Questions On Human Resource Management Essay - 1742 Words

Assignment 1 Paper 710: Managing People Submitted By: KOMAL Answer 1. Human resource Management is very important in every organization. It satisfies the needs of man power and creates an atmosphere where all employees can work together to achieve the goals of an organization. HRM role is to plan how to recruit right people and give experienced and well trained workforce to organization.It makes plans for training and development of hunman resource in an organization.The main functions of Human Resource Management in an organization are given below: 1. Recruitment 2. Training and Development 3. Professional Development 4. Benefits and Compensation 5. Ensuring Legal Compliance Role and importance of human resources Human Resources (HR) is concerned with the issues of managing people in the organisation. The Human Resources department is responsible for many people related issues in an organisation. Human Resources Management occur daily in workplaces.HR acts as a systematizing , policing, traumatizing body of an organization.. They also see HR staff as supporting managers, not regular employees. A decent HR office is requesting to a representative arranged work environment in which workers are empowered and locked in. HR acts as a backbone of an organization. The importance of HR is easily overlooked in the busy day-to-day in the workplace, but without contributions in each of these areas, the organization would be less successful. Human resources management inShow MoreRelatedQuestions On Human Resource Management1730 Words   |  7 PagesBusiness Etiquette in Japan 6 Conclusion 7 Introduction Human Resource Management is one of the most important functions in an organization designed primarily for the management of people within the organization, focusing on systems and policies. Also known as HR it typically undertakes a number of activities such as employee recruitment, employee benefits, training development, rewarding and performance appraisal. With Human Resource being so complex it also faces a lot of challenges especiallyRead MoreQuestions On Human Resource Management2878 Words   |  12 Pages ARISE: A Destination-for-a-Day Spa Case study analysis Rick (Yingchuan) Wang HRT 650: Human Resource Management in the Hospitality Industry Dr. Gary A. Hamilton March 4, 2015 Introduction Analysis ARISE was a Dallas-based destination spa built in May 2009 by Kristen Chambers, an entrepreneur and a devotee to spa treatment, with herself being the President and CEO. The business of ARISE was structured into two units with the VP of business operations, Sam Solti, responsibleRead MoreQuestions On Human Resource Management2511 Words   |  11 PagesName: Thenjiwe Chiriso. Student ID: 81488. Subject: Human resource management in the health care. Tutor: Ashley Page. Assessment 2: Literature review. Due Date: 17 April 2015. Introduction This paper is a review of literature on recruitment and selection processes. The aim of this paper is look at four research articles, some are qualitative and some are quantitative. It analyses the strength weakness of recruitment and selectionRead MoreQuestions On Human Resource Management1347 Words   |  6 PagesBUHRM5912 HUMAN RESOURCE MANAGEMENT Assignment Title: HRM functions must be integrated with each other and with strategic issues if they are to make a contribution to HR outcomes or the â€Å"bottom line† for the organisation. Discuss this statement, with reference to relevant HRM structure. Student Name: Uzair Aziz Student ID: 30131135 Lecturer/Tutor: Genna Kaur Word Count: 1700-1900 Date of Submission: 22nd August’ 2014 Table of Contents 1. Executive Summary 1.1 Introduction Human resource managementRead MoreQuestions On Human Resource Management2550 Words   |  11 PagesDefinition of strategic human resource management ------------------------------ 02 1.2 Importance of human resource management in organisations ------------------ 02 1.3 Analysis of the framework of strategic human resource management. ---------- 03 2.1 Analyse the strategic human resource process ----------------------------------- 04 2.2 Assess the roles in strategic human resource management ----------------Read MoreQuestions On Human Resource Management1498 Words   |  6 PagesISSUE IN HUMAN RESOURCE MANAGEMENT Prepared by: Muhammad Salman Sami Roll # 1301064 What is HRM? Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. CURRENT ISSUE IN HRM INTRODUCTION Fundamentally, HRM is based on the assumption that employees are individuals with varying goals and needs and Human resources departmentRead MoreQuestions On Human Resource Management Essay2264 Words   |  10 Pages1. Background 3 1.2. Location 3 2. SCOPE MANAGEMENT: 4 a. To Visit the Site Investigate: 4 b. Catchment Analyses 4 c. HEC-HMS Modeling: 4 d. To design a detention basin: 4 e. Water quality quantity management: 4 3. HUMAN RESOURCE MANAGEMENT: 5 4. THE INTEGRATION MANAGEMENT 6 5. WORK BREAKDOWN STRUCTURE 7 6. NETWORK DIAGRAM 7 7. THE PROCURMENT PLAN: 8 8. TIME MANAGEMENT 9 9. COST MANAGEMENT 10 10. THE COMMUNICATION MANAGEMENT 11 11. RISK MANAGEMENT: 11 12. â€Å"RFT (Request for tender)† 12 13.Read MoreQuestions On Strategic Human Resource Management Essay7145 Words   |  29 Pagescontext of NZ organizations Conclusions Recommendations References Appendices Executive Summary Strategic Human Resource Management is an approach to the management of human resources that provide a strategic framework to support long- term business goals and support. This approach is concerned with structure, culture, values, quality commitment and matching resources to future needs. It is to ensure that a company has right people to do right jobs with the required skills, knowledgeRead MoreHuman Resource Management: Questions and Answers4846 Words   |  20 PagesQUESTION ONE Introduction Humans are an organization s greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today s organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectivenessRead MoreQuestions On International Human Resource Management Essay1716 Words   |  7 Pagesstudy Please find completed case study on International Human Resource Management-Padi Cepat on the basis for your reading and action. Sign: Name: Patel Nimisha Paper Title International Human Resource Management Paper Code 95.892(B) Term 1 2015 Lecturers : Dr. Robert Khan

Tranformation of the Medical Industry Due to Advances in...

Over the years, medical industry has shaped and transformed due to the recent advance in technology. It affects how we live and what we fear disease wise. With the incredible technology we have now we’ve been able to gather more research about ourselves, like our DNA and cells. We’ve been able to clone, create artificial organs, re-write our traits and even predict what we might have in the cancer. We can also make designer drugs, and how much better the market for them can get over time. With technology advancing every day of our lives soon we’d be able to create whole humans with different functions born to do certain things, literally. DNA is known as deoxyribonucleic acid. Deoxyribonucleic acid is a self-replicating material that is known to be in almost every living organism. DNA is shaped like a twisted double helix and is composed of long strands; sugars, phosphate groups as well as nitrogenous bases. This is organized into structures called chromosomes and placed within the nucleus of our cells. DNA contains our genetic information needed for the production of our other cells productions. The history of genetic research began with Gregor Mendel or the â€Å"Father of Genetics†. His study of plants and reproduction brought interest to the study of genetics. Around the same time as Gregor had conducted his studies, Friedrich Miescher discovered a substance called â€Å"nuclein†, he isolated a sample of what we know now as DNA. After his findings, his pupil, Richard Altman,

Managing Employee Retention and Turnover Essay Example For Students

Managing Employee Retention and Turnover Essay Managing Employee Retention and TurnoverEmployee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at the differences between retention and turnover, why employees stay, reasons why they leave, and what can be done to save them. We will also examine some external factors that will make employee retention and turnover reduction highest priorities for human r esource professionals in the twenty-first century. Basically, employee retention is measured by an employees longevity with a company, and is the desired outcome of a company hiring workers it wants and needs. Many organizations find it more productive and profitable to redirect resources formerly allocated to recruiting, hiring, orienting, and training of new employees and use them instead toward employee retention programs. Such programs identify good performers who are likely to leave the company and work proactively to retain them. Although there is no tried-and-true prescription for retaining good employees, there are five factors that have a proven positive impact on retention and they should be taken into consideration when developing an employee retention program:Supervisor/Employee relationship Immediate supervisors who are also leaders of people will be the most important people in the workplace of the future (Jamrog, 2004) Todays supervisor is expected to be a coach, a trainer, and a mentor. Foremost, he must be able to c ommunicate well up and down the organization. Employees who have honest, open relationships with their supervisors feel a sense of commitment to them. Employee engagement The best employees are motivated by tasks that are intellectually stimulating and provide variety and challenge while contributing value. Studies from the Gallup organization show that employees who have an above-average attitude toward their work will generate 38 percent higher customer satisfaction scores, 22 percent higher productivity, and 