Human Resources

Human resources is the use of human in the manufacture of goods in an industry rather than the use of machines.

the most important organisational resource is the people.

When the head of the department is absent during a session of audit as an executive author made a critical decision. Author had to spend a challenging working environment as auditors were requesting access to all the confidential company information and but however with the effective communication tactics was able to manage successfully. This reveals that in case of absence of the supervisor immediate secondary office has to take up with the real company to make things happen. Author provided information needed by auditors to some extend to satisfy their day's work only until next day's head presence.

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HRM (Human Resource Management) is important to a business that needs employees to keep it running. Planning how many people are needed for each task takes the guess work out of how many people are needed each day.

The plan for the systematic arrangement of work is termed organization structure.

It describes how one group may be responsible for one set of functions (Sales, for example) while another is responsible for another set of functions (warehouse management, assembly of a particular product).

When properly laid out, an organizational structure describes how every group and function fits together to ensure that everything is done that needs to be done for the company to meet its objectives and maintain its viability.

Economies of scale.

If your a small organisation whats the point in having a specialist HR plan. Say you only have 20 employees the cost of hiring someone to manage a particular aspect of HR will be grater than the benefit gained from it. If you are a larger comapny it makes more sense to have a dedicated HR plan as the pay of for having one will be large. sorry not very well explaned have a look at wikipedia for more.

http://en.wikipedia.org/wiki/Economies_of_scale

Brand Republic is mostly used to advertising purposes. Their used a lot in marketing companies, blogs, and any other type of media social or p.r. companies.

Perceived Conflict: This is a situation where it becomes aware that one is in conflict with another party. It can block out some conflict. Can perceive conflict when no latent conditions exist? For instance, misunderstanding another person's position on an issue. From : OBINNA AMALAHA.

is a drawing that shows the structure of an organization, major job classifications,and the reporting relationships in short words a chart that provides visual representation of (anything)

i live in pa and my mom works for the state and she said you can

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-career is knowledge / skill based

-career is service oriented, helping others.

-career is self managed

-career gave an unlimited scope

-career gave rewards, which matched your talents

-career gave opportunity to grow/ learn

Personal role ambiguity is a role often used in Human Resources when a person lacks the definition of how to act at work in their position. This can cause stress, lack of satisfaction and the choice of resigning from a position or a company.

The personnel administration deals with the coordination, organizing and staffing while personnel management deals with the planning and controlling. The personnel administration runs the given show while the personnel management controls the show.

The average growth rate of employees in a company is 30 percent. Each company can figure out their own growth rate by subtracting the original amount of employees from the new amount, multiplying that number by 100 percent and then dividing the sum by the original amount.

Two types of organizational structures are Matrix and product . Product organizational structure is dependent on the product that the company makes.

Federal regulations strongly influence the hiring practices and other work of human resources departments. Mandated minimums help to keep diversity alive in the workplace.

When performance management goes bad it can move an organization down an undesirable path. In the case of the human resource (HR) department, it is highly likely that a common metric to benchmark performance against is one that measures the time-to-hire. By the time the process to get a requisition approved is completed, the manager that requested it is often dealing with pent up demand for a resource and needs to get the position filled quickly. If the time-to-hire is kept short, then the HR department is fulfilling their internal clients' needs. But when thinking about this metric, it's not related to the success of that new employee, nor is it something that would lead to an organization meeting strategic goals unless they were in the recruiting industry. A better measure is one that takes into account the quality of hire. Filling a position only to find some time later that the fit was poor or that there was a lack of adequate training or mentoring to ensure success, can lead to yet another candidate selection process, greatly increasing the true measure of time-to-hire.

Other metrics can mislead an organization's decisions too. Turnover can often be calculated organization-wide, but few organizations may understand how the turnover of strategic employee positions compares to their peers in their industry. When short-cuts are taken in the analysis of corporate performance, it can be due to a lack of data but more likely it's a lack of relating the data that exists inside and outside the organization for better analysis.

The problem of misguided metrics extends beyond HR departments, but they have a great opportunity to provide metrics to improve employee performance across the organization and help improve the metrics of success used by other departments. For example, there may be a lack of training provided to a procurement manager that may be the cause behind a metric signaling an underperforming supplier.

A packaged analytic application with pre-configured content and metrics, or support from a services provider experienced in HR analytics implementations, can help organizations avoid many of the pitfalls that lead to poor performance management. The reality is that most HR analytics capabilities were developed in-house and while they may have met the immediate needs of the HR department, it is less likely these solutions meet the needs of other departments and processes that the HR department doesn't directly oversee, but certainly impacts. It may have appeared to have been cost-effective to build an HR analytics solution in-house at the time such a project was undertaken, but the hidden costs of bad decision-making are difficult to quantify before an IT project is undertaken. Once these bad decisions reach the office of finance the damage could be significant

The major factors to take into account when resource planning are: * Schedule of available resources * Skills of available resources Minor factors would include: * Personality conflicts * Attendance history * Team player * Willingness to work on project Additional major factors in Human Resource Planning * Production forecasts based on supply and demaned * Economic conditions which may cause the company to lay-off or cut-back, or increase their workforce

Scientific management is a branch of management that is concerned with the physical and psychological efficiency of a worker whereas Human resource managemnt is concerned with the acquisition,development and of the physically fit personnel for the job available.

after reading every assigned chapter

A diverse economy is an economy based on more than one thing. So there is a great deal of diversity as far as products , goods and services as well as vendors.

Training refers to the process of learning of something new through teaching. When you start a new job, you will be trained on how to perform the job duties correctly. You can also train an animal to do something through repeated commands.