assignment 5

It must be included in the curriculum for us to understand our distinctive jobs, and we our responsible for success or failure of a company so we must learn what is HRM all about.

The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

ASSIGNMENT 4

The question of what constitutes a successful fresh food company in the 21st Century was one topic at a recent new executive program. The "Produce Industry Executive Development Program", held at the Mt Eliza Business School, ran for one week. It was attended by around 40 executives from different sectors of the produce industry. The executives concluded that the five main characteristics of "outstanding" fresh food companies were: committed staff; consistent innovation; a clear strategy.

Organization structure dictates core managerial competencies. Traditional organizations relied almost exclusively on the technical knowledge and skills of their managers. Most managers at the turn of the century, for example, expected to spend their entire careers in a single technical specialty, such as manufacturing, engineering, or sales. Only a few top executives were exposed to the broader commercial aspects of a firm, where they could obtain an understanding of all business functions and how they interacted to produce company profits. Nor were the managers and employees of various functional areas expected to be self-governing - to exercise responsible self-direction and self-control in pursuit of company goals. Instead, elaborate structures and systems were constructed to monitor and control employee behavior. In short, traditional organizations were heavy users of a limited set of human capabilities, primarily technical knowledge and skills.

After World War I, the emergence of national markets, coupled with growing consumer expectations, led to the invention of the divisional organization structure by pioneering companies such as General Motors and Sears, Roebuck. Unlike the functional structure, the divisional form organized a company into largely independent divisions, each with a full complement of functional [TABULAR DATA FOR TABLE 1 OMITTED] resources and focused on a given product line or geographic area. By capitalizing on product and market opportunities, each division became responsible for its own resource allocation and strategy implementation. Rather than pursuing a narrow, functional career path, some managers in divisionalized firms were able to obtain a breadth of cross-disciplinary experiences and apply their knowledge in general management positions. Divisional heads, especially, were expected to employ technical, self-governance, and commercial competencies, since the organizations they ran resembled complete companies. The divisional form encouraged diversification by creating a wide.

ASSIGNMENT 3

DOWNSIZINGThe main idea behind outsourcing has always been, If you’re not good at it, outsource it. Find a vendor who specializes in it. If you’d rather not be bothered by trivial—read: noncore—processes such as benefits and payroll; recruitment, training, and performance evaluation; then maybe you should consider human resource (HR) outsourcing.The human resource department, contrary to what most people think, is not merely a central database of information and statistics. Neither is its main function merely to convert this database into reports of employee performance. Human resource involves attracting, retaining, and developing a company’s main asset: its employees and their knowledge.Why Outsize?Outsizing reduces the need for large capital expenditures on noncore functions, among which is HR. This has gained popularity as companies aim to gain speed and flexibility needed to compete in today’s business environment. Companies need not invest capital to maintain and upgrade HR systems and infrastructure as this is left to the outsourcer.Outsize to have the work done by experts. Companies that choose to outsource their HR functions prefer partners whose main business is in human resource management. Outsourcing allows for faster response time and convenient access to benefits and other HR data. Outsource to access and maintain critical expertise. High-quality HR delivery means specialized HR knowledge. HR tasks are becoming more complicated with the improvement of technology. Companies that have undergone corporate restructuring, mergers and acquisitions, or repeated downsizing may have dismantled HR functions and lost pertinent expertise. The downsizing of Ford Motor CompanyContrary to popular wisdom, size does not matter. As big as you are, the rules and risks are the same. Large size does not guarantee survival. Another example of that fact was confirmed on Monday, 23rd January, 2006, Ford Motor Company announced its long awaited restructuring plan. Some 30000 jobs will go and about 14 plants will be shuttered. One of them is the Wixom facility, home of the Lincoln, a few miles from my home.With the closure will come accusations, finger pointing and anger. Wixom is the largest manufacturing plant in the immediate area. The effects of its closure will be felt for miles around. One can only guess how many suppliers may also be shuttered, employees made redundant, restaurants and stores that will face closure as they lose business. The entire community will suffer. Metropolitan Detroit house prices were already flat and falling contrary to the general upward trend throughout the rest of America. Now, one can expect a glut of houses on the market as people try to leave the area, finance companies repossess property from families who cannot pay their mortgage, which is rising along with rising national interest rates.SOURCE:http://www.outsourcing.ph/hr_outsourcing.htmhttp://saferpak.com/the%20downsizing%20of%20ford%20motor%20company.htm

My Top Online Jobs

MY TOP ONLINE JOBS

NET DEVELOPER

The NET DEVELOPER is responsible for the development and maintenance of the NET based sites for the company.

WEB DESIGNER

The WEB DESIGNER is responsible for the visual appearance and to create prmotions of the company wesite.

Logo Designer

Company logo designer iresponsible for creating the company logo with corporate identity and branding.
Source: http://www.ejobsguide.us/

Internet Marketing

Internet marketing refers to the strategies that are used to market a product or service online and devising new internet marketing strategies. Source:http://www.ejobsguide.us/InternetMarketing.htm

Webserver Manager

The WEB Server Manager develop guidelines as circumstances require for the style and behaviour, and accessiblity of company WWW pages.

Source:http://newton.ex.ac.uk/handbook/JobDescriptions/NetworkWeb.html

Evaluation:Online jobs are very suitable to those people who wants to stay home and earn a big salary.

INTRODUCTION!!

Maaung adlaw kaninyo!!

Ako diay c Karl Philip Abregana, katong wala nag uniform 2ng thursday Sir,dli daw ko taga UM oi!! Mag uniform na jud ko nxt time bah!! TAGAM a jud ko..

I expect that we would learn much in the subject HRM.. Nag expect pud ko na makatuon jud mi og maau..

AMPING mo kanunay!!

ASSIGNMENT 1

[b] NET DEVELOPER:

The position is responsible for the development and maintenance of the .NET based sites for the company. The ideal candidate has experience in developing applications in an object-oriented manner and has the ability to work in a team based development environment.

Responsibilities:
Responsible for the ongoing maintenance and support of web-based applications used by the company. Responsible for the development of new applications.

Source:http://www.nationjob.com/job/ladd22381