...Mission San Luis Obispo County was one of the first counties in California, created in February 1850 as residents were preparing for California’s statehood (CSAC). It was created to govern the coastal region between Salinas Valley and the Santa Maria River, writing, implementing, and enforcing local laws and regulations for this region to ease the burden of work on the California state government. The county’s residents elect a Board of Supervisors that has authority to pass laws, and the Board entrusts a County Administrator to oversee the 24 departments, organized into six functional groups, that administer the county’s governance on a day-to-day basis (SLO County). The County government has a decentralized structure, according to Tami Douglas-Schatz, the County’s Director of Human Resources. She says the Board and Administrative Office handle overarching policy, but day-to-day operational matters are handled by the departments themselves. When it comes to organizational planning, the Human Resources is “the architect of systems” (Douglas-Schatz), with final say over what structure the organization will have. The County’s relationship with the California state government and U.S. federal government is very impersonal. These higher-ranking layers of government decree laws and regulations from on high that the County must comply with. In addition, the County depends, in part, on grants from these bodies to finance its operations, and these grants often come with strings attached...
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...2) Provide health care to patients in a large geographic area 3) HR – health and safety/ occupational health and safety- employee relations- HR analysis- volunteer resources- wellness counsellors- recruitment consultants 4) yes, they use people soft. Use/ helpful: Job data management, contract management and position management 5) no tool used- managers who have jobs within their area create job description and job evaluation 6) non union- done by manager (job evaluation) done by 1 person Unionized- through collective agreements through pay equity and communication bargaining unit. 7) manager decides requisition filled RMS- recruitment management systems put forward requisition to director for approval then to HR. posted to internal website or external on job board. Current- partnership with talen insight? ( deal with external ) outside company. Manager takes over to do face-to-face. Process called peer interview panel. Internal all done by manager 8)coaching with manager and employee unless serious, hire up and progressive. HR present in next level. Unionized- union rep present Verbal, written, suspension (multiple), termination 9) occupational health and safety within HR (IPACT) Occupational Health nurses Case consultant Ergonomist Health and safety consultant (do audits, safety stuff) 1 for every union- including non-union Occupational health develops policies 10) developing- whoever is most responsible i.e. computers would be an IT. Go through team...
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...Airline Industry Background The airline industry has been limited in expanding because of national and international regulations. Even the dominant players in this market have only been able to keep their dominance over their own markets, except for United States. In United States, the state owned national flag carriers have been the key players of this industry. But in 1990, the competition started to increase in this industry. This was caused due to deregulation, privatization and advent of new technology. During the nineties every major country in the world saw deregulation in airline’s industry. In 1978 United Stated deregulated its airlines and saw an increased competition in their local market. Similar thing happened to European Union when they disbanded their country specific barriers to free market competition among air carriers. Asia also followed the same route. Some regions in Asia quickly deregulated themselves. Many small national carriers in Latin America were privatized. The emergence of free market competition was expected to be more dominant as many European Nations were discussing implementation of opening transatlantic market with USA where landing rights would be determined by free market forces, rather than regulation. The countries signed bilateral agreements between countries that enabled the airlines of those countries to provide landing and takeoff facilities for air carriers of those countries. Privatization and deregulation made the airlines...
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...Evolution of Human Resource Management 21st Century HR Helping to determine the companies' overall direction, HR departments focus on building organizational capabilities using employee management and development strategies that align with organizational goals. World War I & The emergence of HRM as profession (1911-1914) 20th century witnessed severe labor unrest due to the employment-at-will doctrine and yellow-dog contracts that allowed employers to fire employees at will. Quality of Work life Era (1960s-1990s) HR as an asset and not a liability Prevalence of Labor unions became significant and the personnel department was used to resolve wage-related issues and other differences between the union and management. The personnel manager was responsible for employee attendance, labor-dispute management and general compliances of employee health and safety requirements. Recruitment section of the personnel department dealt mainly with selecting labor employees, along with a few salaried professionals. The Personal Management (1935-1970) Prevalence of Labor unions became significant and the personnel department was used to resolve wage-related issues and other differences between the union and management. The personnel manager was responsible for employee attendance, labor-dispute management and general compliances of employee health and safety requirements. Organizations set up management teams to handle various facets of business. Personnel department’s...
