Study "Career / Labor / Human Resources" Essays 166-220

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Human Resources - Motivation Employee Term Paper

… Human Resources - Motivation


Context of the Problem:

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

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

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

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

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

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

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

Human Resources What Balance of Intrinsic Term Paper

… Human Resources

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

A company that pursues a lowest cost strategy tries to keep the price of the good… [read more]

Human Resources Even the Most Rigidly Unwilling Term Paper

… Human Resources

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

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

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

… HRM Criminal Justice

America's correctional institutions are clearly at the pinnacle of a transition, as criminal and prison populations grow and mandates frequently create systems where discretion for incarceration is removed from traditional roles the need for police officers, in… [read more]

Business Ethics and Human Resource Management Essay

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

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

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

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

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

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

Human Resource Planning Term Paper

… HR Plan

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

According to Michelle Kalra, of the online journal, "ProfitGuide," "People are the greatest competitive advantage any company… [read more]

Coaching as an Alternative Term Paper

… For instance, the employee may work largely on her own, and the boss might head up the department, but work only rarely with the employee. If the employee has actually given her time generously to respond to an information technology… [read more]

HR Management Human Resource Management: Training Term Paper

… HR Management

Human Resource Management: Training and Development

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

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

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

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

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

Diversity and Motivation Human Resources Term Paper

… The rewards must be both meaningful and pertinent, and must relate to the size of the job. (Employee Rewards)

These are some of the strategies of motivation that a manager would have to be familiar with in order to get his job done well and bring success to his company. 'Gainsharing' is one more concept that a manager must familiarize himself with so that he would motivate his employees to function better and therefore reaps more rewards for the company. This is essentially a process by which an employee would share the financial benefits of bettering the company's performance with the company itself. It involves the combined efforts of the employees and the management of the company wherein the employees are given financial incentives at regular intervals to better their performances, with their innate consent and cooperation. This process would eventually increase the involvement of the employee in his company affairs and this in turn would improve his performance in order to better things at 'his' workplace. How does 'gainsharing' work? All employees are given regular weekly or monthly cash payments, and these payments are made from the 'gains' which may have occurred from either savings on costs, or from improved performances made by the efforts of managers as well as employees. (Improve Your Company Performance)

Group meetings are held on a regular basis where the questions of what to do, how to do it to improve performances are discussed and these are put to work immediately. When a manager decides to introduce this system, he must primarily analyze the depth of commitment that he would get from the employees, since the commitment has to be deep and understanding has to be perfect in order to execute a plan of gainsharing. Other policies like how many times will the payments be made, and how much will be paid would have to be decided at the outset. The next step would be that of 'consultation' when the senior managers and other seniors would have to be asked to commit to the gainsharing being introduced. Once these steps have been completed, gainsharing can be initiated into the working of the company. The benefits of gainsharing can be many: performance improvement, improvement in job security, better communication between managers and employees and as a result, better commitment and cooperation between the two, and a good improvement in the utilization of resources. (Improve Your Company Performance)

The new 'Executive Information System' that is becoming popular in the contemporary businesses of today to improve senior management systems is another method of organizing the diverse workplace and improving motivation among employees so that there is benefit for all those who are involved in the conduct of the business. (The development and use of Executive Information Systems) It can be defined as an end user computerized information system that a manager would use to track success factors such as data, hardware and other software related programs. Information becomes readily and easily available for the executives and this… [read more]

Globalization and Public Administration Essay

… Environmental representatives can work with the employer to improve the impact of an organization or workplace on the local environment, helping nearby communities and raising the reputation of the employer. Equality reps can help raise awareness of issues related to equality and diversity. They can raise the profile of equal treatment of workers on the grounds of gender, age, religion, sexual orientation and disability. They can do so by engaging employers in focused discussions. This can lead to attention on matters relating to employees and encourage proactive management of a workforce (Brown, Bryson, & Forth, 2009)

Effects of the present state of the economy on labor unions

The economic state calls for careful interrogation by labor unions in as much as the worker needs are concerned. It is the need for employees to have a stable flow of income as well as higher incomes compensating them for their time, knowledge and output. The economy in the current time is facing a highly volatile situation with likely hood of slowing down owing to lower rate of demand and supply. Labor unions activities in the past have been characterized with the rising rate of unemployment (Blanchflower & Bryson, 2010). This being the case it is seen that the slow rate of economic growth realized in the past few years calls for a cautioned demand by labor union as regards their employee remuneration. This has also contributed to the perspective picked up by labor union to avoid confrontations with employees and instead set up forums to negotiate that will see the employees' needs met rather than ignored. Labor unions are constantly engaging the employers in discussions on the likely measures to improve workers conditions of work. They have also offered their employees other measure that may seem to grant motivations to work as opposed to raise in their incomes.

Role of management in creating a more diverse work place for employees

The management is taxed with the duty to ensure employee find their workplace to be accommodating enough to their needs. This aspect brings in satisfaction and guarantees inclusion of underlying differences such as age, ethnicity, Gender, race, sexual orientation, cultural background, intellect and physical ability or inability. In managing the workplace diversity, the management is called upon to recognize individual differences in the workplace. This will lead to realization of potential of each and every employee thus ease in achieving organization's set goals (Benhardt, 2010).

The management has the duty to categories the need of their employees and assessing the impact availability and unavailability thereof has on employees. The assessment of these needs need not be fully undertaken by the management team but rather engage employees in coming up with opinions. The diversity of a workforce in entrenched in allowing employees from different parts and those with different cultures or aspect as mentioned above to freely work without feeling neglected. While the management is taxed with coming up with a work conducive environment, it should not impose this environment on their employees.… [read more]

Five-Year Career Plan Word Term Paper

… This degree will be obtained from a university with an excellent reputation who has shown great innovation and foresight in developing the renewable energies program.

In addition, my average grade point average for the past four years has been above a 3.7 which shows my ability to think critically and solve problems.

On a more personal level, I have a long standing record of service in the community. I have volunteered for the last three years at a local nursing home. This experience has helped me to grow as a person, to value human life, and increased my enthusiasm for the field of renewable energies not only because this field will be good for the environment, but ultimately because it is good for people.

Potential Barriers:

The greatest barrier I face is inexperience. In today's job market, especially in California, the competition is fierce. My inexperience will make it more difficult to be noticed. To overcome this barrier, I have begun attending public meetings related to renewable energies at the local level, and have traveled to Sacramento, the state capital, to begin networking in this field.

Career Training Programs

The career training program that I have participated in has been excellent. It offers me, and other college students and job-seekers, a bridge between my current academic career and my future professional one. The career center has guided my academic choice to tailor my classes to optimize hire-ability. In addition, the guidance counselors have introduced concepts of professionalism that are not available in the classrooms. These concepts include interview skills, and meeting with professionals in my field through internship and announcements of public meetings of interest that are available to students.


Dominican University of California.

