1
Running head: MANAGEMENT ANALYSIS
2
MANAGEMENT ANALYSIS
Management Analysis
Student’s Name
Affiliation
Abstract
This paper analyzes The Public Human Services Association, which is a fictional organization that offers human services. It describes the overall management structure, taking keen interest on the functioning of the Human Resource department and its role in the organization. The paper begins by discussing the roles played by management in such an organization that offers human services. It then proceeds to review, analyze and examine critically the organizational structure as well as the human resource structure. The paper assesses whether the structure of the organization positions it as a suitable and strategic partner. It then describes the possible strengths and weaknesses of the structure. The personnel policies and practices of the organization such as management, performance, recruitment, training, benefits, job analysis, compensation, diversity management and strategic planning of the organization are discussed and analyzed. This is done to determine whether the practices and policies are relevant and up-to-date, and whether they are fairly and consistently enforced or need improvement, changing or elimination. Lastly, the paper reports whether the management has achieved its goal of increasing productivity while at the same time maintaining the worker’s morale and gives strategic, structural and tactical recommendations on how to improve effectiveness and efficiency of the organization.
The role of management in human service organizations
Human service organizations are tasked with the responsibility of ensuring human needs are met through a collaborative knowledge base, centering on prevention and management of problems and remaining committed to the improvement of the living standards of the target population. Effective management in a human service organization is critical in ensuring provision of high quality services. The role of management in such a setting is to ensure that service delivery systems are in order and accessible. It also ensures that the organization stays on track and remains accountable.
The management is also responsible for providing comprehensive definitions of the roles of workers and assigning responsibilities in areas such as advocacy, participation, community empowerment and networking (Austin, 2013). It sets standards and policies to provide the educators, trainers and service providers with the right framework within which to operate. It also strategizes on how to ensure that deadlines are met, processes are consistently improved and that clients are having their needs met and grievances addressed.
The central management is responsible for subdividing the organization into various departments to handle different roles. The management analyzes and authorizes the creation of new systems meant to improve work flow and boost productivity of the workers. It also organizes for events that w ...
SEARCH ENGINE OPTIMIZATION. ... We use proprietary techniques and plain old hard work in order to achieve your SEO and company objectives. By employing a series of 'best practices' across both your site and all internet marketing, SEO can bring you the business you're looking for
Running head ORGANIZATIONAL STRUCTURE2ORGANIZATIONAL STRUCTUR.docxcharisellington63520
This document provides an overview and outline for a strategic plan project focusing on a health care organization. The strategic plan will cover the organization's structure, environmental analysis, financial plan, implementation, and evaluation over a 3-5 year period. The author is asked to research and report on the mission, vision, values, strategic planning model, theoretical framework, leadership, change management model, board involvement, value chain activities, and how the value chain can support the strategic plan of their chosen health care organization.
This document discusses human resources management (HRM) in organizations. It covers several key points:
1) HRM involves acquiring the right people for an organization, developing their skills, and motivating them to contribute to the organization's goals.
2) Operative HRM functions include employment (recruiting, selecting, placing staff), development (training, career planning), compensation, and employee relations.
3) The objectives of HRM are to create a skilled and motivated workforce to achieve organizational goals, establish sound employee relations, and satisfy both individual employee and societal needs.
This document discusses people management from a systems perspective and the role of the HR department. It views an organization as a system with interdependent parts where people are essential elements. A systems-based approach emphasizes understanding complex dynamics, integrating individual and organizational goals, continuous feedback, and considering multiple stakeholders. The HR department oversees various workforce elements like recruitment, training, performance management, compensation, and employee relations to attract and retain talent while ensuring legal compliance and a productive work culture. Governments also play an important role by establishing employment laws and policies to protect worker rights, health, safety, and development.
Thank you for the activity suggestion. While building paper towers could be a fun team-building exercise, as an AI assistant I do not have the ability to physically participate. Perhaps we could have an engaging discussion about human resource management concepts instead.
- HR for Competitive Advantage
- Responsibilities of Line Managers
- Responsibilities of Staff Manager
- Line and Staff Relations
- Roles and Responsibilities of HR Manager
- ASTD Model of Human Resource Management
Organization development and change are professional fields of social action and the areas of scientific enquiry. The practices of organization development and change covers a wide range of activities and functions. Various areas that illustrate organization development and change Management are, working in co-ordination and integration with the other individuals, such as, employees, colleagues, supervisors, leaders, managers and directors, bringing about structural changes and processes that may influence the job satisfaction of the individuals. The study of organization development and change Management have reports a broad range of areas that have been taken into account in this research paper. The main purpose of researching upon these areas is to find out how effectiveness can be brought about in the implementation of functions within the organization. Bringing about innovative changes and transformations and implementation of tasks and functions towards the development of the organization are the main objectives of the personnel.
SEARCH ENGINE OPTIMIZATION. ... We use proprietary techniques and plain old hard work in order to achieve your SEO and company objectives. By employing a series of 'best practices' across both your site and all internet marketing, SEO can bring you the business you're looking for
Running head ORGANIZATIONAL STRUCTURE2ORGANIZATIONAL STRUCTUR.docxcharisellington63520
This document provides an overview and outline for a strategic plan project focusing on a health care organization. The strategic plan will cover the organization's structure, environmental analysis, financial plan, implementation, and evaluation over a 3-5 year period. The author is asked to research and report on the mission, vision, values, strategic planning model, theoretical framework, leadership, change management model, board involvement, value chain activities, and how the value chain can support the strategic plan of their chosen health care organization.
This document discusses human resources management (HRM) in organizations. It covers several key points:
1) HRM involves acquiring the right people for an organization, developing their skills, and motivating them to contribute to the organization's goals.
2) Operative HRM functions include employment (recruiting, selecting, placing staff), development (training, career planning), compensation, and employee relations.
3) The objectives of HRM are to create a skilled and motivated workforce to achieve organizational goals, establish sound employee relations, and satisfy both individual employee and societal needs.
This document discusses people management from a systems perspective and the role of the HR department. It views an organization as a system with interdependent parts where people are essential elements. A systems-based approach emphasizes understanding complex dynamics, integrating individual and organizational goals, continuous feedback, and considering multiple stakeholders. The HR department oversees various workforce elements like recruitment, training, performance management, compensation, and employee relations to attract and retain talent while ensuring legal compliance and a productive work culture. Governments also play an important role by establishing employment laws and policies to protect worker rights, health, safety, and development.
Thank you for the activity suggestion. While building paper towers could be a fun team-building exercise, as an AI assistant I do not have the ability to physically participate. Perhaps we could have an engaging discussion about human resource management concepts instead.
- HR for Competitive Advantage
- Responsibilities of Line Managers
- Responsibilities of Staff Manager
- Line and Staff Relations
- Roles and Responsibilities of HR Manager
- ASTD Model of Human Resource Management
Organization development and change are professional fields of social action and the areas of scientific enquiry. The practices of organization development and change covers a wide range of activities and functions. Various areas that illustrate organization development and change Management are, working in co-ordination and integration with the other individuals, such as, employees, colleagues, supervisors, leaders, managers and directors, bringing about structural changes and processes that may influence the job satisfaction of the individuals. The study of organization development and change Management have reports a broad range of areas that have been taken into account in this research paper. The main purpose of researching upon these areas is to find out how effectiveness can be brought about in the implementation of functions within the organization. Bringing about innovative changes and transformations and implementation of tasks and functions towards the development of the organization are the main objectives of the personnel.
HRM - Thriuvalluvar University - Unt 1 Study Material T S Kavi Kumar
HRM - Thriuvalluvar University - Unt 1 Study Material
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
This document provides an overview of human resource management (HRM) concepts and practices. It discusses how HRM has evolved over time and been influenced by various internal and external factors. Some of the key topics covered include the changing environment organizations operate in, different approaches to HRM, variables that affect managing human resources as a system, challenges faced, and the importance of integrating theory with practice. The document aims to introduce participants to the fundamental principles of HRM.
The document discusses human resource management (HRM). It states that the objectives of HRM are to contribute to the accomplishment of organizational objectives and to meet the needs of individual employees. HRM helps attain maximum individual development and desirable working relationships. The functions of HRM include recruitment, training, performance appraisal, remuneration, and welfare of employees. Major factors influencing HRM are the size of the workforce, rising employee expectations, and changes in technology and lifestyle.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
SWOT analysisUniversity of Phoenix MaterialSWOT AnalysisLocation o.docxmattinsonjanel
Hillside Healthcare is a functional organization with a hierarchical management structure. It uses a basic strategic planning model with a systems theory framework. Its mission is to provide quality healthcare to everyone through valuing patient lives and partnering with other organizations. Its vision is to transform healthcare through quality services, care, safety and innovation. Key leaders are the top manager and human resource manager. It uses Kotter's change management model and involves the governing board in overseeing performance and evaluating compliance with standards. Major activities include healthcare services and support functions like the supply chain that help implement its strategic plan.
This document discusses staffing, which it defines as determining and assigning the right personnel to jobs in order to accomplish organizational goals. It outlines the main goals and functions of staffing. The key functions of staffing are procurement, development, compensation, integration, and maintenance of personnel. Staffing is an important managerial function that helps place the right people in the right jobs and is critical for organizational effectiveness and performance.
Study on Employee Involvement & Welfare Measures at ABNLKrishna Kumar C
This document discusses human resource management (HRM) and employee involvement and welfare measures. It defines HRM as managing people in an organization to achieve business objectives. The objectives and functions of HRM include social, organizational, functional and personal goals. Employee involvement means empowering employees to participate in decision making. Employee welfare includes benefits and facilities provided to improve employee well-being and life. Involving and caring for employees can boost motivation, productivity and commitment to help organizations succeed.
