Organizational Departments: Accounting, Human Resource, and Management

In: Business and Management

Submitted By sissygirl08
Words 482
Pages 2
There are several important organizational departments involved in running a business. Three of which are accounting, human resources (HR), and management and they are all important and beneficial to businesses. These organizational departments help in handling the company's needs and assist in allowing them to run efficiently. Each one of these departments is considered an individual business unit with each one being of vital importance to a business’s overall success. Each unit or department has key functions that assist and advice businesses to help them maintain efficient operations.

Accounting is a department that is considered to be the backbone of businesses. There are two areas of accounting. One area is called financial accounting which has financial information that businesses make available for the use of the general public, such as customers, creditors, stockholders, and suppliers. Secondly, there is managerial accounting of which provides financial information to managers, supervisors, and department heads so that they can make important business decisions. The accounting department sets up, audits, and maintains financial information for businesses that determines the businesses economic conditions and stability levels (College Grad.com, 2010). The human resources (HR) department is responsible for overseeing the hiring, performance, and termination of employees (Pay Scale, 2010). This department plans, analyzes, assists, and reviews job related issues regarding employees. This department recruits and selects employees for specific job placements or suitable jobs per the employee’s requirements. Another task of this department is to assure that the health and safety standards of all employees are understood. The management department is in control of overseeing that the duties and tasks of employees are performed accurately and on a timely…...

Similar Documents

Human Resource Management Department Brochure

...Hancock Manufacturing Human Resource Brochure John Hancock started his company in 1951 over 60 years ago, his dream was to produce high quality utility trailer equipment. Mr. Hancock started the business in Dearborn Michigan where the automotive industry was booming. The company went from one building to owning several factories worldwide. Hancock Manufacturing has been named one of the leading sellers of utility trailer equipment by manufacture best magazine, and has also been deemed one of the top manufacture companies to work for. Mr. Hancock vision of the company is to take care of the employees first and the businesses will be successful. The Human Resource Management (HRM) department has commitment, determination, and organization to help the company to meet their mission and vision goals. The HRM team is the center of the companies’ vision and over the years the HR department has been restructure to provide training, and recruiting the best diverse talent for the organization. Technology Technology is the cornerstone of any organization by Hancock manufacturing investing in new technologies; it allowed the organization to be more proficient and profitable. While updating operator procedures the tools used, and equipment that is designed to make the work more efficient and the organization. Technology has had many changes over the past 10 years in the human resources department that has benefited the obligations at Hancock Manufacturing. The new......

Words: 908 - Pages: 4

Human Resource Department Role in Healthcare

...Human Resource Department Role in HealthCare Alysha M. Rivera HCS/341 August 20, 2012 Teletha Leonard Let’s start by explaining what the human resource department/management role is any organization. The human resource department employees, handles organizational developments, motivates employees, trains existing and new hires, performance management, communication, benefits, wellness and safety. When it comes to the human resource department in the healthcare industry they handle some of the same things. The differences is that the human resource when it comes to healthcare is more complex in health care the HR department role is physician and nurse recruitment, personnel management, training and performance monitoring, counseling, state and federal regulation education, workplace safety and sanitation, claim handling and labor mediation. Human resource management role in the healthcare industry is to improve quality and satisfaction of the patients in their organization those are their primary goal. Also when working for a human resource department in the healthcare industry HR has to deal with many different departments and helping each reach their goals. In recruiting and selecting an individual for a position in the healthcare industry the human resource management team must select carefully. HR has to make sure to hire the most qualified individual for the position because to hire a person that is under qualified can lead to a big liability issue for......

