Human Caring Essays (Examples)

Watson Human Care Theory

The Significance of Watson Human Care Theory in handling dying patients

It is imperative to integrate a psychosocial treatment strategy in handling dying patients. This is based on the knowledge that dying patients could have lost hope leading to depreciation of an illness. In any case, most of the acute illnesses could have been contained at the primary stage of development. Healing or ailing is primarily managed by the mind and not the techniques applied in the medical arena. This study is critical in proving the essentiality Jean Watson's theory of human caring. I will heavily relate to the study to respond to necessities of a dying patient. In particular, the discussion will analyze how the theory is significant in exploring the comfort levels required in the general treating and healing process.

An example

I replicate my approach from an article I adopted from the Danish…

References

Brunjes, C. (2012). Using the Power of Hope to Cope with Dying: The Four Stages of Hope (Google eBook). New York: Linden Publishing

Byrne, A., & Byrne, D. (1992). Psychology for Nurses: Theory and Practice. New York:

Macmillan Education

Chesnay, M., & Anderson, B. (2008). Caring for the Vulnerable: Perspectives in Nursing

Caring is important to human kind and in our daily experiences. Although caring is fundamental, knowledge about it and its application is not one of the serious academic concerns. Caring as a topic can raise various descriptions. In nursing as a discipline of concern, caring relates to the ability and desire to help someone grow or overcome a depressing situation. Caring is the moral ideal in nursing practice. It involves ones will to care, and mind about the situation of others. In nursing practice, Caring is a process that nurtures itself from a person's moral responsibility to meet a society's mandate. According to Watson (1985), nurses are the caretakers of care for other helping professions. Nursing is the epitome of care and a nurse has to guard and develop the concept. Caring is not only required in nursing but also in various disciplines. Caring can develop from different motivational factors.…

References

Caudill, M. (2009). Managing pain before it manages you. New York: Guilford Press.

Watson, J. (1985). Nursing science and human care: A theory of nursing. London: Jones & Bartlett publishers.

Srivastava, R. (2007). The healthcare professional's guide to clinical cultural competence.

Toronto: Mosby Elsevier.

Caring

When most people are asked 'what do nurses do," there is a strong likelihood that the word 'caring' will arise in the conversation. Many nurses, particularly new nurses, identify caring as one of the personal qualities that attracted them to the profession. However, caring can be a very nebulous concept, as even non-nurses give 'care' to others and non-nurses can be 'caring' people. Nursing, in an effort to create an empirical and academic basis for itself as a discipline has fought against the idea that nursing is just about caring. However, it cannot 'ignore' the idea of caring, given that one of the concepts that distinguishes nursing from other forms of medical care is its patient-centric and individualistic perspective.

I have chosen caring as the concept I will focus on in this paper, with a specific focus on Jean Watson's Theory of Caring, given that it is one of…

References

Cara, Chantal. (2011).A pragmatic view of Jean Watson's caring theory.

Universite de Montreal. Retrieved www.humancaring.org/conted/Pragmatic%20View.doc

Giguere, Barbara. (2002). Assessing and measuring caring in nursing and health science. Nursing Education Perspectives. Retrieved  http://findarticles.com/p/articles/mi_hb3317/is_6_23/ai_n28962844/ 

Gross, Terry. (2011). Grant Achatz: The chef who lost his sense of taste. Fresh Air. NPR.

Introduction

Theory guides practice. This is true of many things, but is especially true of nursing. While many processes, actions, and rules are involved in becoming a great nurse, understanding and applying theory must be the most important aspect. Nursing theory allows for one to examine concepts and then attempt practical application of these concepts when theories are tested. Evidence-based practice for example, is the wonderful lovechild of theory and application in that when theories are constructed, they are then tested, and if they work, are applied to standard practice via modification. This essay aims to provide a deeper synthesis of nursing theory by examining two important nursing theories: Orem's Self-care Theory and Watsons Nursing Theory. Additionally, one will see how nursing theory has evolved since its beginnings.

Background on Nursing Theory

Many say nursing is as old as humankind. If there was someone sick, there was someone willing to…

Caring in Nursing

Over time, nursing and caring have largely been regarded synonymous. With that in mind, it is important to note that quite a number of caring theories have been developed based on caring as a central concept. Some of these theories include the Cultural Care theory by Leininger as well as the Human Caring theory by Jean Watson whose development took place in 1970's. In this text, I will concern myself with caring as a concept in nursing. In so doing, I shall come up with a detailed evaluation of the nature of the practice theory gap most particularly in Bahrain as far as nursing is concerned.

Caring in Nursing: A Definition

To begin with, it is important to note that caring behaviors in the context of nursing can be taken to be those approaches as well as practices that are evidenced by nurses as they seek to…

References

Barker, A.M. (2009). Advanced Practice Nursing: Essential Knowledge for the Profession. Jones and Bartlett Learning

Callara, L.E. (2008). Nursing Education Challenges in the 21st Century. Nova Publishers

Chitty, K.K. (2005). Professional Nursing: Concepts and Challenges. Elsevier Health Sciences

Cody, W.K. (2006). Philosophical and Theoretical Perspectives for Advanced Nursing Practice. Jones & Bartlett Learning

Human esource Issues in Health Field

The field of health human resources in the health field deals with issues such as planning, performance, management, development, information, retention, and research on human resources in the health sector Successful realization the mission and goals in this field is determined by the dedication and skills that the specialists possess. This study identifies various issues that often arise and bedevils this field. Current trends relating to technological advancements affecting the success and performance of employees in this field are also identified (Fried, & Johnson, 2002). Therefore, in order to improve service delivery in the health sector and consequently promote a healthy society, it is critical to identify and analyze the various challenges facing human resources in the health sector. This will provide a basis for developing various interventions aimed at dealing with the identified challenges and consequently improving the quality of service delivery in…

References

American Society for Healthcare Human Resources Administration. (2012). American Society for Healthcare Human Resources Administration ... membership directory. Gainesville FL: Naylor.

Fried, B., & Fottler, M.D. (2011). Fundamentals of human resources in healthcare. Chicago: Health Administration Press.

Fried, B., & Johnson, J.A. (2002). Human resources in healthcare: Managing for success. Washington, DC: AUPHA Press.

Kabene, S.M. (2011). Human resources in healthcare, health informatics and healthcare systems. Hershey, PA: Medical Information Science Reference.

Human esource Management's ole Health Care Industry

HUMAN ESOUCE Management

Human resources represent the most important cost in many organizations. How effectively a company uses its human resources can have a dramatic effect on its ability to compete or survive in an increasingly competitive environment. H policies can affect an organization's competitive position by controlling costs, improving quality, and creating distinctive capabilities. This paper will discuss the functions and roles of human resource management in today's healthcare industry.

Human resource management's role health care industry

In today's healthcare Human esource managers have several different roles. Some of these roles can be difficult. The healthcare industry has made significant changes in the last 10 years and human resource managers have to see the new challenges and come up with ways in dealing with them. Some of these challenges include: job satisfaction, patient care, and cultural conflict (Clark, 2011).

The human resource…

References

Clark, B. (2011). Human Resources Management Roles. Retrieved from http://www.nakedmedicine.com/human-resources-management-roles

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2010). Managing human resources. (6th ed.). Upper Saddle River, NJ: Prentice Hall. Retrieved June 6, 2011 from Axia reading materials

Hauff, H.M. (2007). Where has all the staff gone? Strategies to recruit and retain quality staff. Progress in Transplantation, 17(2), 89-93.  http://search.proquest.com/docview/228060742?accountid=35812

Human esource Management

HM (Human esource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations

Action training for supervisors

Disciplinary training is a case for supervisors with multiple employees, which requires laws; this will prevent employees from taking advantage of their positions or employers causing difficulties in the workplace. The law requires that the employer complies with labor laws, which include approval of agreement, between the employer, supervisor and employee while working together. They are required to identify various laws like how to handle employers, their complaints at the work place while providing safety at work. The law requires that…

References

Inc, B. a. (2010). 5 Tips for Holding HR Policies That Hold. New York: Bussines and Legal Reports In.

