"Career / Labor / Human Resources" Essays

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Career in Human Resources Research Paper

Research Paper  |  10 pages (2,879 words)
Bibliography Sources: 8

SAMPLE TEXT:

("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… [read more]


Preparing for a Career in Human Resources Essay

Essay  |  11 pages (3,699 words)
Bibliography Sources: 6

SAMPLE TEXT:

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.… [read more]


Human Resources Management Research Paper

Research Paper  |  8 pages (2,782 words)
Bibliography Sources: 1+

SAMPLE TEXT:

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… [read more]


Human Resource Development Initiatives Term Paper

Term Paper  |  13 pages (3,683 words)
Bibliography Sources: 18

SAMPLE TEXT:

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,… [read more]


Human Resources and Functional Illiteracy Article Review

Article Review  |  4 pages (1,164 words)
Bibliography Sources: 1+

SAMPLE TEXT:

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 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 Management Careers Thesis

Thesis  |  2 pages (613 words)
Bibliography Sources: 1

SAMPLE TEXT:

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 Resource Management in International Essay

Essay  |  8 pages (2,633 words)
Bibliography Sources: 8

SAMPLE TEXT:

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… [read more]


Human Resource in Aviation Term Paper

Term Paper  |  6 pages (1,821 words)
Bibliography Sources: 6

SAMPLE TEXT:

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…… [read more]


Dual Career Couple Term Paper

Term Paper  |  1 pages (335 words)
Bibliography Sources: 0

SAMPLE TEXT:

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]


Managing Human Resources Research Paper

Research Paper  |  4 pages (1,173 words)
Bibliography Sources: 4

SAMPLE TEXT:

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 the evaluation of employees, but also in their training and in the decision making process when it comes to the development of the human resource. The hospital needs to redo the training plan and improve the monitoring and evaluation process for the employees. One suggestion is to include specific IT instruments into this process, since one of the strengths of the organization has been identified as an excellent, well-implemented IT system.

Bibliography

1. Jensen, Jerry. 1997. Employee Evaluation. The Grantsmanship Center. On the Internet at http://www.tgci.com/magazine/Employee%20Evaluation.pdf. Last retrieved on February 3, 2012

2. Delpo, Amy. How to Conduct Employee Evaluations.… [read more]


Human Resources Management Employment Background Checks A-Level Coursework

A-Level Coursework  |  3 pages (1,195 words)
Bibliography Sources: 2

SAMPLE TEXT:

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 the general knowledge of the applicant of HR management. This is because any candidate who is applying for the position of a HR manager should be able to have the knowledge of what the filed entails exactly. Therefore any successful candidate will be the one who will pass this knowledge test. Anyone who does not have knowledge on HR management can be suited for the position hence the importance of administering this test.

Question 2

I would definitely ensure that a medical and drug test is administered to any applicant. This is essential as it will enable one to find… [read more]


HRM Human Resources Management Term Paper

Term Paper  |  4 pages (1,225 words)
Bibliography Sources: 1+

SAMPLE TEXT:

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 efficient and also more customer-centered. As a result, these are in high demand. HRM systems and strategies are critical for recruiting and retaining this level of expertise. Second, HRM is critically important in this area for on-boarding new employees as well once they are recruited (Snell, 2006). on-boarding not only provides benefits and company policy information, it is also critically important for managing the expectations of new employees and informing them about the culture of the organization as well. on-boarding, when done well, can transform a promising new employee into someone who has passion for their work (Zigarmi, Nimon, Houson,… [read more]


Alignment of HRM and Business Strategies Article Review

Article Review  |  3 pages (725 words)
Bibliography Sources: 1+

SAMPLE TEXT:

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]


Comcast Human Resources Inside Term Paper

Term Paper  |  6 pages (1,709 words)
Style: APA  |  Bibliography Sources: 3

SAMPLE TEXT:

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… [read more]


Human Resources Management Term Paper

Term Paper  |  8 pages (2,578 words)
Bibliography Sources: 6

SAMPLE TEXT:

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… [read more]


Human Resource Management the First Organized Employment Research Paper

Research Paper  |  8 pages (2,206 words)
Bibliography Sources: 6

SAMPLE TEXT:

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… [read more]


Human Resource Management & Workplace Romance Essay

Essay  |  6 pages (1,960 words)
Bibliography Sources: 3

SAMPLE TEXT:

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… [read more]


Laws Affecting the Human Resources Industry Term Paper

Term Paper  |  16 pages (4,295 words)
Bibliography Sources: 1+

SAMPLE TEXT:

¶ … 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… [read more]


Human Resources Planning Budgeting Capstone Project

Capstone Project  |  12 pages (3,490 words)
Bibliography Sources: 7

SAMPLE TEXT:

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… [read more]


Human Resources Manager Upon Graduation Term Paper

Term Paper  |  2 pages (697 words)
Bibliography Sources: 4

SAMPLE TEXT:

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… [read more]


Human Resources Case Questions Case Study

Case Study  |  2 pages (803 words)
Bibliography Sources: 0

SAMPLE TEXT:

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 with…… [read more]


Human Resources Proposal the Total Reward Model Research Proposal

Research Proposal  |  17 pages (4,716 words)
Bibliography Sources: 10

SAMPLE TEXT:

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… [read more]


Human Resources Professional Can Be Responsible Essay

Essay  |  4 pages (1,357 words)
Bibliography Sources: 3

SAMPLE TEXT:

¶ … 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 the employee's full benefits upon return. If a situation arose where an employee has been employed with a corporation and has requested up to twelve weeks off to care for his wife who gave birth to twins prematurely, under the law he is eligible to take this leave. What he is not eligible for under the law is to be paid for the time he took off. The law specifically states this and it is the employee's responsibility to familiarize himself with the law.

