president of human resource is liable to play a huge role for the successful administration of any organization. I got the realization of this fact when I was designated as the VP of HR in my hospital. Since after this promotion, the challenges o and responsibilities of my job had been increased considerably. Therefore, obviously besides providing the solutions of the problems, I am also expected to out forward new ideas as to enhance the productivity of the workers. Human resource is the biggest
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YES BANK: Changing the rules of the game” Table of Contents Not just another “ME TOO” 3 History and evolution of banking reforms 4 “Differentiating” is the name of the game 6 Technology 8 Human Capital ' a strategic asset 8 A Successful Market Entry 10 Outlook 11 Promotion 11 Growth Story 11 EXHIBITS 13 References 18 “One of the strengths and differentiating features of Yes Bank is its knowledge banking approach. Our approach is service oriented; we offer what is missing
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Service Request Part One Jerry Lewis BSA/375 April 16 2009 jimmy Johnson Service Request Part One Riordan manufacturing is in need of a Human Resources system. In order to satisfy the needs of the company and analysis will need to occur to determine what system will best fit with what the company needs. A face-to-face meeting with the top stakeholder in the company must be met so that it is clear what is needed. In the meeting, the information gathering techniques will be discussed
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excellence. Sam Walton tried to adhere to his beliefs but when you have one of the largest retail chains and the growth of a company in this magnitude, you will also have an array of problems. I currently work in the Human Resource department and as a human resource specialist. As a Human Resource Specialist I facilitate orientations, administers, oversea facility training, monitor and track completion of training by associates, coordinate training and communicate training issues with management. With
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Running head: RIORDAN'S HUMAN RESOURCE SYSTEM Riordan's Human Resource information System Jacqueline Askew University of Phoenix June 24, 2013 Abstract Riordan Manufacturing human resource information system is outdated and is in need of an overhaul. Hugh McCauley, COO of the company has requested us to improve the current HR information system with a time line of six months. Mr. McCauley is requesting a state of the art information system. The requested information will be addressed
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case study will include various detailed causes as well as; different solutions to strengthen the recruiting department and prevent any further weaknesses. Background In early April, Carl Robins, was new to the human resources department of ABC, Inc. “The Corporate Human Resources Recruiter will play a critical role in ensuring we are hiring the best possible talent” (Nourse, 2013). Mr. Robbins had taken on the needed task of hiring 15 individuals, which would work for the Operations Supervisor
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Tanglewood Case Study One Human Resources 594 C.H. March 19, 2013 Tanglewood is a large chain of general retail stores that sell such items as clothing, electronics, appliances, and home décor. In 1975, Tanner Emerson and Thurston Wood were the originally founders of Tanglewood. Initially, Tanglewood’s named originated from Tannerwood, which at the time only sold outdoor products and clothing. The business has
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within a team environment. These teams will accomplish a goal; management must organize the employees into teams that have work that is related to the final goal. However, the development of an organization must include knowledge of the task, human resources, assets, and monetary allowances. The Wal-Mart organization is a force in the retail industry; there are over 7,000 stores around the country. These stores also include the Sam’s Club, Wal-Mart supercenters and warehouses in Canada and Mexico
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warehouses, supercenters as well as Sam’s Clubs in Canada and Mexico. Wal-Mart was created in Rogers, Arkansas in 1962 (Wal-Mart Corporate, 2013). According to the organization process the functions of management are pulling together and combining human finances, physical information and other assets are required in order to accomplish goals ( Bateman & Snell, 2009). Sam Walton ran into a financial burden in 1972, where he did not have the money to invest in other stores. In order to overcome
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Determining HRIS Needs Jane R. Alleyne Instructor: Dr. Jack Huddleston Strategic Human Resource Management - HRM 520 July 28, 2013 1. Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS. Rapid change in technology, market competition and government regulations can make long term planning very difficult, when updating or replacing a HRIS. One of the critical
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