Words: 760 - Pages: 4

Human Resource Accounting

...HUMAN RESOURCE COSTING AND ACCOUNTING VERSUS THE BALANCED SCORECARD: A LITERATURE SURVEY OF EXPERIENCE WITH THE CONCEPTS1 Ulf Johanson, Gunilla Eklöv, Mikael Holmgren, Maria Mårtensson2 6FKRRO RI %XVLQHVV 6WRFNKROP 8QLYHUVLW\  à Uurà ƒ…r†r‡Ã ƒ…‚wrp‡Ã v†Ã ‚rà ‚sà †r‰r…hyà †ˆiƒ…‚wrp‡†Ã vÃ ‡urà H@SDUVHà Hrh†ˆ…vtà D‡htviyr†Ã ‡‚à Vqr…†‡hqà hq D€ƒ…‚‰rÃD‚‰h‡v‚Ã Hhhtr€r‡à ƒ…‚wrp‡à Uurà hv€Ã ‚sà ‡urà H@SDUVHà ƒ…‚wrp‡Ã v†Ã ‡‚à v‰r†‡vth‡rà ƒ‚††vivyv‡vr†Ã ‡‚à €rh†ˆ…r hqà …rƒ‚…‡Ã v‡htviyr†à 6‡Ã ‡urà ƒ…r†r‡Ã ‡v€rà vrà ˆv‰r…†v‡vr†Ã hqà …r†rh…puà v†‡v‡ˆ‡r†Ã vÃ †v‘à @ˆ…‚ƒrhÃ p‚ˆ‡…vr† 9r€h…xÃAvyhqà A…hprà I‚…h’à TƒhvÃ hqà Trqrà h…rà ƒh…‡vpvƒh‡vtà vÃ ‡urà ƒ…‚wrp‡à 6ƒh…‡Ã s…‚€Ã svhpvhyà †ˆƒƒ‚…‡ s…‚€Ã‡urÃ@ˆ…‚ƒrhÃ8‚€€v††v‚Ãsˆqvt†Ã‚sÇurÃTrqv†uƇˆqvr†Ãh…rÂi‡hvrqÃs…‚€Ã‡urÃP@89ÇurÃTrqv†uÃ8‚ˆpvyÃs‚… X‚…xÃGvsrÃSr†rh…puÃIˆ‡rxÇurÃTrqv†uÃHvv†‡…’ÂsÃU…hqrÃhqÃDqˆ†‡…’ÃhqÇurÃTrqv†uÃQˆiyvpÃSryh‡v‚†Ã6††‚pvh‡v‚ 6Ãs‚…€r…Ér…†v‚Ã‚sÇuv†Ãƒhƒr…Ðh†Ãqryv‰r…rqǂÇurÃP@89ÃvÃ (('  ÃUurÃhˆ‡u‚…†Ãh‡Ã‡‚ÇuhxÃGr†ÃTuhƒ†ÃhqÃHh‡‡vÃTx‚‚tÃs‚…Ævtvsvph‡Ãp‚‡…viˆ‡v‚†Ã‡‚ÇurÅr†r‡Ãƒhƒr… +XPDQ 5HVRXUFH &RVWLQJ DQG $FFRXQWLQJ YV WKH %DODQFHG 6FRUHFDUG $%675$&7 In the present paper conclusions are drawn from literature whose goal was to put information on intangibles into financial and non-financial frameworks. The analysis primarily focuses on two concepts: The human resource management oriented concept called......

Words: 31497 - Pages: 126

Importance of Human Resource Department

...The importance of the Human Resource Department by Ng Hui Chen, GSM Employee is one of the most important assets of a company as they have significant influential power to the success of a company. Therefore, effective and efficient human resource management is crucial to every organization. However, the emergence of the centralized Human Resource Department (HRD) has created conflicts on whether the responsibility of human resource management should lie on line managers or HRD. The debate about the roles of line managers and centralized HRD in human resource management has been ongoing since couple of years ago (Hutchinson and Purcell, 2003). In my opinion, HRD remains as one of the important role within an organization despite the need for all line managers to adopt certain functions of human resources. Human resources management functions the best when the line managers and centralized HRD work hand in hands. The rationale of this idea will be discussed in the later part of this article. First of all, we should take a look of the core functions of human resource management irrespective of whether it is the responsibility of HRD or line managers. Generally, human resource management can be classified into three main functions: i) Recruiting In this stage, the major task is to recruit and select the best talents with necessary knowledge and skills to assist the company to achieve its goals. HR practitioner should perform thorough job analysis in order to gain......

