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Career in Human Resources Over

("Choose a Career," 2008) HR development personnel are involved in training and orientation. A few of the different functions they are emphasizing include: training sessions, administering on-the-job training programs, evaluating training programs and maintaining necessary records of employee participation in all training / development programs. These objectives are achieved by having actual workshops or taking employees on field trips. This…

Pages: 10  |  Research Paper  |  Style: n/a  |  Sources: 8


Human Resources Management if What

They showed the same video every year, featuring a man at the front desk talking on the phone to a friend about their plans for the evening while guests stood patiently waiting to register. His back to the just arrived guests, he turned for a moment and said, "I'll be right with you," but from his conversation it was obvious…

Pages: 8  |  Research Paper  |  Style: n/a  |  Sources: 0


Human Resource Development Initiatives for

1. Organizational partners. Employee unions. 2. Organizational resources. Wellness programs could be developed in-house drawing on VA healthcare professionals' expertise or the initiative could be outsourced depending on the facilities that are available. 3. HRDV program outcomes. Employee wellness programs have been shown to provide a number of valuable outcomes, including reduced stress levels and healthcare costs, reduced absenteeism levels,…

Pages: 13  |  Term Paper  |  Style: n/a  |  Sources: 18


Human Resources and Functional Illiteracy

001), in part because BSD workers were unable to comprehend rules and policies. However, these agencies encountered few problems when promoting these same employees (p < 0.001), despite BSD workers having higher rates of absenteeism, accidents, and job loss across all types of agencies. It should be noted that the authors mentioned that increased accident rates tend to be associated with low-skill jobs. These agencies were also more likely to adapt the job to the BSD employee's skill level through de-skilling the job (p < 0.01), rather than provide basic skills training (p < 0.05). Discussion The study by Anderson and Ricks (1993) represented a quantitative survey study. They used a 41-item survey instrument to collect the data, but also left room for individualized responses concerning problems human resource professionals experience with the hiring and managing BSD workers. The primary hypothesis tested was whether functionally illiterate workers were being hired by government agencies and they found that only 24% intentionally hire BSD workers. Anderson and Ricks (1993) then asked whether there existed factors which could predict the practice of knowingly hiring BSD workers. They found that geographic location, local unemployment rates, employment of union members, and a willingness to provide basic skill training were significant predictors of whether a government agency intentionally hired BSD workers or not. The survey utilized a Likert scale and the data collected was therefore primarily ordinal in nature (Anderson and Ricks, 1993). The grouping of survey respondents by BSD worker hiring policies created categories. The use of the chi-square to test for significant interactions between categories and the ordinal data was therefore appropriate. The one-way ANOVA can be used for ordinal data by treating agency categories as independent variables. However, the data must meet certain assumptions before ANOVA can be used. Bias must be minimized, independent variables truly independent, the data randomly sampled, and the variance equivalent across all variables. With respect to the bias requirement, the authors examined whether unionization was over- or under-represented in the data and whether there were significant differences between early and late respondents and found no evidence of bias. In addition, the authors limited the ANOVA analysis to one independent variable. Given the lack of evidence for bias, the data can probably be assumed to be randomly sampled. No information was provided concerning the magnitude of variance, so this cannot be examined. The use of the chi-square and the…

Pages: 4  |  Article Review  |  Style: n/a  |  Sources: 0


Human Resource Management in International

In addition, personal or family issues amongst many employees have also been observed as one of the concerns of relocations, which eventually impact employee performance and productivity. Lack of training has also come under observation as one of the major contributing factors to expatriate failures (Harris, Brewster & Sparrow, 2003). Another challenge that the studies has brought to the forefront…

Pages: 8  |  Essay  |  Style: n/a  |  Sources: 8


Human Resource in Aviation

Market deregulation promotes fair market prices since institutions governing Airline operations share out of some powers. Unions promote proper management practices within the industry. Managers have a clear understanding of the needs of employees. Understanding of employees reduces firm losses since managers can meet profits and at the same time meet the needs of employees. Unions are a cause to unemployment, the constant activities of unions increases the wages of employees in the industry. Increase in wages affects the company negatively by increasing the cost of production leading to few job opportunities. Actions of unions reduce efficiency of the industry; the high costs of production make industry players inefficient and slow to changes. Union activities relate to corruption; representative of the union bribed to sway ideas, management influencing part of the group to ignore ideas of the whole union (Jackson, Schuler, & Werner, 2011). Unions have a negative influence on the economic aspects of Aviation industries. Constant shifting of cost of labor initiates cost-push inflation where industry players increase their prices, which instantly reduce their competitiveness in their market. An increase in the price of Airline tickets will lead to loss of some of its potential customers. References Kanki, B.G., Helmreich, R.L., & Anca, J.M. (2010). Crew Resource Management. Burlington: Elsevier. Harzing, a.W., & Pinnington, a. (Eds.). (2010). International human resource management. New York: Sage. Jackson, S.E., Schuler, R.S., & Werner, S. (2011). Managing human resources. Mason, Ohio: South Western cengage learning. Dadpay, a. (2010). A Review of Iranian Aviation Industry: Victim of Sanctions or Creation of Mismanagement?. In Proceeding of Iran's Economy Conference. retrieved fromhttp://iraneconomy.csames.illinois.edu/full%20papers/Dadpay%20- %20IranAviation.pdf Bray, M., & Underhill, E. (2009). Industry differences in the neoliberal transformation of Australian industrial relations. Industrial relations journal, 40 (5), 372-392. Thomas, a.R. (2011). Soft landing: Airline industry strategy, service, and safety. United States: Apress. Belobaba, P., Odoni, a., & Barnhart, C. (2009). The……

