Use our essay title generator to get ideas and recommendations instantly
Long-term vs. Short-term Orientation: Long-term Orientation, because all decisions being made within an organization impact the future, and in order for the company to have a successful outcome it should be oriented towards the future, instead of the past.
The seven Sullivan Principles promote equal and fair treatment to all individuals, regardless of race. They were issued in 1977 in South Africa and were aimed to help the aboriginal population that was being discriminated against by the new arrived whites.
The principles stress out the need for equal employment opportunities (promote nonwhites to leading positions), equal facilities, equal remunerations, better conditions outside the work for nonwhites and the abolition of the laws that allowed discrimination.
The Sullivan Principles became the "blueprint for ending apartheid" and made organizations realize the undoubted rights of the aboriginal community. When an international organization expands their business to foreign countries, they are not allowed to…
Michael Armstrong, May 2006, a Handbook of Human Resource Management Practice, 10th Edition, Kogan Page, London
Clarence Zener, November 1967, a Contribution to Profit Maximization, Texas a&M University, College Station
A.H. Maslow, 1943, a Theory of Human Motivation, Originally Published in Psychological Review, 50, 370-396
The Mid-Amercican Manufacturing Technology Center, Human Resource Services, http://www.mamtc.com/humanResources1.asp , last accessed on September 4, 2007
Leadership Styles to improve H Department
The goal of any business organization is not only to survive, however, to excel in a marketplace and enhance competitive market advantages. Excelling in a highly competitive market environment requires organizations to improve their performances continually through effective talents management to develop an innovative product. The leadership styles adopted within an organization can affect the organizational performances. An effective leader is able to create an atmosphere of trust and engagement that will enhance staff performance. Despite the benefits that organizations can derive from the application of leadership style, a new human resources director who intends to achieve the best from her subordinates ought to implement an effective leadership style to deliver superior performances from employees.
Having being appointed to the post of H (human resources) Director, Janet ought to adopt the best leadership style to improve performances of the entire staff. However, choosing the…
Bass, B.M. (1995). Theory of transformational leadership redux, The Leadership Quarterly. 6 (4): 463-478.
Bass, B. M., and Steidlmeier, P. (1998). Ethics, Character, and Authentic Transformational Leadership, pp. 1-25.
Extract from the Case Study (2015). Case Study.
Spahr, P. (2016). What is Charismatic Leadership? Leading Through Personal Conviction. St. Thomas University.
The second means is that of developing specific HM policies which are tailored to the context of the firm and its respective situation and needs.
At an overall organizational level, the modern day importance of complex human resources management system is represented by the means in which HM generates competitive advantages, namely:
HM creates content employees who are more likely to produce high quality work and create more value for the economic agent
HM supports the company in generating more funds. Specifically, this objective is attained by the strong and positive reputation a solid HM policy creates for the firm, reputation which is valued by investors
HM supports the development and implementation of common values, which in turn support the development and implementation of long-term sustainable strategies
HM policies ensure the firm with the best skilled staff members, which would be able to ensure a most efficient allocation of the…
Collins, C., Trenberth, L., 2005, Sport business management in Aotearoa / New Zealand, 2nd edition, Cengage Learning Australia
Giachetti, R.E., 2010, Design of enterprise systems: theory, architecture and methods, CRC Press
Jackson, S.E., Scheler, R.S., Werner, S., 2008, Managing human resources, 10th edition, Cengage Learning
Kondalkar, Organizational effectiveness and change management, PHI Learning Ltd.
From: The H Department / CEO
The current economic situation has demonstrated how there is the need for making adjustments in number of employees and managers working at the firm. This is because of shifts in the economy and more aggressive tactics utilized by competitors inside the marketplace. The long-term effects are they have been reducing the company's fiscal position and negatively impacting the firm. ("Sample Letter to Employee," 2013)
To address these challenges, we have tried to reduce the cost structure. This has provided some benefits for everyone. However, the reality is that these changes are not enough. This means that a certain number of employees and managers will be furloughed in the process. At the same time, those positions which are considered to be redundant will be consolidated or completely eliminated. ("Sample Letter to Employee," 2013)
This means that various departments will face a…
Sample Letter to Employee. (2013). State of Wisconsin. Retrieved from:
H departments are essential in a success organization because they can work to incentivize employees and maintain the organizational culture at the firm. Without a strong H department, a firm is likely to have no real vision and a lax organizational structure that does not facilitate the achievement of organizational aims. Human relations is about building and fostering relations, so that the workplace becomes a strong, healthy and positive environment where workers want to be. If an H department cannot help to establish this environment then the organization runs the risk of failure due to poor employee morale, no development of employee loyalty, bad leadership, and negative attitudes.
H is connected with the idea of leadership because it is from H that the sense or organizational unity and structure comes to workers. It is also from here that incentives hail. H can play a major role in incentivizing workers, whether…
Kissack, H., Callahan, J. (2010). The reciprocal influence of organizational culture and training and development programs: Building the case for a culture analysis within program planning. Journal of European Industrial Training, 34(4): 365-380.
Human esources Management
What is human resource management?
Human esource Management (HM) is the process of developing and hiring the employees so that they become more valuable to the organization. HM includes; planning personnel needs, training, recruiting, evaluating performances and many others.
What is the primary function of human resource management?
HM functions are carried out by the Human esource Managers to fulfill the goals and objectives of an organization. The primary function of HM is to increase the contribution and effectiveness of employees in order to attain the goals and objectives of an organization. Other primary functions include planning, developing and administering policies, along with programs designing.
This is an effective tool which managers use in putting in place the strategic and operational decisions and undertakings within the organization. Planning involves predetermining the workforce programmes that are necessary for attaining the goals of organization. Strategic plan can…
Bobinski, D. (2013). Newspaper Column by Dan Bobinski - Leadership Development, Inc.. Newspaper Column by Dan Bobinski - Leadership Development, Inc.. Retrieved May 17, 2014, from http://www.leadershipanswers.com/ArticleDetails.asp?ID=648
Dias, L.P. (2014). Human Resource Management, v. 1.0. Flat World Knowledge. Retrieved May 17, 2014, from http://catalog.flatworldknowledge.com/bookhub/2807?e=portolesedias_1.0-ch02_s01
A principle-agency relationship exists between an employer and an employee. The employer sets out the scope of duties for the employee, and then the employee acts as agent in carrying out those duties. This relationship means that tortious acts committed by the employee while in the performance of duties relating to his employment are the responsibility of the company. Principals are “liable for the tortious conduct of an agent who is acting within the scope of his or her authority.” In this case, the driver Carcamo, was driving a truck on the highway, which is within the scope of his authority in his employment as a truck driver. Had the accident in question occurred while he was not in the course of his duties, the company would not have vicarious liability (Pearson, 2012).
There are a couple of different types of principal-agency relationships, including employer/employee and independent contractor.…
Biren Law Group (2019) High court addresses employer liability in truck accidents. Biren Law Group. Retrieved March 10, 2019 from https://www.biren.com/articles/california-high-court-looks-at-employer-liabilit/
Pearson. (2012) Summary: Agency law. Pearson Education. Retrieved March 10, 2019 from http://wps.prenhall.com/chet_cheeseman_paralegal_2/61/15831/4052842.cw/-/4052848/index.html
Poole Shaffery (2017) Employment law: Beyond Diaz v Carcamo: the diminishing returns of admitted vicarious liability. Poole Shaffery. Retrieved March 10, 2019 from https://www.pooleshaffery.com/news/2017/october/employment-law-beyond-diaz-v-carcamo-the-diminis/
What is the role of HR Department in your organization?
According to the HR Manager, the role of HR Department in Washington Mutual is to handle the responsibilities relating to performance management and workforce planning. The company's HR Department also acts as a steward to the company's brand and change agents.
To what extent is the HR Staff/Deparment involved in strategic business planning? Please explain.
The HR staff and department is strategically involved from a workforce planning prospective. Whenever there is a hiring need, departmental change, or a position that needs to be created, everything starts from the HR department. They look at various factors internally and externally before proceeding on the processes that will meet the needs of the company. One factor that the HR department considers in their business planning is the budget of the company.
