Study "Career / Labor / Human Resources" Essays 56-108

1234. . .Last ›
X Filters 

Human Resources Management Has Changed Essay

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

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

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


Human Resources Policies and Guidelines Term Paper

… Human Resources Policies and Guidelines

Policies and Procedures

Recruitment and Selection Procedure

Policy Statement on Recruitment and Selection

The purpose of this recruitment and selection policy is to ensure compliance with UK laws on diversity and equal employment. It will… [read more]


Human Resources Managers From Three Term Paper

… Company number one

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

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

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

Company number two

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


Business Management -- Human Resource Issues Response Case Study

… Business Management -- Human Resource Issues

Response to Sean

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

Response to Kristen and Regina

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


Business Management -- Human Resource Issues Plan Essay

… Business Management -- Human Resource Issues

Plan for Disciplinary Meeting

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

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

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


Business Management -- Human Resource Issues Essay

… Business Management -- Human Resource Issues -- Post Responses

Sentences per topic by customer request)

Discussion 1 Response

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

Discussion 2 Response

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


Human Resources Management (HRM) Is Vital Essay

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

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


HR Management Human Resources Planning Has Three Essay

… HR Management

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

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

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

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


Performance Appraisals Human Resource Term Paper

… Performance Appraisals

Human Resource Performance Appraisals

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


Human Resources Personnel Term Paper

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

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


Human Resources Management Mr. Robert Harris Term Paper

… Human Resources Management

Mr. Robert Harris, being a respectable and hardworking employee of the HR Products, was facing difficulties despite his exhibition of ability, craft and understanding of the job. His first refusal for a promotion did not make him… [read more]


Human Resources Management for the Bottling Supervisor Term Paper

… Human Resources Management

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

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

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

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

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

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

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


Human Resources Training Term Paper

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

3.

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

4.

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

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

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


Labor Unions Are Communities Essay

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

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

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

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

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

Bibliography:

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

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

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


Human Resources Labor/Management Relations Which Events Case Study

… Human Resources

Labor/Management Relations

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

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

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

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

Case Study

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

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

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


Human Resources Labor Relationships a Labor Union Term Paper

… Human Resources

Labor Relationships

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

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

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

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

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


Human Resources at Telesouth Case Study

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

Evaluation and approval of this proposal

17/03/2014-31/03/2014

Recruitment of new managers/supervisors (preferably female)

01/04/2014-30/07/2014

Development of employee training programs

20/04/2014-20/07/2014

Scheduling of employee timetables to suit their career needs

15/06/2014-20/09/2014

Recruiting subordinate more employees

15/07/2014-15/08/2014

Weekly, bimonthly, and quarterly training begins

01/10/2014- 20/12/02014

Recruitment and selection of a Career Manager

10/10/2014-31/12/2014

Carrying out a survey to evaluate the success of the program

23/12/2014-20/01/2015

Evaluation

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

1. Has the rate of employee retention is improved?

2. Has the level of employee turnover been reduced?

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

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

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

6. Do employees feel generally happy working at TeleSouth?

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

High employee turnover and Employees quitting jobs

Senior management too busy…… [read more]


Florida State Agency Class Action Research Paper

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

Conclusion

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

References

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

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

Website:

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

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

34.0043.… [read more]


Human Resources Labor Unions Essay

… ¶ … Human Resources

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

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

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

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


Final Situation Update Term Paper

… Human Resources Pumps

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

One year ago, Pumps For All -- an engineering and manufacturing firm devoted to the advancement and implementation of liquid (primarily water) movement and… [read more]


Human Resource Is a Function Term Paper

… 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.

References

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]


Human Resources Essay

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

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

References

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

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


Employee Training and Career Development Term Paper

… Employee Training and Career Development

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

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

Role of training in an organizational development

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

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

As an overall professional development plan

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

To evaluate the status of improvement in a betterment effort

To test the functioning of a new performance management system

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

Employee development methods

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

on-the-job training includes:

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

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

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

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

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

Lecture courses and… [read more]


Canadian Labor Law and Human Research Paper

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

Summary and Conclusion

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

References

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

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

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

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

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

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

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

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

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

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


Human Resource Management Techniques Term Paper

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

Effective human… [read more]


Human Resource Planning Term Paper

… Human Resource Planning

All organizations require employees to make them a success and it is considered as important as finance, machinery and land for running the organization successfully. The important point to note here is that individuals all have different… [read more]


Human Resource Management Motivational Term Paper

… 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.

6.

Individual Work to Teamwork

Individual Work to Teamwork

INDIVIDUAL WORKER

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

Talks

Listens

Me oriented

Team orientated

Department focused

Organization focused

Competitive

Co-operative

Logical

Creative and collaborative

Written messages

Interactive communication

Image

Substance/team performance

Secrecy

Sharing

Short-term sighted

Long-term orientation

Immediate results

Long-term results

Critical

Supportive

Tenure

Commitment

References

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 Practices: Wal-Mart Essay

… 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]


Number of Career Paths Term Paper

… 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 Resources Issues at Comcast Group of Companies Term Paper

… 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. #

BIBLIOGRAPHY

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]


Upbringing the Most Influential Contributor Essay

… 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 Resource Planning Is Focused Research Paper

… 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]


Entertainment Industry Report Essay

… 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.

Conclusion

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.

References

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]


Human Resources Research Paper

… 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).

Conclusion

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.

References

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]


Management International Management When a Company Manages Essay

… Management

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).

Body

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]


Carson, v. ). St Article Review

… 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]


My Mentor Essay

… ¶ … 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]


Human Resources Diversity in Organizations Term Paper

… 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… [read more]


History of Human Resource Management Term Paper

… 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.

Bibliography

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]


Lincoln Electric Has a Human Resources Philosophy Case Study

… 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

… ¶ … 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… [read more]


Recruitment and Selection Research Paper

… ¶ … 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… [read more]


Human Resources Recruitment and Selection the Equal Thesis

… 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

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

Compensation

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

References

Job Description.

Branch: Employee Resource Management

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

Job Title: 0212-0006 MGR SELECTION AND PLACEMENT (NON-BARGAINING) Washington, DC

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.

Qualifications/Requirements

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

… ¶ … 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

… ¶ … 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… [read more]


Samsung Company Term Paper

… 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,… [read more]


Career Plan Term Paper

… ¶ … 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… [read more]


IBM Human Resources Term Paper

… ¶ … 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]


Motivation and Incentives in the Workplace Term Paper

… 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… [read more]


Employee Relations in UK and Russia Research Paper

… 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.

References

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]


Community Nursing the Service Learning Research Paper

… 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… [read more]


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

… 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]

1234. . .Last ›
NOTE:  We can write a brand new paper on your exact topic!  More info.