Please explain definition of Human Resource?
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Human Resource is the name given to the staff/workers within an organisation.  Organisations depend on many resources such as buildings, capital, and human resource which is their workforce.  The name Human Resource is often applied to specific departmenets within organisations which deal with employment of staff and any staff welfare issues etc.
697371
don't know particulars behind your question, but most companies are looking for a combination of application knowledge (SAP, etc) and HR specific knowledge related to rules and policies in that relatively complex (and potentially litigeous) area to be sure the configuration complies with applicable laws, rules, and regulations as well as operationally supporting their HR processes.
721756
Human resource development, is a verb and an adjective. Rest you can ask some one else
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As in any form of management, HR planning requires you to...\n Understand the objectives, \n Ideate and brainstorm, \n Form a strategy, \n Create task forces to execute the strategy (also called tactical execution), \n Follow up, Assess and maintain proper execution.
71119
For a Human Resources Generalist I $46,227\n\nHuman Resources Generalist I\nAdministers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. Processes paperwork for functional area according to established procedures. May prepare internal employee communications regarding compensation, benefits, or company policies. May require a bachelor's degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.
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Human resources is the function dealing with the management of people employed within the organization. Today most organizations consider their employees as capital. Human capital. Why? Because,\nHuman capital denotes the collective knowledge, skills and abilities of an organization’s employees. \n When you have capital - audit follows.   \nTherefore we Human Resource Auditing is nothing but the process of assessing HR programs and services to determine their effectiveness or efficiency. \nThis helps in planning ahead. why? Because, An organization has to have employees with the skills it requires to meet current and future business demands. \nIt also helps them decide about recruitment and pink slipping, promotions, payraises etc.\nHope I have been able to explain it to you.
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The definition from Wikipedia:\n\n"A Professional Employer Organization, or PEO, is service provider utilizing a business relationship which allows outsourcing of human resources tasks, mainly for small to mid-sized business who do not have the need or resources for a dedicated human resources department."\nhttp://en.wikipedia.org/wiki/Professional_employer_organization\n\nThe best site would be the National Association of Professional Employer Organization  http://www.napeo.org/\n\nOther good resources:\n\nhttp://www.peo7.com/\nhttp://www.paychex.com/products/pbs.html\nhttp://www.staffmarket.com/\nhttp://www.napeo.org/meetings/employer2006.cfm
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Human rights refers to the concept of human beings as having universal rights, or status, regardless of legal jurisdiction or other localizing factors, such as ethnicity, nationality, and sex. As is evident in the United Nations Universal Declaration of Human Rights, human rights, at least in the post-war period, are conceptualized as based on inherent human dignity, retaining their universal and inalienable character.\n\nThe existence, validity and the content of human rights continue to be the subject to debate in philosophy and political science. Legally, human rights are defined in international law and covenants, and further, in the domestic laws of many states. However, for many people the doctrine of human rights goes beyond law and forms a fundamental moral basis for regulating the contemporary geo-political order. For them, they are democratic ideals.\n\nContents [hide]\n1 Human rights legislation \n2 History \n2.1 International bodies \n2.2 Regional legislation \n3 History of human rights \n4 Philosophy of human rights \n4.1 Types of human rights \n4.2 Justification of human rights \n5 Violations of human rights \n5.1 Monitoring \n5.2 Protection and promotion \n5.3 Non-governmental and multilateral organizations \n6 Notes \n7 See also \n8 References \n9 External links \n9.1 Human rights organizations \n \n\n\n[edit] Human rights legislation\nWhere it has been adopted, human rights legislation commonly contains:\n\nsecurity rights that protect people against crimes such as murder, massacre, torture and rape \nliberty rights that protect freedoms in areas such as belief and religion, association, assembling and movement \npolitical rights that protect the liberty to participate in politics by expressing themselves, protesting, participating in a republic \ndue process rights that protect against abuses of the legal system such as imprisonment without trial, secret trials and excessive punishments \nequality rights that guarantee equal citizenship, equality before the law and nondiscrimination \nwelfare rights (also known as economic rights) that require the provision of education and protections against severe poverty and starvation \ngroup rights that provide protection for groups against ethnic genocide and for the ownership by countries of their national territories and resources \nSee International human rights instruments.