"Career / Labor / Human Resources" Essays

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Canadian Labor Law and Human Research Paper

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


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.


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]

Human Resource Is a Function Term Paper

Term Paper  |  6 pages (1,900 words)
Bibliography Sources: 6


The prevailing rates of the wages, the availability of local people qualified to fill the vacant positions, local laws, and the use of expatriates interact to influence the level of benefits and compensations. For example, when a company has few applicants for a given job, the remuneration of that position usually increases. For the company to reduce the expenses, the manager may consider hiring an expatriate (Mondy, Noe, & Gowan, 2005).

Multinational corporations develop policies that are applicable globally so that it can offer benefits and salaries representing a given market level. For instance, large and successful companies that emphasized on quality employees and products have global policies that pay the highest salaries everywhere they operate (Mathis & Jackson, 2003).

Task distribution

Task distribution is very complicated, and a very difficult affair because of the lack of communication, coordination of the different sites, cultural barrier, lack of adequate knowledge bases and other dependencies. There is also limited space and time that make the role of task distribution very challenging. In multinational corporations, different employees have divergent views from different cultures and integrating them is very difficult. This makes the role of task distribution very difficult in multinational corporations. There is also the role of language barriers that engulf the multinational corporations. Different people talk different languages and thus communication and assignment of different tasks to them can be very challenging (Mondy, Noe, & Gowan, 2005).

The different task allocation strategies are used in an environment including modular structures like product-based and functionally based, functional expertise-based structures, phase-based structures, and customization-based structures. These structures consider one criterion in the allocation of tasks to remote teams and ignore other important factors. In most cases, important factors such as cultural dependencies and communication are often ignored. According to scholars, mutual trust, willingness to work, product architecture and culture must be part of the deliberations for task allocations.


Collings, D.G., & Wood, G. (2009). "Human resource management: A critical approach." In D.G. Collings & G. Wood (Eds.), (pp. 1-16). London: Routledge.

Mathis, R.L., & Jackson, J.H. (2003). Human resource management (10th ed.). Mason, Ohio: Thomson/South-western.

Mondy, R.W., Noe, R.M., & Gowan, M. (2005). Human resource management (9th ed.). Upper Saddle River, N.J.: Pearson Prentice Hall.

Rowley, C. (2008). Globalizing international human resource management. London: Routledge

Schmind S. & Kretscchmer K. (2011), "Performance Evaluation of Foreign Subsidiaries"…… [read more]

Lincoln Electric Has a Human Resources Philosophy Case Study

Case Study  |  2 pages (557 words)
Bibliography Sources: 2


Lincoln Electric has a human resources philosophy that emphasizes independence and communication. This philosophy leads to a degree of self-actualization among employees as they feel like they are an important part of the Lincoln Electric team. In addition, the company utilizes incentives to motivate superior performance. These incentives have become expected, but the company has also delivered consistently strong performance. Lincoln Electric has very low turnover, which indicates that the firm is oriented towards hiring good people, training them, and utilizing that knowledge throughout the entire working career of the employee. The cash rewards system is long-standing, and can be very generous, which encourages lifetime employment.

In addition, Lincoln utilizes other forms of compensation effectively. The company offers a potential plan to encourage retention, but it combines this with a policy of hiring from within. When a firm hires from within, it creates opportunities for employees who are already oriented towards staying with the firm to achieve a level of self-actualization as they grow into more challenging and sophisticated roles. The merit rating system is used with pay raises based on a formal job evaluation process, although this process is fairly subjective in nature. This gives employees the opportunity to understand what their key performance measures are and work towards those. As long as management designs the key performance measures well, the company should have a high degree of congruence between its objectives and the actions of its employees.

Lincoln has a strong anti-union attitude. That the company provides well for its employees has effectively convinced employees to ignore union overtures. The company treats its employees as though they are partners in the business, and this is reflected…… [read more]

Effects of Employees Essay

Essay  |  7 pages (1,953 words)
Bibliography Sources: 1+


¶ … Employees' Turnover on Human Resource Department

With the realization that the organizational staff members represented the most valuable asset of the company, managers strived harder than ever to create a favorable working environment, in which the employees could flourish both professionally as well as personally. The trend is obvious at the entire level of the business community and… [read more]

Recruitment and Selection Research Paper

Research Paper  |  6 pages (2,093 words)
Style: APA  |  Bibliography Sources: 12


¶ … Continental Airlines Human Resources Plan

Human resources represent the most valuable resource a company owns, a resource that must be properly managed in order to help the company develop and achieve its goals and objectives. There are many factors that influence a company's human resources situation in a positive or a negative manner. The recruitment and selection process… [read more]

Human Resources Recruitment and Selection the Equal Thesis

Thesis  |  3 pages (1,056 words)
Bibliography Sources: 5


Human Resources

Recruitment and Selection

The Equal Pay Act of 1963 is a change to the Fair Labor Standards Act of 1938. It is a federal law that necessitates employers to pay all employees equally for equal work, regardless of their gender. This act bans unequal pay for equal or considerably equal work performed by men and women in the same company. The Equal Employment Opportunity Commission is charged with enforcing this act. It also bars employers from dropping the wages of either sex in order to comply with the law. The act makes no requirements as to wage discrimination based on race or national origin, addressing only the issue of sex-based wage discrimination and covering only situations involving substantially equal work. The Equal Pay Act pertains to all employees covered by the Fair Labor Standards Act. The Equal Pay Act covers all professional employees such as executives and managers and includes administrators and teachers in elementary and secondary schools as well (Equal Pay Act, 2010).

Up until the early 1960s, newspapers printed separate job listings for men and women. Jobs were classified according to sex, with the higher level jobs listed almost exclusively under the males category. In some cases the paper would run identical jobs under male and female listings but with separate pay scales. In regards to employment separate almost always meant unequal. Between 1950 and 1960, women who held full time jobs earned on average between 59 -- 64 cents for every dollar their male counterparts earned in the same job (The Wage Gap, 2007).

It wasn't until the passage of the Equal Pay Act in June of 1963 that it became illegal to pay women lower rates for the same job strictly on the basis of their sex. Verifiable differences in seniority, merit, the quality or quantity of work, or other considerations might merit different pay, but gender could no longer be viewed as a drawback on one's resume (The Wage Gap, 2007).

Landmark cases that have been decided in regards to the Equal Pay Act include the following. Schultz v. Wheaton Glass Co. (1970), U.S. Court of Appeals for the Third Circuit. In this case the court ruled that jobs need to be substantially equal but not identical to fall under the protection of the Equal Pay Act. In other words an employer cannot change the job titles of women workers in order to pay them less than men. Corning Glass Works v. Brennan (1974), U.S. Supreme Court. In this case the court ruled that employers cannot rationalize paying women lower wages because that is what they traditionally received under the going market rate. They went on to say that a wage discrepancy occurring simply because men would not work at the low rates paid women was unacceptable (The Wage Gap, 2007).

Employers are not allowed to pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within… [read more]

Human Resources Extrinsic: Clear Expectations Term Paper

Term Paper  |  3 pages (738 words)
Bibliography Sources: 5


e., small group, computer-based, video, classroom...)


skill levels compensable job factors work environment (e.g., hazards; attention; physical effort)

responsibilities (e.g., fiscal; supervisory)

required level of education (indirectly related to salary level)

Selection Procedures

job duties that should be included in advertisements of vacant positions;

appropriate salary level for the position to help determine what salary should be offered to a candidate;

minimum requirements (education and/or experience) for screening applicants;

interview questions;

selection tests/instruments (e.g., written tests; oral tests; job simulations);

applicant appraisal/evaluation forms;

orientation materials for applicants/new hires

Performance Review

goals and objectives performance standards evaluation criteria

length of probationary periods duties to be evaluated


Job Description.

Branch: Employee Resource Management

Job Posting Period: 10/30/2009-11/19/2009


Position Information:

Mgr Selection and Placement (Non-Bargaining)

Grade: EAS - 25

FLSA Designation: Exempt

Occupation Code: 0212-0006

Non-Scheduled Days: Saturday/Sunday

Hours: 8:00 AM to 5:00 PM

Salary Range: $62, 131.00 - $107,190.00 Annually

Finance Number: 102023

Functional Purpose:

Manages complex research analysis and special studies to identify and evaluate, and implement approaches to support and enhance human resource selection, evaluation and recognition systems, procedures, and policies. Manages the implementation and administration of policies and procedures which govern recruitment, employment, placement, reassignment and promotion of non-bargaining unit employees.


1. Ability to manage team or task-force research and development efforts, including planning; determining requirements; organizing and assigning deliverables; monitoring progress; and providing technical guidance and feedback.

2. Knowledge of professional standards related to personnel selection and evaluation, including the Uniform Guidelines on Employee Selection Procedures

3. Knowledge of laws and regulations related to employment and placement (e.g., Rehabilitation Act, Veteran's Preference Act, Uniformed Services Employment and Reemployment Rights Act).

4. Knowledge of USPS selection, evaluation, and promotion policies and procedures at a level sufficient to manage their development, implementation, and evaluation.

5. Ability to develop selection and placement programs and policies, and related implementation instructions, reports, and briefings.

6. Ability to evaluate selection and placement concerns or problems, and provide advice,…… [read more]

Human Resource Regulations Thesis

Thesis  |  4 pages (1,037 words)
Bibliography Sources: 3


¶ … human resource regulations. Specifically it will discuss relevant cases that have greatly impacted the way health and safety regulations are implemented at the workplace. Health and safety in the workplace is one of the major concerns of the human resource department. Many landmark health and safety cases have implemented the way health and safety regulations are implemented in the workplace, and they continue to influence the HR environment today.

Perhaps one of the biggest cases to affect the way health and safety regulations are implemented at the workplace was the creation of the Occupational Safety and Health Act (OSHA) in 1970. Since the creation of OSHA, human resources has had to implement numerous health and safety regulations that apply to their companies, from safety training to what type of equipment they must provide workers who work in areas where they need personal protective equipment. OSHA became the "Big Brother" to many businesses, overseeing the health and safety of the workforce by creating legislation regulating everything from interior lighting to training and first aid. OSHA changed the way human resource offices handle new-hire safety training, how they implement additional training, and how they manage health and safety on the job, among many other things. Therefore, OSHA ushered in a new era of consciousness about employee safety and health, and changed the way many companies looked at their own employee safety. With the threat of fines and court cases when OSHA standards are violated, the legislation helped at least some employers clean up their acts and take employee safety much more seriously.

Another case at O'Hare International Airport in Chicago against American Airlines indicates that human resources has to be aware of safety and health issues at all locations of a conglomerate, and they must be continually monitored, leading to increased workload and implementation for human resource professionals. The case, which charged American Airlines with at O'Hare International Airport, included "the airline's ramp services, cargo building, automotive shops, ticket and gate services, tower, two hangars and baggage room" (Mitchell, 2007). They found several violations, including non-labeled materials containing asbestos, respirator issues, hazardous chemicals and non-labeled hazardous chemicals, confined space entry, and lack of hearing conservation. Some of these were repeat violations. The implications this has for human resources is profound. Human resources has to be aware the conditions exist in the workplace, has to train employees to handle and recognize these health and safety violations, they have to be aware of them themselves, and they have to ensure that continued training and education is available to ensure the conditions do not return. This is a huge undertaking and responsibility, because ultimately the health and safety of the workforce depends on their knowledge about health and safety issues that are specific to their profession. For example, in the American Airlines case, hearing protection is critical for people who work in the hangers, on the ramp, and in air cargo, and managers have to be trained to provide ear protection to all… [read more]

Experiment Thesis

Thesis  |  6 pages (2,052 words)
Style: APA  |  Bibliography Sources: 5


¶ … human resource services has changed from its traditional role of providing benefit administration and payroll services to one that has become more focused on treating employees as valued customers through the provision of active support. This transformation has been influenced in part by the ability of human resource departments to provide high quality services to their customers in… [read more]

Samsung Company Term Paper

Term Paper  |  9 pages (2,304 words)
Style: MLA  |  Bibliography Sources: 1+


Samsung - a Human Resource Study

Samsung, or the Samsung Group, is a Seoul-based chaebol (family controlled conglomerate). It has overtaken Hyundai as the largest business group in Korea. It is also Korea's largest exporter. Samsung was founded in 1938, and the Mission statement of Samsung comprises three slogans "Economic contribution to the nation; Priority to Human Resources; Pursuit of… [read more]

Career Plan Term Paper

Term Paper  |  5 pages (1,454 words)
Style: APA  |  Bibliography Sources: 3


¶ … HR professional observed: "in marketing and merchandising" and many other areas of corporate life, you are dealing with product but in "human resources you were dealing with the human potential" (Esdaille, 2004). Helping others reach their maximum potential is my personal goal in life, and my specific career objective is to work in human resources after completing my… [read more]

Human Resources Diversity in Organizations Term Paper

Term Paper  |  5 pages (1,476 words)
Bibliography Sources: 4


The Peoples Bank of Quebec does not propose any initiatives in their diversity plan in regards to pay. They need to make sure that their current wage determinants and benefit schemes are diverse and fair to everyone. Basic benefits need to be consistent across the company and wages need to be consistent within each job classification or function. In order… [read more]

My Mentor Essay

Essay  |  2 pages (541 words)
Bibliography Sources: 0


¶ … Mentor:

HR Director, Human Resources

My mentor Linda Thomas has worn many hats over the course of her long and diverse career in the field of human resources. She is currently Duke Energy's HR Director responsible for HR service delivery. Duke Energy is one of the largest power companies in the United States and supplies and delivers electricity to approximately 4 million customers in the Carolinas and the Midwest as well as natural gas to Ohio and Kentucky.

One leadership initiative Thomas undertook for this Fortune 500-listed company was the design of Duke's current award-winning diversity and inclusion strategy. As more and more companies are looking to capitalize upon the talents of a diverse workforce, Thomas has acted as a pioneer in this field, demanding that the organization's commitment to diversity be based upon deeds and concrete policies, not mere words. Her other responsibilities include talent management, maintaining positive employee-employer relationships, strategic workforce planning and staffing, executive coaching and enhancing organizational effectiveness. In addition to her work for Duke, Thomas also works as a private consultant and is actively sought after as a mentor and peer coach.

