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Human Resources
Human Resources (HR) is responsible for the implementation of policies and strategies relating to the management of people in an organization. Its key functions include recruitment and selection; employee recordkeeping; compensation and employee benefit management; and training and development.
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Coca cola was founded in a pharmacy and at first they put cocaine in it to make the addicting taste and that is why a nick for cocaine is coke, the same with Pepsi that was founded in a pharmacy. They had to take the cocaine out of the cola when they found that it was bad for you but the person working out the pharmacy got so many orders that hardly anyone noticed that the cocaine had gone. After that he created the business and that is when he called it coca cola.
Why are human resources important in a country's national development?
Human resources development fabricates at the compassion of financially viable, communal and ecological enlargement. Human resources and superior systematic enlargement are in performance a critical role for the development of the kingdom. Country is producing numeral of youth every year, but we necessitate new complicated logical acquaintance to accomplish good consequences. It is also an imperative constituent for achieving globally agreed sustainable development purposes, as well as the millennium expansion goals and intended for mounting opportunities to every people, for the most part the majority susceptible groups and individuals in civilization. Human resources development has been characterized as sanctioning community by development the contributing capacities that they can carry to the enhancement of own superiority of existence and that of family, communities, ventures and societies. Over the days, the perception of human resources development has developed from exclusively spotlighting on individual competence to construction institutional competence at the countrywide level, from side to side socio-economic policies and expansion diagram and strategies. Human resources development is consequently regarded as facilitating the expansion of nationwide human capacities to accomplish sustainable comprehensive evenhanded development and at the identical time improve happiness of individuals. In isolation, human resources development strategies are more and more part of nationwide development planning and are decisive to enlighten guiding principle.
What is a sample of an application letter on the job training?
In a letter of application for on the job training, you should list your reason for wanting the job as well as your qualifications for the job. Be enthusiastic! See the related link for more details.
Why is human resource management important during project execution?
why is human resource mangement so important during project execution
What does a Human Resources Generalist do?
For information concerning the job of a Human Resources Generalist, refer to the "HR Generalist Job Description" link, below, or enter "Human Resources Generalist" into your favorite web search engine.
What are legal issues in human resources management?
Human service workers work under laws for effective work practices. A human service worker needs to have a legal and ethical framework so that right decsions can be made for clients needs to be met
What is the nature and scope of personal growth?
Personal Growth is the only thing which is going to remain with you forever. Therefore, your basic goal in life should be continuously grow physically, mentally and spiritually irrespective of circumstances.
Personal Growth, in other words, means respecting your own individuality. The more you make personal growth in life, the more you respect yourself. So start by recognizing your natural potential and develop the relevant skills to enhance your potential for living life to the fullest.
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What are the techniques of job analysis?
Step 2: Review relevant background information.
Step 3: Select representative positions.
Step 4: Actually analyze the job.
Step 5: Verify the job analysis information.
Step 6: Develop a job description and job specification.
What are the uses of human resources?
The role of the human resources is to hiring, firing, making policies, maintaining disciplane in the organization, providing different types of reward and incentivies or salary increments to the employees according to their performance, maintaining training and development campaigns for the employees, orgainize orientational programs for the new employees.
What is the role of human resource practitioner?
The role of HR is changing as a result of many influences. These include: globalisation resulting in increased competition; a change from a large manufacturing base in the UK to service-related industries such as finance; demographic trends evidenced by falling birth rates and extended life expectancy. These trends affect the labour market and have resulted in skill shortages in specific areas. The HR practitioner needs to understand the impact of these factors on their organisation.
In considering key skills, much will depend on the functionality of HR in the particular organisation. The function may deliver a mainly transactional service or may have moved towards the strategic business partner role, but certain factors will remain the same regardless of model of delivery. In many organisations the administrative function of HR has already been outsourced, for example payroll and pension administration.
There can be confusion about the role of HR as it moves from one model to another, and HR practitioners can find that they are still heavily involved in the operational role, handling grievances and discipline while new demands are made of them. The expectations of the service and individuals need to be clearly articulated and managers need to be clear about their role in managing people.
What is the phone number for Macy's human resources?
There is not a phone number for Walmart human resources. One needs to contact the store directly or go onto the Walmart careers website for more information.
What are the advantages in external recruitment?
The advantages of using internal recruiting is that it is cheaper to advertise and waste less time trying to look for people you don't know and what skills they could contain filling in a job application. When you already have someone employed in the organisations you already know what they are capable of and the employee will already know about the organisation its aims and objectives. At the same time, the organization has established an employment history showing the workers formal and informal skills and abilities. However there are some disadvantages such as it can negatively affect morale and commitment of those not promoted also Promotes individual competition for promotion, which can affect cooperation and collaboration. Also a lack of new employees from the outsides leads to a lack of new ideas and approaches.
