...Instructor: Professor Kathleen Milburn Class: HRIS- HR530 Date: December 11, 2011 Report #1 Shows the numbers and percentages of late performance evaluations for several departments within the county with late performance evaluations could cause several problems. First, they affect employee motivation when employees are waiting on evaluations to be completed for pay raises. This, in turn, may affect morale, productivity, and turn-over rates. The evaluation of employees’ job performance is an important personnel function and is critically important to the organization. Appraisals give the employees an opportunity to contemplate their performance at work. It is the time when employees look forward to a raise in the salary and a promotion. For the managers, appraisals are about reviewing the past performance of their employees and providing them with feedback along with some tips to improve. Performance appraisal is the means by which the work performance of employees is evaluated. Employee performance is assessed in terms of the quality and quantity of work he/she has put in. It is calculated in terms of the time and efforts contributed by the employees in achieving an assigned task. Reviews of employee performance taken within an organization are known as performance or employee appraisals. They aim at analyzing employee performance, identifying their potential and inabilities, in order to determine the employee training needs. They also aim at taking...
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...Cisco Systems, Inc. is an American-based multinational corporation that designs and sells consumer electronics, networking and communications technology and services. Headquartered in San Jose, California, Cisco has more than 65,000 employees and annual revenue of US$40.0 billion as of 2010. By providing a highly connected workplace, an inclusive and diverse environment, comprehensive health and wellness programs, robust professional development opportunities, and competitive compensation and benefits, Cisco helps more than 70,000 Cisco employees multiply impact on the job and in their personal lives. | | Culture and Climate It is the shared beliefs and quality of interactions within and across organizational units: Open and trusting, internally competitive, operationally disciplined, and creative and entrepreneurial. Also called corporate culture, it's shown in: - the ways the organization conducts its business, treats its employees, customers, and the wider community, - the extent to which freedom is allowed in decision making, developing new ideas, and personal expression, - how power and information flow through its hierarchy, and how committed employees are towards collective objectives. Our values shape our Culture. These are Cisco’s values: Change the World, Focus intensively on customers, Make innovation happen, Win together, Respect and care for each other, Always do the right thing” Awards and Recognition In FY12 Cisco was included in Fortune magazine’s“100...
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...Team Project: Game Plan X Portal Project B Ziad Alsuhaibani, Rayan Arab, Mohammad Farsi, Lucerito Marte-Calonge, Joseph Ruiz MBA 617 Professor Roman Wong, PhD, CPA Summer 2011 To access their webpage a user must open their Internet explorer or similar webpage browser and type GamePlanX.com. This will take them to the GamePlanX Homepage, see appendix A for the comprehensive schema for the website. Once signed in, a user has the capability to use the webpage to its full potential. For example, by clicking the Home button, a user will be re-routed from any part of the webpage to the homepage (appendix 1.1). Any of the website features can be accessed from the homepage, and this is the first page a user will view once they log in. Under the Homepage, a user has the option to access different parts of the webpage; these are the Mentoring section, Career, Wellness, Expert Blogs, Forums, E-Concierge and Multimedia (appendix 1.2 thru 1.8). Under the MyGPX section (appendix b) of the webpage, a user has many options. For example, under the Edit Profile section (appendix 2.1 and 2.2), a user can edit their personal information, which includes their name, address, privacy settings, email settings, password and photos. A user may also write and send messages. Appendix 3.1 and 3.2 illustrates what the users may view in the My Apps section. Here the user may install and then interact with their applications. Expert users have the authority to add or remove apps. In addition, Expert...
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...Formulate a talent management strategy to encompass the entire talent requirements of the organization. Epperson Fit Factory is a wellness center consisting of 200 employees in which 20 of those employees are in leadership positions. The talent management strategy of the wellness center is that employee engagement is the organization’s first priority because without the motivation of employees productivity goals will not be met and the customers we serve will not be loyal. In order to motivate employees Epperson Fit Factory not only formally and informally recognizes employees; we also offer a competitive benefits package, competitive salary and an effortless sense of family. In order to offer a competitive salary and benefits package, Epperson Fit Factory will research other wellness centers in the region. We will offer at least a 5% increase in pay and ability to increase pay through higher productivity and exceeding goals. The organization will offer vacation pay, sick pay, discounted child care and monthly after hour gatherings where employees may bring family members and mingle amongst one another. Epperson Fit Factory will also work with employees to find out what their goals are and how we can help them meet them through tuition reimbursement, on the job training, networking and shadowing. Determine the key components of talent management, including identifying, assessing, and developing talent. Talent management is defined as the implementation of integrated...
