Employee Development Essays (Examples)

Employee Individual Training at Brewton Enterprises
A Schedule of Activities for Training and to Conduct The Training
Most businesses make a common mistake of assuming that ERP implementation is just one of those projects meant for the IT department. The truth is that an ERP implementation is a major change that affects the entire business organization and the key to this transition is proper preparation. Before the roll-out phase, Brewton Enterprises, Inc. must engage in several critical activities to prepare the people for the system overhaul. The following schedule of activities will help prepare for successful training and implementation of the ERP solution.
Firstly, Brewton Enterprises’ management should create internal project ownership. The new software is expected to affect nearly all functional business areas. In essence, all the employees from top leadership to management to lower level staff will be involved in the implementation process (Brady Monk & Wagner, 2011).…

References
Brady, J. A., Monk, E. F., & Wagner, B. J. (2011). Concepts in enterprise resource planning. Boston: Course Technology.
Sankar, C. S., & Rau, K.-H. (2006). Implementation strategies for SAP R/3 in a multinational organization: Lessons from a real-world case study. Norwood Mass: Books24x7.com.
 

However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been a losing battle eports 12.

The good news of the matter is that these employee feedback programs provide duly needed positive and negative feedback which helps the management re-strategize their decision making process.

Organizational culture and employee feedback programs

The culture of the organization must at the same time reflect these employee feedback programs Gupta, Govindarajan and Malhotra 206.

Organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express it in their actions in various situations. There are several effects of an organization's culture. These include influencing the technologies applied, image of the organization to the public, strategies, services and products of…

References

Bogardus, A. Phr / Sphr Professional in Human Resources Certification Study Guide. New York: John Wiley & Sons, 2009. Print.

Earl, Joanne, Melissa Dunn Lampe, and Andrew Buksin. "What to Do with Employee Survey Results." Gallup Management Journal (2008). Print.

Gomez-Mejia, L.R., D.B. Balkin, and R.L. Cardy. Managing Human Resources. London: Pearson/Prentice Hall, 2009. Print.

Gupta, Anil K., Vijay Govindarajan, and Ayesha Malhotra. "Feedback-Seeking Behavior within Multinational Corporations." Strategic Management Journal 20.3 (1999): 205-22. Print.

Introduction

The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational (I-O) psychology. Whereas the vast majority of the workforce will perform in ways that do promote organizational goals, the top performers in any organization are those that provide the firm with its competitive advantage. On the contrary, organizations that do not actively seek to identify, develop, and retain high-potential employees stand to lose a lot as top talent may seek opportunities to maximize potential elsewhere—often a competitor. Moreover, the high potential employees are those with the greatest potential to lead the firm in the future, paving the way for effective succession training and management.
Research on the identification, development, and retention of high-potential employees is burgeoning, but there are significant gaps in the literature. Filling those gaps would help organizations create and implement evidence-based practices to ensure the success of…

Employee Privacy Torts

Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.

Historical background

oberson v. ochester Folding Box Company

One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company

Franklin Mills Co. decided to appeal…

References

Anderson v. City of Philadelphia, 845 F. 2d 1216 (1988).

Borse v. Piece Goods Shop, 963 F.2d 611 (1991).

Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1988).

City of Ontario v. Quon, 130 S.Ct. 2619, 560 U.S. (2010).

Employee Relations Financial Crisis

Managing Employee Relations in the Event of a Financial Crisis

A Look into Management can Effectively Navigate through Adverse Conditions

Austerity Protests (Dowling, 2012)

Employee relations can often be a difficult aspect of maintaining the overall health of an organization. In general, employee relations often refer to the act of fostering productivity, motivation, and employee morale in an organizations human resources pool. However, there are some circumstances in which it is virtually impossible to maintain high levels of morale. One example of this is during a period of economic turmoil. During the global financial crisis of 2008, the world's economy took a sharp turn for the worse. This economic downturn had many implications for businesses and their employees. The level of unemployment rose quickly in many nations and pressure was also applied to lower employee wages.

In the event of such an economic downturn, it is…

Works Cited

BLS, 2012. The Recession of 2007-2009. [Online]

Available at:  http://www.bls.gov/spotlight/2012/recession/pdf/recession_bls_spotlight.pdf 

[Accessed 12 September 2012].

Business and Marketing, 2009. Consumers in a Recession. [Online]

Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper we have chosen Tesco plc and its employee relationship. Tesco plc is the largest global grocery store based in UK. This is the second largest retailer in the world when measured in terms of benefits and third when measured in terms of income. The company has employed more than 326,000 employees around the world where 237,000 of them in Europe where it has its largest private employer.

Strategy Integrating Job Performance and Training

Job Performance and training forms the vital…

References

Gennard, John Graham Judge. (2005). Employee Relations. London: The Chartered Institute of Personnel and Development.

Hollinshead, Graham, Peter Nicholls Stephanie Tailby. (2003). Employee Relations. Upper Saddle River, NJ: Prentice Hall.

Lewis, Philip, Adrian Thornhill Mark Saunders. (2003). Employee Relations. London: Financial Times/Prentice Hall.

Roger W. Griffeth and Peter W. Hom, (2001). Retaining Valued Employees, Sage Publications, Inc., Thousand Oaks, CA, p. 2.

Employee Privacy Torts

History of Employee Privacy

Changing Trends of Employee Privacy

Impact of Innovative Technology on Employee Privacy

ole of Social Media towards Employee Privacy

Impact of Changing Community/Society on Employee Privacy

Adaptation to the new Environment pertaining to Employee Privacy

Employee Monitoring and Surveillance

Laws and Employer Policies for Text Messaging and Social Media

Electronic Communication Privacy Act

Monitoring of Employee Conversations over Telephone & Email

ecommendations for creating Effective Policies

Future Implications of Employee Privacy

As years have passed and the human race has penetrated into the epoch of twenty first century, the technological advancements have conquered almost every facet of human life, especially the workplace. The widespread platform of the internet has become the integral part of a person's life, in the same manner as businesses are employing technological advancements to perform numerous activities like internet infrastructure, maintenance of computers and so on. It means that…

References

Baker, D., Buoni, N., Fee, M. & Vitale, C. (2011). Social Networking and Its Effects on Companies and Their Employees. Retrieved from:  http://www.neumann.edu/academics/divisions/business/journal/Review2011/SocialNetworking.pdf 

Bergh, N.V.D. (2000). Emerging Trends for Eaps in the 21st Century. Haworth Press, Incorporated.

Campbell, D. (2007). The Internet 2007: Laws and Regulatory Regimes. USA: Lulu.com.

Cate, F.H. (1997). Privacy in the Information Age. USA: Brookings Institution Press.

Employee esistance

In the economy today change is inevitable in any organization in the world. This is because each and every organization strives to remain strong in the market as well as being relevant. The only way the organizations can achieve this is through evolving so as to ensure that they are at the same level with the rest of the world. Changes occur even in big organizations like Samsung electronics. Samsung electronics is among the largest phone makers in the world and change is inevitable for them. This is because there is a lot of evolution in the world of electronics and Samsung has to undergo changes within the organization that will ensure what they produce is exactly what the world wants. It is very difficult for Samsung to avoid change as it is the new ideas that promote its growth as an organization.

There are many reasons that…

References

Anderson A., (2013). The Five Top Qualities Needed for an Effective Leader to Facilitate Change in an Organization.  http://smallbusiness.chron.com/five-top-qualities-needed-effective-leader-facilitate-change-organization-5.html 

Miranda B., (2013). What Causes Resistance to Change Within an Organization. Retrieved May 2, 2013 from  http://smallbusiness.chron.com/causes-resistance-change-organization-347.html 

Nadler & Tushman, (1995).What Changes in Organization. Retrieved May 2, 2013 from  http://highered.mcgraw-hill.com/sites/dl/free/0073404993/579428/Sample_Chapter.pdf

Employee Customer Service Training

New Employee Customer Service Training Plan

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.

