1000 results for “Human Relations”.
Human Relations in Schools and Communities
The relations between humans are an absolutely imperative concept, both historically and in present day. The subject of human relations in schools and communities is something to be explored more in depth, in an effort to find out what it is, how it works and ultimately, the value and impact that it has on the schools and communities where human relations are being cultivated and fostered.
Adam and Eve, arack Obama and the United States, Oprah and her television viewers, friends, family- relationships between individual, entities, communities and things are fundamentally what fuels and propels life forward. The relations between humans are an absolutely imperative concept, both historically and in present day. The subject of human relations in schools and communities is something to be explored more in depth, in an effort to find out what it is, how it works and ultimately, the…
Carpenter, Lori. (2011, May 11). Human relations. Retrieved from http://www.fcps.edu/DHR/employees/oec/humanrelations/
City of Denver, . (2011). Human rights and community relations. Retrieved from http://www.denvergov.org/Default.aspx?alias=www.denvergov.org/humanrights
Wisconsin State Tribal Initiative, Initials. (2011). Wisconsion state tribal intiative: tribal intiative . Retrieved from http://witribes.wi.gov/section.asp?linkid=284&locid=57
Burnout manifests itself in a number of ways, including depleted physical energy, emotional exhaustion, lowered immunity to illness, less investment in interpersonal relationships and an increasingly pessimistic outlook (Ibid). Burnout can be alleviated, however, by eliminating many of its causes. In the workplace, burnout often derives from poor communication. For example, if job requirements are unclear or if mistakes are punished severely or if praise is lacking. Leadership at the company must ensure that its workers do not face these types of situations, or they risk having their employees burn out.
From the personal perspective, part of avoiding burnout is to recognize the factors that contribute to burnout, and to recognize some of the symptoms of the onset of burnout. hen these symptoms and causes are recognized, burnout can be avoided if they are dealt with. This is what is known as the Three R. Approach -- recognize, reverse, resilience…
Reece, B. & Brandt, R. (2006). Effective human relations: Personal and organizational applications. Cengage Learning.
Smith, M.; Jaffe-Gill, E.; Segal, J. & Segal, R. (2008). Preventing Burnout. Helpguide.org. Retrieved January 23, 2010 from http://www.helpguide.org/mental/burnout_signs_symptoms.htm
Wagner, M. (no date). Elements of an effective apology. Columbia University. Retrieved January 22, 2010 from http://web.mit.edu/ombud/self-help/apology.pdf
Scott, E. (2006). Stress and burnout: Burnout symptoms and causes. About.com. Retrieved January 23, 2010 from http://stress.about.com/od/burnout/a/stressn_burnout.htm
These actions are likely to be challenged by employee unions if they are in place, or they may prompt previously non-union employees to join a union.
Unions cannot prevent outsourcing, and they cannot one-sidedly require that companies neither increase costs for health insurance nor reduce the benefits gained for the same amount of money. However, a union can negotiate for a group of employees in the way that individual employees could not.
ut perhaps the best way to view whether or not unions are still relevant, that is, whether they bring anything useful or productive regarding their jobs to their members, one might look at whether publishers will spend money to print books about unions. Quorum ooks made that decision in 1998 with its book Managing Tomorrow's High-Performance Unions. This book specifically provides advice to union officials regarding ways to act effectively on the behalf of their members (Roberts, 1998).…
Bonoir, David. 1997. "Unions in the Twenty-First Century." Challenge, Vol. 40.
Roberts, Markley. 1998. "Managing Tomorrow's High-Performance Unions." Monthly Labor Review, Vol. 122.
According to Maslow's hierarchy, which basic needs did Shank's old boss fail to meet? Explain why the needs have not been met. What could be done to meet these missing needs?
There are five levels of basic needs set up by Maslow which are: physiological needs; safety needs; needs of love, affection and belongingness; needs for esteem; and needs for self-actualization (Goble, 1970; Simons, 1987). Among these needs Shank's old boss only met the first two needs in the hierarchy and failed to meet the rest. Shank's old boss did not get involved with the store and the feeling was that the owners did not care about the workers in the store. This made Shank feel that they were not loved and therefore lost the sense of belongingness, the third level in the Maslow's hierarchy is therefore not met. The third level is the needs for love, affection…
Goble, F., (1970). The third force: The psychology of Abraham Maslow, Maurice Basset
Publishing: Richmond, Ca
Management Study Guide. (2011). Equity theory of motivation, retrieved on June
8, 2011 from http://www.managementstudyguide.com/equity-theory-motivation.htm
e. expeiencing a nevous beakdown, beaking off a elationship, o even committing suicide). As with mateials, a peson will be able to adjust and adapt to inceasing stess as long as they ae within thei elastic ange. Howeve, if enough stesses ae piled on within a shot enough amount of time, all human beings eventually each a yield point, afte which continued subjection to the situation(s) will lead to some pemanent emotional scaing. Theeafte, if stess continues to escalate, the peson will each a place whee thei psyche simply cannot toleate any moe -- this is the cacking point, beaking point, o uptue point. Thee is no tuning back fom the uptue point -- pemanent and iepaable damage has occued. In human elationships, a yield point will also be eached when the amount of tauma, pain, betayal, o geneal disaccod becomes unbeaable. Some pemanent damage will occu at this stage,…
List and describe the characteristics of behavioral management
Behavioral management, which is at times referred to as 'behavior modification' has the main goal of guiding and motivating individuals towards modifying or rather changing their actions or relations with respect to particular settings. Behavioral management can be employed by a wide number of professionals, employers and even parents in order to initiate rules against certain habits or alter habits that are not desirable. This approach has been observed to work not only on human beings, also on animals. Generally behavioral management can be described as a process eliminating behavior of undesirable nature while encouraging behavior which is considered to be appropriate thereby promoting order in a particular setting and creating an environment that is healthy for the operations there in.
Characteristics of behavioral management
Behavioral management is applied through various techniques, which may be categorized as either…
Barkley, A. et al. (2008) Your defiant teen: 10 steps to resolve conflict and rebuild your relationship, The Guilford Press: New York.
Gardner, I. (1971) Children with learning and behavior problems: Aldine Publishing: Chicago
Peterson, S.K. & Tenenbaum, H.A. (1986) Behavior management: Strategies and techniques,
University Press of America: London.
KELLY Youth Services is a non-profit organization that operates group homes in Ohio. It was founded by a former NFL player, Joe Kelly, a first-round pick for the Cincinnati Bengals. The organization focuses on providing support and empowerment for youths and the community as a whole. The mission of the organization is “to educate, stimulate and motivate youth into becoming self sufficient, responsible and employable citizens in the community” (KELLY Youth Services, 2016). KELLY Youth Services is designed “to assist in the rehabilitation of its residents by providing a structured disciplined environment based upon basic behavioral principals, educational standards, counseling, treatment care and role modeling” with the goal being to “increase each resident’s likelihood of becoming successful independent productive adults” (KELLY Youth Services, 2016).
