Posts Tagged ‘value’

How Human Resources Can Improve Business Owner Wealth Accumulation And Shareholder Value: Part I

If a company could get verifiable human resources expertise, services and products for a reasonable investment, and the mission was to assist in going after some of the profits being left on the table, and proactively work to minimize the chances of the disaster happening would that be a sound business decision?

This is the first in a seven part series which will explore how human resources can have a significant and measurable impact on a small business and shareholder value. Our mission will be as follows: To improve Shareholder Value (or Business Owner Wealth Accumulation) in our Client Companies by delivering Human Resource Services in a strategic manner that impact each Client’s Profitability and Business Value.

To accomplish this lofty goal it is useful to introduce the following model: The key to providing this kind of shareholder value is to first determine the

leverage points where human resources can add real value. These include:

Turnover: the real cost drain is usually much larger than most companies understand

Inability to attract top quality employees can significantly hold back a company’s                  financial growth.

Employee Productivity and Performance: monitoring and improving this can have a big financial upside

Additionally there are some direct Employment Costs that warrant Long Term Cost Containment initiatives

While we can’t operate without employees, they also pose a huge liability, so Asset Protection strategies are necessary to prevent potentially devastating losses there.

And last but not least, leveraging employees resources, especially at the top can keep your vision on track. When looking at the contribution human resources is capable of making I think we need to view the function in a similar light of our other trusted
advisors.

Your CPA firm is your trusted advisor in all matters related to the financial aspect of your business. The same is true of your law firm related to all things legal. To enjoy the full benefits that human resources has to offer I would suggest that a similar arrangement needs to occur.

By understanding the company’s goals and strategies, and getting a grasp of what possible human resource problems are present, we can design strategies and tactics to accomplish those strategies and fix those problems. Why bother fixing the problem at all? How much could this possibly cost me? Again, fair questions so let me provide a quick example. Let’s look at the following company.

30 Employee Company
,000,000 Annual Revenue
Net Profit 8% equals 0,000 per year

If we could raise current productivity from 70% to 100% the total increase in profits would be 0,000 over a five year period. Impossible you say? Of course it is because we are dealing with people and 100% is not achievable. But what about 80%, 85%?

In the next article we will look at Asset Protection Strategies and ways that human resources can add value and PROFITS to your business.

Jeff Stinson is the President of Global Human Resources Outsourcing (GHRO) a full service Human Resources outsourcing and PEO in Irvine California. GHRO specializes in helping companies grow by better utilization of their people. Jeff has been involved in the management and development of human capital for the past 29 years. Before founding Global Human Resources Outsourcing (GHRO) he ran a successful Human Resources consulting practice (JDS Consulting). Prior to JDS Jeff functioned as a senior human resources executive for several companies.

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Human Resources Management – you Call for to Focus on the Value of What you are Doing to the Business

Publishing Guidelines: You may publish my article in your newsletter, on your website or in your print publication provided you comprehend the resource box at the end. Notification would be appreciated however is not required.

By S. Maurer

On this digital Century the business and Facts Technology administrations is radically moving to the Next-Generation of Business Administration. For that reason, this series of articles will exhibit valuable tips from us and also we included very fews from public sources about this specific affair or this fresh path of doing business. In spite of the event that very fews tips are public domains, if asked for that the source will be always mentioned.

What is MBA of Human Resources Management HR?: What are the most valuable dutiës of your job and what percent of your date do you spend on each? Answer what the responsibility is, how [IT] is performed, and why [the desired results of the performance].

What is MBA of Human Resources Management HR?: Whilst working for this firm, if you did not schedule travël time, they would simply textbook meetings consequent to each other still if the meeting was across the other side of the city.

What is MBA of Human Resources Management HR?: Since specifications arë often a affair of conjecture and/or judgment, we have often advised that they not be listed on a job description and, if they are, that they have been determined by more than one person with the aid of a professional analyst.

What is MBA of Human Resources Management HR?: Are all the basic ëmployees policies included in your HR rules? These can be thought of as grouped into benefits, discipline, and conditions of employment.

What is MBA of Human Resources Management HR?: The traditional nevertheless extrëmely narrow context of hiring, firing, and job description is considered a 20th century anachronism.

What is MBA of Human Resources Management HR?: In the middle of thë 20th century, placing emphasis on how leadership, cohesion, and loyalty played essential roles in organizational success; although this view was increasingly challenged by more quantitatively rigorous and less “soft” Management techniques in the 1960s and beyond, human resources had gained a permanent role within the firm.

What is MBA of Human Resources Management HR?: From recruiting to orienting nëw employees, from writing job descriptions to tracking vacation and sick leave, and from instituting and monitoring policies to monitoring benefits, there has been a demand for an HR generalist to assist senior Management in both establishing a “structure” to holding down costs of administration.

What is MBA of Human Resources Management HR?: Some small entërprises are very stable, hiring perhaps as infrequent as one advanced employee in a 12-month period. Others are in very competitive industries where recruiting can be a function unto itself.