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...Leadership Commitment to Physician and Staff Wellness Create a leadership commitment to the principle of caring about, monitoring for and op6mizing the health, wellness and sa6sfac6on of the providers and staff in the organiza6on. This func6on of “looking in the mirror” -‐ to focus on op6mizing the experience of the people working inside the organiza6on -‐ is emphasized at the same level as the organiza6on’s outward focus on the quality of the pa6ent experience. Mission Statement Commitment to Physician and Staff Wellness and Satisfaction ! Mission Statement Planning Retreat to put the Physicians/Provider and Staff health, wellness and sa6sfac6on on equal foo6ng with Quality of Care and Pa6ent Sa6sfac6on ! This retreat is to begin the alignment of the en6re organiza6on with the principle of equal focus on both physician and pa6ent sa6sfac6on Physician Wellness Committee ! A standing and ac6ve Physician Wellness CommiMee ! With a significant budget ! Charged...
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...Employee Wellness Susan Pinto Abstract Over the last several decades, an epidemic of “lifestyle diseases” has developed globally: Unhealthy lifestyles, such as inactivity, poor nutrition, tobacco use, and frequent alcohol consumption, are driving up the prevalence of chronic disease, such as diabetes, heart disease, and chronic conditions. These conditions have become a major burden, as they lead to decreased quality of life and increased health care cost. Furthermore, these diseases were thought to be the problems that occurred in old age in the life cycle o fan individual thus resulting is low productivity and reduced performance at work. There is a rising concern over the health care coverage and the impact of this sedentary lifestyle on an individual’s health, organizations have adopted and are promoting employee wellness programs in the organizations. These are programs that encourage a particular diet, reducing stress levels and promoting work life balance among the employees. Employee wellness or Health promotion is related to disease prevention which aims at fostering better health through behaviour and lifestyle change at work. A broad range of benefits are offered under the label ’employee wellness’, from multi-component programs to single interventions, and benefits can be offered by employers directly, through a vendor, group health plans, or a combination of both. What is Wellness? Wellness is "an active...
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...responsibility mentoring and coaching should be a core competeant of core competent are . Coaching and mentoring are the foundation of prociding quality competent nurses, particularly at a graduate level. Mentoring coachin illicits effective decision making, collaborative administration of care and a relationship of trust. With those who are being mentored/coached. As a graduate level nurse mentoring/coaching are elements that are essential to mentoring issues and --------thins that need to be changed. Mentors/coaches monitor competancies building of the desires of a leader/coach encouraging and empowering individuals being coached to succeed in the task(s) at hand. Mentors/coaches helps to develop the skills that are required to handle a variety of situations. As indicated in the text------------“ Coaches and mentor’s are the key to the development of leaders of tomorrow and such tools could meet the acknowledged training and developmental needs of nurses, while expanding the role of senior management and their links with those who deliver patient services. As indicated in the text APN’s skill in expert coaching and guidiance will be central to efforts to redesign and transform healthcare system to become more patient-centered.The text goes on to say that teaching and coaching are recognized as core competiencies of APN’S By the time that one has reached the level of becoming a graduate level nurse, their skills and expertise are used to assist them in coaching and mentoring their preceptee...
