Cengage Human Resources Paper

In: Business and Management

Submitted By samccbean
Words 515
Pages 3
Cengage Human Resources Management Exercise Paper
Sarena McCarty
University of Phoenix
HCS/341
Alejandra Sipion-Zapata
6/13/2016

Employee Turnover and Absenteeism

Employee turnover rates and absenteeism create a sense of nervousness for some in the workplace, that’s what I believe that is one of this week’s main topic. When people don’t stay at a job let’s say for instance at a nursing care facility, it takes a while for a resident to become trusting of who they let care for them. They might like this new employee better than they like you. If they don’t stay, it often creates more of a nervousness for them. They often have behaviors especially those with dementia. My half-sister is in a care facility for the blind and she does not like change. It takes her six months to get used to a new voice without any outburst or odd behaviors. I know when I worked in Long Term Care when people would call in at the last minute that generally meant that we were running short staffed. The residents didn’t like it and neither did I. Not only does turnover rates and absenteeism affect the company it also effects the residents/consumers as well. My choices were well received by Brain Newman in the simulation. Some of the question I had to really think about the best answers and I got a few wrong. It really made me think about making the best choices when there were several good answers. I liked being able to learn the equations to figure out turnover rates. I always had wondered how there were figured out. Also figuring out the best options to help out the company was good. It made me feel helpful to them. What I learned from this was is you really should listen to your employees for ideas as well as your HR learning team. If your employees aren’t happy it creates a hostile environment for all, even consumers. I know one salesman in the simulations said that he…...

Similar Documents

Human Resource Paper

...Human Resources and Management HCS 341 Human Resources and Management In order to understand what a Human Resource Manager does and the functions they perform, you must know what it means to be a human resource manager. Human resource is defined as “employee recruitment and management, the field of business concerned with recruiting and managing employees. All the people who work in a business or organization, considered as a whole” ("Bing Dictionary", 2013). A manager is defined as “a person who is in charge of others and is responsible for the timely and correct execution of actions that promote his or her units success” (Gómez-Mejía, Balkin, & Cardy, Chapter 1, 2010). In the health care field human resource managers are in charge of making sure that all the employment laws are being followed and understood by all employees that work for the organization such as OSHA laws, that may require staff to wear gloves when dealing with a patient or to wear a surgical mask when coming into contact with a patient that has an airborne virus, or when dealing with bodily fluids. The human resource manager in a health care field will also need to provide structure to the company’s employees. Which may include discussing of benefits, or termination for a job not performed. As in health care and any other organization, human resources is also in charge of the hiring, employee orientation, personnel management, counseling, training, work place safety, and staff morale......

Words: 416 - Pages: 2

Human Resources Application Paper

... Human Resource Systems Final Paper Rodolfo A. Pinero HRCS/645 20 August 2013 Human Resource Management Application Paper Reflecting upon my 33 years of military experience in the field of Naval Administration and Legal I have found a great similarity in the field of Human Resources and Management. This particular course in the Human Resource Systems has expanded my knowledge in understanding the different human resource tools that are available and similar to the ones used in the military. However, this course has explained the different methods that can be used to improve and understand the different tools available within the Human Resource field of expertise. The first topic of interest during the course is the performance management system which has a variety of methods that can be used for the development of an effective appraisal system. Performance appraisals are a tool used by managers when making decisions about the distribution of pay increases, promotions and demotion of employees. This course discussed the different performance appraisal instruments and the importance of conducting training on the different methods of conducting the appraisal interviews. As a leader and manager in the military I was personally involved in conducting numerous appraisal interviews for all the employees that were under my direct supervision. The military system had a requirement for the rater to conduct a semi-annual interview in which the rater and employee met at the six......

Words: 1631 - Pages: 7

Bus 303 Human Resources Management Reflective Paper

...Running Head: REFLECTIVE PAPER 1 BUS 303 Human Resources Management Reflective Paper Instructor: Volante Henderson August 12, 2013 REFLECTIVE PAPER 2 Reflective Paper The function for the human resource management is to increase the effectiveness of the employees to achieve the goals of the organization. The areas of focus should be EEO and Affirmative Action, human resources planning, recruitment and retention, human resources development, employee compensation and benefits and labor relations. The Human Resource Management (HRM) plays an important role in every organization to meeting the goals of the business. The HRM affects every employee. This paper will discuss these areas that are listed above and how the role of the HRM can be effectively optimized for shaping the organization and the employee’s growth and working behavior. EEO and Affirmative Action Human Resource Planning Human Resource planning is how an organization makes an assessment and plans for the future of the company. Simply, the plan of what the company needs and how it is going to get it done. For the company to achieve this goal a strategic plan is needed. HRM department is the key player in the business achieving this goal through the strategic plan. Most banks require businesses to...