The employees of an organization act like the 'driving force' which can either lead the organization towards success or can turn out to be the cause of its failure. A company's progress not only depends on an employee's individual performance but the way these employees communicate with the customers has its own significance. Thus, in order to run a successful organization, it is quite essential to monitor the correlation between the outcomes and the employees' input on a regular basis. To ensure employees' effectiveness, organizations usually remain concerned about training their employees.

Training means a methodical intentional process of changing behavior of organizational members in a direction which contributes to…

Bibliography

Eisenberger, R., Rhoades, L. & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77, 1026-1040.

Gerow, J.R. (1997). Psychology -- An Introduction. 5th Edition. New York: Longman.

Hinrichs, J.R. (1976). Personnel training. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology. Skokie, IL: Rand MsNally.

Miller & Osinski (1996). Training Needs Assessment. Retrieved November 18,

Employee E-Mail and Internet Privacy Policies

The increased usage of the Internet and e-mail has changed the way companies do business. Nearly instantaneous communication can take place globally. Information on a countless number of topics can now be accessed from anywhere around the world. These technological developments have not only helped employees increase their efficiencies, but also has given them a new means of distraction from their duties. For this reason, many companies have developed e-mail and Internet policies.

At my job, our e-mail policy states that e-mails should not include illegal or libelous statements. E-mail is to be used for business purposes only and e-mail communications are the property of the company. For this reason, the company may access sent and received from work computers at any time, this includes deleted e-mails that are stored on the company's servers. The Internet policy is similar in that the Internet is…

References

Fact sheet 7: Workplace privacy and employee monitoring. (2010). Retrieved 6 Dec 2010, from  http://www.privacyrights.org/fs/fs7-work.htm#4a .

Privacy rights of employees using workplace computers in California. (2010). Retrieved 6 Dec 2010, from  http://www.privacyrights.org/ar/employees-rights.htm .

The Navy's HM strength lies in both its employee selection process and criteria and performance appraisal management program. However, these processes are not without their inherent weaknesses. While ideally, employee selection processes should be objectively conducted through job analysis, it is inevitable that HM personnel will have to depend on both objective measures and intuitive judgment (i.e., based on their experience screening applicants for the organization) to screen and determine the suitability of each applicant for the position. Fortunately, "A school" will ultimately determine the applicant's fit in both the job s/he is chosen for and the organization that is the U.S. Navy. However, to minimize the errors in the process and analysis, it is suggested that the HM should quantitatively determine the minimum mandatory requirements that will help them assess who is the most suitable candidate given that HM needs to screen numerous applicants and must come up with…

References

Armstrong, T. (2006). "Current recruitment and selection practices: a national survey of Fortune 100 firms." North American Journal of Psychology, Vol. 8, No. 3.

Bohlander, G. And S. Snell. (2010). Managing Human Resources. OH: South-Western Cengage Learning.

Bourne, M. And Borman, W. (2006). "Development of New Navy Performance Rating Scales and Counseling Procedures)." Available at: www.internationalmta.org/Documents/2006/2006019T.pdf

"Navy's Total Force Vision for the 21st Century." (2010). Published by the Department of the Navy Human Capital Strategy.

Employee Satisfaction with a Company's Review Process

The following research examines the reason for a decline in employee satisfaction regarding the review process at XYZ, Inc. The results of the survey revealed that sample biases may have confounded the results and that the survey will have to be re-administered to reflect the true attitudes and results of the preliminary research leading up to the current survey. The result showed a high degree of satisfaction with the quality and quantity of management feedback. The results of this survey are inconclusive and further research will need to be conducted to eliminate the possible effects of sample bias.

Delimitations (See Leedy)

Premise

Hypothesis

Research question(s)

Evaluation Objective

Development Objectives

Participants

Researcher

Survey Group(s)

Assistants

Site contact

Timeline

Chapter II

A. Literature Review

B. Introduction

C. General Management Issues

D. Project Related Issues

E. Conclusions

F. Definition of Terms

G. References

H. Project Submission…

Performance appraisal systems are complex and time consuming, especially for managers who supervise extended numbers of employees

Performance appraisal systems can be stressful and ineffective (Clark, 2011).

5. Structure of performance appraisal systems

The construction of a performance appraisal system is a complex endeavor, based on both theoretical as well as practical considerations. John J. Gabarro and Linda a. Hill (1995) for instance argue that managers ought to construct their appraisal systems in a critical manner, based on both pre-existent models and frameworks, but also on internal features within the organization. Cynthia Morrison Phoel (2011) and her co-editors argue that the main criterion to an effective appraisal system is represented by feedback.

Kevin . Murphy and Frank E. Saal (1990) then argue that there exists a triple structure to create frameworks for employee appraisal. The frameworks are constructed based on four criteria: the constituents, the goals, the specific objectives and…

References:

Armstrong, M., 2000, Performance management: key strategies and practical guidelines, 2nd edition, Kogan Page Publishers

Armstrong, M., Baron, a., 2005, Managing performance: performance management in action, 2nd edition, CIPD Publishing

Baruch, Y., Harel, G., 1993, Multi-source performance appraisal: an empirical and methodological note, Public Administration Quarterly, Vol. 17, No. 1

Clark, K., 2011, Advantages and disadvantages of performance appraisals, ZeroMillion,  http://www.zeromillion.com/business/advantages-and-disadvantages-of-performance-appraisals.html  last accessed on March 7, 2011

352).

Lastly, Cummings and Worley (2007) surmise that employee involvement can also "improve capabilities of employees thus enabling them to perform better" (p. 353). The authors give the example that when organizations wish to increase their employee participation in decision making, this strategy must be accompanied by skill training in communication and group problem solving (p. 353).

All three of these facets improve employee satisfaction and well-being, due to an improved work environment and a more rewarding job. In a cyclical nature, improved productivity also increases satisfaction, especially when there are greater rewards associated with this increased productivity. Improved employee satisfaction, that's a result of employee involvement strategies and increased productivity, can have a secondary impact on the organization. This high level of employee satisfaction can further positively affect productivity by attracting the best employees and help ensure the retention of these valuable organizational resources (Cummings and Worley, 2007, p.…

References

Cummings, T.G., & Worley, C.G. (2007). Organization Development and Change (8th ed.). s.l.: Academic Internet Publ.

Rosso, a. (Oct 2010). "Awakening corporate soul." Collector, 76(3). p. 18-20.

The influence of employee involvement on productivity: A review of research -- June 2000. (22 Jun 2006). Retrieved December 6, 2010, from http://www.hrsdc.gc.ca/eng/cs/sp/hrsd/prc/publications/research/2000-002584/page03.shtml.

Wolf, E. & Zwick, T. (Apr 2008). "Reassessing the productivity impact of employee involvement and financial incentives." Schmalenbach Business Review, 60(2). o. 160-181.

Employee Empowerment and Price Penetration

ecent developments in the world of business offer strong examples of employee empowerment culture and penetration pricing.

Cultivating a culture of employee empowerment can increase a company's agility by freeing employees from the constraints of top-down bureaucratic decision making and decreasing the time it takes to identify and resolve customer problems. Electronics retail giant Best Buy's Twelpforce is an example of an employee empowerment concept that involves harnessing the power of online social media to identify and address customer service issues.

