Answer the following two questions using the question and answer (Q&A) format; i

Question

Answer the following two questions using the question and answer (Q&A) format; in other words, include the original question along with your response.

Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from CSU Global online library or the Internet, and provide the full citation at the end. Use APA guidelines to format your references.

What are the primary functions of a human resources department in the 21st century?

How can those human resources functions give a competitive advantage to an organization when those functions are aligned with the organization’s mission and strategic plans? What are examples?

Explanation / Answer

PART FIRST

This course presents an overview of the unique challenges associated with banks and banking services in a changing, competitive market. Specific focus is given to the unique risks associated with banks and how those risks may be effectively managed to generate adequate return. Students will study the challenges faced by managers of commercial banks and how those challenges have altered over time, largely due to changing regulation. Emphasis is placed upon the study of financial statements of banks, financial analysis tools, risks associated with asset/liability gaps, tools available to reduce or eliminate gap risk, and specific regulatory requirements of banks, including reserve requirements and capital adequacy standards. To gain maximum knowledge in this course, please read all required material, complete the recommended problems (found in Modules 2 through 6), and study the supplemental material found in each module’s lecture notes. The lecture notes contain specific “Check Your Understanding” activities to enhance your learning of the concepts presented. Course Learning Outcomes: 1. Describe the unique role and services of commercial banks and their close competitors, including how the management of those roles and services has changed over time. 2. Evaluate the impact of regulation on commercial banks and how that regulation has been modified and managed over time. 3. Interpret financial statements of commercial banks and analyze their financial health. 4. Identify the risks inherent in commercial banks as well as the tools used to manage those risks.

The Academic Week at CSU-Global begins on Monday and ends the following Sunday. Discussion Boards: The original post must be completed by Thursday at 11:59 p.m. MT and Peer Responses posted by Sunday 11:59 p.m. MT. Late posts may not be awarded points. Opening Exercises: Take the opening exercise before reading each week’s content to see which areas you will need to focus on. You may take these exercises as many times as you need. The opening exercises will not affect your final grade. Mastery Exercises: Students may access and retake mastery exercises through the last day of class until they achieve the scores they desire. Critical Thinking: Assignments are due Sunday at 11:59 p.m. MT. Live Classroom: Although participation is not required, Live Classroom sessions are held during Weeks 1, 3, 5, and 7. There are four total sessions

a public administrator, it is imperative that you understand the concepts related to economic development; thus, you will create an annotated bibliography summarizing the current literature on a specific aspect of Public Administration and Economic Development. Your annotated bibliography should include at least 25 scholarly, empirical, current sources (since 2000) that are directly related to your topic. Sources can include the various journal articles that have been assigned as part of the weekly readings throughout the course. Additional journal resources can be found through Liberty University Online’s Research Portal. Be sure that you select a variety of respected sources. Format the annotated bibliography in correct APA style.

Important factors in the creation, process, and implementation of local economic development

History of Economic Development (Be as narrowed/specific as possible – History of rural, suburban, or metropolitan economic development)

Strategic planning as a part of local economic development

How community organizations and NGOs impact economic development

Types of capital necessary for economic development (Be as narrowed/specific as possible – social capital, human capital, physical capital, environmental capital, political capital, and cultural capital.)

Successes and failures of economic development in the 20thCentury

Economic development in the 21st Century

SECOND PART:

As HRM has tools of a system which attracts, develops, motivates, and retains the effective functioning related with the people managing, the scope of HRM is very wide. Researches in behavioral sciences show that new trends in managing workers and advances in the field of training have expanded the scope of HR function in recent years. The Indian Institute of Personnel Management has specified the scope of HRM thus (Truss, 2001): ha Personnel aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay off and retrenchment, remuneration, incentives, productivity, etc. Welfare aspect: It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. Industrial relations aspect: This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. The main aim of the human resources management is using the salaried staff in an organization effectively and salutary for the organization’s benefits. Thanks to this productive work environment, organization can reach its goals and continue its functions. Today, operating organizations continue their existence for different goals according to organization’s type and aims. These organizations can be classified as private, non-governmental and public establishment. While the preferential aim of the public establishments are fulfilling the public’s needs, private establishments’ aim is earning profit. Non-governmental (civil) establishments’ aim is fulfilling the public’s needs and carrying on their business like public establishments (Akçakaya, 2010). These three kind of establishments’ common aim is giving quality service. There is an important issue to be considered here: All these three organizations need a common ground. This common ground is human resource.No matter how strong the financial resources of an organization, probability of success will be low if the human resources do not have sufficient activity. Low effectiveness of human resources means that the organization slogs on reaching the targets set for the future and profitability level.

Relationship between Organizational Effectiveness and Human Resources Management Most of the early reviews of the literature were published by notable industrial psychologists as cited in Ferris (et al., 1999). As a consequence, these reviews tended to emphasize applied individual-level issues, such as employee testing, training and motivation. Gilmer’s (1960) discussion of situational variables explicated the importance of matching personnel strategies with organizational strategies. Further, Gilmer invited researchers to design measures to assess the relationship between “individual personalities” and “company personalities” (1960 as cited in Ferris et al., 1999). Some researchers have proposed that evaluations of effectiveness should be based on financial measures (e.g., profit) and for years, human resources issues have been secondary to such measures. Today, many CEOs agree that profit alone is not enough to hold the enthusiasm and loyalties of employees or to call attention to the vital elements of a business that must receive attention if it is to perform effectively (Watson, 1991 as cited in Zellars & Fiorito, 1999). Under the threat of exit (Hill & Jones, 1992), organizations now recognize that they must fulfil responsibilities to many constituencies (Baumhart, 1968; Clarkson, 1991 as cited in Zellars & Fiorito, 1999), including employees. Mohrman & Lawler III, (1997) advocates that an organization is created in which the human resource management practices of the past no longer fit. Organizations are faced with a situation that cries out for new solutions to the thorny challenges of integrating business and people needs. Acquaah (2004) states that human resource management practices enhance organizational effectiveness and performance by attracting, identifying, and retaining employees with knowledge, skills, and abilities, and getting them to behave in a manner that will support the mission and objectives of the organization. Thus, the effectiveness of HRM practices depends on how it engenders the appropriate attitudes and behaviors in employees, in addition to its implementation

Corporations are undergoing dramatic changes with significant implications for how human resources are managed and the HR function is best organized and managed. The forces driving change include the rapid deployment of information technology, globalization of the economy, and the increasingly competitive dynamic business environments that corporations face. There is a growing consensus that effective human capital is critical to an organization's success and that the HR function's focus must be more strategic. An effective Human Resources Management gives chance employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. In working life, the most important value is employees. That is why Human Resources Management is the key factor for success of a business. Being a global world and being a part of global competitive markets processes force businesses to manage human factor more truly for every level.

Related Questions

Navigate

• Browse (All)
• Browse A
• Subjects

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.