Hamilton, James, & Liming, Drew. (2010). Careers in Wind Energy, Retrieved from

Nasu, Paul (2008) U.S. Companies Embrace Green Technology. Retrieved from

[Unofficial resource for your information only]

MBA Today: [read more]

Reintegrating Job Design and Career Research Paper

… Next they discuss the various ways Career Theory can aid in the development of better job designs so that a person can obtain personal satisfaction from their job and over time can translate that satisfaction into career success.

The authors then reverse their thoughts and delve into the subject of how the field of job design can aid individuals in their careers. A person's career is the sum total of their work experiences focusing on the relationship between one's self and their occupation. The authors assert that an individual's job, how it is designed and how a person performs it, can affect their overall career. Not only can job design have effects on their performance, but it can have psychological effects on the individual as well. For instance, characteristics of job design can affect a person's view of themselves and what they might accomplish in the future.

Finally the authors make the conclusion that what is necessary in the Human Resources field is the designing of jobs that fulfill an individual's need for "mastery, meaning, identity integration, and autonomy" in their daily jobs. (Hall 458) According to the authors, when a job is designed in such a manner it is called a "smart job" and when properly utilized a person can obtain the personal fulfillment from their job but can then translate that personal fulfillment into both personal success as well as success in their career.

Works Cited

Hall, Douglas T., and Miera Las Heras. "Reintegrating job design and career theory:

Creating not just good jobs but smart jobs." Journal of Organizational Behavior

31 (2010):… [read more]

Onet Database Term Paper

… I could see career coaches and universities using the tool for people who have little to no direction career-wise. It functions well as a jumping off point for learning about various jobs, even some of which you may have never heard of. I think that is a particularly useful thing, given that most people are only exposed to occupations that exist within their small sphere, which people they know or have encountered have had. This tool then has the potential to open them up to a larger world of employment. Secondly I think that the tool could be useful for human resources departments because they could compare an applicant's skills with the demands of the job for which they are applying. If they are incompatible, they may be able to steer that applicant toward other positions within the organization. Beyond that, it is definitely a useful tool for career-changers. By being able to cross-reference the skills required by your current job with a wide swath of jobs in the community, you can save yourself from a lot of trouble by narrowing down your options. For example, a corporate executive may want to go into the non-profit sector, but they may be unsure if what they have to offer is adequate. They could go into the tool to find out that there are similarities between the fields that they could then use to their advantage in the job interview, by perhaps trumpeting their planning skills or their knowledge of business law.

4. As a director of human resources, I would have my staff use the site. As I mentioned earlier, there is a wealth of information present that could help members of a large organization transition between jobs in that organization or could help human resources employees to find applicants who fit an opening well. I think the tool does have a few shortcomings, namely that a human resources department at a smaller, less diverse company may have trouble steering employees with similar skills to different roles using the tool. In addition, the tool lacks some specificity which may be helpful within an organization. The type of detail it offers is on a more macro level, for people who may be choosing a career outright, rather than transitioning within or entering into a specific organization. Nonetheless, I think the tool's useful attributes outweigh its shortcomings. I think it may be especially beneficial for human resource departments to use to get their employees thinking about their future and whether they have chosen the right path. I found that in my use of the tool, I began to reflect on exactly what my skills are and what I value in a career. This level of reflection alone in an employee population can contribute to a happier, more fulfilled workplace. Also the statistical information available about each job could be used to compare things like salary offered for various positions (even on a more local level) and job growth trends. These could help ensure… [read more]

Dual Career Couples Case Study

… Dual-Career Couples:

The employment of dual-career couples has continued to increase in the recent past to the point that these couples account for approximately 40% of today's workforce, a figure that will continue to increase in the future. This is a major shift from the traditional workforce making it a crucial concern for managers since there are many situations where two spouses have careers that are both important. The issue of dual-career couples has become a significant factor in decisions regarding recruitment, promotion, transfer and job commitment since more women are joining today's workforce. As a result of this increase, the advent of dual-career couples has not only caused problems for the working couples but it has also resulted in various challenges to businesses and organizations alike.

Policy Regarding Employing Dual-career Couples:

When employing dual-career couples, there are several concerns that must be taken into consideration by an organization or business. These concerns include the need for benefit plans that enable the dual-career couples to have children without endangering their careers and the need for flexible work schedules that assist them in balancing career and family demands. The other concerns include help from the employers in finding employment for the spouse in cases of job transfers and an effective child care program while at work. Ignorance of these needs associated with dual-career couples may make an organization to lose output and valuable employees (Ivancevich, 2010, p. 465). Given the increase in dual-career couples, many organizations have started to respond to these needs and challenges in various ways.

This policy is for the purpose of ensuring that dual-career couples in the organization are provided with an opportunity where they can work effectively without experiencing problems that are associated to these kinds of employees. To effectively deal with the issue of employing dual-career couples, the organization will be committed to hiring such employees based on their qualifications. This qualification-based recruitment strategy is aimed at lessening the prospect of losing competent employees on the basis that they are couples. As a major aspect in the policy, hiring dual-career couples is more beneficial to the organization as compared to dealing with challenges and problems associated with it.

Secondly, the organization will be committed to treat the dual-career couples as individual employees. Consequently, each spouse will be totally responsible for his/her performance at the workplace and will not be held liable for the other spouse's mistakes. None of the spouses in this organization will be permitted to bargain for a promotion or salary increment for the other spouse (Hannigan, 2010).

Finally, the organization will provide benefits to dual-career couples without regard to gender in order to reduce stress on families and employees alike. As the organization offers benefits with no regard to gender to dual-career couples, it will… [read more]

Employee Training and Career Development Research Paper

… Employee Training & Career Development:

Employee development in an organization basically entails training these workers to develop hidden talents or obtain new skills in order to keep them acquainted with technological changes, maintain proficiency and improve performance. Employee development is centered on improving the employee's individual potential by enhancing his/her current skills, expanding his/her qualifications and improving his/her attitudes. Furthermore, employee development also focuses on improving employees' work habits and promoting their understanding of the objectives, policies and practices of the organization. While this process also includes training, it's not only the impartation of knowledge but also the preparation of employees to advance with the organization as it grows and change ("Employee Development Series," n.d.).

This process of employee training and career development has a crucial role in an organization particularly on the overall management process. The main role of employee development and training in an organization is that it determines the long-term success of the organization in achieving its objectives and goals. Employee training and career development can be conducted in various ways depending the specific jobs or responsibility of these employees. Whereas some employees can assume more office responsibility in their development, others develop through training on how to operate new machinery. These new levels of employee responsibility and work can be attained by demonstrating individual growth in the organization. This is in turn achieved through the establishment of professional goals within the organization and evaluating them within a specified period of time. Some of the major employee development methods include & #8230;

On-the-Job Development Techniques:

on-the-job training or development techniques are also referred to as in-house training and are conducted while the employees perform their normal and regular jobs. These development techniques basically involve the formulation of plans regarding what will be taught and communicating the details to the employees. In-house or on-the-job training techniques include job coaching, job instruction training, internships and apprenticeships. The major benefits of this employee development method includes it enables the employees not to lose time while they are learning as well as the fact that they are generally cost-effective.

