Human Resources

• to get things done - has a personal record of being a consistent worker who completed a job, is hardworking
• to make decisions - is fair and evenhanded to all members of the group, persuasive
• to stimulate and inspire others, enthusiastic, good-humoured
• to know the right answers -has a background knowledge of the group's aims, and how committees function

steps of human resource planning

Advantages are they open up more of a pool of applicants and talents. Disadvantages are they take a lot of time.

In Human Resources, the term attrition refers to the loss of employees over time through various means including downsizing and employees leaving on their own accord such as retirement. Many times new employees are not hired to replace the ones who have left and duties are divided among those who remain.

It is the theory that there is not a one-size-fits-all leadership strategy, meaning that effective leadership is contextual.

Human resources (HR) plays a critical role in organizations by managing its most important asset: its people. Here are some of the key ways in which HR can help an organization:

Recruitment and hiring: HR is responsible for recruiting and hiring talented individuals who will help the organization achieve its goals. They help create job descriptions, post job openings, review resumes, conduct interviews, and make job offers.

Training and development: HR ensures that employees have the necessary skills and knowledge to perform their jobs effectively. They organize training programs, workshops, and other learning opportunities to help employees develop new skills and improve their performance.

Employee relations: HR is responsible for fostering positive employee relations by providing a safe and inclusive workplace where employees feel valued and respected. They handle employee complaints, mediate disputes, and ensure that the organization is complying with labor laws and regulations.

Benefits administration: HR manages employee benefits programs, such as health insurance, retirement plans, and paid time off. They ensure that employees are informed about their benefits, enroll in them, and receive the appropriate benefits.

Performance management: HR helps managers set performance expectations, provide feedback, and evaluate employee performance. They also develop and implement performance improvement plans when necessary.

Compliance: HR ensures that the organization complies with all applicable laws and regulations related to employment, such as anti-discrimination laws, wage and hour laws, and workplace safety regulations. Overall, HR plays a crucial role in supporting an organization's success by managing its most important resource - its people.

Structured Learning Assistance - SLA is known for its excellence in education sector who provides HR Generalist Course fortified with a well established infrastructure with advanced lab facility, senior industry expert and modern training system to enhance the knowledge of students. It is built with all convenient facilities and positive study ambiance for the students. Fulfill the main task of placement, SLA aids in 100% Job Placement after completion of 70% course.

Take the total number of people employed during the year divided by the current number of employees. Subtract 1. Multiply by 100. So if you issued 75 W-2's and had 50 employees: 75/50=1.5, 1.5-1=.5, .5*100=50% turnover. You might need to adjust this calculation for certain factors, such as seasonal employees. If you added 10 people each year for a short period of time, you would want to subtract the seasonal employees before doing the calculation. If you found that you had 12 seasonal people amongst the 75 W-2's, then you had a 20% turnover of seasonal staff.

There are many cultural factors that affect human resource management. Another factor is motivations. Different cultures tend to have different motivations.

state your understanding of your duties and responsibilities

-setting the strategic direction

-designing the human resource management system

-planning the total workforce

-generating the required human resource

-investing in human resource developing and performance

Line manager is the one who is responsible for getting effective performance, for ensuring adequate training and development, for welfare and discipline, counseling, and hiring, and firing; responsible for the planning, control and organization of work, for motivating staff and generally for getting the job done through people [source:human resource management]

It is in fact difficult to imagine how an organisation could effectively hire, train, appraise, compensate or use its human resources without the kinds of information derived from job analysis" (Ivancevich 1995, as cited by Stone 2002:129) The importance of human resources within an organization is becoming increasingly understood in today's rapidly changing and uncertain business environment (Davidson & Griffin 2000: 18). In order to assist employees in helping an organisation to reach its strategic business goals, effective human resource managers often gather job related information in a job analysis and job description, which is vital to creating or re-designing jobs which provide employees with a high level of job satisfaction (Stone 2002: 123). The basic human resource activity of gathering detailed information about a particular job's duties, tasks and responsibilities, can help organisations achieve strategic goals more efficiently and effectively by avoiding both duplication and overlapping of work in jobs

When you work, you work with others. That makes you social or even more social than what you are. That helps your personal life because when your social then that helps you make friends and it may help you find a potiential partner. It can also help you be more organized and whatever you learn at work, you are probably going to use that knowledge at home in your daily life and if it will, it could help a friend in need.

Leadership is a way in which one is able to use their charmis, traits or skills to get this done, whilst management usually get individuals tp perform because of their position within the organization and because they are guided by disciplanry actions that can be used if necessary.
Management is a lot like leadership in a few ways. Both leadership and management have to make big decisions for a group of people.

You can't really.

But if you require one, call and ask they send you a W-9.

Which if you need their ID is really the form you need to have to prove the info is correct and how to use it.

I own one myself. It's a .22 caliber rimfire revolver, first made around 1925 with an octagonal barrel. The round barrel was introduced in 1938 and it was produced on and off again until the 70s. It's a decent solid frame revolver. Maybe depending on condition you could get a few hundred for one.

•Attrition of HR can be defined as reduction in the number of employees through retirement, resignation or death

Man power planning starts with the projection for business and requirement to meet the emerging/projected demand. second step is to evaluate the option available in front of us such as what is the available talent within the org and what needs to be developed. depending upon needs/choices, we can train or hire new resources and prepare them for taking over when the actual demand arises.

Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.

For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.

When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.

Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce.

Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization's personnel department. With human resources, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel related tasks.

As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.

The Organization chart gives you the structure of human resource department, like who is senior and who reports to whom.

here's a site with some good guidlines:

http://www.startarecruitmentbusiness.co.uk/

You find the location you like, steal a cheap box or invest a durable high profile one. get inside the box and go to sleep, easy as that!! then you can move from house to house whenever you desire. its rather simple just a little planning is involved, I have a lovely houses located in the woods on the beach let nature be your home :)

i don't now that's why i ask. and i need some explanation about this sebject. please

i don't now that's why i ask. and i need some explanation about this sebject. please

i don't now that's why i ask. and i need some explanation about this sebject. please