Assume the same role of VP of HR as in the previous assignments.

1.Develop a strategy specific to your organization for integrating job performance and training.
2.Discuss the most significant performance management challenges the organization you have researched has faced.
3.Outline the basics of a performance management initiative that would significantly improve employee performance across the organization as well as encourage employee retention.
4.Create a set of best practices specific to your organization for improving employee relations.
5.Cite at least five (5) references, three (3) of which must be from peer-reviewed journals.

Previous Order Numbers:
A2062096
Strategic HR Management
A2063639
Employment Laws
A2065160
Selection and Retention

Customer is requesting that (Maryamkazi) completes this order.

Hi!

The subject is the role of management in employee relations during the financial crisis.

The project must has:
(1) Introduction, main body and conclusion,
(2) Also you must identify research problem and question,
(3) In addition it must has research methodology and methods like interview, literature review e.t.c
(4) And final it's very important to has CRITICAL THINKING.

Thnx!

My essay is a 3 part group essay on a team of HR consultants. All I am require to do is write a 3000 word essay on employee relations, what it is, how it works and the changes a basis of employee relations management style and culture also adding PEST with management styles and cultures. Could you please write an introduction also as my work will be 1st and the other members work I am sending you to have a look at is going second. In an email I will attach the official assignment brief and the second group members work just for additional material. Thank you

Health Service Human Resource Management
Topic: Employee Relations
Assume the same role of VP of HR for an Organization that service individuals with physical and cognitive disability (Vocational Day Service)
Write a 5 page paper in which you:
1. Develop a strategy specific to your organization for integrating job performance and training.
2. Discuss the most significant performance management challenges the organization you have researched has faced.
3. Outline the basics of a performance management initiative that would significantly improve employee performance across the organization as well as encourage employee retention.
4. Create a set of best practices specific to your organization for improving employee relations.
5. Cite at least five (5) references, three (3) of which must be from peer-reviewed journals.
This assignment must:
Must be type double space using times New Roman font (size12) with one-inch-margins on all sides: references must follow APA syle.
The specific course learning outcomes associated with this assignment are:
Discuss how job performance and training can be integrated.
Discuss the importance of performance management.
Identify the common components of an employment agreement.
Use technology and information resources to research issues in health services human resource management.
Write clearly and concisely about health services human resource management using proper writing mechanics.
Instructional Materials if at all possible
Flynn, W., mathis, R., & Jackson, J., (2007). Healthcare human resource management (2nd ed. ). Mason, OH: Thomson South-Western/Cengage.
American Society for healthcare Human Resources Administration. (n.d.) General format. Retrieved from http://www.ashhra.org/.
Joint Commission on Health Care Organziations(2011). General format. Retrieved fromhttp;//www.jointcommission.

Section 1

1. Examine the nature of industrial conflict and the resolution of collective disputes:

? explain the ideological framework of industrial relations

? investigate the different types of collective dispute

? review dispute procedures and the resolution of conflict

? critically evaluate the effectiveness of dispute procedures in resolving conflict in a given situation

Section 2

2. Explore the processes of collective bargaining and negotiation:

? explore the nature and scope of collective bargaining

? describe the processes of negotiation

? prepare and apply negotiation strategy for a given situation



Section 3

3. Investigate the concept of employee participation and involvement:

? investigate the effectiveness of arrangements made by two organisations to involve their employees in decision-making

? analyse the influence of the EU on democracy in the UK

? differentiate between industrial relations and employee relations

? evaluate the effectiveness of employee involvement techniques

? establish the impact of human resource management on employee relations

Requesting the writer to be: Christinapeter.

Paper designing elements of an employee relations program from any organization. Identify policy implications, the goals of the program, how these goals support corporate goals, and the cost and benefits of implementing and maintaining the plan. Include these topics:
a. Employee rights and employee relations
b. Federal, state and foreign regulatory compliance
c. wellness programs, including employee assistance programs
d. Benefits (other than wellness programs)
e. Health and safety

designing elements of an employee relations program from an organization of your choice. Identify policy implications, the goals of the program, how these goals support corporate goals, and the cost and benefits of implementing and maintaining the plan. Include these topics at minimum:
a.Employee rights and employee relations
b.Federal, state, and foreign regulatory compliance
c.Wellness programs, including employee assistance programs
d.Benefits (other than wellness programs)
e.Health and safety
f.Work/life balance issues

Assume that you are an employee relations specialist in your company. The supervisor who is responsible for this project comes to you asking for your advice for the following issue.