Off-the-job Training:

These kinds of employee development techniques occur when employees are taken away from the organization or workplace to be trained. These techniques include discussions, conferences, lectures, case study, laboratory training and distance learning ("Employee Training and Development," n.d.). It's important to note that these employee development methods can be utilized by both small and large organizations though they may be too expensive. These development methods have various benefits including the fact that they result in the attainment of a broad range of skills and give employees… [read more]

Human Resources: Fair Labor Standards Term Paper

… report that:

sections 216(a) provides for criminal penalties for willful violations by "any person," while sections 216(b) provide for a civil action for monetary damages against "any employer"; the FLSA, therefore, does not provide for private actions by employees against… [read more]

Best Practices Labor Relations Term Paper

… Human Resources

Labor Relations

The objective of this paper is to demonstrate an understanding of a major employee or labor relation concept that was either accepted to turned into a 'best practice'. Described will be an approach by an organization or union that demonstrates an innovative, creative, cutting edge or unique method of working with employee and labor relations framework

The State of Maine employs what is termed "Interest-Based Bargaining" as its' chosen form of "Preventative Mediation" (Alfano, 1997) This is a shift form traditional confrontational and positional style bargaining to that of bargaining through 'solutions of problems through identification of issues, exploration of the solutions. In this type of bargaining the parties are encouraged to work together in seeking a solution. The characteristics of "interest-based bargaining" are that each party submits their proposals and the parties develop and then submit "clearly defined problems that they will solve together.

The process in traditional bargaining is the submission of proposals based on their solutions to problems that will be solved together between the two of them. In interest-based bargaining the investigation of problems needing resolution are presented and a mutually acceptable solution for each problem is chosen. The solution will in essence give each party at least 'part' of what they want or need. In working collaboratively to solve their problems.

Key Concepts in Interest-Based Bargaining

The focus of the approach is the presentation of the problems as questions and then refines those questions to a representation of a solution.

Interests: The motivational factors in this type of bargaining are the interests of each party and their reasons for seeking a solution to the problem. While each party may have a different reason for wanting g to solve the problem, the fact is that they all desire to find a solution and thus they are motivated to take action.

Options: Options are the solutions which are possible for each individual problem.

Standards: Standards are the guidelines or rules when measuring the acceptable quality of each option. The option that satisfies most of the standards is the one which will be chosen. Objective standards are somewhat difficult to develop in relation to labor relations. The reason stated for this difficulty is the inability to measure such things as equity and fairness objectively. This means the participants must share their view of each standard on an individual basis.

Those utilizing the bargaining referred to as… [read more]

Microsoft's Vega Project Case Study

… It seems that his strategy was not correct, as MacLellan's interest in technical things was too strong for him to continue his management job.

It is obvious that MacLellan is going to switch to a technical career, at Microsoft or another company. The best thing that Kaplan can do is figure out a way of determining the company to accept MacLellan as a software designer that deserves the reward system that he is used to from being a team manager. In addition to this, Kaplan must determine MacLellan to accept a smaller reward system, based on the fact that the software designer position is on a lower level in comparison with the team manager position.

There are several solutions that can be addressed by Kaplan. One solution would be to allow MacLellan to switch careers, to offer him a smaller reward package, but not smaller in comparison with what competitors could offer him. This would enable Microsoft to retain MacLellan. It is obvious that Microsoft is the first choice for MacLellan. He would not go to a competitor as a software designer if Microsoft would support his decision to switch careers and would provide him a satisfactory rewards level, because he would not have any reasons to do so.

Therefore, Kaplan must promote MacLellan's input as a software designer for Microsoft so that the company feels compelled to acknowledge his talent by rewarding him the necessary offer (Sims, 2007). This is the right thing to do in order to satisfy Matt's needs. This is most likely the best thing to do for Microsoft also.

Another solution would be for Kaplan to advocate MacLellan's case before the human resources team in order for them to realize the potential that he has as a software designer, and how Microsoft would benefit from him switching career. Kaplan must be careful in how he manages this situation. This is because by MacLellan's switching careers can be considered a failure of Kaplan. This is because he did not manage to identify the real needs of MacLellan and to identify the right career for him at Microsoft. It is also the human resources department's job to evaluate employees' situation and to develop employee engagement strategies.


Employee retention is a problem for most companies, even for a successful company like Microsoft (Amos et al., 2008). In such companies the reward system is not the problem, but the disagreement between the company and employees' needs and preferences. In this case, Microsoft would like MacLellan to occupy a management position, while he would be happier with a software design engineer job. It is important that managers identify and understand what their employees want in order to increase their productivity.

Reference list:

1. Werner, S. et al. (2012). Human Resource Management. Cengage Learning. Retrieved February 10, 2014 from

2. Buhler, P. (2002). Human Resources Management. Retrieved February 10, 2014 from

3. Sims, R. (2007). Human Resource Management: Contemporary Issues, Challenges and Opportunities. Retrieved February 10, 2014 from… [read more]

Labor and Employment Law Workplace Essay

… His performance received an above-average rating by the last annual performance review but he was denied a promotion he deserved because of his age. That promotion was given instead to a 32-year-old co-worker with an adequate review rating. This is a violation of the ADEA.

Discrimination against older persons comes from the stereotype that they are no longer capable or efficient (SHRM, 2013). Yet their experience and insights are always valuable in the organization. They should not be refused employment or terminated on the basis of age. They can also take legal action against the company if the law is thus violated (SHRM).

Situation C -- Persons with disabilities have lots to be apprehensive about. They not only face risks in general and all the difficulties that attend to their disabilities (EEOC, 2013). They are also a target of ridicule and potential discrimination in the workplace. Living with disabilities or defects is a continuous nightmare to them. The Americans with Disabilities Act of 1990 was enacted to address their nightmarish situation (EEOC).

The Americans with Disabilities Act of 1990 or ADA forbids discrimination on account of mental or physical disability or defect (EEOC, 2013). The prohibition covers employment as well as public accommodations, commercial facilities, transportation and telecommunications. The U.S. Department of Justice's Guide to Disability Rights Laws states that those with a disability or are related to someone with a disability. According to ADA, a person with a disability is one who has a physical or mental impairment, which substantially limits one or more major life activities. He must have a history or record of the impairment or disability or is perceived by others as having the impairment. ADA does not specify disabilities so that the law may be flexible in determining what they are (EEOC).

ADA obliges employers to extend reasonable accommodations in hiring persons with disabilities (EEOC, 2013). The employee must, however, inform the employer about his disability. One factor that operates under this Act is reasonable accommodations. It refers to any adjustments or changes the employer makes to allow the disabled employee to discharge his or her job functions. But another factor is at play under the Act, which is called undue hardship. It means that an employer is not obliged to make adjustments or accommodations to the extent of causing undue hardship to the business itself. Adjustments or accommodations become undue or not reasonable when they will incur significant difficulty or expense on the part of the employer. Unduly high costs of resources, size, nature and structure of the business can overturn the reasonable accommodations intent (EEOC).

