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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.
2,946 Questions
Is there a table that lists Hay points against various management levels?
No, because there is no standard table for this. Due to the way Hay points are calculated, they can differ for management levels between companies, or even within a company. However, there are companies that have internal regulations for hay point intervals for management ranks.
Can an employer rescind a raise?
The raise of an at will employee can be rescinded. If there is a contractural arrangement, you may offer a salary of less money. Notify employee prior to the end of the contract year to give the emoployee a chanced to look for other work if and when offer is refused.
What do butlers call their employers?
They can either call them 'Sir' or refer to them as 'Mr. [Last name]'.
What is the uses of the performance evaluation in the organization?
The uses of performance evaluation in the organization are outlined below.
Performance evaluation is the continuous assessment of the employee to asertain his/her performance in comparison with the set standards.
Uses of performance evaluation;
1.To find out the strengths and weaknesses of the employee and inform him.
2.To motivate weak employees
3.To align performance with organization's strategies.
4.To identify personnel for promotion and transfer
5.To identify criteria for compensation and benefits according to the usefulness of the employee to the organization.
6. To help in succession planning
7.For employees and management to meet and discuss objectives
8.To identify problems preventing the employee performing well.
9. To identify training needs.
By Dr.Ntwatwa Lule,Kampala Uganda
What is management in general?
Management is a pervasive activity and a process to utilize effectively and efficiently all available resources and accomplish the desired plan objectives of a micro or macro unit organisation.
How do you improve the punctuality in a work place?
by keeping in mind thAT OUR PUNCTUALITY DECIDES OUR CHARECTER,,,,,,, so to show our character neat.. should be punctual
Why do human resources management audit?
It is a common fact that many companies are unable to employ a human resource professional to manage the function. HR is often managed by staff from the finance or administrative teams. More often than not, in smaller firms and nonprofits fortunate enough to have an HR professional, this person may also wear many non-HR hats. Either of the above are scary propositions, given the often cumbersome oversight of Federal, state and local government regulatory authorities.
An organization that is unaware of its HR responsibilities is an organization precipitously close to incurring a costly fine or lawsuit. Examples of penalties include:
* DOL fines of $1,100 for any violation of failing to pay overtime to non-exempt employees;
* OSHA penalties as high as $10,000 for failing to post required safety notices or keeping accurate records; and
* IRS penalties of $100 per day per violation and ERISA penalties of $110 per day per qualified beneficiary for COBRA non-compliance, in addition to damages and court/attorney fees.
These examples point to the significance and importance of compliance. HR compliance means knowing the laws that apply to your organization, developing policies to support the laws and ensuring policy knowledge and consistent application.
Above and beyond compliance, effective HR management practices can accelerate organizational development and make a positive impact on organizational financial performance. For example, an audit will review policies and procedures and ensure consistent application across the organization. Fair policies that are applied consistently can lead to improved employee productivity which can positively impact employee satisfaction and retention. With the cost of turnover calculated minimally at 100% of an employee's salary, the value proposition for an HR audit is extremely compelling; it likely will pay for itself many times over.
Can a human resource administrator be promoted to a human resource coordinator?
It would not be a promotion... It would be a demotion.
What is the difference between physical and human resources?
Physical resources are things like money, office spaces, desks, pens, paper, etc used at a company.
Human resources are employees IE the people working at a company.
Is a five-member commission responsible for overseeing unions and their relations with employers?
National Labor Relations Board (NLRB)
Is it illegal for employers to use software programs that monitor employees?
Employee monitoring software is a means of employee supervising and consents to the company administrators to scrutinize and supervise all their employee computers from a central location. No, it is not illegitimate for employers to bring into play software programs that scrutinize employees. When using employee monitoring software you will be able to invest a lot in company including developing promotion strategies, creating innovative products and paying workers. Tracking worker activity is an excellent way to make certain all employees are pulling their weight more willingly than idling absent on social media or other non-dynamic activities. If presently one of the employees doesn't draw his or her load of work, it can reason deadlines to be missed, consequential in a lot of vanished income. Some of the employee-monitoring software allows monitoring in silent or surreptitiousness mode, gist without employees knowing, at the same time as others necessitate putting in the picture employees. In this case, translucent monitoring is a fine choice. It is more often than not installed over a business association and allows for unproblematic centralized record viewing via one innermost networked PC. Using employee-monitoring software permits you to observe employee computer time activities to spot if time is being wasted on websites and computer games as opposed to working on the tasks allocated.
Which of the five traditional career stages are least important to HRM?
Career stages.
*Expiration
This stage people will develop expectations about career and the expectations are somewhat unrealistic.
*Establishment
This stage take a lot of times and energy because an employee has to learn form mistakes and assume greater responsibilities.
*Mid career
A career stage marks by a continuous improvement in performance levering off in performance or the beginning of deterioration of performance.
*Late career
A career phase in which individuals are no longer learning about their jobs , nor is it expected that they should be trying to outdo levels of performance form previous years.
*Decline.
This stage is the final stage of and employee's career and its the period whate employee retires form the hob. In this period performance generally declines over the period of time.
How does spelization by workers benefit the firms employing them?
Workers who specialize become more efficient and thereby increase productivity.
What are the functional areas of a bank?
The functional areas of a bank include financial control. marketing and investment services, treasury and asset management, and general services. Additional areas include corporate bank services, operations, compliance, and information technology. There are several divisions that fall under each of these main areas.
Human resources refers to the people that work for an organization and the capabilities of these people. The function of human resource management covers (HRM) all the activities that are designed to acquire, preserve, develop and use the human resources in an organization. The basic purpose of HRM is to make effective and efficient use of human resources of an on organization towards achievement of the goals and objectives of the organization.
The various areas of influence of the HRM include the following.
- Determination of the right quality and quantity of different types of human resource assets required by the organization to meet its current and future requirements.
- Determining and implementing business policies and practices that are best suited to acquire, develop, retain and use effectively the human resources in the organization.
- Recruitment of people.
- Ongoing management of activities related to remuneration of people and development and maintenance of right organizational culture and work environment, conducive to effective and efficient working of people as individuals and as groups.
- Providing support for recruitment of the required people in the organization.
- Providing support for decision making on increment, promotions, transfer and other similar people related decisions in the organization.
- Providing support for ongoing development and training of the people, in line with requirement of the organization and the current availability of skills and capabilities.
How did employers discriminate against women working outside the home?
People thought women were incapable and unable to do anything but work at the house.
What was multiple use resource management and what did it entail?
Theodore Roosevelt's policy to combine recreation, sustained-yield logging, watershed protection, and summer stock grazing on the same expanse of federal land. At first, many westerners resisted the federal management of natural resources, but soon learned to take advantage of new agencies of it.
