Study "Career / Labor / Human Resources" Essays 1-54

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Career in Human Resources Research Paper

… ("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… [read more]

Preparing for a Career in Human Resources Essay

… 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… [read more]

Human Resources Management Research Paper

… 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… [read more]

Human Resources and Functional Illiteracy Article Review

… 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).


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 one-way ANOVA therefore appears to have been appropriate given what is known about the data.

Based on their findings, Anderson and Ricks (1993) noted a troubling trend. The agencies that knowingly hired BSD workers tend to maintain a philosophical view that government agencies will always need a ready pool of unskilled labor. When this view is combined with the other tendency by these same agencies to de-skill a job to meet the functional literacy abilities of a BSD worker, rather than provide skills training, there appears to be substantial support for the existence of a worker caste system within some… [read more]

Human Resource Development Initiatives Term Paper

… 1.

Organizational partners. Employee unions.


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.


HRDV program outcomes. Employee wellness programs… [read more]

Human Resource in Aviation Term Paper

… 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.


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 from


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… [read more]

Human Resource Management in International Essay

… 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… [read more]

Human Resource Management Careers Thesis

… Human Resource Management

Careers in Human Resource Management

Upon graduation I hope to enter the field of human resource management. According to John Bratton and Jeffery Gold (1999) human resource management is defined by a body of knowledge and a set of practices that establish the nature of the work and regulate the employment relationship. This occupation encompasses the administration of five basic functions. Staffing entails obtaining people with appropriate skills to fill jobs in the organization. This involves planning, job analysis, recruitment and selection. Another function of the job is the design and administration of a rewards system. This includes job evaluation, performance appraisal, and the establishment and distribution of benefits. Employee development is the examination of training requirements so that employees have the necessary knowledge and skills required to perform their duties satisfactorily or to advance in the organization. Performance appraisal also helps to identify employee key skills and aptitudes. Employee maintenance requires the monitoring of workplace safety, and health and welfare policies with the aim of retaining a competent workforce and compiling with statutory standards and regulations. Employee relations cover a broad spectrum of issues. Responsibilities in this area vary depending on whether the work place is union or non-union. In union environment responsibilities also include negotiations between management and union representatives over decisions affecting the employee contract.

Often these are top management positions crucial to the success of the company. Successful resource managers need to be aware of the requirements and needs of the various departments within the organization and have an understanding of the company's mission in order to assist other managers, serve them as internal clients, and create solutions that will be optimal for success (Careers in Human Resources, NDI).

The Occupational Outlook Handbook (2010-11) forecasts income and employment opportunities to be favorable in the HR field for the foreseeable… [read more]

Human Resources Management Employment Background Checks A-Level Coursework

… 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… [read more]

Managing Human Resources Research Paper

… 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.… [read more]

Dual Career Couple Term Paper

… Dual Career Couple

Human Resource Management Strategies for Assisting Dual Career Couples

Given that 40% of the total workforce is comprised of dual career couples with many of them having children, the need for Human Resource Departments to provide services that both alleviate time conflicts and also promote a healthy lifestyle balance is critical. For small companies in particular, the challenge of retaining dual career couples is compounded by the need for first retaining top talent when larger organizations with a broader range of family care services, in addition to staying competitive in their markets while giving employees flexibility in taking care of their families.

While smaller companies may find competing on benefits alone will be difficult, the one advantage they do have is flexibility and a closer management of time for dual career couples with families. First, smaller companies can create a telecommuting policy that will allow workers to work from home while at the same time being able to take care of their families. A… [read more]

Alignment of HRM and Business Strategies Article Review

… Ford HRM

The role of human resources has changed dramatically over the course of the last decade. Now, in today's corporate world, human resources are viewed more as a strategic tool that may contribute to a firm's competitive advantage if and when used correctly and with the right principles. The purpose of this essay is to examine the human resources department at Ford Motor Company to highlight some important principles related to human resource strategy and its relationship to overall business strategy.

The Importance of Human Resource Strategy

According to Stewart & Brown (2012) it is imperative for human resources to become decidedly aligned with the more general and far reaching strategic plans of a firm. They suggested that "in the increasingly important strategic partner role, human resource specialists work with other organizational leaders to put company strategy into action. True partners go beyond providing support to other leaders and expertise in human resource practices." When this avenue of approach is discovered all facets of an organization begin to concentrate their focus on the larger purposes of the firm and a more effective and efficient organization begins to manifest problems into solutions that provide competitive advantage realized in profits and expansion.

