Aspects of Human Resource Management
|
|
- Godwin Allison
- 5 years ago
- Views:
Transcription
1 Aspects of Human Resource Management Human resource management (HRM) entails the planning and organization related to the efforts of achieving the full potential of the human resource within any organization. The human resource in an organization includes all the skills and abilities possessed by individual employees within an organization. There is a need to plan and enhance synergy in an organization so that the potential of the human resource can be fully attained. This branch of management greatly contributes to the overall management of the organization. The HRM branch is tasked with establishing and maintaining better relations within the human workforce in any organization. HRM attains this through evaluation, application, and development of programs, procedures and policies that relate to the human workforce in order to maximize their contributions in an effort to realize and organizations goals and objectives. In a nutshell, the HRM department is tasked with the enhancement of collaboration and positive relations among employees so as to attain better results for the organization. This department has to enhance good and positive relations between the organization and its employees and between the employees as a general workforce. According to Ankur (2009), the scope of operations within the HRM department spans three main areas, namely personnel aspect, welfare aspect and industrial relations aspect. The personnel aspect deals with recruitment, manpower planning, promotion, selection, training, development, transfer, placement, retrenchment, incentives, remuneration, productivity and layoff. The HRM welfare aspect is concerned with amenities in the workplace, working conditions, transport, housing, health, education, medical assistance, recreation and safety-just to mention but a few. On the other hand, the industrial relations aspect of HRM deals with collective bargaining, worker s union management, disciplinary procedures, settlement of grievances, joint consultation and a lot more (Ankur, 2009). This paper evaluates how HRM is able to achieve its goals and objectives with regard to attaining optimal contribution from the workforce which is directed towards achieving the best for the organization in terms of reaching its goals and objectives through the enhancement of synergy among the various aspects of HRM. 1 / 9
2 In order to attain the HRM goals and objectives an organization employs a careful analysis of the various HRM aspects and tries to find a way through which it can enhance the better functioning of the workforce by maneuvering the variables associated with the specific HRM aspects. The aspects under focus in most HRM departments include EEO (Equal Employment Opportunity) and AA (Affirmative Action), human resource development, safety and benefits, human resource planning, selection and recruitment, and labor and employee relations. Equal employment opportunity (EEO) and Affirmative Action (AA): EEO and AA principles were set forth by the government under legislative laws that govern employment both in the private and public sector. These laws were set forth to prevent discrimination based on gender, race, nationality or ethnicity especially, in the processes of hiring and selection of prospective employees. Apart from catering for concerns of discrimination the observance of EEO and AA standards ensures that best and highly qualified employees are hired based on merit rather than other irrelevant factors which may be irrelevant to the required skills that can promote better contribution to the job (Ulrich, 2005). For example if a HRM officer hired a white employee by virtue of his race whilst discriminating against an Asian employee with higher qualification and proven competence, the action may not be directed towards the good and ends of the organization, because the white employee hired by virtue of his race may be unable to optimally deliver and thus contribute less towards achieving the organization s objectives and goals. This is a clear example of where HRM may fail if it does not consider important aspects with regard to EEO and AA principles. Therefore, the EEO and AA aspects of HRM ensure that the workforce of an organization is selected based on merit and that the organization is able to achieve the best possible results when the best are selected among the ranks of the workforce (Ulrich, 2005). The principles guiding EEO and AA offer justice and equality to employees, job seekers and the organization too, because it is enabled to get the best workforce that could further its objectives. EEO and AA also play a role in ensuring that recruitment and selection processes are done appropriately and in accordance to the stipulations of the law. Therefore, the policies that define EEO and AA are directly related to hiring and selection processes. Whilst highlighting affirmative action it is good to be cognizant of the fact that AA should not over-ride the principles of merit. Under the principles of merit, the best and highly qualified candidate shall get the designated work position regardless of his or her race, gender, marital status, ethnicity, 2 / 9