Lastroner, R.A. (2001). The Nonprofit Managers Resource Director. New York: John Willis and Sons.

Shannon, K. (2011). The Complete Guide to Successfill Planning Event. Atlanta: Atlantic Publishing Company.

Human Resources

Denmark is a relatively easy country in which to do business. This paper will analyze the ease of doing business in Denmark from two different perspectives. The first factor to be analyzed is health. The United Nations Human Development Index evaluates nations based on a number of different categories, health being one of them. Denmark scores very highly for the state of its health care provision and outcomes.

Denmark's overall health score is 0.928. The overall score is comprised of a number of different metrics. These include expenditure on public health, which was given a value of 8.2; under-five mortality per 1000 live births, which was 4; and life expectancy at birth, which was 78.8. These scores contributed to a standing on health that put Denmark 37th. This score is below the cutoff for "High Human Development," and puts the country below Costa Rica, Cuba and Chile, but…

Works Cited:

 http://undp.org   http://worldbank.org

8.

Family assistance programs provide assistance for employees and families in need. These have the benefit of strengthening employee commitment and loyalty to the workplace by boosting employee morale. The work-to-family program, for example, helps employee scope with caring for children or aging parents by providing assistance as part of insurance benefits. There is also a family assistance program to address partner violence, which has a severe effect on employee productivity and well-being. A further assistance program is offered to families of military personnel deployed to combat environments. Such programs provide both financial and moral support to families who must cope with such separation in the long-term.

It is vital for employers to provide employees with these kinds of assistance, since they cultivate both loyalty and well-being among employees. Both these factors tend to increase the ability of employees to deliver good service.

eferences

Department of Health and Human Services…

References

Department of Health and Human Services (2012). Summary of the HIPAA Privacy Rule. Retrieved from:  http://www.hhs.gov/ocr/privacy/hipaa/understanding/summary/index.html 

Frugal Trader (2011). Defined Benefit Pension vs. Defined Contribution Pension. Million Dollar Journey. Retrieved from: www.milliondollarjourney.com/defined-benefit-pension-vs.-defined-contribution-pension.htm

Hall, D. (2011, Jun 14). Employee and Family Assistance Program. Retrieved from: www.livestrong.com/article/300731-employee-family-assistance-program/

Jennifer, K. (2012). Government Regulations on Discretionary Benefits in the United States. Retrieved from: http://www.ehow.com/list_7385963_government-discretionary-benefits-united-states.html

The results of this analysis highlight the need for hospitals to fine-tune their discharge process to reduce readmissions, and support the expenditure of additional resources for this purpose as a cost-effective intervention; as an example, author cites a hospital in Iowa that implemented a rigorous post-discharge planning process for patients with heart failure and 30-day readmission rates were reduced by 3-9% during the 3-month period following implementation.

Conclusion

The research showed that many elderly patients who suffer from congestive heart failure also suffer from a wide range of comorbid conditions, including diabetes and hypertension. These patients can be reasonably expected to require periodic or even frequent treatment in emergency departments and/or hospitalizations for these conditions, making the need for effective and seamless post-discharge planning especially important. In this regard, the research also showed that there are some valuable evidence-based practice guidelines available, though, that can help clinicians better coordinate post-discharge…

Creating and Driving Value

Now that we have determined which group of employees can have the greatest impact on patient outcomes, and thus represent key drivers of value within the organization, our next task is to decide what they can do to achieve their goals. In order to answer these questions, we must develop an understanding of what determines patient outcomes, and the overall impressions of the hospital. We must ask which elements of the patient's experience are likely to result in a return to the facility for future treatments and procedures, or which ones are likely to make them recommend the facility to others. These questions are at the heart of driving value for the organization.

There are several methods that could be used to determine the answers to these questions. One way would be to conduct a patient survey. Another way would be to examine records of complaints…

References

Al-Hussami, M. (2008). A Study of Nurses' Job Satisfaction: The Relationship to Organizational

Commitment, Perceived Organizational Support, Transactional Leadership,

Transformational Leadership and Level of Education. European Journal of Scientific

Research. 22 (2): 286-295. Retrieved January 31, 2010 from http://www.eurojournals.com/ejsr_22_2_14.pdf

Human esource Standards and Staffing

The times when there was high vacancy rate in both public and private hospitals and clinics across the United State have come and gone, but the shortage of nurses is evidence. However according to 2002 report by the workforce commission of America Hospital Association, nursing shortage is reflects fundamental changes in population demographic. It shows clearly the demands of staffing in nursing professional (Mark W. Stanton, 2010). Therefore, what is staffing? And what are great challenges to staffing and requirement when doing staffing?

Staffing can be defined as the method of determining and providing the acceptable number and mix nursing personnel to produce a desired level of acre to meet the patients demand (Mike. ichard, 2009). It's purposely to provide the nursing unit with an appropriate and an acceptable number of workers in each unit to perform the nursing task as required. The unit requires…

References

Florence. Nightingale, (2010). International Council of Nurses

International Foundation

Krista Sheehan (2009) Ethical Standards of Nursing Education

Andragogy Nursing Education

21). Non-training and development-related actions should be required (Schraeder & Jordan, 2011, p. 6) and should include MMPI testing specifically for XX and generally for all RNs. Employee-development actions will include employee seminars and workshops around developing greater awareness, compassion and acceptance of personal accountability. Based on XX's very low score, I anticipate XX's only slight improvement due to imposed consequences for failing to learn proper policy and procedure; however, those gains will be only slight and probably insufficient (Schraeder & Jordan, 2011, p. 9). Given the hospital's very low score and static categorization, its ability to implement the development action plan will probably be signficantly hampered by the hospital's static approach to health care (Silverman, Pogson, & Cober, 2005, pp. 143-4). The collective effect of XX's well-deserved "unaware" categorization and the hospital's "static" categorization will probably result in small, inadequate changes on XX's part over a long period of…

Works Cited

Brocato, R. (2003). Coaching for improvement: An essential role for team leaders and managers. Journal for Quality and Participation, 26(1), 17-22. Retrieved August 11, 2013, from the TUI Library.

Schraeder, M., & Jordan, M. (2011). Managing performance: A practical perspective on managing employee performance. Journal for Quality and Participation, 34(2), 4-10. Retrieved August 11, 2013, from the TUI Library.

Silverman, S.B., Pogson, C.E., & Cober, A.B. (2005). When employees at work don't get it: A model for enhancing individual employee change in response to performance feedback. Academy of Management Executive (1993-2005), 135-147. Retrieved August 11, 2013, from the TUI Library.

The work environment, for example, could be conducive to this type of stress, as can the relationship with other employees and with supervisors.

This type of fatigue is vastly different from the mental or physical fatigue of direct work overburden, and is also more subtle than these types of fatigue. It should therefore be carefully monitored in terms of its nature and how it interacts with other types of fatigue, particularly when the workforce is diminished.

Because of the complexity of psychological loading factors, Dr. Bill should be careful to monitor, revise, and update company policy in terms of issues such as communication among employees as well as among employees and their supervisors. Communication can play a significant part in how employees perceive their work, as well as how they experience the burden of their work in a psychological sense.

Mental loading, on the other hand, is probably the most…

References

Advameg, Inc. (2012). Sprains and Strains. Retrieved from: http://www.faqs.org/sports-science/Sp-Tw/Sprains-and-Strains.html#b

City Office (2012). Retrieved from:  http://www.yourcityoffice.com/articles/48/office-space_lighting.html 

How Does Human Metabolism Work? (2012). Retrieved from:  http://campus.bethlehem.edu/eclinic/eclinic_0013e.pdf 

Overgaard, D., Gyntelberg, F. And Heitmann, B.L. (2004). Psychological workload and body weight: is there an association? A review of the literature. Occupational Medicine, no. 54. Retrieved from:  http://occmed.oxfordjournals.org/content/54/1/35.long

Brush on this score.

2. Managing Health Costs of an Aging Workforce

a. Again, this is a selfish concern on the part of the employees. Their health is at stake, and they want their health care expenses to be covered. They have made a long-time commitment to the company, and they expect that investment to be returned.

