Premium Essay

Hr 587

In: Business and Management

Submitted By Goddess4
Words 592
Pages 3
Introduction Change management initiative consists of Dominant Images of Change. There are six images of change. According to our text, the six images framework encourages change managers to reflect on whether they are dominated, for all changes, by a particular view of change and the limitations of such an image. What I gather from this is that if managers come to grips on what type of management style and image that they work in, they can assist and coach their teams into embracing and having an effective change. This works close with Image Concepts in the notion that if managers realize what type of image they acquire they will understand how much their Image mirrors the management initiative. The Images recorded in the text shapes how one think, act, and relate to different attitude regarding change.
Application Analysis Even though I have only worked for the company that I am with for a few months, so far I absolutely love the structure. The senior leadership at my place of work is awesome. I’ve wondered since day one how in the world they are doing this. How are you a profitable company, low to no turn over rate, and make changes and no one makes a negative sound? I’ve come to the conclusion that my work’s change management initiative utilizes the coaching and nurturing images; the leaders that they have chosen for the organization uses these images impeccably. I consider myself to be the perfect example of my organization supporting the coaching and nurturing images. I am currently an administrative assistant in a hospital. I report directly to the Director of HIM and I support her boss on a daily basis who is a CTO; needless to say I am “rubbing some mighty high elbows”. I was sent to them via a staffing agency, I had absolutely no desire to be an admin and absolutely no experience, not to mention I was terribly intimidated; but they wanted me…...

Similar Documents

Free Essay

Hr Systems

...HR system Human resource (HR) management has traditionally focused on how employment-related policy decisions, such as selection, development, training, compensation, and work design, influence organizational effectiveness. Until the last decade or so, effectiveness was almost exclusively studied at the individual level of analysis (e.g., using individual performance ratings as the dependent variable). However, the field of HR has evolved such that significant emphasis is now placed on also understanding linkages between HR practices and effectiveness at the aggregate level (Becker & Gerhart, 1996), including facility level outcomes such as cost, productivity, quality, as well as firm level outcomes such as total shareholder return, profitability, and survival. The term, HR system, refers to the fact that different combinations of individual HR practices are possible and a key question is whether the effects are additive or, as hypothesized by several perspectives, is the effect of any one HR practice dependent on the nature of other HR practices? A second key question is whether the specific effect of any particular HR practice or HR system depends on contextual factors, such as organizational strategy. These two questions have to do with the issues of horizontal (or internal) fit and vertical (or external) fit, respectively. Although my focus is primarily on the business performance dependent variable, I recognize that effectiveness can be defined more broadly,......

Words: 439 - Pages: 2

Premium Essay

Pm 587 Outline

...Summarizing FEMA’s National Disaster Recovery Framework Submitted in Partial Fulfillment of Requirements For PROJ 587 Advanced Program Management Keller University @ DeVry University Online Dr. Robert Kenmore, Professor Group Project – Gilbert, Reynolds-Myers, Ladson, M. Williams, Williams, & Sampath January 18, 2014 I. Strategic Plan A. FEMA’s National Disaster Recovery Framework (NDRF) defines how Federal agencies will more effectively organize and operate to utilize existing resources to promote effective recovery and support States, Tribes and other jurisdictions affected by a disaster. B. The National Disaster Recovery Planning (NDRP) Division at Federal Emergency Management Administration (FEMA) Headquarters facilitates and coordinates RSF (Recovery Support Functions) activities and recovery planning at the national level, additionally, the RSF coordinating agency will commit to designating a senior level principal to serve as the RSF national coordinator, provide significant engagement and management for the RSF, and ensure ongoing communication and coordination between the primary agencies and support organizations. a. Dr. Eliyahu Goldratt’s Critical Chain Concepts (Course handout). II. Strategic Capacity Plan A. The National Disaster Recovery Framework (NDFR) aims to leverage and concentrate the effects of......