Human resources plays a crucial role in organizations by managing talent acquisition, employee development, and performance. Specifically, HR is responsible for recruiting and selecting skilled candidates, providing training programs to enhance employees' abilities, and establishing performance management systems to set goals and provide feedback. Additionally, HR fosters employee engagement and retention through initiatives that promote workplace satisfaction, inclusion, and work-life balance. By developing competitive compensation and benefits programs and ensuring legal compliance, HR contributes to organizational success and effectiveness.
Running Head Human Resource Representatives and their roles13.docxwlynn1
Running Head: Human Resource Representatives and their roles 1
3
Human Resource Representatives and their roles
Human Resource Representatives and their roles
Student’s Name:
Institution:
Part 1
The human resource roles range from employee relations, labor relations, recruitment, training and development among many others. These roles are facilitated by human resource representatives. HR representatives facilitate a healthy work environment for employees. Human resource representatives also approve HR transactions at the departmental level (Brewster, 2017). Human resource representatives participate in reviewing processes and policies of an organization. The duty of promoting HR strategy also lies on the Human Resource representatives. Responsibilities of human resource representatives are represented in the mind map below.
Part 2- Job Description for Promoting Human Resource Strategy
Academic Requirements
· One should have a degree in human resource related course from recognized universities.
· One should have acquired computer operational skills. This will help him/ her cope up with the digital nature of the organization.
· Masters in Human resource will be an added advantage because it will mean more knowledge about the field of human resource which is what the organization is looking for.
· During the years of studying one should have held leadership positions which will make him self-drive when discharging duties.
Other Qualifications
· One should be self driven; able to work under minimal supervision and instructions
· One should have good interpersonal skills.
· One should portray selflessness in the work place; ability to move the agenda of the organization as opposed to pursuing personal goals in the work place
Roles and responsibilities
· Participates in strategy formulation of an organization by acting as a representative of the Human Resource department.
· Interprets the vision of the organization to employees.
· Pushes employees towards the vision by implementing strategies that will motivate employees to work towards the vision.
· Represents the human resource department in annual general meetings.
· Communicates the role of employees in strategy implementation to the top management of an organization (Banfield, 2018).
Working hours
· He/ she works 8 hours in a day and five hours in a week
Salary
· He is entitled to a basic salary of $1500 per month.
· House allowance of $300 per month.
· Medical allowance of $200 per month.
· Sitting allowances of $40 per hour on meetings.
References
Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.
Banfield, P., Kay, R., & Royles, D. (2018). Introduction to human resource management. Oxford University Press.
Human Resource representatives
Reviewing processes and policies in the department
Acts as a communication liink between employees an.
Human Resource Management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources – in ways at contribute to organizational effectiveness.
This document discusses various aspects of human resource management systems including training and development, job design, recruitment and selection, performance management, and career development. It emphasizes the importance of integrating employee skills with job requirements through proper job analysis and design. It also stresses the need for induction and orientation of new employees, ongoing employee development, and career planning to retain valuable talent.
This document outlines a lecture on organizational support. It begins with defining organizational support as employees' beliefs about how much an organization values their contributions and cares about their well-being. It then discusses the importance of organizational support for employee engagement and commitment as well as factors that can influence organizational support like workload, resources, and manager support. The document also examines how different forms of support within an organization like from managers, colleagues, policies, and infrastructure can enhance employee engagement. It concludes by discussing the implications of organizational support for the nursing profession and healthcare organizations.
The document discusses the role of the human resource department in modern organizations. It argues that for an HR department to be effective, it must be embraced and supported by top management. The HR department should work collaboratively with line managers to develop strategies that meet organizational needs. However, many organizations do not view the HR department as strategic, instead seeing it as only handling administrative tasks. For an HR department to add value, it must be led by qualified professionals and be involved in strategic decision making. It should work to attract and retain the right employees while also supporting organizational goals and objectives.
This document discusses organizational behavior and defines it as the study of how individuals and groups act in organizations and how their behaviors affect organizational effectiveness. It provides definitions of organizational behavior from several experts and discusses the key elements (people, structure, technology, environment), scope (individuals, groups, the organization as a whole), and the role of organizational behavior in different contexts like manufacturing, education, insurance, and textiles. Specifically, it emphasizes that organizational behavior focuses on understanding and managing human behavior in organizations to improve performance.
This document provides an overview of organizational behavior. It defines organizational behavior as the study of human behavior in organizational settings and its interface with organizations. It discusses the importance of organizational behavior in understanding employees and organizations, motivating employees, improving labor relations, predicting and controlling human behavior, and effectively utilizing human resources. It also outlines factors that affect organizational behavior like people, structure, technology, and environment. It describes the objectives and levels of analysis of organizational behavior and provides examples of models of organizational behavior like autocratic, custodial, and collegial models.
Strategic human resource management links a company's strategic business plan and objectives to developing and deploying human resources. It is important because human assets do not depreciate over time like physical assets, but rather increase in value with experience. Strategic HRM looks beyond daily transactions to focus on cross-cultural issues from global operations, facilitating corporate culture changes needed to adapt to global competition, and managing employees across developing and developed countries as business plans shift to tap growing consumer markets worldwide.
The case discusses improvements to safety management at Oneida Silversmiths. Oneida adopted an organizational approach to safety that included establishing safety committees, conducting risk assessments, implementing training programs, and tracking safety metrics. This systematic approach led to significant reductions in injuries, from 7.3 injuries per 100 workers to 1, and reductions in lost time incidents from 137 to fewer than 50 per year. The improved safety management contributed to higher efficiency, lower costs from fewer accidents, and an improved public image for Oneida.
The document discusses the importance of an ideal environment for collaboration between students, families, educators, and support staff. An ideal environment requires trust, shared goals, and open communication. It also emphasizes using collaboration, consultation, teamwork, and co-teaching to empower students and help them develop skills to become successful citizens.
The document discusses key concepts in human resource management (HRM). It defines HRM as focusing on attracting, developing, and maintaining an effective workforce. The key assumptions of HRM are that employee quality determines organizational effectiveness and success depends on hiring skilled employees. HRM applies disciplines like economics, psychology, sociology, and law. It also discusses the importance of human capital and the differences between traditional personnel management and modern HRM. The document outlines principles, objectives, functions, and challenges of HRM.
Business UseWeek 1 Assignment #1Instructions1. Plea.docxfelicidaddinwoodie
Business Use
Week 1: Assignment #1
Instructions
1. Please read these two articles:
· Using forensics against a fitbit device to solve a murder: https://www.cbsnews.com/news/the-fitbit-alibi-21st-century-technology-used-to-help-solve-wisconsin-moms-murder/
· How Amazon Echo could be forensically analyzed! https://www.theverge.com/2017/1/6/14189384/amazon-echo-murder-evidence-surveillance-data
2. Then go around in your residence / dwelling (home, apartment, condo, etc) and be creative.
3. Identify at least five appliances or devices that you THINK could be forensically analyzed and then identify how this might be useful in an investigation. Note - do not count your computer or mobile device. Those are obvious!
4. I expect at least one paragraph answer for each device.
Why did I assign this?
The goal is to have you start THINKING about how any device, that is capable of holding electronic data (and transmitting to the Internet) could be useful in a particular investigation!
Due Date
This is due by Sunday, May 10th at 11:59PM
Surname 6
Informative speech on George Stinney Jr.
A. Info research analysis
The general purpose of the speech was to inform people about the civil injustice being done against the African American community in the United States. The specific purpose of the speech was to portray to the audience how an innocent 14-year old black boy suffered in the hands of the South Carolina State law enforcing officers. He was falsely accused of killing two white girls and electrocuted within two months after conviction.
I decided the topic of my speech after perusing through all the suggested topics ad found that the story of George Stinney Jr. was touching and emotional entirely.
This topic benefits the audience and the society in general by giving them an insight of the cruelty that the American law system has against the African American community. The audience gets to know how the shady investigations were done with claims that George had pleaded guilty to the charges of murder when there was no real evidence tying him to the crime or a signed plea agreement.
The alternative view that I found in the research was the version of the investigating officer of the case who claimed that the 14-year old boy managed to kill two girls aged 11 and 7 with a blunt object and ditch them in a nearby trench. This alternative point of view did not make sense because it is hard for a 14-year old boy to use the force that was reported by postmortem results to kill the girls. Therefore, I knew everything was a lie and I had to take the point of view of George’s innocence.
B. informative outline
Introduction:
George Stinney Jr. was an African American boy born on October 21, 1929 in Pinewood, South Carolina, U.S. He is considered as the youngest person to be executed by the United State government in 20th century.
Main body
Investigations of the alleged crimes (Bickford, 05)
The investigations concerning the alleged crimes of George S.
Business UsePALADIN ASSIGNMENT ScenarioYou are give.docxfelicidaddinwoodie
Business Use
PALADIN ASSIGNMENT
Scenario:
You are given a PC and you are faced with this scenario: you don’t know the password to the PC which means you can’t login so you can use a forensic tool like FTK IMAGER to capture the hard drive as a bit-for-bit forensic image AND/OR
1. The hard drive is either soldiered onto the motherboard (there are some new hard drives like this!) or cannot be removed because the screws are stripped (this has happened to me);
2. Even if you figured out the password or got an admin password the PC may have its USB ports blocked via a GPO policy (this is very common in corporations now);
3. Even if you can get the GPO policy overridden you may have some concerns about putting it on the network (which is true especially if you are dealing with malware).
So what you can you do? The best solution is to boot the PC up into forensically sound environment that lets you bypass the password aspect; GPO policy; etc and take a bit-for-bit image. One software that has done the job very well for me is Paladin.
How to get points
If you can send me a screenshot showing me that you had installed Paladin .ISO and made your USB device a bootable device with Paladin using Rufus then you get 10 points.
If you can send me a screenshot showing that you had a chance to boot your computer into Paladin then you will earn an extra 10 points. It is not necessary for you to take a forensic image of your PC but I have included generic instructions here.