Applicant C. is paralyzed with both legs. He needs a wheelchair in order to work in this company. His job also requires him frequent movement in the company premises, consisting of 7 floors in the building alone. In the discharge of his function, he will need the frequent use of the elevators. The company must make material adjustments to two of its four elevators so that he can… [read more]

International Emphasis on Education Methodology Chapter

… Strauss would say that the quality of a theory can be evaluated by the process by which a theory is constructed." (p.1) The work of Weilgamage and Siengthai (2003) entitled "Employer Needs and Graduate Skills: The Gap between Employer Expectations and Job Expectations of Sri Lankan University Graduates" reports that the data for the study were "… gathered through structured interviews and surveys of selected sample of (better specify the exact number of responses from each sample category here) employers, unemployed graduates, employed graduates, current university students and university faculty members. Survey questions were designed to obtain information on perceptions and attitudes of sample respondents based on the determinants identified from the literature review. It is required that the researcher be sensitive to the following issues:

Gatekeepers: the access to the group

Key informants: the individuals who provide useful insights into the group

Reciprocity between the investigator and the subjects being studied

Reactivity: the impact of the researcher on the site and the people being studied


Glaser, B.G. And Strauss, A.L., (1967), The Discovery of Grounded Theory: Strategies for Qualitative Research, Chicago: Aldine

Pattameak, J. (2009) EMPLOYERS' EXPECTATIONS AND PERCEPTIONS OF TOURISM Vol. 5 No. 4 June 2009 Pp. 306-321.

Perron, R. (2011) The 8th SMEs in a Global Economy Conference 2011: " Rising to the Global Challenge: Entrepreneurship and SMEs development in Asia " Retrieved from:

Glaser, B.G. (1978) Advances in The Methodology of Grounded Theory, Sociology Press, Mill Valley, CA.

Glaser, B.G. (1992) Basics Of Grounded Theory Analysis, Emergence vs. Forcing, Sociology Press, Mill Valley, CA

Strauss, A.L. (1987) Qualitative Research For Social Scientists, Cambridge University Press, Cambridge, UK.

Strauss, A.L., and Corbin, J. (1998) Basics of Qualitative Research: Grounded Theory Procedures And Techniques. 2nd. edition, Sage Publications, Newbury Park, CA

Lowe, A. (1996) 'An Explanation Of Grounded Theory', Working Paper, Dept. Of Marketing, University of Strathclyde, UK.

Gasson, S (nd) Rigor in Grounded Theory Research: An Interpretive Perspective on Generating Tehroy from Qualitative Field Studies. College of Information Science and Technology. Retrieved from:


Weligamage, S. And Siengthai, S. (2003) Employer Needs and Graduate Skills: The Gap between Employer Expectations and Job Expectations… [read more]

Performance Analysis and Intervention Research Paper

… This may also be contributing to the above performance issues. Therefore it is necessary to address them now instead of waiting to see if the above solutions actually work.

To improve morale, get outside the box on this predicament. It… [read more]

Recruiting Methods on Cultural Diversity Research Paper

… Language can be a key dividing factor in the workforce. Cultural differences in language can also result in cultural divisions and conflict once a diverse workforce is achieved. Language and cultural barriers can be the most difficult issue to resolve… [read more]

Role of Human Resource Management in the Hotel Industry Essay

… Training and Retaining Quality Employees for the Hospitality Industry

There are very few duties and responsibilities that a human relations manager is accountable for that are more critical to the success of his or her venue than selecting high quality… [read more]

Legal Ethical Issue Relating to Human Resources Management Research Paper

… Legal/Ethical Issue Relating to Human Resources Management

The communication by way of emails and phone calls within an organization should be observed in order to help stop workplace violence. If employees are using company issued equipment in order to threaten… [read more]

International Employment Relations Essay

… Human Resources

International Employment Relations

Describe the pressures that globalization has placed on the Australian automotive assembly industry since the late 1980's.

Globalization is a procedure of dealings and mixing among the people, companies, and governments of different nations. It… [read more]

Authority and Staff Essay

… ¶ … authority and staff authority. What type of authority do human resource managers have?

Line authority is basically a kind of authority which is exercised over line personnel in an organization. With line authority, a supervisor can give orders… [read more]

Warn Act Term Paper

… WARN Act

Do you agree with management's human resource plan of action for the immediate plant closing? Why or why not? Explain in detail and include the legal implications. What does the WARN Act say that allows the plant to close inside of the 60-day notice period?

Given that keeping the plant open will incur additional input costs and not benefit the plant or the workers, whose jobs will surely terminate soon, closing the plant seems wise. This gives the workers a chance to look for new work, rather than keeping them laboring at 'make work' with no hope of ameliorating the situation. If they experience difficulty finding work, they can seek unemployment compensation. While the circumstances are difficult, the extra few months will do little to improve the situation of the workers in the long-term, and only result in a more costly plant closure, with greater expense to the firm's shareholders.

The actions firm of the firm falls under the WARN Act because 3(a) 1 of the WARN Act allows for closure before 60 days if the employer is "actively seeking capital or business...through any other commercially reasonable method" but still cannot financially sustain the company Also, pursuant to 4(b) 1 of the WARN Act allows for immediate closure when a firm facing a catastrophic financial circumstances that "is not reasonably foreseeable," before the 60 days required. These include circumstances caused by sudden, dramatic, and unexpected actions or conditions outside the employer's control, such as a withdrawal of a major client like the sportswear company and the subsequent failure of negotiations. The withdrawal of the sportswear company is an event that could not be anticipated with reasonable business judgment practiced by a similar employer within the same market. Management has been making a good faith effort to negotiate and raise capital, another condition of the Act. True, the managers will still have employment for the 60 days, but this is not an example of favoritism, rather it is because the mangers still need to engage in the necessary steps to close the firm. Also, financing from another source is unlikely, given the… [read more]

Employees Use the 360 Degree Feedback Method Term Paper

… ¶ … employees use the 360 degree feedback method, or in other words, they evaluate themselves. Each employee is evaluated by a colleague, a superior and a person inferior hierarchically. However, employees should be evaluated by the Human Resources Specialist… [read more]

Equal Pay and Compensation Discrimination Term Paper

… Equal Pay and Compensation Discrimination

According to Gender

Equal Pay Act of 1963

Pregnancy Discrimination

According to Race

According to Social Networks

According to Age

According to Corporate Culture

According to Performance and Rewards

The 2001 State labor legislation included… [read more]

Industrial Disputes Law Employers and Unions Term Paper

… Union Labor Disputes Canada

Wal-Mart Canada

This report is an evaluative report and summary about the international retail giant Wal-Mart. There is no better presentation than one that presents the varying opinions in legal philosophy between unions and employers. As… [read more]

Career Development in Organizations Importance Term Paper

… A CDF can also benefit the HR department by concentrating on staff career development and training, while allowing other HR staff to concentrate on employee benefits, legal and payroll issues, and policy creation. In addition, a CDF can assess the needs of a current OCD plan, and help create a workable plan that serves the needs of the staff and the organization. Clearly, if a career development plan is to be ultimately successful, then a CDF must be part of the equation, and the sooner the better. A CDF can take some of the pressure off the HR department in the creation, maintenance, and assessment stages of the program, and add to the employee experience and retention.

