Analysis Of The Hr Department At Liberty Diversified, International ( Ldi )

On November 9th, I had the wonderful opportunity to meet Kelly Miller from the Minneapolis branch of Randstad. Kelly has been a Senior Recruiter there for the past two years and has been in the Human Resources world for eleven years. Kelly’s role of a Senior Recruiter includes developing and managing a group of professionals for U.S. Bank and Wells Fargo, growing/maintaining a network of sources to pursue qualified candidates, and provides training to candidates on resume construction, interview techniques, and other coaching needs. In addition, she has taken on a broad range of responsibilities in her career including being a Manager of Staffing and a Director of Business Development. I stumbled upon Kelly’s contact 5information via The Edge as she was recently hiring interns there and I couldn’t have selected a better candidate to interview.

By interviewing her, I thought I could get a better understanding about how a HR department has an impact on my life now as a student. This will help me understand how

The person I interviewed was Melissa Ward. She has been the Assistant Director of Marketing & Communications in the fitness facility at the University of West Georgia. Her role there began November of 2012. She started her career by gaining a Bachelor’s of Fine Arts with a concentration in Graphic Design. After working at many different web companies, she started her own web and graphic design company. From there, she ran her business for over twelve years. She was able to learn everything about marketing at her own expense. By having her own business she gained a lot of experience as well as the tools she needed for successful marketing. From this experience, she learned about customer relations, invoicing, staffing, leadership, and so

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For this manager interview paper I chose to interview Michelle Leeds. Michelle is a principle at Partners Capital. Partners Capital is a Outsourced Investment Office, which helps invest the endowments of organizations such as Cambridge College, into various financial instruments. The company currently oversees a total investment portfolio of roughly 17billion dollars of assets. Michelle has been with the company since September of 2010 when she started as a senior associate. Prior to working at Partners Capital Michelle was a financial analyst at Goldman Sachs. Now in her role as a principle, Michelle oversees a team of associates whose primary goal is to the maximize the financial returns on their clients investments through creating diverse

Life Meets Work (LMW) is a human resources consulting firm that specializes in creating flexible work arrangements in organization. Based on the Porter's Five Forces model, this is a difficult industry in which to operate. The Five Forces model allows the organization to clearly understand the different dynamics that affect profit. The five forces are the bargaining power of buyers, bargaining power of suppliers, the intensity of rivalry among firms, the threat of new entrants and the threat of substitutes (QuickMBA, 2010). Taken together, these forces can illustrate the dynamics within the industry.

With the changing roles of HR function in the global economy, HR professionals are required to master additional competencies that are necessary for creating and sustaining competitive advantages in their organizations (Ramlall, 2006). For instance, Starbucks requires the HR professionals in the organization to take part in maximizing the company’s productivity. Maximizing the company’s productivity, in this case, includes being competent in the various organizational activities that have an impact on the company’s strategic decisions (Ramlall, 2006). In my opinion, financial competencies are invaluable for HR professionals at Starbucks. Essentially, financial competencies entail understanding the organization’s value chain regarding how the company makes and spends its financial resources, how it delivers value to the shareholders and customers of the firm and how it evaluates its ability to design its competitive strategy (Ramlall, 2006). With financial competency, the HR professionals will be able to make better and informed decisions on how to save money for the firm, boost its revenues and ultimately improve its bottom line.

Brenda McCain and her staff lead Harrison Brothers Corporations’ human resource department. The company needs greater talent in order to maintain existing sales goals and create new sales opportunities per specialized name brands. The HR department is unorganized and not very reactive to the growing needs of the organization. Brenda is not an interactional leader and limits her role strictly to overseeing the HR department. As the HR team is more internally focused, Harrison Brothers’ management team finds fault with McCain’s vision in this regard. Optimizing employee performance is critical to Harrison’s growth, however; alternate management teams notice how HR does not consider this as a high priority. Brenda and her staff could redirect their vision to enhance employee enrichment by undergoing a structured shadowing method. Experiencing on-the-job training via a larger, people-focused retailer will aid McCain’s HR team in revamping Harrison’s daily processes; further emphasizing care for its employees and not solely desired metrics.

After being the sole HR person in Canada for the last three years, management approved an addition of a head to the HR dept. The addition of a HR head will ensure continuity in the Canadian HR, payroll and benefits business.

Human Resource (HR) departments were established to help companies enhance their employee’s potential, which in turn enhances the performance of the company. HR departments are expanding in companies regardless of their size. Due to state and federal law, human resource departments have to adapt and grow. These HR laws are in place to help both the employee and the employer. This paper will discuss the Family and Medical Leave Act and what it is able to provide for employees.

This assignment is based on three questions. The first question is identifying and explaining three important HRM skills Lionel Messi applied to his role to bring about a fresh perspective at Pacific Holdings Limited. The second question is to discuss some major challenges companies such as Bupa and NBF could face when confronted with a merger and acquisition strategy and thirdly is to discuss the advantage and disadvantage of the chosen strategies.

It is great that this meeting is taking place because in order for human resources to work, it is important to communicate and link the strategies of the HR department with the ideals and goals of the organization. There are three levers of Human Resource Management, staffing, training, and compensation. Compensation is the most important of the three because it deals a lot with pay. Echo’s compensation is going to have a big effect on the employee’s attitudes and behaviors as well as impact the organization’s costs. Echo is going to want to attract and retain employees, align employee interests with the organization as well as investing the organization’s money in only the important and effective compensation methods. Most think of compensation as just salary and benefits, which it is, but it is a little more in depth than that. Hopefully this meeting will offer more detail on what needs to be considered when determining Echo’s decisions on salary and benefits for it’s employees.

In 1991 Wal-Mart entered in Mexico to internationalize its operation. By 2005 Wal-Mart had presence in nine countries with its US based success model of EDLP. But it received mixed response in different markets. Wal-Mart did well in Mexico, Canada, and England, whereas in Germany it had to sell all its business to Metro, a German retailer. Likewise, it was facing many challenges in Chinese market. For example because of increased government interventions in China opening up of stores at desired places was totally dependent on local authority's will.

Human resource management plays an intricate role to at every company. The human resource profession has grown rapidly throughout the years creating multiple departments which specialize in specific areas. Categorized as a large corporation, Nestle Purina Petcare Company utilizes all functions of HR management. Having an organized and developed HR team allows the company to function and develop efficiently. There are seven main functions in which human resource management can be categorized. One of the functions is strategy and planning which includes HR effectiveness, metrics, technology, planning, and retention. Equal Opportunity Employer is another function of HR management which deals with the company’s compliance to the EEO law as well as with the creating a diverse environment. Another functions is Staffing which focuses on job analysis, recruiting, and selection for the company. Also, Talent Management and Development is another important function which deals with the orientation of new employees, the development and succession for current employees, career planning, and performance management. Another one of the HR management functions is Rewards which includes employee compensation, incentives, and benefits. Risk management and worker protection is another function in HR management which includes the health, safety, and security of employees. Lastly, the HR function of Employee Labor Relations which includes employee rights and privacy, HR policies, and

With this brisk advancement, the essential for arranged specialists is sure to climb accordingly is the necessity for get ready. Various top players, for instance, Bharti Airtel, BSNL, Vodafone Essar, Reliance Communications, et cetera are spending a gigantic whole on planning and headway.