Pages: 6  |  Term Paper  |  Style: n/a  |  Sources: 6


Diversity Issues in Human Resources Advances in

Diversity Issues in Human Resources Advances in technology, particularly in the field of communications have made the globe a smaller place. Many companies conduct business internationally at an ever-growing rate. Travel is easy and many companies find themselves with an increasing number of foreign nationals in their community and in their workforce. Cultural differences can create tension within the work…

Pages: 7  |  Term Paper  |  Style: APA  |  Sources: 10


Managing Human Resources in Order

This issue goes beyond ensuring that the hospital offers the best quality services and more into the possibility of putting the patient's life at risk. Such an employee should have been let go the moment that something like this occurred. Looking through some of the incident report forms, it seems that several people on staff made severe mistakes, which sometimes resulted in the death of patients. Joan Hudspeth had three such incidents, one resulting in the patient's death and all being a consequence of her mistakes, including switching treatments and giving hydromorphone instead of morphine. Any one of these should have led to the dismissal of the employee. Another weakness that is also unsettling is the fact that some of the employees have not been able to grow or develop, as an expected result of training and development programs (which is one of the key objectives of the organization). It is difficult to understand how an employee can score 2 (average) in the evaluations for several years in a row, as well as why such an employee is still a member of the staff. Finally, there seems to be a significant gap in yearly evaluations, usually most of these end around 2005, even if the employees are still active in the system and different incidents have occurred in subsequent years. Opportunities. Building on the strength of the organization, the opportunity is to integrate the IT system more into the development and training of the workforce. This would potentially mean that training programs could be more efficient, but also that the monitoring of the human resources and their assessment would also be properly undertaken and stored. Other opportunities include specialization: a part of the group of employees could be train to specialize in particular services, which would make the hospital more competitive on the market. Threats. Some of the weaknesses that have been previously identified can always result into threats. The mistakes that the nurses make and that resulted in loss of life, can mean that the patients' families or the patient himself could commit to a legal action against the hospital, with disastrous consequences for the entity, both in judicial and financial terms. Competitive threats should also be accounted for: if this continues, other community hospitals could potentially be preferred in the future for medical services and Patton-Fuller would lose some of its clients. Recommendations The hospital has problems in…

Pages: 4  |  Research Paper  |  Style: n/a  |  Sources: 4


Human Resources Management Employment Background Checks Should

Human Resources Management Employment background checks should be conducted on the employees of BSS due too the fact that there is an increase in the privacy of the electronic data requirements hence the Stanley Jausneister should be more diligent when it comes to hiring of employees who will be accessing and managing the personal data within the organization. There are several background tests that the employer can conduct. These include employment references, character reference check, credit history, criminal history report, existing gaps in employment history, address and identification verification. When all these tests are carried out on the employees the manager will be bale to find out the type of person they are employing before they are actually employed. This will help reduce any cases of leaking of vital information. Question 2 The process of background testing is governed by some laws. These laws are in place to ensure that the rights of the employees are not violated.in case BSS intends to conduct a check on the employers background using a third party the check is usually covered by a Fair Credit Reporting Act (Spoden, 2012).This act requires that the person the check is being conducted should be notified and give their consent. BSS should also avoid taking information termed as personal from. They should only get information which is useful to the organization (Heneman, Judge, & Kammeyer-Muller, 2012). Question 3 BSS can easily find out if their background testing is effective. The first and obvious way is if the number of reports about leaking information has reduced. If the checks were successful then there will be a lot of confidentiality of the information within the company hence no incidences will be reported. They can also find out this if they receive positive results from the employees who go through these tests. This indicates that they test they conducted were successful. Question 4 I would suggest that BSS include a criminal record check. This is will help in gauging whether the employee is trust worthy or not. People will criminal records are often discredited and they are not to be trusted. They should also include a drug test. This is important as they will be bale to eliminate anyone who abuses substances since they are not reliable (Spoden, 2012). Application 2 Question 1 I would use a job knowledge test that is specifically meant for HR professionals which focusses on…

Pages: 3  |  A-Level Coursework  |  Style: n/a  |  Sources: 2


Preparing for a Career in Human Resources

Career in Human Resources If a person wants to pursue his career in Human Resource, he ought to have a respectable degree or certification of this field. He must have strong communication skills. That person should be ready to work in a diverse population. Join professional institution for training and etc. Keep himself update with the changes in the field.…

Pages: 11  |  Essay  |  Style: n/a  |  Sources: 6


Comcast Human Resources Inside and

Comcast Human Resources INSIDE AND OUT Comcast and Its People Diversified Global Leadership Comcast Corporation is a public company, which was incorporated in 1969 (Funding Universe, 2014). It is a leading cable, telecommunications, and entertainment company, which started as a producer of cable television. As the fourth largest cable company in the U.S., it has 4.4 million subscribers in 21…

Pages: 6  |  Term Paper  |  Style: APA  |  Sources: 3


Human Resources Management

Human Resource Management Equal Employment Opportunity (EEO) is a term used by the federal government to refer to employment practices that ensure nondiscrimination on the basis of race, sex, religion, color, national origin, physical or mental ability, medical condition, ancestry, or age. The standard behind EEO is that everyone should have the same entrance to opportunities. The purpose of affirmative…

Pages: 8  |  Term Paper  |  Style: n/a  |  Sources: 6


Human Resource Management the First Organized Employment

Human Resource Management The first organized employment structures were formed during the Industrial Revolution, as mechanized work was introduced and the need for labor force in factories increased. From that point on, a massive process of urbanization was commenced and, through it, people moved from the rural to the urban sites in search for better lives. What they found was…