Thomas is a native of Charlotte, NC and earned a B.S. from East Carolina University. She is a graduate of the UNC-Chapel Hill Executive Program and a certified SPHR. Thomas joined Duke Energy in 1981 at the Catawba Nuclear Station as a radiation protection technician. Because her career has spanned the areas of emergency planning, training and strategic workforce development, she knows the company from the 'ground up' and also has an invaluable database of information from which to draw when…… [read more]

Management International Management When a Company Manages Essay

Essay  |  4 pages (1,395 words)
Bibliography Sources: 7



International Management

When a company manages international human resources (IHRM) properly, it permits them to vie more effectively in the global market. Recent years have provided a steady changeover in method and matter from workforce management to human resource management, and lately to global human resource management. Those who work as human resource managers should talk to the locals in the foreign country as to try and get a better understanding of the local culture, employment facets, security, traditions and customs so that workers can function in accord with a local traditions. Dissimilar moral and commerce principles can produce pessimistic incidents. For the reason that there has been a variety of alterations in socio-economic and legal-political necessities that vary within nations putting together compensation packages can be very dissimilar from home human resource management. Undertaking business internationally is a momentous and significant stride since the probable incongruity of viewpoints or principles within an organization's human resource's strategies and actions. It is not uncomplicated to administer compensation plans of workers in a big international corporation who are all being paid at dissimilar levels. Workers are frequently more content if they think they are being compensated for their value, particularly those who are employed abroad for a particular episode of time (du Plessis, 2010).


When a business has its workers do business in some other nation, it assumes all the tasks not just the vital tasks of human resource management. For instance, the tasks of employment, guidance and training are particularly stressed in a lot of organizations. They do not deal just with the choice of the most excellent workers to overseas but in addition have to be conscious of the requirements of the entire family that will go with the worker to the foreign country (Chew, 2004). Many people taking on global jobs are not successful because their spouses or families could not amend to their new environment. Thus, it's essential to systematize preparation in the overseas way of doing things for the worker and their family several months prior to leaving. All things that are required for the trip have to be supplied on time. It is furthermore essential to set up their residence in the new environment, as well as to guarantee medical services and school enrolment for the children of the workers (Treven, 2001).

Previous to a global job, the human resources department must be assertively concerned in the employment process by making sure those suitable criterions are used all through the procedure. In addition the essential technical aptitudes, applicants to global jobs should also have additional capabilities in line with their job potential. These should include: a global view of worldwide business in dissimilar nations; being able to work with a variety of individuals from dissimilar nations and cultures; being able to become accustomed to work with other cultures and expand multicultural aptitudes all through the path of a career; widen the ability to treat co-workers as equals; and know how to stay away from… [read more]

Motivation and Incentives in the Workplace Term Paper

Term Paper  |  8 pages (2,443 words)
Bibliography Sources: 1+


Human Resource Management and Motivation

Strategic human resource management or SHRM has been defined as the pattern of planned human resource deployments and activities aimed t the attainment of organizational goals (Wright 1992). It is a macro approach to viewing the function of human resource management in the larger organization and, in this respect, differentiates it from traditional human resource… [read more]

IBM Human Resources Term Paper

Term Paper  |  4 pages (1,128 words)
Bibliography Sources: 1+


¶ … Fidelity wins deal to manage employee services for IBM, written by Laura Johannes and David Armstrong, discusses the benefits IBM and Fidelity Investments will receive from each other as the result of an outsourcing deal. The outsourcing deal involves a Fidelity Investments contract in which Fidelity will administer human-resources programs for IBM. Under the deal, Fidelity's Employer Services Co. unit will take over key human-resources functions for 260,000 IBM employees and retirees (Johannes & Armstrong, 2002). Fidelity will hire 450 of IBM's 1,200 U.S. human-resources employees, however IBM will continue to provide other functions in house, including payroll. The three important benefits that IBM will receive from outsourcing their human resource functions to Fidelity are handling IBM's health-plan administration, career services and pension administration. This paper will discuss how this outsourcing deal will benefit IBM overall, in particular with relation to health plan, career services, and pension administration.

These three outsourced functions will benefit IBM in several different ways. First, Fidelity is a huge player in the business, with 11,000 contracts covering 1.2 million U.S. workers at companies including Shell Oil Co. This indicates that Fidelity is very well experienced in the employee benefits area, and is further equipped to handle benefits administration for a large number of employees. Fidelity will also have the technology available, including the most updated processes for such human resources functions. Overall, IBM will save money and improve services for its' employees through outsourcing its human-resources business. Most importantly, the deal will help IBM focus on its "core competencies," says Towney Kennard, IBM's vice president of strategic alliances (Johannes & Armstrong, 2002). The research indicates that this is a factor that is usually cited when a company the stature of IBM decides to outsource a previously insourced function.

IBM will benefit from outsourcing its health plan administration to Fidelity because health plans are developing products that appeal to consumers as well as employers. According to recent research, consumers will be able to build their own benefit plans with options like provider panels, premiums, copays, coinsurance and drug formularies (Margolis, 2003). Since health plans will use automation and e-business to generate more revenue with less effort, IBM automatically stands to benefit from an experienced company such as Fidelity. Through Fidelity, new members will be able enroll online, replacing paperwork and manual processing. Premium bills will be sent to employer groups for electronic review and reconciliation, versus manual corrections that span several billing cycles and result in perpetually inaccurate balances (Margolis, 2003).

Research indicates that health plans increasingly will turn to outsourcing partners that can offer advantages of scale in administrative areas. These administrative areas include claims processing, member enrollment and billing functions that are important to a company with as many employees as IBM. Whether a health plan's evolution is gradual or rapid, technology will play a critical role (Margolis, 2003). Technology will result in high levels of automation and better, more accessible information. Outsourcing health plan administration to Fidelity will create more automation… [read more]

Human Resources Research Paper

Research Paper  |  3 pages (1,028 words)
Bibliography Sources: 2


Advantages of self-service include allowing people to make changes on their own, typically at any time of day or night if the portal for such changes is online and always-on. As noted before, a potential disadvantage is that it cannot and should not be used for sensitive or more involved situations where a human touch is more practical or outright required (Coronas & Oliva, 2005)(Gueutal & Stone, 2005).

E-Learning & Training

As for E-learning and training, the student learned that while it's also an invaluable tool for teaching people that are disparately located, there are situations and students that do not always take to the e-learning wave as favorably as others and there is something to be said for face-to-face training when it's possible and/or preferable. Advantages of corporate universities allows workers to expand their mind in ways that are specific both to the company itself and its operations as well as skills that can be applied to other situations and even future employers. While it may seem counter-productive or counter-intuitive to potentially give employees skills and knowledge that they can use elsewhere, the workers generally take well to be extended the opportunity and will often reward their employer with their loyalty (Coronas & Oliva, 2005)(Gueutal & Stone, 2005).

Example tools would be online courses that allow for people to learn an internal or external process or software suite using e-learning sessions that are self-managed and self-paced. An alternative is to have phone teleconference (or even web-meeting) sessions (or a blend of the two) to allow for geographically dispersed people to get the same training at the same time while not removing the personal element to the training. The technology is advantageous to use because materials are not in hard copy and are thus easier to update and there is less waste of money, time and resources. Another advantage is that people don't have to travel as much to get trained and this is a main limitation of hiring remote employees, although not the only one. Important considerations is whether online learning is the best way to treat the subject at hand and making sure the learners are paying attention, are engaged and are actually absorbing the material (Coronas & Oliva, 2005)(Gueutal & Stone, 2005).


If there was a salient quote or statement to make about the three above subjects, it would be that while they are extremely useful and very lucrative to use, they must be used with care and should not be used improperly or in ways that actually end up hurting more than they help. Heavy use of online recruiting, self-service and training is a great idea but the idea should not be abused or misused because the effects can be quite extensive depending on how extreme the missteps are.


Coronas, T., & Oliva, M. (2005). E-Human resources management managing knowledge people. Hershey, PA: Idea Group Pub..

Gueutal, H.G., & Stone, D.L. (2005). The brave new world of eHR: human resources management in the digital… [read more]

Entertainment Industry Report Essay

Essay  |  3 pages (939 words)
Style: APA  |  Bibliography Sources: 3


This is no different for the entertainment industry. Any employee within the industry needs to be part of a policy that cultivates their best talents and matches these to his or her talents.

Industry Employment and Policies

Deloitte Consulting (2009, p. 1) indicates an agreement among most industry leaders that the policy of nurturing and motivating high-performing employees is essential for survival in the business world. Part of this is ensuring that a good health and safety policy is in place

Health and Safety

One major problem among industry employees is sleep deprivation (Wexler, 2012). This is particularly so among behind-the-scenes employees, who tend o work long hours, up to more than 70 hours per week. Wexler points out that this is standard in the industry, where no opportunity for complaint exists. The competitive nature of the industry creates an environment within which workers have a choice of working the assigned hours or making room for others who are desperate to enter the industry.

This creates the potential for disaster, as seen in the case of Brent Hershman, whose accidental death as a result of sleep deprivation could have been prevented, according to Wexler. There is, however, no industry safeguards available for these employees.

The Ontario Ministry of Labour (2013), on the other hand, suggests that policies for the mitigation of hazards are essential within the industry. Although the policy relates specifically to those working within live performances, the principle of safety awareness must surely hold for all within the industry. To be sufficiently aware of potential safety hazards, however, an employee should be sufficiently rested. Sleep deprivation is arguably the single highest safety risk in the industry.


In conclusion, for the entertainment industry to survive, policies and regulations need to be in place that protect workers, and by association their employers as well. With constant media attention and the immediacy of digital media, public outcry against unnecessarily dangerous working conditions will not go unheard. Hence, it is the responsibility of employers to ensure health and satisfaction for their employees in the industry. This would cultivate a sense of loyalty among employees, who will be more motivated to carry out their reciprocal obligations.


Deloitte Consulting (2009). Competing for Talent: How media and entertainment companies can maximize their workforce during challenging economic times. Retrieved from: http://www.deloitte.com/assets/Dcom-China/Local%20Assets/Documents/Industries/Technology,%20media%20and%20telecommunications/cn_tmt_competingfortalent_220709.pdf

Ontario Ministry of Labour. (2013). Introduction to Safety Guidelines for the Live Performance Industry in Ontario. Retrieved from: http://www.labour.gov.on.ca/english/hs/pubs/liveperformance/gl_live_intro.php

Wexler, H. (2012, Mar. 29). Sleepless in Hollywood: A Threat to Health and Safety. Retrieved from: http://www.huffingtonpost.com/haskell-wexler/film-industry-hours-sleep_b_1385766.html… [read more]

Carson, v. ). St Article Review

Article Review  |  4 pages (1,231 words)
Bibliography Sources: 0


Kidd, R. (2012). Bowen Basin coal mines face seven-day stopwork. The Telegraph. April 5, 2012. Retrieved online: http://www.dailytelegraph.com.au/business/bma-coal-mines-face-seven-day-stopwork/story-fn7ki9fd-1226319378103

A dispute between labor unions and management in the coal mining sector is threatening the economy, Kidd (2012) points out. Miners in the Bowen Basin, all members of the Construction Forestry Mining Energy Union (CFMEU), have been striking against the BMA (BHP Billiton-Mitsubishi Alliance). Seven mines are affected. The situation reveals the need for effective human resources management throughout diversified corporations. The labor rights battle has been ongoing for more than a year, showing how stubborn clinging to outmoded styles of human resource management can present financial constraints on companies in any sector. Shares in the BMA company have dropped, likely as a result of the ongoing labor disputes (Kidd, 2012). When management-employee relations are not managed effectively, the results can be devastating.

The CFMEU has filed official complaint with the Fair Work Australia, claiming "BMA had breached the Good Faith Bargaining Provision in the Fair Work Act by proposing an employee ballot without union involvement," (Kidd, 2012). The Fair Work Act is designed to protect all Australian employees from infractions perpetrated by management, while helping management to negotiate and broker deals between the company and the union. Achieving a balance between the needs of the company and the need for employee satisfaction is not easy work. However, any study of employment relations reveals the prime need of cultivating employee relations based on trust and mutual respect. The recent strikes among the coal miners show that the BMA company has not fully grasped the importance of effective management-employee relations or the changing context of employee relations with regards to Australian law.

"Unions Vote for Ban on Asbestos Site." The Telegraph. Mar 30, 2012. Retrieved online: http://www.dailytelegraph.com.au/business/unions-vote-for-ban-on-asbestos-site/story-fn7ki9fd-1226314210935

Australian law protects workers against conditions that are unsafe or unsound. The "Unions Vote for Ban on Asbestos Site" story is one example in which Fair Work and Best Practice Guidelines have practical application. Unions in several different sectors have voted to "ban work" at the former James Hardie factory site in Sydney," ("Unions Vote for Ban on Asbestos Site"). The site is "said to be riddled with asbestos," ("Unions Vote for Ban on Asbestos Site"). The strike is related to workplace health and safety concerns, as well as broader social and environmental justice issues. A German firm Remondis has proposed the construction of a waste treatment plant on the site, and the construction would require extensive excavation and unearthing of the potentially dangerous asbestos. The site has been called "contaminated," and the workers are invoking their rights to protest a job based on clear health and safety concerns ("Unions Vote for Ban on Asbestos Site").

This article shows the importance of managing employee relations based on current law and ethical sensibility. The law protects employees against working in conditions that are unsafe or unsound. Moreover, companies that wish to retain their employees and cultivate a workplace environment conducive to business growth and development need to… [read more]

History of Human Resource Management Term Paper

Term Paper  |  7 pages (1,940 words)
Bibliography Sources: 5


If this goal is adequately achieved, this type of outlet can also significantly aid in persuading constituents to speak up if they happen to encounter unethical or illegal activity occurring at the office (Rosanas & Velilla, 2005). As previously inferred, such unsolicited goings-on can cause the ultimate downfall of a company, and once a disreputable atmosphere is created in the workplace, this problem can be extremely difficult to remedy (Rosanas & Velilla, 2005). Therefore, the necessity of human resource departments in taking on actively participative roles in business group activities and the maintenance of open and reliable communicational channels become all the more profound.