What is MBA of Human Resources Management HR?: Do not be surprised if somë employees, especially in a large enterprise, do not know who their supervisor is. [IT] is one of the reasons since this inquiry is place at the top of the form.

What is MBA of Human Resources Management HR?: The office ënvironment in these millennia is far more stressful than they were a century ago, nevertheless there are things you can do about [IT] but [IT] is up to you.

What is MBA of Human Resources Management HR?: Minimally, you should have an Application for Employment form or rësume, any insurance forms that the employee may have signed, and performance appraisals.

What is MBA of Human Resources Management HR?: Message to All Humans – wë do not have an instant teleporter, the Stargate is a fantasy, so create certain you give yourself enough date to get from one meeting to another or you are going to stress out.

What is MBA of Human Resources Management HR?: I instantly always catch my shoes off whën I am working in my office, including my socks just so I can feel something more inspirational under my feet rather than just the dense soles of my shoes. I know another corporate CEO in Brisbane Australia, who used to walk down to Anzac Square every lunch hour to walk on the grass so that he could stay in touch with the world. Hey, if [IT] works in the movie Beautiful Woman, surely [IT] must work.

What is MBA of Human Resources Management HR?: it is not easy writing job descriptions. [IT] is ëven more difficult to have uniformity from department to department or much incumbent to incumbent.

What is MBA of Human Resources Management HR?: Almost 30 years expërience has shown that until the enterprise has at least 50 employees, that “department” – really a function – can consist of or be plamled by one person… often much to the dismay of that one person.

TV Interview with Jonathan A. Scales Principal Adviant, Inc. KOAM TV, Joplin, MO February 3, 2011 Just after New Year’s resolution time, Adviant principal, Jonathan Scales, provides some insight on how to get the most out of your paycheck in 2011.

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Adding value to the human resource function of your business

A business is made up of various stakeholders and these mainly include the customers, supplier, bank, shareholder, employees the wider community and many more. Adding value to the lives of these stakeholders is critical to the success of your business entity. This article focuses on the human resource function of a business entity and how value can be created in order to ultimately outlook hallmarks such as having a motivated workforce, enhanced competitiveness, sustainability as well as growth.

The recruitment process

The recruitment process is coverage of key activities such as developing a job analysis, job description as well as a person specification. A Job analysis provides a detailed analysis and definition of the job and is useful in determining whether a post should be advertised and filled. The job description must encompass what the purpose of the job is as well as an account of the tasks and responsibilities involved.  A person specification articulates the personal characteristics, attributes, experience, skills and qualification that a potential applicant must possess prior to applying for a post at an entity.

The selection process

For your business entity to have a competitive edge, it is important to select the right people to work with your organisation. What exactly do we mean by selecting the right people? – ‘right people’ entails selecting candidates that are not only competent, skilled and experienced for a position but also posses the desirable values and principles. The selected candidates must also demonstrate potential to be developed by your business entity.

The appraisal process

The appraisal process is an important step as it helps your business entity identify any skills or competency gaps.  It enables an entity to devise targets for future performance. These targets must be in line with the thinking of the entity’s strategic objectives.

Training and development

This is usually in response to the appraisal process in the previous section. The appraisal process determines what training and development initiatives are necessary to fill the ‘skills and knowledge gap’ in the entity. Arrangements can be made to either train the employees internally (with in the entity’s premises) or externally with professional and dedicated training institutions. Where an external training institution is used, it is important to make certain that it is accredited with the necessary accreditation bodies. The benefit of training and developing your employees cannot be overstated as this essentially gives your entity a desirable and much needed competitive boost.

Rewards

Imagine having trained and developed your staff complete and later loosing them to your competition. This can be the most frustrating thing. One of the main ways to retain your employees it to remunerate them well – this can be in accordance to market related pay. Not only does this help retain your employees but also motivates them to work harder and add value to your business entity.  Remember to always have open lines of communication with your employees as this will help build a strong value laden employer-employee relationship.

To ensure that all these process and initiatives are well coordinated, a human resource plan is important to articulate a clear road map for the human resource function of your business.

 

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THE VALUE OF HUMAN RESOURCES IN BUSINESS

THE VALUE OF HUMAN RESOURCES IN BUSINESS.

Western’s Human Resource Services is committed to recruiting, retaining, and developing talented people for the many different roles that make up the University community. Human resources is also committed to supporting the development of well-designed, service-oriented work processes, strong leadership, and highly productive and collegial work groups. We are dedicated to supporting productive organizational change.

If you do not have a fully staffed, educated, certified and compensated central service/sterile processing staff, you will not maximize your surgical revenue. By no means do I profess to be a human resources genius. And over the years I’m sure I have made my share of errors, but along the way I’ve learned a few things about working with professionals. One of the things I’ve learned is that everyone likes to increase their professional knowledge. These learning opportunities can vary from onsite in-services to one-day symposiums to weeklong conferences. The problem is that when budgets are tight, two of the first things cut are conferences and travel expenses. We need to look elsewhere for the dollars to provide learning opportunities to satisfy our staff’s needs.