Words: 1946 - Pages: 8

Row in Human Resource Department

...The Human Resources Department plays a big role for Riordan Manufacturing. The HR Department helps manage the daily operation for the company. Stakeholder can affect or be affected by the company’s actions as a whole. People who will be affected by the action and can influence it but are not directly involved with doing the work are stakeholders. Riordan Manufacturing in the virtual intranet site needs to improve the company-related information. Riordan Manufacturing works with a system called Human Resources Information System (HRIS). The company has been using this system since 1992 and was used as part of many financial packages. The system has been working successfully and been very reliable. But on the other hand their personal information has been restricted by the programs of data. The HRIS keeps track of employee information like: Personal information (name, address, birth data, etc.). Pay rate (Salary/Hourly), and Hire date. Riordan Manufacturing needs to update the Human Resource Department; HR needs to give classes on basic computer technology to their personal department. The business system needs to be installed that will track the information of the employees and collect the data, and also be able to send any new changes in the personal’s file to HR by alerts. The new system will keep track of new information affecting the hiring and firing of the company’s operations. HR should create specialist positions to data entry the information of any employee when they...

Words: 315 - Pages: 2

Human Resource Management

...HUMAN RESOURCE ACCOUNTING AND ITS EFFECT ON ORGANIZATIONAL GROWTH Human Resource Accounting plays a major part in the development and growth of any organization. It primarily identifies the aspects of the progress in the company. This department determines the direction of the organization whether to move backward or to move forward in any industry. The development of human resource accounting originated from the growing needs of the importance of human assets in the management organization. It functions as the department that monitors the people who are involved in the organizational resources. In addition, it is doing the monitoring of the development, progress in assets and revenues of the company. Another function of human resource accounting is to be involved in the improvement of company’s concepts and models in determining the cost and value of the employees in the company. The third function of this department is doing research and trial in the application of all the dimensions in the organization. Human resource accounting is accountable for the deep studies on how to contribute more marketing plans and strategies that would help in the advancement of the organization and the people. The fourth function of HR Accounting is to apply the concepts and experiments into actual implementation in the company . And, the last function is to apply new and innovative ideas and concepts as well as human resource accounting......

Words: 769 - Pages: 4

Human Resource Department

...This week I have learned the Human Resources Department is a very vital part of any company. The Human Resources Representatives act as the face of HR for the company. They are responsible for ensuring all policies and procedures are up to date and legally compliant. They responsible for providing data such as staff turnover, references, cost per hire, training and hours per person. They have to be update to date on all of the Federal and State employment laws. Provide day to day advise to all managers on all human resource issues. They must be able to deal with any performance issues in a legally and compliant and professional way. They must maintain a successful plan for all departments. They must review all staff salaries and make sure the company is compliant with the equal pay laws. This department is responsible for ensuring the business succeeds and the employees are paid competitive benefits and salaries. They must provide training needs analysis and design and implement the training plan to the entire company. Employment laws apply differently depending on the size and employees of a company. Every state has their own right to work laws. These laws will have to be researched by the Human Resource Representatives in each state they are dealing with. The Human Resource Representative is responsible for background checks, interviewing, and making sure the most qualified person is hired for the job. The information I have learned will help me understand my......