Customers often vent their frustrations concerning products and services online via social networking media. Twelpforce is a group of more than 2,500 Best Buy employees who have access to an employee-developed system that monitors social media feeds like Twitter and Facebook and alters the group members to posts that mention Best Buy. Twelpforce members are in positions throughout the company and around the nation.…

References

Bernoff, J., & Schadler, T. (2010). Empowered. Harvard Business Review, 88(7/8), 94-101.

Furtwengler, D. (2011, February 7). Penetration pricing: Good strategy or self-inflicted wound? Retrieved from  http://www.retailcustomerexperience.com/blog/5401/Penetration 

-pricing-Good-strategy-or-self-inflicted-wound

Gallagher, D. (2011, March 2). Wall Street analyst breaks down iPad price advantage. Wall Street Journal. Retrieved from  http://online.wsj.com/article/BT-CO-20110302-710065.html

Employee elations:

Industrial Conflicts and Collective Disputes:

Efficient and good industrial relations are usually dependent on the consistent, just and reasonable treatment as well as participation of the staff in issues and decisions that have an impact on them. The ideological framework of industrial relations involves the maintenance and enhancement of human resources procedures and policies. This framework of industrial relations also ensures that there is unbiased and consistent application of joint and consultative agreements. In this case, it includes the approved procedures of tackling disputes, grievances and issues regarding discipline. Industrial conflict basically refers to all the expressions of displeasure in the employment relationship particularly those that are related to employment contract and the effort bargain.

This type of conflict can also be defined as a pulling out from work by a group of employees or the rejection by employers to permit employees to work (Prit, 2008). The major…

References:

Gernigon, B, Odero, A & Guido, H (2000), 'ILO Principles Concerning Collective Bargaining,'

International Labour Review, vol. 139, no. 1, viewed 4 June 2011,

Industrial Relations -- Naukrihub.com (n.d.), Collective Bargaining Process, Industrial Relations

-- Naukrihub.com, viewed 4 June 2011,

Employee Comp

The future that is fast heading our way is often thought to be associated with creative technologies and businesses that do online services. But this is definitely not the full picture. Many traditional businesses are also being impacted in regard to what will be expected about some of their core operations, including in regard to how they treat and motivate their employees. Basic manufacturing is no different. In order for companies like ours to be ready for the future, we have to look seriously at the ways in which we recruit employees and keep them here once they sign on. With 120 employees whose skills encompass a broad range of talents -- some basic skills others tied to quite sophisticated technological abilities -- we have the chance to position ourselves to be ahead of the curve as the entire field of payment, rewards and recognitions is examined yet…

REFERENCES

Barton, H. And Laux, J. (2010). Executive pay inefficiencies in the financial sector. The Journal of Applied Business Research. Vol. 26, No. 4.

Carpenter, S. (2007). Design the right compensation plan for your business. Entrepreneur. Retrievable from  http://www.entrepreneurship.org/en/resource-center/design-the-right-compensation-plan-for-your-business.aspx .

CompuData Surveys (2009). The real effects of today's economy on the manufacturing industry. Retrievable from  http://www.compdatasurveys.com/Files/News/Manufacturing%20Whitepaper.pdf .

Scott, D. And McMullan, D. (2010). The impact of rewards programs on employee engagement. WorldatWork. Retrievable from  http://www.worldatwork.org/waw/adimLink?id=39032 .

Employee Participation

The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis"

According to this article by Pennie Foster-Fishman and Christopher Keys, participatory management is becoming more common, where innovative service delivery and staff empowerment are becoming increasingly important in management. The article examines a human service agency specifically, entitled SERVE. Among the goals of serve included the objective to strengthen "the voice of frontline staff in agency decision making and policy formation." The administrators believed that this organizational approach would be an effective means of increasing employee morale and organizational effectiveness (Foster-Fishman, 1997).

In this particular instance, the employee empowerment initiative occurred within a public bureaucracy, where typically efforts to empower employees fail due to strict cultural features. Empowerment, defined by this article represents "the process of gaining influence over events and outcomes of importance to an individual or group" (Foster-Fisman, 1997). According to the article, the primary purpose…

Bibliography

Byrnes, P., Choi, L., Fegan, F., Miller, R. & Petter, J. "Dimensions and Patterns in Employee Empowerment: Assessing What Matters to Street-Level Bureaucrats." Journal of Public Administration Research and Theory, Vol. 12, 2002.

Foster-Fishman, P., Keys, Christopher B. "The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis" American Journal of Community Psychology, Vol. 25, 1997

Nathan, J. "Empowerment as a Workplace Strategy in Small Business." Review of Business, Vol. 15, 1993

Ramos, E.L., & Tseo, George K.Y. "Employee Empowerment: Solution to A Burgeoning Crisis?" Challenge, Vol. 38, 1995

Employee Relations Plan: Starbucks, Inc.

Most companies assert to prospective employees that the corporation offers excellent benefits and a good salary. But few corporations make such assertions part of its corporate, core mission statement. According to Starbucks, the motto of the international, Seattle-based coffee company is that "Our success depends on your success." This statement is not simply directed at Starbuck's customers, but to its employees as well. (Starbucks, "Job Center," Official ebsite, 2004)

hat does this effusive corporate motto and mission statement really mean? Starbucks is unique as a franchise restaurant in that it offers a variety of employment opportunities, such as retail store manager, as advertised upon the Internet. Despite jokes about the shame being a barista after graduating from a prestigious university, the Starbucks Support Center in Seattle credibly offers "career opportunities span a wide range of functions and departments, including not only openings behind the coffee…

Works Cited

Starbucks (2004) "Community Relations." Retrieved on August 18, 2004 at Retrieved on August 18, 2004 at  http://www.starbucks.com/aboutus/csr.asp 

Starbucks. (2004). "Job Center." Official Website. Retrieved on August 18, 2004 at  http://www.starbucks.com/aboutus/jobcenter.asp 

Starbucks. (2004) "Mission Statement." Official Website. Retrieved on August 18, 2004 at  http://www.starbucks.com/aboutus/environment.asp .

Starbucks. (2004). "Starbucks Coffee International." Retrieved on August 18, 2004 at  http://www.starbucks.com/aboutus/international.asp

Employee elation Plan

The first question that has to be considered is the objective of any employee relations program. This is generally listed out in a document that is circulated among all the staff as they are supposed to follow it. This involves certain laws, regulations and case laws, and has to be viewed as governing the policy of the organization including the required management delegations for the administration of the employee relations program. In general this defines the policy through which management officials along with the employee relations staff are expected to follow and the actions they are expected to take for ensuring the correct performance or resolve conduct problems among the employees. (Employee elations Program) One of the biggest problems of today is regarding harassing, violent and/or threatening behavior in the work environment. This has become a major problem in the American workplace today.