In conclusion, OCD is a growing trend in organizations, as more and more companies recognize the link between staff satisfaction, productivity, and a happy corporate culture. Many companies already support active OCD programs, from GE to General Motors and CIGNA. Each organization utilizes differing OCD techniques that work for their particular needs, but each organization has recognized the positive long-term effects from a successful OCD. Career development can benefit an organization in myriad ways, and a successful OCD can not only make the company profits rise, it can make the staff satisfaction rise, too, which is an enduring part of any organization's continuing success both nationally and globally.


Author Unknown. (2003). Career Development Facilitator Competencies. Retrived from the NCDA Web Site: Jan. 2004.

Gilley, J.W., & Maycunich, A. (2000). Beyond the Learning Organization: Creating a Culture of Continuous Growth and Development through State-Of-The-Art Human Resource Practices. Cambridge, MA: Perseus Publishing.

Gutteridge, T.G., Leibowitz, Z.B., & Shore, J.E. (1993). A new look at organizational career development. Human Resource Planning, 16(2), 71+.

Morrison, R.F.,… [read more]

Proposal for Little Whinging Research Paper

… g., walking classes during lunch breaks, scheduling after work yoga or other exercise classes for employees, etc.). The city can also maintain an ongoing public promotion campaign designed to get everyone involved in healthier lifestyles and to target such a… [read more]

Value of Developing an Online Electronic Portfolio Research Paper

… The fact that the electronic career employs the use of internet for sharing an individual's suitability to a position advertised translates to the viral ability of the electronic career (Hung-Yue & Jiann-Min, 2013). The viral nature implies that individuals and organizations can source the most suitable individuals to fill organizational positions depending on the information provided in an electronic portfolio. While most have raised significant concerns over the privacy and confidentiality associated with the use of the electronic career, empirical evidence shows it to have a greater degree of protection of individual's information. For instance, the systems used in the process are designed in a manner that allows access of the information by the targeted organization and the sender of the information. Therefore, it provided individuals and organizations to display their dedication to ensuring the upholding of ethics related to the storage and access of the electronic portfolios (Marier, 2012)

Furthermore, educators benefit significantly from the use of electronic career. The electronic portfolio provides them with the insights into specific aspects of their academic and personal life achievements that must be satisfied for their success. Through such, they develop a sense of appreciation of the challenges the students undergo when developing and reflecting on their abilities. The senior management team of different organizations also employs the use of the electronic career as strategies for outsourcing expertise support for issues related to the performance of their organizations. For instance, they might consider outsourcing expertise advice from benchmarked organizations that provide them with directions to improving their performance in the current competitive global markets (Hung-Yue & Jiann-Min, 2013).

It is beyond doubt that the use of electronic career has created value in the educational system by promoting the development of standard methods of determining educational performance and employability of their stakeholders. While developing an electronic career was a challenging process in the past, the introduction of new technological advances and increased awareness among the students have made it easy for them to use the technology. Based on the above, Daft (2013) shows that the electronic career helps individuals have ease transition in their professional and personal development.

The fact that they can use to maintain the track of events alongside professional and personal development allows individuals to identify practical alternatives of improving their performance. It is appreciable that the success of portfolio management depends on the use of strategies such as developing a clear mission and vision that relates to the intended strategies for improving one's professional and personal performance. The vision and mission allow for the determination of practical interventions that improve on the electronic career when implemented. Therefore, as electronic career promises to improve individual marketability, caution should focus on the identification of the critical elements that influence the ability of the portfolio to produce the expected results (Castrogiovanni, & Kidwell, 2010).

Conclusively, electronic career proves an effective tool for improving one's marketability in the current global environment. It provides individuals with the opportunities to reflect on their achievements, challenges,… [read more]

Policy and Procedures Supervisors Policies Company Manual

… Policy & Procedures

Supervisors Policies and Procedures Manual

Indentifying Policy Needs, Overview of Expectations for Supervisors

Supervisors Policies and Procedures Manual Outline

Issues Requiring Formal Policies

Overview Expectations of Supervisors

Measuring Employees Satisfaction, Reward System, Supervisory Communication Skills

Collaboration with… [read more]

Management Requirement I Put Essay

… Candidate has not thought through on the employees response

Expects the employee to follow his/her approach without question

Criteria for Higher-Rated Responses

Demonstrates enough willingness to assist the employee.

Expects the employee to initially respond negatively, but is willing to provide guidance.

Encourages the employee to have another approach that would be suitable.

KSA Grouping: Initiative. For this KSA the candidate is been analyzed for their ability to start and follow through with a given task without consultation or guidance.

Lead Question: Imagine a situation where your supervisor has given you a task, but with very little guidance on how they would like the task completed or done. Your boss is not around and in two days time the task will be due. Nothing seems to be going right in regards to the task. How would you handle this?


Why would you take such an approach?

Which other alternatives would you consider?


Have you ever been a similar situation before? What did you do?

Rating on this Question:




Criteria for Lower-Rated Responses

Did not demonstrate any initiative on the task.

Chose to leave the task till the boss returned for guidance.

Candidate had no desire to perform the task

Criteria for Higher-Rated Responses

Demonstrated willingness to take initiative on the task.

Performed the task to the best of his/her ability with the guidance received initially.

Had the desire to complete the task on time.

Realistic Job Preview (RJP)

Following is a series of statements that will give the candidate a candid, realistic view of the job he/she is being considered for. By communicating some of the good things -- and not-so-good things -- about the job itself, the unit the person would be working in, and the larger organization, the candidate will be in a position to decide if the job is a good fit for him/her. A good RJP can result in a more satisfied employee and reduced turnover.

The Job (List key good and not-so-good things about the job):

Job requires a person with compassion for other employees. Compared to the industry rates, the position offers a good remuneration package.

Employees require someone who will be ready to offer guidance to them and not one who is always reprimanding.

You will be required to organize out of office seminars for employee trainings to advance their careers.

The Unit or Function (List key good and not-so-good things about the unit or function the person will work in):

Currently the department is not well structured and the company is seeking for someone who is good at organizing confidential employee records, as well come up with HR policies for the company.

Though there is no dedicated HR department, the office administrator will offer guidance and provide support where necessary as she has been handling the HR docket.

Employees in the company are generally cooperative as long as one does not take their work for granted.

The Organization (List key good and not-so-good things about the organization… [read more]

Onboarding Best Practices Essay

… Culture is a wide category that ensures that employees get a sense of organizational customs and values, both informal and formal. Connection as a distinct level of onboarding practice refers to the crucial interpersonal links and data networks that newly… [read more]

Employment Law Policies for XYZ Business Proposal

… The hiring process should reflect outreach to people of various backgrounds and diversity groups who make solid candidates. Job openings should be advertised mainstream through traditional channels, as well as via diversity targeted fairs, publications and websites (Hennemann, 2011). An online example is, a career site dedicated to providing jobs for underrepresented minorities, women and other diverse job seekers. Once hired, work should be done to retain such talent as well. Mentoring programs and professional development workshops will be helpful to achieve this goal.