Assuming a situation such as this was handled properly, it would mean that a member from… [read more]


Coaching Human Resource Development -- HRD Essay

Essay  |  11 pages (3,367 words)
Style: APA  |  Bibliography Sources: 3

SAMPLE TEXT:

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… [read more]


Diversity Issues in Human Resources Advances Term Paper

Term Paper  |  7 pages (2,728 words)
Style: APA  |  Bibliography Sources: 10

SAMPLE TEXT:

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… [read more]


Human Resources as the Global Thesis

Thesis  |  4 pages (1,340 words)
Bibliography Sources: 1+

SAMPLE TEXT:

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 generation of students need to be shown the "critical role that public workers play" in the life of the community (Lavigna, p. 3).

Next, the recruitment process that the HR people must launch to change the image of the government's public service side is vital. The perceptions that the old-school values still prevail have to be washed away. Seniority should not trump merit, Lavigna writes, and personnel should not be perceived as after control but rather as part of a smooth functioning team out to serve the community. Indeed, attracting the so-called "best and brightest" talent -- especially in positions… [read more]


Human Resource a Common Challenge Term Paper

Term Paper  |  2 pages (716 words)
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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]


Maryland Labor Laws Introdcution Term Paper

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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.

JUSTIFICATION OF APPROACH

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.

GAINING A COMPETITIVE ADVANTAGE BY MEETING STANDARDS

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.

WHAT MIGHT HAPPEN IF NOT HANDLED IN ACCORDANCE WITH APPROPRIATE EMPLOYMENT LAWS

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 http://www.hsph.harvard.edu/ihsg/publications/pdf/No-1.PDF

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 http://www.shrm.org/hrdisciplines/benefits/Articles/Pages/CoordinateDM.aspx

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 http://www.mdod.maryland.gov/uploadedFiles/MDOD/Resources/Employment/employer _docs/Disability%20Employment%20Law1.pdf

The State of Maryland Department of Disabilities. Employment. Viewed on 13 Feb 2013. Retrieved from http://www.mdod.maryland.gov/Employment%20and%20Training.aspx?id=228#MD_W 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 Resources at a Small Term Paper

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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/… [read more]


Human Resources Department Developing a HR Company Manual

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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,… [read more]


Human Resource Management in the Viable Setting Reaction Paper

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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

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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 Management Employee Attitudes Case Study

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" (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 and the theoretical assessment of the world of work via the eyes of research into the area. The disconnect remains in the area of how employees respond to work demands and how to manage the new breed of employee, the generation Y and the millennial worker. These are the truly independent worker that had grown up during the Clinton Administration when millionaires were made at a faster rate than at any point in history. The wealth generated convinced many workers that there would be astounding opportunity for employment opportunities and wages in the future.

A major gap also exists between… [read more]


People Management and Human Resource Essay

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Bibliography Sources: 10

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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.… [read more]


Strategic Human Resource Management Essay

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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]


Personnel Management's Evolution Into Human Resources Term Paper

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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 Resources: Eastman Kodak Term Paper

Term Paper  |  2 pages (643 words)
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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]


Human Resources What Motivates Term Paper

Term Paper  |  2 pages (521 words)
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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,…… [read more]


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

Essay  |  7 pages (2,103 words)
Bibliography Sources: 7

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¶ … 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… [read more]


Human Resources the Main Basis for Discretionary Questionnaire

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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… [read more]


Human Resources Having Different Perspectives Can Allow Term Paper

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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

Case Study  |  3 pages (892 words)
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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 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

Capstone Project  |  11 pages (3,223 words)
Bibliography Sources: 8

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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… [read more]


Human Resource Management Workers Case Study

Case Study  |  3 pages (870 words)
Bibliography Sources: 5

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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]


Human Resources Departments Contracting Out Essay

Essay  |  2 pages (778 words)
Bibliography Sources: 2

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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 Resource Management in Multinational Research Paper

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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.

References

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 Management Has Changed Essay

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Human resources management has changed significantly over the past decade as companies learn to do business in a new, technologically advanced global economy. Because the task of human resource management involves so many facets -- influencing the competencies, behaviors, and motivations of the employees -- human resource managers must stay up-to-date on important changes in the business world. There are many ways that this field has changed recently, including a focus on company values and community involvement; working with multi-cultural workforces; dealing with globalization; and incorporating new technologies.

Over the past few years, the pressure on companies to be good members of their communities has increased. Companies that are good neighbors often encourage their employees to volunteer in the community, and the human resources manager is often put in charge of coordinating this effort, since it involves managing their time and motivating them to participate. Socially responsible companies also choose to hire a different cadre of employees -- ones who fit with the values of the company -- and it falls on the shoulders of the human resources department to find and hire these people. Human resource managers are also responsible for compensation and benefits practices, which must be aligned with a company's position in the community and their attitudes toward social issues.

A recent development in the workforce in America has been the recognition of the importance of teamwork, and along with that, the increasing multicultural nature of the workforce. More and more women are in the workforce, and the new gender mix in the workplace is about 50/50 male to female. Immigration patterns around the world have also resulted in more diversity, which means that employees will have a more diverse…… [read more]


Human Resources Policies and Guidelines Term Paper

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Human Resources Policies and Guidelines

Policies and Procedures

Recruitment and Selection Procedure

Policy Statement on Recruitment and Selection

The purpose of this recruitment and selection policy is to ensure compliance with UK laws on diversity and equal employment. It will assure that recruitment and selection polices are in alignment with organizational goals and vision. Equality and diversity are underlying components… [read more]


Business Management -- Human Resource Issues Response Case Study

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Business Management -- Human Resource Issues

Response to Sean

The way that Agilent handled the downsizing situation sounds ideal. The most important thing they did was establish a completely objective set of criteria to decide which employees had to be laid off. By using only objective criteria -- in this case, location -- the company protected itself against any possible discrimination or wrongful termination claims against the company. The other things that Agilent apparently did right in this case was to treat the laid off employees a fairly as possible because the way that employees feel about how they were treated plays a tremendous role in their response to the situation: those who feel that the organization did right by them are much less likely to resort to legal action against the company. Finally, Agilent also employed good strategy in securing releases of liability in return for extra consideration that exceeded the compensation or severance to which the laid off employees were entitled.