Assumptions:
1. You have downloaded Rufus on your computer
2. You have downloaded Paladin on your computer.
Instructions:
1. Make sure you have at least one USB drive.
2. If not down already, download Rufus from https://rufus.ie/.
3. If not done already, download the Paladin ISO image from this website: https://sumuri.com/product/paladin-64-bit-version-7/ which is free. It’s suggested price is $25.00 but you can adjust the price to $0 then order. To be clear – do not pay anything.
4. Insert the USB device in your computer.
5. Run Rufus where you install the Paladin .ISO file on the USB device and make it bootable. Now I could provide you step by step instructions, but this is a Masters class so I want you to explore a bit and figure this out. One good video is this: https://www.youtube.com/watch?v=V6JehM0WDTI.
6. After you are done using Rufus where you have installed Paladin.ISO on the USB device and made it bootable then make sure the USB device is in the PC.
7. Restart your PC. Press F9(HP) laptop) or F12 (Dell laptop) so you can be taken into the BIOS bootup menu.
8. This is where things get a bit tricky e.g. your compute may be configured differently where you have to adjust your BIOS settings. If you do not feel comfortable doing this then stop here. I do not want you to mess up your computer. You have already earned ten extra points!
9. If you still proceed then you will see a list of bootable devices. You may, for example, see a list of devices. Pick the device .
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HRM - Thriuvalluvar University - Unt 1 Study Material T S Kavi Kumar
HRM - Thriuvalluvar University - Unt 1 Study Material
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
This document provides an overview of human resource management (HRM) concepts and practices. It discusses how HRM has evolved over time and been influenced by various internal and external factors. Some of the key topics covered include the changing environment organizations operate in, different approaches to HRM, variables that affect managing human resources as a system, challenges faced, and the importance of integrating theory with practice. The document aims to introduce participants to the fundamental principles of HRM.
The document discusses human resource management (HRM). It states that the objectives of HRM are to contribute to the accomplishment of organizational objectives and to meet the needs of individual employees. HRM helps attain maximum individual development and desirable working relationships. The functions of HRM include recruitment, training, performance appraisal, remuneration, and welfare of employees. Major factors influencing HRM are the size of the workforce, rising employee expectations, and changes in technology and lifestyle.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
SWOT analysisUniversity of Phoenix MaterialSWOT AnalysisLocation o.docxmattinsonjanel
Hillside Healthcare is a functional organization with a hierarchical management structure. It uses a basic strategic planning model with a systems theory framework. Its mission is to provide quality healthcare to everyone through valuing patient lives and partnering with other organizations. Its vision is to transform healthcare through quality services, care, safety and innovation. Key leaders are the top manager and human resource manager. It uses Kotter's change management model and involves the governing board in overseeing performance and evaluating compliance with standards. Major activities include healthcare services and support functions like the supply chain that help implement its strategic plan.
This document discusses staffing, which it defines as determining and assigning the right personnel to jobs in order to accomplish organizational goals. It outlines the main goals and functions of staffing. The key functions of staffing are procurement, development, compensation, integration, and maintenance of personnel. Staffing is an important managerial function that helps place the right people in the right jobs and is critical for organizational effectiveness and performance.
Study on Employee Involvement & Welfare Measures at ABNLKrishna Kumar C
This document discusses human resource management (HRM) and employee involvement and welfare measures. It defines HRM as managing people in an organization to achieve business objectives. The objectives and functions of HRM include social, organizational, functional and personal goals. Employee involvement means empowering employees to participate in decision making. Employee welfare includes benefits and facilities provided to improve employee well-being and life. Involving and caring for employees can boost motivation, productivity and commitment to help organizations succeed.
Human resources plays a crucial role in organizations by managing talent acquisition, employee development, and performance. Specifically, HR is responsible for recruiting and selecting skilled candidates, providing training programs to enhance employees' abilities, and establishing performance management systems to set goals and provide feedback. Additionally, HR fosters employee engagement and retention through initiatives that promote workplace satisfaction, inclusion, and work-life balance. By developing competitive compensation and benefits programs and ensuring legal compliance, HR contributes to organizational success and effectiveness.
Running Head Human Resource Representatives and their roles13.docxwlynn1
Running Head: Human Resource Representatives and their roles 1
3
Human Resource Representatives and their roles
Human Resource Representatives and their roles
Student’s Name:
Institution:
Part 1
The human resource roles range from employee relations, labor relations, recruitment, training and development among many others. These roles are facilitated by human resource representatives. HR representatives facilitate a healthy work environment for employees. Human resource representatives also approve HR transactions at the departmental level (Brewster, 2017). Human resource representatives participate in reviewing processes and policies of an organization. The duty of promoting HR strategy also lies on the Human Resource representatives. Responsibilities of human resource representatives are represented in the mind map below.
Part 2- Job Description for Promoting Human Resource Strategy
Academic Requirements
· One should have a degree in human resource related course from recognized universities.
· One should have acquired computer operational skills. This will help him/ her cope up with the digital nature of the organization.
· Masters in Human resource will be an added advantage because it will mean more knowledge about the field of human resource which is what the organization is looking for.
· During the years of studying one should have held leadership positions which will make him self-drive when discharging duties.
Other Qualifications
· One should be self driven; able to work under minimal supervision and instructions
· One should have good interpersonal skills.
· One should portray selflessness in the work place; ability to move the agenda of the organization as opposed to pursuing personal goals in the work place
Roles and responsibilities
· Participates in strategy formulation of an organization by acting as a representative of the Human Resource department.
· Interprets the vision of the organization to employees.
· Pushes employees towards the vision by implementing strategies that will motivate employees to work towards the vision.
· Represents the human resource department in annual general meetings.
· Communicates the role of employees in strategy implementation to the top management of an organization (Banfield, 2018).
Working hours
· He/ she works 8 hours in a day and five hours in a week
Salary
· He is entitled to a basic salary of $1500 per month.
· House allowance of $300 per month.
· Medical allowance of $200 per month.
· Sitting allowances of $40 per hour on meetings.
References
Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.
Banfield, P., Kay, R., & Royles, D. (2018). Introduction to human resource management. Oxford University Press.
Human Resource representatives
Reviewing processes and policies in the department
Acts as a communication liink between employees an.
Human Resource Management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources – in ways at contribute to organizational effectiveness.
This document discusses various aspects of human resource management systems including training and development, job design, recruitment and selection, performance management, and career development. It emphasizes the importance of integrating employee skills with job requirements through proper job analysis and design. It also stresses the need for induction and orientation of new employees, ongoing employee development, and career planning to retain valuable talent.
This document outlines a lecture on organizational support. It begins with defining organizational support as employees' beliefs about how much an organization values their contributions and cares about their well-being. It then discusses the importance of organizational support for employee engagement and commitment as well as factors that can influence organizational support like workload, resources, and manager support. The document also examines how different forms of support within an organization like from managers, colleagues, policies, and infrastructure can enhance employee engagement. It concludes by discussing the implications of organizational support for the nursing profession and healthcare organizations.
The document discusses the role of the human resource department in modern organizations. It argues that for an HR department to be effective, it must be embraced and supported by top management. The HR department should work collaboratively with line managers to develop strategies that meet organizational needs. However, many organizations do not view the HR department as strategic, instead seeing it as only handling administrative tasks. For an HR department to add value, it must be led by qualified professionals and be involved in strategic decision making. It should work to attract and retain the right employees while also supporting organizational goals and objectives.
This document discusses organizational behavior and defines it as the study of how individuals and groups act in organizations and how their behaviors affect organizational effectiveness. It provides definitions of organizational behavior from several experts and discusses the key elements (people, structure, technology, environment), scope (individuals, groups, the organization as a whole), and the role of organizational behavior in different contexts like manufacturing, education, insurance, and textiles. Specifically, it emphasizes that organizational behavior focuses on understanding and managing human behavior in organizations to improve performance.
This document provides an overview of organizational behavior. It defines organizational behavior as the study of human behavior in organizational settings and its interface with organizations. It discusses the importance of organizational behavior in understanding employees and organizations, motivating employees, improving labor relations, predicting and controlling human behavior, and effectively utilizing human resources. It also outlines factors that affect organizational behavior like people, structure, technology, and environment. It describes the objectives and levels of analysis of organizational behavior and provides examples of models of organizational behavior like autocratic, custodial, and collegial models.
Strategic human resource management links a company's strategic business plan and objectives to developing and deploying human resources. It is important because human assets do not depreciate over time like physical assets, but rather increase in value with experience. Strategic HRM looks beyond daily transactions to focus on cross-cultural issues from global operations, facilitating corporate culture changes needed to adapt to global competition, and managing employees across developing and developed countries as business plans shift to tap growing consumer markets worldwide.
The case discusses improvements to safety management at Oneida Silversmiths. Oneida adopted an organizational approach to safety that included establishing safety committees, conducting risk assessments, implementing training programs, and tracking safety metrics. This systematic approach led to significant reductions in injuries, from 7.3 injuries per 100 workers to 1, and reductions in lost time incidents from 137 to fewer than 50 per year. The improved safety management contributed to higher efficiency, lower costs from fewer accidents, and an improved public image for Oneida.
The document discusses the importance of an ideal environment for collaboration between students, families, educators, and support staff. An ideal environment requires trust, shared goals, and open communication. It also emphasizes using collaboration, consultation, teamwork, and co-teaching to empower students and help them develop skills to become successful citizens.
The document discusses key concepts in human resource management (HRM). It defines HRM as focusing on attracting, developing, and maintaining an effective workforce. The key assumptions of HRM are that employee quality determines organizational effectiveness and success depends on hiring skilled employees. HRM applies disciplines like economics, psychology, sociology, and law. It also discusses the importance of human capital and the differences between traditional personnel management and modern HRM. The document outlines principles, objectives, functions, and challenges of HRM.