Words: 322 - Pages: 2

Examination Paper of Human Resource Management

...Examination Paper of Human Resource Management IIBM Institute of Business Management Examination Paper MM.100 Human Resource Management Subject Code-B102 Section A: Objective Type & Short Questions (30 marks)    This section consists of Multiple Choice and Short Answer type questions. Answer all the questions. Objective Question carries 1 mark each &Short Question carries 5 marks each. Part One Multiple Choices: 1. It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others a. Geocentrism b. Polycentrism c. Ethnocentrism d. Egocentrism 2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements a. Job analysis b. Job rotation c. Job circulation d. Job description 3. This Act provides an assistance for minimum statutory wages for scheduled employment a. Payment of Wages Act, 1936 b. Minimum Wages Act, 1948 c. Factories Act, 1948 d. Payment of Gratuity act, 1972 4. __________ is the actual posting of an employee to a specific job a. Induction b. Placement c. Attrition d. None 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as a. b. c. d. Training Development Education Mentoring 1 IIBM Institute of Business Management Examination Paper of Human Resource Management 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events a. Planned change b. Technology change c.......

Words: 1359 - Pages: 6

Hrm 300 Final Paper Human Resources Management

...HRM 300 Final Paper Human Resources Management Click below link for Answer http://workbank247.com/q/hrm-300-final-paper-human-resources-management/3370 http://workbank247.com/q/hrm-300-final-paper-human-resources-management/3370 HRm 300, Human Resources Management: Final Paper Instructions  This final paper is intended to demonstrate your knowledge of two main goals:  • Your knowledge of the primary concepts presented in the course  • How you interpret and then initiate that knowledge and understanding in a fictional business situation  The requirements of this paper are common to the basic tasks of H.R. Professionals and/or Operations Managers. Whether your career is in H.R. or as a Manager, the tasks below are very common to both careers. Your final paper will be evaluated on a number of criteria including your demonstrated knowledge of text book concepts regarding each HRM and then, your planned and specific actions based upon your knowledge and understanding of your chosen business to address and solve that specific problem.  The Scenario: You: Are the newly hired Human Resources Manager (HRM) of the company you’ll choose below and you report to Mr. Johnson. You’ve been hired to address issues existing within your company and that require your immediate attention. Your Company: You decide which business you work for. In the Additional Learning Resources of Unit 1, you'll find the Sample Business Plans link. Once at the Center for Business......

Words: 1083 - Pages: 5

Human Resource Paper

...Sarah Lopes Management Final Paper December 8, 2014 Equal Employment Opportunity Title VII of the Civil Rights Act of 1964 was demanded by President John F. Kennedy during his speech on June 11, 1963 over civil rights. The bill was called to ask legislation “greater protection for the right to vote” and “giving all Americans the right to be served in facilities which are open to the public- hotels, restaurants, theaters, retail stores, and similar establishments.” It outlawed discrimination based on race, color, religion, sex, or national origin. Initiated with little enforcement, additional titles were supplemented for legislation over the years. Title VII of the Act formally forbids discrimination by protected employers on the premise of color, religion, race, sex, or national origin. It also prohibits discrimination against individuals over their association with another individual of a discrete color, religion, race, sex or national origin. The Equal Employment of Title VII has also been complimented by the Pregnancy Discrimination Act of 1978, Age Discrimination in Employment Act, and the Americans with Disabilities Act of 1990. The Equal Employment Opportunity alludes to the eradication of various barriers in a place of business to current and potential employees. It aims to secure equal employment in the hiring process, competition for promotions, and access to training/ professional services, benefits and development opportunities. The laws are distinct by......

Words: 503 - Pages: 3

Human Resource Research Paper Aflac

...Monroe College School of Business and Accounting Professor: Mauricia Thomas-Francis …………………………………………………………………………………………………. Course Name: Human Resource Management Course Number & Section #: MG211-201 Submitted By: Nita D. Pascal Student ID#: 0156616 Date of Course: Spring 2014 Semester: August 2, 2014 Title of Assignment: Case Analysis: AFLAC Insurance Table of Contents Executive Summary In light of the current economic situation, employee benefits have become a major concern and are surfacing in many conversations of HR professionals. Human capital is by far an organization’s most valuable asset and at that a huge expense. In an attempt to keep cost low, to remain competitive, many organizations are forced to either reduce or completely disregard certain elements of their total rewards programs. This has not always been an easy decision, because on the flip side of the coin, the availability and quality of a company's benefits remains one of the major factors affecting an employee's morale, influences their decision to remain in the business and more so can determine whether or not a qualified employee accepts a job in the first place. What if a certain organization offered rewards that incurs next to nothing or absolutely no costs at all for the employees, and allows them to receive a benefit which cost couple of hundreds of dollars a year? At Aflac insurance company, the reality of this is attainable. Aflac has long understood the importance of...

