netrashetty
Netra Shetty
Aleris International is a producer of aluminum rolled and extruded products, recycled aluminum, and specification aluminum alloy manufacturing. It headquarters are in Beachwood, Ohio, a suburb of Cleveland, and it has access to 40 production facilities across the world.[1]
Aleris was formed in 2004 through the merger of Commonwealth Industries, Inc. and IMCO Recycling Inc.[1]
In February 2009, the US Justice Department filed suit against Aleris alleging that 15 of its plants had violated the Clean Air Act by emission of pollutants. In August 2009, Aleris settled the suit with the government, and agreed to pay a $4.6 million fine and spend an additional $4.2 million on new pollution controls at its plants.[2][3]
Aleris filed for Chapter 11 bankruptcy on 12 February 2009.[4] It announced plans in May 2010 to exit bankruptcy as a privately-held company owned by investment funds of Apollo Management, Oaktree Capital Management, and Sankaty Advisors.
Employee training is the planned effort of an organization to help employees learn the job related behaviours and skills they will need to do their job properly. It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements.
There are typical steps that go into a training program. These are outlined below.
1) Conduct Needs Assessment:
A need is described as a "gap" between what is currently known and what will be needed now and in the future. These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level.
In order to conduct an assessment there are some analyses that must be done.
* An organizational analyses determines the effectiveness of an organization, where training is needed and under what conditions the training will be conducted.
* A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills, attitudes and abilities that are needed to achieve optimum performance. This information can come rom job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace.
* Finally - person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behaviour and results.
Human Resources Management (HRM) refers to the philosophy, policies, procedures, and practices related to the management of an organization’s employees. Human resources management is particularly related with all the activities that contribute to successfully attracting, developing, motivating, and maintaining a high-performing workforce that results in organizational success (Sims 2002, p. 2-3). Human resources management covers the every aspect of the relationship between the individual and firm including recruitment, contractual obligations, individual training and motivation, corporate planning, performance monitoring, grievance handling and general welfare, dismissal and redundancy (Vernon 2002, p.101). Human resources management involves the establishment and execution of policies, programs, and procedures that influence the performance, capabilities, and loyalty of the employees of an organization. Through these policies and procedures, individuals are attracted, retained, motivated, and developed to perform the work of the organization. It is through these policies and procedures that the organization seeks to mold and shape the actions of its employees to operate successfully, comply with various public policies, provide satisfactory quality of employment, and improve its position in the market place through strengthened ability to compete and serve (Clardy 1996, p.1). HRM is increasingly viewed as a source of competitive advantage and its processes and procedures as contributors to the organization’s success. Over the years, HRM has become an integral part of every organization that deals with HR affairs, policies and processes. Now the HR department is being viewed as a partner and works closely with the top management and the employees. HRM contributes to the success of the organization through the following:
1. It provides the right kinds of talent to the organization at the right time. HRM is expected to assure that a supply of qualified labor in a timely fashion (Clardy 1996, p.20).
2. It ensures that the organization is properly staffed. When done effectively, the staffing, recruitment, and selection process provides a flow of qualified individuals for filling open positions within the organization on a timely and efficient basis (Clardy 1996, p. 41).
3. Using appraisals, the employees are assesses and evaluated. Employee appraisals have very profound implications for both the employees and for the future success of the organization (Clardy 1996, p.58).
4. Using effective pay systems, the management can focus employees’ efforts toward desired organizational goals (Clardy 1996, p.79).
5. Ensures that the employees are properly skilled to perform their tasks and supports the organization’s growth through career development. The goal of training as part of the human resources management processes is to create cost-effective programs that build the skills to perform effectively (Clardy 1996, p.103).
Strategic management seeks to coordinate and integrate the activities of the various functional areas of a business in order to achieve long-term organizational objectives. A balanced scorecard is often used to evaluate the overall performance of the business and its progress towards objectives... Strategic management provides overall direction to the enterprise and is closely related to the field of Organization StudiesStrategic planning and management are more than a set of managerial tools. They constitute a mind-set, an approach to looking at the changes in the internal and external environment that confront the manager. Using planning and management tools strategically, then, involves essentially a way of thinking, a mental framework or approach, as well as a set of analytic tools. For strategic management to be effectively used the manager must develop a strategic mentality
Human resources are the assets of any organization. They need to be looked after as they are the reason for the company's existence. Human resource is also one of the various functions in an organization. It is responsible for human resources management of the company. Thus, human resources become an important department and function of any organization. When you take up a job in the human resources, you are basically dealing with the policies and strategies followed by the organization for welfare of the employees (human resources). Let us look into the human resources job description that will give you a complete picture of what is expected from the people working in the human resources.