Pages: 8  |  Research Paper  |  Style: n/a  |  Sources: 6


Human Resource Management & Workplace Romance the

Human Resource Management & Workplace Romance The quality of the effort that employees put forward in order to achieve the maximum effectiveness and productivity for the company is certainly reflective of their skills, the training they received, their understanding of the company's mission and their dedication to that mission. But the employees' performance on the job is also a reflection…

Pages: 6  |  Essay  |  Style: n/a  |  Sources: 3


Laws Affecting the Human Resources Industry in

¶ … Laws Affecting the Human Resources Industry In today's hypercompetitive, globalized economy, businesses must operate as efficiently and effectively as possible. Even the slightest inefficiency can harm an organization's competitiveness and be detrimental to their profitability. For this reason, each facet of the organization is now typically underneath the microscope to see what improvements can be made, including Human…

Pages: 16  |  Term Paper  |  Style: n/a  |  Sources: 0


Human Resources Planning Budgeting *

A training that allows a company's employees to avoid violating new regulations, for example, can save the company both directly in terms of money (such as in fees that are not levied) but also save the company indirectly in terms of not losing good employees to other companies that act in more proactive ways or by losing public confidence because…

Pages: 12  |  Capstone Project  |  Style: n/a  |  Sources: 7


Human Resources Manager Upon Graduation,

Certification frequently involves continuing education units and recertification (SHRM, 2014). As such, these associations are valuable for keeping human resource personnel abreast of the latest technological advancements to affect this profession. After examining the education and career path towards becoming a human resources professional, I do believe that I am making the correct decision about pursuing this option. There are a number of different aspects about my own education and personality that are intrinsically related to success in this field. During the course of my studies thus far I have learned the benefits of active listening -- which is an integral component in communicating with others (Comer and Drollinger, 1999, p. 15). Additionally, I have learned about the primary personality types and theories (such as the psychoanalytic theory of personality) (Gerson, 2003, p. 2) that are existent and considered when individuals interview for a particular position, which will help me to deal with people, communicate with them, and ultimately position them in the right places of an organization to derive benefit from them. These facts make me think that my college plan is providing me the courses I need to succeed in this field. I believe what I need to do next is keep my grades in good standing and procure an internship within this field. I have already made forays into the latter venture, and hope to gain valuable experience this summer. References Bureau of Labor Statistics. (2014). Occupational outlook handbook: Human resource managers. www.bls.gov Retrieved from http://www.bls.gov/ooh/management/human-resources-managers.htm#tab-6 Comer, L.B., Drollinger, T. (1999). Active empathetic listening and selling success: a conceptual framework. Journal of Personal Selling & Sales Management. 19(1), 15-29. Gerson, M.J. (1993). "Psychoanalytic theories of personality." Institute of Advanced Psychological Studies. Retrieved from http://psychstudies.net/Psychoanalytic%20Theories%20of%20Personality.pdf Society for Human Resource Management. (2014). Recertification. www.shrm.org. Retrieved from http://www.shrm.org/Certification/Pages/recertification.aspx…

Pages: 2  |  Term Paper  |  Style: n/a  |  Sources: 4


Human Resources Case Questions Which of the

Human Resources CASE QUESTIONS Which of the HR objectives facing Mr. Brush are really the most important to the success of the business? Prioritize them and justify your list. I would prioritize Mr. Brush's listed HR objectives as follows, in order of highest to lowest priority. Safety and Occupational Health Improvement Regardless of how pressing the other objectives seem when taking into account the bottom line, nothing trumps safety in way of priority. The company has taken on the attitude that "people just get hurt," which is a completely unacceptable way to manage the situation. The management knows that their workforce is aging and that they are becoming more injury-prone. New Machines and the Development of Qualified workers Hiring new employees would be putting the cart before the horse. First, the company needs to decide which kinds of new machinery and processes will be put in place before hiring more workers can occur. This is a long process -- one which can take years of planning and organizing, and the plan must include both short-term and long-term goals. 3. Managing Health Costs of an Aging Workforce a. The company has a remarkable track record of keeping employees for entire careers. One consequence of this is that the workforce is getting older and their health costs are increasing. This objective is a priority because it also requires much planning. Health insurance benefit plans must be compared and selected, and a plan for helping employees manage their health as they age could also be developed. 4. Recruiting and Training New Hourly Employees a. Once priorities 1 and 2 and 3 are in place, it's time to hire new employees. The systems to support the new employees should be in place before recruitment begins, otherwise the process could be useless and the wrong people could be hired. Now consider this list of objectives from the perspective of employees. Using the employees perspective, how would you prioritize the list? What are the implications of any differences in the two lists of priorities for Mr. Brush? If the employees were to order this list of priories, they might put it in the following order. 1. Safety and Occupational Health Improvement a. Both management and labor can agree that the health of the employees on the job takes priority over other concerns. If nothing else, the employees might be surprised to find that their priorities match…

Pages: 2  |  Case Study  |  Style: n/a  |  Sources: 0


Human Resources Proposal the Total Reward Model:

Human Resources Proposal The Total Reward Model: A New Paradigm in Employee Motivation in Technical Fields Research in employee motivation has focused on which methods result in the most effective means to stimulate employee motivation. Until this point, the body of research has focused on the study of single methods and their effectiveness on employee motivation. For instance, research has…