Harassment takes various forms…

References

About the Program" (2004) Retrieved at  http://cper.berkeley.edu/program/index.html . Accessed on 25 August, 2004

BPA Program. (2000) "Employee Relations Program" Retrieved at  http://www.bpa.gov/EBR/BPAManual/chapters/400-700A.doc . Accessed on 25 August, 2004

Collins, Kathy. (April 17, 2000) "Measurement Drives Employee Relations Program at GM" PR and Marketing Network" Retrieved at  http://www.prandmarketing.com/pr/prn0417measure.htm . Accessed on 25 August, 2004

Employee Relations" Retrieved at  http://www.enr.state.nc.us/hr/html/employeerelations.html . Accessed on 25 August, 2004

Employee Health and Life Insurance Benefits

What is the footing of private businesses owned by families when confronted with the issue of providing employee health benefits while we surmount the millennium threshold? What is methodology employed for optimizing the benefits while at the same time putting a check spending on employees? In what way do they draw and prevent attrition of valuable professional in a competitive workforce market? In which way do they take the better of amendments of legal rules in competent strategies since the past several years? The appropriateness of these aspects and other issues will continue to challenge family managed business owners. Since the last several years remarkable governmental amendments have equipped the owners of family run businesses opportunities for planning that would by no means have been considered probable. There are no more restrictions on the quantity a company can make a payment for a staff…

References

Gabel, J; Long, S; Marquis, S. (December, 2002) "Employer-Sponsored Insurance: How Much Financial Protection Does It Provide" Medical Care Research and Review. Volume: 59; No: 4; pp: 440-454

Iglehart, K. (19 September, 2002) "Changing Health Insurance Trends" The New England Journal of Medicine. Volume: 347; No: 12; pp: 956-962

Lee, Mie-Yun. (1 July, 2002) "Increase Benefits without Decreasing Your Funds

Offer your employees group life insurance -- an added benefit for them at a low cost to you" Retrieved from  http://www.entrepreneur.com/article/0,4621,301309,00.html  Accessed on 20 October, 2004

Employee Representation

A labor union refers to an association of employees that have come together in pursuit of common goals, such as better pay. Labor relations are wider in scope; they refer to the interactions between the labor unions (employees' representatives) and employers - and usually deal with the maintenance of collective bargaining agreements.

Labor relations date way back to the formation of the very first significant unions: the Knights of Labor, the American Federation of Labor (AFL), and the Congress of Industrial Organizations (CIO). The Knights of Labor, however, failed to achieve its objectives due to its large membership. AFL, unlike the other two, initially restricted its membership to skilled tradesmen. However, with the 1935 formation of CIO, which incorporated both skilled and unskilled laborers, conflicts resulted and the two unions later merged.

Question Three

Enacted in 1926 and later on expanded to rope in the airline industry, the…

e. what is the cause of increasing employee conflicts, is best addressed by focusing on more narrowly defined questions with more direct answers. The questions that could be answered in a literature review provide some of these: what circumstances/developments have been shown to lead to an increase in employee conflicts in the past? To what degree can certain of the identified causes of employee conflicts be eradicated/mitigated, and to what extent is it an issue of individual personalities? what methods have proven successful in combating increases in employee conflicts within healthcare organizations specifically and in other organizations at large? how can these methods best be adopted by a profit-dependent organization with minimal disruption to service or the profit margin? These questions simply begin to address the myriad of background issues that are attendant upon the primary research question and instructional need, but they provide a specific avenue into the topic.…

Secondly, development programs may prove enticing enough to potential employees. Therefore, the company can use them in order to attract the desired staff capable of inducing the organization's growth.

Thirdly, if existing employees are trained for different or more complex tasks, these may become eligible for vacant positions or may handle a wider range of activities. In this context, the company saves money by reducing its need to hire.

Another benefit of development consists of rewarding loyal employees who after learning new skills are promoted to higher positions. This also accounts for a company's performance.

Last, but not least, development strategies allow employees to be more independent or, in other words, they give them wings to fly. This autonomy cuts off the supervision costs, thus increasing the company's efficiency, and inherently, performance (http://www.allbusiness.com/human-resources/careers-job-training/1151-1.html).

Employee training also plays a major part in maintaining a work/life balance. This is essential for the…

Bibliography

1. Goldstein, S., 2003. Employee Development: An examination of service strategy in a high-contact service environment, [Online], Available:

 http://findarticles.com/p/articles/mi_qa3796/is_200307/ai_n9285520 

2007, January 30].

2. Gross, B., 2000. Effective Training Programs for Managers, [Online], Available:

Human esources Development (HD) Needs Analysis. Description: You obtain information directly uploaded material ( slides voice recording / upload audio file) HD Manager official website company information provide company, strategy, current issues future plans assessment.

Human resource development issues at ACQ Australia

As the workplace changes, ACQ must also change and place more emphasis on the development of its staff members. The identified problems include an increased attention on customers and a decreased attention on employees, a complex working schedule and an increased workload of adjacent services. It is as such recommended for the company to focus more on its employees and seek a balance between customer and staff orientation, to engage the employees in the schedule construction and to differentiate the tasks assigned based on skills.

Table of contents

Introduction

Purpose of the report

Issues

esearch methods

Significance of the project

52. Literature review

52.1. Customer centric business

62.2.…

References:

Allen, D.R., Wilburn, M., 2002, Linking customer and employee satisfaction to the bottom line: a comprehensive guide to establishing the impact of customer and employee satisfaction on critical business outcomes, ASQ Quality Press

Arup, C., 2006, Labor law and labor market regulation: essays on the construction, constitution and regulation of labor markets and work relationships, Federation Press

Bach, S., 2005, Managing human resources: personnel management in transition, John Wiley and Sons

Finkelstein, M.S., 2004, Net-works: workplace change in the global economy: a critical and practical guide, Rowan and Littlefield

HR Metrics

How Does Training and Development Improve Employee Job Satisfaction, Increase Moral and Increase Retention?

Executive Overview

Employee training and development is generally thought of in terms of employees learning or requiring new skills of some kind to serve more of a functional need. Training and devolvement can be instituted in an ongoing formalized process or can also be in response to an organizational change. Although training and development has direct implications for an employee's skillset and role in the organization, it can also affect employees in a number of other ways. For example, the literature indicates that training and development can also make beneficial contributions to factors such as job satisfaction, morale, and employee retention. The interactions between such factors are not as clear and there are undoubtedly mediating factors that are inherent in this relationship. This analysis will attempt to provide insight as to the relationship between…

Works Cited

Brown, K., & Gerhardt, M. (2002). Formatitive Evaluation: An Intergrative Practice Model and Case Study. Personnel Psychology, 55(4), 951-983.

Fitz-enz, J. (1997). Is Costly to Lose Good Employees. Workforce, 50.

Lepak, D., & Snell, S. (1999). The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development. The Academy of Management Review, 24(1), 31-48.

Mattox, J., & Jinkerson, D. (2005). Using survival analysis to demonstrate the effects of training on employee retention. Evaluation and Program Planning, 423-430.

Learning and Development

Business Studies Business Functions Major Subject: Human esources equested Essay Subject: Learning Development Please write essay explaining importance aspects training development business. The essay introduction, body paragraphs a conclusion.

Training and development are a major concern for employees in any organization regardless of private or public sector. For a majority of the employees, undergoing training and development are deemed as a source of job security and motivation. The vast majority of organizations have realized the importance of human resource as a driver for the organization's success. Human resources is the largest asset that a company can have and they are the drivers for all organizational goals and objectives. For example, an organization could have the latest technology that would help it reduce its costs, but if does not have competent employees to operate and use the technology it would not be able to meet its goals. This…

References

BEEBE, S.A., MOTTET, T.P. & ROACH, K.D. 2012. Training & Development, Pearson Higher Ed.

CHIEN, I.-L. 2012. The Effect of Individual Development Plan and Job Rotation on Job Satisfaction -- the Moderation Role of Supervisor's support and Personal Growth Need.

JEHANZEB, K. & BASHIR, N.A. 2012. Training And Development Program and Its Benefits to Employees and Organizations: A Conceptual Study. Far East Journal of Psychology and Business, 9, 58-71.

SALAS, E., TANNENBAUM, S.I., KRAIGER, K. & SMITH-JENTSCH, K.A. 2012. The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13, 74-101.

Hyde reported, however, that part-time professionals tend to accept negative perceptions as part of the territory; they are often willing to accept their marginalised status when they are voluntary part-timers. It is a trade-off they are willing to make for the reduced schedules they choose for whatever reason.

