Human Resource Development Essays (Examples)

However, they focus on cost efficiency and development programs can be costly. Also at this stage, it is crucial to differentiate between the various resources which are required, such as technological resources, financial resources or labor force resources (Mayhew, 2011). This specifically implies that it is necessary to recognize and accept the costs of the development program. It is for instance plausible for the program to generate operational inefficiencies and Wal-Mart has to accept these short-term limitations.
6. Communications. Communications play a crucial role in the development of managers at Wal-Mart, but also at any other economic agent. Communication is in essence "so fundamental, that without it, no organization can exist and function effectively towards achieving its goals" (FK Publications). In order to enhance communications, John M. Grohol recommends the following:

a. Stopping and listening to the other party

b. Forcing oneself to hear what the other is saying

c. Paying attention of…

HUMAN RESOURCE DEVELOPMENT STRATEGIES IN THE GHANA WATER COMPANY.
Human resources refer to the knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organization's workforce. The more important aspects of human resources are aptitude, values, attitudes and beliefs. But, in a given situation, if these vital aspects remain same, the other aspects of human resources like knowledge, skills, creative abilities and talents play an important role in deciding the efficiency and effectiveness of an organization's workforce.

However, enhancement of utilization value of human resources depends on improvement of the human resource aspects like skill, knowledge, creative abilities and talents and molding of other aspects like values, beliefs, aptitude and attitude in accordance with the changing requirements of groups, organization and society at large. This process is the essence of human resource development. It is clear from this interpretation that human resource development improves the utilization value of an organization.…

HM
Equal Employment Opportunity and Employee ights eview

The Office of Civil ights (OC) in the United States is the organization that ensures compliance with anti-discrimination acts such as the Pregnancy Discrimination Act of 1978 and the Drug-Free Workplace Act of 1988. These are two completely different acts, in that the Pregnancy Discrimination Act of 1978 explicitly prevents discrimination against pregnant women and is therefore an employee rights act; whereas the Drug-Free Workplace Act applies only to federal employers and does not extend even to contractors. While it does theoretically protect some workers from the potential dangers of working with colleagues under the influence, the Act is limited in scope and in fact, potentially enables federal agencies covered under the act to violate civil liberties of employees via drug testing. It is worth noting, however, that the Drug-Free Workplace Act does not require nor authorize drug testing (United States Department of Labor,…

The differences identified during this process determined the training objectives that must be reached by these programs. Furthermore, the company selects the trainees, the training methods, and the evaluation process.
The necessity of training programs relies on a series of factors. This is because these programs are able to help the company develop a pool of skilled employees that can be recruited on several positions within the company. This is useful in the case of companies that prefer to focus on internal recruitment sources. In addition to this, such training programs allow the company to better use technological developments as a result of skilled employees.

Training programs also develop motivated teams, characterized by high efficiency and productivity levels. This increases employee satisfaction and helps the company improve its position on the market in comparison with its competitors. This strategy also allows the company to expand its business on international level.

There are…

Strategic human resource development in small businesses, in the United States," explores prior studies, which investigated the frequency and impact of strategic human resource development, and strategic planning in small businesses in America (Fox, 2013, p. 77-115). In order to achieve the objective, the paper utilizes studies from countries, for instance Canada, and the United Kingdom, primarily because the countries share several economic and cultural attributes with the United States (Fox, 2013, p. 79). Following the review, the paper aims, in addition to the fore-mentioned aims, to explore the role of human resource professionals in the strategic business planning (Fox, 2013, p. 99).
Fox's presents a literature review and follows a review of relevant literatures on the subject. The work depends greatly on prior literatures, which explains the online search strategy the author employed. Fox searched for the prior literatures using popular databases including Scopus, Business Source Complete, ABI Inform…

1. Describe the learning condition you think is most necessary for learning to occur. Use specific examples to support your answer. Learning depends on practice more than anything else, the ability to rehearse either mentally or physically the necessary skills or knowledge. As Noe (2013) points out, there are several pre-practice conditions necessary for learning to occur. Those include metacognitive conditions and a positive climate of learning. Characteristics of a positive climate of learning include feedback, reinforcement, goal setting, and reminders. Employees need feedback, “information about how well people are meeting the training objectives,” (Noe, 2013, p. 176). Feedback helps keep trainees on course, maximizing training resources and minimizing time wasted. Feedback is not empty praise or criticism but concrete and detailed evidence about what is being done correctly and how to change what is not. Metacognition refers to the conditions whereby individuals develop self-mastery and control over their own thinking…