3. New Machines and Development of Qualified Workers

a. The current employees want to be the ones who are developed and trained for these new production systems. They would want to prioritize this over hiring new workers, who could possibly be brought in to replace long-time workers, which is why they would want this next item to be last.

4. Recruiting and Training New hourly Employees

a. Even though employees have a vested interest in the bottom line of the company and want it to meet all of its business objectives, they also…

They just assume that the autopilot will take care of flying the plane, and their skills get rusty with lack of use. Then, if something goes wrong with the autopilot system the pilot and his or her crew members may not know what to do and they may not react as quickly as they need to in order to protect the passengers and the rest of the crew members from serious harm (Human, 2009).

The majority of people need to sleep approximately eight hours each night. If they do not get that level of sleep, they can be overly tired and that can cause them to make more mistakes than they otherwise would (Human, 2009). However, someone who has gotten eight hours of sleep is not necessarily caught up on his or her sleep. The quality of sleep the person has gotten and how tired he or she was before…

References

Berliner, D. (1996). Aviation: Reaching for the sky. New York, NY: The Oliver Press, Inc.

Dirty dozen - errors - human factors. (2011). Aviation Glossary. Retrieved from  http://aviationglossary.com/aviation-safety-terms/dirty-dozen-errors-human-factors/ 

Harris, D. & Muir, H.C. (2005). Contemporary issues in human factors and aviation safety. New York, NY: Ashgate.

Human factors in aviation maintenance. (2011). Southern California Safety Institute. Retrieved from  http://www.scsi-inc.com/HFAM.php

Human esources

International Human esource Management

International Business H: Vital and Pivotal

During the 20th century, the human resources (H) function has become quite skilled at managing human capital which is frequently defined as the skills, knowledge and experience of individual workers within a company. Human resources management has never been more vital to organizations than it is today as more and more businesses are going global. For globalizing companies, experienced, informed and effective Human esource people skills are becoming a strategic asset. In order to maximize the competitive potential of employees across global markets many multinational companies will need to revise their H policies and programs.

Table of Contents

Introduction

Background and Significance

Discussion and Implications

eferences

Introduction

During the 20th century, the human resources (H) function has become quite skilled at managing human capital which is frequently defined as the skills, knowledge and experience of individual workers within…

References

Adeleye, Ifedapo. (2011). Theorizing the diffusion of International Human Resource

Practices:Towards an Integrated Conceptual Approach. International Journal of Business andManagement, 6(12), 254-269.

Baughn, C. Christopher, Neupert, Kent E., Anh, Phan Thi Thuc, and Hang, Ngo Thi

Minh.(2011). Social capital and human resource management in international joint ventures inVietnam: a perspective from a transitional economy. The International

Human esource Management

Although there have been many recent developments in the area of human resources and their management, the concept of managing people in the workplace is not a new one. In fact, according to Ogunyomi, Shadare, and Chidi (2011, p.19-20), the concept has evolved over more than a century, starting with the concept of scientific management created and promoted by Frederick Winslow Taylor at the turn of the 20th century during the height of the Industrial evolution. Since the world of business was dynamic, even from the start of large-scale business and organization, the concept of human resource management has also evolved over time to respond to the dynamic business world.

Today, human resource management is an integral part of any company's business strategy. It ensures not only effective recruitment and retention, but also the effective functioning of the company in general, and its adaptability to a dynamic…

References

Chan, A. (2004, Dec. 28). The Challenges of Human Resource Management. Retrieved from:  http://www.webpronews.com/the-challenges-of-human-resource-management-2004-12 

The Daily Recruiter (2011, Jan. 3). Emerging Trends of Talent Management and Challenges of HRM. Retrieved from: http://www.thedailyrecruiter.com/the-daily-recruiter-blog/emerging-trends-f-talent-management-nd-challenges-f-hrm.html

Du Plessis, A.J., Beaver, B., and Nel, P.S. (2006, Spring). Closing the Gap Between Current Capabilities and future Requirements in Human Resource Management in New Zealand: Some Empirical Evidence. Journal of Global Business and Technology. Vol. 2, No. 1. Retrieved from: http://www.gbata.com/docs/jgbat/v2n1/v2n1p4.pdf

Garg, A., Sharma, A. And Pandey, M.R. (2010, July-Dec.). Emerging Trends of Human Resource Management (With Special Focus on Information Technology Industry). Lachoo Management Journal, Vol. 1. Retrieved from: http://www.lachoomemorial.org/lmj/vol1/lmj8.pdf

Human esource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human esource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel manager to devise ways, which will increase the employee effectiveness in performing the jobs. These ways include training, offering education and developing the capacities of the employees. As a result, there is an improvement of the employee contribution towards the attainment of organizational effectiveness and efficiency.

Effective management of employees' productivity is a crucial element in attaining organizational success (Youssef, 2012). High levels of productivity enable the organization to offer high compensation and benefits packages, which do not affect its…

References

Edwards, P. (2003). Industrial Relations: Theory and Practice. Oxford: Blackwell Pub.

Kreitner, R. (2009). Management. Boston: Houghton Mifflin Co.

Sims, R.R. (2007). Human resource management: Contemporary issues, challenges and opportunities. Greenwich, Conn: Information Age Publ.

Youssef, C. (2012). Human resource management. San Diego, CA: Bridgepoint Education.

Human esource Management Practice

Certain combinations of human resource management practices lead to superior outcomes for organizations. The H combination department is at the heart of organizational performance, productivity, turnover, profits, and market value outcomes. Employees are considered a source of non-duplicable and sustainable competitive advantage. By using the combinations in capabilities, resources, relationships and decisions presented by employees, organizations strategically position themselves thus avoiding threats and maximizing opportunities. Organizations and H combinations managers aim to generate strategic capacity by ensuring that an organization acquires a skilled, committed and motivated workforce. Integration of H combinations issues, organization performance and H management systems in organizational strategic processes serve as a solution to business problems. The need to create and manage capabilities and skills and align such capabilities to organizational performance and future needs drives Human esource Management. As such, the H department plays a greater role in planning and implementing a…

References

Alipour, M., Salehi, M., & Shahnavaz, A. (2009). A study on-the-job training effectiveness: Empirical evidence of Iran. International Journal of Business and Management, 4 (11), 63-68.

Boxall, P., & Macky, K. (2009). Research and theory on high performance work systems: Progressing the high involvement stream. Human Resource Management Journal, 19, 3-23.

Harris, C.M., McMahan, C.G., & Wright, P.M. (2012). Talent and time together: the impact of human capital and overlapping tenure on unit performance. Personal Review, 41(4), 408-427.

Martin-Alcazar, F., Romero-Fernandez, P.M., & Gardey, G.S. (2005). Strategic human resource management: Integrating the universalistic, contingent, configutational and contextual perspectives. International Journal of Human Resource Management, 15 (5), 633-659

The U.S. Supreme Court has given employers "little choice" in the matter, Boyd explains. If a company "can prove" they took "reasonable care" in order to prevent or to correct inappropriate behavior, under the law they have (in many cases) "safe harbor" from punitive damages (Boyd, p. 332). The author states that sexual harassment training "…has evolved to become an ornate administrative display which has the appearance of concern…" but which in fact is "expedient in that it mitigates employer liabilities in any future court cases" (p. 332).

Charles a. Pierce, Professor of Management at the University of Memphis, offers another approach for HR managers in his article published by Human Resources Management. He asserts that "nearly 10 million workplace romances develop annually" in the U.S. And "about 40% of employees" have had a workplace romance (Pierce, et al., 2009, p. 448). The reasonable and logical point of Pierce's article…

Works Cited

Appelbaum, Steven H., Marinescu, Ana, Klenin, Julia, and Bytautas, Justin. (2007). Fatal

Attractions: The (Mis) Management of Workplace Romance. International Journal of Business Research, VII (4), 31-43.

Boyd, C. (2010). The Debate Over the Prohibition of Romance in the Workplace. Journal of Business Ethics, 97(2), 325-338.