Ultimately, the human resource management movement has had a long and tumultuous history. While it has always been an important field, its essentiality has seemingly grown with the continuous progression of business. Initially, key aspects of human resource management were used simply to teach basic tasks to trainees or to test an individual's natural abilities in order to determine what occupation he or she might be best suited for. However, as time has gone on the roles of human resource professionals have become increasingly complex. During the pivotal and transformative industrial period, human resource departments became responsible for assuring an appropriate standard of living for their subordinates, thus expanding the realm of responsibility outside of the office. Furthermore, by playing a key role in the initial establishment and functioning of labor unions, human resource management solidified its role as a vital entity throughout business. And in today's globalized business environment human resource professionals continue to be indispensible. With the ever-increasing knowledge and experience qualifications required of such individuals, it is no secret that a company cannot legitimately hope to prosper in the long-term without having a reliable human resource management team.


Bratton, J., & Gold, J. (2000). Human Resource Management: Theory and Practice. Mahwah, NJ, United States: Lawrence Erlbaum Associates Inc.

Carroll, a.B., & Buchholtz, a.K. (2008). Business and Society: Ethics and Stakeholder Management. Mason, OH, United States: South-Western Cengage Learning.

Chen, C.-J., & Huang, J.-W. (2009). Strategic Human Resource Practices and Innovation Performance. Journal of Business Research, 62 (1), 104-114.

Despres, C., & Hiltrop, J.-M. (1995). Human Resource Management in the Knowledge Age. Employee Relations, 17 (1), 1-23.

Kapoor, I. (2001). Towards Participatory Environmental Management. Journal of Environmental Management, 63 (3), 269-279.

Kurzweil, R. (2001, March). The Law of Accelerating Returns. Retrieved May 19, 2011, from http://www.kurzweilai.net/the-law-of-accelerating-returns

Pynes, J.E. (2009). Human Resources Management for Public and Nonprofit Organizations. San Francisco, CA, United…… [read more]

Human Resource Planning Is Focused Research Paper

Research Paper  |  2 pages (784 words)
Bibliography Sources: 0


This allows the person who wants to retire to have more control over his or her life and work.

6. Skills inventories are important to an organization because they show what all of the employees can do. When a person is unavailable or leaves the organization, knowing who has the skills to take over can be highly valuable to keep the organization moving forward.

7. As the Director of HR, I would immediately notify all of the employees that their information may have been compromised. I would also pay for one year of credit monitoring for every employee, and work with them to handle any claims that came about due to the compromised information. Working with a security consultant to prevent the problem from occurring again and upgrading HR systems based on that consultant's recommendation would also be very important.

8. When there is a surplus of labor, companies may have to fire or lay off employees. They can also cut hours in order to keep more people working, overall. Picking and choosing who to hire is also easier during that time, because there are more options. When a labor shortage comes about, companies need their people to work more hours, and they may have to hire more people -- some of whom may not be exceedingly qualified -- just to keep production moving.

9. Succession planning is designed to protect the company when an important person leaves. Knowing who will take that person's place and whether that person is properly trained to do so is vital. HRISs have helped with that because they provide a more automated way to see who does what and who else can perform those duties. Taking a look at each person's personnel file and skills can help companies choose people to move forward in their careers or train for similar careers that can lead to succession.

10. HR planning will become much more important as the baby boom generation begins to retire? People will be leaving companies in much larger numbers, and companies that are not well prepared for that will struggle. Succession and career planning needs to begin now, so the retirement of a large segment of the population will not financially cripple so many companies. Using HR to address personnel planning and issues can help companies make the right choices…… [read more]

Upbringing the Most Influential Contributor Essay

Essay  |  2 pages (578 words)
Bibliography Sources: 0


I chose the University of Manchester, England, because I have always admired the manner in which the higher education system in the UK combines modernity and tradition in the provision of quality, value-for-money education. The University of Manchester's Business School is an elite institution, well-known for its Msc in Human Resource Management and International Development Graduate Program which is uniquely designed to adequately prepare graduates for the competitive global labor market. Your program will, therefore, be a logical step towards the achievement of my long-term goals, which include acquiring a senior position in the human resource department of, preferably, a bank.

After graduating from law school in 2009, I secured a customer service job in a bank; a position I held for over two years. It provided a unique opportunity for me to gain insight into the ethics surrounding the corporate world, including during the period of Recession, when there was high uncertainty surrounding the recruitment and sustenance of employees. I observed that management-employee relations deteriorate during such economically-challenging periods, and felt the strong urge to make a difference.

I am a diligent person who values success, but also appreciates the fact that success is only achieved through effort. My attention to detail is my greatest strength, and caring for others my greatest passion.

I do not blind myself to the fact that there will be a host of other well-qualified applicants. I however hold the strong belief that because of my commitment, personal experiences, and passion for excellence, I would make an excellent addition…… [read more]

Human Resources Issues at Comcast Group of Companies Term Paper

Term Paper  |  5 pages (2,014 words)
Bibliography Sources: 4


Effects on the Organization -- Comcast may have legal problems if the member-employees can prove its fiduciary duty and they can. ERISA is a federal law, which protects those who participate in employee benefit plans. Participants include employees with stock options in a company. Recommendation and Implementation -- Comcast should confer with its legal and financial officers on how the decreases on company revenues and growth may be tackled without affecting the stock options of the retirement plan of the employees. It should take all steps possible to avoid violating the protective provisions of ERISA (Online Legal Media).

C. Conclusion

If Comcast listens and adopts the recommendations, racial and disability discriminations and the lawsuits filed will be resolved and prevented in the future. There will be better employer-employee relationships if Comcast deals with union demands fairly and promptly. This will also redound to better performance by employees who are union members. And if it protects the retirement plan from risk despite diminished company growth, there will be no additional lawsuits from employees. The likely changes may be additional costs and sacrifice but the side effects will be better working conditions and peace in the workplace. This will lead to overall company growth and public reputation. On the other hand, ignoring the recommendations can lead the company to face more lawsuits than it can handle. Employee discontent will increase and may lead to strikes and other conflicts. These may be costlier than settling their grievances. Comcast may also lose its gleaming reputation as an industry leader and put their corporate survival at an unnecessary risk.

Major lessons learned include the importance of placing the welfare of employees on the same level as the pursuit of profit for Comcast. Not only is it its duty to do so. It is also to its overall and lasting advantage to consider that employees are inevitable to a business. Their welfare will have to be an inherent part of the investment as much as a part of their existence. They cannot be viewed separately and should not be. #


Brennan, N. (2011) Comcast race discrimination complaint. Brennan and Brown Ltd.

Retrieved on February 28, 2014 from http://www.comcastdiscrimination.com

CAP (2014). Democracy at Comcast, free choice. Center for American Progress.

Retrieved on February 28, 2014 from http://americanprogress.org/issues/labor/news/201/07/903/democracy-at-comcas-free-choices-at-work

Civil Rights (2014). Comcast's labor practices. The Leadership Conference on Civil and Human Rights. Civil Rights.org. Retrieved on February 28, 2014 from http://www.civilrights.org/workers/unions/Comcasts-labor-practices-criticized.html

Comcast (2013).Our people. Retrieved on February 28, 2014 from http://corporate.Comcast.com/comcat-voices?category=on-people

Funding Universe (2014). Comcast history. Funding Universe. Retrieved on February

28, 2014 from http://www.fundinguniverse.com/company-histories/Comcast-corporation-history

Kenneally, T. (2013). NBC News, Comcast Hit with age discrimination lawsuit by reporter. The Wrap: NBC News. Retrieved on February 28, 2014 from http://www.thewrap.com/nbc-news-comcast-age-discrimination-lawsuit-by-reporter

Mirando, K. (2010). Comcast hit with disability lawsuit. Legafi: Legafi.com LLC.

Retrieved on March 1, 2014 from http://www.legafi.com/lawsuits/news/747-comcast-hit-with-disability-discriination-lawsuit

Online Legal Media (2014). Big ERISA class action. ERISA. Retrieved on February 28,

2014 from http://www.bigclassaction/lawsuit/comcast=securities-erisa.php

US District Court (2011). Comcast discrimination. Case 1:11-cv-08471 Document # 27

August 15, 2012..Eastern… [read more]

Number of Career Paths Term Paper

Term Paper  |  3 pages (1,239 words)
Style: APA  |  Bibliography Sources: 3


The different elements are synergistic with each other, but also with the overall objectives of the organization. Consider a company like Google. They are essentially a knowledge business, with innovation being a major source of competitive advantage. In order to maintain that advantage, Google needs to attract the smartest people; if competitors have the best knowledge base they will have the innovations that give them competitive advantage. Thus, everything Google does with its human resources management is based on attracting the best talent in the field -- the pay is competitive, the work environment fits the needs of hard-working creatives, and the company ensures that it provides the best working environment The company competes globally as a knowledge business, so it has an entire unit of its HRM department dedicated to obtaining H-1B visas for top talent from all over the world, but it also has set up foreign subsidiaries to handle some of talent it cannot bring to the U.S. Every organization that wants to gain sustainable competitive advantage needs to build its HRM strategies around having the best people (Davoudi, Cherati & Kaur, 2012).

Different organizations are likely to have different strategic HRM plans, because they have different needs. If Google is an example of a company that needs to attract the best talent in order to compete, many other companies serve as an example of the opposite, where they need to find decent people at a low price, in order to maintain their cost leadership positions. There are different approaches to this -- Costco and Trader Joe's pay their employees more and seeks to minimize turnover, while Wal-Mart accepts staff transience as a cost of its low wages. Either strategy can work, as long as the total HRM strategy is coherent, each element supporting the others. When that occurs, the company can enjoy high productivity either by producing more or spending less (Huselid, 1995).

The organization first needs to decide what strategy it will use to compete in the marketplace. Once the organization understands its overall strategic objectives, HRM becomes part of the implementation plan. The company needs to conceive of how its human resources elements will come together to support that overall strategy. How the company intends to compete, what its values are, and what its mission is will all be determinants of the different elements of the strategic HRM system.

There are a number of different career paths within strategic human resource management. For the practitioner, it is important to understand the role that each one plays in strategy -- but all should lead back to the strategic objectives of the organization. For the practitioner, setting policies and tactics will be easier with this overall sense of perspective. Understanding how HRM affects the company is important, because it will be the role of each function within HRM to deliver the result that senior management is seeking. When this is accomplished, the company will have effective human resource management that truly supports its strategic objectives. Companies… [read more]

Human Resource Practices: Wal-Mart Essay

Essay  |  3 pages (1,211 words)
Bibliography Sources: 4


International Job Search

With over 2.2 million employees scattered across 27 countries, Wal-Mart, the world's largest retailer, provides a sound basis for this context, which seeks to evaluate the company's human practices against its own plan of 'becoming a leader in employment practices.' In advertising its open positions, the company makes use of four main avenues including internships, job fairs, college recruiting, and its corporate website. These open positions are either salaried or hourly. The former are the majority, especially in positions of management, giving the impression that the company is committed to retaining its quality employees. Besides career advancement opportunities, competitive pay packages, and flexible scheduling, these positions attract financial and wellness benefits including 401(k) retirement plans, employee discounts, life insurance and employee assistance programs, as well as an array of medical options. Those that involve international assignments outline such significant benefits as overseas premiums, tax equalization, cost-of-living, and housing allowances. They do not, however, mention performance-based evaluations, which would be crucial in increasing the economic attractiveness of international assignments, and consequently, in fostering global mobility.

Recruitment Strategies

Wal-Mart would not be the successful Fortune 500 Company it is today if it did not hire and retain quality employees (Carlson, 2004). The company's human resource practices, the most significant of which include their open employee recruitment and employee personal development, have stood out and driven the company to achieving consummation time and time again (Wal-Mart, 2014). The company "has sought out new ways to attract employees to compensate for their further expansion" (Carlson, 2004).

With regard to employee recruitment, Wal-Mart makes use of four major strategies; website advertising, college recruitment, internships, and job fairs (Haile, 2002).

College Recruitment and Internships: Wal-Mart fans out over 100 college campuses because college populations are largely diverse and their settings bring together people from different genders, races, backgrounds, and cultures (Carlson, 2002). When these diversities are brought together in one Wal-Mart family, they give an outward image of a company with an open recruitment process; one that takes the needs of minority groups into consideration (Carson, 2002). In this way, more people are attracted "to seek employment with Wal-Mart" (Carlson, 2002). Moreover, the company has teamed up with selected colleges in providing "management training for college students so they are more developed and prepared upon their graduation" (Carlson, 2002).

Website Advertising: open positions are advertised in the 'careers' segment of the company's website (Wal-Mart, 2014). Applications are made online through a three-stage procedure, in which workers provide personal information, qualifications, and shift preferences by filling out an online questionnaire and completing a pre-employment assessment test (Wal-Mart, 2014).

Job Fairs: fairs such as the popular 'Hiring our Heroes' initiative, of which Wal-Mart is a national sponsor, give, in this case, military veterans the opportunity to showcase their team building and working skills, and hence be recruited into the Wal-Mart workforce (Wal-Mart, 2014).

Job Opportunity Classification

Open opportunities at Wal-Mart are classified as either salaried or hourly-based (Wal-Mart, 2014). A salary-based position offers a fixed… [read more]

Human Resource Management Motivational Term Paper

Term Paper  |  5 pages (1,654 words)
Bibliography Sources: 5


If employers treat individuals well they are more likely to have motivated employees that will work hard as part of the larger team. Furthermore, if the employee treats some individuals poor, even if there are only a few mistreated, the culture of the organization may diminish and the values placed on good treatment will be eroded. Furthermore, if some individuals are not treated well, under the theory of social equity theory, there is likely to be a poor view of the employers' unfairness by other employees, which will undermine motivation (Torrington et al., 2011).

It is also important to note that some individuals are able to influence others, positively or negativity, as well as play key roles within an organization. Lone wolf's may be great innovators in the research and development department, and help create a high level of value, but individuals may also be responsible to stirring up discontent and calling for strikes.

Therefore individuals are important, as they make up teams, and although there may be an emphasis of teams and groups, the employer should not forget the individuals that make up those groups or teams.