Members of the group have been assigned to different tasks while completing the overall project. Ideally, all pieces of the puzzle will come together smoothly as they are completed. Kelly is working some overtime to ensure that her piece of the project is completed and to meet her deadlines. Donna is assigned to a different piece of the project but does not reflect any sense of urgency. Kelly does not appreciate the approach Donna is taking when attempting to work on her tasks. Kelly is becoming quite frustrated that Donna is barely meeting her personal deadlines.

Kelly comes into work to find out that Donna is taking the weekend off for vacation. Kelly is angry because she is already working overtime, and now she must cover for Donna this weekend.

If no one complains to you as the manager, how would you sense that a conflict is, in fact, brewing? Who is the problem owner?

Discuss problem ownership in which you address the following:

? Is your own behavior causing the problem?
? Is this a real issue?
? What are the assumptions and are they true?
Is Donna aware of her own actions?



? From an Employee Relations Specialist perspective, what recommendations do you provide management?
? What strategies would you suggest for this situation?
? Would understanding problem ownership be helpful advice to give to management? Why or why not?


These sources are optional:
Goodwin, C., & Griffith, D. B. (2007). The conflict survival guide: Tools for resolving conflict at work. Upper Saddle River, NJ: Pearson Education.

Holley, Jr., W. H., Jennings, K. M., & Wolters, R. S. (2008). The labor relations process (9th ed.). Mason, OH:
Thomson.

Create a plan for effectively training, developing and retaining employees in the no frills airline industry. The plan should ensure that workers gain and retain desirable skill sets, find opportunities for growth and advancement, and experience work environments that promote equity and fairness between employees and employers. Keep in mind strategic needs of the industry. Identify elements of effective training and development programs used by organizations in the airline industry. Analyze components of effective retention and career development processes employed by the airlines. Examine applications of human capital development with regard to skill sets and gap analysis in the airline industry. Create a career development planning model that incorporates attention to key development success factors with airlines. Design elements of an effective employee relations program that could be used by organizations in the airline industry. Overall, the plan should meet the following criteria: Identify elements of effective training and development programs used by organizations within the chosen industry. Assess the strengths and weaknesses of the elements identified. Analyze components of effective retention and career development processes employed by organizations within the chosen industry. Assess any limitations of the components analyzed. Examine applications of human capital development with regard to skill sets and gap analysis in the chosen industry. Suggest ways to enhance human capital development with the chosen industry. Create a career development planning model that incorporated attention to key development success factors for the chosen industry. Recommend metrics to measure the effectiveness of the model created. Design elements of an effective employee relations program that could be used by organizations within the chosen industry. Recommend metrics to measure the effectiveness of the elements designed. Be sure to use headings and include resources throughout the body of the text.

details Essay question Critically discuss the importance of work-life balance in the effective management of people at work in contemporary organisations.
there are many articles on work-life balance that have been published in scholarly journals over the last decade. Examples include:
Eikhof, D., Warhurst, C. and Haunschild, A. (2007) ?Introduction: What work? What life? What balance? Critical reflections on the work-life balance debate?, Employee Relations, 29(4), 325-333. (note: this is an introduction to a special edition on work-life balance ? therefore, all of the articles in this edition are relevant to the assignment)
Metz, I. (2011) ?Women leave work because of family responsibilities: Fact or Fiction??, Asia Pacific Journal of Human Resources, 49(3), 285-307.
Moore, T., Johns, R. and Johnson, C. (2006) ?Work-Life Balance Experiences of Women in the Construction Industry?, International Employment Relations Review, 12(2), 67-78.
Pedersen, V. And Lewis, S. (2012) ?Flexible friends? Flexible working time arrangements, blurred work-life boundaries and friendship?, Work, Employment & Society, 26(3), 464-480.
Academic textbooks can help with definitions and many of the issues in managing people at work are found in a range of areas, including:
??Human Resource Management and Human Resource Development
??Industrial Relations
??Organisational Behaviour
??Psychology and Sociology

.
Guidelines for the essay
??Your essay should have a clear introduction, body and conclusion. Headings should only be used sparingly (if at all).
??Assignments should be in Ariel, 11 font, 1.5 spacing with appropriate margins;
??All students must use Harvard referencing;
??The 1500 word limit must be adhered to within the acceptable range of + or ? 10%.
??All essays must cite at least six academic sources.
??You must distinguish clearly between your own words and analysis and those of your sources. You must do this by providing appropriate citations, preferably using the Harvard method

Labor Relations Paper
Prepare a 3 page paper which examines the following:
a. Define unions and labor relations and their impact on organizations.
b. Examine the impact of changes in employee relations strategies, policies, and practices on organizational performance.
c. Answer the question "Are unions still relevant in the United States?"

