Premium Essay

Hr Manage

In: Social Issues

Submitted By ashley1129
Words 391
Pages 2
Page 61.

1. HR manager face two important challenges: shifting their focus form current operations to strategies for the future and preparing non-HR mangers to develop and implement human resource practice.
Non-HR managers and HR managers are related, such as financial manager will calculate how much compensation will be HR manager used. What non-HR manager will do will directly influence the HR manager’s decision. That’s why non-HR manager is becoming more and more important.

4. Evidence-based HR refers to the demonstration that human resources practices have a positive influence on the company’s bottom or key stakeholders (employees, customers, community, shareholders).
Evidence-based HR requires the use of HR or workforce analytics. HR or workforce analytics refers to the practice of using quantitative methods and scientific methods to analyze data from human resource databases, corporate financial statements, employee surveys, and other data sources to make evidence-based human resource decisions and show that HR practices influence the organization’s “bottom line” including profits and costs.

8. I think compensating human resources contributes most to helping a company gain a competitive advantage. Because pay and benefits are the most important incentives that companies can offer employees in exchange for contributing to productivity, quality, and customer service. Also, pay and benefits are used to reward employees’ membership in the company and attract new employees. The positive influence of new work designs, new technology, and the quality movement on productivity can be damaged if employees are not satisfied with the level of pay and benefits or believe pay and benefits are unfairly distributed.
I think compare these four resources managing the human resource environment is contributes least to helping a company gain a competitive…...

Similar Documents

Premium Essay

Hr Outsourcing

...Running Head: HR OUTSOURCING AT PEPSICO HR Outsourcing at PepsiCo HR Outsourcing We all are aware with the truth that Human resources are the most crucial assets of every organization as the success of organization depends upon the management of its human resources. Ensuring the satisfaction of employees requires expert human resources department that is in reality a costly affaire for most of the organizations and due to this in present most companies are making decision regarding outsourcing their human resources management functions from offshore destinations (HR Outsourcing, 2008). Basically in this process of HR outsourcing an organization generally make use of the services of a third party for taking care of its HR functions. An organization may outsource a little or all of its HR related activities from a particular or grouping of service provides situated in offshore destinations. Role of HR Outsourcing at PepsiCo In this stream of HR outsourcing, PepsiCo is also not left behind from it as HR outsourcing plays a prominent role in its business operations. For getting various advantages of HR Outsourcing PepsiCo had selected Hewitt Associates for a 10-year deal that concentrates on HR business process outsourcing services like workforce and benefits administration, payroll and contact centre support (Bednarz, 2005). This HR outsourcing deal of PepsiCo with Hewitt Associates also concentrates on the...

Words: 715 - Pages: 3

Premium Essay

Manage Risk

...MANAGE RISK 1. What is the purpose of the standard known as AS/NZS 4360: 2004 Risk? This Standard provides a generic guide for managing risk. This Standard may be applied to a very wide range of activities, decisions or operations of any public, private or community enterprise, group or individual. While the Standard has very broad applicability, risk management processes are commonly applied by organizations or groups and so, for convenience, the term ‘organization’ has been used throughout this Standard. This Standard specifies the elements of the risk management process, but it is not the purpose of this Standard to enforce uniformity of risk management systems. It is generic and independent of any specific industry or economic sector. The design and implementation of the risk management system will be influenced by the varying needs of an organization, its particular objectives, its products and services, and the processes and specific practices employed. This Standard should be applied at all stages in the life of an activity, function, project, product or asset. The maximum benefit is usually obtained by applying the risk management process from the beginning. Often a number of discrete studies are carried out at different times, and from strategic and operational perspectives. 2. Duty of care:  is a legal obligation which is imposed on an individual requiring that they adhere to a standard  of reasonable care while performing any acts that could foreseeably...

