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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.
2,946 Questions
Is gold an renewable resource?
No, a renewable resource is something that can be used over and over again. For example, water can be used over and over again, when it rains the cycle starts over again.
If you are terminated by your employer how soon must you be paid in nm?
Please post another question mentioning your state, because it makes a big difference. For example, in Illinois, an employee doesn't have to be paid until the next payday, which may be two weeks. In some states, an employee who is fired must be paid within 24 hours, and an employee who quits must be paid within 72 hours. MY FORMER EMPLOYER IN ARIZONA TERMINATED ME ON 6-29-09.TODAY IS 7-07-09.I HAVE NOT RECEIVED MY FINAL PAYCHECK.HOW LONG DOES THIS EMPLOYER HAVE TO ISSUE FINAL CHECK? IVE REQUESTED THE CHECK BE SENT TO MY HOME MAILING ADDRESS.HE SAYS I HAVE TO COME TO THE STORE AND SIGN FOR MY FINAL PAYCHECK.I AM AFRAID TO PHYSICALLY GO TO THE STORE,AS I WAS TOLD BY THE MANAGER ON THE DAY OF TERMINATION,HE WOULD CALL THE POLICE IF I DIDNT LEAVE.
Can legal action be taken against the employer that gives a bad reference?
The only things that a previous employer can say are #1- if you are re-hirable and #2 - what dates you were employed there. The problem is that in order to take legal action you have to be able to 100% PROVE that the previous employer said more than that.
An employer can give a negative reference for a former employee if they wish to, but they are not required to. The employer may be exposed to liability, or at least to the expense and distraction of a lawsuit, if it gives such a reference. The former employee may allege that the information provided was false or misleading. The burden of proof would be on the employee to prove what the employer said and how it was defamatory. Truth is a defense to the employer.
For this reason, many employers have policies prohibiting giving any reference, positive or negative, and will only confirm the dates of your employment and last title. Some employers may disclose if you are re-hirable, but a non-answer or negative answer to this question could again expose the employer to claims.
How many children can you babysit without a license?
It depends on the ages of the children. The younger the child, the less you can have. Usually with children between the ages of 3 and 6 you can have up to 7 at a time. With infants under 1 year the limit is generally around 3 at a time. You could look into getting registered as an alternative to being licensed. However, when registered you may be subject to scheduled or random inspections. The rules and regulations vary between states and even sometimes cities. Check with your local government office for a complete list of rules.
What are the duties of a Human Resources department?
Human Resource Department's duties are not define. like one can not say that an HR personel has a routine based job. Every day is a new day for a HR department as it ha sto deal with new issues related to employees, have to line and allign with different business units and business functions. Pay Roll is some thing which can be routine based but it started only for a weak and ends.
so major part of HR includes employee retention, motivation, succession planning, making and implementing policies, time management, leave management and many more sponteneous functions.
Relationship between leadership and management?
The relationship between leadership and management is complementary yet distinct. Leadership focuses on inspiring and guiding a team towards a shared vision, fostering creativity and change. Management, on the other hand, involves organizing tasks, resources, and processes to achieve predefined goals efficiently. While leaders set the direction and motivate, managers ensure tasks are executed and resources are allocated effectively. An effective organization requires a balance of both strong leadership and efficient management to drive innovation, productivity, and overall success.
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Advantages and disadvantages of using employee referral campaign recruitment?
· Employee referrals:
o Advantages: choosing a person that you know well (character, qualifications etc), save cost & time vs advertisement.
o Disadvantages: if person is not suitable (qualifications, experience, character etc) but is merely a friend/relative (nepotism) of the current employee. Favoritisms, potential request for unreasonable favor in return.
What happen if one part of ecosystem is destroyed?
Habitat annihilation is the course in which expected locale is submitted functionally incapable to prop up the species nearby. In this progression, the creatures that formerly used the position are dislodged or demolished. Humid tropical forests have received most of the concentration with reference to the obliteration of surroundings. From the in the region of 16 million square kilometers of jungle habitat that initially survived international, fewer than 9 million square kilometers stay behind nowadays.
Habitat obliteration by individual doings is mostly for the reason of cropping ordinary resources for business manufacture and urbanization. Clearing habitats for cultivation is the chief grounds of habitat demolition. The existing rate of deforestation is 160,000 square kilometers per year, which connects to a defeat of just about 1% of inventive forest habitat each year. Other woodland ecosystems have experienced as much or more devastation as steamy rainforests.