Words: 3438 - Pages: 14

Human Resources

...HUMAN RESOURCES | | Human resource is a relatively modern management term, coined as early as the 1960’s. | HR is a term used to describe the individuals who make up the workforce of and organization. Human resource function is to implement an organization’s human resource requirements effectively, taking into account federal, state and local labor laws and regulations; ethical business practices; and net cost, in a manner that maximizes, as far as possible, employee motivation, commitment and productivity. | | | 5/11/2011 | | Brief Summary This paper suggests the reasons for the emphasis upon the adding value aspect of the Human Resource department. HR is just one of several departments within a company. HR purpose and role is to achieve skilled qualified individuals and also to ensure future business plans and requirements to maximize company’s success. The processes of finding, developing, and keeping the right people to a qualified work force, are just a few of the purposes and roles of Human Resources. Recruitment and Selection Finding the best candidates for the job is a process of developing a pool of qualified job applicants. Recruitment and employee selection form a major part of an organization’s overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short-to medium-term. Recruitment activities need to be responsive to the increasingly competitive market to......

Words: 1341 - Pages: 6

Human Resources Change Paper

...Running head: AON CORPORATION - HOW THEY RUN Aon Corporation - How They Run Their Human Resources Department Terese Pawlowski MGT -420 July 31, 2011 Aon Corporation - How They Run Their Human Resources Department The Human Resources Department is the backbone of many corporations, both large and small. Its main responsibility is to be in compliance with all aspects of the company not just the hiring and firing of employees. The staff in this department must make sure that the company is protected from lawsuits, that employee morale is kept up, rules and regulations are communicated to employees timely and correctly and ensuring workplace safety. Aon Corporation is the nation's largest insurance broker and a company that I recently worked at for 11 years. This organization has gone through many changes including buying additional companies, created centralized service centers and sending some of the work offshore to India. There was also a reduction in how the human resources department was structured. At one point, there was a human resources staff in each of the offices worldwide. In 2001, they decided to make a more stream lined approach, and move the main human resources department to the Chicago, IL headquarters, and then create smaller departments within four service centers located in Glenview, IL, New York, Houston and Los Angeles. In addition, there was still the call center employees that handled the routine payroll and benefits questions. When I first...

Words: 1162 - Pages: 5

Implications for Human Resource Development Paper

...Implications for Human Resource Development Paper BSHS/425 DISCRIMINATION AT THE WORKPLACE I for one have never been discriminated against at my place of employment. Although I have never been personally discriminated against, I have however witnessed a co-worker of mine being discriminated against by another colleague. The girl that was doing the discriminating was young and naïve, she thought she could do or say whatever she wanted without any kind of repercussions. She didn’t care about anyone’s feelings, even if they were her elder or her superior. The way she portrayed herself was that she felt as if she was better than everyone else and was untouchable. During the altercation she had walked up to another one of my colleagues and asked them a question and when they answered her she obviously didn’t like the answer because she used some very derogatory language as well as comment on their race in a not so very nice way. After numerous objections about her behavior and then the report that was made about her discriminating against a co-worker, she was put on probation and had to attend several different sessions on discrimination in the workplace, diversity education, etc. Normally I would say that she should have been terminated, but in this case she really did make an effort to change the way she treated people after attending the sessions and being on probation. She genuinely apologized and turned things around completely. There is a lot more discrimination in......

Words: 1065 - Pages: 5

Human Resources

...245W Required Text: Lumsden, G., Lumsden, D., & Weithoff, C. (2010). Communicating in Groups and Teams: Sharing Leadership (5th. ed). Boston: Wadsworth/Cengage Learning Course Content All organizations depend on people to carry out their tasks and work toward common goals, whether you work for a large or small corporation, a federal or state agency, or own your own business. Much of the time we spend working in organizations we spend working in teams. This course is designed to familiarize you with the dynamics of working in teams, to become more effective team members, and to lead teams. To accomplish this, we will examine a number of factors that influence team member interaction and ultimately team performance through lectures, slides, films, demonstrations, cases, and student class presentations. Additionally, this course is intended to provide you with the understanding and skill necessary to communicate effectively in any group, whether it is a social club, a religious organization, or a high-level executive committee in your future career. But it goes more specifically to your preparation for the intensive work in teams that you probably will experience in your personal life and in your workplace. It will give you a foundation of knowledge, experience to develop your skills, and a resource for future use. Objectives 1. To understand your opportunities and responsibilities in taking roles and sharing leadership in groups and......