Words: 356 - Pages: 2

Human Resource Accounting

...–H4020 Human Resource Accounting HUMAN RESOURCE ACCOUNTING UNIT – I The Non accounting of human resources and the change occurring therein, of an organization may provide a poor picture of the profits and profitability of the organization. Likert Objectives of the Study: This unit aims to provide a basis for the conceptual framework of Human Resource Accounting. An attempt is made to highlight the following aspects. Development of the Concept of HRA An Historical Score Card Meaning and Definition of HRA Importance Objectives of Human Resource Accounting Limitations of Human Resource Accounting HRA for managers & HR Professionals Investment in Human Resources Quality of Work Force and Organizations’ Performance Efficient use of Human Resource Enumerating the Assets Calculating the Market Value of Assets Human Capital. 1 MBA –H4020 Human Resource Accounting INTRODUCTION To ensure growth and development of any orgnisation, the efficiency of people must be augmented in the right perspective. Without human resources, the other resources cannot be operationally effective. The original health of the organization is indicated by the human behaviour variables, like group loyalty, skill, motivation and capacity for effective interaction, communication and decision making. Men, materials, machines, money and methods are the resources required for an organization. These resources are broadly classified into two categories, viz., animate and inanimate (human and......

Words: 55189 - Pages: 221

Hrm 300 Week 2 Human Resource Management Department Brochure

...300 Week 2 Human Resource Management Department Brochure consists of: The HRM department at fictional Hancock Manufacturing is planning to recruit new employees at a local university career fair. To attract qualified applicants, the department has decided to design a brochure to advertise the department at the career fair. A graphic artist has been assigned to create the graphic design for the brochure and your team has been asked to provide the text for the brochure. The text your team writes must focus on communicating to potential employees how the department is addressing changes in technology, diversity, globalization, and ethics. This assignment is due in Week Two. Create the text information for the brochure for the HRM department at Hancock Manufacturing. Submit your text in a Microsoft Business - General Business 1.  Learning Team Assignment: Human Resource Management Department Brochure (Due Day 7 – Monday) The HRM department at fictional Health Nutrition, Inc. (a direct selling company), is planning to recruit new employees at a local university career fair. To attract qualified applicants, the department has decided to design a brochure to advertise the department at the career fair. A graphic artist has been assigned to create the graphic design for the brochure and your team has been asked to provide only the text for the brochure. The text your team writes must focus on communicating to potential employees how the department is......

Words: 362 - Pages: 2

Human Resource Management Overview

...Human Resource Management Overview In 1833, Human Resources started out at factories where individuals were inspectors called Industrial Welfare workers. These inspectors regulated 60-hour workweeks over children and women. In this day, Human Resource Management in organizations is the process of hiring and developing employees so that individuals become more valuable to organizations. HR departments have three major areas that they cover. Transactional work such as payroll, employee benefits, insurance, and retirement plans is the first. Tactical work is HR developing solutions that benefit the employee work groups. Last Strategic work benefits the organization as a whole such as evaluating the organization where it stands, to deciding where the organization wants to be in the future, and ending with developing a plan to reach those goals. Primary Functions There are four basic functions in Human Resource Management; staffing, training and development, motivation, and maintenance. The first being staffing means hiring individuals for needed positions. There are steps to take for staffing which include strategic human resource planning, recruiting, and selection. This involves bringing new people into the business and making sure they are productive additions to the enterprise (Huntley & Kleiner 2005) For example, before I was hired there was one open position for the accounting department at my work. Two of us that were considered for that one position, but......

Words: 915 - Pages: 4

Roles Function in Human Resources Department

...Role Function in Human Resources Department The human resources department main objective is to bring out the best in his employees and contributing to the success of the company. The department is responsible for hiring members of the staff and keeping them in the position once it has been filled. Individual management entails helping employees identify his strength and weaknesses, correct their shortcoming, and make their best contribution to the enterprise One of the roles of the human resources department is recruitment. Recruitment will allow the company to find the right person who will fit in with the company. The company can conduct education and psychological measurements. By making sure the applicant has the right attitude and has what the company is looking for will be a big benefit (Bhagria, 2010). Keeping the employees motivated is something that human resources will want to do for them. Offering incentives to those that exceed expectation is a good thing for the company. This will allow persons who are following behind to want to improve as to reach the goal to receive the incentives as well. Human resources department has been taken for granted for a long time. Many people are unaware for all the human resources (HR) can offer. Today human resources department are looking to be proactive by looking ahead and seeing what it will take to get the company to the next level. In the past human resources department only responded to problems as they came up......