Mathis, Robert L., and Jackson, John H. (2007). Human Resource Management. Florence, KY:

Human esource Management

Using the example of Google, evaluate whether the following H practices/policies is strategic or not. Does this H practice help the organization to achieve its goals and objectives?

In this paper, we are going to be looking at the impact of different policies and procedures on Google. This will be accomplished by studying the strategies that they are using to attract and retain employees. Once this takes place, is when we can show how these ideas have helped the firm to transform the company.

Over the last several years, the issue of employee compensation has been increasingly brought to the forefront. This is because globalization is having a dramatic impact upon firm, as they need specialized employees to deal with a host of challenges. Those firms that are able to dominate the industry are able to attract the best talent. This helps to give them a competitive…

References

100 Companies to Work For, 2012. CNN. Available from: [10 May 2012].

Benefits, 2012, Google. Available from:

For all employees with chronic health problems such as arthritis, asthma, and diabetes, FedEx offered a disease management program to give them guidance. The emphasis is on health improvement and wellness maintenance, rather than treating on treating disease alone. Wellness promotion strategies reduce employee demand for higher-cost health-care services, improve productivity and reduce sick days. Employees get a sense that the company cares about them, which fosters loyalty. An employee will feel more favorably towards a company that supports him or her during a time of sickness with physical therapy and adequate services, so the employee does not have to worry him or herself 'sick' over wondering where he or she will get care.

FedEx offers a telephone hotline staffed by nurses 24-7 so employees can call with health-related questions. As it is a service-based, delivery organization FedEx is in operation around the clock, particularly during the holidays, and this…

References

Benefits. (2010). U.S. jobs. Google. Retrieved August 2, 2010 at http://www.google.com/international/en/jobs/lifeatgoogle/benefits/#hw

Human esources

With the advancement in ICT, management of organizations has undergone changes in the period of the 21st century otherwise known as the digital era. The organization's function of Human esource (H) has also changed so fast resulting in a changing environment of social and organizational terms, while information technologies have rapidly evolved. H has grown to be an essential component in firm sustainability. This has resulted in the formation of new practices and processes in H. Some of the new practices include an E-selection, E-performance, E-recruitment, and E-learning. This study identifies how General Motors can utilize H Portals as new HIS technology to foster employee management. With H portals, the use of Employee Self-service and Manager Self-service will be essential to the company's processes of recruitment, employee performance and other human resource management activities within General Motors (Schwalbe, 2010).

E-ecruiting and E-Selection

With the advancement in technology in…

References

Harper, R. (2008). Inside the IMF: An ethnography of documents, technology and organizational action. San Diego, CA: Academic Press.

Pynes, J., & Lombardi, N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco: Jossey-Bass.

Schwalbe, K. (2010). Information Technology Project Management. Boston, MA: Course Technology/Cengage Learning.

Storey, J. (2007). Human resource management: A critical text. London: Thomson.

Human esources Management - Maintaining a Competitive Edge in the Corporate Marketplace

Change continues to reshape the workplace. Today's H professional is called upon to help the organization retain its competitive edge in the marketplace. Along with representing the best interests of employees, H professionals assume the role of strategic partner, administrative expert, and change agent. H assumes a critical role in promoting the vision and shaping the focus of the company. H professionals must be skilled and knowledgeable business partners, able to wear many hats while demonstrating their own competencies in communication and decision-making skills. (Aghazadeh, 1999)

Today, H departments face many challenges. Some are conventional and continuing concerns.

They include:

Attract, retain and motivate employees;

Ensure legal and regulatory compliance;

Manage the human side of technological change.

Perhaps, most critically today however, progressive H departments are charged with adding value to the corporation as they seek to:

Meet…

References

Aghazadeh, Seyed-Mahmoud (1999). Human Resource Management: Issues and challenges in the new millennium. Management Research News, 22(12) 19-32.

Ashbaugh, Sam and Rowan Miranda (2002). Technology for Human Resources Management: Seven Questions and Answers. Public Personnel Management, (31) 7.

Ball, Sarah (2002, Sept). How technology can make you look good. Employee Benefits, S9-11.

Barro, Tom. A Tangled Web of Partnerships. Retrieved Feb. 21, 2003 at  http://www.astd.org/CMS/templates/index.html?template_id=1&articleid=23780

Care work or social work akin with any other human endeavor has a host of different perspectives that are used either in unison or in combination to direct it.

Its dominant perspectives are the following:

ystem theory

This is the view that all systems interact and that when, for instance, one works with a patient one needs to involve the family and community too and take all of the patient "s life into consideration for each impacts the other. The whole works as a holistic whole and, for instance, the child's school can effect the child as much as the child can the teacher and so forth. ystems have interrelated parts, and tend towards equilibrium.

Care workers use this system in a practical way by forging networks between the different ecosystems (for instance between child's school, community, and family) and by drawing ecomaps and genograms for understanding the dynamics of…

Source

OVERVIEW OF THEORIES OF HUMAN BEHAVIOR & THE SOCIAL ENVIRONMENT

 http://ncsss.cua.edu/res/docs/field/theories.pdf

It is not startling that some remarkable variation exists between the great apes as well as humans with regard to mental capabilities. Humans possess a lot higher intricate types of verbal communications compared to any other primates. Humans are the sole animal to make and apply symbols as a way to communicate with each other. Humans also have diverse as well as complex forms of social organizations compared to that of the other nonhuman primates. The most unique characteristic of humans lies in human mental capability to build novel ideas as well as intricate technologies. This has been considered to be important in the fight for endurance. (O'Neil 2007)

Further, the relatively negligible structural variations among humans and apes are generally an outcome of regular bipedalism observed in human beings. Quite a number of alterations in human bodies were linked to the growth of this type of locomotion. As opposed…

References

Berg, Kate; Bonham, Vence; Boyer, Joy; Brody, Larry; Brooks, Lisa; Collins, Francis;

Guttmacher, Alan; McEwen, Jean; Muenke, Max; Olson, Steve; Wang, Vivian Ota; Rodriguez, Laura Lyman; Vydelingum, Nadarajen; Warshauer-Baker, Esther. 2005, 'The Use of Racial, Ethnic, and Ancestral Categories in Human Genetics Research', American Journal of Human Genetics, vol. 77, no. 4, pp: 519-532.

Bethesda, MD. 2006, 'Present-Day Non-Human Primates May Be Linchpin in Evolution of Language' Terra Daily. 25 Jul., p. 4

British Union for the Abolition of Vivisection, 2007, the Zero option, Available at http://www.buav.org/campaigns/primates/zerooption.html

Having all these in mind, I cannot see any reason for which a person would decide not to work for the Russian Company. Actually, "a good salary is each employee's ultimate goal." In addition, the international development the company has experienced might provide many opportunities to travel and even the leisure activities it organizes are a good reason why Lukoil employees should be proud of their workplace. On the other hand, the fact that the company is relatively young is in direct connection with the existence of young employees within its structures. Therefore, the atmosphere would surely be a pleasant one. esides this, the retirement and insurance benefits would also be an important argument; the table elaborated above has proven that not all the companies of the same kind provide such offers, just as it happens in the case of the health benefits as well.

All in all, I consider…

Bibliography

Rory O'BRIEN, "Normative vs. Empirical theory and Method," New York American Library, 1981;

General Information about Lukoil, at www.lukoil.com/static_6_5id_29_.html

Lukoil-Company Mission, at www.lukoil.com/static_6_5id_297_.html

Lukoil Staff Retirement Plan, at www.lukoil.com/static_6_5id_265_.htm

This view drastically alters the understanding of the situation of the Ugandan abductees, as represented in the documentary Invisible Children. While there are definitely issues of justice at work in the scenario, there is also a fundamental failure within the communities to protect their children from the rebels, and a failure in the relationship with these rebels to help everyone work towards each other's mutual benefice. Though the rebel army is ostensibly attempting to overthrow the Ugandan government, it appears as though many if not most of the rebels' acts of violence are directed towards the poor and underdeveloped populations form which the rebels themselves came, many of them as abducted children themselves -- the majority of them still children, in fact, as few of them live into adulthood and new kidnapped conscripts regularly replenish the troops. An understanding of the true ills at work in the society that produce…

The act contains a prescription drug entitlement. This is accomplished by providing subsidies for employers to convince them not to eliminate prescription drug benefits for retired workers. Further subsidies were made to prescription drugs for Medicare beneficiaries. Extra money was given to rural hospitals. The act also provided for a trial of partly-privatized Medicare.