Similar to 1Running head MANAGEMENT ANALYSIS2MANAGEMENT ANALYSIS.docx (20)
Business UseWeek 1 Assignment #1Instructions1. Plea.docxfelicidaddinwoodie
Business Use
Week 1: Assignment #1
Instructions
1. Please read these two articles:
· Using forensics against a fitbit device to solve a murder: https://www.cbsnews.com/news/the-fitbit-alibi-21st-century-technology-used-to-help-solve-wisconsin-moms-murder/
· How Amazon Echo could be forensically analyzed! https://www.theverge.com/2017/1/6/14189384/amazon-echo-murder-evidence-surveillance-data
2. Then go around in your residence / dwelling (home, apartment, condo, etc) and be creative.
3. Identify at least five appliances or devices that you THINK could be forensically analyzed and then identify how this might be useful in an investigation. Note - do not count your computer or mobile device. Those are obvious!
4. I expect at least one paragraph answer for each device.
Why did I assign this?
The goal is to have you start THINKING about how any device, that is capable of holding electronic data (and transmitting to the Internet) could be useful in a particular investigation!
Due Date
This is due by Sunday, May 10th at 11:59PM
Surname 6
Informative speech on George Stinney Jr.
A. Info research analysis
The general purpose of the speech was to inform people about the civil injustice being done against the African American community in the United States. The specific purpose of the speech was to portray to the audience how an innocent 14-year old black boy suffered in the hands of the South Carolina State law enforcing officers. He was falsely accused of killing two white girls and electrocuted within two months after conviction.
I decided the topic of my speech after perusing through all the suggested topics ad found that the story of George Stinney Jr. was touching and emotional entirely.
This topic benefits the audience and the society in general by giving them an insight of the cruelty that the American law system has against the African American community. The audience gets to know how the shady investigations were done with claims that George had pleaded guilty to the charges of murder when there was no real evidence tying him to the crime or a signed plea agreement.
The alternative view that I found in the research was the version of the investigating officer of the case who claimed that the 14-year old boy managed to kill two girls aged 11 and 7 with a blunt object and ditch them in a nearby trench. This alternative point of view did not make sense because it is hard for a 14-year old boy to use the force that was reported by postmortem results to kill the girls. Therefore, I knew everything was a lie and I had to take the point of view of George’s innocence.
B. informative outline
Introduction:
George Stinney Jr. was an African American boy born on October 21, 1929 in Pinewood, South Carolina, U.S. He is considered as the youngest person to be executed by the United State government in 20th century.
Main body
Investigations of the alleged crimes (Bickford, 05)
The investigations concerning the alleged crimes of George S.
Business UsePALADIN ASSIGNMENT ScenarioYou are give.docxfelicidaddinwoodie
Business Use
PALADIN ASSIGNMENT
Scenario:
You are given a PC and you are faced with this scenario: you don’t know the password to the PC which means you can’t login so you can use a forensic tool like FTK IMAGER to capture the hard drive as a bit-for-bit forensic image AND/OR
1. The hard drive is either soldiered onto the motherboard (there are some new hard drives like this!) or cannot be removed because the screws are stripped (this has happened to me);
2. Even if you figured out the password or got an admin password the PC may have its USB ports blocked via a GPO policy (this is very common in corporations now);
3. Even if you can get the GPO policy overridden you may have some concerns about putting it on the network (which is true especially if you are dealing with malware).
So what you can you do? The best solution is to boot the PC up into forensically sound environment that lets you bypass the password aspect; GPO policy; etc and take a bit-for-bit image. One software that has done the job very well for me is Paladin.
How to get points
If you can send me a screenshot showing me that you had installed Paladin .ISO and made your USB device a bootable device with Paladin using Rufus then you get 10 points.
If you can send me a screenshot showing that you had a chance to boot your computer into Paladin then you will earn an extra 10 points. It is not necessary for you to take a forensic image of your PC but I have included generic instructions here.
Assumptions:
1. You have downloaded Rufus on your computer
2. You have downloaded Paladin on your computer.
Instructions:
1. Make sure you have at least one USB drive.
2. If not down already, download Rufus from https://rufus.ie/.
3. If not done already, download the Paladin ISO image from this website: https://sumuri.com/product/paladin-64-bit-version-7/ which is free. It’s suggested price is $25.00 but you can adjust the price to $0 then order. To be clear – do not pay anything.
4. Insert the USB device in your computer.
5. Run Rufus where you install the Paladin .ISO file on the USB device and make it bootable. Now I could provide you step by step instructions, but this is a Masters class so I want you to explore a bit and figure this out. One good video is this: https://www.youtube.com/watch?v=V6JehM0WDTI.
6. After you are done using Rufus where you have installed Paladin.ISO on the USB device and made it bootable then make sure the USB device is in the PC.
7. Restart your PC. Press F9(HP) laptop) or F12 (Dell laptop) so you can be taken into the BIOS bootup menu.
8. This is where things get a bit tricky e.g. your compute may be configured differently where you have to adjust your BIOS settings. If you do not feel comfortable doing this then stop here. I do not want you to mess up your computer. You have already earned ten extra points!
9. If you still proceed then you will see a list of bootable devices. You may, for example, see a list of devices. Pick the device .
Business UsePractical Connection WorkThis work is a writte.docxfelicidaddinwoodie
Business Use
Practical Connection Work
This work is a written assignment where students will demonstrate how this course research has connected and been put into practice within their own career.
Assignment:
Provide a reflection of at least 500 words of how the knowledge, skills, or theories of this course, to date, have been applied, or could be applied, in a practical manner to your current work environment.
If you are not currently working, then this is where you can be creative and identify how you THINK this could be applied to an employment opportunity in your field of study.
Requirements:
Provide a 500 word minimum reflection.
Use of proper APA formatting and citations. If supporting evidence from outside resources is used those must be properly cited.
Share a personal connection that identifies specific knowledge and theories from this course.
You should NOT provide an overview of the assignments given in the course. Reflect and write about how the knowledge and skills obtained through meeting course objectives were applied or could be applied in the workplace.
// Pediatric depressionTherapy for Pediatric Clients with Mood Disorders
An African American Child Suffering From Depression
BACKGROUND INFORMATION
The client is an 8-year-old African American male who arrives at the ER with his mother. He is exhibiting signs of depression.
Client complained of feeling “sad” Mother reports that teacher said child is withdrawn from peers in class Mother notes decreased appetite and occasional periods of irritation Client reached all developmental landmarks at appropriate ages Physical exam unremarkable Laboratory studies WNL Child referred to psychiatry for evaluation Client seen by Psychiatric Nurse Practitioner
MENTAL STATUS EXAM
Alert & oriented X 3, speech clear, coherent, goal directed, spontaneous. Self-reported mood is “sad”. Affect somewhat blunted, but child smiled appropriately at various points throughout the clinical interview. He denies visual or auditory hallucinations. No delusional or paranoid thought processes noted. Judgment and insight appear to be age-appropriate. He is not endorsing active suicidal ideation, but does admit that he often thinks about himself being dead and what it would be like to be dead.
The PMHNP administers the Children's Depression Rating Scale, obtaining a score of 30 (indicating significant depression)
RESOURCES
§ Poznanski, E., & Mokros, H. (1996). Child Depression Rating Scale--Revised. Los Angeles, CA: Western Psychological Services.
Decision Point OneSelect what the PMHNP should do:Begin Zoloft 25 mg orally daily
Begin Paxil 10 mg orally daily
Begin Wellbutrin 75 mg orally BID
.
Business System Analyst
SUMMARY:
· Cognos Business In experience intelligence with expertise in Software Design, Development, and Analysis, Teradata, Testing, Data Warehouse and Business Intelligence tools.
· Expertise in Cognos 11/10.2, 10.1, 8.x (Query Studio, Report Studio, Analysis Studio, Business Insight/Workspace, Business Insight/Workspace Advanced, Metric Studio (Score carding), Framework Manager, Cognos Connection)
· Expertise in Installation and Configuration of Cognos BI Products in Distributed environment on Windows
· Expertise with Framework Manager Modeling (Physical Layer, Business Layer, Packages) and Complex Report building with Report Studio.
· Expertise developing complex reports using drill-through reports, prompts, dashboards, master-detail, burst-reports, dynamic filtering in Cognos.
· Expertise in creating Dashboard reports using Java Script in Report studio.
· Expertise in building scorecard reports and dashboard reports using metric studio.
· Expertise with Transformer models and cubes that were used in Power play analysis and also these cubes were used in various Analysis Studio reports.
· Expertise with MDX Functions in Report Studio using Multi-dimensional Sources.
· Expertise with Cognos security (LDAP, Active Directory, Access manager, object level security, data security).
· Expertise with Tabbed Inter-phases and with Interactive Behavior of value based chart highlighting.
· Sound Skills in developing SQL Scripts, PL/SQL Stored Procedures, functions, packages.
· Expertise on production support and troubleshoot/test issues with existing reports and cubes.
· Experienced with MS SQL Server BI Tools like SSIS, SSRS and SSAS.
· Expertise in creation of packages, Data and Control tasks, Reports and Cubes using MS SQL Server BI Tools.
· Ability to translate business requirements into technical specifications and interact with end users to gather requirements for reporting.
· Good understanding of business process in Financial, Insurance and Healthcare areas.
· Expertise in infrastructure design for the cognos environment and security setup for different groups as per business requirement.
· Creating training material on all the Ad-Hoc training
· Expertise in all the basic administrative tasks like deployments, routing rule setup’s , user group setup , folder level securities etc.
· Have deployment knowledge of IBM Cognos report in Application servers like WAS.
· Have knowledge on handling securities and administration functionalities on IBM Cognos 10.x
· Good work ethics, detail oriented, fast learner, team oriented, flexible and adaptable to all kinds of stressful environments. Possess excellent communication and interpersonal skills.
Technical Skills:
BI Platform
Cognos 11,10.2, 10.1, 8.x (Query Studio, Report Studio, Analysis Studio, Business Insight/Workspace, Business Insight/Workspace Advanced, Metric Studio (Score carding), Framework Manager, Cognos Connection)
Data Base
MS Access, MS SQL Server, Orac.