I will send you 4 different articles which requires a report using Human resource concept and theory such as Management employee relations , Theoretical Frameworks for studying Employment Relations, The Study of Employment Relations, The changing context of Australian employment relations, The state and Australian employment relations.
There are faxes for this order.

Prepare a 950 word paper in which you explain the organization and societal functions of Public relations. From the following list select at least two functions you consider to be organizational functions of Public Relations and two functions you consider to be societal functions.

a) Communications management
b) Relationship management
c) Media relations
d) Publicity
e) Marketing communication
f) Employee relations
g) Investor relations
h) Social responsibility
i) Community relations
j) Consumer relations
k) Government affairs
l) Public affairs and issues management

Explain why you categorized your selected functions as organizational or as societal. What similarities and differences exist between the organizational functions and societal functions of Public Relations?

Labor Relations Paper

Prepare a paper which examines the following:

A. Define unions and labor relations and their impact on organizations.

B. Examine the impact of changes in employee relations strategies, policies, and practices on organizational
performance.

C. Answer the question "Are unions still relevant in the United States?"

D. In addition your paper, be sure to touch on the campaign, the election, contract negotiations, grievance handling, arbitrations, labor relations, and a most recent strikes like the (supermarket strike).

F. Use at least four references from the reading assignment, Internet articles, Electronic Reserve Reading (ERR) articles, and/or HR journal articles to support your paper.

a. Define unions and labor relations and their impact on
organizations.
b. Examine the impact of changes in employee relations strategies,
policies, and practices on organizational performance.
c. Answer the question "Are unions still relevant in the United
States?"
In your discussion , consider the campaign, the election, contract
negotiations, grievance handling, arbitrations, labor relations, and
strikes. Use at least two citations from the reading assignment,
Internet articles, Electronic Reserve Reading (ERR) articles, and/or HR
journal articles to support discussion.

-Define unions and labor relations and their effect on organizations.
-Examine the effect of changes in employee relations strategies, policies, and practices on organizational performance.
-Answer the following question: Are unions still relevant in the United States?

-Provide 3 references viewable by public access online.

***Request if possible Writers
Open Dialogue on the topic, Employee Relations - Choose one aspect of the readings from this week Employee "at will" or Employee Seperation and describe the implications / impacts on the four areas: Talent Acquisition, Talent Retention, Talent Development, and Talent Management.

**Relate your ideas and comments to real-world experiences.

Learning outcomes of this report are following:

1. Describe and analyse the roles and responses of key actors
2. Identify recent changes in employee relations in a selected country
3. Analyse the role of key factors in driving these changes
4. The appropriate use of academic sources, clearly explained and accurately referenced.

The assessment criteria for this module are following:

1. Recognise the roles and responsibilities of key actors in employee relations
2. Critically evaluate recent changes in employee relations
3. Identify the reasons for changes in employee relations provision
4. Critically analyse a specific form of employee relations provision
5. Use appropriate academic sources to evaluate an academic debate


Course books

There in no one set textbook but the following are relevant.

Dundon, T and Rollinson, D (2011) Understanding Employment Relations 2nd edition McGraw- Hill

Blyton, P. and Turnbull, P. (2004) The Dynamics of Employee Relations Macmillan 3rd edition.

Hollinshead, G. Nicholls, P and Tailby S (eds) (2003) Employee Relations 2nd Edition, Prentice Hall.

Burchill, F. (2008) Labour Relations 3rd Edition. Palgrave Macmillan

Williams, S. and Adam-Smith, D. (2006) Contemporary employee Relations ; A critical introduction. Oxford University Press.

Kersley, B. et al. (2006) Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey. Routledge

Daniels, K. (2006) Employee Relations in an Organisational Context CIPD

Gennard, J and Judge, G. (2005) Employee Relations CIPD

Bamber, G. et al (2010) International and Comparative Industrial Relations. Sage ??"