Individual Work to Teamwork

Individual Work to Teamwork


TEAM MEMBER (change in behavior from individual to team member)



Me oriented

Team orientated

Department focused

Organization focused




Creative and collaborative

Written messages

Interactive communication


Substance/team performance



Short-term sighted

Long-term orientation

Immediate results

Long-term results






Cook, Sarah, (2008), The Essential Guide to Employee Engagement: Better Business Performance Through Staff Satisfaction, Kogan Page Publishers

Danish, Rizwan Qaiser; Usman, Ali, (2010), Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical Study from Pakistan, International Journal of Business & Management, 5(2), 159-167

Mone, E. M; London, M. (2010), Employee engagement through effective performance management: A practical guide for managers, New York, Routledge.

Tohidi, H, (2011), Teamwork productivity & effectiveness in an organization base on rewards, leadership, training, goals, wage,…… [read more]

Human Resource Development Program Essay

Essay  |  10 pages (2,751 words)
Bibliography Sources: 12


Human Resources

HRD Development Program

Pathways is a Human Resource Development (HRD) that will be evaluated in this work. This program is structured to help employees to widen their personal as well as their organizational skills, understanding, and aptitudes. Human Resource Development is made up of things such as employee instruction, employee vocation advancement, performance administration, key employee identification, progression… [read more]

Owen, C. ). Human Resource Management Annotated Bibliography

Annotated Bibliography  |  5 pages (1,450 words)
Bibliography Sources: 0


Owen, C. (2005).

Human Resource Management. International Digest. Web. 29 March 2011.

Building your people for the profit of your business

Claire Owen, (Founder and managing director of Stopgap, a UK marketing recruitment agency specializing in both freelance and permanent positions.)

Claire Owen, (2005) "Building your people for the profit of your business," Human Resource Management International Digest, Vol. 13… [read more]

Human Resources Unions When Unions Were First Term Paper

Term Paper  |  10 pages (3,335 words)
Bibliography Sources: 6


Human Resources


When unions were first introduced, membership in the United States rose steadily, but has declined sharply over the last few decades. The AFL-CIO divide which was largely a consequence of differences over the reasons for this decline and what to do about it, marks a historic time for labor unions in the United States. Even though there… [read more]

Culture Human Resources Term Paper

Term Paper  |  3 pages (912 words)
Bibliography Sources: 3



Human Resources

The most important resource that companies can exploit in order to gain competitive advantage is represented by human resources. Although technical and financial resources are of extreme importance to companies' development it is the human resources that generate value. The importance of human resources can be observed in the vast literature and studies that have been conducted in the field. Given the implications of human resources aspects, the discipline of human resources management is trying to provide some standards that can be applied by companies in order to benefit from increased productivity and efficiency.

Human resources are managed differently in accordance with the culture of the country in which the company in case does business. There are significant cultural differences between the Western civilization and the Asian culture. The characteristics of countries in these regions are reflected in the behavior of companies, managers, and employees. For example, there are numerous differences between the U.S. And Japan regarding their approach to human resources management.

The analysis of these countries' approach is based on Geert Hofstede's cultural dimensions approach. The dimensions included in Hofstede's approach are: the power distance index (PDI), individualism (IDV), masculinity (MAS), uncertainty avoidance index (UAI), and long-term orientation (LTO).

In Japan, the PDI is 50, while in the U.S. PDI is 35, the world average being 52. IDV in Japan is 42, in the U.S. is 91, while the world average is 40. MAS in Japan is 90, in the U.S. is 62, and the world average is 58. The UAI in Japan is 88, in the U.S. is 42, and the world average is 60. The LTO in Japan is 75, in the U.S. is 25, and the world average is 43. These values are on a scale from 0 to 100 (Hofstede, 2009).

In Japan's case, the dimensions that are significantly different from the world average are MAS, UAI, and LTO, which are higher in the Japan in comparison with the world average. In the case of the U.S., the cultural dimensions that are significantly higher than the world average are represented by IDV and MAS.

This means that a high masculinity index indicates that in Japan there is a higher degree of gender differentiation of roles. In other words, in such a society the male are significantly dominant. The power structure in Japan is also dominated by the male. As a consequence, the female population in the Japanese society is determined to become more assertive and competitive, orienting towards the male role model.

Japan's high UAI level indicates a society with many rules, and that tries to control results. In addition to this, it means that Japan has little tolerance for the variety of ideas, thoughts, and beliefs.…… [read more]

Florida Company Fastens Its Sights on Global Growth Case Study

Case Study  |  2 pages (719 words)
Bibliography Sources: 2


Human Resources

Pay Decisions at Performance Sports

The first thing employers have to consider when developing compensation packages is equality. It is extremely important that businesses maintain internal and external fairness. Internal equity has to do with the fairness that exists between employees in the same business. External equity has to do with the relative wage fairness when compared to wages with other companies. Regardless of the compensation level, if either internal or external equity is not right, a business will often experience employee dissatisfaction. Employees will often begin to balance their performance through a variety of ways like decreased productivity to absenteeism and eventually to leaving the company altogether (Fogleman, 2004).

Broad banding is one way that can be used to determine a fair wage. This is often done by a market survey. These are normally fast and an easy way figure out compensation guidelines for many organizations. By making a few phone calls to other, similar businesses it can be determined what the market value is for a specific job. Five competency levels have been developed in order to classify employees according to three different criteria. These include authority to make decisions, skill level and supervisory capacity. Every employee can be classified by job title and competency level by using a capability scale. Employees who have similar skill levels or competency are grouped together in compensation bands despite their job title. These bands then compensate like employees at like rates across the entire organization and serve to maintain both internal and external equity (Fogleman, 2004).

In the traditional way, pay is thought to be an entitlement that employees get in exchange for showing up at work and doing well enough to avoid being fired. While base pay is awarded to employees with no consideration for performance, incentives and bonuses are extra rewards that are given on top of that in gratitude of a person's extra efforts. Pay-for-performance is a new way of doing things that is moving away from the traditional entitlement concept. A pay-for-performance plan adds to the base pay or merit increases in order to reveal how highly employees are rated on a performance assessment.…… [read more]

Human Resources Dashboard Creating Human Resource Value Research Proposal

Research Proposal  |  9 pages (2,890 words)
Style: APA  |  Bibliography Sources: 4


Human Resources Dashboard

Creating Human Resource Value

People are the greatest resource that a company has in its possession. The ability to obtain, retain, and manage human resources has a measurable impact on the company's bottom line. Proper management of human resources can create considerable value for the company. People are an investment, and like any other investment; they must… [read more]

Human Resources Companies That Pursue a Low-Cost Essay

Essay  |  4 pages (1,312 words)
Style: APA  |  Bibliography Sources: 2


Human Resources

Companies that pursue a low-cost strategy tend to apply that strategy throughout the organization. Therefore, the most likely compensation mix is weighted heavily towards the intrinsic compensation.

The pursuit of a low-cost strategy implies that a company is attempting to be the absolute lowest-cost competitor, rather than being merely a low-cost competitor. The latter would not represent a source of competitive advantage. To achieve the position as the lowest-cost competitor in an industry requires complete organizational buy-in. Costs must be trimmed in every way possible, especially when other firms in the same industry are attempting to utilize the same strategy. As a result, the extrinsic compensation (pay) in such organizations is often in line with or lower than the industry standards. Executives in such companies must be willing to take such salaries, if for no other reason than as a demonstration of their commitment to cost reduction. This holds true even at the highest levels, because the organizational culture permeates from the top down, and successful adoption of a low-cost strategy requires low-cost pursuit to be an integral part of the corporate culture.

In situations where extrinsic compensation is relatively low, there must be offsetting intrinsic compensation. Such intrinsic rewards can be, for example, the sense of belonging to the industry leader. Further, the recognition that one will receive at later career stages for successful contribution to cost leadership is another strong intrinsic reward. Companies pursuing a lowest-cost strategy require top talent, to find creative ways to reduce costs. Without offering unusual extrinsic rewards, the firm must therefore offer a strong package of intrinsic rewards. Achieving difficult tasks such as reducing costs at a firm that is already a cost leader can constitute a high level of intrinsic reward. Indeed, lowest-cost companies that do not offer such rewards may find it difficult to attract key talent even with higher extrinsic packages.

2) One of the most controversial topics in human resources is the concept of the minimum wage. Proponents of minimum wage increases cite the cost of living and the need for a "living wage." Opponents cite declines in employment.

Both claims are somewhat spurious. Studies have shown that employment does not decline when the minimum wage is increase (Card & Krueger, 1997). On average, businesses make no significant changes as a result of increasing the minimum wage; although they may pass the costs onto their customers. This is in part because such companies are already operating at high levels of efficiency, since they are typically adopting lowest-cost strategies, and the minimum wage affects all competitors equally.

Proponents of raising the minimum wage would suggest that this means a living wage can be offered. However, there is little consensus on what constitutes a living wage. Moreover, raising the minimum wage will reduce the incentive for higher education, which produces a net drag on the economy. Another consideration is that minimum wage is not intended as a living wage; minimum wage earners are typically workers transitioning into the workforce,… [read more]

Growing for Broke Case Study

Case Study  |  3 pages (964 words)
Style: APA  |  Bibliography Sources: 1


¶ … relevance to the human resource side of Paragon Tools, and what the merger would mean for the human capital of Paragon. The central problem in this case study is whether Paragon Tools should acquire MonitoRobotics or not, and how much that acquisition would cost the company. The underlying issue, however, is how it would affect the human resources department, and how not acquiring MonitoRobotics would affect the human capital of the company. Throughout the study, consultants, managers, and staff weigh the pros and cons of the issue, but interestingly, no one brings up the human resource concerns, which seem to be quite vital to the overall outcome of this case study.

Relevant factors in this case study include the growth of the company via the acquisition, which would include expansion in hiring and training. The growth would also change the corporate culture of the company, elicit up-to-date and immediate human resource planning, and could actually add to the overall employment picture in the community. The author of the work also alludes to the fact that the CFO might leave the company if the acquisition occurs, which would lead to an executive job search, which could leave the company in flux and transition at a crucial time. Clearly, this would be a very challenging time for the human resources department, and yet, the study barely alludes to this.

One of the areas this merger would create and improve is the services division, and this is a key factor in the study. Littlefield, the CFO, wants to do away with the division, while it would grow larger if the merger occurred. Thus, there could be two very different results for human resources to deal with. If the services division is closed, human resources must deal with layoffs in the department. They might locate and identify other jobs within the company for some of the workers, and they would have to deal with terminations, counseling, resume help, and the myriad details that come from a large-scale layoff.

On the other hand, if the merger goes through, they would be responsible not only for hiring new staff members to fit roles in the services department, they would certainly be charged with helping at least some MonitoRobotics staff members transfer to Paragon, while dealing with the layoffs and transfers that a merger would bring. They would also have to identify and create training modules for new and transfer employees, and develop training for the new systems and services as they were developed throughout the company. This would be an extremely important function of the department because it would help define the shape of the new company, and it would determine how successful the new company would be, because it would have to be developed very quickly and efficiently to be effective, and it would have to be cost effective and easily implemented, as well.

The…… [read more]

Human Resources Function Term Paper

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


Human Resources

Managing Underperformers and Turnover at Cardington Yutaka Technologies, Inc.

Cardington Yutaka Technologies, Inc., is a subsidiary of Honda Motor Company, Ltd. Cardington Yutaka is a supplier of pre-market components for cars assembled by Honda. Their products include torc converters, brake parts, and catalytic converters. Cardington Yutaka Technologies, Inc. (CYT) began in 1995 in response to demand by Honda… [read more]

Human Resource Challenges Within the Airline Industry Term Paper

Term Paper  |  5 pages (1,416 words)
Style: APA  |  Bibliography Sources: 5


¶ … worldwide airline industry faced continual and accelerated changes from the middle of the twentieth-century until present day. These changes were precipitated from economic, political, and environmental conditions and events. The ever-changing nature of the airline industry has presented several challenges for divisions of human resource management within the industry. These challenges necessitate creative solutions on the part of… [read more]

Politics of Performance Appraisal Term Paper

Term Paper  |  1 pages (334 words)
Bibliography Sources: 0


Human Resources

Performance Appraisal

In your opinion, and from a Human Resource Manager perspective, what are the objectives of employee performance evaluation?

The objectives of an employee performance evaluation should be to honestly evaluate the employee to motivate them and give them areas where they shine, and where they need to improve. It should be an honest appraisal of their work and their work habits. However, as this conversation clearly indicates, that is not always the case. Often politics, personal feelings, and general day-to-day operations creep into the appraisal, creating problems instead of solutions.

As one of the managers notes, some appraisals are completed as a way to get rid of an employee by moving them through the ranks of the company so they do not have to deal with them anymore. Others are a note to the employee that they should be looking for another job, rather than basing their future with the company. Some of the evaluations seem fair and balanced, but many others seem…… [read more]

Human Resource Management With Regard to Interviewing Term Paper

Term Paper  |  2 pages (489 words)
Bibliography Sources: 0


¶ … human resource management with regard to interviewing process.

As a human resource management consultant, I feel it is important that I screen job candidates carefully not only to locate the most professionally qualified, but also to locate the candidates that would work well together as part of the current company team.

In an interview situation there are three questions I never fail to ask.

How would you describe yourself?

The reason I believe that this is an important question in an interview is that it provides the opportunity for me to assess not only what the person is like by his or her description, but it also allows me to ascertain how confident the candidate is based on the ease with which the candidate relates his or her self description.

What influenced you to choose this career?

It is important to try and understand why the candidate wants to have this particular career. If it is because it was expected by family members or because it was the only scholarship offered, the candidate may not have the drive and internal motivation to give 100% to the company. However, if the candidate describes a love for the industry and the plans he or she has for future career moves, I know I am speaking to someone who is willing to work hard to succeed.

What do you think it takes to be successful in this career?

This is a very important question as…… [read more]

HRM Policies Programs Term Paper

Term Paper  |  4 pages (1,066 words)
Style: APA  |  Bibliography Sources: 5


¶ … Human Resource Management. The writer explores the field and illustrates the differences that the industry can make when it comes to the smooth operation of a company. There were five sources used to complete this paper.

The field of Human Resource Management has become one of the hottest majors in universities today. Those who leave school with a degree in the field anticipate not only fulfilling work but an extremely satisfactory financial ladder to climb as well. The reason the field is exploding is because it is a field that has benefited the work industry significantly and promises to continue doing so in the future.

WHAT IT IS Whether it is the recruiting and training of new employees, the overseer of benefit packages or the distasteful task of organizing massive layoffs, the Human Resource Management field is an interesting one that plays an important role in the overall organizational effectiveness of an organization.

