Human Resources

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

soz this is not the answer im looking for it too are u doing a diploma in construction by any chance

To facilitate goals achievement

To facilitate assessment

To reduce risks and loss

To make good decisions

To carry out job division

To determine opportunities and threats

Any Project that needs to be executed has to be planned. Any tasks that was begun without proper planning and due diligence is almost always a failure. So, as a responsible project manager you have to plan your project properly to ensure that, your baby is a success. After all, which project manager wants to spend months of his time on a failing cause? Atleast, I don't …

Project Planning involves 4 important phases. They are:

1. Planning the Project Scope

2. Planning the Project Resources

3. Planning the Project Schedule

4. Planning Quality & Risk Management

Each of these 4 phases is equally important and have a significant impact on the success of the project.

HR scorecard measures the HR function's effectiveness and efficiency in producing employee behaviors needed to achieve the company's strategic goals. In order to achieve that you would need to:

- Know what the company's strategy is

- Understand the causal links between HR activities, employee behaviors, organizational outcomes, and the organization's performance

- And have metrics to measure all the activities and results involved.

There are seven steps required to develop HR score card ,so that the result are statistically measure

-define business strategy

-outline company value chain

-identify business required organizational outcomes strategy

-identify required workforce

-identify relevant HR system

-design of HR score card for measurement purpose

-a periodic revaluation based on measurement system from score card

HR stands for Human Resources. That department is concerned with employees. Its functions include recruiting; hiring; placement; discipline; personnel records; union contact, negotiation and contracts; employee benefits; termination; and sometimes training, safety and health, and environmental safety.

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Turban et al. (2007:12), summarises that the 21st century electronic management system are enhanced to assist managers in decision making situations in many ways that also include the following: * Speedy computations - that is, decisions are quickly reached as the computer systems are computing complex problems quickly and at a low cost. * Improved communication and collaboration - that is, project management team members can afford to work with different work packages in far apart locations and be able to communicate and share ideas. * Increased productivity of group members - that is, with the enhanced network enabled communication devices a team of experts can be formed among experts from different countries or cities have them working in one project without having to travel to gather at a certain point. * Improved data management - that is, storage of data can take place in different places within the organisation where data can be easily availed for the complex computation that are necessary for managers' decision making. * Managing giant data warehouse - that is, with modern day computerised systems huge amounts of data can be housed in data warehouses where it makes easier for search and retrieval of data as it is electronically stored. * Quality support - that is, with the use of artificial intelligence methods decision making has been simplified for managers. * Agility support - that is, for modern business operations to stand the high level competitive environment managers need to engage themselves in strategies that will make sure that they base their product or service not only on price but the high standard of quality, and other associated factors like time, customising of products, and customer care. * Overcoming cognitive limits in processing and storing information - that is, with computerised systems managers are now to recall and process huge amounts of data. * Using the Web - that is, with the availability of computerised systems managers are now able to share data and information across the world using an interface that is easier for people to operate and they can reach research work sources easily. * Anywhere, anytime support - that is, the introduction of wireless technology has made things more easily for managers as they can access information anywhere at any time.

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Private companies do not reveal their functional strategies, just an overall vague general strategy.

strategic planning is seed money. discuss

There is no such a norms i think. you can Better go through UDPFI guidelines for any reference.

Limitation of resources is a major constraint in project management. This makes it hard to efficiently manage any project as the resources are the ones which will be used in paying up for the various expenses related to a project.

Global competition is the best way to describe this process. I personally think that everything in America is overpriced, which means we need increased wages to survive. We can not get overly upset about outsourcing if we plan to stay employed. For those that do not posses the skills to stay marketable, their lives can be difficult. Low-skilled jobs can and are being shipped overseas and this increases profit, but downsizes the company and the first jobs to go are usually the low-skilled jobs such as customer calls. I believe that the tariffs used in the exchange process need to be changed to make us more competitive. It should be equal or based on a percentage when exchanging goods. Since there is a huge disparity, we usually have to ship jobs overseas to remain competitive and this impacts a number of families. Unless there are major changes in how we conduct business in the global economy, we will eventually have more people unemployed, but company profits will be up.

Human resources is a term used to describe the individuals who comprise the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials 'HR'.

It is important for a company to make its human resources into a competitive advantage because if your company has good human resources, you are able to to receive more and more customers. (more customers more revenue ) !!!! It will also make your company more likable.