E-HRM Human Resources &
Events, Functions Planning
Copyright 2012 Coall Publishing
Smashwords Edition
Written By Julien Coallier
License Note:
This ebook is licensed for your personal enjoyment only. This eBook may not be re-sold or given away to other people. If you would like to share this book with another person, please purchase an additional copy for each recipient. If you’re reading this book and did not purchase it, or it was not purchased for your use only, then please purchase your own copy. Thank you for respecting the hard work of this author.
***
E-HRM Human Resources &
Events, Functions Planning
***
Part 1 HR
***
Chapter 1 Human Resources
HR can (potentially) orient support a company uses within operations that help promote and maintain production, by refining workers and company policies. HR is instrumental in the training of recruits while the company updates which ongoing orientations facilitate the workforce into advancing. Several problems can be specifically resolved using the HR department, dependant on executive directions. While HR promotes the company on several levels, isolating and removing disruptive employees and policies is one very important HR branch of responsibilities that helps prevent harmful elements; allowing company production and cohabitation to be safeguarded.
Using an HR manager to train employees allows a company to hire less experienced workers that can be hired at a lesser salary price. For companies that hire highly skilled labor, whom must be trained further, the substantial expense of developing the specialized labor is protected with the prevention of harm and injury the orientations instill.
Problems of high-tech labor costs that HR can help solve:
- Integration of new technologies can be orientated for a smooth transition
- Development of policies to facilitate workers
- Help increase worker performance & confidence
- Resolve conflicts that may lead to the formation of unions, strikes
- Resolve personal issues of workers to instill a happier working environment
The removing of incompetent workers can be as cost effective as the upgrading, training, and orientating employees. Quality control and performance reviews helps safeguard that workers are properly facilitated and listened to. While the representation of the company may promote a harmonious company name, the integrity and skill set level have direct impacts on productions including waste reduction, theft prevention, and reduction of workplace injury.
***
Chapter 2 Company Structures
If you feel talented and motivated, a tall hierarchy means lots of room for you to advance into. While lower level work is safer to work at, the company’s determination of value in elevating its lowest wages does nevertheless a difference. If the lowest of wages are high, the competition is perhaps tame and those wishing to rise truly are those motivated. When everyone is specialized they each serve a valuable service and are necessarily important to the project. While brainstorming in a group can bring diverse ideas, high potency and high quality ideas are the ones that help us excel.
A company that knows where it’s going is using a strong culture that is highly motivated using a clear objective. A potent company will probably know better how to place you as an asset in their workforce, than a company that is inefficient and has what it takes (potentially) to impress shareholders (a devalued company). Meanwhile as an Admin or HR consultant in a strong company, the HR can help orient and upgrade with full support. By the time an HR moves on to other companies for work (is the case) the objective of placing the company on track towards expansion and promotions is assumed stabilized. While the leadership is well intentioned to have had the HR, larger companies require HR to manage human interaction, orientation and providing quality checks and recommendations. If your company is able to network with others to have a common HR that can have intimate knowledge of your companies holdings, then by networking you may be able to employ an HR; even as a moderately small company.
Believing in centralized control has two strong benefits, it suggests the company has a strong policy system and allows you to exert a greater level of control once you rise into the higher levels of management. Having leeway to speak of policy reform and personalization helps energize the workforce and safeguard the company from corruption and abuse.
It may be debated that a highly evolved organic (adaptive) structure becomes mechanical (static, emulates itself when expanding) in its expansions using extensively well-developed protocols. Conformity of structure and diligent use of guidelines allow an individual or group to propel themselves into their work and know exactly where to direct their efforts. While being able to adapt the company is essential when using high technologies, a very flexible core of mechanical (stable, static) structure is nevertheless a vital component of much success.
***
Chapter 3 - High National Dollar
A high National dollar can be problematic for the HR department for various reasons. Unfortunately the HR department is expendable in companies that either misunderstand HR's role in facilitating the workforce or the HR value as quality control. Once the company has a solidified culture, it is questionable if the company will keep the HR department when off shoring is possible. Because the historic role of HR has been administrative to prove a cost benefit for their employment, a high loony can soon cause changes in tasks and responsibilities which mean shifting offices.
The stock market values stability and durability. While social trends will highlight the worth of various products, the HR department helps solidify the continuing production levels while helping to reduce and remove liability issues. Fraud, strikes, and general human rights related grievances can become a media nightmare for the companies involved, and are less likely within a company empowering the HR department.
As a cultured company, the private policies in place help automate and guide operations towards a harmonious continuum. Keeping production steady while technological upgrading is progressing also involves training by the HR department to be proficient. While a high National dollar suggests inflation is pending, the transition to better equipment that can produce more, while profits are elevated, may allow selling goods at a stabilized currency.
