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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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Difference between traditional Human resource management and stragetic human resource management?
Human Resource Management
The paper discusses HRM rationale, history, key areas and practice, difference between hard and soft models, and their international tendencies. It concludes that models be based on the culture and demographic characteristics of the target organization.
http://www.associatedcontent.com/article/1860053/human_resource_management.html
The System is designed for the enhancement or development of Computerized Payroll System for Q Works Construction. It includes the features that can Add Employees record, Edit Employees information, Delete Employees record, print / Save the Pay Slip of each employee and Updating Employees information as well as the Weekly Salary, Cash advance, the rate per day, overtime, Gross payment, Net pay, and Deduction such as withholding tax and SSS, adding up with a log-in log-out process for security purpose. Moreover, with help file can be used by the users to know how to use the payroll
Trace the evolution of human resource management?
Trace the phases of evolution of human resource management?
Q.2 Explain the various techniques and methods used in selecting employees.
Q.3 A company is being set up by a group of 3 professionals. The business objective is to sell mobile phones of a Chinese company which has come up with an inexpensive range of handset ranging from Rs.1200 to Rs.7000. They need to submit a human resource plan to their investors. Explain the process of Human Resource Planning system for this company, which covers all important steps needed for HRP.
Q.4 Explain Thayer and McGhee 'Assessment of training requirement' model.
Q.5 Write short notes on:
ï‚· Succession Planning
ï‚· Career Planning(6.3 and 6.5)
Q.6 Discuss Individual evaluation methods used for performance appraisal.
Where should material safety data sheets be stored at your worksite at Tim hortons?
in or near your work area
What are the Advantages of centralized management?
the advantages of cerntralized is with out knowledge of the erea because the head quartes not in case of that place
What are the four different perspectives on Human Resource Management?
The normative viewpoint of HRM bases itself on the concepts of "hard HRM" and "soft HRM," on which the foundations of HRM rest. The perception of "Hard HRM" is the foundation for the traditional approach toward HRM. This concept traces its origins to the Harvard representation that links workforce management to organizational approach. Hard HRM stresses the connection of functional areas such as manpower planning, job analysis, recruitment, compensation and benefits, performance evaluations, contract negotiations, and labor legislations etc to corporate strategy. This implements organization interests over the employees' incompatible ambitions and interests. It views the workforce as unreceptive resources that the organization can utilize and arrange at determination. Soft HRM is identical with the Michigan replica of human resources and is the foundation of the contemporary approach to strategic HRM. This model considers human capital as "assets" more willingly than "resources" and lays pressure on organizational development, disagreement administration, leadership development, organizational culture, and relationship building as a means of increasing conviction and ensuring performance all the way through collaboration. This approach works under the supposition that what is good for the organization is also good for the employee.
2) Critical PerspectiveThe critical outlook of HRM is a response against the normative awareness. This highlights some intrinsic contradictions within the normative perspective. This perception espouses a breach between expressions, as organizations claim to follow soft HRM policies when they in point of fact enforce hard HRM. A study by Hope-Hailey et al. (1997) finds that while most organizations maintain employees to be their most important assets and make many commitments for their wellbeing and development, as a matter of fact employers make compulsory a hard HRM-based tactical have power over, and the interests of the organization for eternity take priority over the personality member of staff.
3) Behavioral PerspectiveThe behavioral perspective of HRM has its roots in the incident theory that considers employee behavior as the intermediary between strategy and organizational performance. This hypothesis holds that the reason of human resource interference is to be in charge of employee attitudes and behaviors to go well with the various strategies adopted to achieve the desired performance. This perception thus bases itself on the responsibility performance of employees instead of their skills, knowledge, and abilities. The role of HRM in such a context is to instill and strengthen such behavioral patterns in the workforce.
4) Systems PerspectiveThe systems perspective describes an organization in terms of input, process, and output, with all these systems concerned in transactions with a immediate environment. The organized activities of employees comprise the input, the alteration of energies within the system at throughput, and the consequential product or service the productivity. An unenthusiastic criticism round provides communications on discrepancy.
Who benefits the most supermarkets or people?