Words: 1626 - Pages: 7

Premium Essay

Hr Marriott

...2012, Human Resource Management in the Hospitality Industry, Taylor and Francis, UK, pp. 153-157. Bharwani, S & Butt, N. 2012, ‘Challenges for the global hospitality industry: an HR perspective’, Worldwide Hospitality and Tourism Themes, vol. 4, no.2, pp. 150-162. Low Wage Lessons, 1996. Available: http://www.businessweek.com/stories/1996-11-10/low-wage-lessons. [2nd Sep 2013]. Boxall, P & Purcell, J 2003, Strategy and Human Resource Management, Palgrave Macmillanm, NY, pp. 47-145. Cardy, R L. & Lengnick-Hall, M L 2011, ‘Will They Stay or Will They Go? Exploring a Customer-Oriented Approach To Employee Retention’, Journal of Business & Psychology, vol. 26, no. 2, pp. 213-217. Chan, H J 2013, ‘Hotel workers get the five star treatment’, Straits Times Singapore, 16 June, p. 17. Denton, DK. 1997, ‘Reengineering the employee recruitment: retain the best that remains’, Business Forum, Vol.22, no. 2-3, pp. 13. Entrepreneur 2005, How to Recruit Top Talent, Available: http://www.entrepreneur.com/article/78598. [29th Aug 2013]. Jackson, L A. 2010, ‘Enterprise resource planning systems: revolutionizing lodging human resources management’, Worldwide Hospitality and Tourism Themes, vol. 2, no.1, pp. 20-29. HMA Administrator 2010, Available: http://hma.hotelworldasia.com/content/hr-marriott-employee-training-and-development-program, [20 Aug 2013]. London, M, Wohlers, A & Gallagher, P 2000, ‘360° feedback surveys: a source of feedback to guide management......

Words: 3086 - Pages: 13

Free Essay

It in Hr

...and Time out. The time which u check in and goes out with check out the full survey and the records it s being stored out which let the judgment to get in progress about the work to get competed out with in various department u worked . 3. Module working As the department the employee working and kept to shift from various department to department as this gives out employee on continuously basis mapping and can be figure out in emergency. Map:- USER ID ----------------------------MATCH---------------------------------------HR SOFTWARE:- As such in the software we have a eye on various activities such as we have SOFTWARE USER ID (CHECK IN TO CHECK OUT HR :- With the new employee to join the organisation have a various factors to go and have to kep up the records which the process have to be complete out HR HR RECIRTMENT:- The task to have a new employee get into the organisation have a many process to figure out and then to have a process out mass selection a few get absorbed. 1. Many phone calls are made so that the eligible employee are get into the selection process. 2. Data search as bunch of many data have to search out many resumes as like online resumes, emails, phone calls etc. 3. Performance as one of the most important to finalised out and then get the absorbed out. CALCULATIONS:- 1. The employee as being hired up As then due to......

Words: 587 - Pages: 3

Free Essay

Hr Policies and Hr Prospectives

...Retention of HR and other related records The legal position There is a substantial and complex amount of EU and UK legislation which has an impact upon the retention of HR and other related records. Examples of legislation dealing with particular categories of records are provided in the boxes below. Other important statutes, statutory instruments, EU Directives, and further provisions and proposals include the following: Acts      Limitation Act 1980 Data Protection Act 1998 Freedom of Information Act 2000 The Regulation of Investigatory Powers Act 2000 Anti-Terrorism, Crime and Security Act 2001 Statutory instruments    Privacy and Electronic Communications (EC Directive) Regulations 2003 (SI 2003/2426) The Regulation of Investigatory Powers (Acquisition and Disclosure of Communications Data: Code of Practice) Order 2007 (SI 2007/2197) The Data Retention (EC Directive) Regulations 2009 (SI 2009/859) Directives   Data Protection Directive 95/46/EC Privacy and electronic communications Directive 2002/58/EC Further special provisions may arise affecting the retention of or access to data, for example:    In the context of the criminal law, the Anti Terrorism, Crime and Security Act 2001 Part 11 provides a lengthy code of practice for voluntary retention of communications data. To provide security services with a reliable log of mobile and fixed phone calls, telecommunication companies must keep telephone call logs for one year.......

