Hrm 590 Final Project

Human resources (HR) professionals have an awkward position in corporations. Other departments worry about their objectives and strategies, whereas the HR department must apply their targets and strategy to the overall business’s goals to produce results. Regardless what other departments engage in, HR’s visibility, impact, and value in companies such as Best Buy is crucial to stay in existence.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

This change in the role of HR has been steadily increasing and recently “has intensified due to changes, among others, in increased competition and workforce demographics” (Payne, 2006). This makes the function of the HR manager an exciting area of business to consider when evaluating the planning and strategy of a company.

Bhagria, A. (2010). Roles and Functions of the Human Resource Department; Young HR Manager. Retrieved May 4, 2014, from

“Change can be happen without improving, but cannot be improved with out changing” These days it is becoming highly competitive environment and fast growing where all wants to be ahead and connected to the world. Since past 2 decades we have seen many inventions which created a mile stone and at the same time change our lifestyles in one way or other, which was possible because

The human resource department has insufficient system and practices to fulfill the objectives of the organization successfully. With a devalued sense of equity and expectancy of the HR and employee relations, any attempt of a flourishing organizational alignment is dismal. A human resource department is vital to the success of the management of people within an organization. The leadership team should realize this and utilize the strength that lies within the HR structure to its own advantage.

Due to the time constraints regarding the hiring process, the interviewers for this process will undergo a brief 5 day training. A brief training is recommended if there are time constraints and if the interview is highly structured (Campion et al., 1997). The mandatory 5 day training will take place at headquarters in the midwest region. The training will include a brief discussion on why the interviews are being conducted followed by what an interview actually entails. Other topics covered during the training will be the constructs relevant to the job, information on how to evaluate interview questions (using the anchored scales provided), biases related to interviews, and last, simulations involving the interviewers conducting a mock interview and rating it appropriately. This training will ensure that each interviewer was given the same information and tools to conduct the

Mission & Vision: The mission statement is about the company purpose and what the company stands for, while the vision is about where the company sees itself in the far future.

In this area I would have to evaluate what we needed to assess at the interview. What will the

For many years, the department of Human Resources has been associated with the hiring and firing arm of a company. As the need shifted to acquiring, managing and developing the most important assets, the role and activities of the department of Human Resources has become even more important within organizations that desire to

Most organizations view human resources departments as less valuable than other departments because it’s not a revenue- generating department. However, it is quite the opposite because HR brings the organization its most valuable assets, which are its people.

The FJA provided me with the information I needed to write task statements, and to develop Knowledge, Skills and Abilities (KSA) statements. By actually watching tasks performed by the incumbent and documenting how often each task was performed and what abilities the incumbent brought to each task. For instance, since the incumbent is the receptionist/administrative assistance for a 10 person office, they would need to know how to use

The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources. With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within organization. As the area of human resource management becomes more strategic and more global it is becoming more important and critical to the organization. While not all companies are recognizing this yet, those that are most effective and most admired, seem to be the ones that are. As a consequence they are doing many things that make

An organization’s HRs are perhaps its most valuable assets (Swanson & Holton, 2001; Yorks, 2005). As such, HRD should be deemed as an invaluable investment (Swanson & Holton, 2001; Yorks, 2005). Sustaining a competitive advantage via development of staff increases the probability of long-term survival and financial success of the organization (Kuratko, Ireland, & Hornsby, 2001). Carneiro (2001) argues that an organization should have the capacity to

Candidate should explain how they manage and delegate the task effectively to co-workers (Arduser and Brown, 2005). They should also give a solution if the situation involves low man power, demonstrating behaviour working in a team whereby they carry out the co-worker’s job (Andrews, 2009).