Words: 1736 - Pages: 7

Premium Essay

Manage Meetings

...BSBADM502B Manage Meetings Assessment task 1 Appendix 1: Assessment Task 1 submission form Meeting name | Conference Venue Choosing | Meeting purpose | To recommend to the General Manager a venue for the conference. | Participants Participant name | Reason for participation | Sybil | Chairperson | Mr Lee | Representing members from NSW, will calculate the costs of three possible venues | Ms Singh | | Mr Jones | Representing members from VIC, Will conduct research on the residency status of the senior managers | Ms Yi | | Meeting format Topical meeting, because this meeting is a gathering called to discuss one work issue – choosing venue for the upcoming conference. Invitation Send out e-mails to invite all the participants. Because in this way, it is fast and easy, just simply stating there will be a meeting, the purpose of the meeting and the administrative details. People can reply straight away simply by replying the email. Meeting Papers Meeting papers should include: • The author and the date of the meeting. • A general overview of the 3 destination to help making a decision. Distribution method: Email attachment. It is fast and relatively secured should ask members to delete the email as soon as the papers have been printed or are no longer needed. Delegation The approach to delegate activities and complete the tasks should follow these steps: 1 Define the task 2 Select the individual or team 3 Assess ability and......

Words: 2532 - Pages: 11

Free Essay

It in Hr

...and Time out. The time which u check in and goes out with check out the full survey and the records it s being stored out which let the judgment to get in progress about the work to get competed out with in various department u worked . 3. Module working As the department the employee working and kept to shift from various department to department as this gives out employee on continuously basis mapping and can be figure out in emergency. Map:- USER ID ----------------------------MATCH---------------------------------------HR SOFTWARE:- As such in the software we have a eye on various activities such as we have SOFTWARE USER ID (CHECK IN TO CHECK OUT HR :- With the new employee to join the organisation have a various factors to go and have to kep up the records which the process have to be complete out HR HR RECIRTMENT:- The task to have a new employee get into the organisation have a many process to figure out and then to have a process out mass selection a few get absorbed. 1. Many phone calls are made so that the eligible employee are get into the selection process. 2. Data search as bunch of many data have to search out many resumes as like online resumes, emails, phone calls etc. 3. Performance as one of the most important to finalised out and then get the absorbed out. CALCULATIONS:- 1. The employee as being hired up As then due to......

Words: 587 - Pages: 3

Premium Essay

Hr Porcess

...human resources of two organizations then its different. Most of organizations have it own Corporate Strategy, culture and core value, human resources, the main role of Human Resources Department is to manage human resource of their organization and also being part of the management team and contribute to the achievement of the organization’s objectives, which is critical part of Organization Structure. Usually an HR is medium between management and employees. HR role is not only associated to payroll, recruitment and administrative activities, however it also comprises of to understand the business requirement and to implement strategies for success and growth of organization. HR requires participating in various management decisions. The overall purpose of strategic HR planning is to: • Ensure adequate human resources to meet the strategic goals and operational plans of your organization - the right people with the right skills at the right time • Keep up with social, economic, legislative and technological trends that impact on human resources in your area and in the sector • Remain flexible so that your organization can manage change if the future is different than anticipated Strategic HR planning is an important component of strategic HR management. It links HR management directly to the strategic plan of your organization. Most mid- to large sized organizations have a strategic plan that guides them in successfully meeting their missions. Organizations......