3 et cetera. Merit as principle thus pervades the all aspects related to AA, EEO, hiring and selection (Ulrich, 2005). As a result of EEO and AA implementation we anticipate a more diverse and multicultural working environment in the future. The U.S is a particularly diverse and multicultural nation and this diversity is expected to be reflected in the future s workplaces if the principles of EEO and AA are complied with, which is actually expected because these principles are reinforced by the rule of law. Therefore, future concerns about HRM should be more focused towards bettering their ability to manage a multicultural workforce where multiculturalism will definitely matter a lot. Human resource planning: Is a HRM process entails the identification of present and future human workforce requirements necessary for the organization to obtain its objectives and goals. Organizations transform through time and the human resource requirements change as time goes by. The HRM department needs to be aware of possible changes that may occur in the present and the future so as to plan for activities of restructuring such as layoffs and retrenchments where some human services may become unnecessary or for hiring and recruitment where new duties may arise and new skills be required to fulfill the new goals and objectives that may have arisen (Ulrich, 2005). A good example would be an organization that had been managing its information in physical files, and now wishes to transfer information management into automated systems such as computer based databases. Such a plan in the change of information management may definitely require the current staff members to be laid off and new IT qualified individuals to be hired for the new tasks that will have arisen. The ability to project and plan the HR requirements and clearly define the qualifications required, criterion of hiring and time of hiring is what constitutes human resource planning. The process helps attain the primary goals of the organization by ensuring that the required workforce will be available when required by the organization for use in accomplishing its purposes. Notably, HR planning goes hand in hand with the activities of hiring, selection and even laying off. 3 / 9
4 The future of human resource planning requires a systematic approach in defining the present requirements and being able to project far into the future. This requires a careful assessment of the advances in technology and shifts in production processes and service delivery. The planning process should be more focused on technological changes in order to clearly forecast the future. Recruitment and selection: Recruitment and selection entails the processes involved in choosing the candidates that are deemed most fit for tasks within the organization. It also has to with recruitment- a process through which prospective employees chosen and brought into workforce by integration. This is a very important process because it is meant to be the determinant of the quality of the workforce and hired individuals. Through the process, the best possible people are hired-these should be highly competent people that can help the organization reach its objectives (Deb, 2006). It involves analyzing competencies, qualifications and experience in relation to the designated work. The processes of selection and recruitment are related and merged with EEO and AA considerations and they are coupled to enhance the acquisition of the best workforce. Organizations have nowadays transformed a great deal from the past. In the past there was a trend towards permanent employment and seeking people that would always be available, however; currently organization are more concerned with seeking creative alternatives ways of doing more with less resources. As such they have resulted to methods such as outsourcing and contract hiring, where employees are hired for a specific period of time to accomplish tasks and then exit from the organization. Customer satisfaction drive has also led to the trend of competency considerations in hiring. In the past organizations offered job security, employment 4 / 9
5 and promotion for conformity and loyalty, but nowadays there is trend to exchange high performance for higher pay rather than security and as such competency comes fast in the considerations made when hiring (Deb, 2006). There is also a shift towards considering professional ethics, integrity, and innovation and learning ability in addition to competency. Long gone is the time when only high qualification mattered. Human resources development (HRD): HRD concerns itself with development or enhancement of the organizational and personal skills, abilities and knowledge of the workforce. It is a process through which the HRM ensures that the current employees are up to date with regard to knowledge and technological developments that are currently required for the advancement of the organization towards attaining its goals. A good example is through the initiation of training programs that for example take employees through training sessions which allow them to learn new skills required in the current labor market and service industry (Ulrich, 2005). Other HRD activities include mentoring, coaching, performance management and career development. All these serve to better the skills of the already acquired workforce to ensure it conforms to the current labor market levels. It is also important in increasing a company s competence in the market, because workers can form the best competitive advantage edge for a business. The future of HRD shall entail the combination of activities such as human resource planning and recruitment and selection in order to create a road map on how to acquire a staff that needs lesser training through streamlining selection to specific levels of competencies that ensure there will be lesser HRD efforts required, because these are costly and they tend to cause interruptions. Predictions from HRD planning will be used to design current and future training necessary for any future changes and requirements in competencies. 5 / 9
