exam

1. attitude
2 loyal
3 honest
4.hard working
5.responsible
6 kind
7 trusted
8 humility
9 self confidence
10 good communication

Choose three (3) of your own given conclusions and identify three (3) HRM concepts or principles related to each one. Elaborate substantially. *1 attitude, because we need a good atttitude of every employee any time,, specially if you are a first time in a company we need to be good to others..2hard working because every employee  be a responsible,,,3,self confidence specillay if you are a applicant,
3Highlight one ultimate example of how you can you utilized your IT skills in HRM. Specify details as to ow you will initiate it and enumerate what benefits can be gotten from it. *

TO USE A COMPUTER TO WORK

SKILLS FOR ME AS A I.T STUDENT IS SO SHARE HOW ABOUT THE NEW TECNOLOGY  TO  HRM SUBJECT, AS A I.T STUDENT SO MY BENEFITS THIS COARSE SPECIALLY TO HOW TO BE PAST THE WORK OF ANY EMPLOYEE

NEW LATEST GADGETS,BECAUSE SO MANY THINGS ABOUT THE TECHNOLOGY TO BE PAST TO YOUR WORK,, 

  

   

BENEFITS AND COMPENSATION

BENEFITS

It's critical to recognize just how important acompetitive benefits package can be in recruiting the best staff possible. Gone are the days when salary in and of itself was lure enough.

"Competitive organizations, whether they are big or small, with benefits programs will be able to attract employees away [from you]—especially if you don't provide the most fundamental programs such as health care, disability insurance, and things like that. Understanding the business benefits of an employee training programme can sometimes be more of an art than a science. This paper highlights five major benefits of employee training: impact on bottom line; staff retention; improved quality and productivity; the flow-on effect; remaining competitive. Successful employee training delivers improvements in employee performance which, in turn, creates a better performing business and an improved bottom line. As economies become progressively service orientated, it is the development of people that is providing successful businesses with long-term sustainable success.

COMPENSATION

 Provides services to employees to answer their benefit questions, resolve problems related to access to or payment of benefits, orient newly eligible employees, and process enrollment forms, changes, and loan requests.
 Maintains employee benefits data in automated human resources information systems.
 Coordinates transfer of data to external vendors, plan providers, auditors, and consultants.
 Negotiates and contracts with benefit plan providers, vendors, auditors, and consultants for services, premiums, and plan administration.
 Prepares and communicates information to employees and former employees about benefit programs, procedures, changes, and government-mandated disclosures.
Analyzes and evaluates services, coverage, and options available through insurance and investment companies to determine programs best meeting needs of organization.

BENEFITS AND COMPENSATION

BENEFITS

It's critical to recognize just how important acompetitive benefits package can be in recruiting the best staff possible. Gone are the days when salary in and of itself was lure enough.

"Competitive organizations, whether they are big or small, with benefits programs will be able to attract employees away [from you]—especially if you don't provide the most fundamental programs such as health care, disability insurance, and things like that. Understanding the business benefits of an employee training programme can sometimes be more of an art than a science. This paper highlights five major benefits of employee training: impact on bottom line; staff retention; improved quality and productivity; the flow-on effect; remaining competitive. Successful employee training delivers improvements in employee performance which, in turn, creates a better performing business and an improved bottom line. As economies become progressively service orientated, it is the development of people that is providing successful businesses with long-term sustainable success.

COMPENSATION

 Provides services to employees to answer their benefit questions, resolve problems related to access to or payment of benefits, orient newly eligible employees, and process enrollment forms, changes, and loan requests.
 Maintains employee benefits data in automated human resources information systems.
 Coordinates transfer of data to external vendors, plan providers, auditors, and consultants.
 Negotiates and contracts with benefit plan providers, vendors, auditors, and consultants for services, premiums, and plan administration.
 Prepares and communicates information to employees and former employees about benefit programs, procedures, changes, and government-mandated disclosures.
Analyzes and evaluates services, coverage, and options available through insurance and investment companies to determine programs best meeting needs of organization.

