What HRM Policies would would maintain the asset value of key staff in a company and why?
609649
HRM - human resource mgt - humans are not considered assets from an investor standpoint unless you are talking about intangibles. you might want to think about policies that would encourage employees to increase productivity which would then translate into more profitable revenues for the company. areas to look at would be processes that are inefficient, etc.
315308
managers, hr reps, etc..
78907
Human Resources is the field which includes personnel, but also like HR would be in charge of making sure the company would be following the law with regards to its people management policies.  Personnel is like hiring and data entry on a guys names.
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.
623066
Are you trying to supervise the employees of a company?  The processes by which they produce the business?  You say you have a "system" what exactly are you referring to?  There are many successful manageing techniques already in place and have become industry standards.\n\nProvide me with more detail and I will be able to help you out further.  I too have done a thesis paper on insurance.
385182
By maintaining the proper spirit and motivation, a company will excell. The company is nothing more than the employee's that work there. The image of the company is a direct reflection of the attitude of the employees...
795860
To whom it may concern       or To Human Resource Manager
795019
You will have to contact human resources and payroll dept.  Depending on the company, I am sure there is a handbook somewhere that has all the rules and regulations(most of it is in small print).  Good luck!
448742
It's supposed to help give you benchmarks, so that you know on paper where management perceives your strengths and weaknesses are and then ideally (if you have a good management team) steer you towards how to take your performance to the next level in your position. It also gives you an opportunity to rebut anything formally, so if you feel that you're being treated unfairly or your performance isn't being recognized for it's true value you can put that to writing and if there is a huge discrepency between your perception and your manager's then HR or the Owner or someone can hear both sides.  They shouldn't be anything but good for you, if you're doing your job correctly and if you have a good manager.  It's very good to go in prepared though with what you feel are your acoomplishments for theperiod being reviewed, because as idealistic as I just made it sound, there will be managers that take credit for your work, there will be stuff you did that get's "overlooked" because there just  isn't enough budget to give you the raise that the work warrents.  It really is done to help you though, if done correctly
184916
I don't see anyway out of the changing conditions of Banking that it becomes a Market Driven Culture. Employees power can only come with production results. Although a certain set of employees can be mainly a clan operation, but they will be in supportive roles only.
468760
Assets = liabilities + equity\n\nThis formula works because a firm will have certain assets, and anything that they don't owe is value for the shareholders.\n\nFor example, on a company with pure cash of 10 dollars.  If the liabilities are 5 dollars, then the leftover 5 is value to the person who owns the company.  Theoretically, if the company got sold at 100% efficiency, there would be 5 dollars left, so the owners have a total value of that 5 dollars.
1079491
Check with your company HR department.
124913
The new concept of business is built around people.\n\nAt the end of the industrial revolution in the industrialized nations saw a great deal of lacking in their long term business prospect. The issue was not only that the customer was now looking for innovation or a change from what they have been used to, but quality standards had been revised.\n\nChange is the only thing that remains constant. \n\nIn order to overcome this challenge a business entity has to be always evolving. A cultural change is needed. No machines will work without people, and machines do not replace humans but they redefine our jobs.\n\nIn order for an organization to be profitable and remain so, they need a loyal customer base and a dedicated HR. As it is HRM has its own challenges and thus it forms a subset of achieving TQM in any organization, to be able to address these needs adequately. A sense of belonging, appreciation, training, on the job training, reviews and inter departmental communication are some of the key factors of a successful HRD contribution to the organization.\n\nThe issue can take a semester, however, extensive resources are available on the net. I recommend that case studies be consulted for a better understanding of the subject.
722806
there is a human resources accounting. Human resources is an essential input for the growth and Prosperity of a business. there exists a close relationship between the efficiency of the organization and human resources. efficient human resources is an investment for any organization. a huge investment of a business is made in the proper recruitment, selection, training and development of employees with an objectives to meet its current and future human resources needs. the future use of existing human resources makes it a valuable assets like machinery, money and material for a business. the recognition of human resources as an assets brings a drastic change in the accounting treatment of this resources by making it subject to financial evaluation and expression in terms of value for the organization. The concept of human resource Accounting (HRA) is a term used to describe a variety of proposals that seek to report and emphasize the importance of human resources. is just an introduction there is a whole capture about (HRA) see source
613738
The jobs you describe are mostly min wage jobs so nothing will change. Far as letting go of workers to hire other for less. I would think a company could not afford the law suits that would result from that
440561
And you are not asking them because .. why? There are different ways to do this. And different reasons to do so. Are you sure you don't just want to ask them about it?\n\nIf it's a company policy, trying to override that policy could be risky to keeping your job.
458830
Personnel management is about making sure organisations get the best from the people who work for them. Professionals in this role are involved in selecting the right sort of staff and promoting practices which ensure they are managed effectively.\n\nThe terms ‘personnel’ and ‘human resources’ are largely interchangeable, although the latter does imply more of a strategic approach. There are a range of specialisms but those starting out often take generalist roles assisting with all aspects and may move into specialist areas after a promotion.\n\nThe main areas of work are:\n\nRecruitment and selection\n\nWorking alongside staff in the various departments, drawing up job descriptions, preparing advertisements, checking application forms, interviewing and sometimes testing applicants. There may also be involvement in redeployment and redundancy programmes.\n\nEmployee development\n\nThis includes induction for new staff, developing appraisal systems, analysing training needs and evaluating the effectiveness of what is delivered. Some personnel staff are involved in producing and presenting training materials.\n\nEmployee relations\n\nDealing with all the tricky bits like grievances, disciplinary proceedings, redundancy programmes and resolving differences between staff members. This can also include responsibility for developing equal opportunities policies, writing staff handbooks and advising on contractual issues\n\nEmployee services\n\nPutting together staff perks and benefits - anything from private health cover or cheap holidays to social events or stress counselling services.\n\nPay and benefits\n\nJob evaluation is a significant part of the role, ensuring salaries are a fair reflection of demands of a job.\n\nHuman resource planning\n\nPredicting future staffing needs and ensuring development and training policies reflect the long term needs of the organisation.