Unfortunately, flexibility for the part-time employee may not always be viewed as flexibility from the viewpoint of the employer. With respect to part-time employees on the police force in the UK, for example, Hyde (2008) found that managers had considered working with part-timers to be an inflexible arrangement, citing difficulties with communication, continuity, and scheduling. Hakim (cited in Hyde 2008) argues that women who choose to work part-time have limited career aspirations and low work-commitment. Although Hakim interviewed women for whom this was the case, pursuing part-time careers with the police force but as a lower priority than home and family, Hyde…

References

Baillie-Ruder S. 2004, 'Sweet devotion', Profit 23, pp. 44-51.

Benson GS 2003, 'Examining employability: effects of employee development on commitment

commitment and intention to turn over', Academy of Management Proceedings, pp. C1-

C6.

life of a non-Profit employee course number & name: Human esources Management (BAL1127A)

The research paper will be exploring 'How new learning dimensions of human resource studies can be applied for expanding the H role in optimizing and shaping organizational and employee behavior in non-profit organization'. This is the thesis statement upon which the whole research will be build upon using number of authors review, recommendations, journals, academic reading and statistical data on the subject matter concerned.

Today, organizations are faced with number of human resource challenges among which some of them are developing leaders for the next generation along with fundamental staff required, succession planning, motivating volunteers and staff with the diversified work and managing work style and work environment in nonprofit organizations. Due to the growing need of nonprofit institutions in an economy, universities have started nonprofit courses and programs, yet it doesn't guarantee to establish a link…

References

Berliner, W. & McCkarney, W. (1974). Management Practice and Training. Burr Ridge, IL: McGraw-hill publications.

Dessler, G. (2000). Human Resource Management. Prentice Hall Publication.

Dhanens, T. (1979). Implications of the new EEOC guidelines. Personnel, 56 (5), 32-39.

Drucker, P. (1990). Managing the Nonprofit Organization: Principles and Practice. New York: Harper Collins.

HM

Training can play an important role in organizational development. Organizational development is understood to be a "planned, organization wide effort to increase organizational effectiveness" (ODN, 2014). Training naturally plays a critical role in this process. De Silva (1997) defines training as "transferring information and knowledge" and equipping employees to put this knowledge into practice. Training therefore is a means of increasing the organization's total knowledge in order to increase its capabilities.

For a training program to be effective in improving organizational development, it needs to be focused on specific objectives that pertain to the organization's overall mission. By creating an alignment between the needs of the organization, through a skills assessment for example, a training program can be developed to increase the organization's capabilities in areas that are the most important. Knowledge and capability are of course only part of the equation -- by increasing organizational knowledge the potential…

References

De Silva, S. (1997). Developing the training role of an employers' organization. International Labour Organisation. Retrieved June 10, 2014 from  http://www.ilo.org/public/english/dialogue/actemp/downloads/publications/srsdevel.pdf 

Jenkins, A. (2014). Different employee development methods and their benefits. eHow. Retrieved June 10, 2014 from http://www.ehow.com/info_12114326_different-employee-development-methods-benefits.html

Kram, K. & Isabella, L. (1995). Mentoring alternatives: The role of peer relationships in career development. The Academy of Management Journal. Vol. 28 (1) 110-132.

ODN. (2014). What is organizational development? Organizational Development Network. Retrieved June 10, 2014 from http://www.odnetwork.org/?page=whatisod

human capital development United States human capital development countries a 2-page, double-spaced paper. Support observations conclusions properly formatted text citations references assigned readings academic sources.

Human capital development

Within the contemporaneous business community, the employee enjoys a favorable position. Protected by laws and legislations, trained and motivated, the employee of the modern day society is as developed as has ever been. Or at least this is what the textbooks say. To assess the reality, it is important to look at the status of human capital development in three different states -- the United States of America, Turkey and China.

Within the United States, the employees are well treated and rewarded. They are continually presented with opportunities of personal and professional developments and the corporations in the U.S. are a symbol of the American culture. This can be best observed relative to the corporations that have expanded outside the U.S., such…

References:

Hickman, C.R., 2005, Management malpractice: how to cure unhealthy management practices that disable your organization, Adams Media

2011, The world factbook -- GPD per capita, Central Intelligence Agency,  https://www.cia.gov/library/publications/the-world-factbook/rankorder/2004rank.html?countryName=China&countryCode=ch&regionCode=eas&rank=126#ch  last accessed on July 13, 2011

Gender inequality index, United Nations Development Programme,  http://hdr.undp.org/en/media/HDR_2010_EN_Table4_reprint.pdf  last accessed on July 13, 2011

Training and Development

One of the most important functions of human resource management is training and development, which mainly focuses on organizational activity that is geared toward improving the performance of individuals and groups with the organization. The component is commonly known as organizational learning and development as well as human resource development. The significance of this component in human resource management is attributed to its direct link to organizational productivity. Generally, organizational productivity and success is mainly influenced by the contributions of individuals and/or groups within the organizational setting. As a result, organizations are constantly faced with the need to enhance employees' contributions to their business objectives in order to become profitable and successful. Employee training and development is regarded as the most suitable way of enhancing employees' contributions towards realization of organizational objectives.

History of Training and Development

Employee training and development is not necessary a new topic…

References

Arthur, L. (n.d.). What Are the Disadvantages in Training Employees? Retrieved

February 21, 2015, from http://www.ehow.com/info_8026443_disadvantages-training-employees.html

Frost, S. (n.d.). The Importance of Training & Development in the Workplace. Retrieved February 21, 2015, from  http://smallbusiness.chron.com/importance-training-development-workplace-10321.html 

Martson, C. (2010, August 27). Employee Training and Development Across the Generations. Retrieved February 21, 2015, from  http://www.trainingindustry.com/articles/employee-training-and-development-across-the-generations.aspx

Training and development is crucial to the growth and success of any organization. This paper analyses how training and development can be used as an effective tool to strengthen those skills that an employee needs to improve upon and better perform on the job. Although there is clear evidence that training is positively associated with better job performance, the relationship between performance and training is complex. Several key paradoxes of organizational and employee freedoms and needs are revealed and an evaluation of the specific training and development recommendations is performed.

One of a company's most valuable assets is its employees. The value of human capital cannot be underestimated nor should it. Employees are the backbone of an organization. Ill-equipped and poorly trained employees can lead to organizational failure. Training and development is one of the several ways that organizations help ensure their workers have the requisite skills for today and…

References

Abdul, H. & Aamer, W. (2011). Employee Development and Its Affect on Employee Performance A Conceptual Framework. International Journal of Business and Social Science Vol. 2 No. 13 [Special Issue - July 2011] 224.

Davis, D. & Daley, B.J. (2008). The learning organization and its dimensions as key factors in firms ? performance." Human Resource Development International, Vol. 11 No. 1, pp. 51-66.

Groen, J.A. (2006). Occupation-specific human capital and local labor markets. Oxford Economic Papers, 58: 722-741.

Kaufman, B., & Hotchkiss, J. (2006).Economics of Labor Markets (7th ed.). Mason, OH: Thomson South-Western.

