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Human Resource Management of Emcor

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Netra Shetty
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Human Resource Management of Emcor - January 25th, 2011

EMCOR Group NYSE: EME is a Fortune 500 company based in Norwalk, Connecticut. EMCOR is a mechanical and electrical construction contractor.

that have been occurring in recent years, many agencies and sub-components have had to
redefine their missions and restructure the program areas that support those missions.
Human resources staffs play key roles in some of these redesign efforts. Managers at the
Federal Emergency Management Agency and the Department of Labor’s Occupational
Safety and Health Administration were particularly complimentary of all of the work the HR
staffs did to redeploy and retrain the workforce, provide guidance on organizational
development issues, and redesign performance standards.

Workforce Planning: In this time of budget cuts, downsizing, and an aging Federal
workforce, workforce planning becomes extremely important to increasing agencies’ overall
ability to achieve their missions. Although few agencies have strong workforce planning
systems in place, some are beginning to take steps in this direction. The Department of the
Army has an automated civilian forecasting system that uses 15-year workforce data trends
to project future employment patterns, up to 7 years. This is part of a developing workforce
planning initiative. SSA has developed a methodology to predict the number of actual

NASA:
Linking Performance Management to
Tracking Strategic Progress
Mission Accomplishment: When
managers and employees are interviewed,
Engineers at NASA’s Kennedy Space Center have
they almost always cite the performance
designed and implemented an excellent strategic
management system as a way they are held
management tool: the Goal Performance
accountable for meeting agency goals. So,
Evaluation System. This computer system
does this mean performance management
implemented a major performance management
systems are aligned with agency strategic
change by linking individual employee performance
goals? In most agencies, the answer is
goals all the way up through the Center and Agency
“not yet” -- at least not fully. Recently
goals.
published research has identified over a
dozen agencies and agency sub-
The system tracks the status of performance plans,
and allows organizations to track results achieved
components that have started to formulate
against their mission. Managers can access the
systematic approaches to aligning
system to see what their units and individual
performance management to strategic
employees are contributing toward the agency
goals. Most are starting by linking top
strategic goals. The system functions as a strategic
management performance plans and
management tool, an employee perfor-mance
contracts to agency goals and rating and
management system, and a Center-wide
rewarding executives based on
communication tool. Kennedy and Johnson Space
achievement of those goals. Many of these
Centers have piloted the computer system with very
agencies are planning to cascade the
positive results.
alignment down to the employee level.


Employment situation
Technological Changes
Organizational Changes
Demographic Changes
Lead time
Hiring costs
Increased Mobility
Shortage of Skills
Legislative Controls
Pressure Groups
Systems Concepts



Features of HRM
Comprehensive Function
People-Oriented
Action Oriented
Individual Oriented
Development Oriented
Pervasive Function
Continuous Function
Interdisciplinary
Nervous system.
Young discipline
Future-oriented
Challenging Function
Science as well an Art
Staff function
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Last edited by netrashetty; January 25th, 2011 at 03:24 PM..
   
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Re: Human Resource Management of Emcor
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James Cord
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Re: Human Resource Management of Emcor - March 29th, 2016

Quote:
Originally Posted by netrashetty View Post
EMCOR Group NYSE: EME is a Fortune 500 company based in Norwalk, Connecticut. EMCOR is a mechanical and electrical construction contractor.

that have been occurring in recent years, many agencies and sub-components have had to
redefine their missions and restructure the program areas that support those missions.
Human resources staffs play key roles in some of these redesign efforts. Managers at the
Federal Emergency Management Agency and the Department of Labor’s Occupational
Safety and Health Administration were particularly complimentary of all of the work the HR
staffs did to redeploy and retrain the workforce, provide guidance on organizational
development issues, and redesign performance standards.

Workforce Planning: In this time of budget cuts, downsizing, and an aging Federal
workforce, workforce planning becomes extremely important to increasing agencies’ overall
ability to achieve their missions. Although few agencies have strong workforce planning
systems in place, some are beginning to take steps in this direction. The Department of the
Army has an automated civilian forecasting system that uses 15-year workforce data trends
to project future employment patterns, up to 7 years. This is part of a developing workforce
planning initiative. SSA has developed a methodology to predict the number of actual

NASA:
Linking Performance Management to
Tracking Strategic Progress
Mission Accomplishment: When
managers and employees are interviewed,
Engineers at NASA’s Kennedy Space Center have
they almost always cite the performance
designed and implemented an excellent strategic
management system as a way they are held
management tool: the Goal Performance
accountable for meeting agency goals. So,
Evaluation System. This computer system
does this mean performance management
implemented a major performance management
systems are aligned with agency strategic
change by linking individual employee performance
goals? In most agencies, the answer is
goals all the way up through the Center and Agency
“not yet” -- at least not fully. Recently
goals.
published research has identified over a
dozen agencies and agency sub-
The system tracks the status of performance plans,
and allows organizations to track results achieved
components that have started to formulate
against their mission. Managers can access the
systematic approaches to aligning
system to see what their units and individual
performance management to strategic
employees are contributing toward the agency
goals. Most are starting by linking top
strategic goals. The system functions as a strategic
management performance plans and
management tool, an employee perfor-mance
contracts to agency goals and rating and
management system, and a Center-wide
rewarding executives based on
communication tool. Kennedy and Johnson Space
achievement of those goals. Many of these
Centers have piloted the computer system with very
agencies are planning to cascade the
positive results.
alignment down to the employee level.


Employment situation
Technological Changes
Organizational Changes
Demographic Changes
Lead time
Hiring costs
Increased Mobility
Shortage of Skills
Legislative Controls
Pressure Groups
Systems Concepts



Features of HRM
Comprehensive Function
People-Oriented
Action Oriented
Individual Oriented
Development Oriented
Pervasive Function
Continuous Function
Interdisciplinary
Nervous system.
Young discipline
Future-oriented
Challenging Function
Science as well an Art
Staff function
hello netra,

It was really appreciable and i am sure it would help many people. Well, i found some important information on Annual Report of EMCOR Group, Inc and wanna share it with you and other's. So please download and check it.
Attached Files
File Type: pdf Annual Report of EMCOR Group, Inc.pdf (3.23 MB, 0 views)
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