Before one can determine that effectiveness one should have an understanding about the field and what it involves.

Human Resources Management is a department within an organization that is responsible for the manpower of that company. Whether it is a company that makes a million widgets a year, or a company responsible for the design of the next nuclear bomb the Human Resources Management team provides the workforce, the benefits, the labor dispute assistance and the training for the company to run more smoothly.

Long before the field of Human Resources Management became popular companies had to keep track of the many details involved with hiring, training, raises, vacations and termination of employees. As governmental mandates moved into the picture with regards to work environment, required training and other elements of production those tasks became overwhelming for companies to deal with.

Today the policies of Human Resources Management make a tremendous difference in the operations of a company. In addition, those policies and programs have an overall positive impact on the effectiveness of the organization.

A recent study examined the measurable impact that Human Resources Management had on the companies that were part of the study. The study looked at 175 Dutch high performance companies and found that the policies and programs provided by Human Resources Management departments helped maintain the smooth operation and high performance of those participant companies (Hartog, 2004).

Another recent study examined the value of Human Resources Management as an industry (Becker, 2003).

Using a human benchmark system the study explored the effectiveness that the department has on the outcome of the organizations that use HRM.

The researchers outlined the fact that they believed using external factors as benchmarks was the wrong avenue to take as it would not be a true measurement of the success or failure of HRM within a company (Becker, 2003).

Because of this belief the study focused exclusively on the internal human benchmark system to accurately determine whether HRM is something that provides a value benefit to the company that it is in.

Using a mapping… [read more]

Human Resources Sexual Harassment Essay

Essay  |  4 pages (1,160 words)
Bibliography Sources: 2


Human Resources

Sexual Harassment: Sexual harassment is unwelcome behavior directed at the opposite sex that is deliberate or repeated, not asked for or returned and which affects the terms and conditions of employment (Sexual Harassment Policy, p. 2). Courts and employers generally use the definition of sexual harassment contained in the guidelines of the U.S. Equal Employment Opportunity Commission (EEOC). This language has also formed the basis for most state laws prohibiting sexual harassment. The guidelines state (See the Free Dictionary "Sexual Harassment"): Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: 1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; 2. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals; or 3. such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. (29 C.F.R. § 1604.11 [1980]). Sexual harassment can take any or all of the following three forms (see Sexual Harassment Policy, pp. 2f.): 1. Verbal Harassment: Epithets, derogatory jokes or comments, slurs or unwanted sexual talk. It also includes verbal abuse of a sexual nature such as graphic verbal commentaries about a person's body, sexually degrading words used to describe an individual, propositioning, suggestive or sexually graphic letters, notes and invitations. 2. Physical Harassment: Assault, battery, impeding or blocking normal movement or interfering with work, and unwanted touching such as, pinching, grabbing, patting. 3. Visual Harassment: Derogatory posters, notices, cards, calendars, bulletins, cartoons, graffiti, photographs, signs, drawings, protracted staring or gestures. The three forms of sexual harassment, described above, can be exhibited as one of two types of sexual harassment: Quid Pro Quo Harassment or Environmental Harassment (see Sexual Harassment Policy, p. 4): 1. Quid Pro Quo Harassment: Unwelcome sexual advances, requests for favors, and other verbal, physical or visual conduct of a sexual nature when: a) Submission to such conduct is made a term or condition of a person's employment, b) Submission to or rejection of such conduct is used as a basis for employment decisions affecting such person. 2. Hostile Work Environment: Any of the forms of unwelcome behaviors of a sexual nature that are severe or pervasive enough that it either alters a condition of employment or creates a hostile or abusive work environment.

Reference List

Sexual Harassment Policy and Complaint Procedures. 1-5. Accessed 20 November 2011.

< www.co.imperial.ca.us/.../FormsDownloadGuidelinesandDocuments/>

The Free Dictionary. "Sexual Harassment." Accessed 20 November 2011.

< legal-dictionary.thefreedictionary.com/sexual+harassment>

Americans with Disabilities Act (ADA): The Americans with Disabilities Act is the single most important piece of legislation to improve the lives of people with disabilities. It turned 20 years old on July 26, 2010. Changes made by the ADA Amendments Act of 2008 (P.L. 110-325) became effective on January 1, 2009. The ADA prohibits discrimination on the basis of disability in employment, State and local… [read more]

Human Resources Research Paper

Research Paper  |  9 pages (2,617 words)
Bibliography Sources: 9


(Harwood, 2012, pg. 284)

Stage 2: In this step, an outside consultant will be brought in. They will serve as a potential customer. Their job will be to see how well this person interacts with them and the kind of experience they had. This will determine if they are helping the firm to do more to: increase competitiveness and the… [read more]

Role Played by Human Resource Term Paper

Term Paper  |  3 pages (981 words)
Bibliography Sources: 1+


Ingersoll-Rand's was suffering from growing pains. Human resources management stepped in to offer training to employees as new technology was being introduced. With this in mind, it is safe to say that not only did the company's rate of growth influence the strategy but also the need to have new technologies implemented in order to say competitive with rivals. For Maid Bess the issue of labor intensity and costs also played a role in making changes that would retain employees. They saw a need to focus on the employee to make their company a better place to work and therefore, remaining at a competitive advantage.

Question 4:

The managerial trends seen in these case studies are varied. It seems management has its hands full with concerns of labor, costs, competition, market share and overall growth both of the company and employee. Change is a big issue as these trends in order to keep up and stay cutting edge require implementation of change. Also it appears that human resources management plans a great role in keeping communication open between management and employees. This betters the chances of trends having a positive influence on business outcomes. It is an integral element of strategy that an organization must remain ahead of trends or at least be aware of existing trends as to take advantage of selling to that market. When it comes to trends, the name of the game is profit and how to maximize a trend or minimize its negative influence. A good example of this is People's Bank in that they saw a trend and took it as a sign of rethinking the strategy. They implemented the strategy, which resulted in a complete restructuring but it paid off in the long-run.

Question 5:

Ingersoll-Rand used employee training of advanced technologies to allow their employees growth and confidence in their work. Part of remaining competitive and at an advantage in the market place is to allow empowerment of employees. This creates a positive working environment, one where people want to come back and enjoy what they do. This in turn, creates employees who are creative, flexible and innovative in their thought processes. This can be rewarding to the organization as it will benefit from employees who think outside of the box and believe in creative thinking. By empowering employees, this also creates an element of trust between the employees and their managers. This promotes an environment where the communication channels are open to new ideas. In the long-run, this creates a workplace where people stay and this in turn is advantageous to the employer as this reduces the cost of rehiring and training but also gives the company a positive image to the public of a good place to work.


(Writer's note: I did not have the book information so I gave you a guideline in which to reference it later).

Last name, first initial. (year of publication). Title of…… [read more]

Measuring Human Resource Effectiveness Term Paper

Term Paper  |  1 pages (353 words)
Bibliography Sources: 0


But since the company needs an overall picture, this deficiency of the method can be ignored. To complete the picture however, the firm does need the other method as well i.e. cost per employee. This should be done along with the first method to come to a more reasonably accurate conclusion. The cost per employee is determined by dividing total costs incurred with the number of employees. This allows the firm to see if it is incurring too much, too little or just the right amount. It is an important part of measurement since revenues cannot give a complete picture. For example, if a firm finds out that its revenue per employee is $10,000 which is considered high and good by the employers, but later discovers that average cost per employee is coming to $5,000, then revenues will no longer be important because it would become clear that the firm is not getting anything out of its…… [read more]

Business/Human Resources Human Resource Management Term Paper

Term Paper  |  10 pages (2,632 words)
Bibliography Sources: 0


Business/Human Resources

Human Resource Management is very crucial for any company in today's workforce. The Human Resources department develops policies and procedures within the company and must be prepared for any issues that may arise. They must have full knowledge of how the company is run so they know what types of employees would be an asset to the company.… [read more]

How it Affect a Business Career Term Paper

Term Paper  |  6 pages (1,793 words)
Bibliography Sources: 6


¶ … Psychology and Human Resource Management:

The field of Human Resource Management has developed to become an important part of the business sector or world to an extent that no business enterprise or corporation can operate without it. This development is fueled by the fact that Human Resource continues to progress into a complete science due to the strong… [read more]

Ethical Issues in HRM Term Paper

Term Paper  |  3 pages (941 words)
Bibliography Sources: 1+


Thus, the department should make proper and efficient working time schedules for the workers. It should map the actions to be performed, and at the specific time hence; facilitating a better flow of work within the organization (Billsberry et al., 2005). In so doing, the department creates the right attitude that is not just about reporting to work on time, but also that the time spend at work place is proportional to your output.

The other strategy that we can apply is that of improving the organization's culture (Mathis & Jackson, 2008). As the human resource, it is important to observe the organizations culture. After identifying the needs of the organization, we should look at the relevant areas that need change and improvement. It is important to note that personal fulfillment is, however, better hence the change should be relevant to every staff. The HR then analyses the aspects of change by collecting data needed to make changes in the culture of the organization. The HR also prepares the employees for the change by either talking to them or showing them the need for change. The change is then implemented within the specified period for execution.

It is paramount to keep in mind that not all organizations needs are the same. Strategies that work on certain clients may not work in other organizations. There are a few issues that may arise. Such ethical issues include privacy in the organization (Mathis & Jackson, 2008). For instance, if the privacy factors conflict within the organization strategies, it is the responsibility of the human resource manger to choose what to and this may put the department in a dilemma.

Another ethical issue that may arise is that of lack of cultural awareness. This is especially so if the organization is multinational. There may be conflict of customs and beliefs in accepting the changes that come with various strategies. Also, the culture of the organization, if the environment within does not recognize the need for the change in culture or it is conservative, this may put the HR in a dilemma (Billsberry et al., 2005). In addition, the issue of compensation is also relatively delicate and thus in the implementation of the plans the HR may face dissatisfied workers hence dilemma arising.

It is imperative for corporations to have a human resource management strategy so as to have a competitive advantage in the business environment. With an effective working strategy, completion from businesses that have similar line of work is reduced, and it becomes easy to achieve the goals and targets of the organization.


Billsberry, J., Salaman, G., & Storey, J. (2005). Strategic human resource management: Theory and practice. London [u.a.: SAGE.

Mathis, R.L., & Jackson, J.H. (2008). Human resource management. Mason, OH:


Snell, S., & Bohlander, G.W. (2013).…… [read more]

Interest: A Research in Human Resource Management Research Proposal

Research Proposal  |  3 pages (906 words)
Style: Harvard  |  Bibliography Sources: 0


¶ … interest: A research in human resource management department.

Dissertation title: Challenges posed by technological advancement in an organization.

The role of human resource department cannot afford to be ignored in any organization. The complexity of the job market today, poses a great challenge to any organization. Additionally, aging workforce calls for organizations to constantly organize refresher program with an aim of improving the workforce skills and knowledge. Occasionally, the aging employees are replaced by young and energetic people who lack enough work experience.

Technological advancement too poses a big challenge to the human resource department. Employee requires keeping up-to-date with the rising trends. Organizations require upgrading their systems to be with inline with the market trends. This requires the human resource departments to frequently carry out surveys that enable their respective organizations know the relevant manpower resources. The world today, is a perceived to be a global village, an idea that given rise to multicultural workforce in organizations. Occupational and safety concerns in an organization require underlying measures be well implemented so safeguard workers from any risks that may risk at the workplace.

This purpose of this study is to carefully analyze the challenges raised by technological advancement in an organization. The study will seek to understand the extent to which human resource department is involved is minimizing the challenges. To be able to achieve this objective, a number of data collections methodologies will be involved. The proposal recommends several data analysis methods to facilitate in the production of the survey's outcomes.

Results from initial review of the literature

The key authors in this field/subject area

The main authors in this subject include Saunders M. Lewis and P. Thornhill in their book Research Methods for Business Students. The book has given a good outline research methodology. It has outline all aspects required to carry out a successful research.

The main debates on the challenges posed by technological advancement

Technological advancement calls for frequent change in the use of current technology for within a short duration it is regarded as obsolete. Old technology prevents an organization from acquiring a competitive edge. Emerging technologies has resulted to certain norms such as telecommuting, telework and remote reporting. This means that workers can remotely work from their home unlike the traditional way where by workers had to report to the office. These technologies advocate for flexible work schedules and the human resource department has to adopt means of accommodating it. For this type of arrangement to succeed, there has to be mutual agreement between the workers and the employer. Despite the challenges encountered by technological advancement, there are some advantages that are realised as a result of their implementation. Data managed is made easier and…… [read more]

Human Resource Managers Research Paper

Research Paper  |  2 pages (811 words)
Bibliography Sources: 1


A significant difference that accompanies the system apart from being automated requires that employees who are nonexempt to register their time to assure their pay. No pay can be processed if the period is not registered in the system (Chanda, Sivarama, & Shen, 2007).

Technology that relates to Time and Attendance

The old saying that goes, 'time is money' has never been true. The increase in costs has caused the advancement in business efficiency; businesses are seeking ways of overcoming these challenges. When unable evaluate, it becomes very hard to manage it (Chanda, Sivarama, & Shen, 2007). Below are ways of evaluating and tracking employee attendance and time:

Businesses that are service oriented - Some businesses need track of employee attendance and time badly. These businesses include law firms, auto repair, warehousing, accounting, and consulting. In these types of businesses, the employee is in direct contact with the customer.

Manufacturing businesses - Manufacturing oriented businesses also need information on what and where the employees spend their time. Some of these companies concentrate more on products that are customized and are unique to certain customers. Whichever way, track of the amount of labor directed at the cost of production of the product (Chanda, Sivarama, & Shen, 2007). The reasons for tracking employee time are attendance and time for purposes of payroll; billing, in case the time of an employee is billed directly to a customer; costing, in case the time of an employee directly relates to product cost.


It is only a matter of confusing a simple concept. Members of Human Resource technologies decided to show their core value in the tag line of their companies. They believe that it is very important for families, employees, suppliers, partners and clients to have knowledge of our identity as important as it is for them to know our function. As software comes and goes, technology continues to advance and legislation changes; the practices of HR adjust to the always-changing commercial and cultural world. Personally, the relationships that we truly value are those that are not time limited. We always try to live by this philosophy in our everyday lives however hard it is (Chanda, Sivarama, & Shen, 2007).