The Importance of Motivation as a Company Strategy
The literature abounds with evidence supporting the efficacy of employee motivation as a means of stimulating innovation, productivity, and organizational performance. For example, a survey of over 300 employees in one major organization found that employee empowerment in their respective roles was positively correlated with organizational agility, with empowerment being defined in terms of knowledge access, trust, motivation, and communication. Research on the relationship between employee motivation and organizational outcomes therefore begins with operationalization of the definitions of motivation and empowerment, as well as defining the terms of organizational success. Empowerment and motivation will manifest differently for different people, just as different organizations will define their success or outcome objectives differently depending on overall mission and vision.
Communication as a Component in Employee Motivation
If motivation is defined in terms of empowerment via access to pathways of knowledge and information, then employee…

Profit Sharing and Other Incentives as Employee Development Performance Motivational Tools and the Relationship between Managerial Support and Employee Commitment to the Organization

The impact of profit sharing and other incentives on employee development and organizational growth is measured in various companies around the world. From Keller Williams to Southwest Airlines companies are utilizing incentives, such as 401ks, profit sharing plans, insurance plans, even pre-tax commuter benefits, because like Southwest they believe that their "greatest asset" is their employee (Southwest Report, 2010, p. 45). According to servant leadership theory, by offering managerial support that is designed to benefit and assist the worker, a higher degree of employee commitment to the organization can take place. Thus, companies such as Keller Williams promote mottos like "God, Family, Business" in that order to show that in their workplace environment what comes first is not business but that which is more important than business:…

Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks: CA:

Sage Publications.

Sanders, T. (2006). The Likeability Factor. NY: Three Rivers Press.

Human esource Management and Development

Human beings hardly work and live in isolation because they are social beings who consciously and unconsciously develop, plan, and manage relations. These relations become the outcome of actions and greatly depend on the extent of individual's ability to manage actions. Knowledge and experience are acquired during an individual's development and helps in understanding others and responding to various life challenges and situation. Later on, we can carry this learning and understanding forward to our workplace and manage existing relations in that environment. In this case, the Human esource Management context comes in and revolves around core matters in the workplace especially on managing the relations existing.

Question 1

Human esource Management (HM) is the activity carried out by the management of state-owned enterprises, commercial firms, and other organizations of all types and sizes to retain, recruit, and motivate their employees. In essence, HM includes…

References

Boxall, P. and Purcell J. 2011. Strategy and Human Resource Management. Third Edition Basingstoke: Palgrave

Dessler, G. 2007. Human Resource Management. Eleventh Edition. Pearson Jacobs, RL, and Park, Y. 2009. A Proposed Conceptual Framework for Workplace Learning: Implication for Theory Development and Research in Human Resource Development. Human Resource Development Review, 8(2), 133-150

Ketter, P. (2006). Training vs. Development. T&D, 60(5), 78

Swanson, RA. (2007). Defining Intergalactic Human Resource Development (HRD). Human Resource Development International, 10(4), 455-457.

Organizational Development and Change Management
In delineation, organizational development is an endeavor that is planned, organization-wide and managed from the top of the entity to increase organization efficacy and proper status through planned interventions in the processes and practices of the organization. Organizational development plays a fundamental role in facilitating organizational change. Organizational development is the use of organizational resources to develop effectiveness and increase productivity. It can be used to resolve difficulties within the organization or as a way to examine a process and find a more effective way of doing it. The process of organizational development ascertains areas of company processes where change is required. Each need is examined, and the possible effects are planned into a change management plan. Imperatively, the plan shapes the precise ways in which the change will advance and enhance company practices and operations, which will be impacted by the change and the…

The author states that, over the course of workshops designed to elicit preferences, tastes, and feelings, he "remained the odd man out. I'm pursuing my dream career already, while everyone else (aside perhaps from the publicist) had come searching for answers to a particular set of problems and concerns. Skepticism may be the proper mind-set with which to enter into a coaching relationship, but you have to want to be coached. I didn't. I was just some jerk trying to play along. The group felt it. I felt it. So after one lost weekend, I didn't need any coaching to decide not to return for a second one." (Underwood, 2005, 85)

This desire on the part of the participant to want coaching thus is vital -- individauls must be motivated to seek advice and to execute that advice, whether motivated by the prospect of a promotion or orgaizational loyalty. But…

Works Cited

Underwood, Ryan. (February 2005) "Are you being coached?" Fast Company. Feb 2005 Issue 91: p.83. Retrieved 8 Feb 2005 at  http://www.fastcompany.com/magazine/91/open_playbook.html 

Underwood, Ryan. (February 2005) "Coaching School Dropout." Fast Company. Feb 2005 Issue 91: p.85. Retrieved 8 Feb 2005 at  http://www.fastcompany.com/magazine/91/guinea-pig.html

Leadership Development Plan

It is imperative for an effective leader to have a plan in order to succeed. This takes into account a personal plan intended for growth and a professional one intended for improvement. The purpose of this paper is to highlight my personal strengths and weaknesses as a leader, ascertain the areas necessitated for enhancement, and pinpoint the leadership skills and practices that I will employ to become an effective leader. In addition, this paper will also delineate an outline of the goals and objectives that I deem to be a priority as well as a timeline for this leadership development. The general result will encompass an inclusive leadership plan of development that I will utilize to develop myself as an individual and also for any organization that I will eventually work for in the forthcoming periods.

The personal assessment of management skills facilitated clear awareness and discernment…

References

Bateman, T. & Snell, S. (2015). Management: Leading & collaborating in the competitive world (11th ed., Chapter 1). New York, NY: McGraw-Hill Education.

Biro, M. M. (2012). 5 Leadership Behaviors Loyal Employees Trust, Forbes.

Bolden, R., Gosling, J. (2006). Leadership Competencies: Time to change the tune? Leadership, 2: 147.

Cameron, K. (2011). Responsible leadership as virtuous leadership. Journal of Business Ethics, 98: 25-35.

Ferbrache, C. P. (2009). Virtual team leader emergence: A model to objectively measure leader emergence (Doctoral dissertation, California State University, Fresno).

This dissertation focuses on leader emergence in virtual teams. The author discusses the formal and informal processes of virtual team leadership development, aiming for the emergence of an objective model or means of creating reliable, effective virtual teams. Ultimately, this research addresses a gap in the literature related to leadership within the virtual team setting. Due to the unique characteristics and processes defining virtual teams, the same leadership theories and models that work for face-to-face teams may not be applicable to the virtual team. Although preliminary, this research is also instrumental in that the author provides a quantitative method to predict leader emergence, thereby improving the capacity of virtual teams to flourish. One of the main findings is that in virtual teams, leaders emerge through organic processes, linked possibly…

cultural diversity issue of non-American employees communicating frequently in their own native language creating an environment of sensitivity and bias amongst the non-Hispanic community.

Handling Diversity in an Organization

The contents of this paper focus on the cultural diversity involving Films ecovery Systems, an American company located at the heart of Chicago, Illinois. The paper takes an insight into the issue and also proposes solutions that can resolve the problem. The most important aspect of the paper is that it takes into account the material we find and read in books and compares to what degree the literature is actually applicable in real life situations.

Academic Literature

The study of public administration includes a spectrum of many disciplines, which include psychology, sociology, philosophy and also management sciences. Even though, the nature of public administration does not conveniently classify its elements into components, public administration is primarily categorized to highlight the…

References

Leaders are Learned Optimists - The CLEMMER Group Management

Consulting, available at http://www.clemmer.net/excerpts/leaders_learned.shtml accessed on: March 31, 2004

Robert Bacal, Conflict Prevention In The Workplace, available at  http://www.work911.com/products/i-coop.htm , accessed on March 31, 2004

QSM Consulting - Leadership Driving Change, available at http://www.qsmconsulting.com/lds/index.shtml, accessed on: March 31, 2004

Employee Relations

The field of employee relations encompasses the entire spectrum of the relationship between employing organisations and their employees. It rough chronological order, modern employee relations is a fully comprehensive process that includes the functions and responsibilities of recruitment, hiring, new-hire orientation, employment benefits management, promotion of organisational culture and ethical values, personnel management, change management, employee motivation, performance appraisal and review, career advancement, conflict resolution, policy enforcement, legal compliance, retirement, voluntary departure, involuntary termination, and post-employment benefits management (Robbins & Judge, 2009). More broadly, the field of employee relations also impacts the political, economic, social, and technological organisational environment (PEST). That is particularly true in connection with legal compliance with employment laws and environmental regulations, the economic prospects for organisational growth, business cycles that inform hiring and personnel management decisions, the economic considerations dictated by inflation interest, and income patterns, and numerous social or socio-cultural factors (Russell-alling, 2008).…

Works Cited

George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.