Response to Kristen and Regina

I agree with the importance of documenting information but I would not place as much emphasis on whether or not the instances of lateness were factually accurate. If they were recorded through ordinary business reporting processes, they are actually presumed to be reliable enough to qualify them as evidence in a court of law under the concept of "official business records." I would focus more on making sure that the lateness issue is being enforced fairly and uniformly by the manager to avoid any possibility of claims against the organization for discrimination or wrongful termination if lateness becomes one of the bases for eventual termination. In that respect, what is more important than the amount of lateness…… [read more]


Business Management -- Human Resource Issues Plan Essay

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Business Management -- Human Resource Issues

Plan for Disciplinary Meeting

The disciplinary meeting must address all three issues in their relative order of importance. Specifically, the disciplinary meeting will address poor work performance, tardiness, and conduct issues. Prior to the meeting with the employee, Human Resources representatives will meet with the individual's supervisor to ascertain the necessary information and details at issue. During the meeting with the employee and his manager or supervisor, the HR representative will advise the employee of the apparent problems and inquire into any explanation that could potentially explain his side of things. For example, the HR representative will ask whether the employee has encountered any medical, physical, or psychological problems that could have contributed to his actions and work performance.

Potential Pitfalls, Legal Issues, and the Role of Human Resources

Some of the potential pitfalls and legal issues include accusations of discrimination or failure to accommodate disabilities. That is why the HR representative will first provide the employee the opportunity to rule out causes or explanations for the apparent inappropriate conduct or poor performance in the realm of any possible issues that could trigger discrimination claims. The HR representative can avoid these pitfalls by confirming, for example, that the employee is not suffering from any medical or physical disability that interferes with his work performance or ability to get to work on time. Similarly, HR would want to rule out any possible emotional or psychological ailments or conditions that could have caused the verbal outburst before taking action that is appropriate without any legally recognized mitigating factors. More generally, the role of human resources is primarily to mediate between the employee and the supervisor to provide the employee…… [read more]


Business Management -- Human Resource Issues Essay

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Business Management -- Human Resource Issues -- Post Responses

Sentences per topic by customer request)

Discussion 1 Response

I agree with you about the distinctions between corrective action and disciplinary action and I also agree with you about the general benefits and pitfalls of each; however, I would add that one of the most significant pitfalls of the systematic or formal process-based approach is that it often requires corrective action as a strict prerequisite to any disciplinary action in many instances where some form of disciplinary action would be appropriate. My suspicion is that a seasoned HR manager could cite many cases where the nature of the initial incident or issue already indicated that corrective action would be ineffective but was required by policy. In my opinion, that is one reason why at-will employment with explicit documentation of the mutual understanding of that arrangement can be preferable to bilateral binding employment contracts. Corrective action may often be very useful but should not be mandated by policy where a disciplinary approach might be more appropriate in specific circumstances.

Discussion 2 Response

I completely agree with you that performance appraisals must be objective to be useful. On the other hand, I don't necessarily think that there is no value to subjective…… [read more]


Human Resources Management (HRM) Is Vital Essay

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Human Resources Management (HRM) is vital to any organization, but it often gets overlooked by others and viewed as not being very important at all. These people do not see the value of HRM, and in some cases they do not even think about the department or acknowledge its existence until they need it for something. This attitude causes many problems for the department and the personnel who work within it. Another serious concern for HRM is that a lot of people forget how global the business world is now. It is important that this is realized, though, so that anyone who works in Human Resources is sensitive to the differences that may come up based on culture, ethnicity, and other, similar issues. The lack of understanding of the value of HRM and the lack of sensitivity displayed by some of the personnel who work in that department are prime examples of the tradeoff between the efficiency and the effectiveness that is taking place in organizations today.

In the first example, HRM is often ignored until there is a problem that requires an employer or employee to visit the Department because of a pay or insurance issue, or some other concern. The HR Department can generally move along very efficiently each day, but the effectiveness of it is called into question when people who work in the organization are not sure as to what it does or where to find it. This happens because the HR people often keep to themselves and are not seen around much in most organizations. In order to rectify this problem, the HRM function should be more visible. It should be more included in the daily workings of the employees, instead of only addressed or contacted when there appears to be a problem. Because HRM is such a behind-the-scenes function, there needs to be a way to bring it more to the forefront. A more open-concept office design could help with this in some companies, so that HRM employees are not tucked away somewhere where they have little interaction with other employees in the organization. This can make them an afterthought…… [read more]


HR Management Human Resources Planning Has Three Essay

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HR Management

Human resources planning has three main stages - forecasting demand, analyzing the availability of human resources to meet that demand and formulating a strategy to ensure the organization acquires the resources it needs.

The first step is forecasting demand. The human resources department must determine what its HR needs are going to be going forward. They must take several things into account. One is the growth rate of the company. This will help determine the number of people that the company is going to need. The second thing that must be taken into account is the types of workers that will be needed. This will help to direct the strategy when the time comes. By doing this forecasting, the human resources department will have a strong sense of what positions will need to be filled, and by how many workers.

The second step is analyzing the availability of human resources. This step has two main parts. The first is that human resources must analyze the internal human resources. They need to know what the firm's current capabilities are, since it is always easier to deal with human resource situations internally.