Chanda, A., Sivarama, K.B., & Shen, J. (2007). Strategic human resource technologies:…… [read more]

Human Resources Recruitment Strategy Creative Writing

Creative Writing  |  4 pages (1,173 words)
Bibliography Sources: 3


The advertisement should contain the following:

a. Job title (Assistant Professor of Business ethics)

b. Pay package ($45,000)

c. Location (Foothills of blessed valley mountains, Northeast of New York City)

d. Job description

e. How to apply (either issuing a curriculum Vitae or an application form)

Interviewing process

It includes activities that take place before, during and after the interview.

Before interview

The interview board assembles; it then determines the role and scope of the interview. Issues such as the venue and time of the interview are determined before the interview. There is a need to develop major issues under the basis of the interview like job descriptions, competence profile and merit criteria since they help to determine the questions asked during the interview. Before the interview, design booklets for note taking and assessing the applicant. The college provides sample note, taking booklets and assessment booklets. The criteria for assessment in these booklets should be the same for consistency and uniformity. The next activity is to attend the administrative matters, which includes providing interviewees with the necessary information prior to the interview, ensuring that the board is prepared for the interview by undergoing training for skillful interview as required.

During interview

The board should introduce themselves to the interviewees during the interview; give the format of the interview, ask questions and records the response of the interviewee. The board should then ask questions and allow the interviewee to respond as they take notes. As the interviewee responds, there is a need for the board to probe a person's response or ask follow up questions in order to get more details. This helps the board to elicit more information as per the need to understand and assess the qualification of the applicant. The board should ensure they ask situation questions. These questions give the applicant a hypothetical situation about possible problems they are likely to encounter in their job and explain how to handle such a situation.

Other questions asked are the behavioral questions, where the applicant is supposed to describe a previous work or life event that relates to the position they are applying. This type of question helps to evaluate the working experience of the applicant. In addition, asking job knowledge questions to test the professional knowledge of the applicant is required, for example, in the interview the applicant is asked to list the professional documents one requires in the teaching profession. After the board satisfactorily interviews the applicant, the board then thanks the interviewee and gives them a chance to ask questions. If there are no questions, the board directs the applicant on the steps that follows.

After interview

After the interview, the board should assess the responses of each interviewee against the required qualifications and integrate the results of each candidate. Analyze the final assessment of the applicants using assessment tools like reference checks.


After the interview, the hiring manager of the college then selects the right person for the job. The board then calls all… [read more]

Staffing Organizations Assessment Methods for the Job of Human Resources Director Essay

Essay  |  2 pages (671 words)
Bibliography Sources: 2


Staffing Organizations-Assessment methods

Various techniques are available to help me in making hiring decisions. When making any purchasing decision, we consider various factors based on our needs. In this section, all the techniques are useful as they are helpful in different ways. I will consider all these tests because there is some general validity about them. This means that the following techniques can conclude how well an individual can perform on the job. I will not consider tests such as polygraphs and graphology following the lack of evidence of their validity in terms of selection decision-making purposes. Therefore, I will only consider the following tests. This is because all these tests have demonstrated to connect to some crucial employment outcomes (Heneman, Judge & Kammeyer-Mueller, 2012).

Job knowledge test

In this test, I will typically apply multiple questions in evaluating the professional or technical knowledge and expertise required for the profession or job. I will use this test because there is adequate evidence of a close relationship between the job and the test. Nevertheless, this test could be inappropriate for jobs that require short training to acquire the knowledge. Therefore, I will use this test depending on the nature of the job (Flamholtz, 2009).

A paper and pencil integrity test

This test is appropriate in assessing experiences and attitudes connected to an applicant's trustworthiness, honesty, pro-social behavior and reliability. Using this test, I would typically pose direct questions about prior experiences as related to integrity and ethics. I would also ask about interests and preferences to draw inferences about the future behavior of the applicant. This test will valuable in identifying possible employees who have high chances of engaging in inappropriate, anti-social and dishonest behavior at work. I can administer this test through paper and pencil or computer methods to a group. I would opt for this test because it produces authentic inferences for various organizational outcomes (Prien & Goodstein, 2006).

A general cognitive ability

These tests make use of problems or questions in measuring the…… [read more]

Organization Behavior Human Resource Management Research Paper

Research Paper  |  12 pages (3,665 words)
Bibliography Sources: 10


All these financial and non-financial packages are offered to motivate and retain the existing employees and attract the best talent from the industry in both fresh and experienced employee categories.

Training and Development:

Wal-Mart also provides extensive training to its newly recruited and existing employees. The new employees undergo an orientation session where they learn the organizational cultural values, mission,… [read more]

Role of HR Human Resource Term Paper

Term Paper  |  2 pages (653 words)
Bibliography Sources: 2


Additionally, effective manpower staffing requires that human resources make sure that an organization is not over-staffed as that may lead to a loss of revenues and efficiency, and creates workplace redundancy. To combat this risk, human resources must make sure that they employ competent workers. Furthermore, human resource management must clearly define what jobs entail to help prevent redundancy. Interviews conducted by human resources will further help to determine an employee or candidate's aptitude, achievements, and intelligence (Human Resource Management, 2011).

An employee advocated, one of the most important things that human resource management is responsible for is employee motivation. The evaluation of employees within an organization can be used to figure out to what extent an employee is motivated to perform his or her job. This evaluation will then help to improve an organization through employee improvement, the identification of prospects in an existing employee base, and helps to link job performance to financial rewards. Additionally, human resources must monitor an employee's mental and physical health and help to retain existing talent while simultaneously attracting new talent. One way in which human resources helps in these legal proceedings is to make sure that the organization complies with federal labor regulations.

Through the fulfillment of operational and strategic roles, human resources ensures that an organization is externally and internally healthy and that it continues to operate in the most efficient manner possible.


Human resource management. (2011). Accel-Team. Accessed 14 September 2012. Retrieved


Human resource management (HRM) (2011). Management Study Guide. Accessed 13

September 2012. Retrieved from

The role of HR in strategic planning." (Fall 2008). The Frelix Group. Accessed 13 September

2012. Retrieved from [read more]

Community Nursing the Service Learning Research Paper

Research Paper  |  13 pages (3,437 words)
Bibliography Sources: 1+


Problems associated with validity are usually increased in survey designs because they evaluate subject's values as well as beliefs (Bouma, 2004). Contemplating, the aims and outcomes of this research, Yin (2008) argues that it must be practicable to streamline case studies towards hypothetical propositions. Nevertheless, this ought to not extend to incorporate communities as well as the aims of the… [read more]

ROI From Employee Education Term Paper

Term Paper  |  9 pages (3,025 words)
Bibliography Sources: 1+


Yet, today's business environment increasingly calls for an organization's ability to use employee expertise, at all levels, as a factor in the very shaping of business strategy. Implicit in this is the need for HRD to not just support the business objectives of organizations but play a pivotal role in the shaping of business strategy since organizational success increasingly depends… [read more]

Employee Relations in UK and Russia Research Paper

Research Paper  |  5 pages (1,898 words)
Bibliography Sources: 6


As a matter of fact, HR managers consider Trade unions to be a contributing factor in the procedure of communicating and involvement of employees.

According to the British approach towards employee relations, employees experience the least of conflict. On the other hand, if the British workers face conflicts, they have to experience negative emotions. British employee stands out with his unwillingness to get involved in any type of conflict. In Russia, the number of conflicts at work place is relatively high. However, those conflicts are resolved in a structured method. For a Russian Employee, coping up with any conflict is crucially important to develop leadership skills (Alasheev 2005, p.41). This paper provided the basic information about employee relations and resolution of conflicts in a work place.


Alasheev, S., 2005. Informal Relations in the Process of Production, in CLARKE, S., ed. "Management and Industry in Russia: Formal and Informal Relations in the Russian Industrial Enterprise." Cheltenham: Edward Elgar.

Demirbas, D., and Yukhanaev, A. (2011). Independence of board of directors, employee relation and harmonisation of corporate governance: Empirical evidence from Russian listed companies. Volume 33 issue 4, (pp. 444-471)

Gospel, H. And palmer, G., 1993. British Industrial Relations. 2nd ed. London: Routledge.

Hardy, J. And Kozek, W. 2011.Changing workplace relations in foreign investment firms in Poland, Volume 33 issue 4, (pp. 375-394)

Hollinshead, G., nicholls, P., and tailby, ed., 2003. Employment Relations. 2nd ed. Harlow: FT Prentice Hall.

Jozsef, P., et al. 2010. Comparative international human resource management (CIHRM) in the light of the Cranet Regional Research Survey in Transitional Economies. Volume 32 issue 6, (pp. 428-443)

Leopold, J., harris, L., and watson, T., 2005. The Strategic Managing of Human Resources. Harlow: Prentice Hall.

Matthew M.C. et al. 2011. Varieties of capitalism, governance, and high-tech export performance: A fuzzy-set analysis of the new EU member states. Volume 33 issue 4, (pp. 334-355).

Mchenry, R., 2008. Flight, fight or face it? Celebrating the effective management of conflict at work. Oxford: OPP and the Chartered Institute of Personnel and Development (CIPD). Taken from: http://www.opp.eu.com/sitecollectiondocuments/pdfs/fight_flight_or_face_it.pdf

Price, A., 2007. Human Resource Management in a Business Context. 3rd ed. (s.l.): South-Western CENGAGE Learning.

Pulignano, V. 2010. Trade unions and transnational regulation in Europe: developments and limitations. Volume 32 issue 6, (pp. 574-589)

Williams, C., et al. 2011. Beyond a "varieties of capitalism" approach in Central and Eastern Europe: Some lessons from Ukraine,…… [read more]

Human Resource Outsourcing Trends Advantages and Disadvantages Research Paper

Research Paper  |  13 pages (3,765 words)
Bibliography Sources: 1+


Human Resource Outsourcing Trends (Advantages and Disadvantages

Human Resource: Outsourcing Trends

Throughout the past decade, the societies have witnessed indubitable changes on all dimensions of life. Impressive technological advancements have been made and these have been included within daily activities to improve the quality of human life. At a social level, people are becoming better informed and as such more… [read more]

Total Rewards and Compensation Research Paper

Research Paper  |  8 pages (3,199 words)
Bibliography Sources: 12


Improving Diversity in the Leadership Ranks of Continental Airlines

The demographic composition of the United States has changed in fundamental ways in recent years, and the "melting pot" of the late 19th and early 20th centuries in which immigrants quickly assimilated into the mainstream population has been replaced with a "salad bowl" trend wherein cultural differences are embraced and celebrated.… [read more]

Do Incentives and or Threats Really Help to Motivate Employees? Essay

Essay  |  3 pages (1,228 words)
Bibliography Sources: 15


Human Resources

Do incentives and/or threats really help to motivate employees?

Employers are always looking for ways to motivate their employees and employees are always trying to find ways to be rewarded for their hard effort. Incentive programs often provide employers with an out of the box system for motivating their staff and identifying them for a job well done (Paying for Performance, n.d.). At least three of four American companies rely on some sort of motivation program (Kohn, 1993).

Empirical research has time and again revealed that workers are not motivated by funds only. Though, this is extremely dissimilar from the outlook that cash is way down on the listing of worker's objectives. Actually, it is very high on the list. But it's the essential rewards, such as diverse and appealing jobs, challenging circumstances and creativeness that are frequently the real motivators. Even though compensation, bonus and enticement measures are necessary to fulfill fundamental employee requirements, they are thought to be short-term motivators and frequently do not lead to enduring modifications in employee performance (Motivating incentives, n.d.).

Motivating workers is not an easy chore, due to the reality that what motivates workers seems to transform overtime. Different workers are motivated in dissimilar ways according to their requirements. One worker will be motivated to do their job by way of accountability, while on the other hand another employee will be motivated by monetary rewards. It is therefore significant to try and find out what truly motivates the worker. Attempting to motivate a worker by erroneous means could therefore lead to a waste of funds and time, while leading the way to de-motivate the worker more (Scolara, 2010).

Attention, approval and challenge are all types of inherent motivation, which are factors that are related to the work itself and not to rewards for work, such as money, position or privilege (McGuinness, 2009). People work to please human desires at the most fundamental level which are physiological requirements such as food, water, and sleep. When these are adequately fulfilled, security needs kick in, shielding oneself from physical fears and security of person and possessions. Subsequent to safety needs are social needs, including the requirement for reception, fitting in, and feeling part of something. The next level contains esteem motivators, position, acknowledgment, and feeling appreciated and valued (Lockwood, Frayne and Stephenson, n.d.).

Incentive actions, such as money, minor benefits, and indefinable rewards, gratitude or punishments have conventionally been utilized to motivate workers to enhance performance. Motivators may be affirmative or negative. Decreasing deterrents or perverse incentives that support non-favorable actions can frequently be more significant than coming up with novel incentives. Incentive systems exist inside companies, their arrangement, policies, human resource administration, occasions, interior benefits, rewards and sanctions (Incentive Systems: Incentives, Motivation, and Development Performance, 2006).

Researchers have long documented that people's performance can be influenced by shifting the benefits and costs that are associated with a given set of options (Finkelstein and Kosa, 2003). Monitoring efficiency and sanctions can also be used… [read more]

Human Resources Law Reaction Paper

Reaction Paper  |  2 pages (759 words)
Bibliography Sources: 2


Human Resources Law

The most important resource that companies can exploit is represented by the human resources. The necessities of managing human resources are translated in the fact that the legislation in the field must be careful in including the requirements of both employers and employees in the human resources management law.

However, there are several challenges and paradoxes that characterize the HRM law. For example, individuals on management positions must ensure that their decisions respect the law, given the fact that the complexities of constitutional, statutory, administrative and common law make it difficult for them to respect these laws. Also, the requirements and interpretations of these laws is quite complex. In case managers do not have legal educational training, it is difficult for them to understand and to apply the laws. In order to solve such situations, these managers have the possibility to contact legal counsel, but the problem in such cases is represented by the fact that these formal opinions are obtained in longer periods of time, and the legal staff that provides such assistance is likely to not support their initial opinions.