In your own opinion, what are some of the most pressing human…
H oles and esponsibilities
In a bid to clearly understand the roles and responsibilities the H department plays in an organization, I had a rare privilege to interview the Human esource Manager of our organization, Fox Sports Network. He enumerated a number of these roles and responsibilities thus:
The human resources department serves myriad functions within an organization. Its major roles and responsibilities include ensuring that an organization complies with the labor laws. The department engages in hiring and training of employees and keeps an organization's records (Mooney, 2014). It is also involved in worker compensation, relational assistance, and handling of specific performance issues.
First forward to ensuring compliance with labor laws, it is the responsibility of the human resource department to ensure that all the organization's engagements with regard to hiring are in line with employment regulations. An organization has to comply with issues pertaining to number of breaks…
Mooney, L. (2014). Key Functions of an HR Department. Houston Chronicle.
H Training Class Imagine a member H department a small retail company upper management asked create an employee customer service training class employees. 1. Justify an assessment company's proposed employee customer service training, stressing (5) ways assessment expose existing performance deficiencies.
Customer service training class for employees
Need for customer service training class
Our company has thrived as a result of customer satisfaction. We have managed along the years to not only maintain our pool of clients but at the same time to ensure that our references have driven our business further and extend our range of clients, our market segment, and most importantly our brand in the region. However, we operate in a very volatile and changing environment. Competition is the soul of improvement and we must always rise above the challenges the market poses and our competitors.
In order to keep our place on the market and further…
Evenson, Renee. Customer Service Training . 2011. Available online at http://www.slideshare.net/tmthein/customer-service-training-101-quick-and-easy-techniques-that-get-great-results
National Oceanic and Atmospheric Administration. Coastal Services Center. Needs Assessment Training. 2013. Available online at http://www.csc.noaa.gov/needs/section_a.html
HR Task Performance
Human resources and HR managers contain enormous potential in their ability to align a larger corporate strategy into its own inner workings. Specifically, HR managers working within PM and leadership for elderly services can greatly affect the overall performance of the organization by identifying and completing tasks that support the overall mission. This role within human resources depends on the leader's ability to gather resources and disseminate them accordingly.
For example, HR managers in this case must develop, update and implement important policies. These polices must be standardized and put down in writing. Implementation of these plans must be done by actually performing the outlined policies and putting them into practice, otherwise the policy is useless and not worthwhile. Distinguishing between quantity and quality is also very important in this situation as the tendency for overkill is strong within the social services industry.
Dealing with money with…
The well-known Americans with Disabilities Act (ADA), the EEOC, Department of Homeland Security and the Department of labor outline the various provisions that are formatted to ensure the people with disability, the minority groups, and every caliber of Americans have equal access to the employment opportunities. The laws and provision are meant to ensure the people with disability live a normal and comfortable life, there is a reduce discrimination in term of color, race, country of origin, religion or sex. The EEOC for instance ensures that the rule of law is followed in employment and no single organization uses the neutral laws to disadvantage a given group or individual.
The ADA is mandated to ensure the Americans living with disability enjoy equal employment opportunities, equal rights to access and enjoy State and Local Government Activities, easy access to public transport, access and equal utilization of public accommodations, fair…
Edie Grace, (2010). Discrimination against the Disabled in the Workplace. Retrieved May 5,
2011 from http://www.ehow.com/about_6744403_discrimination-against-disabled-workplace.html
U.S. Department of Justice, (2006). A Guide to Disability Rights Laws. Retrieved May 5, 2011
Essential Mental Functions: the new senior developers are expected to reveal fair behavior towards their colleagues, subalterns, supervisors and clients. Among the most important mental functions that need to be possessed are: the ability to discern between what is right and what is wrong and what is ethical and what is unethical; empathy and kindness; the ability to make and enforce decisions; a good and reliable memory; originality, creativity and a sense for innovation (extremely important within the it community); the ability and desire to engage in cognitive efforts; the ability to be reasonable and communicative; the ability to rely on his/her own power and skills to resolve a task or a problem (such as a conflict in the workplace); the function of being temperate
Essential Physical Functions: considering that the candidate possesses the necessary mental functions, the necessities regarding physical functions are less comprehensive. Given the rather sedentary nature…
An Analysis on how Devolution can Drive Evolution of the Industry
In the last few decades the globalization trend has worked to foster extensive changes how organizations operate. The rapid pace of the business world has created a scenario in which organizations are constantly evolving and organizational change is nearly a perpetual process. The role of technology has also been a contributing factor that has also had profound implications on organizations and how their human resources interact, collaborate, perform task, as well as impacted the organizational context in general. The level of competition has also steadily risen as firms constantly streamline processes and business functions. Organizations now must maintain a close eye on the external environment and adapt as needed to continue to satisfy consumer demands.
It is in this environment that a trend of devolution in the HR business function is predicted to drive the evolution of…
Anderson, K., B. Cooper, and C. Zhu. "The effect of SHRM practices on perceived firm financial performance: Some initial evidence from Australia." Asia Pacific Journal of Human Resources, 2007: 168-179.
Andolsek, D., and J. Stebe. "Devolution or (de)centralization of HRM function in European organizations." The International Journal of Human Resource Management, 2007: 311-329.
Bond, S., and S. Wise. "Family leave policies and devolution to the line." Personel Review, 2003: 58-72.
Cascon-Pereira, R., M. Valverde, and G. Ryan. "Mapping out devolution: an exploration of the realities of devolution." Journal of European Industrial Training, 2006: 129-151.
EEOC are initials referring to the Equal Employment Opportunity Commission. This is a federal agency mandated to eliminate discrimination founded on age, national origin, sex, disability, religion, color, race and all other terms and conditions used in employment. The commission is charged with investigating alleged investigations through different fields making a determination through guidance for collecting evidence. It attempts to reconcile in cases involving discrimination, which leads to the filing of lawsuits. The EEOC oversees the enforcement and compliance of all activities pertaining to equal opportunities of employment among applicants and federal employees. This includes discrimination directed at persons with disabilities (Van, 2010).
How it works
Most organizations are facing challenges of addressing situations of employment discrimination. EEOC is the new straightforward and fair process of filing cases of employment discrimination against organizations. This commission handles discrimination claims against employers, tax agencies and labor unions based on…
Chemers, M.M., Costanzo, M., & Oskamp, S. (2007). Diversity in organizations: New perspectives for a changing workplace. Thousand Oaks [u.a.: Sage.
Daly, A. (2008). Workplace diversity: Issues and perspectives. Washington, DC: NASW Press.
Esty, K.C., Griffin, R., & Hirsch, M.S. (2009). Workplace diversity. Holbrook, Mass: Adams Publ.
Mor-Barak, M.E. (2011). Managing diversity: Toward a globally inclusive workplace. Los Angeles: SAGE.
Too often companies do not communicate the value they see in an employee. By offering training, the company is taking a vested interest in the employee's future. The absence of that feeling can cause employee dissatisfaction.
The Role of HR
There was a time when companies assumed that training and education were things the employee arrived with. Recently, as the importance of training and education to morale, retention and organizational achievement have become apparent, firms are realizing that they must take the initiative to provide training and education. This responsibility has fallen to the human resources department. This is because the programs are specifically geared towards the development of humans as a resource.
There are many different types of education and many different means for HR departments to deliver training and education opportunities for their workforce. Education can focus on particular skills that would allow the employee to fill a…
Heathfield, Susan M. (2009). Training and Development for Employee Motivation and Retention. About.com. Retrieved March 27, 2009 from http://humanresources.about.com/od/training/a/training_dev.htm
No author. (2007). Maslow's Hierarchy of Needs. NetMBA. Retrieved March 27, 2009 from http://www.netmba.com/mgmt/ob/motivation/maslow/
Hopkins, Hampton. (1995). A challenge to managers: five ways to improve employee morale. Executive Development Vol. 8 No. 7 pp26-28.
