Human Resource Maintenance

Human resource department is the field that takes control of training and overseeing employees. Therefore, it is important for HR personnel to develop and maintain some skills and knowledge in that field. Based on the CIPD HR professional map, there are some strategies, insights and solutions that can be followed. One of them is to ensure that Individuals understand the organization 's external goals and objectives and the different functions within it. Through understanding what should be done, employees will be able to focus on what they can do to help their organizations. Moreover, promoting leadership among teams and encouraging people to lead and make decisions is one of the most successful strategies used nowadays to

The leadership of the agency beginnings from the cabinet secretary down to all the different subdivision groups and department heads. Culture is related to the community which they serve and working life between employees is on a supportive and understanding form. According to the county officer, work place problem are being addressed on the lowest level as possible and such issues are discussed directly or reported to the supervisor, before approaching the main high rank superior which is the county officer.

Orientation also explains pay wages, benefits, and safety etc. In this employees will be introduced to the staff including, managers, supervisors, leads and human resource developers. Once you meet the managers then they will also give you a vision of the company's goal and expectations of every employee. Goal orientation refers to people’s goal preferences in achievement situations (Payne, Youngcourt, & Beaubien, 2007). Training is a big part of the orientation process, training is both hands-on and visual depending on the company. In training process most times they would pair new employees with veterans in the company to train with. While training the employee will be given a total of assignments in a timely matter, this is done to see how long and how much more training will need to be done with the new employee. Now down to the development stage, Development refers to educating professionals and managers in the skills they need to do their job in the future (Kinicki & Williams, 2016). Developing and growing in your profession is a timely thing, mainly working and possibly making mistakes so that you can learn from them. With my employer I'm still growing and developing, it does not happen overnight but with time. People hate making mistakes but it's those mistake you learn and improve from. Developing is simply improving your skills day by day, the more you work at

Things that should be included in the employer’s orientation are the employee’s checklist with every single form and policy.

Compensation is the total reward received by an employee in exchange for services performed for an organization, it can include both direct pay (salary and wages) and indirect pay (benefits program) (Siddique, n.d). Compensation management refers to the way or ways the employer takes care of one of the most difficult problems with the employee, the employer wants to save money so that it may be further invested in the company meanwhile the employee wants a good remuneration for his or her services (Siddique, n.d). the objectives in compensation management are: promote fair contributions to the employees, recruit qualified people, retain present employees, ensure equity of compensation, reward smart work, appreciate creativity and innovation,

The purpose of this paper is to provide an analytical overview of compensation strategies within organizations. First, an analysis of the impact of various compensation methods and benefit programs on employees and organizations will be discussed followed by how salary and benefit administration strategies relate to organizational culture and performance. What are compensation and benefit strategies? Compensation and benefit strategies are ways that organizations can use pay and benefits to recognize and reward employees’ contributions to the organization’s success. (Noe, Hollenbeck, Gerhart, and Wright, 2004) Some examples are wage and salary administration, incentive pay, insurance, vacation leave

This paper goes in depth to explain the field of compensation in human resources and the importance of establishing efficient pay plans. several different factors that effect pay rates, importance of job evaluations, how to create a pay plan, trends in compensation and the different types of pay plans will all be discussed thoroughly throughout this paper. The topics of incentives will be discussed with respects to compensation. All in all, after all of the following topics are discussed thoroughly, a complete analyzation of compensation and efficient pay plans will be completed.

It is important for the HR department to be proficient in understanding the employee’s education, experiences and skills as the base pay is considered for positions. Base pay compensation is what the employees can expect to receive for the work provided for to the company; which could hourly rate of pay, salary basis, monthly or yearly. However; major incentives are also vital when encouraging employees become necessary. Employee incentives describe a system of rewarding success and effort in the workplace by allowing employees to earn prizes or recognition. The company will also offer additional base incentives for example, after working for the company ninety days healthcare benefits, and five years, stock options, profit sharing, an employee stock ownership plan (ESOP) will be implemented.,

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

The report below sets out the importance of the HR function, explains how HR activities support the organisation’s strategy and ways HR support line managers and their staff.

Organization business plan could not occur without integrity, and implementation of high-level ethical consideration enhances company value and market competitive advantages. The company needs to take immediate decision with regard to the ethical consideration to enhance organization market advantages. Three alternatives have been identified to address the problem regarding

Question.no.1 The case introduces three companies of every different size with three different onboarding approaches. What differences do you see in their approaches? What similarities?

This assissment is going to be about Human Resource Management and it’s going to contain information about different perspectives of human resources management and what the role involves. . HRM system is based on HR system , both work together to the same way. The example is HR strategies defining the direction in which HRM intends to go. We got few models of HRM , one I want to describe is Guest’s Model of HRM. David Guest’s model of HRM has 6 dimensions of analysis :

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.

The aim of Orientation is to build up confidence in employee, morale and trust of the employee in the new organization, so that he/she becomes a productive and an efficient employee of the organization and contributes to the organizational success.