SUMMARY 1-6

SUMMARY


INTRODUCTION
OVERVIEW


CHAPTER 1


        Industrial psychology has certain premises, there are five viewed as desirable objectives of industry and there are development of industrial psychology is it present maturity against the backdrop of these major changes in our economy, next ix changes in emphasis In industrial psychology this has continued to be important to industrial psychology and probably and will continue another is the modus operandi of industrial psychology in this process has a sequence of four phases or stages first is identification of the problem of the basis for minimizing some of the human problems in industry, second is use of various methods of collection and analysis of relevant data is it the primary aim of industrial psychology in human treating to apply the knowledge, third is the findings resulting the methods and associated analysis this is the theories or generalizations such as usefulness of feedback in learning and the last is the application of findings to the problems at hand is it findings the adoptions of certain practices and this are the industrial psychology it’s provides the knowledge about the human problems or practical applications the operations of all kinds of organizations.


CHAPTER 2
      
            BASES RELATED JOB BEHAVIOR




This is the bases of job-related behavior Is the human work consists of individual performing jobs in some setting and it is bases of behavior of job performance or any given type
Of behavior or the type of job particular to the employees and the other is job and working conditions variables for me is it the performance of the employee for example if our company will have an obligations this are the time, the behavior of the employee for example if our company will have an obligations this are the time, the behavior of the employee to customer or behavior of employee to other officemate and the other is organizational and social variables is it including the training and the social environment and the other is situational variables in job related behavior and strategy or ability to your job performance we need to be patient to your work to your job performance. 


CHAPTER 3


             BEHAVIORAL RESEARCH


This is the type of variables used in behavior research is to be aimed at making “predictions” typically require the use (including to measurement) an the other type is criterion or criteria to characterize the some type of behavior of job performance or job satisfaction and the other is predictor this is to predict the individual variables to measures or characterizes the job performance and also we have a nominal scale, ordinal scale, interval scale and ratio scale, this four scales is to measure the individual or characterizes the rank order or numbers associated the significant of numerical scale and in the other hand there are experimental to approach usually involves some form of manipulation and the statistical analyses in research is it the certain basic concepts and methods such as frequency distributions and frequency polygons and some of data


TYPES OF SCALE


NOMINAL SCALE: or categorical scale is one that has two or more mutually exclusive classes or categories of the general type.


ORDINAL SCALE: is used to characterize the rank order on some variable of individual.


INTERVAL SCALE: the individual cases have numbers of associated with them and these numbers are significant in that any given numerical differences or many test of human attributes and abilities.

RATIO SCALE: these scale are best illustrated by variables of physical measurement 


Basic research strategies: as a starting point, we shall assume that a thoughtful question has been formulated 
And that we want to select a research strategy to answer it this point the research strategy selected can be developed on the basis of the answers to three basic questions.
Selection of  variables and treatment of variables
Theoretical and practical for selection and randomination for treatment variables


Statistical analyses in research and statistical significance for me its for the analyses  included in graphic presentation of data frequency, measures, correlations, and variability 
    
CHAPTER 4


             JOBS AND JOBS ANALYSES


            
 When I saw the performance of group four that I can realize about the jobs and job analysis, for me is it to analyze the job performance of employee or their behavior when he/she can do her job that I saw, there are two applicant to our company to being a software or employee of our company was hired this and the supervisor that see the other employee cannot do her jobs so the supervisor was fired, because her bad attitude and performance their 
to their job.  If you are a employee in a company we need to empress your boss or manager to promote you to higher position because your performance is good and being patient to do your work but if the employee do not work to his job he cannot go to promotion to the higher position. 


USES OF JOB INFORMATION
 Is any phases of operating of an organization having for relevant information available in decision making, job analysis can be considered as embracing the collection and analysis of any type of job related behavior information.


Types of jobs analysis information 
The following job oriented work activities descriptions of work activities.
Form of job analysis information.
Qualitative information is typically descriptive or general statement about working condition. 
Structured job analysis questionnaires
Approach lends itself to the collection of various types of job related information 


Task inventory is typically consist of lists of the task pertinent to some occupational area, in completing an inventory for any given position.