According to it Human Resources' web site the Ford Motor Company has provided some useful insight into this department of their company. It appears that Ford's Human resource division is aligned with the rest of the corporation and the strategies overlap and feed off each other. Stewart & Brown (2012) also noted how important this alignment is. They suggested that "organizations are likely to have human resource practices that fit with their competitive business strategies. Organizations that effectively recruit, select, train, and compensate their employees develop an advantage that is hard for other organizations to copy. This advantage is maximized when the organization has a clear competitive strategy and a matching human resource strategy " (p.67).

Ford's Human Resources

Ford's human resources suggests nine key principles that it aligns itself with. These include: labor relations, business operations, compensation, benefits, workforce planning and recruiting, organization development, personnel relations, HR strategy and learning and development. Under these key nine principles there are opportunities… [read more]

HRM Human Resources Management Term Paper

… 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… [read more]

Comcast Human Resources Inside Term Paper

… Comcast Human Resources


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… [read more]

Human Resource Management and Workplace Romance Essay

… 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… [read more]

Human Resources Management Term Paper

… 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,… [read more]

Human Resource Management the First Organized Employment Research Paper

… 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,… [read more]

Human Resources Manager Upon Graduation Term Paper

… 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.


Bureau of Labor Statistics. (2014). Occupational outlook handbook: Human resource managers. Retrieved from

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

Society for Human Resource Management. (2014). Recertification. Retrieved from [read more]

Human Resources Planning Budgeting Capstone Project

… 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… [read more]

Laws Affecting the Human Resources Industry Term Paper

… ¶ … 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,… [read more]

Maryland Labor Laws Introdcution Term Paper

… The final step in this human resources plan would require the employee relations department within the organization to accurately document and file all relative information to these issues. The many differing and complicated laws that are on the books demands solid bookkeeping and a well organized filing system. Constant updating of these files should be implemented and occasionally spot checking this process would serve the organization well in preventing an unwanted law suit surrounding a disabled worker.


This plan should be appealing to any human resources management office due to its simple approach to compliance. Not only does this plan address the current needs of the organization, it looks forward to preventing any future violations of these laws by placing emphasis on bookkeeping and continuing educational awareness.


An organization stands to gain a competitive advantage by meeting both federal and local standards. Disabled employees that are treated not according to these standards may sue the organization causing a considerable amount of lost labor time and effort. Compliance to labor laws gives organizations competitive advantage by minimizing this risk. Additionally disabled employees have much to offer in the work place and the more an organization can hire, the more effectively the organization will operate.


Each federal and state law that refers to disabled workers carries a unique punishment for those employers who fail to adhere to their standards. The cost of legal defense in these matters is quite expensive and very distracting. In today's society hiring disabled workers is almost mandatory and many organizations should expect to hire these types of workers. An organization's competitive advantage is at risk if they ignore the specifics of each of the federal and state regulations. Maltreatment of the disabled may cause alienation and a substantial loss of market share. In the short-term, organizations may lose business when focusing on human resource issues, but in the long-term it is a guarantee against lengthy and unfavorable punishments and law suits that can cripple a company's ability to do business ever again.

Works Cited

Aitken, R. (1993). Human Resources Planning: Issues and Methods. Department of Population and International Health, Harvard University, July 1993. Retrieved from

Boudreau JW & Ramstad PM (2006). "Talentship and Human Resource Measurement

and Analysis: From ROI to Strategic Organizational Change," Human Resource

Planning, 29(1).

Cromwell, D. & King, C. (2010). A Coordinated Approach to Disability Management. Society for Human Resource Management, 2 April, 2010. Retrieved from

SHRM Global Forum (2004). "The Maturing Profession of Human Resources

Worldwide," SHRM Research, Jan. 2004.

The State of Maryland Department of Disabilities. Work Matters, Disability Employment Law. Viewed on 13 Feb 2013. Retrieved from _docs/Disability%20Employment%20Law1.pdf

The State of Maryland Department of Disabilities. Employment. Viewed on 13 Feb 2013. Retrieved from orkers_Comp_Law

The United States Department of Labor. The Rehabilitation Act of 1973, Section 503. Viewed on 12 Feb 2013. Retrieved from… [read more]

Human Resource a Common Challenge Term Paper

… 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… [read more]

Human Resources at a Small Term Paper

… 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.