This will help to identify any…… [read more]


Performance Appraisals Human Resource Term Paper

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Performance Appraisals

Human Resource Performance Appraisals

From an employee's perspective, even a negative performance appraisal has its valuable side. It can let the employee know that his or her performance is lacking in key areas, and the employee can seek to redress these areas of deficiency, so his or her job will not be in jeopardy in the future. Even the employee feels that the review is unfair; there are usually ways to appeal the negative appraisal. Also, if the employee's perceptions as to what constitutes excellence and the organization's standards are at odds (for example, if the employee has great creative talent in an organization that values standardization) then it might be better for the employee to find work elsewhere. A positive performance review, of course, is a great boost to the ego, and also lets the employee know what aspects of his or her work are most valued…… [read more]


Human Resources Personnel Often Find Themselves Term Paper

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Human Resources personnel often find themselves in a double bind. On one hand, employees like the convenience of being able to manage their personal data, such as leave, pay, and pension information from their work and personal computers. Also, in a large, corporate environment with many employees, using technology to keep track of vast amounts of data regarding employee information is often necessary, from a logistical perspective alone. However, employees are also understandably concerned that their information may be misused.

This article highlights the importance of the modern HR professional to be fluent in the safety protocols of informational technology, as well as the 'softer' side of human resource management. Employees must know that HR staff is at striving to do all they can to ensure employee data is used in a safe and appropriate manner. Appropriate password protection, and creating usernames ideally not connected to any easily traceable information regarding the employee (like names, birthdays or social security numbers) is just one example of how to create a…… [read more]


Human Resources Management Mr. Robert Harris Term Paper

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Human Resources Management

Mr. Robert Harris, being a respectable and hardworking employee of the HR Products, was facing difficulties despite his exhibition of ability, craft and understanding of the job. His first refusal for a promotion did not make him grumpy or slacken his work (as the V.P. seemed to point the obvious which he had expected: lack of educational… [read more]


Strategic Human Resource Management Essay

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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 the Field Essay

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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.

References:

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]


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

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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 Training Term Paper

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Finally, organizational training and development strategies are important because they contribute to employee satisfaction and motivation. Most employees will be motivated in an organization with a strong development program because this helps them see what they can achieve and how they can benefit. This also tends to make employees feel appreciated and like a partner to the organizations, which also increases satisfaction.

3.

Human resources can ensure that training and development programs are efficient and effective by effectively assessing the needs of the organizations, both in the present and the future. This helps ensure that the right training programs are selected and that people are actually trained in skills that are required by the organization. Human resources can also ensure that they have an understanding of the skills, abilities, and qualifications of all employees. With this knowledge, skill and knowledge resources that are present can be utilized, rather than training new people. Human resources can also monitor the training and development programs to determine if they have delivered benefits. For example, if managers are sent on a course designed to help them learn to motivate their staff, the human resource can complete research six months after the training and see if any benefits can be noted. The information obtained can be used to plan and improve future training programs.

4.

With decreasing funds for training and development, it is crucial for organizations ensure to get the greatest return on their training and development investment. One way this can be achieved relates to employee retention. Consider an employee who is trained by the organization at a cost of $5,000. If this employee leaves the organization, the investment is benefiting another employer, while the organization will have to pay the same amount to train someone else. Focusing on employee retention can help ensure that employees remain with the organization and that their additional skills are utilized.

Return on training and development can also be managed by making managers account for training dollars allocated. For example, if a manager determines a training need, they should be required to show how the training will benefit the organization and document the value of it.

Development and promotion programs are also important to achieving value because an effective development program can have a low cost, but a high value rate. For example, senior managers can be encouraged to mentor younger managers. This kind of in-house training is low-cost. Since it comes from experience and is based on the actual organization, it is also often an effective training method. At the same time, it gets the maximum value out of the training dollars spent on those senior managers, because their training is passed down to others and…… [read more]


Human Resources Management for the Bottling Supervisor Term Paper

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Human Resources Management

For the bottling supervisor - reducing the number of safety incidents by Objective 1: Ensure that all the employees are familiar with the safety norms within the enterprise.

Ensure that all employees apply a common set of safety norms, referred to in a proper documentation.

Ensure that no bottling worker works more than a certain amount of hours, probably eight, during which he is able to devote his entire attention to the job in progress.

In my opinion, in order to be able to reduce the safety incidents by 15%, the first thing that needs to be done is determine (1) causes of the safety incidents and (2) solutions for these causes. Referring to the first one, the causes can range anywhere from not applying safety norms to people being tired at work and losing their focus. However, for this objective, our main concern is safety norms. This action will refer to several phases of implementation of a common set of safety norms within the producing facility.

First of all, we need to have a set of safety norms. In this sense, it is best to hold a brainstorming session with the most important characters in this act. The questions that will be asked is what safety rules do we agree that the employees must certainly abide by in order to reduce risk in the working environment. For the brainstorming session, it is best that we invite one or two workers, who will represent the workers in referring to the safety conditions in the working environment and what causes can be identified by them, the bottling supervisor, who, as a supervisor, is able to see things at a macro level and refer to what the worker needs to do in order to remain on safe grounds, and Doug himself, more as a person able to draw the most relevant conclusions.

The brainstorming session can come up with all sorts of results, ranging from wearing adequate physical protection equipment (helmet, gloves etc.) in the workplace to working within a certain daily schedule previously determined (so as to avoid accidents determined by workers who are tired from overwork) or to norms on eating and drinking in the working environment. Anyway, the idea is that a draft set of rules is likely to be written.

This is where the bottling supervisor and Doug become more visible. In order to be able to have a proper documentation with the safety norms that need to be abided by, the draft needs to be polished. A proper schematic skeleton should be laid in place so as to cover the entire problematic…… [read more]


Human Resource Management: Four Questions Essay

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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.