Other imperative causes of habitat destruction comprise removal, classification, trawling and metropolitan lounge. Habitat destruction is at present ranked as the most important foundation of species extermination international. Agricultural has brutally concerned at least 94% of temperate broadleaf forests; numerous mature enlargement forest stands have vanished more than 98% of their preceding area as a consequence of human activities. Habitat destruction originate by humans comprises adaptation of earth to farming, road and rail network expansion and other changes to the traits of land. Habitat degradation, disintegration, and effluence are aspects of locale obliteration caused by creatures that do not inevitably engage explicit obliteration of surroundings, yet consequence in habitat disintegrates.
It is a practice of normal ecological amend that may be reasoned by milieu disintegration, geographical process, and average temperature revolutionize or by human activities such as the foreword of all-encompassing species, bionetwork nutrient reduction. The terms habitat hammering and locale lessening are also used in a wider intelligence, together with loss of surroundings from other issues, for example irrigate and sound contamination. Tropical deciduous waterless forests are easier to understandable and smolder and are more suitable for crop growing and livestock farming than tropical rainforests. The adjacent causes were bunched into extensive categories of farming development, infrastructure expansion and wood mining. Therefore, in line with this reading, forest alteration to agriculture is the foremost soil use transform liable for steamy deforestation.
In most crates of sultry deforestation, three to four fundamental causes are pouring two to three adjacent causes. These resources that a widespread strategy for scheming tropical deforestation would not be competent to deal with the exclusive amalgamation of proximate and fundamental causes of deforestation in each kingdom. Before any restricted, countrywide, or intercontinental deforestation policies are printed and imposed, legislative leaders must get your hands on a detailed sympathetic of the multifaceted combination of neighboring causes and essential driving services of deforestation in a given neighborhood or nation. This perception, beside with many other results about stifling deforestation with no trouble can be applied to habitat obliteration in universal. Governmental leaders require capturing achievement by tackling the fundamental pouring forces, rather than purely adaptable the proximate causes. In a broader intelligence, governmental bodies need to give emphasis to the subsequent:
- Considering the many exceptional ecological unit services provided by ordinary habitats
- Protecting outstanding unharmed sections of innate locale
- Educating the community about the significance of natural habitat and biodiversity
- Developing family preparation programs in areas of fast population enlargement
- Finding ways to augment undeveloped production than only increasing the entirety land in construction
What are the warehouse key result area?
Key Result Area refers to general areas of outputs or outcomes for which the departments role is responsible.
in simple terms may be defined as primary responsibility of an individual ,the core area which each person is accountable
All f the following are crm principles except?
There are a lot of different things that go into effective CRM. Some of the more common CRM principles are as follows:
1. Involve top management early.
2. Restructure employee compensation to reinforce your CRM priorities.
3. Manage cultural change and personnel issues carefully.
4. Concentrate on customer lifecycle value.
5. Push the project if you're serious about it.
6. Provide training and support, and plan for continuous growth.
What are the challenges facing modern managers?
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What is the advantage and disadvantage of checklist?
There are a few advantages and disadvantages of making a checklist. One advantage of a checklist is that it is harder to forget stuff.
What are some good HR topics for a project?
Performance appraisal in Organizations and Strategic Planning in an Organization are some of the human resource topics for a project. The Analysis of Employee Welfare and the Role of HR During Recession Among Employee Management are some other HR topics for a project.
The final stage in the human resource planning process is to?
Great question! The final stage in the human resource planning process is to monitor and evaluate the effectiveness of the plan that was implemented. This stage is crucial because it allows HR professionals to assess whether the plan is achieving its intended goals and objectives, and to make any necessary adjustments to improve its effectiveness.
During this stage, HR professionals collect and analyze data related to the plan's outcomes, such as employee retention, productivity, and performance. They also review the actual results against the projected goals and objectives to determine if the plan is on track. If the plan is not achieving the desired outcomes, HR professionals will need to identify the reasons why and make any necessary changes to improve its effectiveness.
In addition to monitoring and evaluating the plan's effectiveness, HR professionals will also need to ensure that the plan is aligned with the overall goals and objectives of the organization. They may need to revise the plan to reflect changes in the business environment, such as shifts in the labor market or changes in the organization's strategic priorities. By regularly monitoring and evaluating the human resource plan, HR professionals can ensure that it remains relevant and effective in helping the organization achieve its goals.