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...Kudler Career Development Plan In light of the changes taking place here at Kudler Foods it is my recommendation that upper management examine the possibilities of adding five new positions. With the high stress and high pressure demands of everyday operations which our store managers are currently under it is my recommendation that we fill our opening in lower management and create a purchasing department. Our new job offerings will consist of the following position openings: • 1- Lower level Manager • 1- Purchasing Manager • 3- Purchasing Agents (One in charge of each store location) Lower Level Manager responsibilities will consist of over seeing daily operations at all three of our locations. Lower level manager will be in charge of all department managers at each store and are responsible for obtaining the best price, quality, and delivery possible. All department managers will report to the lower level manager. All candidates should have 3-5 years of mid – low management experience. Candidates will need to have MBA. Purchasing manager responsibilities are to determine the purchasing requirements of our three stores. Manager will need to determine the items each department sells and place purchase orders directly with suppliers using a purchase order form that is standard between the three stores. Candidates should have 1 – 2 years of management experience. Candidates will need to be able to multi task as well as be comfortable...
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...TRAINING PROGRAMS Natural Chef . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Nutrition Consultant. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Nutrition Consultant via Distance Learning. . . . . . . . . . . . . . . . . . . . . 16 BAUMAN BUSINESS INSTITUTE Bauman Business Institute. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Bauman Business Institute for Natural Chef Students. . . . . . . . . . . . 18 Bauman Business Institute for Nutrition Consultant Students. . . . . 21 BECOME A STUDENT Which Location is Right for You?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Tuition, Fees, + Payment Plans: May 1 – Oct. 31. . . . . . . . . . . . . . . . . . 25 Financial Assistance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Schedules . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Application + Enrollment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Dates to Remember . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 School Approval + Resources. . . . . . . . . . . ....
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...differently by different things, but many can be affected by certain concepts. So it is imperative to know what motivates the majority of your employees. The redesign of Hershey’s performance management system to appeal to the diverse groups that it employs will need to involve management as well as the employees to make the effort successful. I feel that Hershey currently has a very good diversity program. Hershey has redesigned its performance management system appealing to the younger generations who show an eagerness for challenge, and results. Therefore I would employ a system that is in line with Hershey’s core values, and we can start by educating the workforce through training and the utilization of seminars, team huddles, and mentoring sessions and also, by soliciting feedback from the workforce in order to give employees a feeling of inclusion (Hershey Company 2012). The employees should be clear about the organization’s mission and be rewarded for doing what their job description entails. Also, human resource management will train other employees on the proper etiquette of race relations, ethnical differences, age differentials, and gender confusion such as transgender employees. In order to protect the company from law suits and bad publicity, the human resource management should take special care to know the laws of diversity for each diverse group because they are forever changing. I would establish an aura that would let an employee know that through...
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...differently by different things, but many can be affected by certain concepts. So it is imperative to know what motivates the majority of your employees. The redesign of Hershey’s performance management system to appeal to the diverse groups that it employs will need to involve management as well as the employees to make the effort successful. I feel that Hershey currently has a very good diversity program. Hershey has redesigned its performance management system appealing to the younger generations who show an eagerness for challenge, and results. Therefore I would employ a system that is in line with Hershey’s core values, and we can start by educating the workforce through training and the utilization of seminars, team huddles, and mentoring sessions and also, by soliciting feedback from the workforce in order to give employees a feeling of inclusion (Hershey Company 2012). The employees should be clear about the organization’s mission and be rewarded for doing what their job description entails. Also, human resource management will train other employees on the proper etiquette of race relations, ethnical differences, age differentials, and gender confusion such as transgender employees. In order to protect the company from law suits and bad publicity, the human resource management should take special care to know the laws of diversity for each diverse group because they are forever changing. I would establish an aura that would let an...
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...40 years. Growth is the first component of PepsiCo’s corporate values statement and is the core of the business strategy. With sustainable competitive advantages and successful talent, management in developing leaders and employees contributes to the success of talent management. Known as being an “academy” company for its talent development that produces leaders with talent that go on to be successful in other Fortune 500 companies. Competitive Advantage PepsiCo’s competitive strategy is based on differentiation instead of cost leadership. To sustain growth at PepsiCo, three competitive advantages of innovative products, muscular brands and powerful go-to-markets are applied. Innovative products offers a solution to health and wellness concerns, allows PepsiCo an opportunity to be active in the community. The big muscular brands are PepsiCo Beverages, PepsiCo International, Frito-Lay, and Quake Foods products. A powerful go-to-market, well diverse set of distribution system of consumer products that provides considerable cost efficiency and system effectiveness in driving value. Additionally, the organization continues to invest in their employees through developing leaders, holding them accountable and reward them. Furthermore, the company focuses on talent management and development to build bench strength for key leadership positions and delivering talent development opportunities for employees. PepsiCo uses its talent to sustain competitive advantages in the...
