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Human Resources personnel often find themselves in a double bind. On one hand, employees like the convenience of being able to manage their personal data, such as leave, pay, and pension information from their work and personal computers. Also, in a large, corporate environment with many employees, using technology to keep track of vast amounts of data regarding employee information is often necessary, from a logistical perspective alone. However, employees are also understandably concerned that their information may be misused.
This article highlights the importance of the modern HR professional to be fluent in the safety protocols of informational technology, as well as the 'softer' side of human resource management. Employees must know that HR staff is at striving to do all they can to ensure employee data is used in a safe and appropriate manner. Appropriate password protection, and creating usernames ideally not connected to any easily traceable information regarding the employee (like names, birthdays or social security numbers) is just one example of how to create a more secure system. Also, minimizing the amount of damaging data kept online, like performance reviews or medical information, might be another way to reduce employee fears and risks of security impingement. If it is necessary to keep this data online, additional security protections regarding this data may be advisable.
Another important issue, however, that is not addressed in the article is the need to educate employees about how to keep their information safe. Employees must take active steps to keep their information confidential, such as not revealing their passwords and usernames carelessly to others, in addition to keeping it staff informed of any likely violations of computer security. All employees live in an unsafe environment, and whenever anyone uses a credit card he or she is at some risk. Every individual employee, as well as every manger must be constantly vigilant about their data. They must be aware that there are many determined hackers anxious to destroy what a responsible programmer has tried to create in to protect employee information.
These programs help the employee to use their greatest talents and assets for the improvement of the organization. The fifth area of the total reward strategy involves culture. Culture refers to the attitudes and behaviors that collectively influence how an individual behaves. Cultural change is difficult because it means of changing attitudes and fundamental beliefs of a society or organization. Culture is an element that can influence the total rewards
Human Resources Manager Upon graduation, the field I have chosen to enter is human resources management, in which I will attempt to work as a human resources manager. For individuals who possess the right technical competencies, there are several opportunities available in this particular field. Firstly, one is required to have at least a bachelor's degree to enter this profession. Coursework involves different aspects of benefits and compensation. Some positions require
Advice is given to supervisors on how to correct poor appearance and employee misconduct. In these instances, progressive guidelines and other requirements must be taken into account the completing disciplinary actions and in resolving employee grievances and appeals. Information is given to employees to encourage a better understanding of management's goals and policies. Information is also given to employees in order to assist them in improving poor performance, on
Human Resources Book Review Phillips, Jack J. (1999) Accountability in Human Resources Management. New York: Butterworth-Heinemann In his text, Accountability in Human Resources Management, the human resources management analyst and guru Jack J. Phillips attempts to offer a new paradigm for human resource management to further both the future of American business organizations as well as the field of human resource management itself within organizations. Phillips states that human resource departments can
In addition to supplying training so that workers can obtain and maintain entry-level jobs, training must be given that is based on national skills principles, assessments, and qualifications that will improve a participant's ability to compete successfully in the current global economy. This component will be the focus around which the other four HRD training components will revolve. This training component will be broken down into five different categories:
Human Resources Management Practices in the Global Environment & Human Resources Information Systems (HRIS) The objective of this study is the examine Human Resources Information Systems (HRIS) as it relates to Human Resources Management practices in the Global Environment. Toward this end, this work in writing will examine the literature in this area of study. Globalization, in the work of Husain (2010), is reported as symbolizing "the structural making of the world