Words: 1158 - Pages: 5

Premium Essay

Hr Metrics and the Measurement of Hr

...HR Metrics and The Measurement of HR Tony Guse Human Resources Management AL359 Instructor: Mary Felder 5/10/2014 The goal of an effective HR department is to add value, make an organization more viable, and contribute towards the objectives and goals of a business. Human Resources Metrics convey the value added by the HR function; demonstrate the contributions made by human capital; and measure job-related duties. To be considered a strategic partner, HR must understand business. Intrinsic to that understanding are HR metrics. Simply put, metrics are a way to calculate, measure and track key performance indicators. In the same way that a company has a strategy, so must HR. Most HR activities can be measured and benchmarked (Mathis, 58). There are practically an infinite amount of metrics that HR can use spanning recruitment, retention, payroll, compensation, benefits, productivity, and training, among others. Each metric can provide insight in to how HR is performing. Some metrics are more important than others. This is all dependent upon the company’s goals, strategy, and how much useful data is available. There are, however, key questions to consider when establishing metrics: * What metrics are most valuable to the organization? * What data needs to be collected to calculate the metrics? * How will the data from the metrics be analyzed and benchmarked? * How will the data be used to improve processes and develop new action......

Words: 1106 - Pages: 5

Free Essay

Hrm 587

...HRM-587 Course Project Topic Proposal "The making, the rise and fall of kings - Nokia vs. Samsung" Prepared by AKINSANMIJU LILIAN TAIYE D40084081 obayemi.lilian@yahoo.com Submitted to Managing Organizational Change Instructor: Professor Romuald Stone HRM-587-13306 01/10/2014 The two companies I am proposing to research on for the purpose of this course project are forces to reckon with in the world of electronic and electrical business, with focus on the telecommunication handheld devices - Nokia and Samsung electronics. It is a known fact that the two companies are known all over world with their uniqueness in the production of mobiles phones even though Samsung electronics has it named well rooted amongst the giants of home electrical and electronics home appliances manufacture while Nokia was known to be one the world leading manufacturer of mobile phones. In the recent year about two decade ago, the discovery of the innovative transformation of the telecommunication sector led to ever increasing opportunity that is abound with new technological revolution. The course project will focus or lay emphasis on the trend of organizational changes, with the view to analyze the effect they have on the overall developmental progress of the two companies. Samsung electronics founded in 1967 but took it turn into telecommunication business with the establishment of Samsung mobile in 1983 and as...

Words: 398 - Pages: 2

Premium Essay

Hrm-587 Diagnosing the Change

...Disney: Diagnosing the Change HRM-587 Managing Organizational Change August 3rd, 2014 Introduction: Choosing a Diagnostic Model The diagnostic model I have chosen to discuss to analyze Disney and several of the companies acquired throughout the years such as Pixar, Marvel, and LucasFilm’s LTD for this assignment is the 7-S Framework model. I will also briefly discuss the many changes that Disney has implemented to improve the customer viewing as well as interactive experiences at their many new, current theme parks, and vacation destinations throughout the world. The 7-S model developed by McKinsey and Company consultants Robert Waterman Jr., Tom Peters, and Julien Phillips (Palmer, Dunford, Akin, 2009). The 7-S model may be used in a variety of situations where an alignment perspective is useful, for example, to help 1) improve the performance of the company, 2) examine the likely effects of future changes within a company, 3) align departments and processes during a merger or acquisition, 4) determine how best to implement a proposed strategy (Manktelow, J. 2014). The 7-S model is characterized by seven categories: Structure, strategy, systems, style, staff, skills, and superordinate goals (Palmer et al., 2009). The structure of the company was set and solidified by Walt Disney himself. He wanted to create something brilliant and diversified. This idea would be able to change through the years and remain a competitive force in the industry. Throughout Walt......