Another result of the act was the creation of health savings accounts for workers. These replace company-run health reimbursement arrangements, and the HSAs offer advantages over flexible spending accounts, especially because the former rolls over where the latter does not. This part of the act was designed to replace the Medical Savings Account system. Lastly, there were internal changes such as with respect to the way claims are processed.

This law is a good law. hile expensive for the federal government because of its prescription drug provisions, it introduced the HSA system, which represents an improvement…

Works Cited:

Ellig, Bruce R. (2001). Strategies for gaining a powerful edge in the executive talent wars. McGraw Hill Professional. Retrieved April 1, 2009 from  http://books.google.com/books?id=hBPaskPAJUQC&pg=PA4&lpg=PA4&dq=intrinsic+extrinsic+compensation&source=bl&ots=2u2mESAWlv&sig=cxUlTaJEdvUidA_Omlpt7lTfcuE&hl=en&ei=xxjUSYDwHOKPmAeSk8SxDw&sa=X&oi=book_result&ct=result&resnum=6#PPA4,M1 

Card, David & Krueger, Alan B. (1997). Myth and Measurement. Princeton University Press. Retrieved April 1, 2009 from  http://books.google.com/books?id=VDNI0Uy86J8C&printsec=frontcover

Human esources

Over the last several years, the issue of employee compensation has been increasingly brought to the forefront. This is because globalization is requiring firms to have employees with specialized skills. In the case of the mid-level manager position, the ideal candidate must be able to meet the basic qualifications to include: a good communicator / listener, leadership, someone who can work well with others, a minimum of a four-year Bachelor's degree, at least three years business experiences, the ability to utilize technology, a quick learner and a person with a willingness to continually adjust.

At the same time, they must be flexible enough to deal with a host of challenges. To fully understand how this is occurring we will focus on: the job description, developing a recruiting plan, the selection strategy, job performance evaluation, compensation and possible training / development issues that need to be addressed. Once this…

References

Average Mid Level Manager's Salary. (2012). Simply Hired. Retrieved from:  http://www.simplyhired.com/a/salary/search/q-mid+level+manager 

Employee Compensation and Benefits. (2011). Management Help. Retrieved from:  http://managementhelp.org/payandbenefits/index.htm 

Understand the Reality of Your Job. (2012). Mind Tools. Retrieved from:  http://www.mindtools.com/stress/WorkOverload/JobAnalysis.htm 

Volunteer Recruitment. (2011). FAVRM. Retrieved from:  http://www.favrm.org/documents/SHINERecruitmentGuidewith_toolkit.pdf

Human Resources - Critically appraise the historical development and future direction of Human Resource Management in the Hospitality Industry

Personnel Management & Human Resource Management

Links of Corporate Strategy and Human Resource Management -- An Analysis

Image-Hospitality Industry

Organizational ehavior

Trends in Hospitality Management

Human Resourcing strategies in Hospitality Industry

Personnel Management & Human Resource Management

The practices of people management have received additional importance due to the present emphasis on the renewed interest in human resources. Traditionally, there has always been a dividing line between operational managers and personnel managers who are now called human resource managers. In the United States the function of personnel management has been a recognized function since the National Cash Register Company had opened their personnel office in the 1890s. The American personnel managers have always closely identified themselves with the objectives of the organization and this may be considered as a unitary tradition.…

Bibliography

Rowland, K. And Summers, S. (1981). Human resource planning: A second look. Personnel Administrator, December, 73-80.

Lorange, P. And Murphy, D.C. (1984). Bring human resources into strategic planning: Systems design considerations. In: Fombrun, C., Tichy, N. And Devanna, M. (eds.), Strategic human resource management. New York: John Wiley & Sons. 275-296

Nkomo, S.M. (1984). Prescription vs. practice: the state of human resource planning in large U.S. organizations. Paper presented at the Southern Management Association meeting, 14-17, November, New Orleans, Louisiana.

Golden, K.A. And Ramanujam, V. (1985). Between a dream and a nightmare: On the integration of the human resource management and strategic business planning processes. Human Resource Management, vol. 24, no. 4, 429-452.

Human Resources Technology

Castle's Family Restaurant Business Plan: Stage III

Item

This section should be written last. It provides the reader with an overview of your business plan. This section includes a brief description of the business, the goal of your business plan, your customer's market/clientele, their current "like" competition, and current business operations, and potential fiscal plan (fiscal plan may be assumed based on current manual process compared to pricing of automation).

Introduction provides sufficient background on the topic and previews major points. Conclusion is logical, flows from the body of the paper, and reviews the major points.

Company Review

This section should summarize the information from your Stage I paper. Provide a basic industry outline. Is it a growth industry? What changes do you foresee in this industry, and how is this company poised to take advantage of them? Take the information from your Stage I paper and…

Human esource Management

The latest issue to discuss in the human resource management field is about unequal job opportunities available for women in the organization, or we can say that discrimination shown towards women in the organizations. This issue has been discussed and worked upon by UNO and various governmental and non-governmental organizations. However, even through governmental efforts these measures do not resolve the issue because it has to be addressed at the organizational level. The consequences of discrimination is not merely not giving jobs to someone but rather eventually it affects the overall employment scenario.

DISCIMINATION ON THE BASIS OF GENDE:

Various discriminations shown towards women can be explained by analyzing each human resource management theory separately.

emuneration (wages):

Wages and salaries is the award given for the mental and physical work done by a person in an organization over a period of time. Most of the time the…

References

Kabira, Wanjiku Mukabi, ed|Masinjila, Masheti|Muthoni, Wanjira, ed, Road to Empowerment [Part 10 of 10]., Contemporary Women's Issues Database, 01-01-1994, pp 88-103.

Wilkinson, Doris Y., Gender and Racial Inequality at Work: The Sources and Consequences ofJob Segregation.(book reviews). Vol. 75, Social Forces, 03-01-1997, pp 1133(2).

Richard R. Nelson, State labor legislation enacted in 1998. Vol. 122 n, Monthly Labor Review, 01-01-1999.

Human esources

Impact that Technological Advancements have on Compensation and Benefits Processing

Advancement in technology has been of significant benefit for compensation and benefits processing. In particular, benefits administration has been drastically transformed, owing to the internet. More so, the kinds of benefits desired have also gone through some changes in recent years. In the present, administration of benefits is now more of a self-service undertaking on the organization's website or Intranet. In turn, personnel are now able to go online and finish their contact information, chosen desired options and make changes as required. The technology has considerable consequences for freeing up H employees, and to a lesser magnitude, the organization's managers for more important activities. Technology makes it possible to have greater flexibility in the compensation and benefits plans and places more of the responsibility of selection in the hands of employees. In addition, technology has provided employees more…

References

Ensher, E. A., Nielson, T. R., & Grant-Vallone, E. (2003). Tales from the hiring line: effects of the internet and technology on HR processes. Organizational dynamics, 31(3), 224-244.

HR Council. (2017). Compensation and Benefits. Retrieved from: http://hrcouncil.ca/hr-toolkit/compensation-overview.cfm

HR Magazine. (2009). Self-Insured vs. Fully Insured. Society for Human Resource Management. Retrieved from:  https://www.shrm.org/hr-today/news/hr-magazine/pages/0909wellsc.aspx 

Paychex. (2014). Employee Benefits: What Basic Benefits Must a Company provide Employees? Retrieved from:  https://www.paychex.com/articles/employee-benefits/employee-benefits-a-company-must-provide

Unions have been dropping members at an incredible rate. The trouble can't be resolved by individual unions dealing with great, monopolistic, international companies. Unions must stick together and work in the political ring to elect government officials who understand that the nation is here for the citizens, and not for business (the Decline of Unions -- Why, 2007).