Business StrategyOrganizations have to develop an international .docxfelicidaddinwoodie
Business Strategy
Organizations have to develop an international Human Resources Management Strategy, when they expand globally. Which do you think is more critical for international Human Resource Management:
Understanding the cultural environment, or
Understanding the political and legal environment?
Please choose 1 position and give a rationale; examples are also a way to demonstrate your understanding of the learning concepts.
.
Business StrategyGroup BCase Study- KFC Business Analysis.docxfelicidaddinwoodie
Business Strategy
Group B
Case Study- KFC Business Analysis
Abstract
Introduced in 1952 by Colonel Sanders
Second largest restaurant chain today in terms of popularity
Annual revenue of $23 billion
Diversified its menu to suit cultural needs of people across different countries
Hindering factors in KFC’s growth are growing consumer health consciousness, animal welfare criticism, environmental criticism
Introduction
KFC was born in 1952 and its founder was Colonel Sanders
First franchise to grow globally over international market
By the 1960s – 1980s the market was booming in countries like England, Mexico, China
Management and ownership transferred over the years to Heublin, Yum Brands and PepsiCo.
Annual revenue of $23 billion in 2013
KFC had expanded its menu to suit cultural needs of people across different countries
Hindering factors in KFC’s growth are growing consumer health consciousness, animal welfare criticism, environmental criticism, logistic management issue in UK, cultural differences in Asian countries towards accepting the fried chicken menu.
Factors contributing to KFC’s global success
The core reason for KFCs success is it’s mandate to follow strict franchise protocols that have continuously satisfied customers demands:
The quality of the chicken cooked in KFC has certain specific guidelines
The size of the restaurant should be 24x60 feet.
The restaurant washrooms and ktichen has certain cleanliness standards
Food that is not sold off needs to be trashed
The workers need to have a specific clothing and uniform.
A certain % of the gross earnings should be used for advertisement and R&D
Air conditioning is mandatory in the outlets
Global number of KFC restaurants in the past decade
Importance of cultural factors to KFC’s sales success in India and China
Culture is the collective programming of the human mind that distinguishes the members of one human group from those of another. Culture in this sense is a system of collectively held values
“Culture is everything that people have, think, and do as members of their society”, which demonstrating that culture is made up of (1) material objects; (2) ideas, values, attitudes and beliefs; and (3) specified, or expected behavior.
Many scholars have theorized and studied the notion of cross-cultural adaptation, which tends to move from one culture to another one, by learning the elements such as rules, norms, customs, and language of the new culture (Oberg 1960, Keefe and Padilla 1987, Kealey 1989). According to Ady (1995),
“Cultural adaptation is the evolutionary process by which an individual modifies his personal habits and customs to fit into a particular culture. It can also refer to gradual changes within a culture or society that occur as people from different backgrounds participating in the culture and sharing their perspectives and practices.”
Cultural factors in India that go against KFC’s original recipe.
.
Business Strategy Differentiation, Cost Leadership, a.docxfelicidaddinwoodie
This document discusses various concepts related to business strategy and competitive advantage. It begins by defining a business-level strategy and outlining the "who, what, why, and how" of competing for advantage. It then discusses how industry and firm effects jointly determine competitive advantage. Key ideas around generating and sustaining advantage through barriers to imitation are presented. The document also discusses concepts like differentiation advantage, cost leadership, learning curves, economies of scale, value chains, and the resource-based view of the firm. Strategic coherence and dynamic strategic activity systems are defined.
Business RequirementsReference number Document Control.docxfelicidaddinwoodie
Business Requirements
Reference number:
Document Control
Change Record
Date
Author
Version
Change Reference
Reviewers
Name
Position
Table of Contents
2Document Control
1
Business Requirements
4
1.1
Project Overview
4
1.2
Background including current process
4
1.3
Scope
4
1.3.1
Scope of Project
4
1.3.2
Constraints and Assumptions
5
1.3.3
Risks
5
1.3.4
Scope Control
5
1.3.5
Relationship to Other Systems/Projects
5
1.3.6
Definition of Terms (if applicable)
5
1 Business Requirements
1.1 Project Overview
Provide a short, yet complete, overview of the project.
1.2 Background including current process
Describe the background to the project, (same section may be reused in the Quality Plan) include:
This project is
The project goal is to
The IT role for this project is
1.3 Scope
1.3.1 Scope of Project
The scope of this project includes a number of areas. For each area, there should be a corresponding strategy for incorporating these areas into the overall project.
Applications
In order to meet the target production date, only these applications will be implemented:
Sites
These sites are considered part of the implementation:
Process Re-engineering
Re-engineering will
Customization
Customizations will be limited to
Interfaces
the interfaces included are:
Architecture
Application and Technical Architecture will
Conversion
Only the following data and volume will be considered for conversion:
Testing
Testing will include only
Funding
Project funding is limited to
Training
Training will be
Education
Education will include
1.3.2 Constraints and Assumptions
The following constraints have been identified:
The following assumptions have been made in defining the scope, objectives and approach:
1.3.3 Risks
The following risks have been identified as possibly affecting the project during its progression:
1.3.4 Scope Control
The control of changes to the scope identified in this document will be managed through the Change Control, with business owner representative approval for any changes that affect cost or timeline for the project.
1.3.5 Relationship to Other Systems/Projects
It is the responsibility of the business unit to inform IT of other business initiatives that may impact the project. The following are known business initiatives:
1.3.6 Definition of Terms (if applicable)
List any definitions that will be used throughout the duration of the project.
5
A working structure is the fundamental programming that bargains with all the mechanical social affair and other programming on a PC. It other than pulls in us to visit with the PC without perceiving how to talk the piece PC programs language's. A working structure is inside theory of programming on a contraption that keeps everything together. Working systems visit with the's contraption. They handle everything from your solace and mice to the Wi-Fi radio, gathering contraptions, and show. Symbolically, a worki.
Business ProposalThe Business Proposal is the major writing .docxfelicidaddinwoodie
Business Proposal
The Business Proposal is the major writing assignment in the course. You are to create and submit a formal proposal that suggests how to change something within an organization. This organization can be large or small, a place of employment now or in the past, or an organization to which the students belong. From past experiences, it is best to use a business with fewer than 200 employees, and one with which you have personal experience. It could be a place where you currently work or a place you have worked or volunteered in the past.
The change can be specific to a unit or can apply to the whole organization; it can relate to how important information is distributed, who has access to important information, how information is accessed, or any other change in practices the students see as having a benefit. The proposal should be directed to the person or committee with the power to authorize the change. However, if you are working within a large organization, and asking for a small organizational change, communicating with a CEO or president may not make the most sense. You need to think about who within the organization might be the best person for the type of change suggested.
For the submission, you are to follow the guidelines for formal proposals available in Chapter 10 of the text. You can review 10.1, 10.4, and 10.19 for more information about specific components for a well-written formal business proposal. A complete proposal must have all required sections of a formal report excluding the copy of an RFP and the Authorization. The final draft of the proposal should be 1500–2000 words, and include the following necessary formal proposal components:
Letter of transmittal
Executive summary
Title page
Table of contents
List of illustrations
Introduction
Background: Purpose/problem
Proposal: plan, schedule, details
Staffing
Budget
Appendix
Formatting does matter for this assignment, and you are to check the text for details about how to format and draft the different proposal segments. Proposals don't just have text; graphics and charts are necessary, too. In addition, research is important, and footnotes and references must be included. All content should be concise, clear, and detailed. The proposal should be well-written with appropriate grammar, spelling, and punctuation.
This is a scaffolded writing project that consists of four assignments.
.
Business ProjectProject Progress Evaluation Feedback Form .docxfelicidaddinwoodie
Business Project
Project Progress Evaluation
Feedback Form Week 3
Date:
__________________________________________________
Student Name:
__________________________________________________
__________________________________________________
Project Title: Effect Of Increasing Training Budget
Project Type: Business Research
Researchers:
Has a topic been chosen and a problem statement created?
Yes { } NO { }
Was the problem statement submitted in a 1-4 page paper that includes an introduction to the topic with appropriate documentation?
Yes { } No { }
Specifically, if any, needs additional content or rewriting to create more clarity? What specific recommendations do you have to help in this process?
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
What is your workable timetable that states specific objectives and target completion dates for completing the final draft of the plan? Write the timetable below:
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Feedback Form #3 – Project Proposal and Plan
▼
THE UK’S LEADING PROVIDER OF EXPERT SERVICES FOR IT PROFESSIONALS
NATIONAL COMPUTING CENTRE
IT Governance
Developing a successful governance strategy
A Best Practice guide for decision makers in IT
IT Governance
Developing a successful governance strategy
A Best Practice guide for decision makers in IT
The effective use of information technology is now an accepted organisational imperative - for
all businesses, across all sectors - and the primary motivation; improved communications and
commercial effectiveness. The swift pace of change in these technologies has consigned many
established best practice approaches to the past. Today's IT decision makers and business
managers face uncertainty - characterised by a lack of relevant, practical, advice and standards
to guide them through this new business revolution.
Recognising the lack of available best practice guidance, the National Computing Centre has
created the Best Practice Series to capture and define best practice across the key aspects of
successful business.
Other Titles in the NCC Best Practice series:
IT Skills - Recruitment and Retention ISBN 0-85012-867-6
The New UK Data Protection Law ISBN 0-85012-868-4
Open Source - the UK opportunity ISBN 0-85012-874-9
Intellectual Property Rights - protecting your intellectual assets ISBN 0-85012-872-2
Aligning IT with Business Strategy ISBN 0-85012-889-7
Enterprise Architecture - underst.