References

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


Outsourcing HR Functions? Essay

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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).

References

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]


Interviewing an HR Manager Interview

Interview  |  3 pages (802 words)
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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]


Human Resource Management -- Questions Research Paper

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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]


Human Resources Contribution to Competitive Research Paper

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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.

Conclusion

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.

References

Gaining competitive advantage through human resource management. (2005, March 1). Center for Digital Strategies at the Tuck School of Business. Retrieved from www.tuck.dartmouth.edu/cds-uploads/publications/pdf/Round_Overview_GainCompAdv.pdf

Jayne, R.L. (2006, August 14). Knowledge worker: Human resource strategy to achieve a competitive advantage. (Doctoral dissertation, St. Ambrose University). Retrieved from www.midwestacademy.org/Proceedings/2006/papers/paper9.pdf

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 http://hbswk.hbs.edu/archive/4861.html… [read more]


Human Resources Managers From Three Term Paper

Term Paper  |  2 pages (580 words)
Bibliography Sources: 1

SAMPLE TEXT:

Company number one

The HR department does not get a lot of input into how the department is run, and is essentially told to complete the required tasks (as set out be corporate) in an efficient a manner as possible. The main tasks for HR are to provide training and training schedules for the employees and track which employees are taking advantage of the provided training. The HR department uses a web-based information system that helps them track payroll and address payroll problems and helps employees when signing up for health benefits (which they are allowed to do immediately upon hire).

HR effectiveness for the first company was measured by how quickly and successfully the HR personnel respond to employee inquiries and the data on that responsiveness is gathered through the use of email surveys. ROI is determined by calculating the average length of employment and the company turnover rate, average cost per hire is not calculated.

Employee complaints are normally handled through mediation with between the interested parties. One of the HR complaints is that they feel a lack of authority and that they do not get enough input. The HR department is not part of the planning process and has no redress except to complain to corporate headquarters.

Company number two

The second company used data collected through an Affirmative Action plan that charts how the hires reflect diversity goals. The HR department focused on how many employees took advantage of additional available training and tracked the department's effectiveness based on how many employees enrolled… [read more]


Human Resources Labor/Management Relations Which Events Case Study

Case Study  |  4 pages (1,251 words)
Bibliography Sources: 2

SAMPLE TEXT:

Human Resources

Labor/Management Relations

Which events do you feel were most important in shaping the labor relations system? Do you feel that earlier events from the nineteenth-century still have an impact today, or are the current system more of a product of the twentieth-century?

Modifications in labor markets and employment relations in the United States have received substantial attention over the years. The opening position for recounting these changes is usually the institutional construction of labor relations of the postwar era of 1945 to 1975. This era was distinguished by normal full time positions and open ended, long time employment associations that were frequently ordered inside solid inner employment markets. Employees characteristically played out their careers with one company who often treated them like family, and who positioned pay directed by organizational conventions founded on internal standards of equity (Kalleberg, 2001).

The organization of employment relations was changed by the financial, social and political proceedings that occurred during the 1980's and 1990's. These proceedings included: the recurrence of price competition fueled by superior global opposition, technological progress characterized by the extensive use of computers facilitating new schemes of supervision and power, augmented variety in labor force composition mirrored in higher percentages of women and non-white employees, and greater supremacy of capital markets and the connected corporate financial reform (Kalleberg, 2001).

These proceedings led to the termination of the post war scheme of employment relations and to the appearance of new institutional regulations which came to be known as the new agreement among employers and their workers, which led to a new labor market. These new relationships can be seen in the decrease of solid inner employment markets and larger inner firm mobility, the vanishing of the cooperation envisioned as a family unit, layoffs of workers even in superior financial times, and organization procedures that redesigned the business by cutting back, subcontracting, outsourcing, employing temporary workers, and connecting pay to performance (Kalleberg, 2001).

Case Study

How much power or influence do the labor and management sides have over workplace rules and organization?

There are fundamentally three layers of decision making that takes place in a labor-management relationship. These decisions are very influential in the interrelationships among activities at different levels of a company's structure. They enlighten the origins of any established disagreements or discrepancies that take place amid the practices and strategies of the organization. It is important that companies consider the consequences of strategic decisions and examine the effects of increased contribution by individuals and work groups in the industrial relations system.

Level 1 is that of strategic decision making. It is at this level that main approaches are believed to exert long-term pressures on collective bargaining. Instances of such concerns are: what businesses invest in, where they locate work locations, and whether to buy or make a variety of apparatus. The public sector connect in strategic decision-making of the first level in deciding what services and goods are responsible for presenting to the public, and choosing whether to offer… [read more]


Human Resources Labor Relationships a Labor Union Term Paper

Term Paper  |  3 pages (1,350 words)
Bibliography Sources: 4

SAMPLE TEXT:

Human Resources

Labor Relationships

A labor union is an association of workers who have come together in order to attain common goals in relations to such as better working conditions. The job of the leadership of the union is to negotiate with the employer on behalf of union members. The labor contracts are known as collective bargaining agreements. These agreements can include such things as: negotiation of wages, work rules, complaint processes, rules that oversee hiring, firing and promotion of workers, benefits, workplace safety and other policies. The contracts that are negotiated by the union leaders are binding to both the employees and the employer. In some cases that are even binding on workers who are not part of the union. Once the government approves a union's position as representing a group of workers, it represents them solely, whether or not particular employees want collective representation or not (Reynolds, 2008).

Section 7 of the National Labor Relations Act gives employees the right to form, join or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of mutual aid and protection. It is an unfair labor practice (ULP) for management to infringe upon these rights (the Law, Employee Rights and how they affect Workers Right, 2006).