6 Compensation and benefits: Compensation and benefits in HRD relates to the establishment and control of procedures and rules that govern variable pay, salary scales and benefits within the organization s payment and benefit structure (Ulrich, 2005). This is an important aspect of HRM that is related to hiring and recruitment because it determines the remuneration and benefits that the new employees will be entitled to. The process of establishment has to be well coordinated with recruitment so as to enhance competitive and attractive packages that can not only attract the right and competent workforce, but also ensure its retention which is essential in avoiding interruptions that may hinder the ability to reach the desired goal. Deb (2006) states that, the current labor market is very competitive and as such the employers have to set up competitive packages to attract more qualified and competent employees. The current trend in setting compensation and benefits requires most value seeking organizations to go beyond the market competition and comparisons of competitors to set up unique provisions on benefits and compensations that may not be expensive but attractive, such as part-time working that enables employees to trade lesser pay for more free time to engage in other personal ventures and pursuits. Safety and Health: The aspect of health and safety in HRD is concerned with ensuring that the employees are free from illnesses and in their optimal functioning capacity. It is also concerned with ensuring that employees are working under safe conditions that do not endanger their lives. The planning on safety and health enhancement is meant to reduce workplace injury, absenteeism, grievances, work related injury suits, employee turn over and increase morale. The maintenance of a healthy workforce ensures that they are available to work optimally and with very little absenteeism thus ensuring true value for their labor is attained in trying to reach 6 / 9
7 the goals of the organization. The current trends in relation to safety and health are more concerned with enhancing safer working environments that enhance better and safe working conditions. There is also an extensive look into how workplace related stressors can be reduced, because it has been established that stress related problems are now affecting the workers more than ever before (Deb, 2006). Employee and labor relations: This section of HRM practices is concerned with the implementation of labor relations in the industrial set up and it is charged with properly interpreting labor laws and current trends in wage and salary levels in order to supply the management with information required for collective bargaining and the making of negotiations. These activities require knowledge in labor laws, wage data and economy analysis as well as proficiency in bargaining procedures (Ulrich, 2005). This is the area that has traditionally been concerned with conflicts relating to strikes and litigations. The current approach in this area is to adopt conflict resolution methods that lead to the least cases of interruptions and fewer cases of litigation. The generally adopted trend may involve seeking arbitrators to resolve matter away from the courts to minimize costs and disruptions. 7 / 9
8 All these aspects of HRM are equally important because each of them addresses a single, different element within HRM activities. However, it has to be noted that they are all related in one way or another, and at times they complement each other. For example the selection and recruitment rely on human resource planning to define the kind of qualifications and requirements that may be necessary for certain task and therefore; the human resource planning directly influences the selection and recruitment process. Therefore, in order to optimize HRM contribution towards achieving the organization s goal and objectives there is a need for all these aspect to be synergized in a manner that will allow them to complement and supplement each other so that they can lead to success in reaching the goals of an organization (Deb, 2006). Conclusion Human resource management (HRM) entails the planning and organization related to the efforts of achieving the full potential of the human resource within any organization. The human resource in an organization includes all the skills and abilities possessed by individual employees within an organization. There is a need to plan and enhance synergy in an organization so that the potential of the human resource can be fully attained. This can only be attained if all aspects of HRM and their related activities are harmonized to complement and supplement each other in an effort to reach the designated goal. 8 / 9
9 References Ankur (2009),. Human resource management: scope, nature, objectives and functions, retrieved on 15 th April 2011 from -scope-objectives-and-function Deb, T. (2006),.Strategic Approach to Human Resource Management, Atlantic Publishers & Distributors Ulrich, D. (2005),.The future of human resource management: 64 thought leaders explore the critical HR issues of today and tomorrow, John Wiley and Sons 9 / 9
Managing Human Resources Bohlander Snell
1 MANAGING PEOPLE Introduction to Human Resource Management Managing Human Resources Bohlander Snell 14 th edition PowerPoint Presentation by Charlie Cook The University of West Alabama Chapter Contents
More informationManaging Human Resources
1 MANAGING PEOPLE Introduction to Human Resource Management MATHISHA HEWAVITHARANA Managing Human Resources MBA (Col),BBA Sp.Mktng (Col), PPG DIP. In Mktng (UK), MCIM (UK), Chartered Marketer (UK), Bohlander
More informationHuman Resource Management
Paper: 1 Module: 1 Introduction to HRM: Meaning, definition, scope, objectives and functions of Principal Investigator Co-Principal Investigator Paper Coordinator Content Writer Prof. S P Bansal Vice Chancellor