In 2000 the Union Network Federation (UNI) was fashioned with the purpose of structuring a coalition that could represent employees across many nations. According to UNI, when businesses are local, unions can be local; when businesses are national, unions must be national; when businesses are international, unions must be international. Apart from UNI, there are quite a few other international trade unions that could have some pressure on the expansion of unions internationally in the future. There are presently ten Global Union Federations (GUF's), which are the global representatives of unions in…

References

7.6. Labor Unions. (n.d.). Retrieved March 11, 2011, from Web site:

 http://www.web-books.com/eLibrary/NC/B0/B66/060MB66.htmlThe  Decline of Smith, Keith. (2011). Employees Continue to Not Join Labor Unions. Retrieved March 11, 2011,

from  http://shopfloor.org/2011/01/employees-continue-to-not-join-labor-unions/17527 

The Decline of Unions -- Why? (2007). Retrieved March 11, 2011, from Web site:

Teams should be created that embrace a diversity of skills and workers from different areas of expertise, so there is no knowledge overlap, and thus less jockeying for position of who has the better qualifications within a certain field. If necessary, a clear leader should be established who understands the importance and the time table of the goal of the team. One problem with self-managed teams is that personality rather than goals can become the focus of team discussion. Because the goal is set externally, employees must become internally motivated to reach that goal. Having a clear leader selected beforehand, if the leader does indeed deserve his or her authority, may be a wise managerial move to limit grabs for power. If all members of the team are relatively similar in skills, however, giving the team more jurisdictions in selecting leadership roles might be considered.

The team must have a…

Works Cited

Technical Terms Used in Project Portfolio Management." (2005). Glossary.

Lee Merkhofer Consulting. Retrieved 1 Feb 2008 at http://www.prioritysystem.com/glossary2b.html

Utility analysis: An overview." (2004, April). Vital Enterprises. Retrieved 1 Feb 2008 at  http://www.vitalentusa.com/learn/utility_analysis_overview.php#basic_assump

Human esource Management

Motivation

Motivational Plan

Two Motivation Strategies

Motivating Minimum Wage Service Workers

The Importance of the Individual

Individual Work to Teamwork

Employers will usually want to maximize the productivity of their employees. Different employers may use different strategies to support and improve productivity. It has been demonstrated by a number of theorists, such as Mayo, Maslow, and Herzberg, that one of the most effective ways of improving employee performance is through the use of motivational strategies (Tohidi, 2011). The aim of this paper is to look at the development of a motivational plan, identify two potential motivational strategies and consider the way that a minimum wage worker may be motivated.

2.

Motivational Plan

A good motivational plan may allow the employer to motivate employees by supporting high levels of jib satisfaction, which will support positive behavioral traits, including low turnover, high produced and high quality work. For employees…

References

Cook, Sarah, (2008), The Essential Guide to Employee Engagement: Better Business Performance Through Staff Satisfaction, Kogan Page Publishers

Danish, Rizwan Qaiser; Usman, Ali, (2010), Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical Study from Pakistan, International Journal of Business & Management, 5(2), 159-167

Mone, E. M; London, M. (2010), Employee engagement through effective performance management: A practical guide for managers, New York, Routledge.

Tohidi, H, (2011), Teamwork productivity & effectiveness in an organization base on rewards, leadership, training, goals, wage, size, motivation, measurement and information technology, Procedia Computer Science, 3, 1137-1146

Human esource

Technological advancements have increasingly revolutionized H practice, especially in the area of employee orientation and training. Today, mobile devices such as smartphones and tablets can be used to quicken and enliven the process of orientating and training new employees (Lawson, 2015). Mobile devices now come with powerful features that enable easier and more convenient delivery of information to new employees. The information may relate to aspects such as contacts and images of key employees, organizational values and policies, as well as individual roles and responsibilities. Instead of organizing training and orientation sessions or workshops at the organization's board room, this information can be sent to one's email for access during their convenient time and place. Today's mobile devices have applications that support virtually all types of documents, from Microsoft Word and Excel to Portable Document Format (PDF). The appropriateness of incorporating mobile devices in employee orientation and training…

References

Lawson, K. (2015). New employee orientation training. U.S.: Association for Talent Development.

QuickMobile (2015). 4 ways a mobile app will seriously improve your next training event. Retrieved 18 October 2016 from: https://www.quickmobile.com/event-app-best- practices/4-ways-a-mobile-app-will-make-your-next-training-event-better

Rabinowitz, P. (n.d.). promoting family-friendly policies in business and government. Retrieved 18 October 2016 from:  http://ctb.ku.edu/en/table-of - contents/implement/changing-policies/business-government-family-friendly/main

Simplyhealth (2016). Why changing workplace demographic are driving flexible benefits. Retrieved 18 October 2016 from:  http://reba.global/content/why-flexible-benefits-are - the-healthy-answer-for-a-changing-workplace-demographic

In addition to supplying training so that workers can obtain and maintain entry-level jobs, training must be given that is based on national skills principles, assessments, and qualifications that will improve a participant's ability to compete successfully in the current global economy. This component will be the focus around which the other four HD training components will revolve. This training component will be broken down into five different categories: Job Training, Job-Looking Skills, Job-etention Skills, Lifetime Learning, and Life Abilities.

Job Looking Skills

Job etention Skills

1. Job Search 1. Personal esponsibilities 5. Job performance

2. Application/esume 2. Time Management 6. Interpersonal Skills

3. Interviewing 3. Economic Literacy 7. Learning Skills

4. Job Selection Process 4. Work Attitudes 8. Math Skills

Lifetime Learning Life Abilities

1. eflection 1. Consumer Buying 3. Preventative Health Care

2. Change Management 2. Parenting Skills 4. Community esources

Communication Skills

1. Communication Styles 4. Observation…

References

Human Resources Development Program Evaluation Guide. (2010). Retrieved May 18, 2010,

from Web site:

http://cpolrhp.belvoir.army.mil/scr/FunctionalAreas/CHRA/hrd/Guidance/SCHRD_PRO

GRAM_EVAL.pdf

Frank and Taylor (2004) warn that motivating employees is highly dependent on their specific wants and needs. An accounting firm that mostly hires conservative, serious-minded employees who value efficiency above all else are not likely to be motivated by the offer of a life coach or a concierge. They would probably be much more motivated by a good 401k plan. However, that does not mean that all types of organizations cannot get creative with their benefits.

The key is to creating an effective and creative employee benefit strategy is talk to the employees and find out what they really want. According to Gajewski (2005) it is critically important to modify "the corporate culture to balance employee needs and desires with organizational objectives" (p. 4). Therefore, if companies can change the corporate culture in such as way that satisfies both management and employees, then they would be remiss not to do…

References

Alsop, R. (2008) The 'Trophy Kids' go to work. The Wall Street Journal. Retrieved from  http://online.wsj.com/article/SB122455219391652725.html 

Are They Really Ready To Work? Employers Perspective On The Basic Knowledge And Applied Skills Of New Entrant To The 21st Century U.S. Workforce. 2006. Retrieved from  http://www.p21.org/documents/FINAL_REPORT_PDF09-29-06.pdf 

Avery, D.R., & McKay, P.F. (2006). Target practice: An organizational impression management approach to attracting minority and female job applicants. Personnel Psychology, 59, 157-187.

Birdi, K., Clegg, C.W., Patterson, M.A., Robinson, A., Stride, C.B., Wall, T.D., & Wood, S.J. (2008). The impact of human resource and operational management practices on company productivity: A longitudinal study. Personnel Psychology, 61, 467-501.

In other words, the H department is currently seen as primarily a staffing function, there to provide advice and fulfill personnel functions. ecently, however, your board of directors has asked you to inform them as to what strategic human resource management is all about and how you see your H department (and its functions and subsequent activities) transforming to such a new role as a strategic partner. Your company decided to transform the H role from a traditionalist function to that of a strategic partner in the organization.