Human Relations Theory and Social Exchange Theory can explain KELLY Youth Services by focusing on the motivation of employees (inspired by a social good,…
Cultural belief can shape and integrate "the expectations that pattern the relationships among a social structures constituent and statuses and roles" (Schooler, 1996:323).
Culture includes the attitudes, values and beliefs an individual or group adopt and consider normal in everyday society. Within and given society, differences in culture exist, and these differences impact human relations. Also within a society of different cultures, assimilation occurs, where ethnic groups adopt what are considered to be aspects of the cultural norm, but also retain aspects of their own culture of origin (Wortham, 2001) a process that creates even more diversity.
Cultural homogeneity on the other hand occurs when complete assimilation occurs, however cultural homogeneity is rarely seen because typically cultural differences lend themselves to diversity, and most people consider cultural diversity in a positive light (Wortham, 2001). Every aspect of human relations, including the manner in which people conduct business, interact, communicate…
Corley, K.B. (2004). "Defined by our strategy or our culture? Hierarchical differences in perceptions of organizational identity and change." Human Relations, 57(9): 1145-1177.
Henderson, G. (1996). Human relations issues in management. Westport: Quorum
Scarborough, J. (1998). The origins of cultural differences and their impact on management. Westport: Quorum Books.
At the antipode of the model earlier described, he mentioned individualist cultures that gave top priority to personal goals and duties and enjoyed a high degree of independence (Zhou, 2002).
Moreover, the theorist asserted that the cleavage between the two poles impacted ethical decision making and that the two extremes could coexist within the same race, nation, region etc. As an eloquent example, Triandis mentioned USA, a country which despite its individualistic fame encourages collaboration and teamwork especially in the corporate and art world (Husted, 2001).
However, even though they play a major part by challenging psychological theories, Individualism - Collectivism theories have their own limitations that derive from depicting cultural communities as displayers of stable and common perspectives. Consequently, little attention is paid to the discrepancies between the individuals belonging to the same group and to the common points shared across groups (Cooper, Denner, 1998).
To conclude with, culture…
Cooper, C.R., & Denner, J. (1998). Theories linking cultures and psychology: Universal and Community - Specific Processes. On the Internet at www.bridgingworlds.org/pdfs/1processes.pdf
Retrieved October 3, 2007.
Hofstede, G., & Hofstede, G.J. (2005). Cultures and Organizations. Software of the Mind. New York: McGraw-Hill.
Husted, B.W. (2001). The impact of individualism and collectivism on ethical decision making. On the Internet at: egade.itesm.mx/investigacion/documentos/documentos/4egade_husted.pdf Retrieved October 3, 2007.
Conflict Management in Business Communication
Building communication bridges in conflict
Communication barriers and conflict: Gender
Interruption and topic control
Effective conflict resolution communication
One of the most important determinants of success in any organization is the relationship between the management and staff. Human relations in business is the process of building a strong workplace culture, training employees and resolving conflicts between different parties in the workplace (Buddhodev Sinha, 2011). Simply put, it is a process that involves taking actions or making decisions that can make employees as comfortable as possible. Understanding the different ways through which human relations can affect sustainability, profitability, competitiveness and revenue can help improve organizational performance. However, it is important to note that there will always be issues where many people are working together. It is how such issues are handled that will determine the success…
Aula, P. & Siira, K. (2010). Organizational Communication and Conflict Management Systems A Social Complexity Approach, Nordicom Review 31, 1, pp. 125-141
Buddhodev Sinha, A. (2011). Conflict management: making life easier, The IUP Journal of Soft Skills, 5 (4), pp. 31-43.
Finucane, M.L., Slovic, P., Mertz, C.K., Flynn, J. & Satterfield, T.A. (2000). Gender, race, and perceived risk: the 'white male' effect, Health, Risk & Society 2 (2).
Hener, G. (2010). Communication and conflict management in local public organizations, Transylvanian Review of Administrative Sciences, No 30E/2010, pp. 132-141.
A person's religion is in almost all employment contexts an entirely private issue and asking a job candidate about her religion suggests that that religious affiliation is one of the criteria on which she is being assessed. Again, even if this is in fact not the case, the manager has opened up the process to the suggestion of religious bias.
If, however, the person conducting the interview is the director of a religious school, then he does have the right to inquire about the candidate's religious affiliation and beliefs. A teacher at a religious school must be able -- arguably -- to be able to instruct students in religious tenets (even if her formal position is as a math teacher, for example) and to serve as a model for the religion's tenets. However, unless religious beliefs and practices are central to the carrying-out of a job, a job interviewer may…
Avoiding discrimination based on race and national origin. Retrieved from http://www.nolo.com/legal-encyclopedia/avoid-race-discrimination-national-origin-29870.html .
Handling racial discrimination in the workplace. Retrieved from http://www.blackcollegian.com/index.php?option=com_content&view=article&id=185:chaz-kyser&catid=48:workplace-issues&Itemid=124
Jolls, C. & Prescott, J.J. (n.d.). Disaggregating Employment Protection: The Case of Disability Discrimination. Retrieved from http://www.law.yale.edu/documents/pdf/Faculty/Jolls_and_Prescott_2_11_052.pdf .
Religious groups push for faith-based hiring. Retrieved from http://www.opposingviews.com/p/bias-religious-groups-push-for-faith-based-job-hiring .
According to Blass, et al., writing in Human Resources Management, the best way to acquire political skills, is through the mentoring process. The inexperienced individual who has a desire to become a leader in the HR field must have a mentor who is "…armed with organizational experience" that is borne of "vicarious and firsthand experience" and is willing to share "insights and cues with proteges on what it takes to be successful in the organization" (Blass, et al., 2007, p. 6). Mentors must be able to have an "adaptive capacity" to teach the political skills necessary to lead, Blass continues.
Politically skilled individuals generally possess "greater adaptive capacity," Blass continues, which can result in "positive and strong leader reputation" (p. 6). Moreover, Blass argues that individuals with well-honed political skills gain "influence" because they are socially astute, have learned adaptability, and adjust behaviors "to meet situational demands" (p. 11).
Blass, Fred R. And Ferris, Gerald R. (2007). Leader Reputation: The Role of Mentoring, Political
Skill, Contextual Learning, and Adaptation. Human Resource Management, 46(1), 5-19.
Choo, Ho Geok. (2007). Leadership and the Workforce in Singapore: Evaluations by the Singapore Human Resources Institute. Research and Practice in Human Resource
Management, 15(2), 104-114.