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...consumer goods” spectrum of products. The DDI manufacturing site in southern Ireland is now also the DDI worldwide head quarters. At the DDI Irish site the firm employs around 1,300 staff. Of these 1,000 are factory-workers and 300 based in head office. The major DDI corporate support functions are located at head office including human resources, finance, marketing, sales, product development and logistics (shipping and distributions management). Most factory staff are members of the GWLU (General Workers Labour Union) whereas only about a third of the staff at head office are in a Labour Union. Union members at Head Office are represented by the Clerical and Office Labour Union (COLU). Employee Relations at DDI traditionally very good. This is partly because, in Ireland, industrial peace is managed through agreements which are negotiated within a National Programme for Economic Development framework. These programmes include major stakeholders like the large unions, employer representatives, government agencies and small firms. When issues do arise...
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...Regardless of the size of an organization or the extent of its resources, the organization survives -- and thrives -- because of the capabilities and performance of its people. The Human Resource Management (HRM) function includes a variety of activities, including Affirmative Action to Employee and labor relations. All HRM functions work together to build a strong company where key among them is responsibility for human resources -- for deciding what staffing needs fits the company’s future. According to Youssef (2012) “The HR department is here to support you and ensure that the company's human assets are selected, deployed, and managed efficiently, effectively, and fairly. But you are ultimately their direct manager.” (P. 12) We will look at the some different aspects of the HRM department and why they are so important. Companies and organizations are much like the human body where all parts work together to make a cohesive person. And, if the HRM department is operating properly then there are certain functions that they must operate in to help balance all the different aspects of a successful company. One cannot say that one of these functions are more important than the next. If a company did not offer Compensation and Benefits they would experience low employee morale which would affect profits. And, if they did not have planning and recruitment it would have high turnover and could face all sorts of fines and other losses. At the end of the day the company would be...
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...Unit 10: Human Resource Management Final Project BUS3040 – Fundamentals of Human Resource Management 12.18.2014 John Devillier Capella University Introduction Over the last thirty years or so, there has been a steady movement towards an economy based on services. Because of this, it has become increasingly important for companies to deploy strategies that make effective use of their resources. In the following paper, I will show that HR can no longer be viewed as just another department in the organization, but instead a vital piece that links organizational goals with HR strategy to ensure that there is alignment of the people policies with that of the management objectives. Recruiting and selection Recruiting is the activity carried out by organization with the primary purpose of identifying and attracting potential employees. (Raymond) This will be achieved through the development of local and national recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The Corporate Human Resources Recruiter will play a critical role in ensuring we are hiring the best possible talent. (Saez) Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays to do it properly. An organization may have all of the latest technology and the best physical resources, but if it does not have the right people it will struggle to achieve the results it desires. For that reason, the recruitment...
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...1. Business-level Strategy Walmart uses a combination strategy of cost leadership and differentiation. They provide a wider variety of products and services with the same or better quality at a price that is cheaper than their competitors can provide. Walmart concentrates on finding ways to lower their costs by constantly rethinking how to complete their primary and support activities to reduce costs still further while maintaining competitive levels of differentiation. Their successful supply chain management is an important way helping them to implement the cost leadership strategy. They has effective inbound logistics by using just-in-time inventory. And they have cut costs from outbound logistics by creating better fuel efficiency in their trucks, getting more pallets on a load, and decreasing empty miles driven by their trucks (Dess, 2012). Walmart also reduces costs by buying in large blocks. Technology plays a key role in Walmart’s supply chain too, it allows Walmart to accurately forecast demand, track and predict inventory levels, create highly efficient transportation routes, and manage customer relationships and service response logistics (Walmart's Keys to Successful Supply Chain Management, 2013). In conclusion, Walmart's successful overall cost leadership/differentiation strategy leads to high entry barriers for competitors. • Corporate-level Strategy The major reason behind the success of Walmart lies in the fact that the company believes and concentrates...