Union leaders are in agreement that in order for the labor movement to revive, the turnaround must happen within the private sector. Unionization among government employees is projected to remain comparatively easy even though the governors of Indiana and Missouri recently took away the right of state workers to unionize. Since states and cities seldom take on unions, 36% of the nation's public employees are unionized. Factory workers were once at the center of the labor movement, but employment in many former labor strongholds like steel, rubber and autos, has gone down because of automation and imports. Many organizing efforts are not able to keep up with the decline of manufacturing jobs (Splintered, but Unbowed, Are Unions Still Relevant, 2005).

Full-time nonunion workers in 2002 had on average weekly earnings of $587. This was 21% below the $740 that was earned by union members. A survey conducted in 1985 of two hundred economic studies concluded that unions were responsible for their members' wages being, on average, 14 to 15% higher than wages of equally skilled nonunion workers. Other economists have claimed that the union premium was 20 to 30% or higher throughout the 1980's. In a recent National Bureau of Economic Analysis study, it was established that there is a union wage discrepancy of 18%, which was a relatively stable premium from 1973 through 1995 (Reynolds, 2008).

The wage premium tends to vary by industry and phase of the business cycle. Unions that stand for garment workers, textile workers, white-collar government workers, and teachers are thought to have very little impact on wages. On the other hand wages of unionized mine workers, building trades people, airline pilots, merchant seamen, postal workers, teamsters,… [read more]


Labor Unions Are Communities Essay

Essay  |  3 pages (906 words)
Bibliography Sources: 3

SAMPLE TEXT:

This can occur when the organization only concentrates on its personal interests and expects that the employees are simply going to cooperate. Workers can only emphasize the important role they play within the company as a result of refraining from collaborating.

Depending on the attitudes that a company puts across with regard to its employees, they are more or less likely to cooperate. Some companies prefer to take on an adversarial strategy by acting only based on their interests. Other companies are likely to accept to cooperate with a representative elected by its employees. A number of companies actually support their employees in getting actively involved in making important decisions and addressing organization policies.

Society has experienced much change during recent decades and while unions have preserved many of the attributes they held more than a century ago, matters are confusing with regard to the exact role they play in today's world. At a certain point in history unions actually supported numerous individuals in being able to have organizations respect their rights. However, it seems that unions have recently lost many of their initial values with the purpose of being able to maintain their position. The irony is that many unions have come to be well-managed organizations, practically coming to be exactly what union members despise the most.

The general idea is not necessarily that unions are no longer relevant, it is just that they are no longer relevant in the U.S. And in their current form. Other countries certainly need unions that can fight for the rights of workers, but the fact is that the U.S. is unlikely to improve as a whole as long as unions within the country fail to acknowledge that times have changed and that they need to restructure their strategies in order to actually be as effective as they have been in the past.

All things considered, unions are no longer relevant in the U.S. As long as they maintain their traditional attitudes. Union leaders have to acknowledge the different environment they are currently living in and they thus have to concentrate on trying to continue to be harsh with regard to companies attempting to exploit their employees unfairly while also gaining a more complex ability to differentiate between situations when they need to use force and situations when they need to focus on cooperating.

Bibliography:

Brooks, G.W., Estreicher, S., Katz, H.C., Kaufman, B.E. (2001). The internal governance and organizational effectiveness of labor unions: essays in honor of George Brooks. Kluwer Law International.

Dessler, G. (2009). Fundamentals of human resource management: content, competencies, and applications. Pearson Education, Limited.

Yates, M. (2009). Why Unions Matter. Monthly Review Press.… [read more]


Final Situation Update Term Paper

Term Paper  |  5 pages (1,468 words)
Bibliography Sources: 0

SAMPLE TEXT:

Human Resources Pumps

Pumps for All, and All for Pumps: A Human Resources Management Improvement Scenario

One year ago, Pumps For All -- an engineering and manufacturing firm devoted to the advancement and implementation of liquid (primarily water) movement and pressurization -- was facing massive turnover problems. The brightest graduates from top engineering schools were being recruited to the firm,… [read more]


Human Resources Labor Unions Essay

Essay  |  2 pages (721 words)
Bibliography Sources: 3

SAMPLE TEXT:

¶ … Human Resources

Labor unions have been around for decades and will probably continue to be around for decades more. These unions came into existence out of necessity. They fight the employment rights of the worker and this includes anything from better wages to better overall working conditions. Although labor unions seek to help the employer, they are favored positively by some and negatively by others. They are not always held in the highest esteem, but their role is important and even though they are disliked by some, they are respected by many others. Many respect the role that the labor union plays because of their negotiating power which is also called collective bargaining. Labor unions have more clout when it comes to negotiating than an individual worker or a group of workers.

There are differing views on labor unions. Many workers prefer to belong to a union because they feel that the labor union gives them a voice. If they are having issues with their employer that they cannot seem to remedy themselves, they can always go to their union representative for assistance. Unions also help workers by negotiating salary increases to ensure that their salaries are competitive with the general market. Also, workers can benefit from other services that the union membership offers such as discounts on various services such as insurance and even legal services (Berman et al., 2002).

Labor unions are not favored by everyone. Managers generally tend to have reservations about labor unions. Managers represent the company they work for and always have to be concerned with the bottom line. As such, they sometimes have to make decisions that are not popular with their employees. When instances such as this happen and the employee is a member of an organized labor union, he has a means of redress. He can take the issue to the union representative who will then fight the battle for him. The manager does not like this because they see the union as means of dividing the employee and the manager as well as tampering with the organizational change of the company (pg. 277).