Words: 263 - Pages: 2

Premium Essay

Manage Meetings

...workplace outline below. Name of business | Freedom Fuels | Description of business | Petrol station and café and convenience store | Number of employees in your workplace (approximate) | 10 | Meeting (page 5) Meeting name | Staff Meeting | Meeting purpose | To discuss the run out of the new Chicken Salad Wrap to be made in the café and to discuss any performance issues. | Participants * Which participants in your workplace should attend this meeting? * If you are using a simulated workplace, imagine appropriate employees and their positions. Participant name | Participant role in workplace | Reason for participation in meeting | Leesa | Store Manager | Manager to discuss new product and performance manage | Ros | Assistant Manager | To assist manager in roll out of new product | Leona | Staff Member | To learn new product and to be performance managed | Jodi | Staff Member | To learn new product and to be performance managed | Anya | Staff Member | To learn new product and to be performance managed | Andrew | Staff Member | To learn new product and to be performance managed | Brendan | Staff Member | To learn new product and to be performance managed | Kerri | Staff Member | To learn new product and to be performance managed | Margaret | Staff Member | To learn new product and to be performance managed | Lorraine | Staff Member | To learn new product and to be performance managed | Nicole | Staff Member | To......

Words: 1124 - Pages: 5

Premium Essay

Manage Recruitment and Selection

...BSBHRM506A Manage recruitment, selection and induction processes Assessment 1 1. Identify and recommend changes required in current policies and procedures. Changes I would make are as followed: Analyse the vacant position * Remove the needs analysis conducted by HR department * Permission to recruit form does not need to be approved by senior management Position Description * It should include the business background information and department information * Major responsibilities and duties to be listed * Who to report to Lodge an advertisement * Closing date for internal applicants * Internal and external advertisement for seven days * Use e-media as well as print media * Internal staff members to be emailed about job vacancy Short list applicants * Internal applicants not to be automatically short listed * Remove maybe pile * Limit on how many people will be interviewed * Rejection letter to be emailed rather then posted I would also make the time frame for the whole procedure to be within 30days as this is the general notice period given by employees and there needs to be an induction procedure included. 2. Develop revised recruitment, selection and induction policies and procedures for BS training BS Training – recruitment and selection guidelines
 Policy statement: BS Training is an organisation that seeks to employ the quality trainers and assessors with high levels of industry experience. It is an equal......

Words: 1473 - Pages: 6

Premium Essay

Hr Metrics

...Analysis of LMB hotel in HR metrics perspectives Introduction The raising importance of human resource in organizational operation has increased the needs for contemporary HR to become a strategic partner as finance and marketing do (Lawler III, Levenson and Boudreau, 2003). Therefore, rather than just understand and introduce HR activities and practices, it is more vital for organization to test all aspects of them (in efficiency, effectiveness and impacts). Regarding to the LMB case, if LMB want to go through this difficult period, rather than only adopt HR practices, they should also conduct a comprehensive HR metrics system to facilitate the performance evaluation. This essay will firstly briefly introduce the HR metrics and discuss the importance of HR metrics theoretically. Then, it will identify problems LMB confronts with and propose policies to improve the LMB’s approach to HR metrics. Before giving a conclusion, evaluation of the proposed solution will be presented. Definition and Importance of HR metrics HR metrics, according to Stone (2014), ‘involves a systematic analysis and evaluation of the efficiency and effectiveness of the HRM function and its contribution to the achievement of the organization’s strategic objective’. In a broader view, there are three types of HR metrics—efficiency, effectiveness and impacts—that companies could adopt to evaluate the impact of HR practices on business strategy and organizational performance (Boudreau and Ramstad, 2003)....

Words: 2249 - Pages: 9

Premium Essay

What Does It Mean to Strategically Manage Employees? Identify and Explain the Three Primary Hr Activities. Which of the Three Primary Hr Activities Is Most Challenging and Why?

...Strategically managing employees is the practical management of the people. It gives broader viewpoint to the employees and also can help them to give better understanding of their job. It can relate employees to understand that how their job fits in plan and with the other member of an organization. Strategic human resource management is designed to help an organization to meet the need of their employees in such a way and in along with it achieve company's goals. To strategically manage the employees, a company needs to think ahead and plan to meet the needs of the employees and for them to better needs of the company. They can effectively face the environmental changes in the organization as well as evaluate the impact of it on their job. The three primary human resources activities are: 1.Recruitment and selection: Recruitment and selection is the first phase of human resource management. Managers of different other department work with HR department to fill in the vacant position in an organization. It involves the process such as specifying the job description and reach out to the candidates with the help of advertisement of Job in local newspaper, social media networking, consultant etc. Selection of right candidate for the position will be done by company's own methodology i.e. Personal interview, examination, experimental etc. 2.Placement and Training: The next step of human resource activities is placement and training in which the selected......