In addition to this, managers confront with difficulties when using case law, because these cases are decided based on specific facts, which means that similar facts must determine similar decisions (Berman et al., 2010). The problem is that in practice, it is quite unlikely to deal with similar facts that would lead to similar decisions. Another paradox is represented by the fact that certain legal regulations are in conflict with others. Therefore, managers do not know which regulation they should apply in the situation in case. Also, there are differences between HRM regulations regarding public workplaces and private ones.

Employment laws refer to the rights and obligations of employers, employees, and they establish the conditions in which the relationship between them must take place. Federal and state law determine these basic rights and obligations, but contracts between employers and employees can establish a series of rights and obligations that are more complex than those referred to by the state law.

The basic rights that are ensured by the state and federal law include: the right to privacy, the right to be free from discrimination and harassment, the right to a safe workplace, the right…… [read more]

Formal Human Resource Development Internal Proposal Corporate Documents

Corporate Documents  |  10 pages (2,626 words)
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¶ … HRD Report

Transmittal Memo

Biographical Sketch of Employees


Figure 1 Employees Hired from Inside and Outside the Firm

Table 1 Employee Complaints as a function of Employee Biography and Complaint Type

Figure 2 Historical Established Worker Retention Rates

This report has been prepared to address the issue of established employee[footnoteRef:1] retention subsequent to an alarming number of… [read more]

Importance of Human Resource Management Research Paper

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¶ … HR

Importance Of Human Resource Management

Human resource management:

The value and importance of human resources management

Human resource management:

The value and importance of human resources management

In decades past, the human resources department used to be called the 'personnel' department and merely handled technical functions such as payroll (McNamara 2010). However, in today's economic environment, human resources departments have become valuable and critical components of almost all complex organizations. The name 'human resources' implies that people are a resource for every organization -- resources that must be used in an effective fashion for the organization to thrive. This is particularly true as the service-based aspects of industries have grown more important: it is often said that an organization's greatest assets are its people. Finding, training, retaining, and promoting high-quality people are some of the most important functions of any HR department. Human resources departments also play a second, vital role in a diverse workplace environment. They teach sensitivity training and use skilled mediation techniques to when conflicts arise between employees. They may train employees in how to deal with business customs and manners abroad. Thirdly, human resources departments are often required to deal with legal issues that arise regarding personnel matters, such as discrimination and occupational health and safety.

One commonly-accepted definition of the purpose of human resources is: "the process of acquiring, training, developing, motivating, and appraising a sufficient quantity of qualified employees to perform the activities necessary to accomplish organizational objectives; and developing specific activities and an overall organizational climate to generate maximum worker satisfaction and employee efficiency" (Pierce College, 2010, p.192). Knowing where to look for good employees (either internally or externally) and being able to filter out unacceptable resumes in a sea of paperwork, then creating viable screening and interview techniques for candidates requires sophisticated knowledge of the needs of each position. It is costly to hire a new employee, and an inappropriate employee can 'cost' organization even more in lost productivity. Different types of employees -- lower-level vs. managerial -- may demand different types of hiring and recruitment techniques, it but it is up to HR to ensure that each position is filled in an optimal manner. Even when not actively recruiting, HR departments will frequently audit and rewrite job descriptions, to ensure that requirements and salaries are commensurate with the needs of the position. They will also review benefits and other aspects of employee compensation to see if they are competitive with the packages offered by other businesses within the industry. Without such constant vigilance, a company will be unable to attract top talent and grow.

After a suitable candidate is hired, HR's role continues as it must organize and implement effective training programs for various positions. Sensitivity and diversity training, as well as technical preparation for the tasks required by the position may be encompassed in HR's training role. This is a vital aspect of instilling the mission of the organization in the hearts and minds of all candidates.… [read more]

Human Resources in the Internet Age the Efficacy of Professional Networking Sites in Recruitment Literature Review Chapter

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Human Resources in the Internet Age -- Literature Review

Henderson, Lisa. "Raising the Bar on Subject Recruitment." Journal of Applied Clinical

Trials. 2009. HighBeam Research. (January 4, 2011). http://www.highbeam.com/doc/1P3-1800432001.html.

The tremendous value of online portals for recruiters is hardly limited to the realm of hiring managers. To fully understand the potential of online recruitment, it is also useful to consider… [read more]

Human Resources in the Internet Age the Efficacy of Professional Networking Sites in Recruitment Literature Review Chapter

Literature Review Chapter  |  4 pages (1,361 words)
Bibliography Sources: 10



Alessie, Lorenza. "Big Brother is watching: Lorenza Alessie, associate director at HVS

Executive Search, investigates how professional and social online networks such as Facebook and LinkedIn are affecting the face of recruitment." Leisure Report Journal. 2008. HighBeam Research. (January 4, 2011). http://www.highbeam.com/doc/1G1-183134139.html.

The growing availability and popularity of online social networks and related applications already provides Human Resource managers extensive amounts of personal information about prospective job candidates. On one hand, employment law has been evolving to respond to the contemporary implications of digital networks and personal privacy concerns; on the other hand, many job applicants routinely make available to employers specific types of information that employers may not request of job applicants.

Nevertheless, social and professional networks have become very useful to employment candidates, particular among the lower rungs of the employment ladder. While executive-level employees are generally identified through traditional business channels, in the case of entry-level and younger, relatively inexperienced professionals, professional networks increase the likelihood of being noticed by business recruiters searching those resources for prospective employees. Today, social networking may be eroding the lines that have previously separated professional and private lives, but that may very well be largely because it is a new set of social phenomena. As people become more accustomed to the possible negative consequences of publicizing certain types of personal information, they will probably learn to become more discriminating in that regard. It has even been suggested that it is "unfair" for employers to mine social networks for private information. However, by definition, once individuals choose to publish personal information online, it is no longer private as a matter of law.

"Joined-up thinking; Social networking. (online social networks)." The Economist. 2007.

HighBeam Research. (January 4, 2011). http://www.highbeam.com/doc/1G1-161613793.html.

Social networking sites such as MySpace were a relatively new phenomenon in 2007, but even then, contemporary business organisations had already begun exploiting similar Internet-age capabilities such as LinkedIn, which has been online since 2003 and slightly longer than MySpace. Since this article was published, FaceBook has largely overtaken MySpace in popularity, but in 2007, MySpace already demonstrated the various ways that different types of business organisations benefit from incorporating online networking sites into their recruiting processes.

Specifically, sales-oriented businesses have established a virtual presence, often through fictitious representative characters such as Pizza Hut's MySpace pizza-delivery- driver persona named "Ted" who helps announce upcoming sales promotions. Within industries where it is important to reach a very wide range and high volume of potential employees, online sites such as LinkedIn have proven very useful. Meanwhile, within industries requiring specialised knowledge, skills, and training, other sites such as Jobster give employers much more control that enables them to narrow their recruitment efforts as well as to retain greater control over information exchanged through the virtual medium. In principle, one of the most important advantages offered by this component of recruitment is that it increases access to candidates who satisfy the traditional criteria of "internal" applicants in that… [read more]

Human Resources in This Case Research Proposal

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Human Resources

In this case there were two types of recruitment sources used. The first was that of an internal source. This is where the supervisor announced the need for new Customers Service Representative to the current employees and asked for referrals. The company also used external recruitment sources. They placed an advertisement in both the local papers and on the job board at the county workforce center. These were all appropriate recruitment sources for the type of job that they had to offer.

There was a job analysis done on the Customer Service Position but yet when the job offer was posted there was nothing directly linking it to this job analysis. The job description was nothing more than a couple of lines about there being a job available and how to contact the company about interviewing for the job.

According to the facts of the case there seems to be no processes in place to identify any adverse effects of the job selection process that are currently in place. There does not seem to be any standard operating procedures in place to deal with problems or aversions that may occur on a day-to-day business of operating a business. There appears to be no processes in place dealing with things that might happen during the entire hiring process or even about how to go about conducting a successful hiring campaign.

Since there are no set rules in place in this company and the hiring of the new Customer Service Representatives was left solely up to the supervisor of the department with no help or input from the human resource department it does not seem that applicable laws were followed. It does not even appear that those doing the hiring are even aware of the applicable laws that would apply to hiring at this company.

There are many things that this company can change in their hiring practices…… [read more]

Human Resource Management Employee Training Essay

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Human Resource Management

Employee training is a very important component to ensure the success of a business. Particularly in today's business environment, change and development occur so rapidly that no employee can learn everything about his or her work without ever having to learn again during their work lives. The problem is that employees often find it difficult to learn for a variety of reasons. They may have fallen into the habit of repetitive work, for example, or be unwilling to make even simple changes such as learning a new skill. It is therefore important not only to implement regular training, but also to implement programs that are specifically focused upon helping employees to learn.

As mentioned above, it is important to implement training programs that occur on a regular basis. This will help to create a habit of learning within employees. It is also important to help maintain a positive attitude towards such programs, which will be induced by the quality of learning programs. According to…… [read more]

Human Resource Management to Increase the Positive Essay

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Human Resource Management

To increase the positive influence recruiters have on the job choice of employees, what recruiter characteristics and behaviors would you look for in your recruiters?

To increase the positive influence they have upon the recruiting process, HR recruiters themselves must have a clear sense of the company's mission and what type of employees are a good fit for the organization. Recruiters should be enthusiastic and articulate enough to convey the company's vision and message to prospective employees. They must be strong and extroverted communicators. Ideally, they should possess the same interpersonal qualities the organization wishes to attract in its own new employees, and to be able to project those qualities quickly, in an effective manner. They are the first face of the organization many recruits will encounter, and the recruiters must be warm, open, and professional, never cool, brusque, or overly familiar.

Recruiters should be able to make a connection with individuals quickly, given the necessarily brief nature of most…… [read more]

Human Resource Management Human Resources Management Job Essay

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Human Resource Management

Human Resources Management job description is a well written summary of job responsibilities for a position within a company. It will typically include what work needs to be done, the working conditions, and the knowledge, skills and abilities that are needed to be successful in the job. It will usually include the reporting relationships for the particular job and sometimes the salary range.

According to Noe, Hollenbeck, Gerhart, & Wright (2005), there are several ways to gather information about what to include when preparing a job description. The things that should be included are: the title of the job, administrative information about the job, a summary of the job, essential duties of the job, and any additional responsibilities that may be required. One way to begin gathering this information is to observe a current individual while they are performing the job. This will help to determine exactly what a person in this job does on a day-to-day basis. A second way to gather information is to interview a person who is currently doing this position in order to find out what it is they do. A third way…… [read more]

Global Human Resources Management Essay

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Global HR Management

As a senior manager is an international firm I would have a five-point strategy to build a workforce that outperforms rivals. The first component is to develop close relations with the government. We want to be able to attract the best workers from all over the world, so we will need government cooperation with regards to visa availability and requirements. Bureaucracy should not impede our ability to be globally competitive. The second component will be to develop a compelling human resources package. We will have the best salary/benefit package in the industry in order to attract the best talent. Work environment is also key to attracting and retaining talent. Therefore, the third component will be the development of an organizational culture that encourages top people to seize opportunities as they arise. The ability for top people to identify and pursue such opportunities without a burdensome, top-down structure or inertia-driven culture is critical.

The fourth component will be training. We will not only bring top people into the organization, but we will…… [read more]

Human Resources - Motivation Employee Term Paper

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Human Resources - Motivation


Context of the Problem:

Employee motivation is one of the most important factors in the realm of maintaining business productivity and a competitive edge in the modern business environment. In addition to maximizing output, highly motivated employees work more efficiently and reduce overhead costs by minimizing employee turn-over rates. With every new hire representing significantly higher costs than the cost of retaining a motivated employee, motivation is especially important in connection with reducing long-term employee turnover.

The factors contributing to employee motivation are varied and include operational elements of their specific employment responsibilities, their perception of management, relationships with coworkers and supervisors, and general perceptions about their work environment and the corporate mission statement and values. In this regard, one of the most overlooked components of employee motivation relates to matters that normally are not direct functions of their employment while actually engaged in work; namely, the degree to which employment responsibilities comport with employees' personal and family lives and schedules outside of work.

These are often, precisely, the very aspects of employment that factor most directly into employee satisfaction, and therefore, foremost on the minds of prospective employees before accepting vocational offers. Paradoxically, they are also the aspects of employment over which employees typically have the least control (or choice) once hired, they contribute substantially to their long-term satisfaction and motivation.

The modern professional business environment has incorporated computer technology to such a degree that many traditional job functions are now completely capable of being conducted outside traditional business hours and off premises.

Employees whose positions require them to adhere to rigid traditional schedules are likely to be less satisfied in their employment than employees whose positions allow flexibility in this regard.

Employee satisfactions relates directly to employee motivation and employee motivation relates directly to business productivity and employment longevity, it would be in the distinct interest of employers to investigate the degree to which their business operations are conducive to improving employee motivation by incorporating some flexibility with respect to defining work shift hours and with respect to the opportunity to conduct business at home, where appropriate. Statement of the Problem:

There is a lack of information about the prospect of increasing employee motivation by addressing certain factors of known importance in the decision to accept job offers that are not usually subject to employee input or even supervisory discretion after hire. Specifically, elements of employment that fall under the category of "take it or leave it" such as working hours and the prospect of working from home may not deter an individual in need of work from accepting a proffered position, but often weigh heavily in subsequent decisions to consider alternate employment should a comparable vocational opportunity present itself that offers more flexible hours, work schedules that are at least partially open to employee input, and the prospect of working from…… [read more]

Human Resources What Balance of Intrinsic Term Paper

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Human Resources

What balance of intrinsic and extrinsic compensation is likely to exist in a company that successfully pursues a lowest cost strategy? Why?

A company that pursues a lowest cost strategy tries to keep the price of the good or service it provides at the lowest price point possible. Increasing the volume of sales is how it derives its… [read more]

Human Resources Even the Most Rigidly Unwilling Term Paper

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Human Resources

Even the most rigidly unwilling organization can be persuaded to change via its human resources needs. A lack of adequate human resources also means a lack of profit. Profit is a very important part of business for any company, and the motivation to make profitable changes is high. Human Resources are what drives a company towards its goal. The employees of a company perform the actions that are either profitable or contribute to the company's loss. Certainly any company, even those who are unwilling to effect change, will see the wisdom in adjusting human resources towards the company's maximum benefit. Indeed, the very survival of a company could be dependent upon an effective human resources department.