CHAPTER 5


                 BEHAVIORAL MEASUREMENT 
                  GENERAL CONSIDERATIONS


Is the type of criteria  to analyze the type of job behavior of the employee like the job performance, physiological criteria, status criteria and subjective criteria.
First is job performance of the employee, for me is it to analyze the behavior of people according to her job performance, second is physiological is the behavior to your boss or to your customer, and the another is the error to there works, I think there are error classification systems  is it those areas of element of human culpability or involvement, and another is method of identifying sources of error  or data collection and analysis  according to record of accident records to there works, personal injury and other sources and the last for me is reliability in error analysis is it the performance  is measured like the data collection, next is job attendance this type is very important us a employee or a student to our attendance because there are same in data collection to records your performance or to your job, same us to I’m say later to the criteria or records about to your job performance. 


   CHAPTER 13




                     WORK MOTIVATION 




For me work motivation is how your job performance to motivate to your carrer and is the ability of the people to be  sucess to our life according to job or to sustain this to her self and to her ability to anything to your like, there are problems to facing the understanding of work behavior for me this is the attitude of employee to her job.
There are approach to motivation, theories of work motivation, need theories is all about to motivation of people or employee to there jobs, if you have an work we need to be patient because we need to be good to your job performance to empress your manager or your boss and specially if you are tired to your work we need to be patient specially if you can talk to your customer because we need to empress the customer to you, and motivation it means motivate or to be good or patient to do your work in a good way, to your good performance. And this is my explination and summary to this topic. 


         

SUMMARY 1-6

                                                         SUMMARY 1-6 IN HRM                                                        








INTRODUCTION
OVERVIEW


CHAPTER 1


      


Industrial psychology has certain premises, there are five viewed as desirable objectives of industry and there are development of industrial psychology is it present maturity against the backdrop of these major changes in our economy, next ix changes in emphasis In industrial psychology this has continued to be important to industrial psychology and probably and will continue another is the modus operandi of industrial psychology in this process has a sequence of four phases or stages first is identification of the problem of the basis for minimizing some of the human problems in industry, second is use of various methods of collection and analysis of relevant data is it the primary aim of industrial psychology in human treating to apply the knowledge, third is the findings resulting the methods and associated analysis this is the theories or generalizations such as usefulness of feedback in learning and the last is the application of findings to the problems at hand is it findings the adoptions of certain practices and this are the industrial psychology it’s provides the knowledge about the human problems or practical applications the operations of all kinds of organizations.




CHAPTER 2
      
            BASES RELATED JOB BEHAVIOR




This is the bases of job-related behavior Is the human work consists of individual performing jobs in some setting and it is bases of behavior of job performance or any given type
Of behavior or the type of job particular to the employees and the other is job and working conditions variables for me is it the performance of the employee for example if our company will have an obligations this are the time, the behavior of the employee for example if our company will have an obligations this are the time, the behavior of the employee to customer or behavior of employee to other officemate and the other is organizational and social variables is it including the training and the social environment and the other is situational variables in job related behavior and strategy or ability to your job performance we need to be patient to your work to your job performance. 


CHAPTER 3


             BEHAVIORAL RESEARCH


This is the type of variables used in behavior research is to be aimed at making “predictions” typically require the use (including to measurement) an the other type is criterion or criteria to characterize the some type of behavior of job performance or job satisfaction and the other is predictor this is to predict the individual variables to measures or characterizes the job performance and also we have a nominal scale, ordinal scale, interval scale and ratio scale, this four scales is to measure the individual or characterizes the rank order or numbers associated the significant of numerical scale and in the other hand there are experimental to approach usually involves some form of manipulation and the statistical analyses in research is it the certain basic concepts and methods such as frequency distributions and frequency polygons and some of data


TYPES OF SCALE


NOMINAL SCALE: or categorical scale is one that has two or more mutually exclusive classes or categories of the general type.


ORDINAL SCALE: is used to characterize the rank order on some variable of individual.
INTERVAL SCALE: the individual cases have numbers of associated with them and these numbers are significant in that any given numerical differences or many test of human attributes and abilities.


RATIO SCALE: these scale are best illustrated by variables of physical measurement 


Basic research strategies: as a starting point, we shall assume that a thoughtful question has been formulated 
And that we want to select a research strategy to answer it this point the research strategy selected can be developed on the basis of the answers to three basic questions.
Selection of  variables and treatment of variables
Theoretical and practical for selection and randomination for treatment variables


Statistical analyses in research and statistical significance for me its for the analyses  included in graphic presentation of data frequency, measures, correlations, and variability 
    


CHAPTER 4


             JOBS AND JOBS ANALYSES


 When I saw the performance of group four that I can realize about the jobs and job analysis, for me is it to analyze the job performance of employee or their behavior when he/she can do her job that I saw, there are two applicant to our company to being a software or employee of our company was hired this and the supervisor that see the other employee cannot do her jobs so the supervisor was fired, because her bad attitude and performance their 
to their job.  If you are a employee in a company we need to empress your boss or manager to promote you to higher position because your performance is good and being patient to do your work but if the employee do not work to his job he cannot go to promotion to the higher position. 