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…
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:
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
Background and Significance
Discussion and Implications
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…
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
As the global business environment continues to grow and flourish, the field of international human resources management is emerging as a vitally important area of study and competency. Managing the resources -- and hiring the best people -- that are available has become pivotal to success in the highly competitive world. Understanding the critical role that international human resource management (IHRM) dynamics can bring to an organization is the first step, and implementing that knowledge base is the second step. This paper reviews and critiques the literature on IHRM and presents the needs for changes in the field of IHRM.
IHRM -- Challenging Organizations to Grow in Global Sophistication
hat is the key to understanding the challenges that IHRM presents to organizations when they prepare to go international? In approaching this question, some of the terms and jargon need flushing out. "Expatriate" is a person that is working…
Agarwal, Ajay. (1993). Learning Organization. Retrieved May 26, 2011, from http://www.hrfolks.com .
Lavigna, Robert J. (2004). Recruitment and Selection of Public Workers: An International
Compendium of Modern Trends and Practices. Public Personnel Management.
The Multinational Context. Chapter 1.
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
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.…
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.
HR will need to have better guidelines in place for individuals in this new atmosphere (Kahnweiler 25-26).
However, there are and will always be two main components that the HR department of any organization will cover. The first is comprised of management, leadership and employee motivation and the other is the traditional realm of HR practices which include performance appraisal, training, recruitment and selection, as well as compensation management (salry and bonuses). In this regard payroll is usually located within the HR department in some respect and there is a certain amount of crossover between HR and the Finance area of any company in this regard. (Lajara, Lillo, and Sempere 38)
However, fundamentally HR is concerned with the human element and the return on investment (ROI) regarding that element has become a primary concern of the business world. Measurement of that return is not as clear-cut as it is in…
Boudreau, John W., and Peter M. Ramstad. "Talentship and HR Measurement and Analysis: From ROI to Strategic Organizational Change." Human Resource Planning 29.1 (2006): 25-34
Boudreau, John W. "Talentship and the New Paradigm for Human Resource Management: From Professional Practices to Strategic Talent Decision Science." Human Resource Planning 28.2 (2005): 17-26
Cabrera, Angel, and Elizabeth F. Cabrera. "Strategic Human Resource Evaluation." Human Resource Planning 26.1 (2003): 41-52
Colbert, Barry a., and Elizabeth C. Kurucz. "Three Conceptions of Triple Bottom Line Business Sustainability and the Role for HRM." Human Resource Planning 30.1 (2007): 21-29
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…
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
Discuss why a company should approach its training function strategically.
Training is a critical component to success in the modern business environment. Effective training can ensure that the human resources have the skills they need to make the organization competitive in their industry.
Thoroughly discuss the phases of training.
The first phase is assessment in which the organization has to determine whether or not training would benefit the organizational goals. There are a series of analyses that can help an organization determine if training would be beneficial. The next phase is training design. Training design is important because it can allow the efficient and effective transfer of knowledge and skills. The design should be customized to meet the individual needs of the circumstances and the participants. The final phase is delivery in which the training is actually conducted. There are a wide array of different types of training…
Identify and describe at least 4 characteristics of your style.
According to the results of the personality test, I am a moderately expressed INFJ. This personality type is often known as a 'counselor' type. Counselor types enjoy being alone and can be quite productive in solitude. They are described as one of the most 'poetical' of the different Jungian types and can be emotional (Idealist portrait of a counselor (INFJ), 2011, Keirsey Temperament). However, unlike other types of introverts, they also enjoy spending time with people because of their innate altruism. They may not seem like 'natural' leaders, because they seldom try to claim the spotlight. However, they do have great strength of character when they believe in a cause, and can be of great service to humanity as a result. They are idealistic by nature.
Q2. What is positive about your style in working with…
Butt, Joe. (2010). INFJ. Type Logic. Retrieved: http://typelogic.com/infj.html
Idealist portrait of a counselor (INFJ). (2011). Keirsey Temperament.
All these issues point out to the indubitable fact that the human resource in Taiwan is coming closer to the labor force in the highly developed western economies and that additional efforts will have to be made in order to succeed in the island.
Another human resource issue that is important to be mentioned is given by the different cultural values of Taiwan and the American multinational. Divided by language, religion and customs barriers, Taiwan is closer to the Japanese culture than the American one. This will unavoidably mean that our organization has to hire several human resource specialists to make a transition from the Japanese H issues to the U.S. implementation of human resource policies. Some other issues that have to be understood by our company refer to the decision making process, which is generally done in groups; a decision once made is supported by all individuals, regardless of…
Boje, D., Academic Studying Adidas, Reebok and Nike -- Taiwan, New Mexico State University, College of Business, http://cbae.nmsu.edu/~dboje/nike/taiwan.html last accessed on May 11, 2009
Gross, A., 1996, Human Resource Issues in Taiwan, Pacific Bridge, http://www.pacificbridge.com/publication.asp?id=6 last accessed on May 11, 2009
2009, The World Factbook, Central Intelligence Agency, https://www.cia.gov/library/publications/the-world-factbook/rankorder/2001rank.html last accessed on May 11, 2009
Table 5: Summary of the Findings of Survey Question 1, 2 and 3
% of Important
% Not important
% Not Sure
Graduate from Undergraduate Pilot Training (UPT
Pilot should be Under 40 years old
Having Minimum of 100 Flying Hours
Fig 5: Bar Chart Comparing esponses of Survey 1, 2 and 3
Based on the findings in the Fig 5, it is revealed that the second survey, which indicates that a Pilot should be under 40 years to demonstrate the effective aviation safety, supports the first null hypothesis and rejects the first alternative hypothesis. From the bar graph in Fig 5, 66.72% of the respondents agree that to be fewer than 40 is not important to demonstrate…
Alexander, P.J. (2007). The impact of computer technology in the clinical setting: a nursing perspective. [Thesis _PhD/Research).
Correa, M.A. Camargo, J.B. Gimenes, R.A.V. et al. (2007). Integrating UAV Into Control Airl Space Using Cooperative Multiagent Negotiation, Journal of the Brazilian air Transportation Research Safety.3(1): 24-36.
Dixon, S. & Wickens.C.D. (2003). Imperfect Automation in Unmanned Aerial Vehicle Flight Control. Technical Report. Aviation Human Factors Division Institute of Aviation.
Hou, M. Kobierski, R.D. & Brown, M.(2007). Intelligent Adaptive Interfaces for the Control of Multiple UAVs. Journal of Cognitive Engineering and Decision Making.1(3): 327 -- 362.
HRM -- HR -- Impacts on Organizations
hat are the best strategies for Human Relations Management (HRM) and Human Relations professionals (HRPs) to improve the performance of their employees? There are several important strategies that relate to that question, and they are reviewed in this paper.