High currency value or not, the structure of the company determines how productive the HR and the general employee are for the company. The executive branch of the company is almost certain to change policies due to currency shifts, even if certain decisions are generally automated from being accustomed to the shifts.
***
Chapter 4 - Manual Vs Mechanical
Figure out what the new number of output desired is and see what the next break in supply prices can be that will cover production expectations.
Calculate both the cost of desired volume of production at increased level and calculate the amount of labor needed to achieve the maximum product amount the company can generate from the new price break volume without inventory surpluses. Account for waste and theft if applicable.
Factors to be calculated: supplies, facility, manpower, utilities & equipment
Now check if new technologies can be used to upgrade to enhance workload and the cost effectiveness versus increase in brute volume of employees that can achieve desired production levels.
For both the expansion cost and the maximum cost, each calculates the technological upgrade potential cost.
Present findings to the company
Include all unused potential company resources such as example storage spaces, convertible equipment and locations and the possibility or retraining or promoting to make expenditure transitions effective.
When graphing, compare the cost of investment to upgraded potential and overlap charts to compare technological upgrade vs. human labor addition
Graph historic supplies pricing if they change, especially if they are seasonal to possible purchase yearly and place in storage so pricing is static, then compare the differing prices within the year to the cost of storage.
*Add any history of company loss of production due to lack of resources
***
Chapter 5 - Beware of Speculative Insurance
Consider the implications of this move and what it implies if the company being stripped down is highly insured against ruin.
Calculate the price of moving company to China, Mexico, India, or another nation to see if costs are better and use graphs that show competitions not effected by such moves regarding their net worth since the move
Show pricing of stripping the entire company down to its bone structure and potentially selling it while taking away all managers away, promoting others in their place before the sale, and then opening a competing branch located in another country.
By determining how many employees would be best suited to be managerial with you in a foreign nation, they can be hired into your new company if the expected expansion requires more management to efficiently train a foreign workforce.
***
Chapter 6 - Creating Motivation & Meeting Needs
Organizations have to keep in mind market value for the labor they have and the local value of hiring them when loyalty and compelling public relations are useful / applicable. Generally the company can use utilities already being purchased in bulk, checking prices to determine what the additional cost would be per employee if the additional expense was ordered. For employees to gaining benefit after working diligently or affectively may be a strong motivator for many to continue. After several benefits are added to the company’s portfolio, reps can boost their appeal when competing to employ from areas with scarce selections.
Taken literally the resolving of employee and company needs translates into providing benefits directly related towards essential of life. As example: If a company wants to attract woman workers having a daycare facility will bring in mothers quickly. Mothers joining the workforce would be facilitated, especially from a budget that creates high quality daycare facility, as example. With the desire from upper executive management present in attracting mother workers, more woman and family fathers would be expected to join the workforce; with high loyalties to the company attached.
Employment based on work that must be done while the presence is not required (on is far more flexible. With more flexibility in time due to the type of work, privileges and luxuries become far more compatible. Certain privileges may become a distraction which becomes problematic. One possible solution for work that must be scheduled is to have workers work out their own times in case they need or want the added flexibility.
***
Chapter 7 – Interviews
When shorting out submitted personal information from various applications, there are several methods that can be used; such as grouping them based on academic, experience, date the application was handed in, time the application was handed in, organization, quality of paper, originality of presentation etc… While the traditional application of a resume submitted is in written form, email, dedicated website, phone and faxing submissions can be mandatory. The resume and cover letter as an intro are not often a complete process in themselves though it is also useful that the candidate is seen in person.
Using a multiple choice application, especially within large companies, would be a far more efficient way to find employees; as long as printing our results is facilitated. While designing the application filters we can use exact settings that allow us to look at only the relevant applications; with no bias (based on names, creed, sexual orientation, or locations of origin) involved in choosing. An automated application requires purchasing a specific program which can nevertheless be used in the future and will probably require relatively effortless programming. While the automated process may be faceless, soon your tone of voice and choice of clothes may become decisive criteria towards being hired; until you demonstrate behavior and skill level. While being qualified on paper is questionably exact, showing your ability to perform is vital.
Resumes can be replaced or followed by the phone, especially with automated interview having already introduced your personality and style. A person to person interview can be expected to finalize your acceptance to the company. Communications skills in regards to general attitudes relating to work are the social etiquettes the company will look for to determine your ability at social interaction. Meanwhile knowing your goals and objectives is to know how compatible you are for the given working environment. Within determining where your employment fits into the grand scheme of your general life direction the company is concerned with your attitudes & behavior since human interactions tends to have a direct impact on work competence.