All terms and conditions of employment such as compensation, benefits, work assignment, and privileges of employment are to be built on the basis of equality. Fair and ethical diversity practice also extends to communicating expectations for work roles and the termination of employment (Cornock, 2012). If there are minor job performance issues, management should attempt to communicate with the employee and correct the problem before termination is considered. Employees should also receive adequate notice prior to termination.

Generally, people want fair and equitable treatment. XYZ will work from an understanding that diversity spans beyond race and gender -- it also includes employees of different religions, ages and sexual orientation. Employees should be free from comments and behaviors offensive to their particular cultural differences. The overall goal is to create a safe environment, show appreciation for all contributors, and address any concerns immediately. There must be a sincere -- not forced or contrived -- effort and commitment to creating a diverse work environment (Pyrillis, 2011).


Cornock, M. (2012). What to do when an employer acts unfairly. Nursing Standard, 26(38), 63.

Cullen, L. (2007). The Diversity Delusion. Time, 169(19), 74.

Henneman, T. (2011). Making the Pieces Fit. Workforce Management, 90(8), 12-18.

Hutson, B. (2012). How Is Your Relationship with Your Boss, Do You Know? Black Enterprise, 42(11), 56.

Housh, K. (2011). Different but Equal? Inequalities in the Workplace, the Nature-Based Narrative, and the Title VII Prohibition on the Masculinization of the "Ideal Worker." Texas Journal on Civil Liberties & Civil Rights, 17(1), 117-142.

Nadler, J.T., & Stockdale, M.S. (2012). Workplace Gender Bias: Not Just Between Strangers. North American Journal Of Psychology, 14(2), 281-291.

Katz, M. (2003). The current state of diversity training. Women in Business, 55(6), 26-27.

Pichler, S., Varma, A., & Bruce, T. (2010). Heterosexism in Employment Decisions: The Role of Job Misfit. Journal of Applied Social Psychology, 40(10), 2527-2555. doi:10.1111/j.1559-1816.2010.00669.x

Pyrillis, R. (2011). Just a… [read more]

Managing Demographic the Change Term Paper

… This proved to manage the demographic risk in Japan and kept many companies in the market even as human resources are being imported to the country. It countered the lost of human resource through various calamities which took place before in Japan such as several Tsunami or earthquakes and the leak of nuclear plant which caused a lot of casualty.

In United States several policies and laws have been adapted to curb the demographic changes in employment sectors. For example when applying for employment you are not supposed to include your gender, race and age. This to avoid any eventuality of discrimination based on gender, age or race. The United States doesn't tolerate age discrimination and respect to the old is highly upheld at all level of the company. This however, to ensure that age discrimination in a workplace is unacceptable.

The degree of diversity of workforce as really changed that is in terms of age and skills, these diversities has also grown markedly over the last decades. Nowadays, a good number of women have joined the workforce which increases their number in the workforce tremendously, and proportion balance of different ethnic group has also made their entries. However, to manage this demographic, anti-discrimination legislation was enacted which ensured that all people are treated equally at workplace (Shenhav. Haberfeld 2010).

Some human resource management policies and practices are made specifically to target certain group within the workforce. For example, "Equal Employment Opportunity" (EEO) initiatives in New Zealand that targets in particular women and Maori. This could help the organization to understand certain group especially the minority and provide them with alternative with the organization (Fazit. Ausblick, 2011).

Reflection and Recommendations

There are perceptions that older age work performance have thoroughly reduced. However, older or senior employees' are not fossils but a valuable source which includes experience, expertise and leadership potential which are needed to deliver in production. Therefore corporations should make policies which could incorporate seniors who still want to continue serving in the organization. This put the success of workforce delivery among the young and the senior at risk and therefore it's appropriate to have universal design where the young and the senior doesn't come into a rift at work place. It's also advisable that when you re-employee the senior, it would appropriate to assign him/her to a different branch from where he/she was stationed before.

It's true that Japan is not the only county where the demographic human resource has affected so much. But, it's believed that every developed counties and even developing countries undergoing the same change of demographic structure. Therefore companies which are active in the market need to come up with policies and regulation to avoid being caught in a mess. A vivid example is what taking place in Europe. "The European Council, in Tampere in October last year, agreed that with the coming force of Treaty of Amsterdam, the Union should develop a common asylum and immigration policy." This was to change the long… [read more]

Compensation Management Explain the Job Essay

… Since, Nutriment is at its establishing stage so it needs employees who can be committed to the organization and work dedicatedly so Jack will have to design a pay structure that could motivate the employees and get them connected with… [read more]

Legal Environment/Total Rewards: A Changing Term Paper

… Another component of a "total rewards" approach may be to offer certain incentives as part of a wellness program. Offering a wellness program not only gives the employee the benefit of information and tools to improve his or her health, but also can have a significant impact on the company's health care costs. A popular approach to wellness programs is to reduce health care premiums or offer other incentives such as gift cards or taxable cash bonuses when employees meet certain health-related standards. This approach has its own set of legal hazards, however, as health benefit offerings are closely regulated by the Health Insurance Portability and Accountability Act of 1996 (HIPAA). HIPAA requires that the total rewards offered through a wellness program not exceed 20% of the cost of the company's plan, and that the standards required for rewards be attainable be all employees, or that equitable alternatives are offered (Simon et al., 2007).

In conclusion, while the Federal labor laws put in place in the 20th century provide a strict lower limit to the pay practices of many businesses, they generally do not hinder the use of pay as part of a strategic human resources approach. While other regulations such as HIPAA may come into play in certain circumstances, for the most part the use of pay incentives is an unfettered and highly effective method of acquiring and keeping skilled, productive labor, and should be considered as part of the human resources plan for many 21st century companies who are concerned with maintaining their competitive edge.


Atkinson, W. (Nov 2009) Filling in around the edges. HR Magazine, Vol. 54, Iss. 11, 55-59.

Bohlander, G. & Snell, S. (2010) Managing Human Resources. Mason, OH: Cengage Learning.

Chen, H. & Hsieh, Y. (Nov/Dec 2006) Key trends of the total reward system in the 21st century. Compensation and Benefits Review, Vol. 38, Iss. 6, 64-72.

Simon, T., Traw, K., McGeoch, B., &… [read more]

Sexual Discrimination in Europe Research Paper

… Human Resources -- Sexual Discrimination in Europe

There are many variations to the kinds of sexual harassment experienced by both men and women in Europe. Those the prevalence of certain kinds of harassment vary country to country and culture to culture, according to reports on sexual harassment in Europe, the most common kind of sexual harassment is Hostile Environment. The sexual abusers make the workplace a "hostile environment" with unwanted comments, jokes, looks, touches, and other gestures that make the abused feel deeply uncomfortable to the point where the environment may interfere with their work. Harassment itself is defined as

"unwanted sexually tinted behaviour/attention appearing in physical verbal and nonverbal behaviour resulting in a hostile work environment, less pleasure in work, disturbance of productivity, and a worsening of the relationship with the client or organisation." (European Commission, "Sexual harassment in the workplace in the European Union," Page 23)

Therefore sexual harassment extends beyond the actions or words or nonverbal communications expressed by the abuser/harasser; sexual harassment contains both the harassment and the aftermath of the harassment including most notably the affects on the harassed, the work environment, and the process of work in general.