Narisi, Sam. (2009) Survey: Employees would change their jobs for a better computer. HR Tech News Retrieved March 27, 2009 from http://www.hrtechnews.com/survey-employees-would-change-jobs-for-a-better-computer/
The job board policies to attract perfectly qualified candidates may take a similar imagination and focused outlines that were used by bigger companies in marketing their products and services to promising customers. Some of the fundamental techniques using Internet adopted to reach promising candidates are: directed email promotions, buttons, banners, tiles, skyscrapers, etc. (a Telescopic View of Online ecruitment)
It is not only the use of Internet and its fame that has grown over the years but also its advanced techniques of tracking and profiling that are used by the websites. These techniques enable the recruiter to directly reach those perfectly qualified candidates. One of the techniques to develop a profile that attracts the suitable candidates is to study the top performers in your present organization, to understand how they spend their time online; these top performers may spend time on sites offering games, cartoons, weather details, up coming movies,…
Anderson, Mark. A Telescopic View of Online Recruitment. Retrieved at http://www.recruitersnetwork.com/articles/article.cfm?ID=1438Accessed on 7 March 2005
Internet Recruiting. 2004. Retrieved at http://www.wachovia.com/small_biz/page/0,447_972_1695_1943_1950,00.html . Accessed on 7 March 2005
Kutsmode, Carl. Integrating technology with your existing recruiting processes. Retrieved at http://www.recruitersnetwork.com/articles/article.cfm?ID=1108Accessed on 7 March 2005
10 studies about Internet usage. Davis Advertising. 04 December, 2003 Retrieved at http://www.recruitersnetwork.com/articles/article.cfm?ID=1458Accessed on 7 March 2005
H Training Plan
Human resources management requires constant and persistent maintenance in order for success to thrive. Much like a garden needs tending, so do the skills of those professionals dedicated to enhancing the work experience through human resources management. The purpose of this essay is to describe the needs and processes of training. This essay will describe the process by taking the point-of-view of a member of a H department of a small retail company. Upper management has requested that a new employee customer service training class be created and conducted to improve upon the organization and establish more of a competitive advantage within the market. To do this, a needs assessment will first be described to address five ways in which a training program would expose any existing performance deficiencies. Next, the customer service training plan will be discussed and as how to best implement this change. Issues…
Liao, H., & Chuang, A. (2004). A multilevel investigation of factors influencing employee service performance and customer outcomes. Academy of Management Journal, 47(1), 41-58.
Rouda, R., & Kusy, M. (1995). Development of human resources-part 2: Needs assessment -- the first step. Retrieved September, 14, 2003.
Tax, S.S., & Brown, S.W. (2012). Recovering and learning from service failure. Sloan Management.
There a number of human resources needs for a startup circus similar to Cirque de Soleil. The organization has to source performers and creatives from around the world, so the HR department needs to be able to operate globally rather than regionally or nationally. This presents numerous logistical challenges. In addition, the human resources department needs to set out job descriptions for performers and means of evaluating output, which can be challenging in creativity-oriented fields. Another challenge for this entity will be to manage the contracts of the different employees. As most of a circus' business involves touring, the employment for most employees will be finite and managing the contract status and potential benefits, in addition to gaining national work permits, for thousands of employees is a significant challenge for HR.
The human resources department will also need to find support staff that understand the industry and can…
A good human resources information system (HRIS), serves many functions. Foremost among them is the ability to thoroughly examine and verify the information that comes in with relation to HR resources (people). It is also the means though which HR plan performance/effectiveness can be measured through statistical analysis of the HR Plan, as well as the means through which key reports are generated (the brains of HR). These reports may include information concerning employee compensation, recruiting information, worker classification, training, legal compliance, liability areas, compensation, as well as special issues such as affirmative action.
In addition to the immense functionality of the human resources information system, it can also function as a link between key HR staff, allowing them to be on the same objective page with regard to any specific issue. This can be of particular use when weighing difficult staffing decisions. After all, when information can be broken…
Johnson, Gerry. Scholes, Kevan. (2001). Exploring Corporate Strategy: Text and Cases. FT Prentice Hall. New York.
Kalra, Michelle (2005). The HR Plan. ProfitGuide. 27 January. Retrieved on February 22, 2005, from, http://www.profitguide.com/greatplace/article.jsp?content=20050125_093743_4752&page=1
HR Managerial - Interview Questions
NYC Health & Hospitals
Mike K. is a Russian immigrant and is the current head of HR at NYC Health & Hospitals (HHC) under the title of Chief of Staff of human capital. He has over 15 years' experience with this organization as he began his first entry level position in 2000. He first came to the country as a student and he attended City University of New York and was first hired by HHC in 2000 as a HR recruiter for the organization.
The HR Director role is responsible for maintain the human resources for the nation's largest public health care delivery system that includes a network of forty thousand employees in different hospitals, treatment centers, and related organizations that provide treatment to over 1.4 million people annually. The mission of the HHC is to:
Our promise to New Yorkers: Empower every…
Edwards, M. (2009). HR, perceived organisational support and organisational identification: an analysis after organisational formation. Human Resource Management Journal, The International Journal of Human Resource Management.
EEOC. (2009). Laws Enforced by EEOC. Retrieved from US Equal Employment Opportunity Commission: https://www.eeoc.gov/laws/statutes/
HHC. (2017). About NYC Health & Hospitals. Retrieved from About NYC Health & Hospitals: http://www.nychealthandhospitals.org/about-nyc-health-hospitals/
Karstadt, L. (2012). Human resources for health care: a global issue? British Journal of Nursing, 1178-1178.
In addition to using this new department to create project assignments for otherwise idle personnel, this would become an essential path to preparing CGMS for competition in the long-term future. hile the company's eroding schedule of future projects suggests economic downturn, it also underscores the risk of working in the fossil fuel sector. ith future environmental and conservation concerns promising to impact mining operations such as those upon which CGMS depends, the company's newly minted R&D department would emphasize projects aimed at reducing the carbon footprint created by mining operations as well as investigating alternative fuel sources. Given the company's extensive resources and highly qualified personnel, it may have the opportunity to posture itself as a leader of future energy efficiency efforts. Ultimately, internal training and some measure of ERP-informed recruitment would be necessary to actualize this objective.
Finally, it is evidence that greater accountability is needed, if not to…
Baker, G. (2007). Shared Services Can Reduce HR Process Cost Cuts by up to 80%; While Driving Improved Satisfaction, Productivity, and Quality. The Hackett Group.
Chan, S.H. & Kuok, O.M. (2011). A Study of Human Resources Recruitment, Selection, and Retention Issues in the Hospitality and Tourism Industry in Macau. Journal of Human Resources in Hospitality & Tourism, 10(4).
Heathfield, S.M. (2011). Do Powerful Internal Training. About Human Resources.
Open Source ERP. (2010). ERP HR Module. Open-source-erp-site.com.
Saleem, Z. (2009, Jan 5). Organizing Work and Managing Human esources. etrieved from: http://www.scribd.com/doc/13292643/Human-esource-Management-as-Strategic-Business-Contributor
Ulrich, D. And Brockbank, W. (2005, Jun 20). H's New Mandate: Be a Strategic Player. Working Knowledge Business Leaders. etrieved from: http://hbswk.hbs.edu/archive/4861.html
Chapter 2: 1.) What steps can H professionals take to ensure that mergers and acquisitions are successful? How can H help during the integration process?
H's function in making mergers and acquisitions successful should focus on helping all personnel involved to work through the stress and adjust to the changes that these processes inevitably create. At the heart of this is communication (Gupta, 2010). H should ensure an open communication process between leaders and employees, as well as among employees from the different companies.
