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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
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.
resources are important because they provide us with everything we need for our every day life.
What is the purpose of HRM in an organization?
simply the purpose of human resource managment is to manage the most important resource of organization in order to achieve the goals of the organization by aligning it with individual goal.......
Why do you conduct a What-if analysis?
What-If Analysis is the procedure of shifting the values in units to perceive how those changes will have an effect on the outcome of modus operands on the spreadsheet. Three kinds of What-If Analysis tools associated with Excel are Scenarios, Goal Seeking and Data Tables. Scenarios and Data tables capture groups of effort values and conclude probable results.
Instantly the names Billy and Sandra came to me. Billy is all purpose, it could be a young boy, a man, even a girl. Sandra is a good power name that would be good in numerous settings. Neither name is trendy and therefore you could form a plot around them and your reader could get into the characters your writting about instead of trying to erease their thoughts that may be influnced by those they know or are hearing about in the news and in the entertainment world.
Michael is also a power name that could take on a number of character roles. A fourth name is Cynthia, it's old but not a common name for this time period.
What type of industry or company would you like to work for?
http://wiki.answers.com/Q/What_type_of_industry_or_company_would_you_like_to_work_for"
How does sport develop human resources?
Sports have an enlightening force. Changes can be seen in skills expansion and concert and educational impending. This give you an idea about the encouraging affiliation sandwiched between individual occupy in corporal activities and development. Sports is primary to the near the beginning enlargement of offspring and youth and the skills educated for the duration of participate, corporeal instruction and sports supply to the holistic expansion of juvenile populace. Through involvement in sports, young people gain knowledge of regarding the consequence of explanation values for instance frankness, teamwork, blond play, admiration for themselves and others and obedience to rules.
To make certain Sporting accomplishment on the world stage, the contestants necessitate to be sustained by experienced and pioneering support employees. In quintessence, Sports is dedicated to incessantly making headway a full-bodied lofty concert system, led by people. A number of exceedingly tailored and character development programs are determinedly instituted; others have been supplementary a moment ago formed to congregate continually altering desires and anxiety; others motionless may be initiated based on our incessant drawing of the Sporting countryside. It also provides a discussion for youthful inhabitants to gain knowledge of how to transaction by means of antagonism and how to muddle through with in cooperation endearing and trailing. These wisdom aspects draw attention to the collision of sports on a youngster's communal and ethical expansion in accumulation to corporal skills and abilities.
However, even though the intends and intentions of entity programs will show a discrepancy notably, they carve up a universal objective in ensuring the unsurpassed placed to congregate the challenging requirements of a comprehensive towering presentation atmosphere by instruction, education, developing and cultivation dwelling full-fledged proficiency. Furthermore, by contribution tailored and planet foremost erudition and improvement programs expect to keep hold of the principal individuals in the organization. In requisites of physical and vigor aspects of infant and youth development, there is an overpowering quantity of confirmation that center of attentions on the positive upshots of sports and exercise on physical well-being, augmentation and development.
Sports are an eye-catching bustle for young people and are over and over again used as a illustrate certificate to conscript children and young people to healthiness and education programs. Sports and development projects that focal point on enlightening outcomes use sports as earnings to distribute didactic communication to contestants, and audience in some cases. Physical education and Sports also manufacture health movement habits that give confidence life-long chipping in physical activity. This makes longer the shock of physical education further than the schoolyard and tourist attractions the budding blow of physical education on community health. To accomplish broader goals in education and development, Sports must meeting point on the maturity of the human being and not no more than on the progress of technological Sports skills. While the physical assistance of involvement in Sports are well known and supported by large volumes of experimental indication, Sports and physical activity can also have encouraging reimbursement on tutoring.
How do you tell your boss how wonderful he is?
== == Just tell him how wonderful he is, for whatever reason you find him wonderful. I wouldn't tell him he's "wonderful" -- that sounds too personal. But I would say (and have said) why I like working for or with him.
What is manpower pooling process?
Manpower pooling means that a certain company has a line-up of reserved applicants for future consideration. In short, if you are an applicant, you will be considered if they are already short in employees.
Manpower pooling means that a certain company has a line-up of reserved applicants for future consideration. In short, if you are an applicant, you will be considered if they are already short in employees.
Can a former employer legally tell a potential new employer that they fired you in Idaho?
Unless it was a bad dismissal (such as stealing from the company, etc.) then most ex employers don't really care where you get your next job and few want to get mixed up in giving you a bad review (at least here in Canada.) It is not illegal to do so. A former employer has the right (but not a right to lie about an employee) to give their views on your work habits to your new employer. It would be smart of you to choose your words carefully and tell your next possible new employer the truth about your previous employer. I worked at a soft drink company in the 70s and did a good job. I found some discrepancies in the books and made the mistake of going to the Manager. Soon after I was fired and warned not to make trouble. Obviously there was something going on there. I didn't want to risk future problems, but, when I went for a interview in a good company I just told the person interviewing me that my former employer and I didn't see eye-to-eye when it came to some of the figures in bookkeeping. He took me at my word and never regretted hiring me.