Human resources alignment entails putting together choices in regards to people with results about the outcome that a company is trying to attain. By incorporating human resources management (HM) into a companies planning procedure, highlighting human resources (H) actions that support extensive agency operation objectives, and constructing strong associations between H and management, companies are able to make certain that the administration…

References

What is Strategic Human Resource Management? (2010). Retrieved September 22, 2010, from Wise Geek Web site:  http://www.wisegeek.com/what-is-strategic-human-resource-management.htm 

Strategic Human Resources Management: Aligning with the Mission. (n.d.). Retreived

September 22, 2010, from Web site:  http://www.opm.gov/studies/alignnet.pdf

This type of planning can help manage companies' assets and keep it in line, providing more robust information for future planning on an executive or managerial level.

egardless of the type of business or company, a robust Human esources department is an absolute necessity. Such departments provide support, increased productivity, and future growth for any organization. Even in these tough times, the Human esources departments of the United States are still going strong and providing for both organization and employee.

esources

Heathfield, Susan M. (2009). What is the definition of Human esources? Human esources. etrieved August 19, 2009 at http://humanresources.about.com/od/glossaryh/f/what_hr.htm.

McNamara, Carter. (2008). Human resources management. Field Guide to Leadership and Supervision. Free Management Library. etrieved August 19, 2009 at http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm.

Tortorici, Frank. (2009). Strategic workforce planning enables smarter H decisions. The Human esources Portal. etrieved August 19, 2009 at http://www.hr.com/SITEFOUM?t=/contentManager/onStory&e=UTF-8&i=1116423256281&l=0&active=no&ParentID=1119278052473&StoryID=1249486709481.

UC egents. 2007). Guide to Managing Human esources. University…

Resources, training, and labor relations managers and specialists. Occupational Outlook Handbook. 2008-09 ed. Retrieved August 19, 2009 at  

The reach of the Internet is massive. The Internet opens channels into talent pools never before available. At the same time, using the Internet is faster and cheaper than most traditional recruitment methods. Positions posted on Internet sites can remain for periods of 30 to 60 days, or more, and are accessible 24 hours a day. Candidates anywhere in the world can view detailed information about the job and the Center, and they can respond electronically.

Sourcing strategy #4: Advertising in the print media

Placing position announcements in newspapers and periodicals remains an important way to reach candidates and can easily work in combination with Internet recruitment. Many newspapers also place their print announcements on their Internet sites.

My organization primarily focuses recruiting efforts on a combination of networking and accessing internet tools, including the Company website. Through utilizing the network of contacts of each employee, talent management/recruiting efforts are…

S. Department of Labor, Occupational Outlook Handbook, 2006-07; paraphrased) Individuals within the HR department that conduct the programs related to positions within the organization, often referred to as 'job analysts' or 'position classifiers' perform the duties of collection and examination of data and information related to duties of each job in the hospital in order to classify and prepare job descriptions. These descriptions state the "...duties, training and skills" (ureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2006-07) required for each work position. When a new position is formed in the hospital or when jobs that already exist are under review, this individual within the hospital HR is called upon due to their expert knowledge.

IV. HR INFORMATION TECHNOLOGY

The work of Khalili (2003) entitled: "Getting Acquainted with the Hospital Administration Programs" states of hospital information technology that: "Programming is the collection of activities which can identify…

Bibliography

Benimadhu, Prem (2005) Unleashing Human Capital Potential 1 Dec 2005 Toronto. Online available at  http://www.conferenceboard.ca/education/symposium/workplace2005/presentations/1st%20Plenary-Prem%20Benimadhu-Unleashing%20Human%20Capital%20Potential.pdf 

Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2006-07 Edition, Human Resources, Training, and Labor Relations Managers and Specialists, on the Internet at  http://www.bls.gov/oco/ocos021.htm 

Department: Human Resources (2003) Hospital Accreditation Standards. Guidelines: 11 Standards. Lebanon 2003. Online available at http://www.public-health.gov.lb/HR.pdf

Fronston, Paul (2003) Tiered Networks for Hospital and Physician Health Care Services. 1 August 2003. Online available at  http://www.allbusiness.com/human-resources/employee-benefits/1007593-1.html

Human Transformation

Lauren Slater's (2005) article "Who holds the clicker?," Susan Blackmore's excerpt "Strange Creatures" -- taken from her book The Meme Machine, and Alain De Botton's chapter "On Habit" from his book The Art of Travel are very different pieces that all challenge the idea of the self in human kind. Is there a self? Or are we all controlled by things outside of our control? While science may be able to find ways of changing or enhancing our bodies, and though there may be some truth in the idea that our genes don't allow us to have complete free will over our selves, we cannot deny that most humans believe that there is something inside each and every one of us that gives us a purpose on this earth. Whether manipulated by a remote control clicker or partially-governed by memes, the fact that we are able to challenge…

References:

Blackmore, S. (2003). Strange creatures. Extract from The meme machine. Accessed on 8

December 2011:

 http://www.susanblackmore.co.uk/Books/Meme%20Machine/Chapter%201.htm 

De Botton, A. (2004). On habit. From The art of travel. Vintage.

Human Error and isk Taking

When a new ship is built and has a lot of imagination built into it, the quality that is ascribed to the ship is that it is unsinkable. This was said of the Titanic: "The captain can, by simply moving an electric switch, instantly close the doors throughout, practically making the vessel unsinkable." (They Said It. Some Memorable Lines) This was reported in Irish News and Belfast Morning News, June 1st, 1911, on the incomplete Titanic. (They Said It. Some Memorable Lines)

It is very difficult to say why accidents are found to occur as the definition of accidents itself is that they are events out of the ordinary and dictionary alternatives for accident are considered to be disaster, catastrophe, misfortune, calamity, mishap and mistake. At the same time, it is to be understood that people have their own minds and have their judgments, and…

REFERENCES

"Accidents and the lessons learned" Retrieved from http://www.plimsoll.org/WrecksAndAccidents/ImprovingSafety/Accidents/HeraldOfFreeEnterprise.asp Accessed 14 September, 2005

'Corporate Manslaughter-Reforming the Law" Retrieved from  http://www.freedomtocare.org/page165.htm  Accessed 14 September, 2005

Ellwell, Dennis. "An astrological warning of trouble at sea" Retrieved from  http://www.skyscript.co.uk/shipelwell.html  Accessed 14 September, 2005

"Herald of Free Enterprise." Shipwreck Data Office. Retrieved from  http://www.hypnos.co.uk/wrecks/hofe.html  Accessed 14 September, 2005

Human Capital

It has been well established that economic success is often related to the skills, knowledge, and abilities that individuals possess. (Keeley, 2007, p.3) The greater the ability and education a person has, the more success they can expect in their professional careers. This knowledge, training, and ability is referred to as "Human Capital" because a person's abilities often translate into economic success in the workplace. However, the concept of Human Capital is not only dependent upon a person's individual skills, but also access to training and education opportunities. Because these opportunities are often linked to a person's inherent economic and social standing, Human Capital resources are not always accessible to the people with the greatest skills. Therefore, those who do have access to Human Capital resources are not always the most skilled people, but the people with the best personal resources. In this way, the theory of Human…

References

Becker, Gary Stanley. (1993). Human Capital: A Theoretical and Empirical Analysis…."

USA: University of Chicago Press. Print.

Becker, Gary Stanley. (n.d.). "Human Capital." The Concise Encyclopedia of Economics.

Retrieved from  http://www.econlib.org/library/Enc/HumanCapital.html

Human esource Management - Personal Case Studies

Human esource Management

The universe of information on effective management is enormous. A manager who desires to improve his or her skills will have no difficulty finding ideas and even guidance in the literature. Some of the most evidence-based management data has been established by the Gallup Organization. Over a 25-year period of conducting research, the Gallup Organization has compiled data from observations in excess of 80,000 interviews that they conducted. The results have been published in a series of books including: Now, First Break All the ules, Now, Discover Your Strengths, 12 Elements of Great Management, Strengths Finder 2.0, Strengths-Based Leadership, How Full Is Your Bucket, Wellbeing -- The Five Essential Elements, and The Jobs War. I list the books here to demonstrate that there is a plethora of literature on good management, creating good workplaces, employee skill building, leadership, and job…

References

Bolman, LG and Deal, TE (1997) Reframing Organizations. Artistry, choice and leadership (2nd ed.). San Francisco, CA: Jossey-Bass.