More information1: NATURE CONCEPTS AND FUNCTIONS OF HRM
Subject Paper No and Title 9: HUMAN RESOURCE MANAGEMENT Module No and Title Module Tag 1: NATURE CONCEPTS AND FUNCTIONS OF HRM COM_P9_M1 TABLE OF CONTENTS 1. Learning Outcomes 2. Introduction Human Resource
More informationHRM. Unit 1. Dr. Vinita Pimpale. Dr. Vinita Pimpale R.A.Podar College of Commerce & Economics
HRM Unit 1 1 What Is Human Resource Management? Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people
More informationStaffing (Human Resource Management)
Staffing (Human Resource Management) What is Staffing? Why Is HRM Important? Research Findings: A source of competitive advantage People-oriented HR creates superior shareholder value As an important strategic
More informationAbout the Tutorial. Audience. Prerequisites. Disclaimer & Copyright. Human Resource Management
[DOCUMENT TITLE] About the Tutorial Human Resource Management is an operation in companies, designed to maximize employee performance in order to meet the employer's strategic goals and objectives. It
More informationApprenticeship Program
Apprenticeship Program HANDBOOK $ Earn. Learn. Succeed. 1 CONGRATULATIONS ON TAKING CHARGE OF YOUR CAREER! Welcome to the Barnes Group Apprenticeship Program! This program helps you take charge of your
More informationPART I HAWAII HEALTH SYSTEMS CORPORATION STATE OF HAWAII Class Specification for the Classes:
HAWAII HEALTH SYSTEMS CORPORATION 17.079 STATE OF HAWAII 17.080 17.081 17.082 Class Specification for the Classes: EM-01; EM-03; EM-05; EM-07 BU:35 Duties Summary: This series includes only those positions
More informationPHR. Exam Content Outline CERTIFICATIONS IN HUMAN RESOURCES PHR. Professional in Human Resources
CERTIFICATIONS IN HUMAN RESOURCES PHR Professional in Human Resources PHR Exam Content Outline NOTE: The 2018 revisions to the PHR exam content outline go into effect for all PHR exams delivered on or
More informationHUMAN RESOURCE MANAGEMENT: AN OVERVIEW
HUMAN RESOURCE MANAGEMENT: AN OVERVIEW 1 Chapter Objectives Explain human capital management. Define human resource management. Identify the human resource management functions. Identify the external environmental
More informationCertification Course KMAC PHR/SPHR/GPHR
Certification Course KMAC PHR/SPHR/GPHR Module 1 Strategic Management Module 2 Workforce Planning and Employment Module 3 Human Resource Development Module 4 Total Rewards The Role of Human Resources
More informationNU Website - Human Resources Handbook for Policies NU Values Administration
University of Nebraska at Omaha DigitalCommons@UNO Employee-Related Portfolio/Visit 2016-18 4-26-2010 NU Website - Human Resources Handbook for Policies NU Values Administration NU Human Resources Follow
More informationWest Virginia University Compensation Strategy Non-classified Employees August, 2015
West Virginia University Compensation Strategy Non-classified Employees August, 2015 Background: Mission - West Virginia University s primary mission is to provide high-quality programs of instruction
More informationChapter 9 Attracting and Retaining the Best Employees
Chapter 9 Attracting and Retaining the Best Employees 1 Describe the major components of human resources management. 2 Identify the steps in human resources planning. 3 Describe cultural diversity and
More informationHUMAN RESOURCES PROFESSION IS VERY CHALLENGING IN BANGLADESH
HUMAN RESOURCES PROFESSION IS VERY CHALLENGING IN BANGLADESH Chapter-1 INTRODUCTION The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization
More informationHuman Resources FTE s
401 Human Resources Human Resources 220.2 FTE s General Manager Human Resources 4 FTE's Director Labour Relations 2 FTE's Organizational Effectiveness 2 FTE's Director Compensation Payroll & Benefits 2
More informationCHAPTER 12 HUMAN RESOURCE MANAGEMENT AND THE SA LABOUR LEGISLATIVE FRAMEWORK
CHAPTER 12 HUMAN RESOURCE MANAGEMENT AND THE SA LABOUR LEGISLATIVE FRAMEWORK Chapter content Introduction The relationship between line management and the human resource (HR) department Human resource
More informationJob Description. Human Resource Officer. Human Resource Officer 4/4/2017 Page 1
Job Description 4/4/2017 Page 1 PURPOSE OF THE POSITION The is responsible for providing support in the various human resource functions, which include recruitment, staffing, training and development,
More informationThis course supports the assessment for Managing Human Capital. The course covers 4 competencies and represents 3 competency units.
This course supports the assessment for Managing Human Capital. The course covers 4 competencies and represents 3 competency units. Introduction Overview This course focuses on strategies and tools that
More information2018 SPHR. Exam Content Outline CERTIFICATIONS IN HUMAN RESOURCES. SPHR Senior Professional in Human Resources
CERTIFICATIONS IN HUMAN RESOURCES SPHR Senior Professional in Human Resources 2018 SPHR Exam Content Outline NOTE: The 2018 revisions to the SPHR exam content outline go into effect for all SPHR exams
More informationKey essential skills are: Continuous Learning, Oral Communication, Problem Solving, Reading Text and Writing. Level 1. Level 2
NOC: 0112 Occupation: Human Resources Professional Occupation Description: Responsibilities include the planning, organizing, directing, controlling, evaluating and operating of human resources and personnel
More informationHUMAN RESOURCES PROGRAMS
HUMAN RESOURCES Human Resources (HR) strategically, and cost effectively, recruits, retains, motivates, rewards, and develops Metropolitan s employees. PROGRAMS The focus of Human Resources is to foster