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...people under the Human Resource management of the business aim at combining together the skills and the abilities of all the employees. They are to bring people together and help them in performing the tasks that have been assigned to them. The solutions to problems that arise are to be given by the people involved in the Human management Department. From the point of view of the business itself, the employees of the corporation are considered as the assets of the company. For becoming a proper manager in the human resource department it is necessary that the leader is taking note of the demographics, diversities and the skills and qualifications that are essential. Demographics refer to the characteristics of the whole workforce. The gender, age and the social class of the population is included under this. Diversity refers to the changes that are present in the working population and the total workforce of the economy. The need of graduates increases over time. The reason is that best skills and qualifications are required when the business is being monitored through the eyes of the human resource department. Human Resource department is the key of the whole organization, although it is usually known for recruiting and employing people in the organization. In addition, explaining the company benefits, managing the employee’s salaries and relations, presenting an estimated productivity rate and providing career development opportunities...
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...OPPORTUNITIES AND CONSTRAINTS 9 5 ISSUES 10 5.1 THE PAYROLL SYSTEM 10 5.2 PAYROLL PROCESSES AND PROCEDURES 13 5.3 TIME REPORTING SYSTEM 15 5.4 PAYROLL AND HR INFORMATION SHARING 17 6 OTHER ISSUES 20 6.1 PROJECT MANAGEMENT 20 6.2 CHANGE MANAGEMENT & COMMUNICATION 20 6.3 SPECIAL REPORT REQUESTS FROM OTHER DEPARTMENTS 21 6.4 PRIVACY ISSUES ARISING FROM THE NEW SOFTWARE SYSTEM 21 6.5 PAYROLL-RELATED CONCERNS AS COMPANY EXPANDS 22 7 PAYROLL’S ROLE IN THE ORGANIZATION 22 8 ACTION PLAN AND TIMELINE 23 8.1 IMPORTANT DEADLINES 23 8.2 TIMELINE 23 8.3 POTENTIAL ACCOMPLISHMENTS/MILESTONES 24 9 CONCLUSION 25 10 REFERENCES 26 11 APPENDIX 28 1 Introduction NutriGrow is a Canadian owned and operated agricultural supplies manufacturer, operating in the province of Manitoba. The organization has been in business for 60 years, with relatively slow growth until the recent introduction of a new product that was marketed to large agri-businesses with great success. The strategic decision to market this product internationally means that NutriGrow will experience an unprecedented increase in their business activity over the next decade. In anticipation of this increase, management has given the payroll department at NutriGrow the tasks of implementing payroll best practices to become more efficient, re-organize the payroll department into a...
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...challenges in his new position at NoGo Railroad. NoGo Railroad “serves remote and mountainous areas and hauls primarily timber, coal, potash, and phospohorous” (Brown, 2011, p. 56). Its issues are not new, and Mr. Keller has been placed in the new position so that he can address all the challenges. Problems Macro The case of the NoGo Railroad has issues that are affecting different levels of employment in the organization, from employees to management. NoGo railroad has two main issues that must be addressed in order to reduce expenses and improve the attitude of employees: create a better organizational structure, and gain the ability to adapt to change. Managers need a human resource (HR) department to support them with employee relations, policies and procedures, skill training, and other HR areas. Micro Job descriptions and job expectations are not clear, beginning with the management positions. The communication manager position duties include “managing the personnel...
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...abroad re present the most definitive employer of choice and workplace culture quality recognition accompany can receive, and From the 100 best company listed, I would like to choose Marriott International Inc and Navy Federal Credit Union to compare between them regard size, product, vision and mission. First, Marriott international Inc is a global leading loading company based in Bethesda, Maryland, USA with more than 4000 properties and more than 690,000 rooms in 78 countries and territories. Marriott International reported revenues of nearly $13 billion in fiscal year 2013. The company operates and franchises hotels and licenses vacation ownership resorts fewer than 18 brands, including Marriott Hotels, The Ritz-Carlton, JW Marriott, etc. Marriott has been consistently recognized as a top employer and for its superior business ethics. Secondly, Navy Federal Credit Union is the largest natural member or retail Credit Union in the United State, both in assets size and in membership. As of August 2014 Navy Federal Credit Union had over $6 billion in assets, and over 5 million member and there 11,186 employ working for the company . Navy Federal Credit Union is non-profit Organization and work based on ownership all members are owner and you can become a member if you are Armed Force, DOD employee, Coast Guard or National Guard. They offer much...