Pages: 17  |  Research Proposal  |  Style: n/a  |  Sources: 10


Human Resources Professional Can Be Responsible for

¶ … Human Resources professional can be responsible for many things. Some concentrate on different areas related to the profession such as benefits or training. Others must focus on the area of recruitment and hiring and this is important because the quality of people hired by a company has a lot to do with the success of the company. Although the hiring manager is usually the person that will make the final decision on who should be hired, the human resources person will be on the front line and responsible for selecting candidates whom they feel would be a good fit for what the hiring manager is looking for. They are usually the people who recruit the potential employee and they are usually the ones that perform the first round of interviews. Often, it is difficult determine who the right person is for the job and many times, human resource professionals run into situations that require their immediate attention and action. Human resources staff must stay abreast of the federal regulations against discrimination with hiring and other employment issues. Situations are most certain to arise such as an employee on unpaid leave who suddenly expects to get paid for the time he was off. Or, or an older employee who has a decent work record and was denied a raise or promotion and is now contesting this. There may also be a situation where the company is being sued by a disabled person because he was not hired. These and many other situations can arise at any given time and it is up to the human resources staff to know the laws and what their options and recourses are. The Family and Medical Leave Act of 1993 provides a specified amount of unpaid time off for employees for such things as the birth of a child, adoption of a child, or to care for a sick family member or parent for up to twelve weeks per year (Holmes, 2008). Not all employees are covered by FMLA. If a company has less than fifty employees, then this act does not apply. Workers whose place of employment allows for FMLA must have worked at least twelve months or 1,250 hours in order to be eligible. Under this act, the employee has the right to return to his job that he temporarily vacated at the same pay rate. The company must also reinstate…

Pages: 4  |  Essay  |  Style: n/a  |  Sources: 3


Coaching Human Resource Development -- HRD Is

Coaching Human Resource Development -- HRD is a relatively small but extremely significant component of Human Resource Management -- HRM and deals with the training and development of employees so as to motivate them to realize their full potential. Even though the concept was present for quite some time, the field was defined and recognized only in the late seventies…

Pages: 11  |  Essay  |  Style: APA  |  Sources: 3


Human Resources as the Global

The author lists some reasons for building a learning organization that seem obvious on the surface, but at second glance make good pragmatic sense. The skills needed by individual employees before transitioning into a learning environment for an organization include: being able to leave "old myths" behind and move forward; being understanding of the organization's culture; finding a way to multitask effectively, to change speeds when necessary and to find human and relax when needed (Agarwal). Most people like to believe that have the skill sets necessary to be effective, but by Agarwal's assessment, there are challenges for even the most efficient, alert employee. Can you insulate your "hot buttons and fears" and remain smoothly, unemotionally connected to your tasks? Can you put yourself in the shoes of an anthropologist and carefully examine the dynamics of leadership, what they are thinking, what they measure ad how they evaluate? If not, perhaps you're not ready, if Agarwal's narrative is to be respected and believed. Robert J. Lavigna's article is focused on the enormous challenges that governments are facing in the new global environment. "Seldom, if ever, have the world's governments confronted a more daunting set of challenges that affect every nation" no matter what political system or social structure is at play in that nation (Lavigna, 2004). Hence, selecting the right people for public jobs and positions is paramount in order to meet the challenges -- like terrorism, technological changes, a "rapidly-changing labor market" and the economic competition all across the international marketplace (Lavigna, p. 1). This article was written seven years ago, but its applications -- especially related to the developed world -- are very appropriate in 2011. In the first place Lavigna points out correctly that "…trust and faith in government is at or near an all-time low," and so it's harder than ever to recruit good quality people that are civic-minded and not just out for a profitable career (p. 2). Given the fact mentioned in the last sentence, what are the best steps for the HR manager to take in terms of getting the best talent on board? "Reversing the Erosion of the Public Service Ethic" is probably number one, Lavigna explains. That entails creating a positive public image for the government, no easy task. But every change has an important beginning, and for government organizations, it begins with good civic education in public schools (every new…

Pages: 4  |  Thesis  |  Style: n/a  |  Sources: 0


Human Resource a Common Challenge That a

Human Resource A common challenge that a variety of workers and white collar executives are facing is locating stable employment. This is because globalization is having an adverse impact on their ability earn a decent living and receive benefits that will address their needs. In most cases, this will often result in these people facing layoffs from employers who do not offer them what they require. As their jobs have been outsourced to other locations and they have no way of finding more work. To make matters worse, many college graduates are having trouble locating employment in their chosen career field. Instead, they are often working in odd jobs and are underemployed in order to make ends meet. According to a recent study conducted by the Associate Press (AP), they found that 53% of all college graduates age 25 or younger are underemployed. This is because the economy and changing demands from businesses (who are requiring greater skill sets). In order for most people to gain any kind of experience, they will face challenges in obtaining the background and training that is necessary. (Weismann, 2012) At the same time, many employees in select industries will have their skills become obsolete. This is because they did not focus on having additional amounts of training and their firms were not pushing them to do more. A good example of this can be seen with many laid off factory workers who obtained their jobs based upon predetermined skills. However, once the economy began to change is when they faced problems with using their skills at other firms. This results in these people seeking out lowering paying jobs in order to survive. To avoid these kinds of challenges requires having an employer that helps to address your current and future needs. ("Post Crisis," 2011) Our department is focused on taking into consideration the views of many different employees. This is because our policies account for how everyone will have changing needs. We believe that addressing them, is a part of the way you can improve their quality of life and make the work environment more uplifting. This is accomplished by complying with……

