Human Resources

human resources have limitations of things they can do and can't like every other department in a organisations, but HR are different as they are there for the well being of the humans involved in the company,

المدير العام (General Manager) ومدراء الأقسام الآخرين في المنظمة لديهم أدوار ومسؤوليات مختلفة بناءً على مستوى الإدارة ونطاق العمل الذي يتم تكليفهم به. إليك بعض الاختلافات الرئيسية:

1. نطاق السلطة والمسؤولية:

   • المدير العام: يتمتع بسلطة عليا في إدارة المنظمة بأكملها. لديه سلطة تنفيذية على الأقسام والأقسام المختلفة.

   • مدراء الأقسام: يديرون قسمًا أو قسمًا محددًا داخل المنظمة ويكونون مسؤولين عن أداء هذا القسم فقط.

2. نطاق العمل:

   • المدير العام: يعمل على تحقيق أهداف واستراتيجيات المنظمة بشكل عام ويتولى مسؤولية توجيه العمليات الكبرى.

   • مدراء الأقسام: يركزون على تحقيق أهداف القسم الذي يديرونه وليس لديهم تأثير مباشر على الأقسام الأخرى.

3. نوع المسائل التي يتناولونها:

   • المدير العام: يتناول قضايا استراتيجية واستدامة المنظمة بشكل عام، بالإضافة إلى قرارات مهمة تتعلق بالموارد والاستثمارات.

   • مدراء الأقسام: يتناولون قضايا تخص قسمهم المحدد، مثل تخطيط الموارد البشرية أو إدارة المشروعات داخل القسم.

4. مستوى التفاعل:

   • المدير العام: يتفاعل بشكل مباشر مع المجلس التنفيذي ومجلس الإدارة ويكون له تأثير كبير على اتجاه المنظمة.

   • مدراء الأقسام: يتفاعلون أكثر بشكل مباشر مع مديري الأقسام الأخرى وقسمهم الخاص.

باختصار، المدير العام يتحكم في إدارة المنظمة بأكملها بينما مدراء الأقسام يركزون على إدارة وتطوير الأقسام الفرعية داخل المنظمة.

the organizational chart of marriott's hotel is their plan n how to prepare their things

Some problems one may encounter are if budgets are imposed upon people there is little incentive for them to stick to the targets as it causes pressure on them. It can also restrict business activity, which may end up in losing business.

Put simply, a proactive policy involves making a sacrifice now for an uncertain future. It is doing something that can or would prevent a future problem. For example, saving money in a bank account. But being too proactive can be seen as paranoid. A reactive policy however, involves taking action after the problem has already risen. Just remember everything has costs and benefits.

because of my ideas nd knowledge

Scientific management uses methods to determine the most effective strategies for a company to use. Administrative management involves structural hierarchy and different divisions are used to achieve goals.

To harness and manage the potentials in other people that they, seemingly, are unaware of most of the time. To be able to channel the right personnel to the right cause and bring the best out of them. To lead ordinary individuals with ordinary skills to achieve extra-ordinary feats....the people are happy, the human resource manager is happy, and everybody is happy.

A. Why Humans ( People ) are Called Resources? Prior to humans being called resources, they were either called slaves, servants, labourers, workers, employees, staff, personnel etc depending on their "ownership" or relationship with the other party desirous of their economic contribution and the socio-politico order of the day. With the industrial revolution and the rise of economics theory and thinkers, Adam Smith's production formula of Land, Labour and Capital became popular. The mobilisation of large numbers of people became the job of establishment departments or labour departments, later known as personnel (NOT personal) departments, and now HR Departments. In the academic world, the study of humans took a scientific approach, and social studies became accepted as social sciences, and the study of human behaviour, in groups and as individuals, became known as behaviourial sciences. "Industrial psychologists" also manage to find berths in Personnel Departments and HR Departments of large corporations and multi-nationals. Scientific management led to the question of "what is there to manage?", and the answer was (and still is?) as follows; 1. cost 2. time 3. resources Resources can be broken down as follows; 1. financial 2. human 3. materials / equipment / technology (knowledge) Thus giving rise to the phrase human resources! B. What is the Difference Between Human and Resources? 21st century thinking is beginning to give more credit to humans, viewing them (us!) as more than a production unit that is capable of innovation and creativity, essential ingredients in the knowledge economy. The fall of communism and the dominance of capitalism and rising consumerism, plus globalisation and centralisation (polarisation?) of production capacities to achieve massive economies of scale, and competition to secure energy sources, has only shifted our views of humans slightly ie from pure (human) resources to humans as a source of knowledge. Hence the "what's to manage" thingy looks like following; 1. cost 2. time 3. resources with resources categorised as follows; 1. financial (capital) 2. human knowledge (capital) 3. materials / technology / energy thus the present buzz words "human capital" as a key competitive edge / leverage in a global and knowledge-driven world economy. Industrial psychologists and social engineers are kept busy at finding ways of "humaneering" the corporate culture and the work place (family place?). So people, Got it? If not, see your Chief Learning Officer!

If the question is biased, it will skew the results of the survey. This puts all of the data into question for accuracy.