Words: 583 - Pages: 3

Premium Essay

Manage Separation and Termination

... BSBHRM507A MANAGE SEPARATION OR TERMINATION TRAINING AND ASSESSMENT ACTIVITIES AND QUESTIONS The Trainee will be required to demonstrate competence on the job, in practical demonstration; observation, question/answer and role-play situations, incorporating verbal questions and written work, including completing workplace forms, either to the RTO Trainer or Supervisor, under the guidance of the RTO Trainer. Element of competency: 1. Develop policies and procedures for separation/termination of employment 2. Manage separation/termination processes 3. Manage exit interview process 1. What does ‘policy’ mean? Set of policies are principles, rules, and guidelines formulated or adopted by an organization to reach its long-term goals and typically published in a booklet or other form that is widely accessible. Policies and procedures are designed to influence and determine all major decisions and actions, and all activities take place within the boundaries set by them. Procedures are the specific methods employed to express policies in action in day-to-day operations of the organization. Together, policies and procedures ensure that a point of view held by the governing body of an organization is translated into steps that result in an outcome compatible with that view. HR policies are continuing guidelines on how people should be managed in the organization. They define the philosophies and values of the organization on how people should be treated, and......

Words: 2588 - Pages: 11

Premium Essay

Hr Management

...Human Resource Management through the Eyes of Ramona Bass BY FRANCES CONLEY As a business mom of two, HR Manager of Luvata in Grenada, Mississippi, Ramona Bass has dual responsibilities in her hands each day. While working as an HR Manager in a coil manufacturing facility that employs eight hundred people Bass must strive daily to the keep the interest between the employees and the company positive. This task can be challenging. “We must make changes in management and make change look easy” she says. Here she voices her opinions on responsibilities and duties. A. What are the duties and responsibilities of the HR manager?  In other words, what do you do? * Maintain the work structure by updating job requirements and job descriptions for all positions. * Maintain organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes. * Ensures employees are ready for assignments by making sure that orientation and training programs are completed. * Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. * Assists with conducting educational programs on benefit programs. * Ensures legal compliance by monitoring and......

Words: 1093 - Pages: 5

Premium Essay

Manage Finance

...priorities. Activity Describe3 points that are discussed/are important when considering the functioning of budgets: 1. Clear authority, responsibility, and accountability 2. Establishment of priorities 3. Collaborative, consultative decisions In essence, explain what a budget is and what it tells us? A budget is an itemized summary of likely income and expenses for a given period. It helps you determine whether you can grab that bite to eat or should head home for a bowl of soup. It is typically created using a spreadsheet, and it provides a concrete, organized, and easily understood breakdown of how much money you have coming in and how much you are letting go. It is an invaluable tool to help you prioritize your spending and manage your money—no matter how much or how little you have. Large establishments will have several departments involved in the setting of a budget. What are the three main factors that will determine allocations within the budget? List and explain each of them briefly. 1. Projected future plans, activities and directions of the business and of each component department 2. Priority ranking 3. Nature of the individual premises What do budget notes (or ‘explanatory notes’) assist in? Many budgets will have written notes attached to them. These notes may be called ‘explanatory notes’ or simply ‘budget notes’. They assist in comprising numerous relatively short notes for most budget figures. Activity 6 Objective Know how to......