USES OF JOB INFORMATION
 Is any phases of operating of an organization having for relevant information available in decision making, job analysis can be considered as embracing the collection and analysis of any type of job related behavior information.


Types of jobs analysis information 
The following job oriented work activities descriptions of work activities.
Form of job analysis information.
Qualitative information is typically descriptive or general statement about working condition. 
Structured job analysis questionnaires
Approach lends itself to the collection of various types of job related information 


Task inventory is typically consist of lists of the task pertinent to some occupational area, in completing an inventory for any given position.






CHAPTER 5


                 BEHAVIORAL MEASUREMENT 
                  GENERAL CONSIDERATIONS

Is the type of criteria  to analyze the type of job behavior of the employee like the job performance, physiological criteria, status criteria and subjective criteria.
First is job performance of the employee, for me is it to analyze the behavior of people according to her job performance, second is physiological is the behavior to your boss or to your customer, and the another is the error to there works, I think there are error classification systems  is it those areas of element of human culpability or involvement, and another is method of identifying sources of error  or data collection and analysis  according to record of accident records to there works, personal injury and other sources and the last for me is reliability in error analysis is it the performance  is measured like the data collection, next is job attendance this type is very important us a employee or a student to our attendance because there are same in data collection to records your performance or to your job, same us to I’m say later to the criteria or records about to your job performance. 


CHAPTER 13




                    WORK MOTIVATION 


For me work motivation is how your job performance to motivate to your carrer and is the ability of the people to be  sucess to our life according to job or to sustain this to her self and to her ability to anything to your like, there are problems to facing the understanding of work behavior for me this is the attitude of employee to her job.
There are approach to motivation, theories of work motivation, need theories is all about to motivation of people or employee to there jobs, if you have an work we need to be patient because we need to be good to your job performance to empress your manager or your boss and specially if you are tired to your work we need to be patient specially if you can talk to your customer because we need to empress the customer to you, and motivation it means motivate or to be good or patient to do your work in a good way, to your good performance. And this is my explination and summary to this topic. 

      

HRM. ASSIGNMENT

PART 1      

Why is Cirque du Soleil successful throughout the world? Why does the product transcend culture differences between countries?

1.        ANSWER1 started with a simple dream: a group of young artists getting together to entertain audiences, see the world, and have fun doing it.1 Laliberté and company quickly found that their entertainment form without words

2.       ANSWER2  Cirque du Soleil’s commitment to excellence and innovation transcends cultural differences and the limits of many modern media. Its intense popularity has made Cirque both the global standard of live entertainment and the place for talented individuals from around the world to perfect their talents.

2. How do the cultural influences discussed in Figure 4

influence organizational behavior at Cirque du Soleil?

    ANSWER 3

         Cultural was influence to organizational behavior at  Cirque du Soleil because of this entertainment of people like stilt walking, juggling, music and there artists was expressed there facial expression when they perform like an attitude of an artists

3.why is it important for Cirque du Soleil to be a good corporate citizen? How does ethnocentrism relate to fulfilling this role?

ANSWER

       Because our citizen was entertain to that show  and is it

 a presentation of acrobatic arts and traditional Community participation and outreach bring international goodwill and help Cirque du Soleil prevent many of the difficulties global brands often face when spanning cultures.

 PART 2

1Why is addressing this issue so important?  Shouldn’t workers adjust to meet the needs of their employers?

ANSWER 1

  Because of our employee to his work to pay his dues and to pay their time, in our generation there are more technology to get fast to their jobs and to help.

2. What can employers who can’t afford such extensive programs as the Deloitte organization do to address the changing preferences of their younger workers?  What would you like to see your employer or prospective employer do to address your wants and needs to retain you?

1.    ANSWER 2

    Employers are trying to adapt to these younger worker preferences.  They have no choice – due to basic supply and demand, , there will be less and less workers to replace them. 