A number of companies put into practice an ethnocentric direction in which the management is focused on the home market. Ideas that begin from the headquarters are thought to be better than to those that come from the foreign subordinate. Top organization in the foreign business is usually managers that come from the head office. Some of the businesses take a polycentric approach, in which each market is thought to be exclusive. Supervision in home companies is typically taken on by local people. The third approach is geocentric, which is rather like the ethnocentric approach as it shifts the authority back to the head office for employing managers. These supervisors are hired from dissimilar areas around the world. Essentially the geocentric approach looks for the most part appropriate employees from a collection of gifted people and they are employed on their value and not because of where they came…

Off the job training is implemented in a location different from the actual place of employment. The more common methods of off the job training include the day releases (through which the employees take the day off work to engage in the training program), distance learning, block release courses, sandwich courses or self-study. The main advantages of this method are that the quality of the results is increased, as the commitment is also higher. Additionally, the trainees come to capitalize on the expertise of various specialists and can become more knowledgeable and confident employees. Still, despite these advantages, off the job training is not suitable for diversity efforts at the Police Departments; it is costly and it induces the loss of work (Tutor2U).

Last, the behavioral methods of training include processes such as games and simulations, behavior modeling efforts, business games, case studies, equipment stimulators or role plays (Training and Development).…

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

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

Table of contents

Introduction

Purpose of the report

Issues

esearch methods

Significance of the project

52. Literature review

52.1. Customer centric business

62.2. Difficult working schedules

72.3. Adjacent tasks

73. The issues at ACQ

73.1. Customer…

Adult Education
Within Human esources Development

The literature which describes and analyzes the important aspects of adult education - within the Human esources Development genre - is vitally important in relating to today's employees who seek - and deserve - learning opportunities within their workplace environment. It provides a point of reference, it offers stimulating ideas for digestion and analysis, and it zeros in on the issue at hand, which is that learning should be encouraged and facilitated by employers, and it should be done in such a way that gains in individual learning and knowledge will transfer to competency on the job, and ultimately, profitability for the employer.

An exceptionally useful article by Theodore J. Marchese, entitled, "Insights from Neuroscience and Anthropology, Cognitive Science and Work-Place Studies": e.g., the brain is "remarkably plastic across the lifespan..."

Early experiences and genetic inheritance are very important," Marchese writes in his piece, 'The New Conversations…

HD Strategy
Strategy and Human esources Development: Evidence of Best Practices and General ecommendations

Developing and adhering to a clear and concrete strategy is something that seems of obvious importance to any organization, yet a true understanding of what strategic planning and commitment entails is often surprisingly lacking in many organizations. In order for a strategy to be effective, not only must it appropriately account for external situations and internal capabilities, but it must also include concrete operational controls that will serve to maintain strategic focus and goal attainment in all areas of the organization's activities. One such area is human resources management, and especially human resources development. The following pages contain a review of current literature on the subject, providing a set of evidence-based best practices for human resources development that support overall strategies and providing a brief set of general recommendations in the area.

Evidence of Best Practices

General and long-term research…

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…

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 the context…

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 competitive…

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 Skills

7. Teamwork Skills

2. Listening Skills

5. eading Skills

8. Leadership Skills

3. Speaking…

Human esource Learning Development
Human esources Learning Development

Learning and development is among leading businesses. Despite the current organizational budget squeezes, companies are making significant investments in training employees. esearches done on American companies reveal that these billion investments have actually improved the workforce where by skills are being transferred to everyday job (Wilson, 2005).

Human esources and Learning and Development activities support the Organization's strategy

Learning development or training development is one of the most significant components to our work and lives. Many people perceive training to be an activity that gives the outcome or is a result of learning. The learning is also considered as the new competency or abilities, skills and knowledge. We highly value learning in our culture. We may have undergone a series of learning processes, but many of us are still not equipped with the knowledge of carefully modeling an approach to training and development. This topic can…

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 a company. But just as H was gaining competencies in…

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 the relationship between…

This phase also includes the definition of market-competitive base salaries, merit increases, benefits, bonuses and incentives. It is also the area where benefits are budgeted for and offered. Many practitioners and managers both see this as the most critical phase of the HM lifecycle for retention as a result (Ulferts, Wirtz, Peterson, 2009). In fact it is the development of jobs that have a wider span of responsibilities and link personal achievement to the attainment of challenging goals rather than making pay purely dependent on minimal levels of performance (Pilenzo, 2009). HM can help employees find challenge and meaning in their work by using the strategies in this phase of the lifecycle with intelligence. The role of salaries and benefits in terms of giving employees a sense of autonomy is also critical not only for employee satisfaction and the marketing of a company to potential employees as world-of-mouth is…

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 programs,…

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…

These practices include: selective hiring, employment security, self-managed team, extensive training, sharing information, diminution of status differences, and stipulation of high pay contingent on organizational performance.
Other authors analyzed by Chang and Huang sustain that SHM benefits company both directly and indirectly as it modifies passivity into initiative by clearly communicating organizational goals and encouraging the participation of line-managers. In addition, by generating structural cohesion, defined as "an employee-generated synergy that propels a company forward, enabling the firm to respond to its environment while still moving forward" (Chang and Huang, 2005), the SHM influences positively organizational performance.

