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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 is s-o-b-c model of organizational behavior?
S = Stimulas
O = Organism
B = Behaviour
C = Consiquence
What is Whistle Blowing Explain the concept and give the justification?
* revealing a crime committed by a management or professional at a corporation * may be structural or not (policy of company) * employee is at risk of being fired for revealing crime * crime (fraud, legality issue, etc.) benefits specific individuals or company at the detriment of customer or general public * justification: right a wrong (criminal offense) -betterment of society ; a trust issue
types & metods of hr accounting types & metods of hr accounting types & metods of hr accounting
Role of HR department in growing organization?
Human resource management is the strategic approach to the effective management of people in a company such that they help their business gain a competitive advantage. There are many institute available that provides HR Management Course but Hughes Global Management is one of the best institutes. Interested candidate can visit the website for more information and registration.Visit website - wwwdothugheseducationdotcom
What theory do you use when studying barriers to women and leadership?
The "glass ceiling" is the most common phrase to describe the invisible barrier that prevents women (and minorities) to progress to the highest levels of management. The Federal Glass Ceiling Commission conducted a study of the glass ceilings and barriers to mobility. That report would be a good place to start for additional information on the specific glass ceiling barriers.
Does inditex have a tall organizational structure or a flat one?
Inditex has a flat organizational structure. If you're intersted, check out their annual report.
Why do some firms outsource some of their functions?
Outsourcing is the process by which we give our work to people in some other location (Usually country) due to a variety of reasons. They may include cost effectiveness (cheap labor), availability of skilled personnel, cheap raw materials, tax benefits in that country etc
Ex: The IT industry is a great example of outsourcing where countries world wide outsource their IT projects to software giants in India
There are reasons why firms outsource their functions, like:
1. Lower cost of labor
2. Shortage of Manpower
3. A need for specialized skills
4. Better Productivity
5. Efficiency ( Saves Time )
the first issue or challenge would be the diverse work force management the second issue would to practise EEO the third would be set the pay scales of the diverse work force on the basis of their experiences and their needs
What are physical resources of organization?
mande made things:
tables,chairs,computers,buildings etc.
price
Pros and cons of transformational leadership?
What are the pros and cons of transformational leadership?
How limitation of resources is a major constraint in project management?
Limitation of resources is a major constraint in Project Management. Discuss.
A written schedule of responsibilities given to a committee chairperson of a meeting is called a?
Agenda
Generally, because supplies are never infinite, the opposite of scarce. For many goods, demand is constant or growing, and supply is NOT.
Why is it important to meet needs in positive ways?
It helps you make the right decisions and be confident about your decisions. Follow your conscience. If you are positive, you will benefit from your experiences and so will others.
Does Internal operating functions include research and development distribution and human resources?
True
Define hrm and its various functions?
putting the right person at the right job on the right time is called hrm.
A plan of action can range from simple to complex. The plan typically has individual steps to reach a particular goal; on simple plans, the steps may be so habitual, that we don't even think of them as steps anymore. For example:
Simple Goal and Plan of Action
Goal: Go to the store to buy milk
Steps:
- get up from my chair
- change my clothes so I am presentable
- comb my hair
- put on my shoes
- get my coat
- find my car keys
- grab my purse or wallet - do I have the money with me
- step out the door; lock the door
- unlock the car, get in, turn on the car
- drive to store
- stop car, get out, lock car
- go into store
- find the milk
- pay for milk, return home using many of the same steps I used before
A goal can be:
- pass HS classes
- Apply to college
- look for a job
- etc.
The more complex the goal, the more individual "steps" you will need to take. "Steps" can be broken down--and should be broken down--into their smallest pieces to ensure success. "Apply to College" can feel overwhelming, but listing each small step makes the process feel manageable.
A plan of action can work for any task or goal.
Can someone in Human Resources get their nails done?
Human resources staff handles numerous matters on the subject of the employees of a company for instance hiring and benefits management. Human resources staffs also work with management to help extend long term strategies for the intensification and development of a business. Human resources departments over and over again take action as a middleman involving employees and management and should be where employees go for fundamental business information.
Finacial resources are ones that are to do with how a business/company is being financed. Example of financial resources are: Bank loan, Mortgage, Overlease e.t.c.
What are the human resources for the lakota Indians?
Women- Builders
Farmers
Men- Warriors
Defenders
Hunters
Fighters
Teachers to boy ( to become warriors)
What is the difference between personnel management and human resource management?
There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management".
Human Resource Management is basically much broader in scope than Personnel Management.
Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce.
Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand.
Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented.
Personnel Management could also be seen as a independent way of managing. It is a sole responsibility of the organisation.
Quoted: "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."