Colling, T and Terry M (eds) (2010) Industrial Relations Theory and Practice 3rd edition.

Dibben et al (2011) Employment Relations: a Critical and International Approach CIPD


The following books take a more sociological approach ??" they are interesting.

Bradley, H. et al (2000) Myths at Work, Polity Press.

Noon, M and Blyton, P. (2007) The Realities of work, 2nd Edition, Palgrave. (more basic).



You can also get a plethora of information on the web, but be warned, this is of variable quality. Some useful sites include: -

1. Most trade unions have websites.
2. The Department for Business Innovation and Skills has an employment relations site: -
http://www.berr.gov.uk/whatwedo/employment/index.html

3. Specialist topic areas/research centres/pressure groups e.g. involvement and partnership association at: -
http://www.ipa-involve.com
and the work foundation
http://www.theworkfoundation.com/

4 Funded projects such as the ESRC Future of Working Life project:-
http://www.leeds.ac.uk/esrcfutureofwork/projects/details.html

In order to make your work easier I am sending you some notes from the seminars regarding the three countries Japan, Germany and China

SEMINAR GERMANY

One debate in the academic literature concerns the extent to which the traditional German system of employee relations is changing. This seminar considers two (early) contributions to this debate and a more recent perspective.
Please read one of the three articles below.

1. Hassell, A. (1999) The Erosion of the German System of Industrial Relations British Journal of Industrial Relations 37.3.

What are the traditional advantages of the german employee relations systems?
How are these being eroded (give examples)?
Why is this erosion happening?

2. Kilkauer, T. (2002) Stability in Germany's industrial relations: a critque on Hassel's erosion thesis British Journal of Industrial Relations, 40, 2, 295-308.

On what grounds does Kilkauer challenge Hassells erosion thesis?
Why might it be unhelpful to think in terms of one model of employee relations in Germany?


3. Doellgast, V. and Greer, I (2007) vertical disintegration and the disorganisation of German industrial relations British Journal of industrial Relations 45, 1, pp55-76.

In what ways have organisations disintegrated their operations and why? -. give some examples from the automotive sector and telecommunications
What impact has this had on trade unions and works councils and how have they responded?
They comment that we argue here that vertical disintegration contributes to mpore disruptive changes in Germanys industrial relations institutions than other forms of organisational restructuring (page 58) What do they mean by this and why do they each this conclusion?

SEMINAR JAPAN

Continuity and Change in Japanese Employee Relations System

Question 1
What changes are happening to the wage system in Japan?
Why are these occurring?

S. Wataake (2000) The Japan Model and the Future of Employment and Wage Systems International Labour Review 139, 3 specifically pages 324 ??" 328

H. Shibata (2000) The Transformation of the Wage and Performance Appraisal in a Japanese firm International Journal of Human Resource Management 11, 2 specifically pages 301 - 312

E. Kyotani (1999) New Managerial Strategies of Japanese Corporations in Felstead and Jewson (eds) Global Trends in Flexible Labour specifically pages 184 - 189

K. Kubo (2008) Japan: the resilience of employment relationships and the changing condition of work in Lee and Eyraud (eds) Globalisation, Flexibilization and Working Conditions in Asia and the Pacific Oxford Chandos pp 172 ??" 180

J. Benson and P. Debroux (2003) flexible Labour Markets and Individualised Employment: the beginnings of a new Japanese HRM system Asia Pacific Business Review 9, 4, pp 62 ??" 67 and 68 - 70


Question 2
What changes are happening to the lifetime employment system?
Why are these occurring?

C. Beggren and M. Nomura (1997) The Resilience of Corporate Japan case studies on Hitachi (pp 130 ??" 132), on motor vehicles (112 ??" 116) and Okuma (pp 151 ??" 153)

E. Kyotani (1999) Mew Managerial Strategies of Japanese Corporations in Felstead and Jewson (eds) Global trends in Flexible Labour specifically 189 ??" 191

J. Salmon (2004) HRM in Japan in Budhwar (ed) Managing Human Resources in Asia Pacific pg 65

M. Pudelko (2005) Japanese Human Resource Management in Haak and Pudelko (eds) Japanese Management: the search for a new balance between continuity and change

T. Hanami (2006) The Changing Labour Market, Industrial Relations and Labour Policy in R. Haak (ed) The Changing Structure of Labour in Japan

P. Pebroux (2006) The shift towards a performance-based management system in R. Haak (ed) The Changing structure of Labour in Japan pg 28

K. Kubo (2008) Japan: the resilience of employment relationships and the changing condition of work in Lee and Eyraud (eds) Globalisation, Flexibilization and Working Conditions in Asia and the Pacific Oxford Chandos pp 160 - 166

Question 3
What changes are advocated by the Japanese Employment Federation?
What explains the demand for the changes?