27 percent higher profits for their companies. Training Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In todays workplace, the more training employees get, the more likely the employer will retain them. According to a 1999 Emerging Workforce Study conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to leave within a year, versus only 12 percent of those who rate training opportunities as excellent. (Business Week, March 1, 1999)Recognition According to Rog er Herman, chief executive officer of The Herman Group, a management-consulting firm in Greensboro, N.C., you need to show your employees that you appreciate them, that you value their opinionsand show them in a lot of ways. Care and concern for employees on a personal level means more to many employees than compensation. Balance Managements recognition of the importance of personal and family life remains the top driver of employee loyalty. Employees who spend a moderate amount of time each week attending to personal matters while at work have a higher level of commitment to their employer than those who spend no time. (America @ Work 1999, Aon Consulting, Chicago, Illinois; 312.701.4844) Employers who provide a work/life/family balance are more successful in retaining employees. Traditionally, executives have used compensation strategies to solve retention problems, but in todays workplace high pay by itself is not enough to keep employees around. A recent survey by The Society for Human Resource Management ranked tuition reimbursement programs and vacation/holiday time as the top two retention initiatives being offered by employers. In addition, instant recognition programs, such as spot bonuses, are being used to reward excellence in performance as it occurs. Such programs give employees immediate gratification for their efforts rather than delaying it until annual reviews. Also, flexible work hours and telecommuting programs that allow employees to better balance their work commitments with their family duties are becoming more common. According to Ceridian Employer Services (2004), 90 percent of companies with more than 5,000 employees allow telecommuting. And 52 percent of large companies use virtual teams. Organizations must continually search for inn ovative ways to retain their best employees. Fortunately, the costs of these efforts are low in comparison to the high costs of turnover. Turnover of employees can be involuntary or voluntary. When a company lets go of an employee who has been a bad performer, has violated company policy, or broken a law it is usually considered involuntary turnover. So are layoffs. More often we speak of turnover in the context of being voluntary, or the unplanned loss of employees who leave on their own accord, but that the company would prefer to keep. This type of turnover is undesirable. Regardless of type, turnover costs are staggering. The quantitative costs include: hiring a temporary to fill the position or paying overtime to an existing employee, lost productivity, loss on training dollars invested in the employee who left, severance pay and benefits, as well as, advertising, recruiting, hiring, orienting, and training costs to fill the open position. Carl Kutsmode, Principal and founder o f the Tiburon Group, an Internet recruiting solutions consulting firm makes this observation, In many cases, reducing your turnover rate can significantly reduce your total staffing costs by as much as one half. The Journal of Business Strategy, 2003 estimates turnover costs in the United States at $5 trillion annually. There are also intangible costs associated with turnover, such as a drop in employee morale, poor service delivery, and lost customers. Though difficult to quantify, they impact both productivity and profitability. Because employees are inclined to state politically correct reasons for resignation, companies often conduct exit interviews to obtain value feedback. Using human resource personnel to conduct the interview establishes a safe zone for employees to openly share their thoughts. To further encourage communication, questions should be open-ended, prepared in advance, and designed with a purpose. Buhler (2004) recommends including the following questions:What did you most enjoy about your job? What did you least enjoy?What did you like about the management style at the company? What did you dislike?What would you have changed at the company if you had been given the opportunity?Is there anything that would have resulted in your staying with the company?What is your new position providing you differently from your position here?Exit interviews can be used to track trends in turnover that may be rooted in discrimination, improper training, or inadequate pay or benefit programs. Employers can use this information to make appropriate changes or take corrective action, if needed. Exit interviews should always maintain a positive note so that employees realize their feedback is welcome and