More informationEmployment & Labour Law Practice
Employment & Labour Law Practice Experts in Employment Law ABSOLUTE SPECIALIZATION DEFINITIVE ADVICE POWERFUL LITIGATION Our Employment & Labour Law Practice has in-depth, genuine and proven expertise
More informationHRM Legal Environment
Figure 10.1 Components of a HRM System 10-1 Recruitment & Selection Labor Relations Training & Development Pay & Rewards Performance Appraisal & Feedback HRM Legal Environment 10-2 Management of HR is
More informationNEMO Workforce Investment Board, Inc. Workforce Investment Act Work Experience Program Scope of Work
NEMO Workforce Investment Board, Inc Workforce Investment Act Work Experience Program Scope of Work The Work Experience Program Component is for youth (ages 16-21); it is a planned, structured hands-on
More information> > > > > > > > Chapter 9 Human Resource Management, Motivation, and Labor-Management Relations. Kamrul Huda Talukdar Lecturer North South University
> > > > > > > > Chapter 9 Human Resource Management, Motivation, and Labor-Management Relations Kamrul Huda Talukdar Lecturer North South University Human resource management - function of attracting,
More informationPosition Description for DVR Employment Specialist
1 Position Description for DVR Employment Specialist Position Purpose To expand competitive employment opportunities for persons with disabilities by establishing partnerships with community agencies and
More informationThe Management Process
1-1 The Management Process Planning Organizing Staffing Leading Controlling 1-2 Management Process Planning Goals and standards Rules and procedures Plans and forecasting. Organizing Tasks Departments
More informationGovernment-Wide Diversity and Inclusion Strategic Plan 2011
Government-Wide Diversity and Inclusion Strategic Plan 2011 Our Nation derives strength from the diversity of its population and from its commitment to equal opportunity for all. We are at our best when
More informationEQUAL EMPLOYMENT POLICY AND AFFIRMATIVE ACTION PLAN
EQUAL EMPLOYMENT POLICY Adopted by the City Council: January 18, 2005 Effective: January 18, 2005 Resolution No. 2005-06 INTRODUCTION The City of Ashland fully supports the concepts and practices of Affirmative
More informationThe human resource management function the employment cycle. Business Management Unit 3 Area of Study 1
The human resource management function the employment cycle Business Management Unit 3 Area of Study 1 Phases of the human resource/staffing process and their related activities Phase Activities Stage
More informationICMI PROFESSIONAL CERTIFICATION
ICMI PROFESSIONAL CERTIFICATION Contact Center Management Competencies The ICMI Professional Certification Contact Center Management Competencies specify job role-specific knowledge, skills and abilities
More informationUNDERSTANDING THE WORKPLACE
UNDERSTANDING THE WORKPLACE The Ever-changing Workplace and Workforce of the 21 st Century Spending 20 plus years with one employer is a thing of the past due to many factors, such as: Rapid technological
More informationWhy we have a Supplier Code
((UG 1)) Supplier Code ((UG 4)) Why we have a Supplier Code As a food manufacturer, we have a fundamental responsibility to ensure the safety and quality of our products. As the world s leading manufacturer
More informationHuman resources policies and employee documentation Guidance note
EBRD Performance Requirement 2 Labour and working conditions Human resources policies and employee documentation Guidance note This document contains references to good practices; it is not a compliance
More informationSUPERVISOR ORIENTATION TRAINING. Presented by Human Resource Services
SUPERVISOR ORIENTATION TRAINING Presented by Human Resource Services Program Objective The Supervisor Orientation Training program will provide supervisors with an overview of the information and tools
More informationTITAN People Management Framework
TITAN People Management Framework Our Vision Throughout our long history, TITAN has been a people driven organization, recognizing that sustainable growth relies on the caliber, behavior and collaboration
More informationHuman Resource and Talent Management
Human Resource and Talent Management Human Resource Management and Business Strategy HR professional is now partner in helping company attain its business strategy. HRM needed to help company attain high-level
More informationEMERGING CHALLENGES IN HRM
EMERGING CHALLENGES IN HRM DR. SUDHEENDRA RAO L. N. Professor Dayananda Sagar Institutions Bangalore (KR) INDIA VENKATESH PRASAD B. G. Alliance School of Business, Alliance University Bangalore (KR) INDIA
More informationASHHRA Leadership Initiative Raise Your Voice, Raise Your Skills
ASHHRA Leadership Initiative Raise Your Voice, Raise Your Skills Introduction Changes are occurring in health care every day. As HR professionals, we continually face new demands and expectations from
More informationCHAPTER 4 Recruitment Selection Affirmative Action
CHAPTER 4 Recruitment Selection Affirmative Action Section 1 Section 2 Policy Statement: It shall be the policy of Rusk County to recruit and select the best qualified persons for positions in the County
More informationCITY OF ASHLAND EQUAL EMPLOYMENT OPPORTUNITY POLICY AND AFFIRMATIVE ACTION PLAN
INTRODUCTION The City of Ashland fully supports the concepts and practices of Affirmative Action and Equal Opportunity as a means to enhance diversity and breakdown barriers in the workplace. We strive
More informationEmployee Relations Department Anchorage: Performance. Value. Results
Anchorage: Performance. Value. Results Mission Develop and maintain programs in accordance with federal, state and municipal law that efficiently and effectively attract, develop and retain qualified employees