Staneart, Doug (2004) Is Your Performance Review System Outdated? All Experts. 4 Apr 2004. Retrieved from:

Project Management for Construction (nd) Fundamental Concepts for Owners, Engineers, Architects, and Builders. Retrieved from: [read more]

Human Resources as the Global Thesis

… 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:… [read more]

Human Resources Case Questions Case Study

… Human Resources


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 with… [read more]

Human Resources Proposal the Total Reward Model Research Proposal

… 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… [read more]

Human Resources Professional Can Be Responsible Essay

… ¶ … 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… [read more]

Coaching Human Resource Development -- HRD Essay

… 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… [read more]

Diversity Issues in Human Resources Advances Term Paper

… 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… [read more]

Human Resource Management in Multinational Research Paper

… An environment that lacks resources limits the possibilities and effectiveness of employee training (Stahl, Bjo-rkman & Morris, 2012).

c. compensation

The position of a firm in the business cycle will determine how much the firm is capable and willing to give to the employees. For example, if a firm is a start up, possibilities are that it will pay more as it seeks to get the best talent into the company. In addition, most start-ups offer their employees Employee Stock Options where they can redeem their stocks after the lock period (Stahl, Bjo-rkman & Morris, 2012). States tend to have varying regulations pertaining to employee compensation and corporate institutions are obliged to ensure that their employees are compensated in accordance with the reigning laws are regulations. In the aim of attracting and retaining the right personnel, employee compensation should be benchmarked with the industry levels with competing industries. When this is disregarded, there will be high chances of losing employees to the main competitors having better compensation packages.

d. task distribution

Workplace deviance happens when a worker voluntarily seeks after an action that debilitates the well-being of the team members or the organization. Examples incorporate hostile conduct towards colleagues, withholding effort and stealing. Withholding efforts and stealing are categorized as organizational deviance while rude behavior and hostility are seen as interpersonal deviance. Interpersonal deviance is adversely linked with large amounts of agreeability (Tempel, 2011). Organizational deviance is adversely related with large amounts of principles and absolutely corresponded with abnormal amounts of neuroticism. This suggests that people who are emotionally stable and upright are less inclined to steal or withhold effort while individuals, who are satisfactory, are less inclined to be hostile to their associates.


Dowling, P., Festing, M., & Engle, A.D. (2008). International human resource management: Managing people in a multinational context. South Melbourne, Vic: Thomson.

McDonnell, A. (2011). A profile human resource management in multinational enterprises operating in Australia. Melbourne: Victoria University.

Tempel, A. (2011). The cross-national transfer of human resource management practices in German and British multinational companies. Mu-nchen: Hampp.

Tayeb, M. (2010). International human resource management: A multinational companies perspective. Oxford: Oxford University Press.

Stahl, G.K., Bjo-rkman, I., &… [read more]

Human Resources Having Different Perspectives Can Allow Term Paper

… 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… [read more]

Human Resource Management Employee Benefits Case Study

… 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.


Conaty, B., & Ram, C. (2011). The Talent Masters: Why Smart Leaders put People before Numbers. Crown Publishing Group.

DeCenzo, D.A. (2009). Fundamentals of Human Resource Management, 10th Edition. New York: John Wiley & Sons, Inc.

Ulrich, D. (1996). Human Resource Champions: The next Agenda for adding Value and Delivering Results. Boston,… [read more]

Human Resource Recruitment Human Resources Capstone Project

… 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… [read more]

Human Resources the Main Basis for Discretionary Questionnaire

… 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… [read more]

Human Resource Management Workers Case Study

… 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 leadership leverage?

*The top manager's involvement in the leadership leverage facilitates the development of plans to aid the direction of the operations, project management [read more]

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

… ¶ … 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… [read more]

Strategic Human Resource Management Essay

… 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… [read more]

People Management and Human Resource Essay

… 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… [read more]

Human Resources Management Employee Attitudes Case Study

… " (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… [read more]

Human Resources Departments Contracting Out Essay

… 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… [read more]

Human Resources Department Developing a HR Company Manual

… 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… [read more]

Human Resource Management in the Viable Setting Reaction Paper

… 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… [read more]

Human Resource Is a General Term Term Paper

… 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. There were usually disagreements among two of the greatest labor unions in U.S.A i.e. The AFL and the CIO. But in the latter stages these both unions merged and formed AFL-CIO. But after that came the decline of the unions. The unions face an economical blow which greatly harmed its power base.… [read more]

Human Resources What Motivates Term Paper

… 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?