Pages: 2  |  Term Paper  |  Style: n/a  |  Sources: 0


Human Resources at a Small

Staneart (2004) states the performance appraisals should be "short, no more than ten-minutes, and should focus on the results expected from the employee's current position, and how effectively the employee's current goals are being met." It is reported that intangibles should be measured and that those are inclusive of such as morale, leadership, development of people, and problem-solving skills, and work ethic." (Staneart, 2004) The manager can use this system in scheduling interviews each month that are short and only require a few minutes time to complete. These sessions are reported by Staneart to be important in that "they open lines of communication and they give the manager a chance to update the progress of the employee in different result areas. If the employee is performing above expectations, then this is an opportunity to shine and set new goals, and if the employee is performing below expectations, then corrective actions can be taken. The benefits of the shorter and more frequent interviews make annual appraisals much easier. The annual review has facts that are documented upon which to base an appraisal of employee performance. According to Staneart "Companies using this type of system show dramatically higher productivity within months of implementation." (Staneart, 2004) This type of performance appraisal system is one that enables employees to receive updates throughout the year on their level of performance. Bibliography Staneart, Doug (2004) Is Your Performance Review System Outdated? All Experts. 4 Apr 2004. Retrieved from: http://en.allexperts.com/q/Dealing-Employees-1641/Performance-Evaluation-System-1.htm Project Management for Construction (nd) Fundamental Concepts for Owners, Engineers, Architects, and Builders. Retrieved from: http://pmbook.ce.cmu.edu/…

Pages: 2  |  Term Paper  |  Style: n/a  |  Sources: 2


Human Resources Department Developing a HR Department

Human Resources Department Developing a HR Department A Guide to the Human Resources Department The purpose of this document is to develop Human Resource for various departments of the company "Titan" which helps in the overall efficiency and productivity of the firm. The top level management may use this as a tool to improve on topics such as compensation practices,…

Pages: 5  |  Company Manual  |  Style: n/a  |  Sources: 5


Human Resource Management in the Viable Setting

Human Resource Management In the viable setting of the economy, human resource management along with the increased modern movement has become an important issue for the effective running of any business. Human resource management developed from the idea of personnel management and personnel management came from manpower planning. The reflection of the alterations that have taken place in managing human resources has led to changes in strategic HRM. These reflections of the HRM system have jointly led the way for the emergence of strategic human resource management. SHRM has become critical in achieving a company's extended objectives (Evolution of Human Resource Management, 2009). Progression of Personnel management started during the 19th century. During this period there was an explosion in industrialization which has led to an enhancement in chartering. The pressure of trade unions and harshness of manufacturing circumstances called for the betterment of industrial circumstance. There was no specific department that was responsible for taking care of this issue; there were only welfare officers that came into being in order to manage the condition. Because the role of women increased, they began to be employed in modern industries where their work consisted of packing assembly and other regular jobs (Evolution of Human Resource Management, 2009). The precise increase of personnel management began at some point during the First World War due to the reality that the amount of weapons being made increased so the amount of employees needed to manufacture them went up. At the same time the number of welfare officers also increased in order to look out for the employees. It also increased after the supply of labor increased in munitions factories as the need for welfare officers was made mandatory by government. Throughout the war women were engaged heavily in order to fill the void of men who left the factories in order to join the war. This lead to labor disputes among labor union to employ unskilled women. With the progression of the industrial revolution the factory system was invented which lead to a swell in working policies and regulations in……

Pages: 2  |  Reaction Paper  |  Style: n/a  |  Sources: 2


Human Resource Is a General Term to

Human Resource is a general term to which many institutes have assigned the meaning of the grouping of conventionally executive personnel roles with performance running, worker affairs and resource planning. Human resource is becoming more and more popular. It has been observed by the information received world wide. Be familiar with the fact that labor (people) are an important part and are considered to be an organization's chief asset, business owners from every part of the world are trying to count on a successful management plan, which has a major task to develop human resources. The purpose of Human Resources is to capitalize the return on investment from the organization's human wealth and minimize economic risk. It is the duty of human resource managers to perform these actions in a valuable legal, reasonable and reliable manner. Labor union organization of employees is for the principle of humanizing their financial position and working environment through united negotiations with employers. Traditionally there have been two main forms of unions: the craft union, in which all the affiliates are trained in a particular craft and the second is the industrial union composing workers of the same industry or industries not considering their particular skills. When United States was formed Unionism came with it. The early 1830s was a time in which industries were prospering and so were the union developments. However after the financial panic of 1837 the growth stopped. After the Civil War in U.S.A the National Labor Union was formed which was quite successful until it entered the political arena. And the most important union of the 19th century was the Knights of Labor which structured itself amid both trained and untrained workers. But after some time they also encountered opponents and thus their support decreased. During the late nineties many more unions were formed but mostly they got disorganized and did not get successful. But after the 1930s the unions went through a rapid growth in membership. In those times the Congress of Industrial Organizations (CIO) was formed. And during the time of the government of Franklin Roosevelt, steps were taken to refurbish the worsened standards of employment and to assist the growth of trade union organization. And for the success of such steps a National Labor Relations (Wagner) Act was introduced which emphasized on the rights of unions and thus lead to the formation of National Labor Relations Board.…