I’ve never met an organization in which employees did not complain about the quality and the quantity of the communication. So, improving communication and understanding what effective communication entails is key to your success. Whether communicating interpersonally, or by telephone, email, newsletter, Web logs, Intranets, or online tools, you’ll find the help you need to improve your communication, both as a person and as an organization.

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Business Finance and Corporate Value

Business Finance and Corporate Value

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Big bazar stresses the money saving aspect of shopping. How is the combination of brand name and products at low prices likely to affect the consumers perception of value at Big bazar? How can Big bazar use the 4P’s of its marketing mix to enhance customers perception of the value of its total offer?

Info at hand is the “Business Portal” and central application in our CRBM Platform. Depending on your perspective or roles played in your business processes, you will find a benefit and perhaps many that apply to you. If you are a manager or book keeper there are several features that can help you track assets, inventory and help you gather solid business intelligence. If you are a production manager or talent resource there are many tools for managing project and improving efficiency or collaboration of your team. If you are a system administrator there are many tools for managing roles, teams and other system wide configuration and customizations.

There are really 5 clear value propositions that make the CRBM platform a perfect choice for virtually any small to mid-sized business:

1. Consolidated business management with reporting, automations, HR, Project Management with project profit loss tracking, Timesheet, and more.

2. Seamless integration with the Joomla CMS for virtually unlimited expandability for front end customer portal, partner portal or social networking community.

3. e-Commerce synchronization for a full transaction life cycle management and ERP inventory management capabilities with Shipping and Receiving.

4. One time licensing fee on premise model and low cost of entry.

5. Close integration and two way synchronizations with QuickBooks and Microsoft Outlook.

Our Info at hand based CRBM (Customer Relationship Business Management) has helped large number of organizations to manage their various functions including:

Marketing Management
Document Management
Inventory Management
Receiving
Shipping

1). Marketing Management:

1. A).Sales force automation:

Sales force automation includes lead capture, and the promotion of leads to Opportunities;
Opportunity tracking with sales stage and percentage likelihood;
Sales pipeline tracking, with graphical charts that offer drill-down from the bar or segment of the chart to the data that underlies it;
Definition of sales teams and territories, to manage information sharing and track sales performance by territory;
Sales forecasting and comparison of forecasts to quotas and actuals, by team or by individual;
Lead source analysis of sales and opportunities;
Flexible reporting, to extract precisely the information you want to see;
Corporate calendar management, for arranging calls and meetings; and
Integrated Inbound and outbound Email, which is automatically added to account and contact history.
B).Email & Letter Mail Marketing Campaigns:
Marketing campaigns may be conducted with email templates for automatically customized emails, management of prospect lists, and tracking of campaign click-through rates.
A target list for an email campaign may be assembled from a mixture of prospects plus pre-existing contacts and leads. You may create a target list as the output of a report, facilitating the targeting of prospects or existing clients with specific characteristics. A special Quick Campaign feature makes it quick and easy to perform spur of the moment email campaigns.
You can also import lists of prospects (in either Comma Separated Values (CSV) or Tab Separated Values (TSV) formats).
A mail merge feature enables the execution of letter mail campaigns, and target lists may also be exported to MS Word for a variety of purposes.

2). Document Management:

Info at hand enables the sharing of business documents – from HR claim forms and Marketing collateral to Engineering designs.

Multiple revisions may be stored ensuring only approved documents are used.
Documents in any format can be filed, and may be searched by title, description, file type, status, department, keywords and owner.
Documents may be associated with Projects, Accounts, Contacts, Leads, Opportunities, or Service Cases.
A project can have all of the project’s documentation attached to it. An account, lead or contact can have all related documents attached. And supporting documents for a service case can be attached to it.

3). Inventory Management:

Info at hand includes a full inventory management capability. Two key modules perform the bulk of inventory management – Shipping and Receiving. In addition, the Sales Orders and Purchase Orders modules, as well as the Invoices module, evolved to support the tracking of partially received Purchase Orders, and partially shipped Sales Orders or Invoices

4) Receiving:

The Receiving module lets users in shipping/receiving document the receipt of a shipment, list the items and quantities received, and link to the related Purchase Order (and Sales Order if any). It documents the inbound shipping provider, number of packages and weight, the supplier’s packing slip number,

5) Shipping:

The Shipping module lets users in shipping/receiving record the shipments they send out. As well, it links to the FedEx and UPS shipping and tracking web services to automate those activities when using these shipping providers. It documents the outbound shipping provider, number of packages and weight, the packing slip number (it can also produce PDFs of packing slips), and the date shipped.

I’m currently in 2nd year of business school and I just got a summer internship with Unilever as a brand manager. Next summer what type of work experience should I get if I want to maximize my employability and marketability with management consulting firms like Bain, Mckinsey, or other top firms? More marketing? IT? Finance? Accounting? Thank you.
I’m currently in 2nd year of business school and I just got a summer internship with Unilever as a brand manager. Next summer what type of work experience should I get if I want to maximize my employability and marketability with management consulting firms like Bain, Mckinsey, or other top firms? More marketing? IT? Finance? Accounting? Thank you.