Words: 2029 - Pages: 9

Premium Essay

Hr Audit

...HR Audit “The things that get measured gets managed” www.humanikaconsulting.com Agenda 1. Introduction 14. General Auditing Method 2. Challenges For H.R. 15. Methods Of Hr Audit Department Eight Challenges 16. Research Approaches To Audits 3. Meaning & Purpose Of Hr 17. Hrm Auditing Process Audit 4. Purposes Of Hrm Auditing 5. Objectives Of Hr Audit 6. Benefits Of HR Audit 7. Frequency Of HR Audit 8. The Principles Of Effective Hrm Auditing 9. Types Of HR Audits 10. The Scope Of Human Resource Audits 11. Hrm Audit Measures 12. HR Standards 13. Task Auditor INTRODUCTION • “How does a firm know if its human resource practices have an impact on business results? • “..most professional service firms and organizations complete an extensive audit of their financial statements on an annual basis, but the programmes involving “people”, such as recruiting, training or pay-for-performance are seldom given the same scrutiny.” • “..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.” CHALLENGES FOR H.R. DEPARTMENT EIGHT CHALLENGES IDENTIFIED BY DAVE ULRICH (1997) Globalization The H.R department will need to create models and processes for achieving global activeness, effectiveness and competitiveness. Managing the Value Chain for Business Competitiveness Innovation Faster Decision Making Price or Value Advantage Effective linking with......

Words: 2161 - Pages: 9

Free Essay

Nur 587

...Political Action Awareness Paper NUR 587 January 19, 2015 Dr. Cydney Mullen Political Action Awareness Paper The American Nurses Association is a professional organization that has a distinct voice in the political arena. It is recognized both at state and national levels. This organization is one of the very best to belong for the practicing nurse as they are at the center of many health care issues that affect nurses directly. Nurse Leaders and Political Organizations Regulation of nursing licensure in the United States has traditionally been a state-based function in which each state regulates the health care workforce within its geographic boundaries (National Council of State Boards of Nursing, 2015). Nurses practicing within a state or territory are required to be licensed by the jurisdiction in which they practice. However, with so many advances in technology, practice is no longer limited by these boundaries. The use of telephone triage and air transport nursing are just a few examples of how nursing practice is crossing state lines, either physically or via technologies (American Nurses Association, 2015). According to the American Nurses Association (2015), “In 1997, the National Council for State Board for Nursing (NCSBN), a private association of state regulatory agencies, proposed a mutual recognition model of nursing licensure, referred to as the Nurse Licensure Compact (NLC)”(para. 3). Political Actions and Awareness The model is an agreement......

Words: 564 - Pages: 3

Free Essay

Proj 587 Final Exam Answers

...PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final Exam Answers http://www.devryguiders.com/downloads/proj-587-final-exam-answers/ PROJ 587 Final......

Words: 406 - Pages: 2

Premium Essay

Hr Map

...The HR Profession Map developed by CIPD in 2009 is a useful wide-ranging visionary tool of how HR can add value to the organisation it operates in. The map identifies the underpinning knowledge, skills and behaviours that HR professionals need to have if they are to be successful. It also helps to identify areas that people may need to be developed. The map covers not only the technical elements of professional competence required in the HR profession but also the behaviours. In addition it also covers what HR professionals need to do, what they need to know, and how they need to do it within each of the 10 professional areas, and the eight behaviours. These are organised into four bands of professional competence (CIPD, 2015). There are two core professional areas, ‘insights, strategy, and solutions’ and ‘leading HR’ and eight professional areas, ‘organisation Design’, ‘organisation development’, ‘resourcing and talent planning’, ‘learning and development’, ‘performance and reward, ‘employee engagement’, ‘employee relations’, and ‘service delivery and information’, sit around the core professional areas. The two core professional areas are relevant to all HR professionals in any role and at any stage of their HR career. “Fundamental to the CIPD view of great HR is that without this core or professional foundation, HR will always speak at the ‘technician’ level. The Profession Map sets HR as a business discipline first and foremost” (CIPD, 2015 ). The innermost......