Various other testimonials strengthen the idea that a good strategic orientation of human resources will mostly appear in high performance firms, as contrary to the cases of low performance firms, which tended to apply more conventional methods. (Jackson and Schuler, 1995)

Human esources Management (HM) and the Strategic Management Process (SMP)

In order to successfully promote…

A matrix is developed in order to show the probability of an employee moving from one job to another or leaving the organization altogether. The underlying assumption is that the departure or movement of personnel among various job classifications can be predicted from past movements (Stone, 2009, p.69). Another tool that can be used is that of a trend analysis. A trend analysis is study of the organizations past employment needs over a period of years in order to predict the future. This is based on the theory that the future is an extrapolation from the past. This allows Human esource needs to be estimated by examining the events of the past (H Planning, n.d.).
With a merger it is important for these processes to be done involving all employees at both institutions so that a clear picture can be captured of what internal resources are already available. This allows…

In a nutshell, the most common training program for plastic surgeons takes up about seven years following medical school and can be done throughout individual studying and medical exams as well as throughout attending medical conventions and symposiums.

ibliography

Human Resource Guide to the Internet, 1998-2001, Job Analysis: Overview, http://www.hr-guide.com/data/G000.htm, last accessed on February 22, 2007

The official web site of the Institute for Plastic Surgery of the Southern Illinois University School of Medicine, 2004, Resident responsibilities when assigned to the plastic surgery service, http://www.siumed.edu/surgery/plastics/response.htm, last accessed on February 22, 2007

Lance Gray, Judy McGregor, Human Resource Development and Older Workers, 2003, Asia Pacific Journal of Human Resources, Vol. 41, No. 3, http://apj.sagepub.com/cgi/content/abstract/41/3/338,last accessed on February 22, 2007

Susan M. Heathfield, January 2007, Orientation vs. Integration, About: Human Resources, http://humanresources.about.com/od/orientation/a/orientation.htm, last accessed on February 22, 2007

Robert acal, 2007, a Quick Guide to Employee Orientation - Help for Managers & HR, Work911/acal & Associates usiness&Management Supersite,…

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:

Human Resource Planning -…

The first consideration is that employees may be reluctant to reveal their innermost feelings about the company for fear that they will be punished for their responses. For this reason, it is imperative that employees are assured of absolute anonymity. This will also encourage honest answers and be the most likely to result in discovering the root causes of the problem. Employees will be able to respond anonymously by dropping their folded responses into a box by human resources.

Those that feel good about their job may be more eager to respond to a survey than those that are unhappy. A voluntary response would be more likely to result in a biased sample population. It is important that the sample is representative of the entire plant, rather than a small, select group. Therefore, employees will be told that the survey is mandatory. Although, there will be no real way to identify…

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…

In this regard, human resource development will encompass the lucid development of staff in relation to best practices. For instance, performance appraisal mechanism should be integrated instructively.
Part B.

Incorporation of the presentation in a clinical environment

This presentation has been integral in explaining the importance of the human resources in illuminating to other departments. The section has clarified the need for derived necessity to orient a quality human resource with the intent to foster proper development of a consistent organizational culture. In particular, the presentation has focused on the nature of quality recruitment, training, and follow up training mechanism. Ideally, it should be noted that health practice is a dissatisfactory career that is considered unthankful to a majority of the practitioners. Therefore, it is imperative to develop decisive policies that will seek to respond directly to prevailing challenges collectively.

In a work environment, the desire to develop robust policies that are engineered…

Human esource Development Initiatives for the Department of Veterans Affairs
As the nation's largest healthcare provider and second-largest federal agency, the Department of Veterans Affairs (VA) is responsible for administering a multi-billion dollar budget in support of the nation's heroic veterans. The VA fulfills its mandate to care for veterans and their families through a nationwide network of medical centers, outpatient facilities, Vet Centers and domiciliaries that provide the entire spectrum of medical, surgical and rehabilitation healthcare services. Given the importance of its mandate and scope of its budget, the VA is well situated to take advantage of a wide range of human resource initiatives that can save money, improve organizational performance and the quality of healthcare provided to the country's veteran population. This study defines five such human resources initiatives and describes how they can be applied to achieve these goals. A summary of the recommendations and their potential…

Human esource Management (HM) in today's culture is very prominent and important. The most important resource with any organization is the human component and it is of extreme importance to manage and develop this crucial asset in a way that is in alignment with the strategic outlook of that organization.
The purpose of this reflective essay is to explain and contextualize the major areas of scholarly discussion of Human esources Management. This essay will examine how the following areas impact the organizational performance of an organization by interjecting specific examples of its practices in my own career occupation within the Veterans Administration Call Center. These examples will be used to highlight my own subjective interpretation of the material presented in this course and serve as the criteria to weigh the effectiveness of each area.