The impact of Human Resource Management (HRM) on organizations is the subject of a peer-reviewed article in the International Journal of Human Resource Management (Dyer, et al., 1995). Dyer poses the questions at the outset as to whether several human resource strategies -- called "internally consistent bundles of human resource practices" -- actually make a contribution to organizational effectiveness. "Maybe" they do, Dyer responds to his own question. The background he alludes to shows that: a) in terms of labor productivity, bundles do show more effectiveness than single HR components; b) not all bundles are equally helpful, but some "configuration" of bundles do lower…
Bernadin, H.J., and Russell, J.E.A. (1998). Strategies for improving competitiveness: Quality,
Productivity, and Quality of Work Life. In Human Resource Management: An Experiential
Approach (2nd ed., pp. 334-365). Boston: Irwin McGraw Hill.
Caldwell, Cam, Truong, Do X, Linh, Pham T., and Tuan, Anh. (2010). Strategic Human
Infosys Case Study
The situation at Infosys depicted in the early 2000's suggests the necessity for a Human esources Management (HM) plan that is aligned with overall organizational strategy and reflects the desired intents and actions from the leadership of this company. Mello (2012) wrote " taking a strategic approach to H management involves abandoning the mindset and practices of 'personnel management' and focusing more on strategic issues than operational issues, " (p.150). This transformation from the tactical and operational to the more macro and general idea of the strategic is necessary to provide the best human resources application possible. This report will investigate the issues at Infosys that concern this case study and provide courses of action that may be taken. This report will offer a course of action that best aligns itself with current situation and transforms the company into an organization that reflects the highest principles of…
Delong, T. (2006). Infosys; Strategic Human Resource Management. Harvard Business Review, 16 Oct, 2006.
Mello, J. (2014). Strategic human resource management. Cengage Learning.
Social norms are an important part of society. These are rules that our society have set up that govern the choices we make and the way we live. There are both good and bad social norms and they can impact the work environment differently. Most working team operates within their pre-existing social norms, which guide their daily activities and choices. These norms can in some ways make the supervisor's job easier and in other ways can make it more difficult. In this paper I will discuss social norms, how they can make a supervisor's job easier, and how they make it more difficult.
What are social Norms?
Social norms are rules that a group uses as a benchmark for deciding acceptable and unacceptable behaviors. Social norms exist in the United States and in other parts of the world; they exist in all types of groups. Social norms are beliefs, attitudes,…
Resources From your Employee Assistance Program. Retrieved from http://www.doa.state.wi.us/docview.asp?docid=8208&locid=1
Developing Human Potential
When an organization makes the decision to take an individual on as a part of staff, effectively they are making a human capital investment in that individual (Lepak & Snell, 1999). Where the organization pays for the training of, insuring of, and salary to that individual they in turn are expected to perform the tasks within their job description efficiently and accurately thus allowing the organization to function successfully and more importantly profitably. However, when a human element is involved, there is always a degree of risk present. In the case of developing the potential of employees to maximize their value within the company there are many factors which must be addressed in the overall assessment of their potential and potential value relative to the risk at which they place the company (Abowd, & Kramarz, 2003).
The factors influencing employee performance and there by the…
1. Patterson, M., West, M., Lawthom, R., & Nickell, S. 1997. Impact of people management practices on business performance. Institute of Personnel and Development, 1- 39.
2. Bretz, R., Read, W., & Milkovich, G. 1992. The current state of performance appraisal research and practice: Concerns, directions, and implications. Center for Advanced Human Resource Studies, 1- 59.
3. Holzer, H., Raphael, S., & Stoll, M. 2002. Percieved criminality, criminal background checks, and the racial hiring practices of employers. Institute for Research on Poverty, 1- 45.
4. Abowd, J., & Kramarz, F. 2003. The costs of hiring and separations. U.S. Bureau of the Census, 1- 45.
4DEP of CIPD
The HR Professional Map consists of 2 core professional areas (Leading HR and Insights, Strategy and Solutions) and 8 other profession areas: Organization Design, Organization Development, Resourcing and Talent Planning, Learning and Development, Performance and Reward, Employee Engagement, Employee Relations, and Service Delivery and Information.
The 8 behaviors of the HR Professional Map include: Curious, Decisive Thinker, Skilled Influencer, Personally Credible, Collaborative, Driven to Deliver, Courage to Challenge, and Role Model.
The 4 Bands consist of Band 1, which is viewed as the start of a career and its professional focus is on learning and development as well as on performance and reward. This band delivers support to co-workers via administrative processes and works to give effective management of information. It is a Band that is geared towards helping customers (HR Professional Map: Band One, 2015).
Band 2 gives advice to and even serves to manage the…
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…
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 esource Management in International Business
Impact of Cultural Differences, Socioeconomic or Political Factors on international HM
Challenges to HM posed by growth in International Business
By looking at the changing trends of the world of commerce in recent times, one can significantly notice the fact that this business community is becoming more and more competitive. This clearly signifies the truth that the elevating competition within the community has given rise to international business where enterprises regardless of their size are expanding their operations within the global market. As an outcome of it, an efficient and effective work environment has become the fundamental necessity that can facilitate the organizations in maintaining strong holds in the market place as well as generate profits (Daly, 2011).
Considering the challenge of maintaining an effectual organizational culture, businesses need the asset of human resources, hence, they are considered as the foundation stone for any…
Briscoe, D., Schuler, R., & Tarique, I. (2012). International Human Resource Management, 4E. 4th Edition. USA: CRC Press.
Briscoe, D.R., & Schuler, R.S. (2004). International Human Resource Management: Policies and Practices for the Global Enterprise. 2nd Edition. USA: Routledge.
Cooke, W.N. (2003). Multinational Companies and Global Human Resource Strategies. USA: Greenwood Publishing Group.
Daly, J.L. (2011). Human Resource Management in the Public Sector: Policies and Practices. USA: M.E. Sharpe.
Analyze the appropriateness of HM technologies and best practices to recommend applications and strategies for your selected organization, in order to improve organizational effectiveness, workforce productivity, and systems integration
HM technologies are essential towards reduction of the cost of operations as well as an increment in the level of consumer satisfaction hence effective management of the resources and available opportunities. Wal-Mart should focus on the quality and efficient automation of the processes and departments for the purposes of eliminating errors and overhead costs. This is essential through management of the HM technologies such as CM, FID, and EP with the aim of achieving maximum profit levels and revenues at the end of the fiscal year.
