate this business line to a new audience. To achieve a competitive advantage in the marketplace, Mountain Bank should implement the differentiation strategy. Mountain Bank will set itself apart from its competitors by offering a unique twist to its services. It may offer an added benefit to its customers who are already receiving the basic services. The employees at Mountain Bank hold the key to achieving the competitive edge. Mountain Bank’s employees would hold an advantage over their competitors as they tend to be cordial and highly skilled which makes customers feel trusting. A personal greeting such as “Good morning, Mr./Mrs. Jones” from the bank employees when customers enter for services would be a tremendous plus for the bank. Along with that greeting, employees would make the customers aware of the availability of the new services that the bank now offers and they are not yet taking advantage of. 2. Describe the types of practices a human resource professional should recommend for...
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...MISSION 8 2.4 KEY COMPANY INFORMATION 8-9 CHAPTER 3:HUMAN RESOURCE MANAGEMENT 10-11 3.1HUMAN REROURCE MANAGEMENT 10 3.2 HRM PROCESS 11 3.3 HRM PLAN & FORECASTING IN BPL 11 CHAPTER 4: RECRUIT & SELECTION PROCESS IN BPL 12-24 4.1 RECRUIT & SELECTION 13 4.1.1 RECRUITMENT OBJECTIVES 14 4.1 .2 RECRUITMENT PROCESS 14 4.1.3 SOURCE OF RECRUITMENT 14 1.INTERNAL SOURCE 15 2. JOB POSTING PROGRAMS 15 3.DEPARTING EMPOLYES 15 4.EXTERNAL SOURCE 15 5.ADVERTISEMENT 15 6. EMPLOY REFERRALS 15 7.EMPLOYMENT EGENCY 16 8.WALK-INS AND WRITE INS 16 9.CONSULTING THE CV BAnk 16 4.1.4 SELECTION PROCESS 16 4.2. SELECTION PROCESS 22 4.2.1 INDUCTION & PROBATION PERIOD FOR NEW EMPLOY 23 4.2.2 JOB DESCRIPTION 23-24 CHAPTER: 5 TRAINING & DEVELOPMENT PROGRAM OF BPL 24-32 5.1 TRAINING & DEVELOPMENT PROGRAM OF BPL 24 5.1.2 INDUCTION TRAINING 24 5.1.3 CLASSROOM TRAINING 24 5.1.4 OFF THE JOB TRAINING 25 5.1.5 ON-THE-JOB TRAINING 25 5.2 EMPLOYMENT DEVELOPMENT 27 5.3 TYPES OF TRAINING 27 5.3.1 TRAINING PROCESS 28 5.4 EVALUATING THE RESULT 28 5.5 TRAINING AIDS 28 5.6 PERFORMANCE APPRAISAL 28 5.7 EMPLOYEE COMPENSATION 29 5.8 MOTIVATING EMPLOYEES IN BPL 32 5.9 HEALTH AND SAFETY 32 CHAPTER: 6 RECOMMENDATONS 33-35 6.1RECOMMENDATION 33 Chapter 7: CONCLUSION 36 7.1BIBLIOGRAPHY 37 Chapter: 1 Introduction 1. EXECUTIVE SUMMARY Human Resource Management (HRM) is a relatively new concept in Bangladesh...
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...Mountain Bank should implement to achieve a competitive advantage in the marketplace. Changes are occurring in all organizations. Mountain Bank is no exception. Mountain Bank has a strong presence in retail banking and limited presence in the consumer lending, real estate and mortgage banking, and corporate banking lines. It is recognized that corporate banking is profitable. Since Mountain Bank has such a small presence in the corporate banking market, it has to position itself to communicate this business line to a new audience. To achieve a competitive advantage in the marketplace, Mountain Bank should implement the differentiation strategy. Mountain Bank will set itself apart from its competitors by offering a unique twist to its services. It may offer an added benefit to its customers who are already receiving the basic services. The employees at Mountain Bank hold the key to achieving the competitive edge. Mountain Bank’s employees would hold an advantage over their competitors as they tend to be cordial and highly skilled which makes customers feel trusting. A personal greeting such as “Good morning, Mr./Mrs. Jones” from the bank employees when customers enter for services would be a tremendous plus for the bank. Along with that greeting, employees would make the customers aware of the availability of the new services that the bank now offers and they are not yet taking advantage of. 2. Describe the types of practices a human resource professional should recommend...
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...Contents Introduction 5 1.1 Comparison of several types of learning style used in ‘Stemcor’ 6 1.2 Explanation of the roles of the learning curve and the significance of transferring learning to the workplace of Stemcor. 6 1.3 Assessment of the contribution of learning styles and theories at the time of planning and designing a learning event for the Stemcor. 8 2.1 Comparison of the training requires for personnel at different levels in Stemcor. 9 2.2 Assessment of advantages and disadvantages of training methods used in Stemcor. 10 2.3 Usage of a systematic approach to design training and development for a training event at Stemcor. 12 3.1 Preparation of an evaluation using suitable techniques. 12 3.2 Perform an evaluation of a training event. 13 3.3 Assessment of the success of the evaluation methods used. 14 4.1 Description the role of government in training, development and lifelong learning. 14 4.2 Description of how development of the competency movement has impacted on the public and private sectors. 15 4.3 Assessment of how contemporary training initiatives introduced by the UK government contribute to human resources development for an organisation. 15 Conclusion: 16 Bibliography: 17 Introduction Stemcor is an international steel trading corporation. It is the one of the biggest independent steel trader. It is a UK based company. It located at London in Britain. It operates business in around 45 countries of the world. It consists of...
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...Human Resource Management in Business Introduction Human Resources (HR) is concerned with the issues of managing people in the organisation.The Human Resources department is responsible for many people related issues in an organisation.Under the HR department’s remit are the following roles: • The process of recruiting suitable candidates for the organisation • Identifying and meeting the training needs of existing staff • Ensuring employee welfare and employee relations are positive • Ensure the working environment is safe for employees • Raising awareness of current workplace legislation The Human Resources Department also covers five key roles. • Executive role – in this role the HR department are viewed as the specialists in the areas that encompass Human Resources or people management. • Audit role – in this capacity the HR department will check other departments and the organisation as a whole to ensure all HR policies such as Health & Safety, Training, and Staff Appraisal etc. are being carried out in accordance with the company’s HR policy. • Facilitator role – in this role, the HR department help or facilitate other departments to achieve the goals or standards as laid out in the HR policies of the organisation. This will involve training being delivered for issues that arise in the areas relating to people management. • Consultancy role – the HR department will advise managers on how to tackle specific managing people issues professionally. • Service...
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...A RESEARCH REPORT ON HUMAN RESOURCE PLANNING A Study on Selected Organizations in Bangladesh Executive Summary This study investigates the various Human Resource Planning and Development activities and efforts that the telecom and banking industry of Bangladesh undergoes, to deal with the rapidly changing environment, which organizations face in the current globalize market place. It views differences in the strategic and coherent approach to the management of the under-covered bank and telecoms ’ most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. Human resources management comprises several processes. Together, they are supposed to achieve the organization’s goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. The various HR activities which we focused on while doing this report have simply started from the range of Recruiting process, Training Process, Performance Appraisal, Transfer Process, Motivation Process, Employees Retention Programs and Respond to diversity. We surveyed two top telecom companies and one local private company altogether to prepare a high-quality research report. Our objective was to find out the strategic aspect of Human Resource Panning various HR issues that a bank and telecom company focuses for thriving in the market. The results of logistic...
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