The labor union organizational leader has…… [read more]


Florida State Agency Class Action Research Paper

Research Paper  |  4 pages (1,030 words)
Bibliography Sources: 3

SAMPLE TEXT:

0031). This apparent conflict between the prohibition on overtime pay for "excluded career service employees" is addressed by the Florida Administrative Code's section on Regular Compensatory Leave, which states that "(1) If an agency requires an excluded career service employee to work hours in excess of the regular work period or an approved extended work period, the employee shall, with agency approval, earn regular compensatory leave credits on an hour-for-hour basis; provided, no employee may accrue more than 240 hours & #8230; (and) (2) Agencies shall make reasonable efforts to allow employees to use regular compensatory leave credits. An agency may require an employee to use the credits" (60L-34.0043). Furthermore, the federal mandates of the Fair Labor Standards Act state unequivocally that "excluded employees are not eligible for overtime pay under the Fair Labor Standards Act, however, under certain special circumstances they may receive leave credits or straight-time pay, depending on the pay plan and level of their position" (FLSA, 2011). Based on the preponderance of evidence gathered from this review of the pertinent regulatory provisions, it is quite clear that the directors' complaints regarding their right to compensatory leave time is valid, and that the aggrieved employees are fully deserving of further consideration in terms of agency-generated reimbursement for their unpaid work hours.

Conclusion

While this case was relatively straightforward in terms of deciding in favor of the complainants, this agency and others throughout Florida would be well served to subject their own internal policies regarding compensatory leave time for "excluded career service employees," because the statutory language is clear and emphatic on this issue. In order to ensure agency-wide compliance with the Florida Administrative Code in the future, it is imperative that all human resource managers, personnel directors, and payroll accountants be apprised of the current legislation regarding "excluded career service employee" and methods used to compensate them for overtime and other commonly occurring circumstances. By doing so, the risk of cases like that which recently occurred becoming repeat incidents would be effectively reduced, because those in charge would have no excuse for ignorance of the law. As far as the directors' current case is concerned, considering the legitimacy of their complaint, this agency must begin an immediate process of reparations to remedy the situation. This includes the provision of all compensatory leave time due each director, as well as individual meetings with each complainant to review the circumstances of their case. Avoiding litigation and other damaging consequences associated with this internal oversight must be of paramount concern at this point, so any requests made by the directors who were not duly paid for their overtime hours should be granted, within the boundaries of reason and prudence.

References

The Fair Labor Standards Act (FLSA) (29 U.S.C. § 201-219). Retrieved from Florida administrative code. (2013). Chapter 60, 60L. Personnel Management System, § 60L-

34.0031. Regular Time and Overtime. Retrieved from Florida Department of State

Website:

http://flrules.eregulations.us/code/rule/60L-34.0031?selectdate=10/31/2013

Florida administrative code. (2013). Chapter 60, 60L. Personnel Management System, § 60L-

34.0043.… [read more]


Human Resources at Telesouth Case Study

Case Study  |  6 pages (1,775 words)
Bibliography Sources: 0

SAMPLE TEXT:

The schedule below shows the expected timeframe when the success of this plan is to be evaluated.

Evaluation and approval of this proposal

17/03/2014-31/03/2014

Recruitment of new managers/supervisors (preferably female)

01/04/2014-30/07/2014

Development of employee training programs

20/04/2014-20/07/2014

Scheduling of employee timetables to suit their career needs

15/06/2014-20/09/2014

Recruiting subordinate more employees

15/07/2014-15/08/2014

Weekly, bimonthly, and quarterly training begins

01/10/2014- 20/12/02014

Recruitment and selection of a Career Manager

10/10/2014-31/12/2014

Carrying out a survey to evaluate the success of the program

23/12/2014-20/01/2015

Evaluation

After the implementation of the identified plan, it will be appropriate for the management to evaluate the success of the project. The following benchmarks will be used to evaluate the project's success:

1. Has the rate of employee retention is improved?

2. Has the level of employee turnover been reduced?

3. Do we have a proportionate number of employees reflecting their gender balance?

4. Do we have many employees participating in career development programs and feeling satisfied with the current arrangement?

5. Do we have a close working relationship between the subordinate and the top management/supervisors?

6. Do employees feel generally happy working at TeleSouth?

Answers to the affirmative for the questions identified will be an indication that the plan established has been successful. Any other response will be an indication that not much has been done and efforts will be required to foster the success of the project. In any case, a reduction in employee turnover and increase employee retention/satisfaction will be an indication that the company has succeeded in reinventing itself in the industry.

High employee turnover and Employees quitting jobs

Senior management too busy…… [read more]


Employee Training and Career Development Term Paper

Term Paper  |  3 pages (1,266 words)
Bibliography Sources: 3

SAMPLE TEXT:

Employee Training and Career Development

Employee training involves learning done by an employee. It seeks a permanent change in the employees that lead to the improvement of their job performance. Employee training involves changing how an employee works, their attitude towards work, the people they work with and towards the organization.

Career development is an approach used to marry the employee's goals with the needs of the business. Career development purposes to enhance an employee's job performance enable someone to take advantage of future job opportunities. It fulfills the company's goals for an effective and dynamic workforce. This involves the managers, the human resource department and the employee himself. The company structures the career progress of its members.

Role of training in an organizational development

Organizational development is the effort made by a company, to increase its relevance and its viability. This can be made possible by employee training. Training for an employee or for a group of employees can be initiated in an organization for a number of reasons. These reasons include:

When performance improvement is indicated, for example, after a performance appraisal

As an overall professional development plan

To train the employees about a specific subject which could be new in the field like new technology

To evaluate the status of improvement in a betterment effort

To test the functioning of a new performance management system

To assist in the case of succession in an organization carrying out change in roles

Employee development methods

Employee development is achieved in many different ways. T his is dependent on the job of the employee or the task at hand. This can range from training of a new-hire about the operations of the company to introduction of a new idea or concept to a workgroup in the office. Employee development can also be classified into two, on-the-job training methods and off the job training methods

on-the-job training includes:

Job instructions involve receiving instructions while on the job. The supervisor gives instructions, and the employee learns under supervision.