Do you like Coke better than Pepsi? Biased toward Coke. Most people want to say yes to questions. And Coke is listed first.

Which of the two major soft drinks do you like better? The person has to name the one they like best, without any preference shown.

Yes off course. Human Resources are the main asset of an organization. Whitout having qualified Human Resources the program can't be implemented properly and we can't achieve our goals

Diversity is important in the workplace because a diverse population has different backgrounds, experiences, knowledge and understanding. A diverse workplace is better able to solve problem and implement new ideas because there are more people able to come up with the needed solutions and ideas. Diversity keeps life interesting. We know what we and our friends think - especially if our friends are like us. If we mix it up a little, we might come to different conclusions.

it allows you to train members and associates

An organization cannot construct a good team of functioning professionals exclusive of good Human Resources. The key functions of the HRM team embrace recruiting natives, training, performance reviews, and motivating employees in addition to office communication, workplace protection, and much more.

There are many definitions of personnel management, but all basically say that it is: attracting and developing competent employees and creating the organizational conditions which result in their full utilization and encourages them to put forth their best efforts. Two major points about personnel management are implied in this definition. First, effective personnel management must be future oriented. Support for organizational objectives now and for the foreseeable future must be provided through a steady supply of competent and capable employees. Second, effective personnel management is action oriented. The emphasis must be placed on solution of employment issues and problems to support organizational objectives and facilitate employee development and satisfaction.

Finance is all about money - making money, using money, making more money. People invest, buy, and save with money. Money is important to your standard of living, to your education, to your retirement. (Okay, so you can't imagine retiring; after all, you're what? 17? 18? And you're not going to get old, right? Well, it happens. Deal with it. And remember Social Security may not be there for you. Finance is all about money - making money, using money, making more money. People invest, buy, and save with money. Money is important to your standard of living, to your education, to your retirement. (Okay, so you can't imagine retiring; after all, you're what? 17? 18? And you're not going to get old, right? Well, it happens. Deal with it. And remember Social Security may not be there for you.

While I am no expert, I do feel there are a number of variables to consider when attempting to apply HR effectively within an organization. Unfortunately it involves asking a question with a question. The following is just my humble opinion. First, I believe senior leadership must be 100% committed to the mission of the HR short-term and long-term goals and objectives, which of course should be in strict alignment with the overall goals and objective of the organization. Second, While the following may not be the best practice for all organizations, I feel it does have it's benefits. I feel HR systems of management work best when the director of HR reports directly to the CEO, and not the CFO, where the HR director has a seat at the table and is a peer of the CFO. Still it depends on the personalities involved. Third, HR management - I feel - works best when the organization brings in HR as a strategic partner an integral part of the organization and not just some side component that answers employee's questions about, "where's my check, what about my health benefits, are we in compliance with Federal, State, and local mandates etc.?" Fourth, I believe the Director of HR must be one who gets down within the organization at all levels, to find out the needs, wants, and desires of those who make up the organization; This through open, honest, and direct communication with employees to include front-line personnel and their managers. So, the question is, "are the above a part of the current organization?" Well we can turn this into a life time study, but the above can get us started.

First, the IRS does not enact laws. It only carries them out and sometimes enforces them. Just like any other Department of the government does. Congress makes and votes on all the tax laws (like all the other laws), including the one you ask about. Unless the funds are rolled over to another qualified plan, using qualified intermediaries, they are taxable. They are not taxable if rolled over properly, and hence, no withholding is done. Hence, to avoid someone taking the funds, normally a fair amount of money, and spending it without keeping an adequate amount to pay tax, withholding is done. (Payouts not roll overs ARE taxable). Generally, all withholding requirements are for the same reason - to assure the tax on what would be expected to be a taxable income are in fact paid. Too many people, inspite of all the advice from financial professional, especially in the midst of emotional turmoil and concern after losing a job, would take their money as a payout...and either end up depleting their retirement savings, or at the very least, having a huge tax bill to pay shortly (and large reduction in their savings).

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some problems are best solved the next day when you may be thinking more clearly Write down all the pro's and con's in separate columns and try to decide which may be more beneficial using logic or your best instincts. Run it by a friend or mentor good luck

IT IS THE TYPE OF PARTNERSHIP WITHIN THE CIRCLE OF THE BUSINESS ONLY. In other words, the sales organization may have a strong partnership with the marketing department. The same may go for the product development department's partnership with the marketing team. There may not be any one exclusive partnership within an organization, as a matter of fact, I don't think that's possible.

Exxon Mobile

BMW and Roles Royce

the strong safety lines up on the strong side - whichever side the tight end lines up on

The strong safety will usually defend the tight end in man-to-man defenses while the free safety will read the offense and determine where the ball is going to be thrown and try to be there to help in defending. Also, generally speaking, the strong safety will help towards the line of scrimmage on running plays.

Typically the strong safety is used more in run support and a free safety is used more to defend the pass. Strong safeties are usually slightly bigger, better tacklers, and play closer to the line of scrimmage. Some strong safeties are former linebackers like Michael Boulware of the Seattle Seahawks.