Ho, C. (2007). Measuring system performance of an EP-based supply chain. International Journal of Production esearch, 45(6), 1255-1277. doi:
Karimi, J., Somers, T.M., & Bhattacherjee, A. (2007). The ole of Information Systems
Ho, C. (2007). Measuring system performance of an ERP-based supply chain. International Journal of Production Research, 45(6), 1255-1277. doi:
Karimi, J., Somers, T.M., & Bhattacherjee, A. (2007). The Role of Information Systems
Resources in ERP Capability Building and Business Process Outcomes. Journal Of
Human esources & Change: The Internal evenue Service
Tax season is upon Americans. Every working American knows that when dealing with tax issues, which at some point, every working American does, interactions with the Internal evenue Service are inevitable and often profoundly displeasing. Citizens make feel powerless against the institution of the IS because it is a part of the federal government. Citizens may feel they have to put up with the treatment and negligence of the IS and that organization will not be held accountable. It is untrue. In 1998, a piece of legislation was passed as response to charges brought upon the IS by a Senate Finance Committee. Therefore, the paper finds the IS an organization ripe for change in regards to Human esources. The paper will propose a change in the IS and hypothesize the implications as well as the implementation of such a change.…
Henning, B. (1999) Reforming the IRS: The Effectiveness of the Internal Revenue Service Restructuring and Reform Act of 1998. Marquette Law Review, 82(405), 405 -- 427.
Thompson, J.R. (2006) The Federal Civil Service: The Demise of an Institution. Public Administration Review, 66(4), 496 -- 503.
Another valuable lesson is pegged to the necessity to select and hire the most suitable staff members. Then, the equal employment rights stimulate the researcher to adopt a more open view of cultural diversity in the workplace. Additionally, as a future application, it would even be important to remember that people of different backgrounds have different skills and abilities. Instead of striving to standardize them, the players in the workplace community should try to capitalize more on the points of difference offered by culturally diverse staff members, such as their increased ability to communicate with culturally diverse customers.
5. Impact of the Study on Career and Personal Life
It is yet uncertain as to how the personal career of the researcher would be impacted by the findings of the study. What is however known with certainty is that the baggage of HM knowledge of the researcher has significantly increased. Within…
Heathfield, S.M., What is human resource development (HRD)? About, http://humanresources.about.com/od/glossaryh/f/hr_development.htm last accessed on July 02, 2010
McNamara, C., Employee benefits and compensation, Management Help, http://managementhelp.org/pay_ben/pay_ben.htm last accessed on July 02, 2010
2007, Health and safety, HRM Guide, http://www.hrmguide.co.uk/employee_relations/health-and-safety.htm last accessed on July 02, 2010
Equal employment opportunities, Liverpool City Council, http://govinfo.library.unt.edu/npr/library/reports/hrm10.html last accessed on June 30, 2010
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…
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.
Advice is given to supervisors on how to correct poor appearance and employee misconduct. In these instances, progressive guidelines and other requirements must be taken into account the completing disciplinary actions and in resolving employee grievances and appeals. Information is given to employees to encourage a better understanding of management's goals and policies. Information is also given to employees in order to assist them in improving poor performance, on or off duty misconduct, and/or to address personal issues that influence them in the workplace. Employees are told about appropriate policies, legislation, and bargaining agreements. Employees are also directed about their complaint and appeal rights and discrimination and whistleblower safeguards (Employee elations, 2009).
Preserving a positive, productive work environment is significant for all managers. This is often accomplished by engaging in: mentoring and coaching your staff, regular feedback, including annual performance reviews, open and honest communication regarding group, unit and university…
Compensation and Benefits. (n.d.). Retrieved August 18, 2010, from Auxillium West Web site:
Employee Health and Safety. (2009). Retrieved August 19, 2010, from Small Business Notes
Web site: http://www.smallbusinessnotes.com/operating/hr/safety.html
The CBA is good for a set period of time, and the union watches the employer to make sure the employer carries out the contract. If a union thinks an employer has violated the CBA, the union can file a complaint, which may be in the end resolved through a process known as arbitration. Union members pay dues that are used to cover the union's costs. Most union's employee full-time staff that is responsible for running its operations. Even though the staff is paid by union dues, members occasionally volunteer within the union. Some unions also form strikes funds that are used to support workers in the event of a strike. A union works rather like a democracy. Unions hold elections in order to determine officers who will then make decisions and represent the members of the union (Silverman, 2010).
The United Auto Workers has recently organized several auto parts…
Reynolds, Morgan O. (2008). Labor Unions. Retrieved May 13, 2010, from Library of Economics and Liberty, Web site: http://www.econlib.org/library/Enc/LaborUnions.html
Silverman, Jacob. (2010). How Labor Unions Work. Retrieved May 14, 2010, from How Stuff
Works Web site: http://money.howstuffworks.com/labor-union5.htm
Splintered, but Unbowed, Are Unions Still Relevant? (2005). Retrieved May 13, 2010, from NY
Human esponse to Physical Structure:
Environmental psychology is a branch of psychology that focuses on explaining human behavior in relation to the physical environment. In this case, the physical environment basically incorporates plants, animals, and material objects that have a significant impact on behavior at various levels. However, this branch of psychology does not focus on the interactional procedures among people as emphasized on other branches of psychology. In analyzing human behavior, it adopts a systems approach that has become the main approach in modern science.
Impact of Physical Structure on Human Behavior:
According to various theories, the physical environment or structure affects human behavior at various levels with instant behavior acting as a function of settings with which it happens (Matthew, n.d.). The individual personality traits of people within a specified country are largely influenced by the nature and type of physical environment that these individuals are subject to…
Goode, J.P. (n.d.). 'The Human Response to the Physical Environment.' The Elementary School
Teacher, 4(5), pp. 271-282. Retrieved from http://www.jstor.org/stable/pdfplus/992499.pdf?acceptTC=true
"Importance of Sustainable Architecture in 21st Century." (2010, June 21). Architecture Student
Chronicles. Retrieved October 22, 2011, from http://www.architecture-student.com/sustainable-design/importance-of-sustainable-architecture-in-21st-century/
Thus in reply, many of the unions adopted a further appeasing approach, by reducing the number of strikes and tried to negotiate contracts providing job securities for its members. While the unions have been doing well in organizing government employees, they have been less successful in recruiting office workers due to the unlimited development of services sector. y 1996 the number of strikes in the U.S.A. had reached its lowest level in the past 50 years. In 1960 one third of the American workers belonged to a union but by 2003 the proportion had dropped to less than 13%. Unions need a vision for the new global economy. Union leaders seem genuinely to believe that their glory days will return if only they can defeat President ush, or oust Tom DeLay as House Majority Leader. ut their real obstacle is the reality of the modern global economy. Until they offer…
Ramaswamy, E.A., and F.B. Schiphorst. "Human Resource Management, Trade Unions and Empowerment: Two Cases from India. The International Journal of Human Resource Management. (2000) 664-680.