Words: 3559 - Pages: 15

Human Resource Management Paper

...Chapter 1 Introduction 1. Background Strategic Human Resource Management (SHRM) has been, and remains, one of the most powerful and influential ideas to have emerged in the field of business and management during the past twenty-five years. Policy makers at government level have drawn upon the idea in order to promote ‘high performance workplaces’ and ‘human capital management’. Within business corporations, the idea that the way in which people are managed could be one of, if not the most crucial factor in the whole array of competitivenessinducing variables, has become a widely accepted proposition during this period. Many management consultancy firms – both large and small – have built substantial businesses by translating the concept into frameworks, methodologies and prescriptions. And, not least, academics have analysed, at considerable length, the meaning, significance and the evidence base for the ideas associated with SHRM. The central idea – broadly stated – is that while for much of the industrial age, ‘labour’ was treated as an unfortunate ‘cost’, it became possible to view it in an entirely different light; as an ‘asset’. Economists and accountants routinely classified labour as one the main ‘variable costs’. Accordingly, procedures and managerial systems were aligned with this view. Labour was seen as plentiful and dispensable. Little thought was given to its recruitment, little investment was made in its......

Words: 2753 - Pages: 12

Human Resource

...A Case Study in Human Resource Management Practices Name: Cadien Vaccianna Course Number: HRMN 495 School: University of Maryland Professor: DR Henderson Date: June 14, 2016 Introduction PAC is a company that deals in the manufacturing of high-quality specialty components that are essential in the computer industry. PAC Resources was initiated by David Dukakis in early 1990s. PAC resources started as a small unit operating in a temporary office. In the preceding years, PAC Resources has managed to grow. Particularly, the company has managed to employ 835 personnel working as full-time workers. Additionally, the company has a large facility that hosts most of the operations. PAC Resources has managed to maintain the line of production and position despite the recession in the industry. The company has a market for the products in the United States and Asia. The major source of revenue for PAC Resources originates from the contract they have with a particular manufacturer. The contract involves building specific high-quality specialty components for the computer manufacturing company. The reliance on the single source of revenues has been the subject of worry for PAC Resources. The company has been focusing on strategies that will help in expanding the customer base. Other intentions of the company include; reducing the rate at which......

Words: 2660 - Pages: 11

Implications for Human Resource Development Paper

...Implications for Human Resource Development Paper BSHS/425 February 29, 2016 Ashley Huffman Implications for Human Resource Development Paper As explained in our text book Management of Human Service Programs, 5th ed “diversity is both a goal and a process to be managed” (Lewis, Lewis and Packard, 2012). Diversity can sometime be complicated with regards to fully understanding it. In addition there are many values to being diverse; however with diversity comes (organizational) discrimination. Today we will discuss diversity’s role within the workplace, its implications for human resource development, and discrimination. Diversity and Discrimination Defined Diversity can be defined as more than one type, ideas, cultures, and race (Merriam Webster, n.d). Diversity’s role within the workplace aides in areas like increased company exposure, conflict resolution, and networking. Discrimination is defined as “the practice of unfairly treating a person or group of people differently from other people or groups of people” (Merriam Webster, n.d ). Discrimination role within a workplace is not tolerate. In addition there are laws in place that prohibited discrimination in almost all forms and types. Discrimination at Play An over 50 year women name Beth was hired to work as part of the senior management team for an automobile manufacturing company. Prior to her hire the senior management team was made up of 7 males, making her the only female on this team. The practice of......

Words: 1029 - Pages: 5

Human Resources Paper

...Human Resources MGT/431 September 05, 2011 Roles and Functions of Human Resources The human resources department of organizations is extensive and is important to help the organization organized and successful. The roles and functions of the human resources department includes recruiting potential employees, responsible for the staffing, comply with labor laws, responsible for the training programs, implementing safety procedures, and policies. In addition, the human resources department is also responsible for maintaining, and ensuring a high level of quality, action, and performance in the organization. Management Role of the Human Resources Department Some of the roles of the human resources representatives and managers include addressing the different personal issues and information of the employees of the organization. The human resources department ensures that the employees are conform to the organization’s rules and policies, monitor personnel performance and training needs, and counseling. In addition, the department is also responsible for handling the employee benefits and compensation packages (Noe, Hollenbeck, Gerhart, & Wright, 2007). Furthermore, the department is also responsible for recruiting of potential employees, hiring, training, and job study. Job study or analysis is the process of gathering information, and organization the information about a specific job and analyzing the responsibilities, duties, and task of that particular job......

Words: 726 - Pages: 3