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,… [read more]

Human Resources: Eastman Kodak Term Paper

… 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… [read more]

Personnel Management's Evolution Into Human Resources Term Paper

… Personnel Management's Evolution Into Human Resources

Personnel Management, now called Human Resources, in most organizations, is no longer just about orienting newly hired employees to company payroll procedures and issuing curt dismissals in the form of standardized letters to fired workers. "The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the 'Personnel Department,' mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the 'HR Department' as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner." (McNamara, 1999)

The increasing complexity of most progressive and evolving organization's internal staffing needs have resulted in HR taking on a an active and decisive role in the hiring process, as more qualified workers compete for more highly specialized job descriptions. The external forces that have resulted in the globalization of the workplace have also resulted in the need and the opportunity for HR to recruit from employment pools all over the country and the world.

In terms of training and development, from within the company, the constant advances of new technology into the daily life of all workers mean that training of all workers' skills must be an ongoing process, particularly after promotions. In terms of personal development, workers may seek additional training in conflict management skills to become better negotiators and… [read more]

Human Resource Management -- Questions Research Paper

… 5. In your opinion, which of the HRM functions appears to be the most challenging to implement? Why? The most challenging HRM function to implement is recruitment. There are so many qualified people today, and with the electronic age, many more of them can find out about jobs at a particular company and apply for them. That makes the HRM department's job more daunting, and requires good filters to screen out particular people who are not right for the company. It takes time and effort to set up and maintain recruitment methods in a global society.

6. What difficulties would an HR executive face in assessing and then communicating the contribution of his or her area to the company profit margin? Most often, the profit margin is something viewed in black and white, such as sales numbers. Since the HR executive does not have a direct line to a particular level of profit, he or she must show how HR saved money for the company by proper recruitment, training, and retention of employees. Helping the company develop and advance would also need to be showcased.

7. The book proposes that Peter Drucker is incorrect when he states that work in HRM is nothing more than the work of a file clerk. What has happened in the world of work to make this statement false? Drucker made that statement when HRM was all about blue collar workers. Now, the HRM function is so much more than that. Globalization caused the HRM department to change and adapt. Now, that department is often the backbone of a strong organization.

8. Why is it necessary for the HRM area to clearly communicate human resource policies? Policies have to be understood by all employees, or it is not reasonable to expect that those policies will be followed. It is the responsibility of the HRM department to enforce the rules, which can only be done… [read more]

Interviewing an HR Manager Interview

… Human Resources Professional Interview Analysis

General Perspective of Human Resources and Conceptual Changes in the Field

According to the interview subject, human resource functions are no longer maintained as separate departments responsible only for processing payroll and employee transitions into and out of the organizations. Today, most organizations regard Human Resources as important components capable of adding value to organizations in crucial ways. Business organizations have realized that maximizing employee retention and minimizing employee turnover are critical to reducing overhead costs because of the cost of training new hires and because of the lost productivity during the transition. Today, Human Resources departments are perceived as playing important roles in that regard because they represent the first opportunity for business organizations to hire employees who are more likely to stay with their employers for the long-term and to add value to their operations.

The Integration of Human Resources into Organizations

In the past, Human Resources operated very independently from other organizational functions. In some cases, they recruited and hired new employees just on the basis of standardized requests from other departments but without any further input from operations. In other cases, the opposite was true: namely, operations controlled all the meaningful elements of hiring, including the identification of specific candidates for consideration, selections from candidate pools, and even negotiating compensation packages. By the time Human Resources got involved, the role of that department was little more than merely processing the paperwork for hiring decisions made by departmental managers.

Contemporary Hiring Processes

The modern approach to Human Resources integrates the entire process of recruitment, hiring, and new-hire training and coordinates the continual collaboration and involvement of operational departments with the Human Resources departments. Typically, the needs of the organization are determined by teams that include personnel from operational departments and Human Resources, such as where operational managers communicate their specific needs directly to Human Resources personnel to ensure that their hiring criteria are employed throughout the hiring process.

Operational managers provide detailed job specifications and descriptions of the knowledge, skills, and abilities that a successful candidate for the open position must demonstrate to maximize the likelihood of success in the organization and to minimize the chances that the organization will have to fill the same position again shortly. In that regard, operations management is also involved in providing the necessary information to assist Human Resources in developing recruitment strategies to attract the types… [read more]

Outsourcing HR Functions? Essay

… Organizations are currently facing rapid economic, technological, and cultural changes. Do you think the implementation of SHRM will help organizations stay effective? If so in what way?

Yes. I think the implementation of SHRM will help organizations stay effective since it can be a source of competitive advantage. The design and implementation of effective of SHRM can ensure that the output of a given organization are sufficient to supports its strategic objectives as noted by Huselid et al. (1997).


