netrashetty
Netra Shetty
Hyland Software Inc. is the developer of the enterprise content management (ECM) software suite called OnBase. Various applications of the suite are used by different industries, with the primary areas being healthcare, financial institutions, insurance, government, higher education and manufacturing. Hyland Software is headquartered[1] in Westlake, Ohio and also has other offices in Bloomfield Hills, Michigan; Lincoln, Nebraska; Irvine, California; São Paulo, Brazil; London, England; Tokyo, Japan; Salem, New Hampshire and most recently, Reading, Massachusetts.
Human resources can be developed by providing formal education from elementary to the higher level, technical and professional, on-the-job training, adult education programmes, correspondence or distance education, improvement in the health of masses through medical facilities and improvement in nutrition.
The process of economic development tends to be associated with fundamental structural change in an economy. These structural changes take place in the form of sectoral composition as wll as occupational structure of the work force. Such a change emerges as a result of rising productivity in agriculture and the industrial and the tertiary sectors. The size of a country and its population has also an influence on the structural changes in the the economy brought about by the process of economic growth.
HUMAN RESOURCES
Human resources are a term used to refer to how people are managed by organizations. The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources have at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels.
This first usage is used more in terms of 'human resources development', and can go beyond just organizations to the level of nations. The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as 'human resources management'.
MANAGEMENT
Human resource management's objective, on the other hand, is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner.
KEY FUNCTIONS
Human resource management serves these key functions:
1. Recruitment & Selection
2. Training and Development (People or Organization)
3. Performance Evaluation and Management
4. Promotions/Transfer
5. Redundancy
6. Industrial and Employee Relations
7. Record keeping of all personal data.
8. Compensation, pensions, bonuses etc in liaison with Payroll
9. Confidential advice to internal 'customers' in relation to problems at work
10. Career development
11. Competency Mapping
12. Time motion study is related to HR Function
13. Performance Appraisal
Accordingly, semi-structured interview questions will be developed to provide the researcher the opportunity to ‘probe’ answers, which can be done in instances where there is a need or want for the interviewees to explain further or build on their responses. It is planned that the questionnaire will have open-ended, probing, hypothetical and reflective questions aside from the 5-point Likert scale ranking questions. The researcher plans to conduct two separate survey and interview: one for the HR managers and policymakers and the other for employees with cancer. A secondary research will also be conducted in the study. Sources in secondary research will include previous research reports, newspaper, magazine and journal content. Existing findings on journals and existing knowledge on books will be used as secondary research. The interpretation will be conducted which can account as qualitative in nature.
Human resources can be developed by providing formal education from elementary to the higher level, technical and professional, on-the-job training, adult education programmes, correspondence or distance education, improvement in the health of masses through medical facilities and improvement in nutrition.
The process of economic development tends to be associated with fundamental structural change in an economy. These structural changes take place in the form of sectoral composition as wll as occupational structure of the work force. Such a change emerges as a result of rising productivity in agriculture and the industrial and the tertiary sectors. The size of a country and its population has also an influence on the structural changes in the the economy brought about by the process of economic growth.
HUMAN RESOURCES
Human resources are a term used to refer to how people are managed by organizations. The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources have at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels.
This first usage is used more in terms of 'human resources development', and can go beyond just organizations to the level of nations. The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as 'human resources management'.
MANAGEMENT
Human resource management's objective, on the other hand, is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner.
KEY FUNCTIONS
Human resource management serves these key functions:
1. Recruitment & Selection
2. Training and Development (People or Organization)
3. Performance Evaluation and Management
4. Promotions/Transfer
5. Redundancy
6. Industrial and Employee Relations
7. Record keeping of all personal data.
8. Compensation, pensions, bonuses etc in liaison with Payroll
9. Confidential advice to internal 'customers' in relation to problems at work
10. Career development
11. Competency Mapping
12. Time motion study is related to HR Function
13. Performance Appraisal
Accordingly, semi-structured interview questions will be developed to provide the researcher the opportunity to ‘probe’ answers, which can be done in instances where there is a need or want for the interviewees to explain further or build on their responses. It is planned that the questionnaire will have open-ended, probing, hypothetical and reflective questions aside from the 5-point Likert scale ranking questions. The researcher plans to conduct two separate survey and interview: one for the HR managers and policymakers and the other for employees with cancer. A secondary research will also be conducted in the study. Sources in secondary research will include previous research reports, newspaper, magazine and journal content. Existing findings on journals and existing knowledge on books will be used as secondary research. The interpretation will be conducted which can account as qualitative in nature.