Because sexual harassment is so prevalent in European cultures, not to mention around the world, there are now laws and other forms of legislation in place to serve consequences for those who sexually harass others at work. Some punishments for convictions of sexual harassment at the workplace include prison time, fines, and compensation to the harassed person(s). In several European countries such as Portugal, some of the laws require that the harasser be summarily fired from his/her position at the workplace as well. (European Commission, Pages 193, 203, 204) There are even some cases of laws, that as a part of the punishment, the harasser may be kept from further employment from specific industries, tasks, or be banned from a kind of work for a specific amount of time. (Loutfi, Women, Gender, and Work, Page 485)

The range of effects of sexual harassment is great. Sexual harassment affects the individual harassed, affects the organisation within which the harassment took place, and sexual harassment affects society as a whole. Let us first discuss the effects of sexual harassment on the individual. For the individual who is on the receiving end of sexual harassment at the workplace, the effects are numerable, unfortunately. There are physical and emotional or psychological effects. The individual spends his/her working life in fear. This person lives in fear of the person(s) who harass them; the harassed will fear the presence of the harasser. The feelings of fear interfere with work production, which may in turn put this person's job in danger. The person, or anyone who is sexually harassed at work may be so distracted by the feelings of fear and disgust, that they make mistakes that ultimately cost… [read more]

Age Discrimination Human Resource Management Article Review

… " This clause allows employers to treat older adults as a homogeneous group, instead of evaluating each individual on his or her merits and abilities.

What questions, concerns, difficulties do these reading raise?

This article raises many questions regarding what can be done to fix this problem. The prevailing economic conditions indicate that older Americans will be extending their careers, yet the number of job opportunities is dwindling and new, younger workers are entering the workforce constantly. This combined with spending cuts to programs aimed at assisting the elderly, and the current condition of the Social Security system paints a bleak future for the baby boomers.

Relevance to course material, other observations and comments:

ADEA has ultimately failed in its primary purpose the reduction in long-term unemployment among older workers. Given the current state of the economy, the defunding of programs such as Medicaid, Medicare, food stamps, transportation services, and the limited availability of employer sponsored retirement benefits and pension plans there is urgent need for reform. Effective legislation for older workers must address the economic basis for all forms of discrimination and connect with the broader issues of social and economic justice. [read more]

Business Performance Improvement Term Paper

… Attendance Intervention

Human Resources

Hummel Insurance Attendance Intervention

Executive Summar

Description of the Performance in your Organization

Description of the Performance Analysis

Desription of the Root Cause Analysis

Description of the Design, Development and Selection

Description of Performance Evaluation and… [read more]

Fargo Publishing Company One Issue Essay

… Fargo Publishing Company

One issue that Fargo Publishing Company is having is in its payroll system. Currently, the Human Resources department is given each of the department's time cards to enter in manually. In doing so, the Human Resources department is making a handful of errors. This costs the Human Resources department and the production departmental supervisor time, and not catching an error could potentially cost the company money.

In order to eliminate this issue, Fargo should consider upgrading its time reporting system. Integrating an electronic time reporting system eliminates Human Resources from the situation, leaving less room for errors. If the department supervisors are able to review the time information reported by each individual employee they oversee, they will be able to better know whether or not the time reported is accurate or not. After fixing the errors, the report can be electronically submitted to the company accountant.

Fargo currently has many issues with labor costs that are resulting in decreased profits, despite their steady maintenance of market share. In Organizational Behavior studies, it was found that when a company had employees doing specialized functions, productivity went down. Employees feel isolated to specific tasks, and are not emotionally invested in the tasks. Rather, the employees were set to "auto-pilot," completing only what is expected of them. If the employees are able to do a number of different tasks within their own department, rather than one or a few, the productivity of the entire department will increase (Nelson & Quick, 2011).

In the event that the high labor costs are related to the inaccurate reporting of labor hours, changing from paper to electronic time reporting should assist in covering the issue. At the current time, the Human Resources department is in charge of taking the physical pieces of paper and punching in the data. Because the Human Resources department is… [read more]

What Could Make Employee Satisfaction Surveys Worth While? Dissertation

… ¶ … Employee Satisfaction

Hygiene Factors and Dissatisfaction at Work

Productivity and Employee Satisfaction

Employee Satisfaction

Work Environment

The key thing that obstructs workers from attaining results for the customers

Employee Compensation and reward

Business Knowledge

Client Relations

The Power… [read more]

HRM in the Public Sector Essay

… HRM in the Public Sector

Please discuss some of the challenges of doing performance appraisal. What is your recommendation to meet these challenges?

According to Faizal (2005), performance appraisal is a controversial management practice in any context, but particularly in the public sector. The public sector faces various concerns when engaging in performance appraisal practices. The system could, for example, be influenced by cultural, organizational, and political factors. It is, for example, possible that favoritism could significantly impact the effectiveness of the performance appraisal system. This could also influence the promotion process, which could be directly connected to performance appraisal. When they are not provided with sufficient information regarding the performance appraisal procedure and result, employees may also experience significant uncertainty regarding their employment and their esteem in the eyes of top management. These challenges can all be met by means of effective communication. Employees need to be aware of the benefits of performance appraisal, as well as what exactly the procedure and result will involve. Managers in charge of the performance appraisal should provide employees with the opportunity to communicate their concerns should they not agree with the results of their appraisal.


What do you see as the major Human Resource Management issue in the public sector?

When determining the most important issues in the public sector, it is important to first cultivate an understanding of the major functions of personnel in this sector. Public servants primarily work to provide government services to the public. As such, personnel in this sector act as the catalyst for the relationship between the public and its government. One of the most important issues to keep in mind here is therefore the fact that public servants should be chosen and trained for their particular talents in the area where they will work. If this… [read more]

Management Name and Explain Three Benefits Essay

… Management

Name and explain three benefits that companies attribute to telecommuting. Which do you feel is the greatest benefit, and why?

Three different benefits that can be attributed to telecommuting include: it reduces costs, increases productivity and it improves the… [read more]

American Meat Packing Corp., 362F.3d Essay

… , at 611.


9. FLSA with regard to documenting compensable time

Problems arise when employers determine not to count, or fail to recognize and count, certain hours worked as compensable hours. The workplace is replete with work situations that… [read more]

Net Website Analysis Term Paper

… O*Net Website Analysis

The purpose of an SOC (Standard Occupational Classification) code is to classify workers into occupational categories. The system is used by Federal statistical agencies to collect data on the various job types represented in the country. For this purpose, workers are classified into 840 detailed occupations. In a job description, the SOC usually therefore occurs at, or close to, the definition of their work in terms of the major duties required (Bureau of Labor Statistics, 2010).

