Human Resources Management Plan and Job Aids

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Human Resources Management (HRM) has many applications in the business world. This paper will identify three key lessons learned about HRM. It will also outline how these concepts can be applied in the real world to enhance professional effectiveness. This paper will then tie together how these lessons relate to effective HRM concepts, practices and systems. Lastly, this paper will outline specific thinking and behavior changes as well as actions that will lead to successful implementation of these key lessons learned into daily management practices.

Human Resource Management, was developed in the late 90’s, by R. Wayne Mondy and Judy Bandy Mondy. It was designed to help new students become familiar with human resource management, providing both realistic and practical scenarios of HR’s strategic role in planning and operating organizations. Through various examples from the research of company material, it demonstrates that all managers are necessarily involved with the human resources part of business, which is

Working for respectable companies based in America and Great Britain can carry wonderful benefits. The Human Resource Department must give attractive packages to appeal to skilled workers when expanding outside of the US. Bridging the gap when salaries are not as attractive can be achieved by providing other befits like healthcare, covering the cost of additional educational expenses for employees, tuition cost for children. Benefits become expensive when working with scores of people nationally and internationally. Human Resource Management plans for these types of expenses based on location and country the organization will be expanding to, overhead cost must not exceed what the organization can afford. As the organization began recruiting members of the team, it is vital to have the correct personnel be hired. Hiring the wrong people for the job can be very costly. Starting with the leadership team who will be expected to train and ahead of time to be prepared to work with others in a new setting. With conflicts breaking out around world knowing who the company is working with cannot be taking lightly. Knowing who the stakeholders are and who the company adversaries are can save money and lives. Decisive leadership in an international context is essential to high productions and partnerships globally.

Human resource handle administrative functions in an organisation and Human resource planning expand strategies for relating the skills and size of manpower to enterprise needs. In simple words the planning system makes recruitment, gives training and restructures the staff requirement to meet the organisational goals and changes within the environment. Human resource planning is a paramount component of Human resource management.

In the accounting field General Accepted Accounting Principles (GAAP) are main Code of Principles developed by Federal Accounting Standards Advisory Board (FASB). Term GAAP has a specific meaning for all accountants and auditors. However, in cases when GAAP procedures will not provide a resolution of the accounting issue the accountant faces a moral dilemma. This is a situation whether there are several conflicting rules or because there are no GAAP rules (J. Wiley & Sons Inc., 2006).

The role of the HR Department of the Department of Human Services (DHS) is to handle all aspects of employee relations. The areas it covers are Recruiting and Selection, Training and Development, Performance Management, Employee Discipline, Compensation and Benefits and Labor Relations. Each of these areas is vital to the effective operation of the company as a whole. Although each area is outlined in detail, there is still room for improvement in each.

Staffing is one of the most important things that an organization can do to bring success to the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization.

GAAP is a very important concept in regards to financial statements. GAAP provides a uniform means of evaluating company performance. GAAP also provides clear metrics in which all publically traded companies must follow. These standards are designed to help protect society, investors, and stakeholders for fraudulent activities that may endanger the well being of society. Although GAAP has been met with extreme criticism of late, it does help abate the influence of fraudulent activity on the part of corporations. More importantly, GAAP is flexible in regards to its standards. The rules and procedures for reporting under GAAP are complex and have developed over an extended timeframe. Currently there are more than 150 "pronouncements" as to how to account for different types of transactions, ranging from how to report regular income from the sale of goods, and its related inventory values, to accounting for stock bonuses. This flexibility combined with standard proceeds helps to maintain the integrity of financial statements. This allows investors and other stakeholders to evaluate companies in a similar manner irrespective of size. A company with $2 billion in annual revenue can be evaluated in a similar manner to that of a company earning $500,000.

As accountants and auditors, we are held to, and must comply with, two standards of professional conduct. Those standards are generally accepted accounting principles (GAAP) and generally accepted auditing standards (GAAS). GAAP enforces the uniform standards for preparing and presenting financial statements. GAAS governs the ways and means are used by public accountants when conducting an audit. GAAS establishes the standards for field work and mandates that sufficient evidence be found to provide reasonable assurance for issuing an audit opinion.

Planning is very important to our everyday activities. Several definitions have been given by different writers on what planning is all about and its importance to achieving our objectives. It is amazing how current organizations are taking this part of human resource important, this is so because most managers have started releasing the value of human resource planning in organizations. Organizations that do not plan for the future have less opportunity to survive the competition ahead. This article will define human resource planning; discuss the importance of it and the major steps involved when planning the human resource of an organization which are: Forecasting, inventory, audit, HR plan, Auctioning of plan, and Monitoring & control.

Audits are meant to contribute to a company’s financials by bringing assurance that they are in accordance with GAAP. Auditors provide high quality audit opinions on a client and one

Human Resource Management is crucial to any organization’s success; do I believe that it should be a part of the overall company’s strategic plan absolutely by aligning Strategic planning within an organization it plays an important role as to how productive the organization is. Human Resource Management has many different aspects and each one of these has a part of the overall strategic plan of the organization for example Staffing, Policies, Compensation and Benefits, Retention, and of course Training and Development.

Even though Coco’s Chocolate Café is a small local business, it is still important to have a Human Resource Management (HRM) plan in place. We believe that investment in human capital is the most effective and efficient way for Coco’s to achieve our strategic goals and part of this strategy is to build our foundation on hiring the right people for the right job at the right time (Proverbs 24:27). Our HRM plan is designed to ensure we understand and have procedures and processes in place to address all of the necessary laws when it comes to Equal Employment Opportunity (EEO), harassment, and discrimination. We always strive to have a diverse workforce with employees from “various racial, ethnic, gender, cultural, age and religious backgrounds” because we understand and value each person’s unique insight, worldview and skill helps us to be a successful business team (Dessler, 2013, p. 46) It has been said that “a company’s human capital is defined as the collective productive capacity of its employees” so as a Christian organization, we encourage, build each other up and to help our employees to pursue their passions and achieve their goals (Endres, Chowdhury, Camp & Shulze, 2013, p. 64). This paper will discuss how Coco’s crafts our practices and policies around the areas of: recruiting, selecting, testing, hiring, training, development, compensation, benefits, performance management, employee retention, engagement, discipline and safety to ensure candidates and employees

Maria L. Bullen Clayton State University Kel-Ann Eyler Wesleyan College Abstract Human Resource Accounting (HRA) involves accounting for expenditures related to human resources as assets as opposed to traditional accounting which treats these costs as expenses that reduce profit. Interest and contributions to growth in HRA have been evident in a number of countries. The strong growth of international financial reporting standards (IFRS) is an indication that the environment for international financial accounting is one that potentially encourages the consideration of alternative