This is particularly important in the light of the fact that a merger means the conglomeration of two different sets of employees and essentially two different corporate cultures. H…
Klein, D. (2009, Jan 1). Five Strategies for Managing After Layoffs. LRP Publications. Retrieved from: http://www.hreonline.com/HRE/story.jsp?storyId=156838048
Thomas, R. (2011, May 23). Layoffs as a Strategy: The Message You Send When They're Done Right. The Business of HR. Retrieved from: http://www.tlnt.com/2011/05/23/layoffs-as-a-strategy-the-message-you-send-when-theyre-done-right/
MY Organization (AAB BANK PLC ) a H Director. They requested review organization's approach collecting, storing H data produce a summary position statement
Collection and storage of H data
easons why an organization needs to collect H data
H data is collected for strategy purposes. The organization's management needs to know the qualifications of its current workforce to enable them make better strategies, and if need be they hire qualified employees who can deliver on the organizations goals and plans. This data will also ensure that the organization has the right people to handle the jobs assigned. The H department will need to capture this data as a requirement from the Government. In particular large companies are required to collect and store employee information that should be provided upon request by law. In case of liabilities, the data collected can be used in defense of the company against…
Agmon, N., & Ahituv, N. (1987). Assessing Data Reliability in an Information System. Journal of Management Information Systems, 4(2), 34-44.
Hochachka, W.M., Caruana, R., Fink, D., Munson, A., Riedewald, M., Sorokina, D., & Kelling, S. (2007). Data-Mining Discovery of Pattern and Process in Ecological Systems. The Journal of Wildlife Management, 71(7), 2427-2437.
In this analysis, I tackle the legal provisions on the fundamentals of human resource (H). The chosen laws are Age Discrimination in Employment Act of 1978 and Americans with Disabilities Act of 1990 while the chosen issue is Drug-Free Workplace Act. For each selected law or issue, I locate a present-day court case that has challenged your selected law or issue.
Age Discrimination in Employment Act (ADEA) of 1978.
The Age Discrimination in Employment Act of 1978 forbids all sorts of employment discrimination against individuals who are at least forty years old in the U.S. (Feder, 2010)
A good company must have a multicultural and diversity policy aimed at ensuring that there is no sort of discrimination in the company. Age is one of the variables of diversity. Cox (2011) noted that the proper management of diversity in an organization can be a source of competitive advantage…
Feder, Jody. "The Age Discrimination in Employment Act (ADEA): A Legal Overview." Congressional Research Service, June 23, 2010, p. 2. Retrieved 22nd December,2012.
see 29 U.S.C. § 631(a)
See Price Waterhouse v. Hopkins, 490 U.S. 228 (1981)
Kimel v. Florida Bd. Of Regents, 528 U.S. 62 (2000)
Once the plan has been created, you must begin training / development as soon as possible. This means, that HR personnel must begin to training the staff on the new policies and procedures that will be implemented. Under ideal circumstances, the HR department would want to begin training as soon as possible. This is because there will be a window, between the time frame that the merger is announced and when the actual deal occurs. The reason why is, various regulators as well as the shareholders will need time to: examine the merger, debate about it and vote on it. In most cases, these kinds of mergers can usually take a few months to occur. Given the circumstances surrounding the merger, what more than likely happen is this time table will be increased. This because the regulators will want We Will Hang Onto it Savings, to close the…
What is a Compensation Package. (2010). Retrieved June 10, 2010 from Wise Geek website: http://www.wisegeek.com/what-is-a-compensation-package.htm
Jackson, S. (2009). Managing Human Resources. Mason, OH: Cengage Learning.
Kroon, J. (1995). General Management. Pretoria: Kagiso Tertiary.
Mathis, R. (2008). Human Resource Management. Mason, OH: Thomas Southwestern.
Firstly, as entering the Indian market implies an ample recruitment process, Wal-Mart's HR department could use a recruiting metric encompassing the following indicators: the vacant period, the performance of the new hires, managers' satisfaction, the turnover rate for new employees, and the financial repercussions of inadequate hires (http://www.strategy2act.com/solutions/hr_metrics.htm).
Secondly, job satisfaction seems to be essential to Indian employees. Therefore, this can be measured with the help of a training and development metric comprising: learning opportunities (the percentage of those who are content with the learning opportunities in the organization), on-the-job learning possibilities (the percentage of the staff being satisfied with the on-the-job learning), the chance to use skills (the percentage of those employees who apply their knowledge and abilities), taking part in meaningful work (the percentage of those who consider that they are engaged in activities that effectively contribute to the organization's laudable performance) (elani, 2006).
For the two measurements…
Belani, a. (2006). What Indian employees want. On the Internet at: www.domain-b.com/management/hrd/20060328_employees.htm. Retrieved June 5.
Gidlow, H., Urquhart, R. (2004).Creating a Human Resource measurement framework that works. On the Internet at: www.workinfo.com/free/downloads/56.htm. Retrieved June 5.
Hofstede, G. (2003). Cultural Dimensions. On the Internet at http://www.geert-hofstede.com/hofstede_india.shtml . Retrieved June 5, 2007.
HR metrics (2007). On the Internet at http://www.strategy2act.com/solutions/hr_metrics.htm . Retrieved June 5, 2007.
Human resource professionals are often responsible for creating attractive benefits packages for workers, which requires that HR professionals know about general and industry-industry specific trends and occupational laws in allocating benefits, stock options, pensions, and personal amenities to workers, and also protecting for workers safety on the job. Finally, human resource workers are often assigned to the role of mediators between conflicting employees, which requires workers to remain abreast of laws regarding harassment and discrimination. In creating a diverse workforce, human resource professionals must finally be knowledgeable anti-discrimination legislation and allowable affirmative action practices.
One increasingly yet often ignored component of HR knowledge is that of technical knowledge. More and more companies when reorganizing HR to meet the growing company's needs, use technology to deliver better information more quickly to a global workforce such as employee-accessible web pages for "benefits, staffing, vacation and other policies" (Roberts 2002:1-2).
hat transferable skills…
Esdaille, Milca. (Jun 2004). "HR growth: what you need to know about the changes in HR?" Black Enterprise. Retrieved 16 Apr 2007. http://www.findarticles.com/p/articles/mi_m1365/is_11_34/ai_n6152963/pg_1
Human Resources, Training, and Labor Relations Managers and Specialists." (2007).
Occupational Outlook Handbook. U.S. Department of Labor Bureau of Labor Statistics. Retrieved 16 Apr 2007. http://www.bls.gov/oco/ocos021.htm#nature
Robinson, Karyn-Siobhan. (May 2004) "Job market to test employee loyalty." HR
Finally, consideration of the Intel-based server function is relevant for support of the Microsoft Exchange email environment. In all cases, the Company holds licensure but is not the manufacturer of the solutions to the products used in the HR Department recovery strategy. Only it engineering staff with assistance from those product suppliers will offer full provision to risk management and immediacy during the recovery.
Recovery time objectives (RTO) and Recovery Point Objectives (RPO) to the CLIENT's Human Resource network in Lincoln are targeted as > 24 hours to point of completion. To this end, in terms of cost, the CLIENT's highest cost to risk factor is where Electronic Vaulting listed as #4 might be determined as priority during the course of initial assessment of a disaster at the site. The Lincoln location is a Warm Site #3 to Cold Site #2 in reference to the reported Survey data. It is…
H may also administer background checks, drug tests and oversee legal aspects of the hiring process, to ensure that these screening techniques are compliant with current employment law.
etraining employees to upgrade their skills or to prepare workers for sweeping organizational changes (like the introduction of a new computer system) may also fall under H's outreach. For managerial positions, performance appraisals are a routine part of organizational evaluations, and H departments determine how these reviews will take place and the weight they will be given in promotions. H may also determine the extent to which employees can interact with their reviewers and the forms used for reviewing (Pierce College, 2010, p.1920). Performance reviews are an important aspect of nurturing and promoting top talent at the company, and the method of review must match the needs and overall philosophy of the organization.
Employee counseling is often a component of many H…
Chapter 19: Human resource management. (2010). Pierce College. Retrieved January 10, 2011 at http://faculty.piercecollege.edu/rskidmore/Ghost/library/Chapters/CHPT19.pdf
McNamara, Carter. (2010). All about human resources and talent management. Management Help. Retrieved January 10, 2011 at http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm
Overview. (2011). Equal Employment Opportunity Commission (EEOC).