Pages: 3  |  Term Paper  |  Style: MLA  |  Sources: 4


Human Resources Management Employee Attitudes

" (Sarri, Judge, 2004) Wages have since become more important to many workers considering the outsourcing of jobs and the relative high cost of living throughout many parts of the world. The second gap is with regard to Negative Job Satisfaction. Job Satisfaction and Job Performance (Sarri, Judge, 2004) are a function of a management fad and illusory (Iaffaldano & Muchinsky, 1985). That is, the "statistical correlation between job satisfaction and job performance was about .17." (Sarri, Judge, 2004) The low correlation is slightly positive but does indicate there is no correlation between job satisfaction and job performance. The coefficient of determination would tell how much of the variable of job satisfaction is explained by job performance. "Consistent with the spillover model, a review of the research literature indicated that job and life satisfaction are correlated (average true score correlation: .44; Tait, Padgett, & Baldwin, 1989). Since a job is a significant part of one's life, the relationship between job satisfaction and life satisfaction makes sense -- one's job experiences spill over into one's life." (Sarri, Judge, 2004) The practical view amongst the workforce is there is a correlation between one's outlook on life and one's satisfaction on the job. Barista's at Starbucks make from $10 to $12 USD on average however the job atmosphere and benefits for part time workers propels Starbucks as a nice place to work. Additionally, the level of life satisfaction for Starbucks employees is higher than for any other work with a comparable wage. The third gap does focus on approaches to measuring and influencing employee attitudes. "In the research literature, the two most extensively validated employee attitude survey measures are the Job Descriptive Index (JDI; Smith, Kendall, & Hulin, 1969) and the Minnesota Satisfaction Questionnaire (MSQ; Weiss, Dawis, England & Lofquist, 1967). The JDI assesses satisfaction with five different job areas: pay, promotion, coworkers, supervision, and the work itself." (Sarri, Judge, 2004) These areas are a function of the second gap and therefor do not add much to the conversation. Pay was indicated by the research to not be as important as job satisfaction and responsibility. However, we know that many workers have chosen careers based on salary and we also know that many workers have bypassed Wall Street careers in favor of not-for-profits and other forms of work that are more intrinsically and perhaps spiritually rewarding. The gaps still exist between job satisfaction…

Pages: 5  |  Case Study  |  Style: n/a  |  Sources: 5


People Management and Human Resource Management

People Management and Human Resource Management The human resource of the modern day society is no longer just the force operating the machines, but they represent the creative force behind organizational ideas and plans. The employees bring more value to the firm as they possess intellectual capital. Today, the staff members are the most important organizational asset (LaDou, 2004, p.…

Pages: 10  |  Essay  |  Style: n/a  |  Sources: 10


Strategic Human Resource Management

Strategic Human Resource Management In a context of increasing importance of human resource management, the academic and practitioners' communities come to place more emphasis on the strategic management of labor force. Within the specialized literature, there are numerous different approaches to the topic. At the level of definitions, these vary across literary sources, but the differences revolve primarily around terminologies, whereas the essence is commonly the same. In this order of ideas then, a relevant definition is the one offered by Michael Armstrong, as revealed below: "Strategic HRM is an approach to making decisions on the intentions and plans of the organization concerning the employment relationship and its recruitment, training, development, performance management, reward and employee relations policies and practices. […an] essential component of the organization's corporate or business strategy [,] strategic HRM is concerned with the relationship between human resource management and strategic management of the firm" (Armstrong, 2000). Strategic human resource management (SHRM) is often perceived as similar to human resource management (HRM), yet specialists identify clear distinctions between the two and establish SHRM as an independent field. In this order of ideas, some notable differences between the two concepts refer to the following: HRM has a hard approach by perceiving the people as tools of production, whereas SHRM has a soft approach and sees people as the most valuable organizational assets HRM sets and focuses on goals at the level of human resource management, whereas the SHRM goals are business level HRM is reactive and follows the trend of the market, whereas SHRM is proactive and sets the trend HRM sets out to develop the competencies of the labor force, whereas SHRM sets out to improve the overall competencies of the firm HRM operates at relatively low levels of the organization, whereas SHRM operates at executive levels HRM does not strive……

Pages: 2  |  Essay  |  Style: n/a  |  Sources: 3


Human Resources: Eastman Kodak in Order to

Human Resources: Eastman Kodak In order to understand why the human resource function of a company is so important, it is necessary to understand the fact that many companies have, in recent years, been spending less time on human resource management and more time on finding more ways to make a profit. Because of this, there have been changes that have been made to the human resource function. One of the most significant changes that is taking place in the world today is outsourcing. This involves sending many of the company's jobs to other countries where the labor is less expensive and the work can get done for a lower cost. One company that has done this, and thereby changed the way that their human resource department works, is Eastman Kodak. This company has been around for some time, but the changes that they have made when it comes to outsourcing have been relatively recent. Human resource management is still difficult to fully understand, however, because there are many nuances to it, and also because people are very different from one another and react in many different ways to changing ideas and plans within a company. A certain amount of strategic decision making revolves around human resources, but people are far more complex than some descriptions would suggest. After all, it is people who own the businesses, manage the businesses, and make the businesses work. Compensation is perhaps the dominant reason that employees are willing to sacrifice nearly a third of their productive years for the benefit of others. Compensation also has a number of meanings. Salary, of course, is important, but other forms of compensation come by way of fringe benefits like paid vacations, paid sick days, and other forms. Employees generally come to work regularly and put forth such an effort for more than just their income. They also wish to satisfy deeper needs that they have regarding their……

Pages: 2  |  Term Paper  |  Style: n/a  |  Sources: 0


Human Resources What Motivates You as a

Human Resources What motivates you as a person? What is the difference between a leader and a follower? Why do you see yourself as a leader? What are the qualities that make a stellar manager, as opposed to merely a competent and loyal employee? The workplace is increasingly diverse. Do you believe that this diversity makes the workplace stronger, weaker, or does not change things very much at all? How would you mediate a personality conflict between two employees? When would you mediate the conflict yourself, and when would you seek outside help? Imagine you had the ability to design an ideal, new employee orientation. What sorts of activities would you include? What would be the most important thing that you would stress to incoming employees regarding your personal motivational philosophy? How much does employee pay contribute to employee motivation? How would you define a work team, as opposed to merely a group of people? What is your leadership philosophy, and how has it evolved over time? If you had to write a performance review about your performance in your last occupation, what would it say? Qualities The prospective manager should have had experience leading other individuals in his or her last occupation on a daily basis. The manager, ideally, would have quantifiable proof that he or she had increased employee productivity. The manager should have had responsibilities both working as part of a team, and overseeing work teams. The manager should have experience in teaching others, and creating a cohesive group environment through the educational process of orienting, training,……