Domberger, S. (1998). The Contracting Organization: A Strategic Guide to Outsourcing. Oxford: Oxford University Press.

Hendry, J., 1995. Culture, community and networks: the hidden cost of outsourcing. European Management Journal 13 (2), 193 -- 200.

Huselid, M.A. (1995). The impact of human resource… [read more]

Human Resource Management: Four Questions Essay

… Jobs are then suggested dependent upon how much one is willing to make. Jobs at each level are also not rated or rated "Bright Outlook," "Green," or "Registered Apprentice."

I felt the analysis was relatively accurate in identifying my interests and aliening them with a career. There were some jobs that were rated that I in which I have no interest, such as pre-school teacher and interior decorator, however there were many more jobs suggested that did interest me. Overall I found the exercise was well worth the effort.

3. As an HR professional how could O*NET/DOT be useful in conducting job an analysis? Explain specifically how you would use the data from this site to assist your organization.

This site contains valuable resources that are very useful when conducting a job analysis. Critical information on essential elements of job performance for employers and managers is readily available, including activities and traits necessary to be successful as well as knowledge and skills. The occupational information pertaining to worker characteristics, worker requirements, experience requirements, occupation requirements, occupation characteristics, as well as occupation specific is readily available and essay to access.

Specifically any time a job required an analysis one could simply go to "My Next Move" and research all the aspects of the position. Furthermore, the Toolkit for business provides information on job descriptions, job design, and job reengineering. Another feature is a site for veterans.

4. As a director of human resources, would you have your staff use this site? Why or why not?

As a resource director I would encourage may staff to make use of the information available on this website. It is essential to provide employees with opportunities for career advancement and skill development. The toolkit provides an outline employees and HR personnel can use in order to assist in this effort. Information on skills required in the future as well as skills required for personnel to attain the capacity to perform other job duties is an essential element in the retention of valuable employees. Another feature of the site is that one may browse careers by industry.

Benefits of using this site include time savings -- developing job descriptions can be time and labor intensive; efficiency -- data is easy to research and easy to understand; consistency -- standardized occupational descriptors make it simple to compare work across a broad range of functions and levels; and effectiveness -- provides comprehensive and current information for a wide range of occupations, this helps to better target recruitment efforts, training programs and define career paths. Furthermore, the standardized descriptors create a common language.


"O*NET Resource Center." (ND). O*NET.… [read more]

How Facebook Is Influencing Human Resource Practices Today Specifically Recruitment and Selection Research Paper

… Human Resource Management -- Facebook in Recruitment

Since the turn of the 21st century, the online medium has radically changed many aspects of modern business. Today's business organizations must compete in an increasingly global environment for revenue streams as well as for employees. Traditional processes for employee recruitment have had to adapt to the growing popularity of the online social networking phenomena such as Facebook, in particular (Alessie, 2008; Leader-Chivee, Hamilton, & Cowan, 2008). In some respects, this evolution of modern business has contributed obvious benefits to professional organizations.

However, there are also challenges and potential downsides to the increasing reliance of prospective employees on online job searching. In particular, established human resource management theory suggests that employers who are capable of establishing a unified and consistent vocational experience for all of their employees are more successful in recruitment and retention with fewer expenses related to turnover than similarly situated employers who do not provide a consistent vocational experience (Alessie, 2008; Leader-Chivee, Hamilton, & Cowan, 2008). In those respects, the dominance of Facebook in contemporary social culture provides both valuable tools for establishing and maintaining employee satisfaction as well as a potential liability for human resource considerations where the organization fails to do so.

Within the first decade of the introduction of the online medium, Internet social networking has grown exponentially, with approximately 170 million subscribers before the end of 2008 (Leader-Chivee, Hamilton, & Cowan, 2008). By far, Facebook has emerged as the most dominant of those online vehicles. Initially, Facebook was used primarily for social purposes, but it has quickly become the most popular method for individuals to exploit personal and professional connections to conduct job searches and to share their experiences and opinions of their current employers.… [read more]

Human Resources Essay

… William A. Pasmore, Richard W. Woodman and Abraham B. Shani (2011) for instance believe that change is crucial for organizational development, in spite of the difficulties one encounters in implementing it. All in all, the findings of Kearns are important relative to other source as they consolidate some opinions, while in the same time, challenge others.