Retrieved January 10, 2011 at http://www.eeoc.gov/eeoc/index.cfm
Alignment of HM and Business Strategies
Strategy determines the specific direction and scope of a company. Any strategy is usually developed for the short-term or the long-term depending on what the organization seeks to achieve. Since it facilitates the realization of the set goals, the mission and the vision, the establishment of strategies must be aligned with the structural resources within a certain environment (Armstrong, & Baron, 2002). In most organizations, H is solely identified as an administrative function. It is worth mentioning that H has two primary roles in a company. These include administrative and strategic roles. The purpose of this paper is to analyze the H strategies of the Ford Company. In this case, the paper evaluates the company's business and Human esource strategies. Besides, the job positions and ways the company markets its products in relation to human capital is identified.
The primary aim of…
Armstrong, M. & Baron, A. (2002). Strategic HRM: The Key to Improved Business Performance. New York: CIPD Publishing
Michie, J. & Sheehan, M. (2005). Business Strategy, Human Resources, Labor Market Flexibility, and Competitive Advantage. The International Journal of Human Resource Management Volume 16, Issue 3: 445-464
Price, A. (2207). Human Resource Management in a Business Context. New York: Cengage Learning EMEA
training purposes is a continuous process that entails gathering of information to ascertain the training needs so as to develop tailor-made training that can assist the firm to achieve its objectives. This kind of assessment is essential for any training program to be successful. Many firms usually develop and put into operation training programs without conducting any needs assessment. These firms often run the risk of doing too much or very little training or completely failing to achieve their objectives. There are several reasons why one should carry out a needs assessment prior to commencement of the employee service training program. Including:
To determine key issues that need to be addressed within the company
Both the executive and the Human esources must know what the issues are so as to develop a suitable training program that will be aimed at tackling those organizational issues. For instance, if member of the…
Chand, S. (n.d.). Training Methods: On Job Training and off the Job Training Methods. Retrieved May 9, 2015, from http://www.yourarticlelibrary.com/employees/training-methods-on-job-training-and-off-the-job-training-methods/5421/
Hudock, J. (2010, December 2). How to Get Employees Motivated About Training. Retrieved May 9, 2015, from http://www.ehow.com/how_7587777_employees-motivated-training.html
Brown, J. (2002). Training needs assessment: A must for developing an effective training program. Public Personnel Management, 31(4), 569-578.
Human Resources in the Next 50 Years
Human resources will likely evolve significantly over the course of the next fifty years. There are many trends that are already working to transform the field. Some of the most salient trends in human resources are globalization, technology and training, corporate social responsibility, standardization, and many more. The field of human resources will most likely be almost completely transformed in the next half a century and have new trends that emerge as well. However, based on the present sates of the field, there are some predictions that can be made.
It is highly likely that technology will be one of the greatest drivers of change over the next fifty years. Just in the last few generations technology has been a disruptive force that has revolutionized virtually every industry and business function. It is likely that human resources will completely be revolutionized by technology…
Working for the Federal Government requires something extra due to the nature of the enterprise. Collective agencies such as the Federal Government are much more strict about rules and regulations dealing with discrimination and equal opportunity. The purpose of this paper is to explain and describe the special circumstances for Equal Employment Opportunity (EEO) when working with federal contractors and subcontractors. This paper will use case study information to demonstrate the practical aspects of this theme and to help provide an example for learning.
Compliance with federal EEO standards will be examined in this case using the perspective of an H manager of a large plastics company. The company has just received an offer to produce plastic parts for their customer, whose end user is the Federal Government. In order to accept this offer, it is necessary to review the company's human resources approach to ensure that it…
ADA.gov. The Rehabilitation Act. Viewed 4 May 2014. Retrieved from http://www.ada.gov/cguide.htm#anchor65610
SHRM (2012). Affirmative Action When would my company need to have an affirmative action plan? SHRM, 4 Dec 2012. Retrieved from http://www.shrm.org/templatestools/hrqa/pages/whenisanaapneeded.aspx
Steele, S. (2009). Affirmative Action Doesn't Solve The Real Problem. The Washington Post, 26 July 2009. Retrieved from http://www.washingtonpost.com/wp-dyn/content/article/2009/07/24/AR2009072402090.html
The United States Department of Labor (nd). Office of Federal Contract Compliance Programs. Viewed 4 May 2014. Retrieved from http://www.dol.gov/ofccp/
The general field of human resources has become more and more difficult as well as more perilous. That is not just a simple generalized statement made for dramatic effect and just for the purpose of setting up the introduction of this paper. Indeed, there are some questions that can and should be posed by human resources professionals that do not have clear answers because of how complicated and how contradictory the field's body of work has become. The ethical implications and obligations pertaining to human resources have been made very muddled by contradicting laws and guidelines thus making real compliance beyond a reasonable doubt very hard to pull off.
The hypothesis that underlies this report comes down to one main statement, and that is as follows:
The different ethics, laws and vagueness that exists in both has made it possible to become completely and reliably compliant with the…
Bruoden, B.C. (1989). TAX FACTORS IN CHOOSING THE CORRECT CORPORATE STATUS. Journal Of Financial Planning, 2(2), 75.
Charen, M. (2011, July 22). What Else Will ObamaCare Mandate? | RealClearPolitics. What Else Will ObamaCare Mandate? | RealClearPolitics. Retrieved October 26, 2013, from http://www.realclearpolitics.com/articles/2011/07/22/it_should_ all_be_free_110669.html
FoxNews.com. (2013, October 23). Teachers' unions fight bill that would bar sex offenders from schools. Fox News. Retrieved October 26, 2013, from http://www.foxnews.com/politics/2013/10/23/teachers-unions-fight-bill-that-would -
• Identifies at least 3 users of H services within an organization
The major consultants of H Services are the employers and within the company the management requires the services of the H not only for selection of the right employees but also to increase productivity and efficiency Inn view of the modern researches that have been conducted in the field it is found that occupation choice and performance are influenced by the personality factors and these in turn influence person-job fit. esearches showed that H managers have differences from the other type of managers and even from non-managerial H specialists. (Lounsbury; Steel; Gibson; Drost, 2008, p. 357)
The second category would be the worker or the employee who wish to either better hi career or arbitrate the working conditions. The human resource department also functions as the arbitrator where two of these parties are in dispute and…
Blau, Francine D. 2006. The Declining Significance of Gender, Russell Sage Foundation. pp 133-134.
DeSanctis, Gerardine. 1986. Human Resource Information Systems: A Current Assessment
MIS Quarterly, vol. 10, no. 1, pp: 15-27.
Lounsbury, John W; Steel, Robert P; Gibson, Lucy W; Drost, Adam W. 2008. Personality traits and career satisfaction of human resource professionals. Human Resource Development International, vol. 11, no. 4, pp: 351-366.
It is well established that human resources personnel have a direct and forceful impact on the strategic success of any business or economic organization. Ulrich (1997) suggests that "the relationship between HR practices and business results is built on a rather simple premise: better deployment and use of HR practices should correlate with higher business results "(p.303). One tool HR managers have at their disposal is the use of compensation packages and their unique impact on the labor force. The purpose of this essay is to examine compensation packages, in both the monetary and non-monetary form, impact on attracting and maintain a desirable workforce and the possible influence on the overall effectiveness of the organization.
Casico (2010) discussed the aspect of compensation in terms of rewards. He suggested that compensation could be divided into two separate categories; either financial or non-financial rewards. Financial rewards are considered the monetary…
Cascio, W. (2010). Managing Human Resources. Productivity, Quality of Work Life, Profits. 8th edition. McGraw Hill.
Casico, W. (n.d.) . HR in Alignment hosted by Wayne Casico.