Pages: 2  |  Term Paper  |  Style: n/a  |  Sources: 0


HRM Human Resources Management

Human Resource Management How Human Resources Management Adds Value to an Organization The basis of competitive advantage for any firm is its human resources and their unique skills and the ability to coordinate them together to achieve greater goals and objectives (Porter, 1990). Dr. Micheal Porter of the Harvard Business School has been writing on competitive advantage for decades and comes to the conclusion in his research that the most lasting competitive differentiation between nations are its unique human resources (Porter, 1990). Likewise (Barney & Wright, 1998) have stated that using their Resource-Based View (RBW) of organizations that human resources predict a firms' ability to compete and stay financially viable over time. Global auto manufacturers Toyota for example credits their use of Human Resources Management (HRM) processes and systems with the stability of their global supply chain, the Toyota Production System (TPS), a model of lean manufacturing emulated throughout several industries (Liker, Hoseus, 2010). The intent of this analysis is to define how Human Resources Management (HRM) adds value and positively affects an organization. HRM's Contributions to Organizations Often organized into the areas of recruiting or acquiring employees and their talents, developing them, defining compensation programs that are market-competitive, and then optimizing the match of employees with organizational needs, HRM systems often follow a lifecycle-based approach (Pilenzo, 2009). The organization of HRM from this standpoint is optimal as it emulates the path employees make through organizations as their careers progress. It also gives organizations the necessary flexibility of aligning their employees to the most important strategies and initiatives underway. In this way the lifecycle-based model to managing all HRM strategies makes a foundational contribution to the competitive strength of any enterprise (Pilenzo, 2009). In effect this framework becomes essential to the fulfillment of a firms' strategic plan over time (Ulferts, Wirtz, Peterson, 2009). In the area of recruiting and acquiring talent, the strategies for recruiting and applicable tracking, services procurement and working with websites including Monster.com to recruit are all in this first phase. This is vitally important to any organization as advanced skill sets including Six Sigma process expertise for example, which is so critically important for attaining internal process efficiencies, must be sought out and recruited to firms actively (Zu, Fredendall, 2009). Six Sigma Black Belts are highly trained and specialized process efficiency experts whose skill sets can be used for redefining business processes to make them more…

Pages: 4  |  Term Paper  |  Style: n/a  |  Sources: 0


Importance of Human Resource Management as the Foundation for a Successful Small Business

¶ … Human Resource Management as the Foundation for a Successful Small Business The success of any businesses, large or small, largely depends on how effective the business is in the management of its human resources. Employees are regarded the most critical resource in any organization. Unfortunately, given the small number of employees they employ, many small business owners do…

Pages: 7  |  Essay  |  Style: n/a  |  Sources: 7


Human Resources the Main Basis for Discretionary

Human Resources The main basis for discretionary benefits, as the name suggests, is that employers are not legally required to provide these. It is something that is offered as a service to employees. Such benefits include leave, retirement savings, investment plans, and group health coverage. Although not legally required, government regulations do provide a guideline for the fir, non-discriminatory provision…

Pages: 5  |  Questionnaire  |  Style: n/a  |  Sources: 0


Human Resources Having Different Perspectives Can Allow

Human Resources Having different perspectives can allow us to seek out solutions. The optimal solution for a given problem may derive from multiple models or philosophies. Regulating workplaces is a specific problem, but there are a number of solutions available, and different perspectives can help us to determine those. One problem with nonunion committees is that they lack the formal protections under the law that unions have. Another is that nonunion committee may not be inclusive of all workers -- that some workers may specifically be excluded from such committees. Legally as well, such committees do not have superior bargaining power and management cannot have a seat on such committees. Lastly, such committees are redundant and problematic when there already exists union representation. They cannot supersede the union, so serve no real purpose. In addition, there are prohibited subjects so such committees are inherently limited in their scope. The two main standards under the NLRA for an organization are "dealing with" and "employee representation." Any group can quality if these conditions are met, regardless if the group is formal or not. The group also has to be perceived as being representative even of non-member employees. The other criterion is if there is evidence of employer dominance, which could trigger a ruling that the group is a labor organization. 3. Preparation is so important for negotiators because power derives from information. It is critical that negotiators not only understand their own negotiating position but that of the other side. Additionally, negotiators benefit from having enough knowledge to generate creative solutions that might be able to break……