BUSINESS PROCESSES IN THE FUNCTION OF COST MANAGEMENT IN H.docxfelicidaddinwoodie
BUSINESS PROCESSES IN THE FUNCTION OF COST
MANAGEMENT IN HEALTHCARE INSTITUTIONS
1
1
st
IVANA DRAŽIĆ LUTILSKY
Departement of Accounting
Faculty of Economics and Business
University of Zagreb
Croatia
[email protected]
2
nd
LUCIJA JUROŠ
Faculty of Economics and Business
[email protected]
Abstract: This paper is dealing with the importance of business processes regarding costs
tracking and cost management in healthcare institutions. Various changes within the health
care system and funding of hospitals require the introduction of management information
systems and cost accounting. The introduction of cost accounting in public hospitals would
allow the planning and control of costs, monitoring of costs per patient or service and the
calculation of indicators for the analysis and assessment of the economic performance of the
business of public hospitals and lead to the transparency of budget spending. A model that
would be suited to the introduction in the public hospital is full cost allocation model based on
activities or processes that occur, known as the ABC method. Given that this is a calculation
of cost of services provided through various internal business processes, it is important to
identify all business processes in order to be able to calculate the costs incurred by services.
Although the hospital does not do business with the aim to make a profit, they must follow all
the costs (direct and indirect) to be able to calculate the full costs i.e. the price of the service
provided. In addition, the long-term sustainability of business activities in terms of funding
difficulties and the continuous growth of cost of services provided, hospitals must control and
reduce the cost of the program and specific activities. Therefore, the objective of this paper is
to point out the importance of business processes while introducing ABC method.
Keywords: Business Processes, Cost management, ABC method, Healthcare Institutions
1
This work has been fully supported by University of Zagreb funding the project “Business processes in the
implementation of cost management in healthcare system”, Any opinions, findings, and conclusions or
recommendations expressed in this paper are those of the authors and do not necessarily reflect the views of
University of Zagreb.
mailto:[email protected]
1 Introduction
In recent years, the efficiency of the management in health care services and the system of
quality in health care institutions significantly increased. Patients expect more from
healthcare providers and higher standards of care. At the same time, those who pay for
health services are increasingly concerned about the rising costs of health care services, but
also the potential ineffectiveness of the health care system. Consequently, there is a broad
interest in understanding the ways of efficient work of health care management and .
Business Process Management JournalBusiness process manageme.docxfelicidaddinwoodie
Business Process Management Journal
Business process management: a maturity assessment of Saudi Arabian
organizations
Omar AlShathry,
Article information:
To cite this document:
Omar AlShathry, (2016) "Business process management: a maturity assessment of Saudi Arabian
organizations", Business Process Management Journal, Vol. 22 Issue: 3, pp.507-521, https://
doi.org/10.1108/BPMJ-07-2015-0101
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https://doi.org/10.1108/BPMJ-07-2015-0101
Downloaded on: 04 September 2018, At: 00:11 (PT)
References: this document contains references to 26 other documents.
To copy this document: [email protected]
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(2016),"Process improvement for professionalizing non-profit organizations: BPM approach",
Business Process Management Journal, Vol. 22 Iss 3 pp. 634-658 <a href="https://doi.org/10.1108/
BPMJ-08-2015-0114">https://doi.org/10.1108/BPMJ-08-2015-0114</a>
(2016),"Ownership relevance in aspect-oriented business process models", Business
Process Management Journal, Vol. 22 Iss 3 pp. 566-593 <a href="https://doi.org/10.1108/
BPMJ-01-2015-0006">https://doi.org/10.1108/BPMJ-01-2015-0006</a>
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Business process management:
a maturity assessment of Saudi
Arabian organizations
Omar AlShathry
Department of Information Systems,
Imam Mohammed Bin Saud University, Riyadh, Saudi Arabia
Abstract
Purpose – Business Process Management (BPM) has become increasingly common among organizations
in d.
Business Plan[Your Name], OwnerPurdue GlobalBUSINESS PLANDate.docxfelicidaddinwoodie
Business Plan[Your Name], Owner
Purdue Global
BUSINESS PLAN
Date
1. EXECUTIVE SUMMARY
1.1 Product
1.2 Customers
1.3 What Drives Us
2. COMPANY DESCRIPTION
2.1 Mission and Vision Statements
2.2 Principal Members at Startup (In Unit 7 you will expand on this section to include medium and long term personnel plans for all team members, including the line staff.)
2.2.1 Using chapter 10 of your text, write the plan, using the section in Chapter 10 that shows how to introduce each team member and describe their background and responsibilities. You will start with the leaders and managers, then discuss other employees as needed for your company to grow.
2.2.2 Use this spreadsheet to show the planning
Leaders/managers (unit 1)
When needed (number of months/years after opening)
Outside Services Needed
Key Functions
Add line staff (Unit 7)
2.3 Legal Structure
3. MARKET RESEARCH
3.1 Industry (from SBA, Business Guides by Industry, and Bureau of Labor Statistics)
3.1.1 Industry description
3.2.1 Resources used
3.2 Customers (from SBA site fill in worksheet, then use text for spreadsheets and follow-up explanations)
Add SBA part here:
Then, fill in spreadsheet using this example from the text:
Housewife:
Married Couple:
Age:
35–65
Age:
35–55
Income:
Fixed
Income:
Medium to high
Sex:
Female
Sex:
Male or Female
Family:
Children living at home
Family:
0 to 2 children
Geographic:
Suburban
Geographic:
Suburban
Occupation:
Housewife
Occupation:
Varies
Attitude:
Security minded
Attitude:
Security minded, energy conscious
Older Couple:
Elderly:
Age:
55–75
Age:
70+
Income:
High or fixed
Income:
Fixed
Sex:
Male or Female
Sex:
Male or Female
Family:
Empty nest
Family:
Empty nest
Geographic:
Suburban
Geographic:
Suburban
Occupation:
White-collar or retired
Occupation:
Retired
Attitude:
Security minded, energy conscious
Attitude:
Security minded, energy conscious
Explain who you are targeting and where they are located. Insert information here using these guidelines:
Information About Your Target Market – Narrow your target market to a manageable size. Many businesses make the mistake of trying to appeal to too many target markets. Research and include the following information about your market:
Distinguishing characteristics – What are the critical needs of your potential customers? Are those needs being met? What are the demographics of the group and where are they located? Are there any seasonal or cyclical purchasing trends that may impact your business?
Size of the primary target market – In addition to the size of your market, what data can you include about the annual purchases your market makes in your industry? What is the forecasted market growth for this group? For more information, see the market research guide for tips and free government resources that can help you build a market profile.
How much market share can you gain? – What is the market share.
Business PlanCover Page Name of Project, Contact Info, Da.docxfelicidaddinwoodie
Business Plan
Cover Page
Name of Project, Contact Info, Date
Picture/graphics
Table of Contents
Executive Summary
The Company
The Project
The Industry
The Market
Distribution
Risk Factors
Financing
Sources
List of sources, specific articles, and websites
I WILL PROVIDE MORE INFORMATION IN CHAT TO COMPLETE PROPOSAL.
.
Business Planning and Program Planning A strategic plan.docxfelicidaddinwoodie
This document discusses business planning and program planning. It explains that a strategic plan specifies how a program will achieve its objectives, while a business plan defines the path of a business and includes its organizational structure and financial projections. The document also discusses how the financial projection element of a business plan can impact a program's strategic planning process by influencing the program's budget. Finally, it notes that a program plan should include a funding request, as outlined in a business plan, to help secure necessary resources and facilitate achieving the program's goals and objectives.
Business Plan In your assigned journal, describe the entity you wil.docxfelicidaddinwoodie
Business Plan: In your assigned journal, describe the entity you will utilize and explain your decision.
Must be:
At required length or longer
Written in American English at graduate level
Received on or before the deadline
Must pass turn it in
Written in APA with references
.
Business Plan Part IVPart IV of the Business PlanPart IV of .docxfelicidaddinwoodie
Business Plan Part IV
Part IV of the Business Plan
Part IV of the business plan is due in week 7. Together with this part, you must show to your instructor that you have implemented the necessary corrections based on the part I feedback.
Part IV Requirements
1. Financials Plan
a. Present an in-depth narrative to demonstrate the viability of your business to justify the need for funding.
b. In this section describe financial estimates and rationale which include financial statements and forms that document the viability of your proposed business and its soundness as an investment.
c. Tables and figures must be introduced in the narrative.
i. Describe the form of business (sole-proprietor, LLC, or Corporation).
ii. Prepare three-year projections for income, expenses, and sources of funds.
iii. Base predictions on industry and historical trends.
iv. Make realistic assumptions.
v. Allow for funding changes at different stages of your company’s growth.
vi. Present a written rationale for your projections.
vii. Indicate your startup costs.
viii. Detail how startup funds will be used to advance your proposed business
ix. List current capital and any other sources of funding you may have
x. Document your calculations.
xi. Use reasonable estimates or actual data (where possible).
2. Continuous Improvement System
a. Present a brief summary of the continuous improvement processes that you will utilize for quality management (Six sigma, TQM, etc).
.
BUSINESS PLAN FORMAT Whether you plan to apply for a bu.docxfelicidaddinwoodie
BUSINESS PLAN FORMAT
Whether you plan to apply for a business loan or not, you need to have a roadmap or plan to get you from where you are to the successful operation of your business. The pages that follow demonstrate the content of a simple business plan which has been found to be successful in obtaining startup funds from banks. You are encouraged to use all or whatever portions of this fit your business.
Please DO NOT write page after page of drivel or copy from someone else’s plan or one of those templates you can find on the Internet. In most cases this will not “sound" like you, nor will it be short and to the point. Those who read these things are busy people and will not be inclined to spend time reading irrelevant paperwork.
Throughout this sample, there are
italicized
comments which are meant to guide you in preparation. If you follow this format it is reasonable to expect a finished document with 15-20 pages plus the supporting documents in the last section.
If you have good quality pictures of your space, products or other items, you might include them as another way to convey just what you plan to do. A map of your location, diagram of floor space, or other illustration is also sometimes helpful. On the other hand, do not add materials simply to “bulk-up” the report.