\n\n\n[edit] History\n \nEleanor Roosevelt with the Spanish text of the Universal Declaration in 1949Appalled by the barbarism of the Second World War, the United Nations General Assembly adopted the Universal Declaration of Human Rights in 1948. While not legally binding, it urged member nations to promote a number of human, civil, economic and social rights, asserting these rights are part of the "foundation of freedom, justice and peace in the world". The declaration was the first international legal effort to limit the behaviour of states and press upon them duties to their citizens following the model of the rights-duty duality.\n\nMany states wanted to go beyond the declaration of rights and create legal covenants which would put greater pressure on states to follow human rights norms. Because some states disagreed over whether this international covenant should contain economic and social rights (which usually require a greater effort to fulfill on the part of individual states), two treaties were prepared.\n\nIn 1966 and 1976 respectively, the International Covenant on Civil and Political Rights and the International Covenant on Economic, Social and Cultural Rights came into force. With the Universal Declaration of Human Rights these documents form the International bill of rights.\n\n\n    ...recognition of the inherent dignity and of the equal and inalienable rights of all members of the human family is the foundation of freedom, justice and peace in the world     \n—Preamble to the Universal Declaration of Human Rights, 1948\n \n\nSince then several other pieces of legislat
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HR may mean Human Resources in other contexts but in astronomy it means the Hertzsprung-Russell Diagram\n\nThe Hertzsprung-Russell diagram (usually referred to by the abbreviation H-R diagram or HRD, also known as a Colour-Magnitude diagram, or CMD) shows the relationship between absolute magnitude, luminosity, classification, and surface temperature of stars. \n\nThe diagram was created circa 1910 by Ejnar Hertzsprung and Henry Norris Russell, and represented a huge leap forward in understanding stellar evolution, or the 'lives of stars'. \n\nTo understand it you need to read up about the Morgan-Keenan spectral classification of stars.(see second link).\n\nThe short answer to what you ask is that the smallest Main Sequence stars are to be found at the bottom right ot the diagram and the smallest white dwarfs at the bottom left of the diagram.
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There is a PFD on WDWR that has some information on this topic. (see first link below)\n\nThe second link is from the WDWR Human Resource Management Course.
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Because Human Resources takes care of the employee factor, who they hire,ect. So if you had a hotel, it would be very important that you know who would be a good asset for your company.
641411
HR is Human Resources.  Every large company (and some small) have this department.  They are in charge of recruiting staff and sometimes are in charge of wages or pay rises etc.\n\nThey will be the people who recieve your application form and help decided if you meet the criteria needed for the role.\n\nYou could start off as a HR assistant where you would be expected to answer telephone, e-mail questions.  You wil also be the one who sends out application forms.\n\nTo be an HR advisor you need to be qualifed and some companies may help assistants go for this qualification.\n\nI think you should research the role further before applying.\n\nGood luck
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Contact their human resources department
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The one that demand exceeds offer in a certain period of time. Good hint number of module specialist for a specific module. Lately HR is one with the less specialists in US.
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Human rights refers to the concept of human beings as having universal rights, or status, regardless of legal jurisdiction or other localizing factors, such as ethnicity and nationality.
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Both of these jobs are usually promoted from within a company and are not usually filled from those right out of college...the human resources job is usually someone that has had experience in most of the departments within a business and therefore knows who is needed and what they need to do in those openings that come up....the business administration job is again like the human resources job and found from someone already within a company...you will more than likely have to work for a company for a few years before being allowed within the hiring and administration ranks...congrats when you graduate, but we all have to work for our jobs once we know what to do...most companies take what you have learned and then apply those ideas with their own to make you their valued employee.
202831
HR departments control everything...They manage all the small details of a corporation. When the printer is low on paper, they order more or restock so executives and otehr people do not have to. They hire new and more apt individuals. They have the expertise to find these people. HR Departments, at least good ones, do everything