Halbert, T. And Ingulli, E. (2009). Law & Ethics in the Business Environment. Cincinnati,

OH: West Legal Studies.

Employee's Rights to Health and Safety in the Workplace

The objective of this study is to analyze the rights of employees to health and safety in the workplace in regards to the scenario as follows:

DoRight has recently been hired as the President of the "Universal Human Care Hospital," where he oversees all departments with over 5,000 employees and over 20,000 patients at the medical facility. He has been provided with a broad set of duties and oversight of numerous departments, including business development, customer services, human resources, legal, patient advocacy, to name a few. He has managers in each department that he supervises and who work with him to address the needs of the various internal and external stakeholders of the hospital. Dr. DoRight discovers that some patients within the hospital have been dying as a result of a variety of illegal procedures by doctors and nurses, and negligent…

Bibliography

Grush, Rick (nd) Introduction to some basic ethical orientations. Biomedical Ethics Readings. Retrieved from:  http://mind.ucsd.edu/syllabi/03-04/1-Summer/readings/biomed-readings.pdf 

Mossman, Douglas (2012) Physician Impairment: When Should You Report? Malpractice RX. Retrieved from: http://www.currentpsychiatry.com/pdf/1009/1009CP_Malpractice.pdf

Rabinowitz, Phil (2012) Identifying and Analyzing Stakeholders and Their Interests. Community Toolbox. Retrieved from:  http://ctb.ku.edu/en/tablecontents/chapter7_section8_main.aspx 

Alpers, Ann (2001) Key Legal Principles for Hospitalists. Retrieved from:  http://hospitalmedicine.ucsf.edu/improve/literature/discharge_committee_literature/handoff_communication_and_discharge/key_legal_principles_for_hospitalists_alpers_am_j_med.pdf

A very important point is that online learning can be done individually or in groups (for example video conferences).

6. In general, in order to make a career choice one should be informed about the world of professions. Information about the profession that appears the most interesting and appropriate should be gathered. If possible, it would be important to read interviews or talk to people with similar jobs for a more accurate and realistic image. Another important part in a career choice is to assess individual strengths and weaknesses. Several personality tests are available for such a purpose (for example CPI - California Psychological Inventory, SDS - the Self-Directed Search questionnaire). For the persons in search for a career it is important to identify the skills they have and they most enjoy using. The career identified should be compatible with the interests and skills identified. In conclusion, a person who…

References

Drewes, G., Runde, B. (2002). Performance Appraisal, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

Fletcher, C. (2002). Appraisal: An Individual Psychological Perspective, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

K.J. Kennedy (2005). Evolution of Employee Benefits as Provided through the Internal Revenue Code, Retrieved from www.taxreformpanel.gov/meetings/docs/KennedyPresentation_fina_2.ppt

Hesketh, B., Ivancic, K., (2002). Enhancing Performance through Training in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

employee stock option pricing is effected by the bonus plan hypotheses as discussed in the Watts and Zimmerman article.

Employee stock option pricing is an option on the common stock of a company that is issued as a form of non-cash compensation. estrictions on the option (as for instance vesting and limited transferability) are ways in which the business attempts to align its own interests with those of the holder's interests. In the event of the company's stock rising, holders of options generally experience a direct financial benefit, which gives employees the incentive to behave in ways that will boost the company's stock price (Summa; web).

The management compensation hypothesis, otherwise known as the Bonus plan hypothesis accordingly states that managers whose incentives are tied up with the firm's accounting performance are more likely to use accounting choices that reduce reported profits and manipulate their accounting methods and records in…

Reference

Summa, J. employee stock options. Investopedia.

www.investopedia.com/university/employee-stock-options-eso/eso3.asp

Watts, R. L & Zimmerman, J.L,"Towards a positive theory of the determination of accounting standards" The Accounting Review, January 1978, pp 112-34.

For me personally, however, the empathy that I develop is directed by my spirituality and inclination to see beyond what is obvious. This combination has been most beneficial for me as a social worker (obbins, Chatterjee and Canda, 2006; Lesser and Pope, 2007).

Furthermore, the level of loyalty and dedication that I bring to my work is something I am very proud of. As I mentioned earlier, loyalty and dedication are some of the important traits that I look for in my friends and the main reason for this is the fact that these are the traits that I personally vibe-out as well. I feel that as a social worker, perhaps the most important aspect that an individual can bring to work is dedication; as part of this world, u have to truly have a passion for it to be able to withstand the constant setbacks, financial instability and lack…

References

Correll, D. (2005). News and Views…from ICSW. International Social Work. 48:5, 688-691.

Hofer B.K. And Pintrich, P.R. (1997). The Development of Epistemological Theories: Beliefs About Knowledge and Knowing and Their Relation to Learning. Review of Educational Research, Vol. 67, No. 1, 88-140.

Long, D.D. And Holle, M.C. (2007) Macro Systems in the Social Environment (2nd edition). Belmont, CA: Thompson, Brooks/Cole.

Lesser, J.C. And Pope, D.S. (2007). Human Behavior and the Social Environment: Theory and practice. Boston: Pearson/Allyn and Bacon.

In this context, a question is being posed relative to the measures which could be taken in order to increase employees' on the job satisfaction and reduce the high turnover rates. The following strategies could be implemented in both Hong Kong vehicle companies, as well as within all companies facing the challenges of high employee turnover rates. Yet, what should be remembered is that the following suggestions are merely theoretical and that they should be customized to fit the specific particularities of each separate entity. These being said, the suggestions to improving employee retention are as follows:

Increasing salaries; higher wages will generally determine people to be more committed to the job and to the employer

Offering other financial incentives, such as premiums and bonuses; these should be offered based on performances, but also based on efforts

Offering various non-financial incentives, such as flexible working schedules or the organization of…

References:

Boyd, C., 2003, Human resource management and occupational health and safety, Routledge, ISBN 0415265908

Droege, S.B., Hoobler, J.M., 2003, Employee turnover and tacit knowledge diffusion: a network perspective, Journal of Managerial Issues, Vol. 15, Issue 1

Han, P., 2008, Survey: Employers in China face worst staff turnover rate in Asia, Embassy of People's Republic of China in the United States of America,  http://www.china-embassy.org/eng/xw/t401165.htm  last accessed on February 23, 2010

Acceptable Use Policy at Cincom Systems

Policy for Cincom Systems

Cincom Systems' customers are the foundation of our success. This acceptable IT use policy statement is designed to provide our employees with the agility and flexibility to meet customer needs with accuracy and speed, while also protecting our IT systems, data, and records. This document defines the baseline of expectations for Cincom employees in interacting with all Cincom computing systems, platforms, Virtual Private Network (VPN) connections and partner sites as well. Every employee is expected at a minimum to ensure their activities on all Cincom IT systems don't jeopardize the confidentiality of customer data, financial data generated from Cincom operations, product and project development plans, and costing data of projects. As Cincom engages in confidential projects with governments globally in addition to the U.S. Department of Defense, any employee using data on these projects are required to have a valid…

References

Hickins, M. (1999). Fighting surf abuse. Management Review, 88(6), 8-8.

