Case Study Analysis : Human Resource Management

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

According to the CMSA (Case Management Society of America) and several others organizations that case management alone means that it is a collective system that helps the patient and their family needs through the communication, available resources of promoted quality, and cost-effective outcomes.

* The first two assignments (Stages I and II of the project) are worth 100 points each.

Knowledge management functions in the human resources community are very active and very broad. Human resource operators use some form of knowledge management in almost everything that they do. There is also what many perceive as an overabundance of information. Based on this overabundance and the many different tools available, the way that human resource operators perform their duties varies quite a bit. The systems and processes that human resource operators use across the three components also vary widely. I will focus on the knowledge management tools, systems, and resources that are currently being used by human resource professionals in the New York Army National Guard. I surveyed human resource professionals at the battalion, brigade,

Human resource management “is the organizational function of planning for human resource needs, recruitment, compensation, selection, development, evaluation, and handling of grievances and labor relations” (Singh, 2016, p. 362). The key human resource competencies as outlined by the Healthcare Leadership Alliance (HLA) include: communication and relationship management; leadership; professionalism; knowledge of the healthcare environment and business skills. The healthcare leadership alliance consists of the following organizations: American College of Healthcare Executives (ACHE); American College of Physician Executives (ACPE); American Organization of Nurse Executives (AONE); Healthcare Financial Management Association (HFMA); Healthcare Information and Management Systems Society (HIMSS); Medical Group Management Association (MGMA) and its educational affiliate, the American College of Medical Practice Executives (ACMPE).

In comparing the above cost of conservation to the one in Queensland, Australia, and considering the future expansion of protected area in Queensland. The total area and the total expected cost was selected, and the potential unexpected cost for the area was calculated. The government committed to add approximately 12 million ha to 8 million ha protected area bringing the total area protected to 20 million ha by 2020. Maxan was used to estimate the cost with data on actual land value, market value, transaction costs and land tenure. The minimum area that was added was 18 million and maximum was 29 million ha. Approximately 2.3 million ha was selected by Maxan due to its low costs compared to other tenures. This brings the total cost to range from $214 million to $2.9 billion with a large cost associated with larger percentage acquisition assumptions (Adams et al. 2011). The area needing acquisition ranged from about 6 million ha to 10 million ha with an addition of 33% that is, 4 million ha to the national park estate. The total expected cost with the additional 4 million ha ranges from $250 million to $1.6 billion. The $250 million minimum cost was estimated based on 10%/1000 ha objectives and assumption on property subdivision which is 30% freehold and 0% leasehold acquisition. On average,

In late 1980s, in order to curve the increasing medical expenses, American government have launched case management. Case management not only effectively decreased the medical expenses, but also guaranteed the patients can get the necessary medical service they need. According to American Case Management Association, a non-profit organization that support the practice of case management, case management is "a collaborative process of assessment, planning, facilitation, care coordination, evaluation, and advocacy for options and services to meet an individual’s and family’s comprehensive health needs through communication and available resources to promote quality cost effective outcomes”(ACMA, 2015). The personnels involve in the case management system are called case managers. Case manager is a professional with nursing qualifications holding a case load with responsibility for overseeing and/or delivering the processes of case finding, assessment, care delivery, monitoring and review for, and with, a patient and their family carer(s) (Goodman et al. 2010). Case management was first found in early twentieth century by social workers and public health nurses(Patricia, 2011). For this model, nurses, social workers, and other disciplines can work as case managers. However, in this article, I will focus on the nurse care case managers. In the Nursing case management model, all patients are assigned to a nurse case manager. For example, all the pediatric patients are assigned to

a. There are many information systems that our HR personnel services use to provide assistance to Soldiers and their Families. Some common systems used by HR personnel are the following: Regional Level Application Software (RLAS) which is used to update, review, or change a Soldier’s personnel and financial readiness for the unit. Reserve Components Manpower System (RCMS) used to track, modify and report a unit or Soldier’s overall readiness. This system is mainly used by the command leadership team. Defense Enrollment Eligibility Reporting System (DEERS) used to update, change and certify a Soldier’s benefits and entitlements eligibility to include Family members.

I called the constituent and had a long phone conversation and this worker had a hard time following the constituent conversation because she changed back and forth topic, sometimes talking two different and unrelated topics at the same time. Ms Barbarito was very agitated trying to say many things at the same time and at times she was babbling and even stammering incomplete sentences. To make it even harder, it was a beep and constant sound emitted by her phone. I asked her if she is having issues with her phone, she said yes, and asked this worker to hold on please. It seemed like she was typing on her phone, she then said was trying to mute the alert beep, but she couldn’t. She asked this worker to call her again. I called her again but

This has highlighted a crucial issue for international companies to be aware of the cross-cultural implications in the conception, design and implementation of the various market entry strategies for the Chinese markets, especially when considering the Human Resources Management strategies since Corporate Strategy will in turn determine the Human Resource (HR) strategy to be deployed.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

In reading the first article Coach Knight: The Will to Win, I found the article found Coach Knight to be very offensive and mean to his players. Coach Knight did not display good leadership skills. According to the article, Coach Knight’s drive and passion for excellence was not always received as well as his record of wins and losses Snook, Per low, Delacey, 2005).

Hiring of Employees which are not suitable for the Job or less experienced employee as it was expected from the Project Manager or the team.

Fast and accurate digital tools, wider clouds, speedier analytical tools, mobility technology, big data, social media, robotics, and artificial intelligence are not the technologies involved in space research or automobile engineering but these are dynamic tools of HRM that are going to shape organizations in 2018 and beyond. Enhanced employees engagement and productivity is the ultimate goal of every successful organisation but employers who are equipped with cutting-edge HR technologies have an edge over traditional companies in achieving these objectives. That’s why cloud-based HR has become an essential aspect of every smart organisation in the digital era. The year 2018 will be a great

The world of business has encountered a myriad of misfortunes in the past two decades, where the best-intentioned human resource processes attempting to align human resource practices with organisational goals have become mismatched. Due to external factors such as globalization, advances in technology and changing views regarding the importance of human resources as a competitive advantage for organisations, the nature of work has been redefined (Horwitz, Heng, & Quazi, 2003). This has caused human resource management to become more than just a function, but a strategic partner within corporations that contributes to organisational success (Todericiu & Serban, 2013).