Words: 2094 - Pages: 9

Premium Essay

Hr Compliance

...organizations looking into more of mergers and acquisitions, the role of human resources is very vital to manage the cultural and language barriers. With this the objective of this paper is to throw light on various compliances to be ensured at the statutory level, role based and domain based level. OUTCOME: The outcome of this project is a recommended framework for Global HR Compliance with respect to legal, statutory regulations, employee leave management systems, role based compliance , organizational compliance and domain based compliances for any business during global expansions in different geographical locations. ABOUT THE AUTHOR: Ms.Ankita Shrivastava,a student of Prin.Welingkar Institute Of Management and Research, Bangalore is pursuing her course in E-Business. Formerly ,being an employee of Tata Consultancy Services and having worked as a Systems engineer and then as an intern at Employee Experts ,she believes in hard work, perseverence and sincerity to be the pillars of any strong organization. Having keen interests in the field of Human Resources, she as a student did intensive research to come up with this paper on global workforce compliance. This paper was thoroughly guided by her mentor Dr. Prof.Savita G.R at Welingkar Institute Of Management , Bangalore and CEO Srinivasulu Mallampooty at Employee Experts. RESEARCH METHODOLOGY FOR GLOBAL HR COMPLIANCE: The research methodology includes quantitative research which includes measuring......

Words: 3507 - Pages: 15

Premium Essay

Manage People Performance

...BSBMGT502B MANAGE PEOPLE PERFORMANCE ASSESSMENT TASK :2 S2153 NAVIN RAJENDHIRAN MANAGE PEOPLE PERFORMANCE (BSBMGT502B) S2153 NAVIN RAJENDHIRAN MANAGE PEOPLE PERFORMANCE (BSBMGT502B) BSB MGT502B Manage people performance INDEX Content Page 1. Disciplinary process report………………………........ 2 a. Reason for Organizational lost …………………… 2 b. Sam’s claim of unfair dismissal……………………. 3 c. Legal and organisation requiremnets …………….. 3 d. Risk analysis………………………………………… 4 e. Misconduct and serious misconduct………………. 4 f. List of legislation……………………………………. 5 g. Policies and procedure …………………………….. 5 h. Supporting Documents ……………………………. 6 i. Performance review and disciplinary process…… 6 Assessment 2: Disciplinary process Student’s Name | Navin Rajendhiran | ID No. | S2153 | Assessor’s Name | Tardeesh Kaur | Phone No. | 0402380974 | Assessment Date/s | | Time/s | | 1. The reasons the organisation lost its unfair dismissal case with Fair Work Australia * This report discuss about the Performance management system and disciplinary process that a manager fail to progress in a security company, which leads bad employee to wins the hearing on dismissal case. There are several reasons that heads the organization to lose a dismissal case are shown below. * Formal disciplinary process is not pursued by......

Words: 1918 - Pages: 8

Premium Essay

Hr Assessment

...Castle’s Family Restaurant: HR assessment Business assessment Castle’s Family Restaurant is a relatively small chain of eight restaurants in the Northern California area with approximately 300-340 employees. The restaurant is not a franchise and there is a single, joint HR/operations manager for all eight restaurants. The restaurants are casual businesses that are mainly designed to serve families for breakfast, lunch, and dinner. They make a profit by serving a high volume of customers in a short period of time. The employees on the payroll include servers and cooks, managers, and other staff such as busboys and cleaning staff. Employees are 40% part time, and tend to be relatively short-term in their employment. Keeping a tight reign on unnecessary expenditures is necessary for Castle’s, like most enterprises in the hospitality industry. Profit margins are razor thin, particularly during slow times of the year. There is also the constant risk of spoilage of food, and the constant need to train new workers in a volatile, high-turnover employment sector. The schedule and total hours of workers change very quickly from week to week, depending on availability and also the time of year. Identified problems The cost of gasoline has been increasing nationwide, but in California it is particularly prohibitive. Because of the consolidated nature of HR, Jay Morgan, the operations and HR manager must travel a far distance. Doing payroll individually using an Excel......

Words: 887 - Pages: 4

Novelas Pacto de Sangre 1x46 | Les Garçons sauvages | DiskCatalogMaker 6.8.1