Ulrich, D. (1997). Measuring Human Resources; An Overview of Practice and A Prescription for Results. Human Resource Management, Fall 1997. 36, 3, Pp 303-320. Retrieved from http://www.e-rh.org/documents/ISO/measuring-hr-kpi-for-hr.pdf
ased on the information given but in your own words, explain what approaches to recruiting might be best suited for Apple's talent acquisition.
efore any problem can be solved, it is important to gather all the resources available in order to best apply any given plan or idea. Understanding what resources are available to the human resources department at Apple Inc. will no doubt serve as a foundation of success if this step is accomplished thoroughly. The resource-based view of human resource management appears to be the best approach in this particular instance. Leadership has made it clear to the human resources department in this case that maintaining competitive advantage will be accomplished by in-sourcing more of the microchip technology and other technological processes within building Apple products. It is up to the human resource managers to now determine what resources can best be applied to this overall…
Brenner, L. (2011). "Innovating HR: Lessons from Apple." Recruiting Trends, July 2011. Retrieved from http://www.recruitingtrends.com/innovating-hr-lessons-from-apple
Priem, R. & Butler, J. (2001)."Is the resource-based view a useful perspective for strategic management research?" Academy of Management Review, Vol 26. 1, 22-40. Retrieved from http://pcbfaculty.ou.edu/classfiles/MGT%206293%20Strategic%20Management_PD/We ek%204%20Competitive%20Advantage%20RBV/priem%20butler%2001%20amr%20rb v%20critique%20is%20rbv%20useful%20for%20sm.pdf
Linkenin. "HR at Apple." Profiles of Human Management Resources website. Retrieved from http://www.linkedin.com/title/hr/at-apple/
HR Case Analysis
This report is a combination review of the article "Verizon Communications, Inc.: Implementing a Human Resources Balanced Scorecard" and also a review of the process of balanced scorecard. Companies today can only get what they measure. hen it comes to Human Resources performance management, how can they be sure they are measuring the right things? Or, are the communicating the right information to the right people? There are new tools to help companies address issues such as these. The tools allow companies to align and support key processes and to translate strategy into operational objectives, measures, targets and initiatives. The report will try to identify and discuss the key issues and problems related to the cohesion between an organization's existing business strategy and its Human Resource Management strategy and practices. This will be done by analyzing how and why an organization creates business missions and strategies.…
Epstein, Marc J., Cott, Jeremy, and Srikant, Datar M. "Verizon Communications, Inc.: Implementing a Human Resources Balanced Scorecard." Harvard Business School Review (2001).
HR Case Analysis
Instead of stating four different goals, other economic sources point out a single goal that is to e achieved throughout four actions. As such, the unique goal of enchmarking is to increase the company's performance and it will e done through: "identifying organizations with est practices as partners; measuring and comparing a selected work process against partners; conducting interviews with the enchmark organization and adopting or adapting their est practices."
W. Erwin Diewert, Alice O. Nakamura, April 1999, Benchmarking and the Measurement of Best Practice Efficiency: An Electricity Generation Application, the Canadian Journal of Economics, Volume 32, Numer 2, Retreived from JSTOR http://www.jstor.org/search/BasicSearch?Query=Benchmarking&si=1&hp=25&Search=Search&wc=on, on Septemer 28, 2007
Benchmarking: Benchmarking Characteristics, Novemer 23, 2006, Business Victoria, http://www.usiness.vic.gov.au/BUSVIC/STANDARD//pc=PC_51135.html#IntNav2,last accessed on Septemer 28, 2007
Ramamurthy Ramaadron, James W. Dean Jr., James R. Evans, 1997, Benchmarking and project management: a review and organizational model, Volume 4, MCB UP Ltd., http://emeraldinsight.com/Insight/viewContentItem.do?contentType=Article&hdAction=lnkhtml&contentId=842937&history=false, last accessed on…
bibliography/benchmarking.html, on September 28, 2007
W. Erwin Diewert, Alice O. Nakamura, April 1999, Benchmarking and the Measurement of Best Practice Efficiency: An Electricity Generation Application, the Canadian Journal of Economics, Volume 32, Number 2
Benchmarking: Benchmarking Characteristics, November 23, 2006, Business Victoria
W. Erwin Diewert, Alice O. Nakamura, April 1999, Benchmarking and the Measurement of Best Practice Efficiency: An Electricity Generation Application, the Canadian Journal of Economics, Volume 32, Number 2
Ramamurthy Ramabadron, James W. Dean Jr., James R. Evans, 1997, Benchmarking and project management: a review and organizational model, Volume 4, MCB UP Ltd.
HR Function Review
History of the Organization -- General Practice Alliance South Gippsland (GPASG) is a division of General Practice Alliance Australia. It is one of 110 divisions that are tasked to help support identified health needs and services in a given area. GPASG has a division office in Inverloch, and serves of 5,000 people in a 41,000 square kilometer area. Essentially, the organization proves service and information to health care professionals, accreditation support, immunization support, professional development, peer support, advocacy and information (GPASG, 2011).
Mission, Vision -- SPASG's vision is to be a catalyst for the people of the South Gippsland area and to look towards 2015 to achieve the best health outcomes possible. Their mission is to lead the development of innovations in primary care solutions that specifically maintain and improve community-based health care by: 1) building and supporting more general practices; 2) integrating health care services across…
Bannerman, E 2002, 'Antropometric Indicies Predict Physical Function and Mobility in Older Australians', Public Health Nutrition, vol 5, no. 1, pp. 655-62.
Cress, CJ 2007, Handbook of Geriatric Care Management, Jones and Bartlett, New York.
Deans, D 2005, Senior Lobby Affects Budgets and Elections, viewed December 2011, http://www.aarpinternational.org/gra_sub/gra_sub_show.htm?doc_id=562862 .
'Draft Transition Actions for Gippsland Medicare Local' 2009, Human Resources/Administration, GSA.
Then the human resources department needs to analyze the availability of external human resources. It needs to look at employment trends to determine how many workers are going to be available and what types of workers are going to be available. By doing these two steps, the firm will have a sense of the gap between what they expect to need and what they expect to have; and then will also have a sense of what is expected to be available in the external marketplace.
The third step is to formulate a strategy. This will encompass a wide range of tasks. The number and types of workers needed must be identified. A time frame will need to be set with respect to when these workers will be needed. Then, the firm will need to structure its wages and benefits packages in line with what they expect will be needed to…
The four main processes of alternative dispute resolution are negotiation, mediation, arbitration and collaboration. Negotiation involves the two parties working out a solution based on the give-and-take dynamics of negotiation. ith mediation, the two parties hire a mediator. The mediator plays an independent role in trying to find ways to bring the two sides together, preferably without acting as a formal adjudicator. Arbitration is a process whereby an arbiter determines the outcome. The arbitration process is less formal than adjudication and can be used in a number of ways. It can be used, for example, if the parties agree that damage has been done but cannot agree on the reparations. The collaboration process involves the parties laying out ground rules, agreeing to deal with the issue in good faith, and generally work together to solve the common issue.
No author. (2007). Alternative Dispute Resolution. Department of Transportation. Retrieved…
No author. (2007). Alternative Dispute Resolution. Department of Transportation. Retrieved March 27, 2009 from http://www.dot.gov/adr/
These rewards and motivators are important to me because they appeal to my higher order needs. I am fairly well satisfied with respect to my lower order needs, and will be with most positions in which I find myself. Work for me is not only a creative outlet but also an opportunity to showcase my skills. As a result of this, I view work less as a means to earn a paycheck -- which I take as a given -- and more as a means for me to attain higher levels of satisfaction. Recognition, promotion and achievement all fill these higher order needs.
3. The Occupational Safety and Health Association (OSHA) has been set up by the Department of Labor to "assure safe and healthful working conditions for working men and women." The organization assists businesses in several ways. It provides informational resources regarding workplace health and safety. It also…
The Role of Social Media in Human Resources
New technologies have had a substantial impact on the role of a human resource department. Technology in general has allowed the profession to take a more active role in the organization and create a competitive advantage in many cases. Social media is one of the technologies that has had a profound impact on the ways people network and communicate. This technology can also have many advantages for a HR professional and can be used to network, communicate, or as even a way to get to know a potential candidate better. This paper will look at some of the ways that social media is being used by HR departments to further their organization's strategic goals.