More informationCERTIFICATIONS IN HUMAN RESOURCES. aphri TM Associate Professional in Human Resources - International TM aphri. Exam Content Outline
CERTIFICATIONS IN HUMAN RESOURCES aphri TM Associate Professional in Human Resources - International TM 2018 aphri Exam Content Outline aphri Exam Content Outline At-a-Glance: aphri Exam Weighting by Functional
More informationVice Chancellor, Human Resources District Office Kern Community College District JOB DESCRIPTION
Vice Chancellor, Human Resources District Office Kern Community College District JOB DESCRIPTION Definition Under the direction of the Chancellor, the Vice Chancellor, Human Resources provides leadership
More informationCERTIFICATIONS IN HUMAN RESOURCES» Senior Professional in Human Resources - International TM. SPHRi EXAM CONTENT OUTLINE
CERTIFICATIONS IN HUMAN RESOURCES» SPHRi TM Senior Professional in Human Resources - International TM SPHRi TM EXAM CONTENT OUTLINE SPHRi EXAM CONTENT OUTLINE AT-A-GLANCE SPHRi EXAM WEIGHTING BY FUNCTIONAL
More informationMODEL AFFIRMATIVE ACTION PLAN INTRODUCTORY STATEMENT
MODEL AFFIRMATIVE ACTION PLAN INTRODUCTORY STATEMENT The Massachusetts Legal Assistance Corporation expects all MLAC-funded legal services programs to have an Affirmative Action Plan that covers a program
More informationPower of Human Resource Management in the booming Sri Lankan Economy*
Power of Human Resource Management in the booming Sri Lankan Economy* By Professor Dr. Henarath H.D.N.P.Opatha BSc Bus Adm (Special) (USJ); MSc Bus Adm (HRM) (USJ); MBA (Birmingham); Dip PM&IR (CTC); Dip
More informationObligation to Return Injured Workers to Work
Background Obligation to Return Injured Workers to Work After a work injury, return-to-work options for the injured worker could include the following: The concepts of modified work, permanent accommodation,
More informationPOST GRADUATE DIPLOMA IN HUMAN RESOURCE MANAGEMENT (PGDHRM) Semester I PROGRAMME CURRICULUM
POST GRADUATE DIPLOMA IN HUMAN RESOURCE MANAGEMENT (PGDHRM) PROGRAMME CURRICULUM Semester I 1. Human Resource Management 2. HR Development & Training 3. Performance and Potential Management 4. Industrial
More informationIPMA-CANADA INTERNATIONAL CERTIFICATION PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE
IPMA- Canada INTERNATIONAL PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE INTERNATIONAL PROGRAM is a national human resource management association whose mission is to promote excellence
More informationEMPLOYMENT EQUITY POLICY
EMPLOYMENT EQUITY POLICY 1) Approved by the COUNCIL on 11 March 2005 2) Revised July 2011 TABLE OF CONTENTS 1 Preamble 1 2 Purpose of the Policy. 3 3 Application 3 4 Guiding principles... 3 5 Implementation
More informationSelected Discussion Questions
Selected Discussion Questions Chapter 1 Introduction to Labour Relations 2. Readers who have worked in a unionized environment should consider the following question in the light of their experience: To
More informationSt. Joseph's Journal of Humanities and Science ISSN:
16 L. Santhana Raj / St. Joseph s Journal of Humanities and Science (Volume 4 Issue 1 January 2017) 16-20 St. Joseph s Journal of Humanities and Science (Volume 4 Issue 1 January 2017) 16-20 St. Joseph's
More informationDepartment: Management and Marketing ECTS Information Package. Major: Business Management and Entrepreneurship
SOUTH-WEST UNIVERSITY NEOFIT RILSKI 2700 Blagoevgrad, 66 Ivan Michailov Street Tel. + 359 /73/ 8855 01, Fax: + 359 /73/ 8855 16 E-mail: info@aix.swu.bg http://www.swu.bg ECTS Information Package Major:
More informationWage and Salary Administration
CHAPTER - 5 Wage and Salary Administration Wage and Salary Fixation. Constitutional Perspective and norms for wage and salary determination. Law relating to payment of wages, salary and bonus. Regulation
More informationModel Job Descriptions for an Overtime-Exempt Account Manager & an Overtime-Exempt Recruiter
Model Job Descriptions for an Overtime-Exempt Account Manager & an Overtime-Exempt Recruiter Prepared by: William S. Josey, Esq. William S. Josey, LLC willisj@aol.com 813-390-6045 Commissioned by: Mark
More informationChesterfield Police Department. Recruitment Plan. The City of Chesterfield is an Equal Opportunity Employer
Chesterfield Police Department Recruitment Plan The City of Chesterfield is an Equal Opportunity Employer Revised August 1, 2014 RECRUITMENT PLAN I. PURPOSE The purpose of this document is to develop and
More informationGeneral Guide to Employment Law Introduction
General Guide to Employment Law Introduction In recent years, the relationship between employer and employee has been regulated more and more by legislation, much of which has originated at EU level. Human
More informationMidpeninsula Regional Open Space District
Midpeninsula Regional Open Space District HUMAN RESOURCES MANAGER DEFINITION Under general direction, plans, manages, develops, implements and directs the District s human resources services and functions,
More informationDescription of Module Subject Name Management Paper Name Human Resource Management Module Title Human Resource Information System Module ID Module 39
Items Description of Module Subject Name Management Paper Name Human Resource Management Module Title Human Resource Information System Module ID Module 39 Pre-Requisites Understanding the nature of Human
More informationCorporate Social Responsibility. Best Practice Principles. For. Wan Hai Lines Ltd.
Corporate Social Responsibility Best Practice Principles For Wan Hai Lines Ltd. Chapter 1 General Principles Article 1 The Principles has been stipulated according to the Corporate Social Responsibility
More informationHRM is the management of people at work.