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...OAKLAND OAKLAND OAKLAND Consolidated Community Benefit Plan 2012 Kaiser Foundation Hospital – Oakland Northern California Region KAISER FOUNDATION HOSPITAL (KFH)-OAKLAND 280 West MacArthur Boulevard Oakland, CA 94611 (510) 752-1105 The KFH-Oakland service area includes Alameda, Albany, Berkeley, Emeryville, Oakland, and Piedmont. COMMUNITY SNAPSHOT (*county-level data) Total population: Median age:* Average household income:* Percentage living in poverty: Percentage unemployed: Percentage uninsured: 633,114 36.1 $70,217 16.92% 8.92% 14.67% White: Latino: African American: Asian and Pacific Islander: Native American: Other: 32.41% 21.76% 21.12% 19.84% 0.33% 4.55% KEY STATISTICS Year opened: KFH full-time equivalent personnel: KFHP members in KFH service area: 1942 1,884.0 188,929 Total licensed beds: Inpatient days: Emergency room visits: 341 74,218 50,725 KEY LEADERSHIP AT KFH-OAKLAND Nathaniel L. Oubré, Jr. Belia Marshall, RN, MPA Dennis Morris John Loftus, MD Shirley Steinback Julie Hadnot Glenda Monterroza Senior Vice President and Area Manager Chief Operating Officer Area Finance Director Physician in Chief Medical Group Administrator Public Affairs Director Interim Community Benefit/Community Health Manager 227 Consolidated Community Benefit Plan 2012 Kaiser Foundation Hospital – Oakland Northern California Region THE 2010 COMMUNITY HEALTH NEEDS ASSESSMENT SUMMARY AND FINDINGS 2010 COMMUNITY HEALTH NEEDS ASSESSMENT (CHNA) SUMMARY The 2010...
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...Describe the unique challenges of managing the human resources function for your specific organization Becoming Senior Vice-President of Human Resources for HCA Inc. presents many challenges due to the size of the healthcare organization. HCA owns and operates 164 hospitals and 106 surgery centers within 20 states including London, England. The organization and its affiliates employee approximately 183,000 people; therefore, there is a need for a large competent staff of human resource individuals. As Senior Vice-President of Human Resources, I would report to the CEO of the organization as well as have a staff of several vice presidents that would handle all of the relevant areas and facilities. The human resources department is broken down into sections and there are vice presidents over each of these respective sections that would report to me. The groups include our (1) division offices which oversee our hospitals and surgery centers, (2) operations and recruitment, (3) employee relations, (4) benefits and compensation, (5) information systems, (6) executive workforce development, (7) human resources IT&S, (8) community relations and foundations and (9) organizational leadership and development. Each one of these subgroups covers all of the various human resources functions within the organization. According to Flynn, Mathis and Jackson (2011), “HR professionals in all segments of the industry will be faced with the challenge of recruiting and retaining the right...
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...service each and every staff member that is hired. From training and development, to retention and top talent recruitment, HR departments need to understand what is important to their staff and how they can make that team feel engaged and valued. When one is able to perfect that, they can then formulate a department and company that is working towards a common mission and goal. I hope to address this process through my paper that follows. The Best HR Department The best HR departments are ones that are able to attract and help to retain top talent. These departments help their employees feel valued as more than just a number or a tool to make their company better. Instead they make sure that employees know that who they are outside of work and what experiences they bring to the table every day, are valued and received. HR should be a place to advocate for the welfare and the benefits of their employees. This is the best way to make sure that you are bringing in the innovative and forward thinking team that will help your respective company thrive and grow to the next level. The components that go into creating such a supportive and amazing cohesiveness are all very important standing alone and move stable and solid when thrown...
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