The Impact Of The On The Way Camp Caribou Functions As A Business

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.

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.

Dion Killingsworth has been a Human Resources director for the past four years. After eleven years in education at both public and college levels he decided to move into human resources. He has been in human resources nine years and enjoys the challenges of employment law and helping staff members as well as administrators become successful in their careers. He currently oversees employee relations for 31 elementary schools, recruitment for these 31 schools, transportation, and food service employees in Colorado Springs School District 11 (District 11). Prior to becoming a human resources officer for District 11, Mr. Killingsworth was employed by the Antlers Hilton Hotel as part of their human resources team.

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

The motto of 4-H is “To Make the Best Better,” and I experienced individual growth through this community by gaining valuable leadership techniques. As vice president, I organized numerous service projects, including valentines for nursing home residents and Santa’s Elves, which provided ten underprivileged children with Christmas toys. Additionally, I helped prepare for the 4-H summer camp by planning registration, activities and songs. As pledge and song leader at camp, I led campfire circles to continue the joy from the day’s activities into the night. This previous year, I earned the position of lead teen at camp, which involved acquiring information regarding schedule changes and distributing it to my fellow counselors. My position challenged

Development of this case was made possible by a grant from the Society for Human Resource Management

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

Submitted as partial completion of the requirement for the Masters of Science Degree Human Resource Development at the UWI (Mona)

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.

Brenda McCain, Human Resource Manager at the Westpark store, views her position as the primary contact for all human resource related topics and issues. She has developed policies and procedures as a guideline for the hiring process and spends a lot of time managing the human resource staff. Brenda’s primary responsibilities are interviewing and hiring applicants, assisting the trainer with the new employee training classes, and administering the performance evaluation and career planning processes. She is also the sole person responsible for all disciplinary actions, which include gathering the initial

This assignment is a portfolio, based on three current topics in Human Resource Management. The common theme of all the media articles I reviewed is the recognition of people as an asset by the organisations to achieve their strategic goals and objectives. It is observed that organisations are directing their efforts to recruit, retain and develop this asset.

People are the key to business success. However nowadays of business this is often neglected and people are seen to be a necessary expense. A successful business does not just rely on a person’s power instead it involves continuous effective teamwork and communication. Storey (1995) defines that human resource management is an individual approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

Bohlander and S. Snell. (2011). Managing Human Resources, 6th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 175.

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human