Another important stand within the specialized literature is taken by John Sullivan. The author argues that one major shortage of the literature is that it provides little practical applications, but only reveals the need for HRM. He as such strives to provide several examples of actual strategies which can be implemented by economic agents, not only discussed at a theoretical level. He for instance reveals metrics systems to integrating managers, programs to identify poor managerial solutions, cooperation in rewards, the creation of HRM advisory groups or the development of retention programs based on the highest risk of leaving the firm. These issues are less common within other sources and they are relevant to the current sources since they address new issues.

All in all, the message sent by the sources consulted is that the field of human resource management is complex and continues to develop. And the best rationale for this hypothesis is given by the strong convictions of researchers in specific elements, whereas other researchers would have entirely different opinions regarding the same topics. This means that economic agents have to themselves develop and implement the most adequate strategies and that the theoretical field of HRM is still developing.


Kearns, P., 2010, HR strategy -- creating business strategy with human capital, 2nd edition, Butterworth-Heinemann

Pasmore, W.A., Woodman, R.W., Shani, A.B., 2011, Research in organizational change and development, Emerald Group Publishing

Sullivan, J., Strategic human resources actions [read more]

Strategic Human Resource Management Essay

… These practices vary on account of factors which are specific to individual businesses such as circumstances, type of organization, as well as context. The three primary models of the best-fit approach are identified as competitive strategy, life cycle, and strategic configuration. Competitive strategy revolves around the concept of company distinction in one or more areas such as innovation, cost leadership, and quality; the organization of human resources is based upon those areas which provide the means for a company to distinguish itself from competitors. The life cycle model enables the management of human resources to grow and change with an organization through traditional stages of development known as start-up, growth, maturity and decline. Strategic configuration is the process of an enterprise aligning its human resources strategy with one of several differentiated, pre-existing models.

The best-fit approach seems the more pragmatic and feasible form of strategic human resource management, for the simple fact that it accounts for a company's individuality which may be presented in the form of assets in certain areas which allow it to excel beyond its competitors because of such strengths. The competitive strategies model appears to be particularly useful since it allows for an enterprise to develop an area of specialization which it can excel in and gain acclaim for. Furthermore, if each company within a certain industry was utilizing the identical principles of the best-practice theory, it would be exceedingly difficult for companies to gain a competitive edge over one another. [read more]

Human Resources Contribution to Competitive Research Paper

… Increased Customer Satisfaction

Happy employees project a positive attitude, to which customers will respond well. Individuals with high job satisfaction will be less stressed and more motivated to manage customer needs. A good experience interacting with a company's staff will increase the likelihood of repeat business. Employees who believe their organization values their well-being, provides job security, and ensures that staff members have adequate knowledge and equipment to perform their tasks will reward their employer with loyalty and will be more likely to take ownership of their responsibilities. "An HR perspective that is both unique and powerful is one that establishes the linkages between employee commitment, customer attitudes, and investor returns" (Ulrich & Brockbank, 2005, para. 31). If the human resources team creates programs to facilitate employee communication, remains aware of job satisfaction levels, and takes steps to improve job satisfaction, they will be able to create a very positive work environment that will result in even happier customers.

Job Training and Support

Employees who receive consistent on-the-job training, opportunities to stay on top of new trends, and even tuition reimbursement will be more effective in the workplace. "To be a catalyst for strategic change, HR would need to focus on creating a work environment that promotes continuous learning" (Gaining competitive advantage, 2005, p. 2). Organizations that fail to provide structure, leave employees to fend for themselves when it comes to supplies and equipment, neglect technology needs, or lack leadership and management will find productivity levels suffering tremendously. The human resources staff is responsible for developing training programs and ensuring that managers have the necessary leadership and management skills to provide guidance to employees. An organization that provides formal training will cultivate more functional and productive teams.


A company's workforce is a crucial asset. Human resources departments now have the opportunity to reshape the organizational culture and develop a group of employees who can deliver a competitive advantage over the competition. By attracting the best talent, creating a positive work environment that fosters employee retention, providing opportunities for advancement, and facilitating diversity, human resources can contribute to increased profits.


Gaining competitive advantage through human resource management. (2005, March 1). Center for Digital Strategies at the Tuck School of Business. Retrieved from

Jayne, R.L. (2006, August 14). Knowledge worker: Human resource strategy to achieve a competitive advantage. (Doctoral dissertation, St. Ambrose University). Retrieved from

Ulrich, D. & Brockbank, W. (2005, June 20). HR's new mandate: Be a strategic player. Harvard Business School. Working Knowledge for Business Leader. Retrieved from [read more]

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