Using Social Media to Stay Organized
One of the most functional uses of social media is simply to stay organized. Since participants on social media platforms…
One of the problems that may arise in other problems relates to the number of employees. Of course, this method worked with a reduced number of employees (we are not talking about the big General Electric, but about a small joint venture. THE general Electric has 300,000 employees. How could cross functional entities work there?). In my opinion, this kind of system can never work in larger entities.
A second problem that may arise is related to the cross functional, matrix-like type of organization this system implies. We may be facing the following problem: the worker in the manufacturing department has to answer to the manager of the manufacturing department, to the HR Manufacturing Manager, to the Sales Manufacturing Manager (it is an extreme example, but it could be the case), etc. This type of cross subordination is always tricky: the employee has to know where to get his…
HR Policy Transformation at Sonoco
Describe how the HR department was organized and its effectiveness before the re-organization.
During its 100-year history, the industrial and commercial packaging company Sonoco has experienced myriad organizational and philosophical shifts. Among them, its HR orientation has been in a constant state of evolution since its inception in the 1970s. During its first two decades of operation, the HR department at Sonoco was chiefly an administrative arm of the company which operated at the corporate level and offered very little direct or meaningful support at the operational level of the firm. This would prompt a shift toward the organizational orientation that Hartley would find upon her arrival in the 1990s. From the mid-80s onward, Sonoco had begun to embrace a more decentralized approach to HR policies and priorities. This was done in order to improve the ability of divisions and their management personnel…
Thomas, D.; Groysberg, B. & Reavis, C. (2005). Sonoco Products Copmany (A): Building a World-Class HR Organization. Harvard Business School.
Human esource Department
Final Project - H
The essay is based on human resources department how significant it can be to any organization. To understand the topic well the essay intends to give a quick overview of the global business environment and then the strategic role played by human resource, here the essay will introduce the topic by first offering a short history of human resource and some of the key function of the department. To explain the strategic role of the H department a case of crisis management comes very much in handy to explain this.
The third section of this essay spells out other functions of the department after which it introduces the concept of human resource development that encompasses the ideology learning organization as toll through which an organization can use to gain competitive advantage over its' rival.
After a thorough study of human resource, this…
Swanson, R.A. (2001), HRD and its underlying theory. Human Resource Development International, 4 (3), 299 -- 312.
Noe, Hollenbeck, Gerhart, & Wright (2009), Human Resource Management, McGraw- Hill/Irwin, 235-289
Changing role of H management in response to trends in globalization, technology, diversity, e-Business, and ethics
Human resources management of any organization has many functions which it continues to perform. One major function is that is provides the organization with the necessary human resources for it to continue in its day-to-day activities. The business environment in which companies operate is quite dynamic and is exposed to various internal and external factors which make the H role of the organization also to be quite dynamic. Some of the factors that change the H role include globalization, technology, diversity, e-business, and ethics.
Companies undergo a pattern of growth which sees them start out as small companies with little complexity and diversity. A business is required to be constantly aware of the effect of globalization and the importance of innovation and change in these times of globalization. Globalization also requires the organizations…
FERLIGOJ, A., PRASNIKAR, J. & JORDAN, V. 1997. Competitive Advantage and Human Resource Management in SMEs in a Transitional Economy. Small Business Economics, 9, 503-514.
MARREWIJK, M.V. & TIMMERS, J. 2003. Human Capital Management: New Possibilities in People Management. Journal of Business Ethics, 44, 171-184.
MIRVIS, P.H. 1997. Human Resource Management: Leaders, Laggards, and Followers. The Academy of Management Executive (1993-2005), 11, 43-56.
TURNER, R.H. 1990. Role Change. Annual Review of Sociology, 16, 87-110.
Planned Change in a Department
Change within the Medical surgery department
There are various factors that occasion change within any organization, some may be due to change in the operations of an organization, some due to expansion, relocation, takeovers, mergers, external forces in economies, internal changes in operation modes or even unprecedented needs as unforeseen at the initial stages. This last one seems to be case within the medical surgery unit in our hospital.
The prevailing condition at the moment that needs a change approach that would improve the conditions within the medical surgery unit and the entire hospital in general is the imbalanced ration between the nurses and the surgery patients currently realized within the unit. The prevailing rate is one nurse within the medical surgery unit handling an average of 6-7 patients which has proven to be too high for a single nurse. The other pertinent problem within…
American Nurses Association, (2011). Effects of Nurses Shortage. Retrieved July 4, 2013 from http://ana.nursingworld.org/MainMenuCategories/ThePracticeofProfessionalNursing/workforce/NurseShortageStaffing/NursingShortage/Effects.aspx
Honor Society of Nursing, (2013). Facts on the Nursing Shortage in North America. Retrieved July 4, 2013 from http://www.nursingsociety.org/Media/Pages/shortage.aspx
Nursing Theories, (2011). Change Theory by Kurt Lewin. Retrieved July 4, 2013 from http://currentnursing.com/nursing_theory/change_theory.html
National Foundation for American Policy (2007). Deadly Consequences: The Hidden Impact of America's Nursing Shortage by Stuart Anderson. Pp 4. Retrieved July 4, 2013 from http://www.nfap.com/pdf/0709deadlyconsequences.pdf
Managers from three different HR departments (from three separate companies) were interviewed concerning the management, job duties and focus of their respective HR departments. A summary of each of their responses is included below.
All three companies look to hire experienced HR personnel and then require them to attend training courses. In addition to outside courses, both the second and the third companies required their HR personnel to attend conferences and in-house sessions as well.
The first company's ROI is determined by calculating the average length of employment and the company turnover rate. The average cost per hire is not calculated by the first or the second company and although the third company does not specifically calculate the average cost per hire they do have a focus on retention due to the cost of hiring new employees.
Each company presented different answers in regards to trends effecting their…
Making use of e-learning may require HR departments to gain better knowledge of current technical tools at their fingertips, but ultimately, "the entire organization [must] line up to the same set of common goals and ensure that everyone is rowing in the same direction," only then can one "achieve a higher level of organizational performance." (Greengard, 2003, p.1) Human resources must provide a holistic vision of how organizations can realize their special vision.
Of course, as Schnoover states, "human resource organizations will need to provide online access to products and services as well as face-to-face support in their application," and thus may need to be the "ambassadors of a more high-tech approach than before.(Schoonover, 2002) But it is also the HR professional's duty to make sure that even the most technically sophisticated suggestion, innovation, or change, meets the human needs of the organization in terms of orienting, training, and taking…
Greengard, S. (Mar 2002) "Optimas update: the best get better - Workforce Optimas
Awards 1991-2002: A Retrospective - human resources best practices." Workforce. Retreived 17 Nov 2006 at http://www.findarticles.com/p/articles/mi_m0FXS/is_3_82/ai_98542332
Lenoard, Bill. (Jul 2002) "Ways to tell if a Diversity Program is measuring up." HR
Magazine. Retreived 17 Nov 2006 at http://www.findarticles.com/p/articles/mi_m3495/is_7_47/ai_89025013
Human Resources departments contracting out some essential services to outside organizations?
The nature of business today is much more competitive than ever before. An increasing number of companies are investigating outsourcing HR functions. There are many commonly mentioned advantages of contracting out some or all of your HR functions. These include: increases in efficiency, reducing corporate costs, and, if you are only outsourcing a few functions, giving time to your in-house employees to focus on your core HR mission and values rather than being constantly bogged down in paperwork, etc. Companies choose to outsource for both financial and non-financial reasons. Outsourcing can enable the company to gain access to world-class technologies and capabilities they cannot afford on their own. It can also allow the company to, by saying money in-house, get access to an infusion of cash or free up other resources, improve company-wide focus, and reduce risk. In an…
By addressing these issues early on, you are less likely to misinterpret company policies or compensation practices in the future, which may lead to job dissatisfaction.
It is the role of the H department to ensure your privacy is upheld in all matters. To that effect the H department provides limited access to employee files. Only direct supervisors may access employee records, and only benefits representatives may access confidential matter including health information to prevent discrimination of employees on the basis of health or mental status (Lipiec, 2001).