Human Resources. Inc. (2003) 72
Storey, John. Developments in the Management of Human Resources an Analytical Review. Warwick studies in industrial relations. Oxford, UK: Blackwell, 1992.
Black, John, and Darren McCabe. In Bed with Management Trade Union Involvement in an Age of HRM. [Telford]: Wolver Hampton Business School, Management Research Centre, 1997.
Human esource Management: Discussion
Human esource Management: A Concise Definition
It is important to note from the onset that human resource management (HM) does not have an assigned definition. This essentially means that in the past, numerous authors and management experts have offered a variety of definitions with regard to HM in an attempt to solve the ambiguity that has surrounded the said definition over time. Indeed, as Blyton and Turnbull (as cited in Collings and Wood, 2009) point out, the ways in which practitioners and academics have used the term "indicates both variations in meaning and significantly different emphases on what constitutes its core components" (p. 1). In seeking to wholly define HM, I will take into consideration a number of definitions that have been floated in the past.
To begin with, HM according to Beer et al., (as cited in Price, 2011) "involves all management decisions that affect…
Collings, D.G. & Wood, G. (Eds.). (2009). Human Resources Management: A Critical Approach. New York, NY: Routledge
Price, A. (2011). Human Resource Management (4th ed.). Hampshire: Cengage Learning.
Sims, R.R. (Ed.). (2007). Human Resource Management: Contemporary Issues, Challenges, and Opportunities. Charlotte, NC: IAP.
Werner, J.M. & DeSimone, R.L. (2011). Human Resource Development (6th ed.). Mason, OH: Cengage Learning.
Human Resource Management
Problems with the Form
First of all, the Employee Evaluation Form offers no explanation for what "Low," "Average," and "High" really mean in terms of performance. There should be a thorough explanation as to what those categories reflect. Moreover, the area for comments is very limited, just enough for a few scribbled notes. That's wholly inadequate for a good review of an employee's progress and work ethic.
Secondly, there should be explanations under each category. In the category "Decision Making," for example, what kinds of decisions are expected of a rank and file employee? If the employee is only being evaluated once a year, but his or her supervisor (with no other input), how will that supervisor know what kinds of decisions (quality or otherwise) the employee has made? All in all it seems like a very cursory and vague kind of evaluation.
Question TO: Suggested Changes…
ABC Power. 2012. Performance Appraisal at ABC Power / Employee Evaluation Form.
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.
Department of Health and Human Services…
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
5. How have the trade unions in the industry responded to the changes in employment relations in the industry?
Since 1991, both Labor and Liberal-National governments have encouraged enterprise bargaining, marking a major shift away from a more centralized approach to employment relations. On the other hand, there is still an aspect of external regulation in the automotive sector and more generally, across the industrial relations system. The AIC, a tribunal established by the Commonwealth Government at the turn of the twentieth century continues to have the power to settle disputes through conciliation and arbitration, to certify enterprise agreements and to establish minimum standards across the workforce. The ongoing role of the AIC has meant that the legacy of external directive continues to have an influence in the automotive assembly division, as do other third parties such as trade unions (Lansbury, Wright and Bairdi, 2006).
Over the last two decades,…
Lansbury, Russell D., Wright, Chris F. And Bairdi, Marian. (2006). Decentralized Bargaining
in a Globalizing Industry The Automotive Assembly Industry in Australia. Industrial Relations, 61(1), 70-92.
Riemen, Wendy and Marceau, Jane. (n.d.). Running on Empty? Innovation in the Australian
Automotive Industry. Retrieved September 2, 2010, from Web site:
1. Initial IBB Preparations.
2. Preparing with constituents.
3. Opening statements.
4. Identifying issues.
5. Developing a list of standards.
6. Identifying interests on each issue.
7. Identifying options for each issue.
6. Identifying the acceptable option.
8. Accepting the option as a tentative agreement. (Alfano, 1997)
During initial IBB Preparations the parties should choose a facilitators and the sharing of costs should be discussed. A plan should be laid out should an impasse occur and a schedule for meeting should be set as to time, place, and choosing someone to keep the minutes or record of the meetings. A list of standards needs to be developed for evaluation of proposed solutions for elimination of the unacceptable and toward finding the acceptable solution. The development of this list allows for the sharing of beliefs and better understanding each other
IBB Preparation Checklist
1. Employer and Union representatives meet to agree…
Alfano, John C. (1997) Maine Labor Relations Board April 1996 Revised: March 28, 1997
Advisory, Conciliation and Arbitration Service, 2000. Annual Report 1999 -- 2000. October.
Addison, J.T., and M.L. Blackburn, 1999. Minimum Wages and Poverty. Industrial and Labor Relations Review. 52 (3), April.
Osterman, P. (1994): How common is workplace transformation and who adopts it?, in Industrial and Labor Relations Review, 47(2), pp. 173-188
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…
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.
hen the behavior is followed by a favorable consequence, the behavior is more likely to recur over and over. However, if the behavior is followed by a negative consequence or a painful consequence, then the behavior is less like to happen again.
The third type of learning is Motor Learning. Carlson says that motor learning is "the establishment of changes within the motor system." (433). He claims that this type of learning is a component of the stimulus-response type of learning. However, this type of learning must involve some form of sensory guidance from the environment and it elicits a reaction from the body.
Finally, the fourth type of learning that Carlson describes is Relational Learning. This is the most complex type of learning and it "involves learning the relationship among individual stimuli." (431) Relational Learning involves spatial learning which is the actual process of identifying similarities and differences among…
Carlson, Neil. Physiology of Behavior, Ninth Edition. Published by Allyn and Bacon in Institute of Perceptual Learning. How Perceptual Learning Works. Retrieved on December 10, 2009 from http://www.perceptuallearning.com/plearn.php.
Motor Teaching and Motor Learning. Retrieved December 10, 209 from http://moon.ouhsc.edu/dthompso/mtrlrng/mtrlrng.htm
Human Resource Retention
Human Resources Membership and Retention
Organized labor unions have seen a decline in membership retention of the last twenty years because of a loss of manufacturing jobs in the United States. There are many different perspectives in which to view this phenomenon from. Due to the rise of the globalized business environment, labor is no longer necessarily required to be in proximity to the parent company. More and more organizations are outsourcing labor or opening foreign operations in locations where the labor force is far less expensive and yet still highly skilled. Therefore businesses have a strong financial incentive to explore labor markets around the world. Furthermore, in many cases, there are also significantly relaxed or no regulations present in foreign markets. All of these factors make it difficult for labor in the United States to be competitive and in turn the organized labor unions have diminished…
Beggs, J. (N.d.). The Decline of Union Power. Retrieved from Economics: http://economics.about.com/od/laborinamerica/a/union_decline.htm
Crovitz, G. (2011, October 31). Steve Job's Advice for Obama. Retrieved from The Wall Street Journal: http://online.wsj.com/article/SB10001424052970203687504577003763659779448.html
Mayer, G. (2004, August 31). Union Membership Trends in the United States. Retrieved from Cornell University ILR School: http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1176&context=key_workplace
Occupy Wall Street. (2012, March 24). The revolution continues worldwide! Retrieved from Occupy Wall Street: http://occupywallst.org/
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.
