Human Resources Case Study

Performance objectives? Strategies? Action Steps for

Vanessa Best October 9, 2015 Legal, Safety, and Regulatory in the Workplace HCS/341 Regulations, Legal, and Safety within Human Resource Management Human Resource management, Legal, Regulations, and Safety "Common sense and compassion in the workplace has been replaced by litigation." In my opinion I think I would have to disagree because not all companies and organizations aren’t like that. But, at the same time the quote focuses on how people in companies feel there isn’t any form of compassion and common sense awareness applied to the work environment. Now, it’s all about what they and you can do to make sure the organization or the company doesn’t get sued or lose money from an employee mistake or human resource

Once an applicant gained access to this organization they stay over there for a reasonable amount of time, saving companies loads of money that would have been spent on training new employees in the case that an old employee left the organization. Limitations Expensive The recruitment imposes extra cost to the company in the sense that it requires an extra cost for vacancy announcement, arrangement for employment office, etc. Loads of money is spent into hiring a new employee and training him upto a standard that is required for the organization.

We believe our purpose statement will help motivate our employees and help to provide trust amongst our employees as the statement informs them that we are committed to their safety and wellbeing. Strategic changes must be implemented to ensure that the Human Resources Department does its part to ensure that the company’s goal of doubling sales in the next fiscal year is reached. In order to fulfill The Atha Corporation’s restructuring needs the human resources functional area goal is to: hire and train employees, reconfigure company policies, and distribute new job responsibilities. Implementing new human resource policies and practices will allow new and old employees to show understanding of the department 's vision, mission, values; and a strong commitment to our company (Guide, 1996). The consolidation and reorganization of the Human Resources department is sure to display The Atha Corporation’s greatest asset: human capital.

The committee was chaired by the Vice President and Chief Human Resource Officer and was tasked with “aligning UFirst with the strategic direction and operational requirements across the enterprise.” The Strategic Operations Committee provides subject matter expertise on human resource topics and

These situations (although not always the case) pose a threat to both the companies competitive advantages and the strategic goals of an organisation. It is then crucial that the correct hiring processes and requirements are set out by the HR department before the hiring processes begin, it also removes the impression that contingent workers are brought in to offset some of the fallings in the initial recruitment

The company is prioritizing key locations first where the

The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google’s website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees’ capabilities with human resource needs. 1.2.

Simply having the right capacity in place to match the development of the company may be the biggest risk Wal-Mart faces. Wal-Mart hires antagonistically from more than 100 universities and targets the colleges with Retail Institutes. People have always been the company’s best asset. Their idea at Wal-Mart is to hire the best, provide the best training and to be the greatest place to work. Strategy 7: How does HR align every functional part with service?

Firstly, their recruitment policies can be beneficial to employees using the ‘Employee Referral Program’. An employee can get up to Rs. 20000 as incentive if he refers the right candidate for the company who eventually gets selected. The employee is rewarded the prize money within 30 days of hiring the new candidate.

Higher Quality of Service or Product 3. Monetary Savings 4. Better Employee Retention Rates 5. Pleasant Work Environment Maslow`s Hierarchy

This would attract a pool of workers of the highest caliber, thus leading to more value induced into the company. # Successful communication of perceived strengths of the product: Integrated marketing strategy- This has

THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

Organisation also have to make a decision as to whether it is better to recruit internally or externally, and both come with advantages and disadvantages. There are also legal consideration to take into account when associated with recruitment and selection process which is imperative that an organisation sticks to (Aylott, 2014) Recruitment and selection bests practices The first few steps in recruitment should be fairly straightforward. It is important for the organisations HR department to know how many position within the company are free, and what necessary skills and abilities are needed

The ability of targeting passive job hunters and reaching a various population is particular concerned by they. A few respondents were worried about job boards’ impersonal nature, and besides, they had a feeling that in online recruitment, the strong relationship with people at agency was absent. In order to develop and keep a network of professional relations with people who are more likely to help them with their job or career, employers might be interested in joining job search activities (Wanberg et al., 2000). Since careers are seen as more boundaryless, lately, the essential of development of networks, which can be seen as career management strategy, has an incredible increase (Forret & Dougherty, 2001).