Job rotation, which involves moving the employees to different positions so as to expand their knowledge and skills. The benefit of job rotation is it increases an individual job experience and allows an employee to absorb and learn new information and reduces boredom.

Assistant-to position is the type of training that makes an employee a staff assistant and expects him to perform duties under the supervision of a supportive coach. This is beneficial in that the employee gets to experience a wide variety of skills, and they are in the process groomed for a higher position.

Apprenticeship and coaching where a coach provides a model that the trainee is expected to emulate. It is beneficial as this method is less formal because it has fewer formal classes and on this method one gets to develop both their skills and also gets career advice from the mentor or the coach.

Off the job training is the other training method and it includes:

Lecture courses and… [read more]


Human Resource Planning Term Paper

Term Paper  |  6 pages (2,145 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Human Resource Planning

All organizations require employees to make them a success and it is considered as important as finance, machinery and land for running the organization successfully. The important point to note here is that individuals all have different temperaments and working methods, and some people in the organization have the responsibility of making them all work together. These… [read more]


Human Resource Management Techniques Term Paper

Term Paper  |  9 pages (2,428 words)
Bibliography Sources: 1+

SAMPLE TEXT:

¶ … human resource management techniques through the use of an interview with a human resource manager. The writer explores employee satisfaction, union issues and polices through the interview. There were five sources used to complete this paper.

Effective human resource management can mean the difference between a successful company and a company that fails to thrive (Wheeler, 2005). Employees… [read more]


Human Resources Essay

Essay  |  5 pages (1,501 words)
Bibliography Sources: 2

SAMPLE TEXT:

A warning must be given to such an employee and if the problem and performance levels drop the employee can even be laid off. Prior to fixing a problem related to performance the employer must first understand the case.

In situations when the employee is not making enough efforts to complete the required tasks then increased pressure can be put on them to perform. However, if the actual problem is the ability in that case, by putting more pressure means that you are making things worse (Stone, 1999). Thus, to avoid problems the employer at any time can change the performance and reward-based policies in his or her organization in the desired output is not received from a worker. The purpose is not to go against any government laws that have been set but, the idea is to just to make some changes in the areas where the employer has leverage to do so.

References

Mattioli, M. (2006). Laws of Labor: Core Labor Standard and Global Trade. Harvard International Review, 26 (2).

Noe, R. And Noe, R. (2012).Human resource management. New York: McGraw-Hill…… [read more]


Canadian Labor Law and Human Research Paper

Research Paper  |  4 pages (1,615 words)
Bibliography Sources: 10

SAMPLE TEXT:

The growth of the Dollard branch was not foreseeable." (Payne and Rootham, nd)

Summary and Conclusion

Constructive dismissal is often used intentionally on the part of employers to rid themselves of employees for various purposes however, the Canadian employer would do well to understand the liabilities associated with wrongful termination of employees through constructive dismissal.

References

Applasamy, Rajan A. (nd) The Doctrine of Constructive Dismissal. Retrieved from: http://www.unioncimb.org.my/home/news/TheDoctrineOfConstructiveDismissal.pdf

Ball, Stacey Reginald (2011) Canadian and Ontario Employment Law -- Legal Issues. Retrieved from: http://www.staceyball.com/employment_law.htm

Beware of Constructive Dismissal Risks (2011) HR Compliance Insider. Retrieved from: http://www.hrcomplianceinsider.com/newsletter/beware-of-%E2%80%98constructive-dismissal%E2%80%99-risks

Ceaser, R. Lance (2008) UNILATERAL CHANGES TO EMPLOYMENT CONTRACT WITH TWO YEARS' NOTICE FOUND TO CONSTITUTE WRONGFUL DISMISSAL Wronko v. Western Inventory Service Ltd., [2008] O.J. No. 1589 (C.A.). Retrieved from: http://www.filion.on.ca/uploads/File/pdf/caselaws/Wronko.pdf

Constructive Dismissal - 815-1-IPG-033 (2010) Human Resources and Skills Development Canada. Retrieved from: http://www.rhdcc-hrsdc.gc.ca/eng/labour/ipg/033.shtml

Fantini, Jennifer M. (2008) Constructive Dismissal in Review: Lessons Learned from the Past Two Years. 11th Annual Labour & Employment Symposium. Borden, Ladner, Gervais. Waterloo Region. Calgary. Retrieved from: http://www.torontoshokokai.org/Image/11th%20ANNUAL%20LABOUR%20&%20EMPLOYMENT%20LAW%20SYMPOSIUM/Workshop%202.pdf

Howcroft, Michael, et al. (2010) Constructive Dismissal Law Update. Blakes. Retrieved from: http://www.blakes.com/seminars/labour&employment/17_6_2010/07_Constructive_Dismissal__(M__Howcroft)_.pdf

McClelland, Christopher (2009) Restructuring and Constructive Dismissal. Blane McMurtry. Retrieved from: http://www.blaney.com/resources/contentfiles/blaney/Resources/article/restructuring-and-constructive-dismissal/pdf/article_restructuring%20and%20constructive_2008_CMC.pdf

Molnar, L. Frank (nd) Constructive Dismissal Claims: Has the Standard Changed in the New Economy? Retrieved from: http://www.fieldlaw.com/PresentationMaterial/LFM_ConstructiveDismissalClaims.pdf

Payne, Janice and Rootham, Chris (nd) Constructive Dismissal. Lorman Education Services Employee Discharge and Documentation in Ontario. Retrieved from: http://www.nelligan.ca/e/pdf/Lorman_Education_Services_Payne_Rootham.pdf… [read more]

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