The brief description indicates the main functions of human resource management, such as planning, directing, and coordinating activities related to the position, as well as maintaining functions such as employee compensation, recruitment, and other personnel related documents and policies. The description therefore focuses only on the duties performed by human resource managers, without information such as compensation or qualifications required. Compensation information is important, because new applicants need to be willing to work for the compensation offered if they are to be recruited and employed. Qualifications, in turn, are important in terms of the employer's viewpoint, as applicants need to be suitably qualified in order to be able to do the work.

In hiring for the position of human resources manager, I would prefer to use the "snapshot" section. The "detail" section contains a large amount of unnecessary information, such as not only what is required to perform well in the position, but also the less important and even unnecessary skills and traits, such as stamina and core strength. The "snapshot" section focuses on the personality traits, skills, and education that are necessary to fill the position. If new recruits are presented only with this information, it is much easier to decide whether they are indeed suitable for the job. Including information of unnecessary skills would simply confuse the issue and make the hiring process more involved and potentially time intensive. It is assumed that a suitable person must be acquired as soon as possible. Hence, to save both time,… [read more]

Contemporary Leadership Reaction Paper

… HR Leadership

President of the Company

VP of Human Resources


Multiculturalism as an HR Issue

In view of our organization's recent decision to send interns to other countries, it is first necessary to understand some of the basics of human resources within the international context. It is first important to remember that the idea of work, jobs, and labor vary from country to country, culture to culture, and even within cultures. Within the United States, and to a lesser extent, most of the First World, the idea of "work" and a "job" are tied to a person's internal view of themselves and their contribution to their own personal growth, as well as the idea of career growth. Career is much more than an economic term, far more than earning money, and ties more to psychological factors than simply "making a living." In other countries, the idea of human resources and labor are often at odds within a particular culture or socio-economic unit. For example, manual labor, or repetitive labor that requires only basic skills (e.g. assembling circuit boards or sewing) is usually viewed as only a means to an end, whereas some countries also have a burgeoning class of workers that are educated and have the ability to take higher paying positions that are, at times, at odds with the First World countries themselves (e.g. using Indian workers at 1/2 or less wage for Customer Service, Data Entry, etc.) (Reddy, 2008).

Since much has been made recently regarding the outsourcing of numerous customer service, order and banking centers to India, we will focus on India as a paradigm for relocating a business to India. Further, our model will assume that our company plans to open a customer service "help" line for a software product in one of the suburbs of Mumbai, on the southern coast of India. The choice to relocate the facility is primarily based on finances; rents, employee costs, and overhead are 80% less than in the United States, even with the relocation and external expenses involved with U.S. Managers (Davies, 2008).

As an HR… [read more]

HR Topics in Major Business Magazines Quote Term Paper

… ¶ … HR topics in Major Business Magazines

Quote #1: Dave Kieffer, leader of Mercer Human Resource Consulting: "These are not surveys or perceptual data. These are measures of how people actually behave, how they respond to the rules and… [read more]

Whistleblower HR Management and the Whistleblower Protection Essay

… Whistleblower

HR Management and the Whistleblower Protection Act

The last decade in American corporate culture represents a nadir of ethical performance and effective organizational stewardship. These two realities have interceded to promote a period of deep corruption, aggressive shortsightedness and… [read more]

Employment I'm Employed Term Paper

… Because he cares, it makes him more effective, and he has advised many people who come back and thank him later. I know few people that enjoy their jobs as much as he does, or that throw themselves into their jobs as much as he does, and it is always invigorating to watch him work.

That is not to say there are not challenges in my work. Even in the military, we have budgetary concerns, and it seems everyone is doing more with less, including our office. As a supervisor, I have to deal with individuals who aren't as dedicated to the job. Sometimes, they call in sick or act sick at work, and it makes them difficult to manage. It also makes it hard for the organization to retain effective employees, because if they don't enjoy the work, they transfer to another position, leading to higher staffing costs and training costs. I am noticing a difference between the generations and how they approach work, as well, which can be challenging. A Web site talks about the challenges of leading a multi-generational workforce. The editors note, "Generational differences impact communication styles, technology needs, professional development preferences, workplace expectations, compensation and benefits needs, desired leadership styles and the effectiveness of reward and recognition systems" (Editors, 2009). Younger workers have very different needs than older workers do, and they have different work ethics that are sometimes more difficult to manage.

In the future, I am interested in learning more about "talent management" and its use in HR. Another writer notes, "Recently, the phrase 'talent management' is being used to refer the activities to attract, develop and retain employees. Some people and organizations use the phrase to refer especially to talented and/or high-potential employees" (McNamara, 2009). I think that is an area to explore and develop, and I'd like to aim for that in the future.


Editors. (2009). Leading the multigenerational workforce. Retrieved 12 Dec. 2009 from the Human Web site:

McNamara, C. (2009). Human resource management (and talent management). Retrieved 12 Dec. 2009 from the Web site: [read more]

Workers Compensation Thesis

… Worker's Compensation

In speaking with small business owners throughout California, it is clear that the rapidly escalating costs of Workers' Compensation Insurance are having a significant financial impact on their business. One small business, Rockwell's Cafe based in Villa Park, California has a quarterly payment of $35,000 to the California Division of Workers' Compensation (DWC), and this is considered at the low end of the scale relative to other restaurants and businesses. The intent of this paper is to evaluate how worker's compensation is having a very significant effect on small businesses' ability to stay in business, and also provide insights into how health insurance actually reduces workers' compensation claims for a business (Lakdawalla, Reville, Seabury, 2007)

The Human Resource Dilemma of Worker's Compensation

In many states including California, even if a business has just one employee there are required to carry worker's compensation insurance, even if the employee is undocumented (Query, 2006). Many small business owners ask why they must pay for worker's compensation for undocumented workers, yet the irony is that at times these workers are hired because they will work for significantly less than others. California has been a state that has upheld the rights of undocumented workers to be accounted for under worker's compensation insurance, with several courts referring back to the Federal Immigration Reform and Control Act of 1986 (IRCA) (Query, 2006). This is the paradox that many small business owners throughout California find themselves in today regarding worker's compensation. They cannot find documented workers who will take minimum wage for intermediate to advanced -- risk jobs including tree trimming, heavy landscaping or roofing, yet paradoxically these are the highest at-risk jobs according to the California Division of Workers' Compensation (DWC) (Nguyen, Kleiner, 2005). Factors that will reduce the amount of worker's compensation insurance employers must pay include if they offer health insurance, and what their previous safety history has been (Nguyen, Kleiner, 2005). The DWC also calculates insurance premiums through a benchmarking process that takes into account the frequency of on-the-job injury and the severity of injury by occupation. Roofers for example pay exceptionally high rates of worker's compensation insurance in California as a result.

Steps to Resolving the Dilemma of Worker's Compensation

The combined effects of the recession and… [read more]

Collective Bargaining the Taft-Harley Act of 1946 Research Proposal

… Collective Bargaining

The Taft-Harley Act of 1946 was a reformation of the original Wagner Act of 1935, passed during the New Deal. The Wagner Act gave workers the "right to organize and join labor unions, to bargain collectively through representatives… [read more]

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