Gronning (1998) Wither the Japanese employment system? The position of the Japan Employers Federation Industrial Relations Journal 29:4

Beggren & Nomura (1997) The Resilience of Corporate Japan pp 73 ??" 75

J. Salmon (2004) HRM in Japan in Budhwar (ed) Managing Human Resources in Asia Pacific pp 70 - 71

P. Debrous (2003) Human Resource Management in Japan: Changes and Uncertainties ??" 89 - 91

J. Benson and P. Debroux (2003) flexible Labour Markets and Individualised Employment: the beginnings of a new Japanese HRM system Asia Pacific Business Review 9, 4, pp 60 ??" 62



Question 4
What developments are occurring in non-standard employment (eg temporary work, agency work etc?
What explains these developments?

K. Kubo (2008) Japan: the resilience of employment relationships and the changing condition of work in Lee and Eyraud (eds) Globalisation, Flexibilization and Working Conditions in Asia and the Pacific Oxford Chandos pp 166 - 172

H. Gottfied and N. Hayoshi-Kato (1998) Gendering work and deconstructing the narrative of the Japanese economic miracle Wok, Employment and Society 12, 1, 25 ??" 46

Question 5

Trade union developments

Explain the changing demands by trade unions in Shunto negotiations concerning work-life balance and non-regular workers.

Weathers, C. (2008) Shunto and the shackles of competitiveness Business History 49,2. (see pages 187-188 and 190-193)

What is the role of community unions?

Suzuki, A. (2008) Community Unions in Japan Economic and Industrial Democracy 29, 4, 492-520.


SEMINAR CHINA

1) Read the following article selectively and identify the ways that employment is changing in China. What are the reasons for these changes?

Chen, L and Hou , B. (2008) China:economic transition, employment flexibility and security in Lee, S. & Eyraud, F. (eds.) Globalization, Flexibility and Working Conditions in Asia and the Pacific (Chapter 10). This book is on restricted loan

2) Read Chapter 4 in
Nichols and Cam (2005) Labour in a Global World
This book is on restricted loan

As an alternative you can read Nichols, T (et al) 2004 Factory regimes and the dismantling of established labour in Asia: a review of cases from large manufacturing plants in China, South Korea and Taiwan Work, Employment and Society, 18, 4. 663-685. (available through SWETSWISE via Resources Online)

What are the advantages and disadvantages to employees of working for ChinaCo rather than a state owned enterprise?. Concentrate your reading on pages 106-118.

3) Read

Chan, A. (2000) Globalization, China's Free (real bonded) labour market and Chinese trade unions Asia-Pacific Business Review. Vol 6, number 3-4 Spring /Summer pages 260-281.
This journal is not available on-line but is in the journals section of the library

What have been the impacts of changing ownership patterns and regulations on workers?


Additional reading

Cook, L (2008) The dynamics of employment relations in China: An evaluation of the rising level of labour disputes Journal of Industrial Relations (you can find this via the A-Z journals list at Resources Online) read pages 127-134.

Glover and Trivedi (2007) Human Resource Management in China and India (Chapter 16) in Beardwell and Clayton (eds) Human Resource Management : A Contemporary Approach 5th edition


I AM SENDING YOU ALL THOSE BOOKS AND ARTICLES AS THUS I GUESS YOUR WORK WILL BECOME EASIER. IT WILL BE REALLY GOOD IF YOU CAN FIND RELEVANT INFORMATION IN THERE AND USE IT AFTERWARDS IN THE ASSIGNMENT AS I THINK IT IS BASED ON THOSE THREE SEMINARS. REGARDS


There are faxes for this order.

