Hr Meeting Questions

You have recently been hired as the HR manager responsible for two separate Ontario locations belonging to Wilson Brothers Limited. You have been asked by the HR Director at the head office in Brandon, Manitoba, to quickly provide a report on any initial HR issues related to Recruitment and Selection, Compensation and Benefits, Health and Safety, Training and Development and Labour and Employee Relations that are affecting or will affect the Cambridge operation and the new plant in Scarborough. The HR Director has made it very clear that Wilson Brothers would like both the Cambridge location and the new plant in Scarborough to remain union-free and are willing to offer very competitive wages and benefits

The Joint Commission understands that human resource management (HRM) is vital in any organization because it deals directly with employees, who are charged with the responsibility of achieving the organization’s goals and objectives. Traditionally, majority of organizations treated employees as liabilities. However, over the years, the view has changed to focus on employees as assets. Importantly, in an acute care hospital, committed employees are essential because they would be dealing with patients directly. Moreover, working with such patients requires employees who can create personal relationships with the patients. In essence, patient satisfaction increases when the patients can trust their caregivers (Mathauer & Imhoff, 2011).

The organizations Values are “Compassionate Care and Service, Teamwork and Trust, Innovation and Excellence, and Respect for the Individual and the Value of Diversity” (Little,J, 2015).

What are you looking for in a candidate? What kinds of personalities mesh/match best with the organization?

Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation.

Introduction For this assignment, I interviewed two human resource professionals, Ms. Cathy Price and Mr. Richard Newman. I previously worked with Ms. Price as her understudy for three years. I appreciated the education and work lessons she provided and often utilize the skills and abilities gained from the experience. I chose to interview Mr. Newman specifically because he practices human resources in a hospital setting, as it is my intent to seek employment within the healthcare industry following graduation from my Master’s program. This interview comparison offers an interesting perspective of where my career has been to where I hope to target in the near future.

(2007). Human resource management in health care: Principles and practice: Sudbury, MA: Jones and Bartlett.

Documentation of disciplinary actions. In line with understanding discrimination, management should be trained on how to document disciplinary actions with employees. They should understand that the best defense against a discrimination charge is proof that an employee was disciplined or terminated for cause and not for a discriminatory reason. A well-preserved record of an employee's actions can provide the company with ammo if the employee later brings a discrimination

The organization must find a way to meet their members’ individual needs and persuade them to act in ways that meet the organizations’ needs.

* The role of hospitals' HRM in shaping clinical performance: a holistic approach Keith Townsend, et al.

For the purpose of this assignment, each person in my group was advised to come up with interview questions to address the staff after the board meeting that took place on September 28, 2015. After observing and participating in the staff meeting, we requested to see Ms. James, the Director at the Office of International Services, to answer our individual questions. For this portion of the paper, I am addressing a couple of questions that my group members and I asked Ms. James, along with responses from her.

Brenda McCain views her responsibilities as challenging given that multiple areas of the corporation’s operation need improvement in order to better align with the updated store business strategy. She clearly expresses several areas of need that fall within some functions of HR Management; however, after careful review and discussion of the case, the team collectively agreed that some of the

HR professionals are no longer administrative support staff who process transactions related to employees. The days of an HR leader being a people person with soft skills have long passed. There are no soft skills, there is only business acumen. The focus has shifted from what HR does to what they deliver. Simply stated, the bar has been raised.

Is there anything else you would like to know about what our business does that could help you?

INTRODUCTION 4 1.1. METHODOLOGY 4 2. RESPONDENT DETAILS 6 3. HR ISSUES 15 4. HR KNOWLEDGE AND SKILLS 17 5.