Aleris was formed in 2004 through the merger of Commonwealth Industries, Inc. and IMCO Recycling Inc.[1]
In February 2009, the US Justice Department filed suit against Aleris alleging that 15 of its plants had violated the Clean Air Act by emission of pollutants. In August 2009, Aleris settled the suit with the government, and agreed to pay a $4.6 million fine and spend an additional $4.2 million on new pollution controls at its plants.[2][3]
Aleris filed for Chapter 11 bankruptcy on 12 February 2009.[4] It announced plans in May 2010 to exit bankruptcy as a privately-held company owned by investment funds of Apollo Management, Oaktree Capital Management, and Sankaty Advisors.
Employee training is the planned effort of an organization to help employees learn the job related behaviours and skills they will need to do their job properly. It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements.
There are typical steps that go into a training program. These are outlined below.
1) Conduct Needs Assessment:
A need is described as a "gap" between what is currently known and what will be needed now and in the future. These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level.
In order to conduct an assessment there are some analyses that must be done.
* An organizational analyses determines the effectiveness of an organization, where training is needed and under what conditions the training will be conducted.
* A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills, attitudes and abilities that are needed to achieve optimum performance. This information can come rom job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace.
* Finally - person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behaviour and results.
Human Resources Management (HRM) refers to the philosophy, policies, procedures, and practices related to the management of an organization’s employees. Human resources management is particularly related with all the activities that contribute to successfully attracting, developing, motivating, and maintaining a high-performing workforce that results in organizational success (Sims 2002, p. 2-3). Human resources management covers the every aspect of the relationship between the individual and firm including recruitment, contractual obligations, individual training and motivation, corporate planning, performance monitoring, grievance handling and general welfare, dismissal and redundancy (Vernon 2002, p.101). Human resources management involves the establishment and execution of policies, programs, and procedures that influence the performance, capabilities, and loyalty of the employees of an organization. Through these policies and procedures, individuals are attracted, retained, motivated, and developed to perform the work of the organization. It is through these policies and procedures that the organization seeks to mold and shape the actions of its employees to operate successfully, comply with various public policies, provide satisfactory quality of employment, and improve its position in the market place through strengthened ability to compete and serve (Clardy 1996, p.1). HRM is increasingly viewed as a source of competitive advantage and its processes and procedures as contributors to the organization’s success. Over the years, HRM has become an integral part of every organization that deals with HR affairs, policies and processes. Now the HR department is being viewed as a partner and works closely with the top management and the employees. HRM contributes to the success of the organization through the following:
1. It provides the right kinds of talent to the organization at the right time. HRM is expected to assure that a supply of qualified labor in a timely fashion (Clardy 1996, p.20).
2. It ensures that the organization is properly staffed. When done effectively, the staffing, recruitment, and selection process provides a flow of qualified individuals for filling open positions within the organization on a timely and efficient basis (Clardy 1996, p. 41).
3. Using appraisals, the employees are assesses and evaluated. Employee appraisals have very profound implications for both the employees and for the future success of the organization (Clardy 1996, p.58).
4. Using effective pay systems, the management can focus employees’ efforts toward desired organizational goals (Clardy 1996, p.79).
5. Ensures that the employees are properly skilled to perform their tasks and supports the organization’s growth through career development. The goal of training as part of the human resources management processes is to create cost-effective programs that build the skills to perform effectively (Clardy 1996, p.103).
Strategic management seeks to coordinate and integrate the activities of the various functional areas of a business in order to achieve long-term organizational objectives. A balanced scorecard is often used to evaluate the overall performance of the business and its progress towards objectives... Strategic management provides overall direction to the enterprise and is closely related to the field of Organization StudiesStrategic planning and management are more than a set of managerial tools. They constitute a mind-set, an approach to looking at the changes in the internal and external environment that confront the manager. Using planning and management tools strategically, then, involves essentially a way of thinking, a mental framework or approach, as well as a set of analytic tools. For strategic management to be effectively used the manager must develop a strategic mentality
Human resources are the assets of any organization. They need to be looked after as they are the reason for the company's existence. Human resource is also one of the various functions in an organization. It is responsible for human resources management of the company. Thus, human resources become an important department and function of any organization. When you take up a job in the human resources, you are basically dealing with the policies and strategies followed by the organization for welfare of the employees (human resources). Let us look into the human resources job description that will give you a complete picture of what is expected from the people working in the human resources.
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