Final Project HRM 240
Human Resources Management Plan and Job Aids
HRM 240
September 30, 2012
Tracy Thompson
Human Resources Management Plan and Job Aids
Executive Summary The human resources aid I have provided to the human resources department (HRD) are directed at giving the human resources department(HRD) a detail look into what kind of recruits my department is looking for in new employees. The aids I have provided in this document give a detail look into the role of the mortgage processor on how our management staff would like for the human resources department to hire and train new employees for the role of mortgage processors. The minimum requirements that we are looking for will be clearly defined that way the best
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We have a zero tolerance in effect with the company currently. Should any situations arise or be brought to our attention we will investigate the situation if an employee is caught or believed to be sexually harassing other employees the employee will be let go immediately on misconduct. We like to bring this up right away to ensure that all employees understand our zero tolerance procedure. This procedure is in place as a benefit to all the employees when employees come to work at Awesome bank we want them to feel safe and happy we do not want employees to uncomfortable, targeted or unsafe. It is important that all employees are respectful to one another and it takes every employee to create a positive work environment where everyone feels that they are on their way to success. Training Proposal When employees are first they will start with a two weeks of training in a classroom the first two days will be a human resources personnel that will discuss all of the benefits and incentives available to the employee, it will be the human resources personnel job to ensure that every employee understands their benefits package. After the two weeks in a classroom setting employees will be put on the floor to work side by side with employees that are already working the
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,
The history of HRM had its beginnings in the early 1800s in England. In the pre industrial era, the apprentice worked and lived in close proximity with the master craftsman who looked after his needs. During the Industrial Revolution in the 18th century, manufacturing underwent a sea change when machines were used in large factories to manufacture goods. Later, in the 19th century, Frederick W. Taylor propounded the theory of scientific management that studied workflows scientifically to improve economic efficiency and significantly improve labor productivity. Taylor recommended that the combination of scientific management and industrial psychology of workers. Taylor proposed that workers should be managed not only for
Trainees will demonstrate their current ability to use different interview skills by working in groups of three to role-play an interview. The two interviewers will take it turns to use four different questions from handout to assess if the person meets the job description. The interviewee will use three forms of body language to show you they are listening.
List your current source(s) of income (e.g., salary from job, interest from savings, alimony/child support, even parents)
BIG FLATS (WENY) - Imagine being able to market, develop and sell your business idea all within just a few years. Better yet, imagine being able to get the help and support to do so, right here in the Southern Tier. Well, that's what the area's newest business incubator, IncubatorWorks, is trying to do.
Due to unknowns within the business, my first prototype would be a simple skeletal design. The design would be a simple navigation to get users to a specific function that is required to complete the task at hand. The first step in this process would be authentication, with two options available.
Eof fathers with children in the United States were single fathers. Indeed, 62% of children living in Berks County are affected by poverty (Catlin, Jovaag, & Van Dijik Willems, 2015).
According to Schutt (2008), sampling is defined as a subset of population used in a study to be a representation of the population as a whole. My final project is a pre-hire assessment which analyzes potential risky pattern behaviors and emotions in the work place. One of the most important considerations related to sampling that will need to be addressed in my final project is defining the population that will be taking the assessment.
Our company’s Continuity Management Program (CMP) dictates that the business adheres to an annual testing program. The program does utilize the guidelines from the Homeland Security Exercise and Evaluation Program (HSEEP). The Continuity Management team has written and scripted into our process to incorporate our Tabletop Exercise’s (TTX’s). Our annual process is to test each of our business units for resiliency. TTX’s allows for us to open up discussions and dialogues focusing on many different areas in the event we need to declare. Also, the exercises aid in discovering any gaps and working through each tier of the recovery process. Our business lines have Recovery Time Objectives (RTO’s) starting at 1 hour up to 72 hours. During the TTX’s we cover the business impact analysis (BIA’s ) and each of the RTO’s.
Coaching is a useful way to develop people’s skills and abilities, and of boosting performance. It can also help deal with issues and challenges before they become major problems. Coaching typically begins with a personal interview with the employee to assess the situation, review current opportunities and challenges. After the interview, priorities for action are established along with specific desired outcomes. Individuals may also be asked to complete specific action items in a certain period of time that support the achievement of desired goals. Resources may also be provided such as articles, checklists and assessments.
As CEO of AMC, my initial goal would be to create a product that can’t be replicated with in-home technologies. I believe we hit the nail on the head by adapting our theaters with “4-D” technology. This means submersing the viewers with a 3-DS picture, and adding physical features including scents, rain, wind, etc. Although it exists in a few standalone theaters, no chain has migrated towards this and would provide us a massive competitive edge. AMC would become the place consumers experience a movie, instead of merely watching. The second product would be a totally new ballpark, and that is video-game tournaments. Currently, they are typically held in school cafeterias or cramped back-rooms, but by simply hooking up a console to our projector,
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an
Excellent, high quality patient care is much more than a saying used in many healthcare organizations. Translating these words into actions by every employee can be a daunting task. A culture of excellence must be initiated, and instilled into the core of a healthcare organization. Mission statements, visions, short term goals, and long term goals are useful objectives that facilitate a culture of excellence. As healthcare continues to evolve and increase in complexity each day, continuous reflection regarding organizational outcomes and patient outcomes should be performed.
Work place policies regarding sexual harassment is the main issue discussed in this article. Sexual harassment has continued to be a challenge within the workplace. According to a recent review of sexual harassment related resolutions, employers have paid over $732,976.00 in sexual harassment fines (Hobson, Szostek, & Fitzgerald, 2015). The EEOC has issued written guidelines for appropriate strategies employers should use to handle workplace sexual harassment and specific ways to address it. It is the employer’s duty to proactively work to protect all employees from any type of sexual harassment by following sexual harassment policies and procedures that are put in place. Failure to implement and follow the policy and procedure in the workplace can and most likely will lead to liability should an EEOC investigation or lawsuit occur. The employer needs to disperse copies of the policies and procedures and post them in central locations throughout the organization and address sexual harassment in the employee handbooks. The policy and procedures need to clear
No matter what the size of a business, it is important to have a Human Resource Management (HRM) plan in place. According to Dessler (2013), small companies employ over half the population working in the United States and many individuals graduating over the next several years will either work for a small business or become an entrepreneur. Many small businesses do not have a dedicated human resource manager, so it is imperative that the business owner has a set of “practices and policies to carry out the personnel aspects” of the organization (Dessler, 2013, p. 2). In this paper, I will look at five areas of HRM necessary for a small business owner to have established policies, in order for the business to succeed and grow, “a company’s human capital is defined as the collective productive capacity of its employees” (Endres, Chowdhury, Camp & Shulze, 2013, p. 64). HRM is the process and function of effectively and fairly managing that human capital. The areas of HRM to be discussed are: recruiting, hiring, training, talent management and compensation, which all have an impact on the bottom and line play a key role in the overall strategy of the business.