In restructuring and reengineering an organization, human resources (or HR) play a vitally important role. Firstly, it has to be recognized that no restructuring process is easy, and that employees will experience and unusual amount of stress. This may affect…… [read more]

Examining How Methods of Utilizing Human Resources Impact Criminal Justice Organizations Term Paper

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HRM Criminal Justice

America's correctional institutions are clearly at the pinnacle of a transition, as criminal and prison populations grow and mandates frequently create systems where discretion for incarceration is removed from traditional roles the need for police officers, in and outside of leadership roles, as well as the whole of their support staff and corrections officers to fully organize utilizing the foundations of human resource management as a guide. (Gottfredson & McConville, 1987, p. 200) the utilization of a traditional private business standard, i.e. human resource management in what has traditionally been a hierarchical system, of public servants is a direct reflection of the privatization of many institutions, (Coyle, Campbell, & Neufeld, 2003, p. 9) and yet it could greatly improve communication, job design, leadership and supervision.

Institutions are increasingly utilizing job analysis as a guide to develop reasonable expectations for job roles, as well as to designate the system of communications and keep individuals motivated to do the work they do, based on a better understanding of its roles. (Sims, 2002, p. 75) a better understanding of the role one plays, will always improve his or her ability to do the job to the standards it needs done. The powerful tools of the private business community, in the form of tried and true methods of human resource management will likely benefit those who are under the watchful eye of the law they seek to enforce, at all times. Leadership roles, as team leaders rather than enforcers of militaristic top down models better understand their role and both the leaders and the subordinates have a better opportunity to voice concerns as well as offer solutions to intrinsic and extrinsic problems.

Communication, has long been a difficult subject, in relation to corrections, work, as it is crucial that communications be timely as well as correctly developed through a chain of command that will need to be strong enough to hold up to scrutiny in court. The purpose of utilizing communications technology, and as up-to-date as possible is not a matter of convenience, for police or corrections officers as well as support staff and leadership, it is a matter of life and death, the life and/or death of the officers and the public potentially. This is not to mention that today's employees, expect technology to improve their job performance and the ease at which they work.

Another expectation of employees is that the electronics and telecommunications revolutions will improve the quality of work life. Innovations in communications and computer technology will accelerate the pace of change and as a result lead to many innovations in HRM. (Sims, 2002, p. 17)

As has been said before the development of HRM that elicits the improvement of technology utilization, within the field is not only a matter of employee expectations, but also demands from the community and others with regard to improved abilities to protect and serve the public.

Corrections institutions that have adopted working models of human resource management have specific goals, one… [read more]

Business Ethics and Human Resource Management Essay

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¶ … business ethics and human resource management. The writer uses two examples to argue the importance of human resource management members conducting themselves ethically. There were two sources used to complete this paper.

For many years, Hewlett Packard was known nationwide as one of the most flexible and innovative employers in the country. It was offering benefits like flexible hours, on site day care and other perks for its works several decades before it became common to do so. The employees often voted it one of the top most fun places to work in America and it consistently won awards for its innovative approach to being a corporate employer.

Its foundational belief when it came to its workers was allowing employees to dress casually, play volleyball and lunch and provide fruits and bagels each morning at break would improve morale and boost productivity and for decades the company served as a model to cutting edge human resource management techniques.

When Hewlett Packard began to outsource a significant portion of its workforce through temporary agencies several years ago, it caused a ripple of disappointment that was heard across the industry. While the temporary workers still got to play volleyball and eat donuts each day, they were being deprived of medical and dental insurance and being left out of retirement plans that the company had built its reputation on providing.

The situation soon made national news and Hewlett Packard lost much of the respect it had spent decades building among its employers, customers and vendors (Sullivan, 2006).

What happened in the HP instance was that the top management at the company…… [read more]

Human Resources Management Gary Corbett's Dilemma Reaction Paper

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Human Resources Management

Gary Corbett's dilemma is one which many managers and supervisors face in their efforts to enhance productivity, streamline operations, and improve quality. The overriding issue becomes a noticeable decline in the efficacy of workers because the culture of the department or team is dramatically altered. In this particular case Corbett entered a situation in which the employees had built a laid back and social atmosphere in which they were allowed the freedom to work according to their specific timelines and styles. Corbett upon accepting the directorship should have immediately recognized this environment in which significant changes could upset the balance of productivity and employee effort. Interestingly, Corbett acknowledges that the employees in the department "get the work done" (Case Question 3. N.D.) however, he makes the fundamental error for managers; believing that instituting his methodology on workplace effort on the employees will produce superior outcomes. The problem with this outlook is it ignores that the department culture is the very reason that the work is completed.

For Corbett the fundamental issue is productivity which he incorrectly believes stems from a construction of "new procedures and rules" (Case Question 3. N.D.) designed to coordinate and direct the actions of the employees. Corbett's development of a new set of directives ensuring that "employees know exactly how to do their jobs" (Case Question 3. N.D.); upends a culture in which workers have a foundation of freedom and autonomy to work in ways that fit their unique profile. The inevitable result of Corbett's policies is the decline in ambition, motivation, and quality of work.

In the initial staff meeting Corbett indicates a desire for participative management with his open door policy however; his actions of chronicling worker activity are an obturation…… [read more]

Facilitating Job Retention for Chronically Ill Employees Perspectives of Line Managers and Human Resource Article Review

Article Review  |  2 pages (836 words)
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Human Resource Management

Joke a Haafkens, Helen Kopnina, Martha GM Meerman, and Frank JH van Dijk.

"Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers." BMC Health Services Resources.

(2011) Vol. 11, No. 104. Published online 2011 May 17.


In two or three sentences, abstract the article. What is its major stated purpose?

Chronic disease is one of the most significant issues in the contemporary workplace because it is the single leading cause of loss of employment and disability that affects work adversely. Prior to this study, there had been no research into the approaches of line managers and human resource managers to mitigating the detrimental effects of chronic disease in the workplace. The purpose of this research was to identify issues and approaches considered important to the retention of employees suffering from chronic disease by both line managers and human resource managers.

2. Write down your immediate reaction (can be both intellectual and emotional) to the article.

On an emotional level, I was surprised and saddened to realize that chronic disease is such an issue in the lives of so many people and that it often is the main reason that people lose their jobs. In an intellectual level, I found it interesting to learn how the respective perspective of line managers and human resource managers dictates different approaches to the issues.

3. Does this article report on the findings of research?

Yes. Line managers and human resource managers shared certain perspectives: they agreed that knowledge about chronic disease and its effects on employees is important, that employees share responsibility for job retention, that certain adaptations are necessary, and that company policy must be clear. Meanwhile, line managers focused more on relations between management and employees and on knowledge transfer within organizations whereas human resource managers focused more on organizational culture and support for employees.

4. Does this article include an explicit research question, and/or specific hypotheses?

No. However, it is reasonable to assume that there was an implied hypothesis that line managers and human resource managers would value and focus on different elements and factors in relation to their respective understanding and approach to the issues.

5. Have the key concepts been operationalized into variables? If yes, which is the independent variable (causal) and which is the dependent variable (effect) and how will they be measured? If no, how would you go about making them measurable?

Yes. The key concepts were the different issues of focus as between different…… [read more]

HR Management Human Resource Management: Training Term Paper

Term Paper  |  3 pages (886 words)
Bibliography Sources: 1+


HR Management

Human Resource Management: Training and Development

Training and placement programs can strengthen an organizations organizational capabilities when implemented correctly (Schuster, 1999). Training and development may change the way individual behavior and perform and improve the overall strength of an HR system. For a training and placement program to be effective and to enhance the overall productivity and profitability of an organization in needs to be properly implemented and evaluated over time. The critical elements of training program are discussed below.

There are several key aspects of an effective training and placement program. In this case the organization needs train manufacturing employees to make high-end golf clubs. To do this the training has to be specific with regard to the forms and procedures of training required to develop the specific product (Schuster, 1985). Before training can begin managers need to determine what specific job functions are needed to develop high end golf clubs. They need to analyze the specific job functions that employees will engage in and come up with a list of job tasks or functions an employee must have mastery over before they can do a particular job. This will enable them to develop specific training goals that are targeted toward specific job functions.

The next step of a training program is a needs assessment, where the organizational need is identified. In this case the organization needs manufacturers to assemble high end golf clubs. Other needs that might be identified during this process may include a need to cross train employees so that an employee can work in several different areas of the manufacturing environment.

A well oiled training program will next require that managers select the group of employees that needs to participate in the training and placement program. Once this is accomplished, the next step is a skills assessment of all employees to be participating in the training program. It is critical that a skills assessment of employees be implemented, to determine what skills employees already have and what skills they need to acquire before they are able to work on a specific job or assignment. This might also help managers determine whether some employees are better suited for certain tasks than others.

Along these same lines, an inventory and analysis of employee skills and abilities both before and after training will assist the managers in assessing which employees are best for particularly jobs and thus will help in the placement process. Thus assessment is a critical component of a training and development program that can't be overlooked. Analyzing an employees abilities prior to training will help managers develop training that is more specific and subsequently effective. Analysis…… [read more]

Human Resources Development and Training Term Paper

Term Paper  |  6 pages (1,624 words)
Bibliography Sources: 5


Human Resources Development and Training

Diversity training intervention program -- Preliminary training plan

In January 2012, Kenneth Riley was shot and killed in an incident which involved the policemen at the present Police Department. The victim's son claims that, before being shot, his father had been subjected to verbal abuses, among which the use of the derogatory N-word. The grand… [read more]

Coaching as an Alternative Term Paper

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Bibliography Sources: 1+


For instance, the employee may work largely on her own, and the boss might head up the department, but work only rarely with the employee. If the employee has actually given her time generously to respond to an information technology survey, or organize a charity fundraiser at the office, it is highly unlikely that the boss would know. That is why starting with the employee's moment to shine and express how he or she has shined is a productive beginning.

Then the employee moves on to the things he or she did not accomplish. Rather than the boss telling the employee, the employee volunteers the information himself. Most times, employees will know exactly the areas in which their performance has lacked, and need no one to browbeat them. When browbeating occurs, its only result is to antagonize the employee and put him on the defensive again. (http://www.accel-team.com/human_resources/coaching.html)

Most times, bosses find, the employees are a lot harder on themselves than are bosses. The function here is to air exactly how the employee himself thinks he can improve.

Then, at the end of the first coaching session, the employee is asked where he sees himself in one year, five years and ten years and how he sees his role changing in the future (if at all) in the organization. Also, the employee is encouraged to raise any mobility or compensation issues. (www.knowledgepoint.com/hr/lbwhite.html ) Here, the employee is allowed to ask for what he wants without limitation. The company may not be able to grant it, but in the coaching format, the employee is not faulted for asking, and feels comfortable doing so. Contrast this to a review in which asking for a raise seems akin, at times, to asking for a presidential pardon. (http://www.ideasandtraining.com/Employee-Coaching-Programs.html)

The boss takes a week to about three weeks to mull over the employee's first coaching session, then responds with the second session. Here, the boss expresses how she feels the employee has helped the organization first; what the employee has to offer, and has actually offered. Again, this starts the second coaching session off on a positive note wherein the boss is not antagonizing the employee needlessly.

Then the boss tackles areas for improvement and categorizes them in three gradations: job-enhancing issues, job-impacting issues and job-threatening issues. Job-threatening areas for improvement are the most egregious. If the employee is showing up late everyday, for instance, or not at all; or if the employee constantly misses deadlines. The job-impacting areas are those that do not put the employee in jeopardy of losing his job, but would greatly improve the chances of that employee thriving at the company if improved. Finally, the job-enhancing areas for improvement are those that are the cream: "Here are ways you could really put your value-added over the top."

The focus between each coaching period should be on erasing these particular areas for improvement, and coming up with only job-enhancing ones eventually in the future.

After the second coaching session, the employee is… [read more]

Human Resource Planning Term Paper

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Bibliography Sources: 1+


HR Plan

Why must an organization have a HR plan in place? Outline the steps that you would include in you HR plan

According to Michelle Kalra, of the online journal, "ProfitGuide," "People are the greatest competitive advantage any company has; they're the source of new ideas (2005)." Thus, in consideration of this striking fact, it is essential that a company put great emphasis on a good HR plan (the mechanism through which this competitive advantage is gained as well as maintained).

A good HR plan allows one to have a vision concerning the HR needs that are forecasted for the year. It also allows one to anticipate the tasks/responsibilities that are likely to be required. This is useful so that the HR department is better able to make available the manpower necessary to devote to those responsibilities. Additionally, the HR plan can allow:

An alignment of HR vision with the overall business plan.

Allow for "proactive" management of the workforce.

Reduce time and asset consumption in future recruitment periods.

Identify key areas needing improvement.

Highlight potential legal risk.

Highlight seasonal issues, including "cycles" that affect retention/recruitment.

Provide a matrix from which to measure HR policy performance. (Kalra, 2005)

Thus, a good HR plan includes a description of how the HR goals mesh positively with the overall business plan (allowing for a "weeding out" of those goals which do not). It also identifies those areas in which effective HR management is glaringly necessary, especially where problems seem to be an ongoing issue (high turnover, for example). Further, without including points of improvement, risk, or an examination of special/cyclical issues (as well as a method from which one can assess overall HR performance with relation to the plan.)

2) Is there a place for Human Resource planning in operational effectiveness and strategy?

According to Gerry Johnson and Kevan Scholes, authors of "Exploring Corporate Strategy: Text and Cases," Operational Strategy is the method by which a company organizes itself to actually deliver its desired "direction" -- especially with relation to issues of resources, people, and key processes (2005).

The reason that Human Resource planning is so important in the overall operational effectiveness strategy is that it is unquestionably the worker, both individually as well as collectively that determines the extent to which the organizational goals are actually achieved. For example, the very presence or absence of the necessary workforce "power," with regard to number, quality, skills, motivation, and performance can either make or break the actual operation of the business. The simple truth is that the best "strategy" cannot be implemented without the necessary human resources.

It is clear that with an affective use of Human Resource planning it is possible to achieve the ideal workforce geared for a particular use. This involves melding the overall business plan (inclusive of the organizational strategy), with the fruits of a good HR plan -- namely a workforce made up of the required skill sets, the right "jobs" to bring those skills to fruition, and… [read more]

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