There is also external recruitment. This is when you employ someone from outside the organisation. The advantages could be that you can get a wider audience for the job. By Advertising The choice of advertising media (e.g. national newspaper, internet, specialist magazine etc) depends on the requirement for the advert to reach a particular audience and, crucially, the advertising budget. This increases the chance that the business will be able to recruit the skills it needs . The disadvantages could be more training needed means more money spent also more money spent on advertisement.
What is the relationship between human resources and human made resources?
Human resource manager must be a person who knws how to socialise with other pepeople in the work environment
What is the main purpose of conducting a hazardous materials exercise?
Whether planned procedures work
The purpose of conducting a hazardous materials exercise is to practice your response to a hazardous materials event without having to deal with "real" hazardous materials. This is the equivalent in hazardous materials of maneuvers or war games in the military, or of fire drills in school.
What can you do if your employer refuses to pay you for work done?
in most states, they have something called a Labor Board. you can report the employer to the Labor Board. be sure to have your time card, paycheck stub, etc. if you belong to a labour union, see your shop steward. if all else fails, report the employer to the state attorney general's office.
How important is a highly educated human resource pool for MNCS wanting to invest in I ndia?
It makes perfect sense, then, that more and more multi-national corporations (MNCs) are positioning themselves to become part of India's success story. Among its many attractions is the vast and highly attractive human resource pool: well-educated and English-speaking, with an average age of 25. On the surface, there seems to be many talented candidates to help companies keep up in this fast-paced business climate.
While it is true that India remains one of the preferred destinations for financial institutions and technology and other companies from which to base their call centers, the need for talent is becoming much broader, particularly at the mid-manager level. Currently, research and development, investment banking, accounting, marketing, and sales professionals are in hot demand. But finding the right people with the appropriate blend of skills and experience for these positions is not as easy as one might think. Furthermore, retaining these people in a climate more competitive than Silicon Valley in the 1990s is making the management of human capital more and more complicated for local companies and MNCs alike.
What would be the appealing factors about human resources?
The human resources term is mostly used in businesses and corporations. The term is used for the individuals who work in a firm. Therefore, Human resources appealed to me wherein I can deal with hiring, firing, training of employees and other employee issues.
How human resources department is involved in Human Resources Planning?
There is a relationship between Management and Human Resources Management and these two should consult with one another, management would not have the information such as personell records, staff satisfaction, position details and HR expertise to do this on their own and the human resources department would not have the knowledge or expertise to deal with the financial and business side of the descision. Planning should concider information from staff at all levels and HR, but is most often decided on finally by senior managers in consultation with human resources management - (not the HR dept. which deals with day to day issues) Representativeness
What is the difference between job design job job analysis?
JOB ANALYSIS :
Job analysis is the fundamental process that forms the basis of all human resource activities. In its simplest terms, job analysis is a systematic process for gathering, documenting and analyzing data about the work required for a job. The data collected in a job analysis, and reflected through a job description, includes a description of the context and principal duties of the job, and information about the skills, responsibilities, mental models and techniques for job analysis. These include the Position Analysis, Questionnaires, which focuses on generalized human behavior and interviews, task inventories, fundamental job analysis and the job element method.
The United States Govt's Union Guidelines on Employees Selection Procedure (1978) and the American Psychological Association's principles for the validation and use of personnel selection procedure stipulates that job analysis is essential to valediction of any and all major human resource activities.
A job analysis provides an objective picture of the job, not the person performing the job, and as such, provides fundamental information to support all subsequent and related HR activities, such as recruitment, training, development, performance management and succession planning.
Uses of Job Analysis:
Job analysis is the procedure for identifying those duties or behaviors that define a job. Aside from verifying the fairness of selection procedures, job analysis is the foundation of virtually every other area of industrial psychology, including performance appraisal training and human factors. Additionally, job analysis is the basis of job evaluation, the procedure for setting salary scales.
Fig-I suggests some of the many uses of job analysis.(page-8)
Information about jobs can be collected in a number of ways. McCormick (1976) list the following as potential sources : observation, individual interview, group interview, technical conference, questionnaire, diary, critical incidents, equipment design information, recording of job activities, or employee records. Possible agents to do the collecting are professional job analysis, supervisors, job incumbents, or even a camera in the work place.
In spite of both its importance and availability of data, however, the area of job analysis has not been studied in details. One reason for the lack of research is the nature of the data : Although qualitative information about jobs, collected through observations, is plentiful, translating this data into a quantitative form amenable to statistical analysis is often difficult.