Unit-I What is HRM? HRM is the management of people at work. Human Resources Management refers to the task of managing people belonging to the different section of the society. 2. Definition of HRM. (
More informationExecutive Order Affirmative Action Program for Minorities and Women. Cascade Engineering Family of Companies
Executive Order 11246 Affirmative Action Program for Minorities and Women Cascade Engineering Family of Companies Executive Order 11246 Affirmative Action Program for Minorities and Women Cascade Engineering
More informationCHAPTER 2 STRATEGY AND HUMAN RESOURCES PLANNING
CHAPTER 2 STRATEGY AND HUMAN RESOURCES PLANNING TRUE/FALSE 1. Organizations set major objectives and develop comprehensive plans to achieve those objectives through strategic planning. ANS: T PTS: 1 REF:
More informationLUZERNE COUNTY PERSONNEL CODE
LUZERNE COUNTY PERSONNEL CODE - 1 ARTICLE 1001. Luzerne County Personnel System 1001.01. Scope. 1001.02. Function. 1001.03. Merit principles and objectives. 1001.04. Division of responsibility. ARTICLE
More informationVACANCY: EMPLOYEE RELATIONS MANAGER
VACANCY: EMPLOYEE RELATIONS MANAGER To develop and foster a sound employee relations and internal communication strategy through monitoring and analysing the workplace, company policies, procedures and
More informationHuman Resource Management. 11 ed Gary Dessler
Human Resource Management 11 ed Gary Dessler Ch 1: Introduction to Human Resource Management 1. Explain what human resource management is and how it relates to the management process. 2. Give at least
More informationCorporate Social Responsibility Best Practice Principles
Corporate Social Responsibility Best Practice Principles This document is copyrighted by the and may not be reproduced, stored, used, disseminated, or transmitted in any form or by any means, including,
More informationHuman Resources IV-97
Mission Statement Summary Program Information Accomplishments Work Plan Key Issues Position Information Major Contracts New and Replacement Vehicles IV-97 City of Folsom FY Final Mission Statement The
More informationChoosing A HRIS? Let us help!
Choosing A HRIS? Let us help! We are Dresser & Associates, leading national Sage Software Certified Business Partner. Your best source for HR Software, software implementation, training and support. DRESSER
More informationChapter: Chapter 02: Making Human Resource Management Strategic
Chapter: Chapter 02: Making Human Resource Management Strategic True/False 1. A clear strategy for being better than competitors and a highly motivated workforce are major keys for long term profitability.
More informationHUMAN RESOURCES DEPARTMENT
City of San Mateo MISSION STATEMENT HUMAN RESOURCES DEPARTMENT To provide the City with effective human resource programs in the areas of diversity, personnel recruitment and selection, employee training
More informationSelection. Revision No. 8. Section 2, Page 35 Revised: January 1, 2014
Workforce Planning, Recruitment and Section 2, Page 35 Contents: Policy Written Notification to Applicants Appeals Applicant Information Verification of Credentials Employment Limitations Age Limitations
More informationTALENT ACQUISITION AND MANAGEMENT STRATEGIES for Hourly Workers
TALENT ACQUISITION AND MANAGEMENT STRATEGIES for Hourly Workers An icims Guide to Attracting and Retaining the Best Hourly Talent 2016 icims, Inc. All rights reserved. TABLE OF Contents 3-4 5 6-13 14-19
More informationIntroduction. Xavier Barcons Director General. Credit: ESO/M. Zamani
ESO People Policy Introduction Credit: ESO/M. Zamani Essential ingredients for ESO s continued success after more than 50 years include its magnificent sites, its state-of-the-art facilities, strong support
More informationCAPE ELIZABETH SCHOOL DEPARTMENT. Job Description
CAPE ELIZABETH SCHOOL DEPARTMENT TITLE: QUALIFICATIONS: Education/Certification 1. Maine Department of Education certification as Superintendent (010) or certifiable. 2. Certificate of Advanced Study or
More information44 % 5 % 1 % 36 % 14 % Bargaining
Talent Strategy and Transformation Our Workforce Bargaining Non-Bargaining 44 % 5 % 1 % 36 % 14 % Bargaining Temporary Craft Temporary Non-management, Professional 5% 1 % 44 % 36 % 14 % Our Approach Xcel
More informationWistron NeWeb Corporation Corporate Social Responsibility Best-Practice Principles
Chapter I General Principles Wistron NeWeb Corporation Corporate Social Responsibility Best-Practice Principles Article 1 Article 2 Article 3 Article 4 Article 5 In order to assist Wistron NeWeb Corporation
More informationStanislaus County Supervisor Training Academy Training Catalog 2018
Stanislaus County Supervisor Training Academy Training Catalog 2018 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee
More informationOpen University of Mauritius. B.Sc. (Hons) Human Resource Management [OUbs026]
Open University of Mauritius B.Sc. (Hons) Human Resource Management [OUbs026] 1. Aim For any organization, the Human resource is an important asset and as a result, a career in Human Resource Management