Buckingham, M and Coffman, C (1999) First, Break All the Rules. New York, NY: Simon and Schuster.

Buckingham, M and Clifton, DO (2001) Now, Discover Your Strengths. New York, NY: Simon and Schuster.

Example Items from Peer Evaluations and 360-Degree Performance

In order to rectify this situation, Price suggests better policies of Internet abuse.

Price's article has stunning implications for the human relations concept of training and development. In order to train employees and develop Internet abuse policies, management will have to consider the special nature of the matter. That is, while most employees would know that reading a book, doing their nails, or working on their novels on company time is wrong, they do not necessarily see using the Internet for personal reasons in the same light. Perhaps it is because they use the Internet to check personal information in short bursts. Perhaps it is because the Internet, like the telephone, is a communication device, so they feel as if a restricted policy is somehow trapping them or imposing on their constitutional rights. Further, just as most employees are permitted to make short personal calls on their office phones, they…

References

Heathfield, S.M. (2009). How to develop a policy? Retrieved March 14, 2009, from About.com. Web Site:  http://humanresources.about.com/od/policiesandsamples1/a/how_to_policy.htm 

Price, Alan. (2008, Nov. 4). Employees Addicted to Social Networking Sites. Retreived March 15, 2009, from HRM Guide. Web Site:  http://www.hrmguide.net/usa/general/web_addict.htm

This was designed to reduce the uncertainty surrounding the changes, to involve the nurses in the changes, and to give the nurses a suitable method for voicing their concerns.

After this meeting, nurses did not initially respond well. The nurses continued to discuss issues and voiced various concerns, but they only did this amongst themselves and did not approach management. In response, Teresa spoke informally to nurses individually to ask them if they had any questions or concerns. In these one-on-one conversations, Teresa focused on the importance of offering the benefits of their experience and encouraged the nurses to provide feedback and suggestions on the procedures. This caused a greater level of involvement and the two-week review meetings were successful, with issues being raised. The review process continued, with the H department acting as mediator between the nurses and administration. This resulted in changes to many of the procedures and…

References

Daft, R.L. (1997). Management. Fort Worth, TX: The Dryden Press.

Rashford, N.S., & Coghlan, D. (1989). Phases and levels of organizational change. Journal of Managerial Psychology, 4(3), 17-22.

Human Enterprise

The First Issue 3

Personal Effectiveness

Managerial Effectiveness

Second Issue 8

Personal Effectiveness

Managerial Effectiveness

Career Development Plan

The purpose of this report is to ponder over two organizational issues that have occurred and reflect about the causes and the solutions to the issues in retrospect. This exercise is meant to ponder over underlying reasons and the causes of this issue. It seeks to decipher how I felt personally and how the issue was indicative of personal and managerial effectiveness, so that a career development plan can be developed based on these reflections.

This is a for-action reflective report that first outlines personal effectiveness and then managerial effectiveness based on the analysis of these issues on the foundation of the Gibbs model of reflection.

The First Issue

The first issue has been that of employees not being able to write effective reports for their supervisors which means that…

References

Applegate, L., Austin, R., & Mc.Farlen, W. 2006 . Corporate Information Strategy and Management. NY: McGraw Hill.

Gibbs, G. 1988 . Learning by Doing: A Guide to Teaching and Learning Methods. Geogrpahy Discipline Network.

Picket, L. 1998 . Competencies and Managerial Effectiveness: Putting Competencies to Work. Public Personnel Management, 27.

Ulrich, D. 1997 . Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Boston: Harvard Business Press.

here could be numerous reasons for the shift, including the growing trend of body fitness and overall media portrayal of the male physique.

he study conducted through Monash University has confirmed most of the findings of earlier research. here are significant opportunities for error within the study however. Since all participants are blind participants through the university website, there are almost no controls over the data and thus it is subject to many different unintended biases. Age factors should also be considered as the majority of those surveyed were college students, and are not a complete and accurate reflection of the cross sections of society. Overall, more research needs to be conducted within the area of the growth in male body dissatisfaction and factors that will help both genders deal with their overestimation of body shape.

Fallon, a.E., & Rozin, P. (1985). Sex differences in perceptions of desirable body shape.…

Turner, S., Hamilton, H., Jacobs, M., Angood, L.M., & Dwyer, DH (1997). The influence of fashion magazines on the body image satisfaction of college women: An exploratory analysis. Adolescence, 32(127), 603-614.

Abell, S.C., & Richards, M.H. (1996). The relationship between body shape satisfaction and self-esteem: An investigation of gender and class differences. Journal of Youth and Adolescence, 25, 691-703.

Crawford, D., & Worsley, a. (1987). Present and desired body weights of Australian adults: A cause for concern. Community Health Studies, 11.

Motivation grows out of the awareness that someone gave the time and effort to notice one's achievement (Klaff).

Recent strikes against continuously rising health care costs have strained all employers and labor and employee relations. Employers have been trying to reduce double-digit cost increases by modifying health-care plans, which shift the expense to employees, by raising premiums for family members to providing alternatives (Klaff 2003). Health care costs have been nightmarish to companies and led to strikes, which have left more and more Americans without health coverage at all. Although some manage to come, the system itself appears headed to a collapse before any reform can be put in place (Klaff)

In their rabid search for answers, employers revaluate the traditional way of providing health coverage, but experts think that these companies or employers must first discover where the costs are coming from (Klaff 2003). A study conducted by PricewaterhouseCoopers…

Bibliography

Cohen, D.J. (2003). Knowledge Development in Human Resource Management. HR Magazine. Society for Human Resource Management.  http://www.findarticles.com/p/articles/mi_m3495/is_1_48/ai_96453615 

Feeney, SA. (2003). The Battle Over Benefits. Workforce Management, pp 20-33. Crain Communications, Inc.  http://www.workforce.com 

Hansen, F. (2003). The Cutting Edge of Benefit Cost Control. Workforce, pp 36-42. Crain Communications, Inc.

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…

Bibliography

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.

It closely links human rights violations with national and international insecurities. And the concept enhances development thinking by expanding real freedoms already enjoyed by people. Protecting security, therefore, urgently requires a new consensus among all countries, whether developed or developing. It must aim at reviewing current foreign policies and aiming at creating real opportunities for people's safety and dignity.

Rethinking the Concept

Human security focuses more on generalized poverty than average well-being.

General poverty means being below a threshold of well-being. A policy on human security concerns itself mainly with persons in situations of deep want. Human development pertains to average levels of human well-being. Many believe that human security must be a priority in human development. A "prioritarian" view is for the improvement of everyone but emphasis on that of those at the bottom. An egalitarian view wants well-being to be distributed across all persons. An egalitarian person will…

BIBLIOGRAPHY

Compass. Human Security. Manual on Human Rights Education with Young People:

Council of Europe, 2000. Available from http://www.eycb.coe.int/compass/en/pdf.5_10.pdf; internet: accessed 29 Oct 2009

Fuentes, Claudia F. And Aravena, Francisco Rojas. Promoting Human Security: Ethical,

Normative and Educational Frameworks in Latin America and the Caribbean.

They don't commit to the company and deliver middling acts at best (Breisch, 1999). In order for a reward system to work correctly it must be punctual, joined to performance and efficiently communicated (antone, igler and Britt, 1993). One example that is currently being used is that of Gainsharing. This is a system that is used to manage promoting high levels of performance by way of association and contribution of workers. As performance goes up, workers share in the financial increase. Enhanced performance leads to increased compensation, which in turn promotes constant enhancement by way of a reinforcing sequence (Gainsharing, 2007).

Even though influential approaches can be used to influence approaches or behaviors, inducements center more completely on behaviors. Consequences are structured to support people or groups to alter the way they are behaving. Rewards function first and foremost to alter the behavior rather than the attitudes of the target…

Scolara, B. 2010. Intrinsic or Extrinsic Motivation -- The Most Effective Way To Motivate

Employees [Online]. Available at:  http://thenetworkingadvisor.com/?p=101  [Accessed 1

November 2010].