While content is critical, it is also important to make this presentation look as good as possible. For this course, you will create the business plan in Word and submit the plan and all attachments through the Assignment drop box. That means all attachments have to be in digital form. For a bank loan or an investor, you would normally provide them with a print version. Print the pages in black ink on a high quality tinted letterhead paper. Color is not necessary but would add some interest in headlines, etc. Bind the document in a presentation folder or with a spiral binding. Don’t simply punch a staple in the upper left corner.
If your were going to pursue a bank loan or an investor, it would be normal to take this business plan to your SCORE counselor for a review and critique.
NOTE: Before you begin your inspection of the simple plan outline which follows, take a moment to review the Business Plan Checklist on the next page.
BUSINESS PLAN CHECKLIST
By way of review, here is a concise list of the basic requirements for a Business Plan, as recommended by the MIT Enterprise Forum:
·
Appropriate Arrangement
- prepare an executive summary, a table of contents and chapters in the right order.
·
Right Length
- make it not too long and not too short, not too fancy and not too plain.
·
Expectations
- give a sense of what founder(s) and the company expect to accomplish three to seven years in the future.
·
Benefits
- explain in quantitative and qualitative terms the benefit to the consumer of the products and services.
·
Marketability
- present hard evidence of the mar.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Walmart Business+ and Spark Good for Nonprofits.pdf
1Running head MANAGEMENT ANALYSIS2MANAGEMENT ANALYSIS.docx
1. 1
Running head: MANAGEMENT ANALYSIS
2
MANAGEMENT ANALYSIS
Management Analysis
Student’s Name
Affiliation
Abstract
This paper analyzes The Public Human Services Association,
which is a fictional organization that offers human services. It
describes the overall management structure, taking keen interest
on the functioning of the Human Resource department and its
role in the organization. The paper begins by discussing the
roles played by management in such an organization that offers
human services. It then proceeds to review, analyze and
examine critically the organizational structure as well as the
human resource structure. The paper assesses whether the
structure of the organization positions it as a suitable and
strategic partner. It then describes the possible strengths and
weaknesses of the structure. The personnel policies and
practices of the organization such as management, performance,
recruitment, training, benefits, job analysis, compensation,
diversity management and strategic planning of the organization
are discussed and analyzed. This is done to determine whether
the practices and policies are relevant and up-to-date, and
whether they are fairly and consistently enforced or need
improvement, changing or elimination. Lastly, the paper reports
2. whether the management has achieved its goal of increasing
productivity while at the same time maintaining the worker’s
morale and gives strategic, structural and tactical
recommendations on how to improve effectiveness and
efficiency of the organization.
The role of management in human service organizations
Human service organizations are tasked with the responsibility
of ensuring human needs are met through a collaborative
knowledge base, centering on prevention and management of
problems and remaining committed to the improvement of the
living standards of the target population. Effective management
in a human service organization is critical in ensuring provision
of high quality services. The role of management in such a
setting is to ensure that service delivery systems are in order
and accessible. It also ensures that the organization stays on
track and remains accountable.
The management is also responsible for providing
comprehensive definitions of the roles of workers and assigning
responsibilities in areas such as advocacy, participation,
community empowerment and networking (Austin, 2013). It sets
standards and policies to provide the educators, trainers and
service providers with the right framework within which to
operate. It also strategizes on how to ensure that deadlines are
met, processes are consistently improved and that clients are
having their needs met and grievances addressed.
The central management is responsible for subdividing the
organization into various departments to handle different roles.
The management analyzes and authorizes the creation of new
systems meant to improve work flow and boost productivity of
the workers. It also organizes for events that will motivate
workers such as inspiration speaking (Austin, 2013). The
management has a role to ensure that the workers are motivated
and satisfied with their jobs in order to maximize their
productivity. This can be achieved through making decisions to
hire motivational speakers, organizing and funding team
building activities or creating a system for rewarding employees
3. for a job well done.
The management is also responsible for the formulation of new
development models, as well evaluation of expenditures and
budgets. It also directs and controls the flow of both work and
resources within the organization to ensure efficient operation.
In some cases, mangers also pitch in during holidays and severe
conditions in terms of productive work to help the organization
remain on schedule with delivering certain services.
Therefore, managers are expected to possess the skills to work
with a wide variety of people, maximizing on the diverse talents
possessed by individuals and effectively serving individuals
from different backgrounds. A manager with mature moral
development comes in handy in a global environment, which
requires navigation through conflicting values across different
cultures. The management also shapes the social responsibility
of an organization thus actively contributing to the well-being
of the surrounding.
The management of the organization is responsible for offering
vision and empowerment to employees through information
sharing and cooperative work. Management bridges the gap
between various departments. Other roles played by
management include: facilitating employee meetings and
creating agendas, collaborating with members to plan and
execute policy changes, reaching out to the public to address
grievances and resolve conflicts, owning deep knowledge
concerning the working of the organization and the roles played
by each worker and evaluation of employee productivity and
well-being (Burns, 2012).
Organizational structure
The Public Human Services Association (PHSA) is a fictional
non-profit organization that addresses issues pertaining to
adoption, disability, child care, welfare and support, disability,
4. Temporary aid for needy families, and food stamps. The
organizational structure employed at (PHSA) is the typical
structure of a non-profit organization. This is illustrated below
(Burns, 2012).
The organization adheres to the general organizational structure
described above. However, the specifics of each department are
usually unique to an organization. The code for Business
Organizations requires non-profit organizations to have three
directors members of the board of directors, one secretary, and
one president of the board at the least (Tracey, 2016). The
office of the CEO in this organization consists of: The
Executive Director/ president, The Human Resources Director,
the Communications Manager, and the Administrative
Operations Assistant.
The Strategic Mobilization Team consists of: The Vice
President of Strategic Mobilization, The Director of
Organizational Effectiveness, The Organizational Effectiveness
Consultant, The Director of External Affairs, The Director of
Policy and Local Strategy, The Senior Fellow, The Director of
Collaborative Centers, The Policy Associate of The Center for
Employment and Economic Well-Being, The National
Collaborative of Health Policy and Program Associate, The
Director of Practice Innovation and Grant Development, and
The Administrative Assistant,
The Operational Optimization Team includes: The Director of
Membership, Operations and Events and The Assistant Director
Membership Operations and Events, The Marketing and
Membership Manager, The Conference Meeting Planner, The
Director, Interstate Affairs and Compact Operations, The
Compact Associate of Interstate Affairs and Compact
Operations, The Staff Accountant and Office Manager.
The Role of the Board of Directors
5. The Members of the Board at PHSA volunteers and are not
usually paid, but receive a compensation according to the by-
laws of the organization. The board is responsible for setting
rules and regulations, hiring executive staff and overseeing
strategic and financial plans. They are recruited based on their
expertise in the fields of law, human services and accounting.
They hold meetings all-round the year to discuss urgent
concerns, program changes, upcoming events and staff
concerns. The board is responsible for organization policies as
authorized by the Articles of Incorporation. The chair of the
board Chair of the Board coordinates its functions.
The Role of the Strategic Mobilization Team
The role of this team is to plan, coordinate, manage and develop
a strategy for mobilizing resources and ensuring accountability
in the utilization of these resources. The team analyses and
manages all resource activities and channels ensuring
acquisition of flexible, long-term and unrestricted resources for
the organization.
Role of Operational Optimization Team
The main role of the Operational optimization team is to come
up with new methods and ideas of improving both services and
delivery of the services. This is the team that monitors projects
ensuring they run smoothly and remain within schedule. They
align the members with the organization’s goals and keep track
of the progress of the projects reporting back to management in
case of any snags. Since this is the management team that is on
the ground, they interact with clients and are able to observe
areas that need improvement.
Organizational structure of the human resource department
Human Resource Department
The main purpose of the Human Resource Department is
overseeing departmental functions through management of
6. employees. This is achievable though planning, evaluation and
implementation of principles and policies. It involves activities
such as recruitment of qualified personnel, training of the staff,
establishment of compensation structures, ensuring safety in the
workplace and attending to employee relation, matters (Kiser,
2015). The Functional Units of the Human Resource department
at PHSA include: Recruitment, Compensation, Workforce,
Training and Employee Relations.
The Recruitment unit is critical since it is the department that
determines the kind of workers the organization ends up with. It
is responsible for assessing applicants and recruiting not only
based on their competence but also based on how well their
personalities align with the mission and vision of the
organization. This is accomplished through development of
recruitment strategies that ensure quality recruitments
.
The Compensation and Benefits unit determines the employee
payroll based on experience and positions held. The unit comes
up with strategic compensation plans to ensure employees are
compensated accordingly with benefits such as health insurance.
They are also in charge
of approving salary changes, promotions, demotions and firing.
Employee
Relations Unit is in charge of investigating and resolving
employee conflicts, complaints and concerns.
The Training and Development unit organizes and provides
training for employees in order to enhance their skills,
knowledge and work abilities, which is beneficial to the
organization in the long run. The Training unit conducts a needs
analysis in order to determine the kind of training that is
necessary for improvement of performance (Kiser, 2016). The
Safety unit is responsible for ensuring all members of staff
work in an environment that is safe, whether in the office or in
the field. They conduct research and establish safety policies in
7. compliance with federal and state laws. In case of safety
threats, they give notice to prevent harm.
Based on the structure of the Human Resource Department of
this organization, it is indeed a strategically positioned for
partnership. This is because the department takes responsibility
to enhance the skills of its workers which means they can be
trusted to perform their roles in a partnership that involves
complementary services. Since they offer a wide range of
services means they are attractive to organizations seeking
partnerships due to the capacity to provide a wide range of
expertise
.
Strengths of the organizational structure
The Human resource department of this organization employs a
functional structure whereby the departments or units are
organized according to their knowledge, skills and expertise.
One of the strengths of this method is that it allows
specialization. This structure enables the employees to perfect
their skills and become experts in their area of specialization.