More informationHUMAN RESOURCE MANAGEMENT PERSPECTIVES IN HUMAN
HUMAN RESOURCE MANAGEMENT PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT - I. Arul Edison Anthony Raj, MBA, M.Phil., PGDIB, ADHRM(UK). Assistant Professor E.G.S. Pillay Engineering College, Nagapattinam. INTRODUCTION
More informationPosition Description
Position Description Position Title Principal Adviser Employment Relations Reports To Divisional Manager Organisational Capabilities Group Human Resources Group Date Created/Updated September 2018 About
More informationPolicy not in effect until September 1, 2018
1. Why is the obligation to reinstate and duty to accommodate in WCB legislation? 2. Who is responsible for helping workers return to work? The concepts of modified work, accommodation and undue hardship
More informationCIPLA LIMITED NOMINATION, REMUNERATION AND BOARD DIVERSITY POLICY
PREAMBLE AND TITLE CIPLA LIMITED NOMINATION, REMUNERATION AND BOARD DIVERSITY POLICY This Policy shall be called the Nomination, Remuneration and Board Diversity Policy (the Policy ). The Board of Directors
More informationInventec Corporation Corporate Social Responsibility Best Practice Principles
Inventec Corporation Corporate Social Responsibility Best Practice Principles (This English version is a translation based on the original Chinese version. Where any discrepancy arises between the two
More informationA Strategic Management Approach to Human Resource Management
A Strategic Management Approach to Human Resource Management A Diagnostic HRM Framework Can help operating managers focus on a set of relevant factors Offers a map that aids a person in seeing the whole
More informationCode for Management Practices directed towards the Advancement of Representativeness and Diversity
Code for Management Practices directed towards the Advancement of Representativeness and Diversity Reference number of this document HEMIS classification Aim Type of document Accessibility Implementation
More informationCITY OF CORNER BROOK CAREER OPPORTUNITY. MANAGER OF HUMAN RESOURCES (Permanent/Full Time)
CITY OF CORNER BROOK CAREER OPPORTUNITY MANAGER OF HUMAN RESOURCES (Permanent/Full Time) The City of Corner Brook is currently accepting applications for the position of Manager of Human Resources. This
More informationPublic Comment Period/Council Comments. Operations Manager. No action will be taken, the Public is invited to attend.
Town of West Yellowstone Town Council Work Session Monday, March 2, 2015 West Yellowstone Town Hall, 440 Yellowstone Avenue West Yellowstone, Montana 12 Noon Agenda Public Comment Period/Council Comments
More informationLINCOLN UNIVERSITY. Introduction and Purpose
LINCOLN UNIVERSITY Policy: Employment and Hiring Policy Number: HRM 105 Effective Date: August 11, 2009 Revisions: September 21, 1999 and April 16, 2008, formerly titled, Employment Categories ; Replaces
More informationEEO Affirmative Action Policy
CITY of JOHNSON CITY EEO Affirmative Action Policy Revision Number: 3 Page: 1 of 5 1.0 POLICY STATEMENT: It is the policy of the City to select, develop and promote employees based on the individual s
More informationKYAMBOGO UNIVERSITY. P.O. BOX 1, KYAMBOGO Tel: Fax: website:
KYAMBOGO UNIVERSITY P.O. BOX 1, KYAMBOGO Tel: 0414 286 452 Fax: 0414 220 464 Email: dhrkyu@kyu.ac.ug; website: www.kyu.ac.ug Directorate of Human Resources SENIOR MANAGEMENT JOB OPPORTUNITIES Kyambogo
More informationOngoing Corporate Human Resource Management Practice in Banking sector of Bangladesh
Global Journal of Management and Business Research Volume 12 Issue 2 Version 1.0 February 2012 Type: Double Blind Peer Reviewed International Research Journal Publisher: Global Journals Inc. (USA) Online
More informationSupply Chain Social and Environmental Responsibility Code of Conduct
Supply Chain Social and Environmental Responsibility Code of Conduct Background Imperial Holdings Limited, is a JSE Listed, South Africa-based international group of companies, is committed to growth founded
More informationEmployment Practices Liability Insurance Program Application Claims-Made Coverage
Employment Practices Liability Insurance Program Application Claims-Made Coverage NOTICE: THIS INSURANCE PROVIDES THAT THE LIMIT OF LIABILITY AVAILABLE TO PAY JUDGMENTS OR SETTLEMENTS SHALL BE REDUCED
More informationHuman Resource Management
Human Resource Management Sound Human Resource Management (HRM) is essential for a productive and compliant factory. The investment of human and financial resource is crucial for a motivated and productive
More informationCargotec Supplier Code of Conduct. Rev Page 1 of 5
We, Cargotec Corporation and our affiliates (collectively, Cargotec or we ), strive to be the undisputed market leader in cargo handling systems and related services by being the number one choice for
More informationHUGO BOSS Social Standards
- 1 - HUGO BOSS Social Standards 1. Introduction The Social Standards specify the fundamental rights for the employees of HUGO BOSS suppliers and contain basic environmental standards. The Social Standards
More information