Perhaps one of the biggest differences between the generations is the acceptance of technology.

 PART 3

1.    What prepared Clarence Otis for his position as CEO of Darden?

2.    ANSWER 1

    .  He found that he liked the financial aspects of the business better than the legal side.  Clarence Otis changed his career to that of an investment banker.  He moved to Darden in 1995 as Treasurer.  Eventually Otis became the CFO and advanced to the role of CEO.

3.     According to Otis, what is the key area for success for employees at the Darden company?

4.    ANSWER 2

    Today, he sees a tremendous amount of growth potential for both Red Lobster and Olive Garden chains.  To remain relevant is the key.  Both restaurants continue to evolve in concert with the guests’ expectations.  People who work for the Darden chains must be inspired and understand the corporate philosophy and its goals.

PART 4

  .1How much of a part can values truly play in the success of a company like One Smooth Stone?

ANSWER 1

    The organization not only produces the events, but helps in the entire planning and execution process as well to ensure their clients can get a return on their investment.  They start by listening to what the client wants or needs and then assist in writing the strategy for delivering the message or event.  These events can take place literally anywhere and companies such as Motorola, Nortel, International Truck and Engine, and Kos Pharmaceuticals utilize their services.  The productions provide not only an educational component for the audience, but are entertaining as well.

2. . What characteristics of One Smooth Stone make it necessary to have a flat and decentralized structure as opposed to a rigid, command and control hierarchical structure?

  ANSWER 2

       One Smooth Stone devised the concept of “strategic improvising” to counter the effects of rapidly changing strategic initiatives.  Strategic improvising involves devising “ground rules” and creating a “template” for the future without constraining themselves to rigid strategic plans that quickly become obsolete.  This type of strategizing allows the company to be successful in a very dynamic industry.  At the end of the day though, One Smooth Stone believes it is their values that makes them successful.  The company embraces the values of being smart, fast and kind and believes that if they deliver their services to their clients based on those three values, the clients will keep coming back.

PART 5

1.    . What model of decision making did the Sisters of Holy Angels have to rely on to guide them through thee hurricane tragedy?

 ANSWER 1

      .  This tremendously hindered the Sisters’ ability to perform the services they normally would.  Fitzpatrick says that there is generally two choices in situations such as these – just jump in and fix it, or give up on it and be happy with what you have.  Many will choose one of these as an easy solution, but Fitzpatrick says that you must not move too quickly.  Through tenacity and tremendous effort, they were able to find housing for over 50 Sisters who were no longer able to reside in New Orleans, and they now have their preschool back up and running.  She explains that she is not an “aggressive person” by nature, but was able to muster the courage necessary to decide to speak up on behalf of her ailing Sisters, threatening to contact their attorneys if the driver would not take them to safety.  The driver led them on and the Sisters avoided the tragedy and suffering that took place. And to help our people who need food and house because of hurricane Katrina was destroy our house and business of people and sisters we decide to help.

2.    What part do you think intuition and creativity played in each of the Sisters’ stories?  Explain how.

ANSWER 2

I think Mary Kay Kinberger because they help to people to evacuate all the family our affect of hurricane Katrina and he asks the military soldiers to pray to all people to save our life because of hurricane Katrina. I think  we need to help each other to be survive the tragedy of hurricane Katrina we are forced to make decisions under critical conditions and these four women exemplify leadership in decision making under extreme conditions of duress. And I think it is the best solution to survive of tragedy.

1.MY PROFILE

1.MY PROFILE

    My name is Maria.Mabele V. Taña, 18 years old,I want to know the human resources management
and what important is, and i want know from this subject..

    and i think give a more knowledge to our student and and our people, and i give my best to our subject and cooperate to every activity you will give... 

2.DEFINITION OF HUMAN BEHAVIOR

   In my opinion, in the human studies the most difficult element is to understand about the behavior of any human being because there are many variations in the behavior of every human being in accordance to his or her cultural and emotional ...

3.Importance of Human Behavior in an Organization

   A study of human behavior will make an organization most effective in its goals and objectives.
and give a knowledge to us, Human behavior is the population of behaviors exhibited by human beings and influenced by culture, attitudes, emotions, values, ethics, and authority.