appreciated, and so their closure with the company is a positive experience. Some employers choose to wait three to six month before conducting exit interviews. These are often done by mail, phone, or online and may take the form of a survey or be outsource d to a third party. The belief is that as time passes, former employees tend to be less hesitant and more objective in their responses. The results from exit interviews only prove valuable if they are used productively within the organization. By examining the core reasons given for turnover, a company can implement strategies to reduce it. These strategies can form the basis for the employee retention program. Christian Timbers, a leading global executive search firm, gives these top ten reasons for why employees leave:Boredom or lack of challengeLimited opportunities for growth and advancement (40% of resignations)Lack of appreciationLow expectations and standards for the positionNoncompetitive compensation packagesInferior or ineffective co-workersLack of leadership or poor supervisionPervasive bureaucracyUnreasonable work hoursCommute or location of company By combining turnover and retention information, a company can see why people leave and what can be done about it. Each of the ten reasons for leaving listed here could be reduced or eliminated with a proactive employee retention program, one that is centered on factors that employees themselves have given as reasons for staying with their employer. Again, these factors stress good supervisory/employee relationships, engage employees in their work, provide training opportunities, recognize and appreciate employees, and offer flexibility and balance in work, life and family duties. By profiling what makes an employee stay, companies can establish proactive retention programs that reduce the number of turnovers. Hamlet as a Comment on Humanity Essay. ReferencesAARP. 2002, Staying Ahead of the Curve: The AARP Work and Career Study. Wahington, D.C.: AARPRetention rodeo. Buhler, Patricia M. The exit interview: a goldmine of informationSource: Supervision v. 63 no4. (Apr. 2002) p. 15-17. Database: WilsonSelectPlus. Ceridian Employee Services, http://www.ceridian.com/myceridianChristian Timbers, www.ctnet.com Frank, Fredric D. The Race for Talent: Retaining and Engaging Workers in the 21st Century. Source: Human Resource Planning v.27 no3 (2004) p. 12-25. Database: WilsonSelectPlus Jamrog, Jay. The Perfect Storm: The Future of Retention and Engagement. Source: Human Resource Planning v. 27 no3 (2004) p. 26-33. Database: WilsonSelectPlus. Society for Human Resource Management (2003). Older Workers Survey. U.S. Department of Labor, Bureau of Labor Statistics (2003) Customized Data Compilation, November 20. Demographics and Destiny: Winning the War for Talent, Watson Wyatt Worldwide, Bethesda, Maryland; 301.581.4600http://www.hermangroup.com/retentionconnection/http://www.capitalhgroup.com/weAre/research/KeepingTopTalentSurvey.pdf

Interview About Pets Essay Example

Interview About Pets Essay Characteristics of the interviewee: Elderly women in her fifties Empty nester- no kids Has 13 cats at home There are 300 cats on campus. This is the fourth time somebody brought it to me. He has got a collar with at tag on him saying my home is UTA. Anyway we do a lot of rescuing on campus. My husband’s second job, he works at a vet clinic. The vet clinic he works for has a kitten that somebody just brought in and dumped, he has three of them home. We have plenty of them at home. He has got three from the clinic and one from trapped three weeks ago. Anyway we have 13 at home. I never had cats before. In India we have three dogs at home, in India its still not popular to have cats at home. Right, yeah cats are not pet to you guys, and there is usually a lots of dogs in the streets and not lots of cats right. Here in this campus you wouldn’t know there are lots of cats. At nights you see a lot. A bunch of them near the engineering building since they started construction over there, now there are at the life science building. The oldest one there on campus he has probably been there for 12 years. He is a grown old man, he has been here for a long time. There are around and you hardly see them. We will write a custom essay sample on Interview About Pets specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Interview About Pets specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Interview About Pets specifically for you FOR ONLY $16.38 $13.9/page Hire Writer I feed a group at the Lutheran centre and you see my cats usually comes out and I have to be really careful when I walk across the street, if they see me they run into the street. I have to approach, make sure I make no noise because when they see me, they come running and I don’t want them to run across uta blvd. Yeah its not safe (smile) Its not a good thing (laughing) (She was showing her pet frog in a case case) the whole thing about animals is that you have to