Compensation is provided to all staff on a bi-monthly basis, with all full-time positions or employees working in excess of 30 hours weekly eligible for health benefits and employee tuition reimbursement for educational courses taken to expand their career opportunities with the firm.
The H department encourages ongoing education and employee development in the form of continuing education, job shadowing…
Fine, S.F (1999). "Functional job analysis: A foundation for Human Resources
Management." Mahwah: Lawrence Erlbaum Associations.
Ferris, G, Frink, D. & Galang, C. (1993). "Diversity in the workplace: The human resources management challenges." Human Resource Planning, 16(1): 41
Job-Analsyis.Net. (n.d.)"Job Analysis." Job-Analysis Network. Accessed: 3, May 2007: http://www.job-analysis.net/018.htm
Employee development and training is an alternate zone. In the IT business, training is not simply about recognizing training needs and giving the presupposed training, but anticipating and reckoning the necessities and advancing suitable training to equip employees so that they can handle the challenges.
Another serious challenge is the way businesses have the ability to fuse all the sub-systems in H and help them in accomplishing a definitive objective: extraordinary performance. Individuals must be groomed to get in tune with the performance culture. Making an environment that invigorates the formation of information and its sustenance all through the organization is an enormous challenge. However, investments in Human esource Information Systems (HIS) must create, maintain, and enhance a performance driven culture. The role shifts to that of a facilitator. H will include the entire organization in this process and go about as an advisor and facilitator. This is a H…
Aswathappa, A. (2009). International business. New Delhi: Tata McGraw-Hill.
Bell, M.P. (2012). Diversity in organizations. Mason, Ohio: South-Western College.
Burke, R.J. (2005). Reinventing human resource management: Challenges and new directions. London [u.a.: Routledge.
Congress, E.P., & Gonza-lez, M.J. (2013). Multicultural perspectives in social work practice with families. New York: Springer Pub. Company.
Reviewing the efficacy of the organization's compensation practices in retaining good employees, and for compliance with the Fair Labor Standards Act, and conducting random sample of time records is essential good business practice. Of course, the company's benefits must be in compliance with Consolidated Omnibus Budget Reconciliation Act (COBRA) and HIPPA regulations, and all employees must have been notified of the company's Family and Medical Leave Act (FMLA) policy. Finally, there should be effective and established recruitment, grievance, and exit procedures for employees, and these procedures should be clearly communicated to employees in a handbook ("Auditing your HR department," 2007, the HR Team).
hat could or should be done at Interclean to make the move to "organizational effectiveness?"
The first step to maximizing "organizational effectiveness" is to conduct an audit of how the company is doing in terms of its overall productivity. hile before the individual was the traditional unit…
What could or should be done at Interclean to make the move to "organizational effectiveness?"
The first step to maximizing "organizational effectiveness" is to conduct an audit of how the company is doing in terms of its overall productivity. While before the individual was the traditional unit of HR audits, it is also crucial to examine the organization's design, effective use of technology, the way that labor is organized and delegated, and how decisions are made by management ("Quantifying and Fostering Organizational Effectiveness," 2004, Herman Miller, pp.1-2)
After segmenting different units that contribute to efficacy, such as organizational, workplace, and technological design, the company should then examine their psychological and behavioral effects upon the workforce in terms of esteem, satisfaction, and comfort, and the type of work practices the employees' overall morale encourages. What is the overall positive negative or positive business effect of this psychological state of happiness or unhappiness -- are employees happy to serve customers, to they strive to be on time, or does their productivity and thus customer satisfaction suffer? If certain areas are deemed lacking, or encouraging effective rather
The demographics of the site chosen for this paper, NH Clinic, consist of a vast group of clinical professionals working at 21 different hospitals across the country. NH Clinic staffs nearly 500 outpatient ambulatory and physician practices as well. The Clinic supports more than 6,600 beds, employs over 15,000 nurses and is affiliated with nearly 14,000 physicians. Its total workforce consists of over 61,000 workers and NH Clinic is the biggest private employer in the state (NH eports and Facts, 2016).
The staff employed by NH Clinic is as diverse as the state's population itself, with a variety of persons of ethnicities and cultures employed throughout the ranks of the Clinic. It has men and women of a many different races, religions, beliefs and backgrounds in positions of management, throughout the administration, and up and down lower level chains as well. NH Clinic celebrates diversity in its…
Ealias, A., George, J. (2012). Emotional intelligence and job satisfaction: a correlational study. Research Journal of Commerce and Behavioral Science, 1(4): 3-7.
Mills, J. et al. (2013). Nurses in Australian acute care settings: experiences with and outcomes of e-health: an integrative review. International Journal of Management & Information Technology, 3(1): 1-8.
NH Reports and Facts. (2016). Northwell. Retrieved from https://www.northwell.edu/about/reports-fact-sheets
Odeh, B. (2014). Implementing a telehealth service: nurses' perceptions and experiences. British Journal Of Nursing, 23(21): 1133-1137.
Things run relatively smoothly overall, but they could be vastly improved if there were more communication channels and if more people in the company felt like HR personnel were more approachable and easier to talk to.
The Creation of Strategic Plans
So many things go into the creation of a strategic plan, that it is often very difficult to know where to even begin to make one, but this is one of the most important and helpful areas for anyone who is in HR, especially in a large company where planning is needed. The difficulty of it, though, is one reason why so many businesses do not have their own strategic plan. Some think they do not need one, especially if the business they are running is relatively small. Others find that the task is too daunting, and because they cannot see a good starting point, they assume the task…
Bartlett, C.A., & Ghoshal, S. (1995). Changing the Role of Top Management. Harvard Business Review: 132.
Bechtell, M. (1995). The management compass: Steering the corporation using Hoshin planning. New York, American Management Association.
Campbell, A., Goold, M., & Alexander, M. (1995). Corporate strategy: The quest for parenting advantage. Harvard Business Review, pp. 120-132.
Chuvala, B. (2002). Keeping up with change: human resource managers facing new challenges. Westchester County Business Journal.
While emerging evidence, theory and practical demands are increasing the visibility and credibility of human capital as a key to organizational success, the measures used to articulate the impact of human resource management decisions remain misunderstood, unwanted by key constituents or even counter-productive." (1998) Stated as well by Boudreau is the fact that a body of research exists that is growing rapidly suggesting that "the key to competitive advantage lie with the organization's human resources. (Boudreau, 1998) p. 3 Widely suggested as an emerging key to the success of the organization is "intellectual capital." (Boudreau, 1998; p.3) This element is sated to not be: "...effectively reflected in standard accounting and the financial report, and the diminishing correlation between future financial performance and standard accounting measures of value seems to attest the importance of more intangible factors." (Boudreau, 1998; p.3) H measurement that is effective will be a system that is…
Resources Management System - Incorporating Human Capital Management Strategies for an Effective Workforce" states that effective HR strategy "requires the adoption of a comprehensive human capital management (HCM) strategy." (Oracle, nd) p.1 Oracle believes that effective workforce is built from development of "a cohesive HCM strategy that is tightly linked to your overall
Charan, am. (2014). It's time to split H. Harvard Business eview.
According to Charan (2014) in his article "It's time to split H" from the Harvard Business eview, the department of human resources, as it currently exists at most companies, must be disbanded. H continues to disappoint CEOs because of the failure of H to link people and numbers or to act as partners with other chief executives. The new H must give meaningful input to generate value for the organization by using people more effectively. Charan critiques H personnel as "process-oriented generalists" with little understanding of how a company functions in the real business world or how to use personnel to meet performance goals (Charan 2014). H backgrounds are also incommensurate with those who are in other leadership position, more "line based" in nature (Charan 2014). Successful CHOs, he argues, are those who have unconventional backgrounds and experience outside…
Charan, Ram. (2014). It's time to split HR. Harvard Business Review.
Ulrich, D. (2014). Do not split HR -- at least not Ram Charan's way. Harvard Business Review.