Words: 446 - Pages: 2

Ideal Human Resources Department

... Ideal HR Department 1. Introduction The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the personnel department where the main tasks were the functional management of hiring and firing, to one which can have a significant impact on the organization as a whole, including culture, strategy development and motivation. In the modern environment the HR department may be able to make the firm a "great place to work". Many firms that are acknowledged for their good employee cultures, such as Google and Gore &Associates, place a high level of reliance in the development and maintenance of the employment relationships, with significant input from the HR department and HR strategies. Firms may wish to emulate the strategies which have been so successful, who would not want to have the same level of innovations as Google, or the same level of employee loyalty and commitment seen at Gore? To undertake strategies that will transform a workplace into a great place to work may start by looking at the HR department to determine how the idea HR department would operate and the type of strategies they may use to impact in the corporate culture and practices to make the change. The aim of this paper is to look at the ideal HR department, considering what elements need to be in place and the type of strategies they would pursue and support. The first consideration......

Words: 4515 - Pages: 19

Human Resource Accounting

...HUMAN RESOURCE ACCOUNTING Definition Assigning, budgeting, and reporting the cost of human resources incurred in an organization, including wages and salaries and training expenses. Measurement in HRA The biggest challenge in HRA is that of assigning monetary values to different dimensions of HR costs, investments and the worth of employees. The two main approaches usually employed for this are: 1. The cost approach which involves methods based on the costs incurred by the company, with regard to an employee. 2. The economic value approach which includes methods based on the economic value of the human resources and their contribution to the company’s gains. This approach looks at human resources as assets and tries to identify the stream of benefits flowing from the asset. The methods for calculating the economic value of individuals may be classified into monetary and non-monetary methods. Monetary Measures for assessing Individual Value a) Flamholtz’s model of determinants of Individual Value to Formal Organizations According to Flamholtz, the value of an individual is the present worth of the services that he is likely to render to the organization in future. As an individual moves from one position to another, at the same level or at different levels, the profile of the services provided by him is likely to change. The present......

Words: 1913 - Pages: 8

Organizational Development and Human Resources

...Organization Development and Human Resources Allison Sanchez MGT/312 March30,2016 Professor- Dewayne Hendrix Organization Development and Human Resources The association between Organizational development and Human resources is both share many similar business functions. Both have a concern regarding people’s critical procedures due to having dissimilar areas of concentration inside of the organization. Human Resource management deals with short term issues, employees, salary, benefits, hiring, enforcing of company policies, contracts, work with management to develop long-term strategies for the growth of the organization. The H.R. management also reviews performance and conduct interviews that pertain to organizational development of implemented long term strategies. Examples such as what are the businesses goals and expectations of achieving them along with leadership, training and development. Business maintenance actually is what business management leans more towards in order to maintain and keep the organization running without issues and remain unblemished. The performance and renewals of a business is what organizational development aims for in order to observe and monitor the effectiveness or ineffectiveness of the company’s executions. However, both departments do not always function and work collectively from time to time. Organizational behavior is the behavior which is expected of individuals within the organization. Since no two people will conduct......

Words: 256 - Pages: 2

Roles and Functions of Human Resource Department

...Roles and functions of Human resource department Introduction The Human Resource Department deals with management of people within the organisation. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation. Besides, the Human Resource Department also clarifies and sets day to day goals for the organisation. It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company. (Handy, 1999) Research has shown that the human aspect of resources within an organisation contributes approximately eighty percent of the organisation’s value. This implies that if people are not managed properly, the organisation faces a serious chance of falling apart. The Human Resource Department’s main objective is to bring out the best in their employees and thus contribute to the success of the Company. These roles come with certain positive and negative aspects. However, the negative aspects can be minimised by improvements to their roles and functions. These issues shall be examined in detail in the subsequent sections of the essay with reference to case examples of businesses in current operation. Positive aspects of Roles and Functions of the Human Resource Department Recruitment of Employees This is one of the...

Words: 2631 - Pages: 11

Stream Untouched | Download | Knowing Brother Episode 32