As a result, the department is enriched with in-depth skill and
knowledge. This is critical in achieving the organization’s
goals. Another strength of this structure is enhanced
productivity. Due to the expertise acquired through
specialization, workers are able to perform tasks fast and
efficiently keeping mistakes to a minimal (Bowman, 2014).The
employees are also more motivated to progress their careers
since they are able to focus on one thing. This structure
encourages peer cooperation among different units and is
suitable for small departments such as the Human Resource
department.
Weaknesses of the organizational structure
Management and communication within this organizational
structure is somewhat rigid due to the hierarchy involved.
Modes of operation are highly standardized and formalized
8. leaving little room for improvisation or innovation. The
decision making process is, therefore, long and tedious costing
valuable time. Due to the bureaucracies involved, the units
remain unaccountable to each other and the horizontal
coordination between departments is often poor. This little or
no room for innovation chips away at the workers’ motivation.
Another weakness of this structure is Unit Coordination. The
units often have poor cooperation despite the fact that they
operate efficiently. The units are often territorial and rival each
other. Infighting among the units results in delays, less
commitment as a result of rival interests, and wastage of time.
This reduces the overall performance of the organization and
employee commitment to the organization’s goals.
Personnel practices and policies
The following factors are considered while analyzing the
practices and policies of the human resource department.
Whether the Manager of Human Resource is regarded as a
valuable member of Senior Management and whether the
strategies and policies in place positively contribute to a work
environment that is positive and conducive(Brewster &
Hegewisch, 2017). The analysis also involved the manner in
which feedback received from management and staff informed
the review and development of policies and practices within the
department and whether or not the policies and strategies have
been flexible enough to address conflicting circumstances. The
findings are as given below.
The Human Resources director is invited to be part of Senior
Management and participate in decision making. The
organization also ensures that the Human Resource strategies
and policies are founded on equality and fairness. This implies
that rules, decisions and procedures are fairly applied to each
member of staff. Interpersonal interactions are characterized by
respect, politeness, honesty and dignity.
The organization evaluates policies and enhances practices that
9. are aimed at providing a positive environment for work.
Leadership that ensures effective Human Resource policies is
key in creating a conducive work environment within the
organization (Leon, 2017). Strategies that ensure acceptance of
diversity are well promoted across all the levels of the
organization. The organization frequently monitors and reviews
Key Performance Indicators such as, work relationships,
acceptance of diversity, organizational justice, emotional
climate and staff wellbeing in order to assess their overall
performance. Research is also done to monitor, evaluate and
develop staff.
Managers are held responsible for the implementation of just
and fair Human Resource strategies and policies with support
from HR specialists. They employ performance management
systems to evaluate then develop their teams to be able to create
useful work relationships.
Managers use the performance management system to develop
and evaluate their team’s ability to form positive work
relationships. They also create training opportunities to
cultivate and retain good quality staff while promoting fair
practices even in diverse environments (Leon, 2017). Managers
interact respectfully and fairly with their staff.
The organization also adheres to the Equality Act of 2010 that
charges organizations with the responsibility of ensuring that
their recruitment process is not discriminatory. The
organization has set out a policy that enables formation of
suitable committees to participate in monitoring of recruitment
processes. The following recruitment procedure is employed.
Whenever an opening is created, the HR department is tasked
with deciding whether to hire internally or externally. The job
description is then reviewed and the job advertisement is
created. An appropriate avenue for making the posting the job
opening is selected either externally or internally. The
department then makes the decision on the timeframe and stages
10. of selection. They then review resumes and create a shortlist.
The shortlisted applications are reviewed and a background
check is performed.
In case of internal recruitment, application deadlines are
communicated through emails, newsletters, memos or word of
mouth. The Job advertisements contain the full job description
of every role, stated clearly and precisely. The template
contains a short description of the company mission and vision,
a summary of the purpose of the role, a description of the
responsibilities, a list of qualifications and method of
application. After that, Interviews are conducted after resume
screening. After the interviews, recruiters are obligated to
inform the rejected candidates. Revocation of offers is also
expected to be formal involving a written document stating the
reasons behind revocation.
The human resource policies of the organization are up-to-date
with current trends and have evolved to accommodate
technology and modern forms of communication. They are
efficient and effective ensuring both the recruiter and applicant
are treated fairly. However, the organization should make more
effort to promote itself in order to provide candidates with a
compelling reason to apply for the job openings and also outline
the benefits of working with their organization.
Performance Indicators of an Effective Management
The role of management is to ensure worker productivity is
optimum as well as job satisfaction and employee morale. Based
on the 360-degree feedback score, which is a performance
measure based on the opinions of fellow employees, the
organization is doing well. The employees look up to their
bosses as well as each other. The Absenteeism Bradford Factor
is also low which indicates that unauthorized absenteeism from
work is also low. The Mean employee tenure in the organization
is also high, which indicates that employees have displayed a
tendency of staying long with the organization, which is an
indicator of job satisfaction (Brewster & Hegewisch, 2017).
11. Based on the diversity
index, the organization proves to be accommodative to people
from different walks of life based on ethnicity, gender, cultural
and social backgrounds. The profile of Employee Core
Competency also indicates a high level of appropriate skills
among the employees, which is a measure of high worker
productivity. By observing the career progression, training,
company culture, leadership, company conditions and pay, it is
clear that the Worker satisfaction index is relatively high. The
level of engagement of employees in their job is also a measure
of productivity (Brewster & Hegewisch, 2017).
The Executive-to-Employee ratio of payment is rather high
within this organization and in some cases, needs to be assessed
and revised since it is a gauge of remuneration fairness,
especially since the measure of the scope to which workers add
value to the organization is also high. However, the return on
investment in terms of training is proof of the effectiveness of
the trainings conducted within the organizations. Service
delivery improves tremendously and customer feedback also
indicates satisfaction. The level of strategy awareness among
the employees is also relatively high, which indicates a team
spirit among the workers (Oostrom & Nikolaou, 2017).
Based on the scores derived from exit interviews, the leaver
attitude score is above average. While some employees leave
the organization in search of greener pastures, most who leave
do so in order to gain a different skill other than what the
organization offers. The Revenue generated per employee is
generally high, which indicates that the workers’ performance is
way above average. The compensation offered to the workers is
also relatively high compared to other nonprofit organizations.
The time taken to hire new employers is relatively short, which
indicates that the organization is attractive to candidates since
they apply competitively for vacant positions (Oostrom &
Nikolai, 2017).
12. Recommendations
I would recommend a more intense process of recruitment that
not only involves skills testing but also personality testing. I
would recommend design of a recruitment strategy that allows
the candidate to display their character and not only claim so on
paper. Since the organization involves constant interaction with
people, the candidates would be required to be passionate about
helping people in order to be a perfect fit for the organization.
I would also recommend that the organization hold training
sessions that are in line with the mission and vision of the
organization as opposed to stand-alone trainings. Managers
from other departments could also share in the role of managing
employees rather that leaving the task to the human resource
department. This will help reduce the mismatch and rivalry
between different functional units, and will ensure alignment
towards a common goal.
Conclusion
Management plays an important role in any organization. It
ensures that the objections, mission and vision of the
organization are achieved by keeping everyone focused on the
goal. The Human Resource department is particularly critical in
the achievement of these goals since it is the employees who do
the actual work on the ground that ensures the targets are
reached. Human resources policies and strategies are also vital
since they are the factors that draw employees to the
organization in the first place. Unfavorable strategies will lead
to either unskilled workers or no workers at all. In the Human
Services sector, the main concern is human beings and their
needs, management is therefore important in ensuring ethical
services are offered.
13. References
Austin, J., (2013). Organizational Histories of Nonprofit Human
Services Organizations. New York: USA.
Bowman, W. (2014). Finance Fundamentals for Nonprofits:
Building capacity and Sustainability. New Jersey: USA.
Brewster, C. & Hegewisch, A. (2017). Policy and Practice in
European Human Resource Management: The Price Waterhouse
Cranfield Survey. Berlin: Germany.
Burns, K. (2012). Strengthening the Retention of Child
Protection Workers. Bremen: Germany.
Kiser, M. (2015). The Human Services Internship: Getting the
Most from your Experience. New York: USA.
Leon, D. (2017). Managerial Strategies for Business
Sustainability During Turbulent Times. Bucharest: Romania.
Oostrom, J. & Nikolaou, I. (2017). Employee Recruitment,
Selection and Assessment: Contemporary Issues for theory and
Practice. London: England.
Tracey, W. (2016). The Human Resources Glossary: The
complete Desk Reference for HR Executives, Managers and
Practitioners. Florida: USA.
Feed back
Write a page for benefits, as I stated in comments. (health
insurance, sick leave, wellness program, vacation) of your
organization.
You need to cover the whole range of HR functions
· Employee Records
14. · Performance evaluation
· Labor relations
There are many functions you should have in your paper
pertaining to HUMAN RESOURCE DEPARTMENT, not
corporate.
If I did not give feedback on something then in the paper it is
good, leave it as is.
Revise the paper and turn it in again
�Management Analysis at Public Human Service Association
�Good example
�This is interesting BUT does not correspond to the chart
�Again, Does NOT correspond to chart
�Take this section out. Paper should be about HUMAN
RESOURCE of your organization, not the company as a whole
�Take this section out. Paper is about your organization’s
human resource management department!!
�
15. �Good paragraph. Add more detail. How do they hire
advertisement? Interview Process?
�Need more detail. Discuss compensation for executives, salary
employees, hourly employees, and part time employees
�Begin new paragraph. Define employee relations. Give
examples.
�Begin new paragraph.
�If you use volunteers for events, you would need to train
them. How are they trained for events?
�Take this section out. You are talking about the whole
organization.
�Take this section out. Seems broader than HR
�Shouldn’t this go with the recruiting function? It should be at
the beginning of the paper where you talked about this. Not
back here.
�You can talk more about diversity in Human Resource/your
organization also
�Take this out.