It is a symbiotic relationship. People would have great difficulty finding food to eat were it not for markets and their suppliers, and markets would have a problems staying in business (or finding employees) were it not for people.
It depends for Christmas has he or she gave you a gift? if he or she did then they do like you but if he or she did not give you a gift then he or she does not like you.
What are the Different Designations in HR department?
There can be multiple different designations in an HR department, especially in larger companies. These designations can include President, Vice President, Director of HR, HR Manager, Senior HR Representative, Junior HR Representative and HR Assistant.
Advantage and disadvantage of matrix organization?
MGO 634 HW_2 due on 09/17/2009 - que 2 page # 221....
What are the advantages and limitations of hr policies?
Human resource of an organization is its core strength. The model best practice focuses on that there are variety of HR policies, if the best set of practices will be followed by the human resource only then the organization will achieve success and vice versa.. The best practice within HRM is viable for organization's growth, productivity, competitiveness, profitability and survival.
Introduction of company analysis?
A company analysis includes basic information about the company such as the mission and vision as well as the values and goals. During a company analysis, an investor also looks at the history of the company, focusing on events that have shaped the company.
A company analysis looks into what goods or services the company sells. If the company is a manufacturing company, an analysis studies what products the company makes, and analyzes the quality and the demand of these products. If it's a service business, the investors studies the services order. _
Financial information is analyzed by reviewing financial statements and calculating financial ratios. Information from this company is compared to other companies in the same industry.
What is the difference between hard soft HRM?
soft hrm is the hrm approach that sees employees as valuable assets and means by which they can get competitive advantage and so therefore they believe in employee commitment and engagements. they could invest in employee by training them, building their careers etc.
hard hrm on the other hand, sees the employee as cost and resources that they can use to get maximum returns. hence, they don't see the need of investing in them, rather the employees are being used as resources that they can get maximum returns from them.
How do you improve effectiveness in your job?
Well, it is different for many people. But most of all, when you want to improve in your job, you have to do it with some heart! Actually do it like you want to!! Even if you don't. The more efected you are, the more attention you will get from your boss, the more chance you have of a promotion, and the chance of a better pay!!
What is the recruiting process in human resource management for MNC's?
Recruiting describes the processes companies use to find qualified candidates to fill job openings. Some types of recruiting, such as college recruiting and networking, also serve to bolsterthe company's image among certain groups of potential employees. Effective recruiting is particularly important for small businesses, since finding and hiring talented employees is a key ingredient for growth. The Small Business Association publication Human Resources Management outlines three main steps in the recruiting process: assessing future personnel needs; developing a detailed description of the position to be filled and a corresponding profile of the person needed to fill it; and selecting the sources that will yield the best possible candidates. Throughout the recruiting process, small business owners must remain aware of the legal issues involved in hiring employees.
What do you mean by maximizing value of the shareholder?
This management principle, also known undervalue based management, states that management should first and foremost consider the interests of shareholders in its business decisions. Although this is built into the legal premise of a publicly traded company, this concept is usually highlighted in opposition to alleged examples of CEO's and other management actions which enrich themselves at the expense of shareholders. Examples of this include acquisitions which are dilutive to shareholders, that is, they may cause the combined company to have twice the profits for example but these might have to be split amongst three times the shareholders.
What is the Key Result area of HR Manager?
The Key Result Area (KRA) of an HR Manager typically includes talent acquisition, employee development, performance management, and compliance with labor laws. They are responsible for implementing effective HR policies, fostering a positive workplace culture, and aligning HR strategies with organizational goals. Additionally, they play a crucial role in employee engagement and retention, ensuring that the workforce is motivated and skilled to meet business objectives. Overall, HR Managers focus on optimizing human resources to drive organizational success.
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What is the role of accounting function within a large organization?
The role of accounting function within a large organization is to keep all the financial records of the organization. The functions include but are not limited to bookkeeping, bank reconciliation, making payments and so much more.
What is the Difference between client and vendor?
A client is a person to whom, or a business to which, someone supplies a service.
A vendor is someone who, or a business which, offers something for sale.
