Strategic Human Resource Management Strategic human resource management is designed to help companies best meet the needs of their employees while promoting company goals. Human resource management deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration. Human resources may also provide work incentives, safety procedure information, and sick or vacation days. Strategic human resource management is the proactive management of people
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HR 485: Strategic Human Resource Management Unit 7 Project March 14, 2012 Learning Journal For this assignment I will be expressing my thoughts about issues, concepts, and events from the reading and classroom discussions in this class. I will address what I have learned and how I will be applying this knowledge to my job. Some of the specific points I found interesting in this course are understanding what the purpose of HR business strategy is, learning what a high-value organization is
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Human Resources Job Summary: As Human Resources (HR) Director you must have a clear understanding of your organization’s business objectives and be able to devise and implement policies which will select, develop and retain the right staff needed to meet these objectives. Duties and Responsibilities: The exact nature of the work activities will vary according to the organisation, but they are likely to include: • working closely with departments, increasingly in a consultancy role, assisting
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UNIVERSITY HRMT600 Human Resource Management Overall planning context Like all Organizations, Jamaica Transport (KIN) constantly has to adapt to external and internal changes. External changes such as economic situations, increased global commerce, new security threats or emerging environmental priorities impact directly on the organization’s business and HR plans. Internal changes, such as the need to carry out the organization’s business differently through risk management systems or a
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EXECUTIVE SUMMERY Recruitment and selection is a customized process of each individual organization. As business process differs from organization to organization, different organization fill up different types of employee needs. So the process to build the employee pool and finally making the best choice from candidates differs a lot. The report is presenting a portfolio of five different types of organizations, which manifest the customized process suitable for each organization. For example:
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passionately offer their services with full measure such that the aims and values of the overseeing officers are met, thereby offering added value via self-motivated performance rather than by trying to abide by the rules and regulations of the management of the organization or
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Assessment item 2: Human Resource Management Portfolio Objective(s): This addresses Subject Learning Objectives: 3 and 4 This addresses Program Learning Objective: PLO 4.2 Weighting: 45% Due: In class to your lecturer on Monday 30th April or placed in lecturers' locked boxes (marked with lecturers' names) outside the School of Management office Room C422, Level 4, Block C Building 5, by 5pm Monday 30th April. Length: About 3000–3500 words Task: Students will individually develop and submit
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and Information Science Vol. 4, No. 2; March 2011 The Impact of Human Resource Information System on Strategic Decisions in Iran Hassan Rangriz (Ph.D) Assistant Professor, Department of Management, School of Economic Sciences No. 66, Roudsar Ave, Hafez Ave, P. O. Box: 15875-1111, Tehran, Iran Tel: 98-912-226-2026 E-mail: hassanrangriz@yahoo.com Javad Mehrabi (Ph.D) Assistant Professor, Faculty of Management & Accounting, Islamic Azad University Qazvin Branch, No. 1, Daneshgah
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(internal/external factors) What internal factors need to be considered? What external factors need to be considered? What is the importance of communication on the organizational structure? * The impact of financial and human resource management How will financial and HR issues affect your decision making process? Outline: Impacts on Organizational structure on communication after hiring more staff: * More staff means an expansion of network * Information should be
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company’s culture and what kind of concept will we deliver to our customers. Usually when it’s time for a company to transform its own culture, it needs both leadership support and employee cooperation worldwide. It’s a really a rigorous process for a human resource manager to work on a roadmap in cooperation with the sales force of the certain product and the marketing team. To make sure whether the product is suitable for the customers’ needs, what on earth are the customer targeting, is the roadmap valid
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