Human Resource Management: Introduction: Human resource management (HRM or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In startup companies, HR's duties may be performed by trained professionals. In larger companies, an entire functional group
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Human Resources Management Roles S Starnes HCS/341 August 1, 2013 Pamela Trent Human Resources Management Roles Human resources, or people that work within an organization (Gomez-Mejia, Balkin, & Cardy, Chapter 1, 2010), are the foundation upon which businesses are built. Human Resource Management (HRM) is a vital role within any organization. HRM is the organizational task that deals with matters related to people such as recompense, employing, organizational development, employee motivation
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the spill, the National Commission on the BP Deepwater Horizon Oil Spill in its final report, stated the need for “strengthening oil spill response, planning and capacity”. Industry best practice dictates that quickness and accuracy are key requirements for effective oil spill response and preparedness planning (OSRPP); yet it took nearly three months to seal the Macondo well. This paper is accordingly concerned with the reasons for the apparent failure of the BP oil spill response plan. This
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BARS which are an acronym for Behaviorally Anchored Rating Scale is an appraisal system where the supervisor can assess the employee based on specific behavior (as cited on pg. 230, Managing Human Resources, Gomez, Balkin, Cardy 2012). Also BARS has a big advantage of being able to measure it accurately. If we were to identify behaviors important for the TSA then some of them would be: • Is professional at all times and identifies people who may require special assistance. • Conducts screening
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were killed and several hundreds were injured. This happened in November, 2012. The main reason for the fire was an electrical short circuit. The factory did not have required safety equipment’s and other safety measures were not followed by the factory which were mandatory as per the law of the country in order to ensure safety towards your employees due to which employees were not able to evacuate the factory at time of fire and lost their lives. Now the question is that who should be blamed for this
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department’s two primary alternatives are consolidating the Enterprise Resource Planning (ERP) at San Jose and the Enterprise Application Integration (EAI). Other improvements are implementing Vendor Management Inventory (VMI), adding access control to the intranet, implementing both Customer Relationship and Management systems, and workstation upgrade at the Pontiac plant. Departments reviewed are Accounting & Finance, Human Resources, Legal, Sales & Marketing, and Operations. Accounting & Finance
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possible. Human Resources must first determine the needs of the employees. Once those needs have been assess, then they must decide on an incentive plan that focuses on those particular needs. “Incentive plans must showcase what the potential may be if the purpose is fulfilled” Kishore & Rao, 2013). For this particular company one method that could be used to determine incentive pay is by basing it on individual’s performance. First you would identify who your top performers may be. Human Resources should
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products, are subject to immense public scrutiny to the quality of these products and more recently the ways in which they are manufactured. The focus of this argument involves the ethical aspect of Shell’s management with regards to the issue of human rights in the regions they operate in, as well as their engagement with their employees and other stakeholders. According to their website the Niger-Delta region, which Royal Dutch Shell produces a quantity of their oil, the company provides funds
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I12EMDL4964. Course: Executive Master Program in Business Administration. Duration : 1 Year. Semester-1 Part One Human Resource Management Section A 1. It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others c. Ethnocentrism 2. It is the systemic study of j ob requirements & those factors that influence the performance of those j ob requirement s a. Job analysis 3. This Act provides an assistance for minimum statutory wages for scheduled employment b.
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ASSIGNMENT 1 PART A Question 1: What Human Resources services would you categorise as Transactional, Traditional and Transformational. Transactional services are those which are daily practices which are essential to the management of all Human Resource (HR) practices. These “micro” services have a low impact on the business strategy at hand but ensure smooth maintenance of operations (Wright, McMahan, Snell & Gerhart, 1998). Such examples may include payroll processing and record-keeping
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