Joice, W., & Verive, J. (2006). Telework and federal employee dependent care. Public Manager, 35(3), 44-49.

Lichtenstein, S., & Swatman, P.M.C. (1997). Internet acceptable usage policy for organizations. Information Management & Computer Security, 5(5), 182-190.

Martin, J.W. (2009). WHY YOU NEED AN EMPLOYEE POLICY for electronic information. Family Advocate, 32(2), 12-14.

DIETETIC Management PACTICES:" Employee Growth

Jon Jacobs, thirty four, works as a clinical dietician providing nutritional services for patients at Aspen Grove nursing care facility. Among his job functions include consulting with physicians and health care professionals to coordinate medical and nutritional needs of at risk patients.

Jon is interested in specializing his education so that he can focus on working with patients who are overweight and obsess, as he has noticed a trend lately that more and more patients are becoming obese as they age.

In order to specialize in this area however, Jon will need additional training. He is aware that the job outlook for nutritionists is very good and is considering moving to another care facility across town once he completes his education. The U.S. Department of Labor Bureau of Statistics report that the outlook for dieticians and nutritionists, whose functions include prevention and treatment of illness…

References:

BLS. (2004). "Dieticians and Nutritionists, Occupational Outlook Handbook." U.S. Dept.

of Labor, Bureau of Statistics, Available:  http://www.bls.gov/oco/ocos077.htm .

Orientation and Career Management

Employee Orientation and Management

Employee Orientation: Q1. Orienting new employees serves several critical functions for an organization. First and foremost, it ensures that employees have the practical skills to function at their new jobs. Even if employees have previous experience, education, and training in the workplace, there are specific skills particular to the organization for every new job that must be learned. Orientation kick-starts the learning process. Even more importantly, orientation grounds employees in the culture of the organization. Being a good fit for the organization's culture is often equally as important as possessing specific skills. While most organizations take this into consideration when hiring new employees, it will always take a period of time for employees to acclimate and become part of the 'team.' For some organizations, such as Zappos.com, the importance of an organizational fit is so great that employees are offered a 'bonus'…

References

Bruce, Steve. (2011). Bonus to quit. HR Daily Advisor. Retrieved:

 http://hrdailyadvisor.blr.com/articles/HR_Management_SHRM_2011_Culture_Bonus_New_Hires.aspx 

Smith, M.K. (2001). The learning organization. The Encyclopedia of Informal Education.

Retrieved:  http://www.infed.org/biblio/learning-organization.htm .

Work Distraction

The purpose of this memorandum is to inform the new company wide change of policy in monitoring employees. This information is a company directive and is expected to be followed and adhered to starting on today's date.

Recent developments in technology have made our jobs and tasks easier in many aspects. The internet, mobile, communication and social media are great tools that should be taken advantage of when the situation depends. However, this way of conducting business and relying on technology has some drawbacks as well. It has been learned from the Executive Leadership Branch of this company that nearly 1.5 hours of the work day are at risk from employee distractions related to emails, online browsing and phone calls.

Management will now be responsible for monitoring all employee's emails and phone calls. This will be done not for acquiring personal information, rather to discover work-related violations and…

Acceptable Use Policy

Employee Acceptable Use Policy

E-mail Policies and Procedures

INSTANT MESSAGING

Instant Messaging Policies and Procedures

NETORK AND INTERNET

Personal Responsibility

Permitted Use and Term

Availability and Access

Content and Communications

Privacy

Downloaded Files

Confidential Information

Prohibited Activities / Prohibited Uses

Compliance

Noncompliance

SOFTARE USAGE

Software Usage Policies and Procedures

ACKNOLEDGEMENT OF UNDERSTANDING

Acknowledgement of Receipt and Understanding (Spectorsoft, 2005, pp. 3-8).

ELECTRONIC ACCESS POLICY

The Company provides some, if not all, employees with electronic access, consisting of an e-mail system, a network connection, and Internet/Intranet access. This policy governs all use of the Company's network, Internet/Intranet access, and e-mail system at all Company locations and offices. This policy includes, but is not limited to, electronic mail, instant messaging, chat rooms, the Internet, news groups, electronic bulletin boards, the Company's Intranet and all other Company electronic messaging systems.

EMAIL

2. E-MAIL POLICIES AND PROCEDURES

The Company's e-mail system…

Works Cited

Armour, S. (2006, February 20). Companies keep an eye on workers Internet use. USA Today. Retrieved October 30, 2011 from:  http://www.usatoday.com/tech/news/internetprivacy/2006-02-20-internet-abuse_x.htm 

Arnesan, D.W. & Weis, W.L. (2007). Developing an effective company policy for employee internet and email use. Journal of Organizational Culture, Communications and Conflict (11)2, 53-65. Retrieved October 30, 2011 from:  http://www.alliedacademies.org/Publications/Papers/JOCCC%20Vol%2011%20No%202%202007.pdf#page=59 

Case, C.J. & Young, K.S. (2002). Employee internet use policy: An examination of perceived effectiveness. IACIS Issues in Information Systems, 82-88. Retrieved October 30, 2011 from:  http://www.iacis.org/iis/2002_iis/PDF%20Files/CaseYoung.pdf 

Danchev, D. (2003). Building and implementing a successful information security policy. Retrieved October 30, 2011 from:  http://www.itrevizija.ba/materijal/security-policy.pdf

Human esources Pay Package

Employee Compensation Plan

Target Job: egistered Nurse (N) in a Hospital

Hillcrest Hospital is a 496 bed hospital located in Mayfield Heights, a Cleveland Ohio Suburb. Hillcrest is ranked in the nation's top 100 in cardiac care. It is part of the Cleveland Clinic system. The mission of the hospital is to provide nationally ranked healthcare to the surrounding community. It holds clinical excellence, safety, ethics, integrity, individual responsibility, respect for diversity and caring for others as key tenets (Hillcrest Hospital, 2012a). Its vision is to service as an example of state-of-the-art medical facility in every department that delivers consistent high quality service to Northeast Ohio (Hillcrest Hospital, 2012b). The Cleveland Clinic system is one of the best renowned systems in the nations in a number of specialties in which they operate.

Hillcrest Hospital strives to put their patients first and looks for enthusiasm in employees.…

References

Bureau of Labor Statistics. Occupational Outlook Handbook, 2010-2011Edition. Registered Nurses. Retrieved from  http://www.bls.gov/oco/ocos083.htm 

Hillcrest Hospital (2012a). Mission. Retrieved from  http://www.hillcresthospital.org/AboutHillcrestHospital/Mission/tabid/574/Default.aspx 

Hillcrest Hospital (2012b). Vision. Retrieved from  http://www.hillcresthospital.org/AboutHillcrestHospital/Vision/tabid/575/Default.aspx 

Hillcrest Hospital (2012c). Hillcrest-Hospital-Jobs. Retrieved from  http://www.clevelandclinic-jobs.com/go/Hillcrest-Hospital-Jobs/28206/

Many organizations use the job descriptions in the formulation of the rating forms to be used in the appraisal process. This is a significant step and important approach for the employee since it creates the point of reference that is familiar with the employee. The employee is reminded of the responsibilities that he should have fulfilled in the previous period after the last appraisal. It is from these that the employee will be gauged and advised on the adjustments that need to be made.
The employer will also have the best point of reference for the employer that makes business sense in the appraisal of the employees. The job descriptions form the basis of performance and employee conduct that are focused on the business objectives. To this effect, the employer needs to ensure that the job description is fair and practicable as well as realistic.
In order to get objectivity,…