Explain the organizational and societal functions of PR. From the following list select at least two functions you consider to be organizational functions of PR and two functions you consider to be societal functions.

a. Communications management

b. Relationship management

c. Media Relations

d. Publicity

e. Marketing communications

f. Employee relations

g. Investor relations

h. Social responsibility

i. Community relations

j. Consumer relations

k. Government affairs

l. Public affairs and issues management

Explain why you categorized your selected functions as organizational or as societal. What similarities and differences exist between the organizational functions and societal functions of PR?

Prepare a paper in which you explain the organizational and societal functions of PR. From the following list select at least two functions you consider to be organizational functions of PR and two functions you consider to be societal functions.
a. Communications management
b. Relationship management
c. Media Relations
d. Publicity
e. Marketing communications
f. Employee relations
g. Investor relations
h. Social responsibility
i. Community relations
j. Consumer relations
k. Government affairs
l. Public affairs and issues management
Explain why you categorized your selected functions as organizational or as societal. What similarities and differences exist between the organizational functions and societal functions of PR?

Hello, i am an international student and i do not work. My class is Human Resource Management (MGMT 327), my major is Accounting. under you will find the book used and the requirement. (Please notice that am an international student when Writing).

We have been studying this book up to chapter 10
Book:
Dessler, Gary, Fundamentals of Human Resource Management: Content, Competencies and Applications, [Pearson Prentice Hall, 2009]


Chapters 9 and 10 and all cases.


8. Fifth Application Paper: Labor Relations Paper
Prepare a 1,050-1,200-word paper which examines the following:
a. Define unions and labor relations and their impact on organizations.
b. Examine the impact of changes in employee relations strategies, policies, and practices on organizational performance.
c. Answer the question "Are unions still relevant in the United States?"
In addition your paper be sure to touch on the campaign, the election, contract negotiations, grievance handling, arbitrations, labor relations, and strikes. Use at least four references from the reading assignment, Internet articles, Electronic Reserve Reading (ERR) articles, and/or HR journal articles to support your paper.

Text: "Human Resource(HR) Management-(8th edition) by Mondy/ Noe/ Premeaux.

HR relations, but not on others.

Write as report:

*Executive summary( 1 full page)
*Body
- issues/ opportunity for each functional area:
staffing
compensation/ benefits
training/ development
employees relations

Consepts from the book( Ch. 1- 16)
Recommendations, convience somebody.
Keep on functions of HR

What they saw that will improve HR functions.
Identify your recommendations for resolving support your recommendation with stuff from the book(recommend what they should do).

Report should be based on Topic that I fax you.

There are faxes for this order.

2. Functions of Public Relations Paper
Prepare a paper in which you explain the organizational and societal functions of PR. From the following list select at least two functions you consider to be organizational functions of PR and two functions you consider to be societal functions.
a. Communications management
b. Relationship management
c. Media Relations
d. Publicity
e. Marketing communications
f. Employee relations
g. Investor relations
h. Social responsibility
i. Community relations
j. Consumer relations
k. Government affairs
l. Public affairs and issues management
Explain why you categorized your selected functions as organizational or as societal. What similarities and differences exist between the organizational functions and societal functions of PR?

GRPP: You will need to complete an Graduate Research Project Paper that is no less than 10 typed text pages of body (references, abstract and title page do not count), double spaced, and conforms to APA format. The GR Project Paper component is required of all courses in the graduate program. At least six professional sources must be referenced (in addition to Jackson & Schuler, if used). No less than three references must come from professional human resource journals - preferably those with research studies, not just "how to advice." Some possible sources are Human Resource Development Quarterly, Personnel, Personnel Journal, Personnel Administrator, Employee Relations Law Journal, Training and Development Journal, Management Review, HR Magazine (formerly Personnel Management), HR Focus, Academy of Management Journal, Journal of Human Resources, Monthly Labor Review, Personnel Psychology, Compensation and Benefits Review, and Human Resource Planning. Please limit the number of textbooks (no more than 1), web sites (nor more than 2) and popular press books (no more than 2) and use primarily journals.


Cite, cite, cite (smile). Not referencing sources is a form of plagiarism and may cause lost points and/or a zero for your paper. Your paper may be submitted for review to a service that checks for plagiarism.

Your Paper will apply the human resources (HR) concepts, principles, and practices taught in this course. You will need to select a specific topic that is an issue and submit your proposed topic statement (a sentence or two; not just a title) to class for approval by Sunday night in the second week of class. Be specific regarding what aspect of the topic you propose to address. Express your topic as an issue that you will support or negate to move it from the realm of "report writing" into the realm of defending or supporting a topic using professional reliable sources.