What are human resource management objectives?
The process of managing people in organizations is known as human resource management (HRM). HRM's goals are to ensure that the organization's overall goals and objectives are met by efficiently managing its people resources. HRM's specific objectives include:
Recruiting and maintaining a sufficient number of qualified and competent employees: This includes building a positive work environment that fosters employee happiness and retention, as well as devising and implementing effective recruitment techniques. Creating and sustaining a diverse workforce entails ensuring that the organization's workforce is representative of the communities in which it operates, as well as that all employees are treated equally and without discrimination.
Employee training and development possibilities include giving employees the knowledge, skills, and abilities they need to execute their jobs effectively, as well as assisting them in advancing in their careers. Setting explicit performance standards, providing feedback and appreciation, and taking action to address performance concerns when they develop are all part of managing employee performance.
Managing employee compensation and benefits entails establishing and implementing fair, competitive, and cost-effective compensation and benefit plans. Maintaining legal and regulatory compliance: This involves ensuring that the organization complies with all applicable employment rules and regulations, such as labour laws, health and safety standards, and equal opportunity laws.
Employee relations management entails developing healthy relationships between employees and management as well as resolving disagreements and conflicts in a productive and timely manner.
Aligning the HRM strategy with the broader aims and objectives of the firm on a continuous basis.
These are only a handful of the many goals of human resource management. Other objectives may be relevant to consider depending on the business and the industry in which it works.
What do you mean by Job evaluation and explain the process of job evaluation?
meaning of Job evaluation:-
Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organisation. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.
Job evaluation needs to be differentiated from job analysis. Job analysis is a systematic way of gathering information about a job. Every job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned. Thus, job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs.
The process of job evaluation involves the following steps:
• Gaining acceptance: Before undertaking job evaluation, top management must explain the aims) and uses of the programme to the employees and unions. To elaborate the programme further, oral presentations could be made. Letters, booklets could be used to classify all relevant aspects of the job evaluation programme.
• Creating job evaluation committee: It is not possible for a single person to evaluate all the key jobs in an organisation. Usually a job evaluation committee consisting of experienced employees, union representatives and HR experts is created to set the ball rolling.
• Finding the jobs to be evaluated: Every job need not be evaluated. This may be too taxing and costly. Certain key jobs in each department may be identified. While picking up the jobs, care must be taken to ensure that they represent the type of work performed in that department.
• Analysing and preparing job description: This requires the preparation of a job description and also an analysis of job needs for successful performance .
• Selecting the method of evaluation: The most important method of evaluating the jobs must be identified now, keeping the job factors as well as organisational demands in mind.
• Classifying jobs: The relative worth of various jobs in an organisation may be found out after arranging jobs in order of importance using criteria such as skill requirements, experience needed, under which conditions job is performed, type of responsibilities to be shouldered, degree of supervision needed, the amount of stress caused by the job, etc. Weights can be assigned to each such factor. When we finally add all the weights, the worth of a job is determined. The points may then be converted into monetary values.
Installing the programme: Once the evaluation process is over and a plan of action is ready, management must explain it to employees and put it into operation.
• Reviewing periodically: In the light of changes in environmental conditions (technology, products, services, etc.) jobs need to be examined closely. For example, the traditional clerical functions have undergone a rapid change in sectors like banking, insurance and railways, after computerisation. New job descriptions need to be written and the skill needs of new jobs need to be duly incorporated in the evaluation process. Otherwise, employees may feel that all the relevant job factors - based on which their pay has been determined - have not been evaluated properly.
For job evaluation to be practicable it is necessary :-
- that jobs can be easily identified
- that there are sufficient differents between different jobs; and
- that agreements no the relative importance or worth of different jobs can be negotiated between the enterprise and its employees and/or their representatives.
What do you do if you were fired because you refused to go along with what the boss asked?
It depends. Generally, most employment is 'at will', meaning you can be fired for any reason, or no reason EXCEPT you can't be fired because of your race, creed, color, national origin, sexual orientation, and other protected categories. Also, your boss cannot fire you if he or she asked you to do something illegal and you refused to do it.
What would you expect to see in an incident action plan?
Measurable strategic operations to be achieved within the specified period.