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…
The current business climate being what it is, it is likely that employees and labor organizations will understand the necessity of certain cuts, but the inclusion of employees and/or their representatives in the decision making process is still very important and highly beneficial to any organization. It will also, of course, make other aspects of the human resource manager's job less difficult, as it will then be possible to maintain better employee/management relationships and thus other issues can be engaged in with a lessened degree of animosity or adversity. The more in sync management and employees can become in this era, the greater the potential for organizational growth and profitability.
Combined Functionality and Varying Importance
Though discussed separately above, all of these issues of human resource management are of course interrelated. Labor relations are hugely influenced by compensation and benefits packages as well as through safety and health standards, development…
Condrey, S. (2010). Handbook of Human Resource Management in Government. San Francisco: Jossey-Bass.
Sison, P. (2003). Personnel Management in the Twenty-First Century. Quezon City, PH: PMAP.
Werner, J. & DeSimone, R. (2008). Human Resource Development. Mason, OH: Cengage.
York, K. (2010). Applied Human Resource Management: Strategic Issues and Experiential Exercises. Thousand Oaks, CA: Sage.
Another psychological approach studied the physical basis for emotion. LeDoux (1995, p. 209+) noted, "Scientists concerned with human nature have not been able to reach a consensus about what emotion is and what place emotion should have in a theory of mind and behavior." He proposed, however, that "findings about the neural basis of emotion might also suggest new insights into the functional organization of emotion that were not apparent from psychological findings alone. The brain, in other words, can constrain and inform our ideas about the nature of emotion." This would seem to play into any discussion of genetics vs. culture as emotion is viewed, accurately or not, as a construct of societal norms in large part. Because fear is a common part of human life, LeDoux uses it to investigate his theories. "The expression of fear is conserved to a large extent across human cultures and at least…
Moore, J. (2002). Some thoughts on the relation between behavior analysis and behavioral neuroscience. The Psychological Record, 52(3), 261+. Retrieved November 19, 2004, from Questia database, http://www.questia.com .
Suh, Eunkook M. 2002. Cultural influences on personality. Annual Review of Psychology;
Retrieved November 19, 2004 from Highbeam database, http://www.highbeam.com .
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…
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 resource management, whether specifically titled or not, has been a part of any organization's management since groups banded together for specific tasks. Ancient armies, projects, and even educational and religious institutions all had concerns about their ability to bring in the appropriate person for the positions at hand. Formally, Human esource Management in the contemporary world is both the tactical and strategic manner in which an organization manages the human portion of its resources, both collectively and individually, and how management of those individual resources contributes to the overall positive objects of the business. Over the past few decades, though, and with the advent of increasingly sophisticated technology, Human esource management has changed from using people to employ people, develop people, and track the utilization and compensation of their services. Instead, a newer system has evolved using computers, database management, and data mining to provide more optimal ways in…
Introduction to the Human Resources Discipline of Workplace Safety and Security. (2010, March). Retrieved from Society for Human Resource Management: http://www.shrm.org/hrdisciplines/safetysecurity/Pages/SafetyIntro.aspx
Armstrong, M. (2008). Strategic Human Resource Management (4th ed.). Philadelphia: Kogan.
Budd, J. (2007). Labor Relations: Striking a Balance. New York: McGraw-Hill/Irwin.
Effron, M., & Goldsmith, M. (2008). Human Resources in the 21st Century. New York: Wiley.
Human Qualities of the Theologian
The task of the theologian is that of utter responsibility and the necessity of having a connection to his church and the world outside of it. It is definitely not a task for the faint of heart. Among the many intricate and often overlapping tasks of a theologian is the necessity of fostering a sense of understanding with faith and theology. "Christians want to understand what they believe, what they can hope for, and what they ought to love" (Migliore, 2004). Thus, while Christianity is able to have trust and obedience in the hope and love of God, theology has to struggle with some of the more difficult issues connected to this journey, via reflection, inquiry and the pursuit of truth (Migliore, 2004). Thus, the theologian must pursue truth and keep asking questions while instilling his work and his journey with a certain amount of…
Dore, T. (2003, April 8). The Responsibility and Tasks of Theology in the Church and the World Today. Retrieved from cua.edu: http://publicaffairs.cua.edu/RDSpeeches/03DoreLecture.cfm
McGrath, A. (2011). Christian Theology. Walden: John Wiley.
Migliore, D. (2004). Faith Seeking Understanding: An Introduction . Grand Rapids: Eerdman Publishing.
Tynan, T. (2014). The Role of the Theologian. Retrieved from gonzaga.edu: http://guweb2.gonzaga.edu/metz/job.html
Human esource Management Methods
What are the author's main points?
The paper discusses Christopher Tomlins' The State and Unions: Labor elations, and the Organized Labor Movement in America as well as Jean-Christian Vinel's The Employee in relation to the different advances and progresses that have transpired in the past 25 years. The main point presented by Hurd, the author, is that the deterioration of labor unions in terms of marginal protections offered under present law labor law and regulations seems to be in tandem with Tomlins' proposition that the New Deal solely offered a counterfeit liberty to labor. Hurd asserts that the deteriorating aspects of labor demonstrate an indication of rigidity amongst institutions and internal weakness because of external limitations and restrictions. This is owing to poor policies as well as the limitations of the labor law.
Do the arguments presented by the author support the main point? What evidence…
Bryson, A., & Wilkinson, D. (2001). Collective bargaining and workplace performance: An investigation using the Workplace Employee Relations Survey 1998 (Vol. 12, No. 01/122). Department of Trade and Industry.
Hurd, R. W. (2013). Moving beyond the critical synthesis: does the law preclude a future for US unions? Labor History, 54(2), 193-200.
Spangler, B. (2003). Integrative or interest-based bargaining. Beyond Intractability.
Tomlins, C. L. (1985). The State and Unions: Labor Relations, and the Organized Labor Movement in America. New York: Cambridge University Press.
Human Resources as Critical Investments
IN AN ORGANIZATION'S FUTURE
The purpose of this paper is to explore whether or not the human resources (HR) within an organization should be used as critical investments. To support this exploration, the terms "human capital," "human assets" and "intellectual capital" will be discussed, on the merits of each specific term as well as in relation to one another. Finally a conclusion will be drawn that determines if human resources should be viewed as any or all of the above terms, and if HR managers should utilize them as critical investments in an organization's future.