Here is a simple example of the difference in a topic and an issue :
Apples are a good fruit is a topic - this would be a very general report about apples
Apples are the most complete food for nutrient content and must be consumed daily for survival -- is an issue statement... and this report would do a brief intro of how apples are good, but then would attempt to prove (using doctors and experts) that apple consumption is necessary to live.

Do you see how the second one goes beyond "just an overview of a topic; a report" to become "support for a topic; analysis and the use of experts for support"?

Research Essay
Area of research : Management / HRM
Length/Duration: 2,500 words
Using theoretical material of Employment Relation write a research essay on this topic:
(Emotional Labour)
The research on emotion work is mixed in terms of the long-term implications for workers. Using theoretical material, explore work in telephone call centres and determine whether the emotional work involved is benign or has serious negative consequences for worker.
In answering the question you should ensure:
? That you develop a stated argument (point of view or stance) about the issue in question
? That as you work through the paper the question is actually answered providing another point of argument + evidence to support the view.
? It is also important to provide contrary or opposing points of view and defend your position against these.
? You will need sufficient references to create the argument, support your evidence and provide contrary viewpoints.
? Examples to demonstrate your ideas are also useful.

General requirements

? Well developed research skills are evident ? extensive range of appropriate academic discipline related sources used.
? Excellent examples of appropriate actions, policies, legislation or social and industrial movements are accurately used to highlight theoretical issues
? Excellent use is made of extensive reference sources to discuss, critique, compare and contrast a wide range of relevant theoretical ideas before applying them accurately to the topic
? Argument is systematically developed throughout paper
? Argument is supported by evidence and is cohesive throughout paper
? Extensive consideration of appropriate social, political, economic, industrial, ethnic, gender or other relevant issues and their implications for ER in this context
? Sources are all correctly acknowledge, both in-text and in reference list
? mmunication is clear, concise & easily understood, using an extensive range of suitable vocabulary with no errors.
? Grammar & spelling are error free.
? Key terms defined using academic sources & applied consistently.
? Thesis statement and structure of paper are clearly articulated in introduction.
? Key elements of argument are summed up in conclusion
? Conforms to required presentation format and word length.


Below is a range of general employment relations material that you can use as references. However, you are encouraged to research beyond these items.

Noon, M and Blyton, P (2007) The realities of work, 3rd edition, Palgrave Macmillan, Bastingstoke, UK.
(main source)
Bray, Mark; Waring, Peter and Cooper, Rae. (2009). Chapter 8 : Employee Representation : Non-union in Bray, Mark; Waring, Peter and Cooper, Rae, Employment relations theory and practice, Sydney: McGraw-Hill, pp.235-261

CR Littler. (1990). The labour process debate: a theoretical review in Knights, David and Willmott, Hugh, Labour process theory, London: Macmillan, pp.46-94.


De Cieri et al. (2008). Chapter 9 : Managing Diversity and Work-life Balance in De Cieri, H. et al, Human resource management in Australia: strategy/people/performance, Sydney: McGraw-Hill, pp.302-349.


Deery, Stephen; Plowman, David; Walsh, Janet and Brown, M. (2001). Chapter 9: Conflict and Cooperation in the Workplace in Deery, Stephen; Plowman, David; Walsh, Janet and Brown, M, Industrial relations : a contemporary analysis, Roseville, NSW: Irwin/McGraw-Hill, pp.297-327.

Dessler, G.; Griffiths, J. and Lloyd-Walker, B. (2007). Chapter 13 : Occupational Health and Safety in Dessler, G.; Griffiths, J. and Lloyd-Walker, B, HRM : theory, skills, application, Frenchs Forest NSW: Pearson, pp.554-595.

Heery, Edmund and Salmon, John. (2000). Chapter 1 : The Insecurity Thesis in Heery, Edmund and Salmon, John (Eds), The insecure workforce, London, UK: Routledge : Taylor and Francis Group, pp.1-24.


Holley, Jr. W H; Jennings, Kenneth M. and Wolters, Roger, S. (2009). Chapter 14 : Labor Relations in Multinational Corporations and in Other Countries in Holley, Jr. W H; Jennings, Kenneth M. and Wolters, Roger, S, The labor relations process, Mason, Ohio: South-Western Cengage Learning, pp.619-665.