Words: 359 - Pages: 2

Premium Essay

Hr Challanges

...Top five recruiting challenges HR professionals face and how to overcome them Every HR professional comes up against certain challenges when they are trying to hire new workers. From not receiving resumes from candidates with enough experience to being unable to shift through applications effectively, many recruiters encounter numerous issues with acquiring new employees every day. However, there are some obstacles that many HR professionals must tackle in their search for great talent that are just emerging. These types of issues require HR representatives to adopt specific solutions and strategies if they want to improve their recruiting. Here are five of these challenges and how to overcome them: 1. The need to make a speedy hire. According to an article in HR resource ERE.net, one of the biggest struggles recruiters are starting to encounter is the need to make a quick hire. Many HR professionals had time during the recession to deliberate over candidates' qualifications and conduct multiple rounds of interviews, but competition is heating up once more for great talent. In addition, many companies are growing so fast and need to fill multiple positions at the same time that recruiters no longer have a lot of time to recruit workers. Solution: HR professionals should examine their recruitment tools, especially their software and employee management strategies. Recruiters can spend a lot of extra time trying to input candidates' information into systems or speaking...

Words: 886 - Pages: 4

Premium Essay

Hr 587

...HR587 Weeks 3 and 5 Assignments * Write a 2-3 page analysis on the change management concept as it applies to an organization or a case study of choice from the text. * Use the numbered items for each assignment as main headings. The lettered items may be used as subheadings. This approach will help insure assignment criteria are included. Week 3 Assignment: Images Paper The Images paper focuses on the six different images of managing change. These images of change represent the various ways managers view the most effective strategy to bring about change. Each one represents a mindset that is unique to a manager as they try to summarize the key components of change. This paper should focus on evidence that demonstrates how the management of the organization integrated one or more of the Six Images of managing change. Then, what management could have done differently to increase the probability of a more successful change? 1. Introduction a. Briefly explain the change management initiative. b. Briefly explain the importance of the Images concepts and application to the change management initiative 2. Application Analysis a. Provide a history of information from your organization or case study that supports the change management initiative. Provide a review of the change management process related to your chosen topic. b. After providing this review of the change, based on how the change was managed, how would you assess...

Words: 506 - Pages: 3

Free Essay

Course Project Hr 587

...AT&T Historical Perspective AT&T Wireless according to their licenses that they have with the Federal Communications Commission (FCC) has the potential to serve 99% of the United States (US) population because of the territories that’s covered by their licenses. Currently AT&T Wireless serves more than 20 million subscribers. Through AT&T’s WorldConnect services all their subscribers can get services in more than 100 countries (Funding Universe, 2011). The origins of AT&T Wireless stems from the merger between AT&T Corp with McCaw Cellular Communications. The development of wireless technology first began with AT&T Corporation, where cellular technology was invented 1947 in the Bell laboratories for law enforcement (Funding Universe, 2011). The main reason these systems were developed for law enforcement was so that patrol cars can stay in contact with each other, because prior to this they communicated through radio frequencies which tend to collapse if too many patrol cars were using it. AT&T engineers solved the solution of the issues with the radio frequency by creating special transmitters capable of sending calls between patrol cars regardless of what area they were located in this was a precursor to the creation of cellular towers in the 20th century (Funding Universe, 2011). The first actual cellular systems were not developed until 1984 by AT&T Corp. in the cities of Chicago and Washington, D.C. Even though AT&T Corps was the first to develop......

Words: 1423 - Pages: 6