make them comfortable. Make them happy pet. Yeah. We have a small fish tank at home, because in uta housing we are not allowed to have pets. No pets. So we have a small fish tank with the gold fishes and the cuppies. Its good to have pets at home. Well I had a 100 gallon tank at home with gold fish in it and when the winter came in we put the tortoises in it, when they were smaller. Now my husband gave the 100 gallon tank for some guy who uses it for snakes, this was in 1987. That was in 1987. I had pets for a long time. Long history of pets Yeah. We never had dogs before because I had always been partial to cats. Now we can leave the cats all day long and we have little cat boxes. They are self sufficient. Working full time you can still have quite a few cats and maintain. Saturday we usually are at the vets office from 8am till noon when they close because they need shots, flu checks and when we have 13 there is going to be something every weekend. Yeah somebody obviously needs something or the other. The only animal that we ever bought a, that I ever have put in a casket was this little girl and she was my grand champion. She was 13 when I had to put her down. I had this cat for so long and this was the animal like 1 in a million okay. We have lots of cats. I had to put him down when he was 13 and he had a kidney failure. hen they get that old their kidneys fail, in cats the kidneys go the first thing and it is not fair to keep them alive. They just lose their fluid. So anyway this little girl was the very first grand champion cat I have ever had. This was the only one for which the casket was built for. Usually we wrap them in a towel and put them down. For her we had a special wood en box made for her, wrapped in her favorite blanket lining. I did the whole thing. I am the one who dug her the hole for her body. I was like okay. She was the only one who got the casket. She was not the regular (pause) I can’t even explain. It was one of the special ones. Yeah even for one of my pets, mom didn’t want to send her just like that. She wrapped her in her saree before sending her. She was the only one for casket. The rest of them we just wrapped in their favorite blankets. We have heating pads for pets at home, we don’t heat the house. Yeah that good because we will not be able to accustom to that heat at home. Whoever is gonna buy our home is going wonder whether we have a pet cemetery in our backyard. We have tortoises, parrots. Do cats needs lots of physical activities like dogs? The cats make up their own games and they don’t need to have one. So they don’t need to have a strict fitness regime. No they don’t. we have cats under the age of 1. They are nuts. They just run around, chase each other. They are crazy. We call crazy hour. Right before you feed them. Its like â€Å"hurry mom, are you coming? † Do you get to train them? No. I cant say any of my cats are trained. What about cats climbing? Our house is not made for people anymore. When me and my husband moved in we took all the carpet off. Carpets are something which are worse for people with asthma. How about grooming the pets. All my cats except one are short hair. I don’t want them to have. Every day I check them for bumps and lumps. That’s how I found cancers in some of our older cats. When they get older you really need to stay on top of that. Just a regular examination would help. Right. The UTA cats gets lots of abscess. The only one for which we got a casket was for this one. (she showed me the picture of the cat) when was this. This was way back in 1997. I don’t think there was even option of getting a casket. So built your own? Yeah. I don’t remember there was one. PetSmart was new to the area. I don’t think they had an idea of casket. That’s a sad part and I don’t think they would link this to the happy pet store. I don’t think people are going to accept that. â€Å" This is a happy place† The pet casket part I did it for me and not for her. I did it for me because she was gone. But there are people who do pet cemetery, but I hear horror stories that they are not maintained and they are not buried as they are supposed to be. Of course lots of people who live in apartments, they don’t really have a choice. They either leave their veterinarian take their pet. Lots of veterinarian do cremation and they give their ashes to you. I personally feel to donate the pets organs before burying or cremating. What do you feel about these pictures. Once your animal is down, the veterinarian wraps it and puts it in a box so that you don’t sit with your pet in hand that is dead. They want you get the image out of your head, put it away immediately. So do you think the pet casket removes the psychological breakdown by taking your pet’s image away from you. And that helps you to bring down the emotion and depression. Do you have any idea about the pet casket varieties and price. Frankly speaking I don’t have any idea about the current options for caskets in the market.