Pages: 2  |  Term Paper  |  Style: n/a  |  Sources: 0


Human Resource Management Employee Benefits

These firms highly appreciate their employees due to their loyalty and hard work and the strong company culture valuing impartiality and communication, between the firm and employees. Genentech's prosperity culminates back to respect for employees as well as rewards issued to them. In addition to traditional benefits, Genentech provides employees with personal concierge service, flexible work scheduling, childcare, nursing mother's rooms, onsite nurses, adoption assistance, and company sponsored family events. Besides, additional benefits include pet insurance, free snacks, and paid six-week sabbaticals every six years. In line with this, Zappos, online shoe retailer, takes life a little less seriously than Genentech with perks to match their fun-loving culture like pajama parties, nap rooms, regular happy hours, and a full-time life coach. Adoption of Genentech's and Zappos' Incentives In my opinion, initiatives offered by both Genentech and Zappos can possibly work for other companies. According to a recent show on the travel channel, there are several organizations from around the world which are willing to everything to ensure their employees' happiness. These firms are aware that the happier the employees, the harder are able to work in ensuring organizational prosperity. However, the major challenge realized by these firms is laxity of some employees taking advantage of the benefits and in return make no impact on the company's productivity. In the corporate world, businesses are not compelled to provide several benefits but for business success, it is essential in helping companies remain competitive and retain employees. Therefore, HRM should be the driving force in building employees' loyalty, retaining employees as well as attracting budding candidates (Conaty & Ram, 2011). In line with this, using benefits as a strategic component improves workers efficiency, morale, and productivity. Companies who fail to meet employees' requirements lose employees to competitive firms thus affecting business activities in the long-term period. In addition to reducing turnover rates, companies should initiate best industry safety records. The HRM should understand factors likely to motivate and retain prospective employees. However, most employees are not motivated by mere 5-figure paychecks alone, but other innovative privileges such as tuition reimbursement, child care and sponsored family events among others. Thus, using benefits as a human resource strategic component helps improve employee motivation, strong relations between management and employees and with clients. Ultimately, the clients become aware of the organization's practices thus becoming attracted to the organization. References Conaty, B., & Ram, C. (2011). The…

Pages: 3  |  Case Study  |  Style: n/a  |  Sources: 0


Human Resource Recruitment Human Resources

The role of such a strategy is to enhance an organization's ability to hire and retain qualified employees. More so, the recruitment process needs to be attract only competent candidates, not over qualified or under qualified candidates. Reducing cost is crucial in such a strategy and the human resource manager has the role of designing and ensuring implementation of such…

Pages: 11  |  Capstone Project  |  Style: n/a  |  Sources: 8


Human Resource Management Workers, Jobs

Chapter #6: Recruiting and Labor Markets Case: Recruiting at KIA Question #4: Explain how utilizing the Internet, like Kia did and other employers do, is changing how recruiting efforts are occurring for a variety of jobs in employers of different sizes? * Different organizations are applying internet in the recruitment process since it saves time and incurred finance. It enables a larger base for application in cases of larger companies making it easier for the human resource management quicker screening process. This is to assist in the elimination of the unqualified applicants. Firms have been in the long run applying social network to enable the recruitment process easier especially in finding out of the recruitment related requirements (Mathis & Jackson, 2010). Chapter#7: Selecting Human Resources Case: Full Disclosure on Sex Offenders Question #1: Identify what a manager should do in the first Michigan case presented *In the first Michigan case presented, a manger should protect their employees and customers through the avoidance of negligence during recruitment. This is especially with exemplary information about their applicants from the Megan's Law Website. They should avoid hiring of convicts through checking with the registry pertaining job positions especially with hospitals and healthcare facilities (Mathis & Jackson, 2010). Chapter #8: Training Human Resources Case: 21st Century On boarding Question #2: The case introduces three companies of very different sizes. What differences do you see in their approaches? What similarities? *The approaches of the companies particularly in that the Sun Microsystems orientation program consists of majorly paper work. This is with some employees waiting up to 2 weeks to access e-mail for appointments. El Paso Corporation employs a differing on boarding procedure with new recruit's orientation happening on the first week. This is with the accessibility e-mail having links to everything involved with the daily operations of the company. Zimmerman Advertising orientation enables its recruits in the understanding of the company hence accessibility of the hiring website. This is available to applicants to assist in knowing the company's clients philosophy and the leadership (Kleynhans, 2006). *The companies are similar since they both apply the use of the internet and the modern on boarding systems to enable their employees understand everything about the companies. This aids their integration into the daily operations. Chapter #9: Talent Management Case: Leadership Leverage Question #3: The top managers are very busy people. Why was it necessary to involve them in…

Pages: 3  |  Case Study  |  Style: n/a  |  Sources: 5


Human Resources Departments Contracting Out

What will those costs consist of... 1. Costs in the HR department are in several different areas. In a recent survey by Hewlitt Associates, 75% of HR leaders report that they are under pressure to reduce costs. The first step is to establish a solid baseline -- even if taking full stock unearths hidden costs. True costs may be higher than additionally though. In addition to the costs normally associated with running an HR department, including HR staff salary and benefits, costs for recruiting and training new employees, and cost involved when an employee separates from the company. Many organizations underestimate the costs of HR, sometimes by as much as 50%.The hidden costs often include decentralized HR activities and HR technologies. Many employees outside of HR perform human resources tasks. Are these costs accounted for? Also, many of the technology charges for HR get charged to IT, turning into hidden costs. Any complete cost report for an HR department must include all of the costs listed above. 2. In most organizations, the human resources department is much more than just another cog in the big wheels of the business. HR is often responsible for many broad-reaching activities that, at their core, support the organization as it manages its people. In many company budgets, the costs for running this human resources management system do not show up as part o the HR budget but are still part of the overall human capital. HR is more than a department: It is a set of broad-reaching activities that support the organization in managing its people. At many companies, some of the costs associated with providing these services do not show up as part of the HR budget, but are still part of the total investment in human capital. The costs for the HR department must include both federal and health benefit costs for the HR staff in the labor loading rate, for example. The cost or contracting out to vendors must be fully recorded, and whoever prepares the HR budget must know whether or not HR is charged for a portion of the company overhead. In short, a cost report for an HR department must include all of the basics -- hiring, firing, training, recruitment and retention costs -- as well as all of the other……

Pages: 2  |  Essay  |  Style: n/a  |  Sources: 2

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