Lewis, Philip; Thornhill, Adrian and Saunders, Mark. (2003). Chapter 1: What is the Employment Relationship? in Lewis, Philip; Thornhill, Adrian and Saunders, Mark,Employee relations : understanding the employment relationship, Harlow, Essex: Prentice Hall, pp.3-31.


Nicholls, Peter. (2003). Chapter 1 : Context and Theory in Employee Relations in Holinshead, Graham; Nicholls, Peter and Tailby, Stephanie, Employee relations, Harlow, UK: Pearson Education Limited, pp.3-47.

Petzall, S and Bennett, L. (2003). Chapter 11: Equity in Industrial Relations in Petzall, S., Abbott, K. and Timo, N, Australian industrial relations : in an Asian context, Melbourne: Eruditions Publishing, pp.351-374.


Quinlan, Michael. (2004). Flexible Work and Organisational Arrangements in Bluff, Elizabeth (ed.), et. al., OHS regulation for a changing world of work, Leichhardt NSW: Federation Press, pp.120-145.

Rose, Ed. (2004). Chapter 7: Union absence and marginalisation in Rose, Ed,Employment Relations, Harlow, Essex: Prentice Hall, pp.337-384.


Rubery, Jill and Grimshaw, Damian. (2003). Chapter 3 : The Development of Employment and Production Regimes in Rubery, Jill and Grimshaw, Damian, The organization of employment : an international perspective, Hampshire, U.K.: Palgrave : Macmillan, pp.51-76.

Sappey et al. (2009). chapter 3: Managing workforce equity in Sappey et al, Industrial relations in Australia, Frenchs Forest NSW: Pearson, pp.54-86.

Strachan, Glenda; French, Erica and Burgess, John. (2010). Chapter 3 : Approaches to Equity and Diversity in Strachan, Glenda; French, Erica and Burgess, John,Managing diversity in Australia : theory and practice, Sydney: McGraw-Hill, pp.41-56.

Van Gramberg, B. (2006). Management of Workplace Conflict in Teicher, Holland and Gough (eds), Employee relations management : Australia in a global context, French Forest NSW: Pearson Education, pp.170-197.

Warhurst, Chris and Thompson, Paul. (1998). Chapter 1 : Hands, Hearts and Minds : Changing Work and Workers a the End of the Century in Thompson, Paul and Warhurst, Chris, Workplaces of the future, Basingstoke UK: Macmillan Press Ltd, pp.1-24.


Journal Articles

Bailey, Janis et.al. (2010). Daggy Shirts, Daggy Slogan? marketing unions to young people The Journal of industrial relations, 52 (1), 43-60.


Haley-Lock, Anna and Ewert, Stephanie. (2011). Waiting for the minimum: US State wage laws, firm strategy and chain-restaurant job quality Journal of industrial relations, 53 (1), 31-48.


Healy, Joshua. (2011). The quest for fairness in Australian minimum wages Jounal of industrial relations, 53 (5), 662-680.

Lambert, Rob and Webster, Edward. (2010). Searching for security: case studies of the impact of work restructuring on householders in South Korea, South Africa and Austalia Journal of industrial relations, 52 (5), 595-612.

Lee, Byoung-hoon and Kim, Jong-Sung. (2010). Is family friendly management good for firms? The diffusion and performance of family-friendly workplaces in South Korea.The Journal of industrial relations, 52 (4), 459-476.


Peetz, David. (1997). Deunionisation and union establishment : the impact of workplace change, HRM strategies and workplace unionism Labour and Industry, 8 (1), 21-36.

Ravaenswood, Katherine and Markey, Ray. (2011). The role of unions in achieving a family-friendly workplace Journal of Industrial Relations, 53 (4), 486-503.


Skinner, Natalie and Pocock, Barbara. (2011). Flexibility and work-life interference in Australia Journal of industrial relations, 53 (1), 65-82.


Smith, Meg. (2011). Gender equity: The Commission's legacy and the challenge for Fair Work Australia Journal of industrial relations, 53 (5), 647-661.



Van Den Broek, Dianne. (1997). Human resource management, cultural control and union avaoidance: an Australian case study The Journal of Industrial Relations, 39 (3), 332-348.

Waring, Peter. (2011). Keeping up appearances : aesthetic labour and discrimination law Journal of Industrial Relations, 53 (2), 193-208.