To begin, the overarching term "human resources management (HRM)" must be understood. HRM essentially is an all-encompassing term that refers to how an organization's human resources are used to achieve the organization's overall objectives or strategic directions. HRM includes a continuum of activities that can be compartmentalized into seven categories:…
Boone, Christophe, Arjen van Witteloostuijn. Industry Competition and Firm Human Capital. Small Business Economics. 1996. Vol. 8. Pp. 347-364.
Boudreau, John, Peter Ramstad. Measuring Intellectual Capital: Learning From Financial History. Human Resource Management. Fall, 1997. Vol. 36, No. 3. Pp. 343-356.
Bradley, Keith. Measuring Return on Human Assets in Companies. Feb., 1993. London School of Economics, Business Performance Group.
This virtually means that the international community could soon observe mutations in the type and nature of the outsourced processes.
In general terms, companies are looking to outsource growing numbers of more complex operations as they are not willing to assume the risks and make the necessary investments. In this order of ideas, they outsource the operations to firms which have already made the investments and assumed the risks. "Organizations are reluctant to invest in and maintain cutting-edge technology and technical specialists internally, when they know that similar assets exist externally, and were developed with others' investment and risk" (Greaver).
While the companies recognized and capitalized on the benefits of outsourcing, the communities identified the limitations of the processes. The most common dissatisfaction was linked to the fact that outsourcing took jobs away from national workers and gave them to foreigners. In 2003, over 300,000 jobs within the United States…
2009, International Association of Outsourcing Professionals Predicts Top 10 Outsourcing Trends to Watch for in 2010, International Association of Outsourcing Professionals, http://www.outsourcingprofessional.org/content/23/196/1967 / last accessed on March 15, 2010
2009, the benefits of outsourcing, Outsource2India, http://www.outsource2india.com/why_outsource/articles/benefit_outsourcing.asp last accessed on March 15, 2010
Benaud, C.L., Bordeianu, S., 1998, Outsourcing library operations in academic libraries: an overview of issues and outcomes, Libraries Unlimited, ISBN 1563085097
Bucki, J., 2010, Top 6 outsourcing disadvantages, About.com, http://operationstech.about.com/od/outsourcing/tp/OutSrcDisadv.htm last accessed on March 15, 2010
Human esource Management in Multinational Banks in Tanzania
ealization of effective management of operations and resources in the financial institutions is a dream for most organizations globally. Providing services that aim at meeting consumer needs becomes a key determinant that influences the realization of the stated objectives. In specific, providing services that empower the employees ensure the realization of the planned objectives as it creates the desired organizational culture of excellent performance. Analysis of different companies shows that the variance in the performance arises from the manner in which operations are managed (Wilkinson, 2009). Therefore, the following analysis compares and diagnoses the management of human resources of two multinational banks in Tanzania. The analysis illuminates the light into the different factors that influence effective management of operations in an organization.
Major issues that work against the concept of performance management
Analysis of the case study reveals different issues in the…
Beamish, P.W. & Newenham-Kahindi, A. (2007). Human Resource Management in Multinational Banks in Tanzania. Ivey Publishing. 18 pages. Publication Date: Oct 29, 2007. Prod. #: 907C40-PDF-ENG
Brugere, C.D. (2010). Aquaculture planning: policy formulation and implementation for sustainable development. Rome: Food and Agriculture Organization of the United Nations.
McNett, J.M. (2005). The Blackwell encyclopedia of management. Malden, Mass.: Blackwell Pub
Newenham-Kahindi, A. (2011). Human resource strategies for managing back-office employees in subsidiary operations: The case of two investment multinational banks in Tanzania. Journal of World Business, 46(1), 13 -- 21. doi:10.1016/j.jwb.2010.05.013
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…
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.
He is unaware that it is his free will that is longing to escape. hile he is wise not to ignore his inner yearnings, he is oblivious on how to obtain his freedom. All he knows is that he is lost and he must find a way to himself. This is a personality trait that every human being is born with and when it becomes endangered the human instinct is to resist.
Resistance is not always easy as Orwell demonstrates in his novel. inston and others in the novel are met at all sides to conform but it is not so easy, as inston illustrates. The yearning of human nature is compounded with images of Thought Police, another intrusive presence that makes life unbearable. inston tells us, "At home and in bed in the darkness you were safe from the telescreen so long as you kept silent" (96-7). Again, we…
Orwell, George. 1984. New York: Harcourt Brace. 1977.
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.
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:
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
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…
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,
The Decline of Unions -- Why? (2007). Retrieved March 11, 2011, from Web site:
Human esource Management Methods
Workplace conflicts take place everywhere and paying no attention to them can have severe consequences. For instance, employees spend a great deal of time gossiping, and this can lead to reduced employee productivity and significant drain on an entity. It is imperative for H professionals to examine and understand the reasons behind workplace conflict and tackle them before or even after employees are unable to work together (Lytle, 2015).
What is your response to the area director?
My response to the area director is that is sexual harassment. This is unhealthy workplace conflict. Sexual harassment is delineated as unsolicited sexual advances, appeals for sexual favors and other vocal or physical demeanor of a sexual nature. Sexual harassment is a serious aspect that can impede a personnel's job performance, or generate an unapproachable, unreceptive or offensive work setting (Society for Human esource Management, 2016). It…
Cooper, L. M. (2012). Top 10 tips for conducting an effective sexual harassment investigation. HR Hero Line. Retrieved from: http://www.hrhero.com/hl/articles/2012/07/31/top-10-tips-for-conducting-an-effective-sexual-harassment-investigation/
England, D. C. (2016). How to Handle Discrimination and Harassment Complaints.NOLO. Retrieved from: https://www.nolo.com/legal-encyclopedia/guidelines-handling-discrimination-harassment-complaints-29490.html
Lytle, T. (2015). Confronting Conflict. HR Magazine.
Society for Human Resource Management. (2016). Sexual Harassment Policy and Complaint/Investigation Procedure. Retrieved from: https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/cms_000554.aspx
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Women's Issues - Sexuality
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This virtually means that the international community could soon observe mutations in the type and nature of the outsourced processes. In general terms, companies are looking to outsource growing…Read Full Paper ❯
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Human esource Management in Multinational Banks in Tanzania ealization of effective management of operations and resources in the financial institutions is a dream for most organizations globally. Providing services…Read Full Paper ❯
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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…Read Full Paper ❯
He is unaware that it is his free will that is longing to escape. hile he is wise not to ignore his inner yearnings, he is oblivious on how…Read Full Paper ❯
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…Read Full Paper ❯
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…Read Full Paper ❯
Human esource Management Methods Scenario #2 Workplace conflicts take place everywhere and paying no attention to them can have severe consequences. For instance, employees spend a great deal of…Read Full Paper ❯