Figure-I (Page-8)
Human Resource Management Cycle : Application of Job Analysis Data
Over time different approaches to dealing with data of job description have been developed. Some method designed to study jobs include :
- Functional Job Analysis: The rationale behind the Functional Job Analysis(FJA) is that jobs must be defined in terms of interaction between the task, the individual responsible for accomplishing the task and the environment in which the task is to be performed. FJA was developed by Sidney A Fine during the 1950s as a part of Functional Occupational Classification Project that resulted in the third edition of the Dictionary of Occupational Titles.
- Critical Incident Technique : In contrast to FJA where the experts make judgment about the contents of the job, the critical incidents technique (CIT) utilizes the actual episodes of on the job behavior. This job analysis method grew out of experiences of selecting candidates for flight school during World War II. Standards of acceptance or rejection were lax, and vague reasons such as "lack of inherent flying ability" were used for disqualifying individuals who might have been good crew members.
- Job Element Method: this method of job analysis was developed by Ernest Primoff at the federal Office of Personnel Management and uses as its focus the elements that a worker uses in performing a specific job. Job elements include Knowledge, Skills and Abilities (KSAs) as well as willingness, interest, and personal characteristics
- Position Analysis Questionnaire :The Position Analysis Questionnaire (PAQ) was developed by MacCormic and associates (1972) on the assumption that there is an underlying taxonomy to all jobs. That is in contrast to all other methods, the PAQ approach focuses on broad categories common to all jobs rather than on individual elements of specific jobs.
There are two basics ways in which work is organised. The first is related to the flow of authority and is known as organization structure or merely organization. The second relates to flow of work itself from one operation to another and is known as procedure. Synonyms are method, system, and work flow. Alert managers usually recognize the behavioral aspects of organization structure or "flow of authority" because of the superior-subordinate relationship which it establishes, but more often than not they ignore or overlook the behavioral aspects of work flow. The reason that work flow and the layout over which it flows are engineering factors, are to be distinguished from human factors. In the usual case however, work flow has many behavioral aspects because it involves people interaction as they perform their work.
One management's most fundamental idea is systems and method improvement, by which it seeks to make optimum use of division of labour, and specialization and to achieve order and balance in the performance of work. However, as indicated in the quotation introducing this chapter, workers do not lie to be "engineered" in methods improvement. They perceive that improvement is measure in technical terms and that the human dissatisfaction caused by the "improvement" are generally overlooked. The goal of methods improvement is greater productivity, but sometimes it brings human compilations which reduce effectiveness and offset the technical advantages gained.
This part discusses different aspects of work methods. Emphasis is upon the flow of work among people, rather than the personal work methods of an isolated individual. Subjects discussed are flow of work and different work system.
What is significance of manpower planning?
Manpower planning is a process of assessing the need for manpower keeping in view the overall Organizational objectives and policies, forecasting the supply of manpower and matching the demand and supply with the help of various manpower programmes. It also consists of overseeing implementation and evaluation of the plan and final integration with the other human resource plans.
The steps required in manpower planning:
1. Examining organizational objectives and policies
2. Assessing manpower demand
3. Forecasting supply of manpower
4. Gap analysis
5. Designing manpower programmes
6. Manpower plan implementation
7. Evaluation and feedback
What are the objectives of Recruitment and selection in an organization?
# Support the organization ability to acquire, retain and develop the best talent and skills. # Determine present and future manpower requirements of the organization in coordination with planning and job analysis activities. # Obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. # Create a pool of candidates so that the management can select the right candidate for the right job from this pool # Attract and encourage more and more candidates to apply in the organization
# Increase the pool of candidates at minimum cost. # Acts as a link between the employers and the job seekers # Infuse fresh blood at all levels of the organization # Meet the organization's legal and social obligations regarding the composition of its workforce. # Increase the effectiveness of various recruiting techniques log on to http://hr-horizons.blogspot.com/2008/07/recruitment-process-outsourcing_23.html to get complete recruitment process
Why is human resources a central resource?
An organization cannot build a good team of working professionals without Human Resources. It is the central part of any organization. The key functions of the Human Resources team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more
Recruitment and Training:
This is the important responsibilities of human resource team. The HR managers make plans and strategies for hiring best people.
Performance Appraisals:
HRM encourages the people working in an organization, to work according to their potential and gives them suggestions that can help them to bring about improvement in it.
Maintaining Work Atmosphere:
This is a dynamic part of HRM because the performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace.
Developing Public Relations
The responsibility of establishing good public relations lies with the HRM to a great extent. They organize business meetings, seminars and various official gatherings on behalf of the company in order to build up relationships with other business sectors. Sometimes, the HR department plays an active role in preparing the business and marketing plans for the organization too.
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