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...Case on Grievance Handling Durai, P. (2010). Naveen Sugars Pvt Ltd. In Human Resource Management (pp.515-516). Dorling Kindersley (India) Pvt. Ltd. Licensees of Pearson Education. Naveen Sugars (P) limited is a large private company employing about 2,000 workers. It has an annual turnover of Rs. 2.91 billion. The HR department of the company is headed by Mr. Arvind, an expert with MA (in human resource management) and BL degrees. Naveen Sugars is a strongly unionised company with nearly 75 per cent of the employees belonging to the only union in the company and the management of this company had a cordial relationship with its employees and their union. However, a recent incident occurred in the crushing division of this company that has strained this relationship. Mr. Rajesh is a shop level union representative with nearly 20 years of service in the company. He is around 49 years of age and has been employed in the Crushing Division. Of late, he has not been performing well at work. When the HR manager tried to find out the reason from his friends in the factory, they revealed that he had acute family problems and was depressed. One day, while on duty in a day shift, Rajesh had left his workplace without proper permission and returned after nearly two hours. However, his immediate superior prevented him from resuming the work. Enraged by the refusal, Rajesh engaged in a fierce argument with that superior and misbehaved with him. He also disrupted the work of...
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...HR Functions of Forbes Regional Hospital JoAnn Westerberg HSA320 January 31, 2013 Sherrie H. Lu, PhD HR Functions of Forbes Regional Hospital Since 1978, Forbes Regional Hospital has been the leading care provider in the eastern suburbs of Pittsburgh, offering comprehensive care so patients can receive their treatment in one place rather than being transported to a downtown hospital. Forbes Regional Hospital is a 350 bed facility which annually, has 50,000 emergency room visits, 12,000 surgeries, and 15,000 patient admissions. Forbes Regional Hospital offers the latest medical innovations and procedures so the patients can receive the best care in their own community. Based on the data collected, some of the possible challenges Forbes Regional Hospital can face are harassment, increase in pay, and labor unions. There is a credibility gap between Human Resources, Executive Management, and the other organizational departments. There are people in HR with a variety of background education and skill sets that are not necessarily specialized towards the field they currently hold. Individuals come into HR management with their past experiences as a psychologist or clerical supervisor to name a few. The previous experience they bring to the table normally sets the tone for their current outlook in HR. As a result of the changes to the Americans with Disabilities Act, persons with disabilities can expect to work in safe surroundings without being discriminated...
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...Abstract The goal of unions is to band together and protect employee rights. The paper begins with an introduction as to the purpose of the labor union. The question is also posed if labor unions are a necessity in today’s society. The paper begins with an interesting look at the history of labor unions. The paper explores how the Industrial Revolution and Haymaker Riot were instrumental in the formation of labor unions. The history of the two largest labor unions is explored. Next some basic information is given on labor unions such as who can join and the benefits associated with joining a labor union. The paper then shifts to look at legislation that governs the formation and policies in a labor union. More specifically, the National Labor Relations Act, National Labor Relations Board, Taft-Hartley Act, and the Labor Management Reporting and Disclosure Act of 1959 are explored in detail. The paper will then examine the most common ways an HR employee will interact with the union. This is discussed through grievances and collective bargaining agreement. The process for both of these is examined in detail including which parts of the collective bargaining agreement are mandatory and permissive issues. Next, the paper explores the process a HR manager would go through in order to keep a healthy, happy, and productive relationship with the union. Finally the paper reexamines whether labor unions are necessary in today’s society. A conclusion is drawn based...
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