The following areas of HM will be included in this discussion:

EEO and Affirmative Action,

Human resources planning, recruitment,…

The tourism activity requires clear quality standards that Hilton must meet. This business sector is more stable from this point-of-view than advertising. In other words, Hilton has an easier job than Interpublic Group in developing and implementing its strategy. Their strategies are based on different strategic objectives.
Interpublic Group must counteract the effects of various changes determined by the business environment. In order to reach this objective, the company must hire employees that are able to identify these effects and to develop strategies that the company can use in increasing its market share. Such situations are not frequent in the business sector of Hilton.

Another difference between the human resources strategy of these companies is represented by the motivational strategies that these companies use. These business sectors require different types of motivational strategy. The activity of Hilton requires employees that are able to follow the rules established by Hilton or by…

Human esources, the main issue here is the customization of rewards related to work achievements in small organizations. We will also assess the relation our main question has with previous major topic regarding the intrinsic and extrinsic shift of business needs in times of recession. Some focus will also be given on the proposed methods which can be used to give assists in the customization of rewards as well as some reflection on other related issues. Finally the paper will conclude all the necessary details.
Let's assess some of the main issues regarding rewards management in small organizations. The main question here is that what should be the basis for rewarding any employee. Another important thing to note is the determining of categories which every employee has within a small organization, this is relatively different from the general categories the employees have in a big firm. Another important question here…

Ethics, Human esources, Management
Discuss the ethical issues that need to be considered when you (1) design a research project, (2) collect data, and (3) analyze and report data.

When a research project is designed, data is collected, and then the data is analyzed and reported, there are a number of ethical issues that have to be carefully considered. Unfortunately, many researchers who are inexperienced are not clear on how they should address the issues that surround the collection of data (Cohen & Arieli, 2011). That is especially true if the project requires the researcher to collect data from human subjects, as there are additional points that have to be raised and more care that has to be taken (Gorard, 2013; Kara, 2012). The design of the research project should take that into account, and should work with that information from the beginning so that there are no surprises in the future.…

Training and development is crucial to the growth and success of any organization. This paper analyses how training and development can be used as an effective tool to strengthen those skills that an employee needs to improve upon and better perform on the job. Although there is clear evidence that training is positively associated with better job performance, the relationship between performance and training is complex. Several key paradoxes of organizational and employee freedoms and needs are revealed and an evaluation of the specific training and development recommendations is performed.
One of a company's most valuable assets is its employees. The value of human capital cannot be underestimated nor should it. Employees are the backbone of an organization. Ill-equipped and poorly trained employees can lead to organizational failure. Training and development is one of the several ways that organizations help ensure their workers have the requisite skills for today and tomorrow.…

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 employee turnover…

Training and Development Strategy
There are a number of different facets of training that are detailed in the first two chapters of Blanchard and Thacker's tome Effective Training that are of interest to Human esource generalists who have limited experience in T&D. Nonetheless, not all of these topics are as important as some of them are, which is why if I were to lecture a group of such generalists I would tend to focus on four topics that have broad areas of applicability across training. The four areas I would focus on include Trends in Training, the training process model, aligning training with strategic planning, and understanding how Human esources, Human esource Development, and Organizational Development interrelate to implement tactics for training to achieve organizational strategic objectives.

In many ways, the vast majority of the trends in training have been influenced by the prominence of technological advances in the workplace and in…

'" (p. 262)
This characterization helps to clarify what Stewart sees as the reciprocal relationship between security and all aspects of civil solidity. In today's parlance on the subject, security is frequently assumed to relate directly to military and defense matters. And certainly, this is military domain is a dominant function of 'security' as an objective. But Stewart also speaks of security as an objective of development on the whole, extending its definition to imply the presence of infrastructural soundness; the establishment of a government, peacekeeping and law-enforcing presence that is stable and fair; the creation of an economy that is dynamic and efficient; the provision on suitable public programs in education, employment, etc.; and the general pursuit of a higher threshold for living and resource distribution.

This is a valuable point to stress, as Stewart's article captures well the need to better define the goals and expectations of developmental progress in…

Smart Goal for CES Training and Sarwar Article Feedback
Smart Goal For CES Training And

SMAT goals are clear and concise and therefore more likely to be understood.

(Moskowitz, 2008, p. 44).

SMAT Goal for CES Training

The training proposal for the three stores in the Palm Beach, Florida area under franchise from Caribbean Express Shipping (CES), a faux company, will include a number of SMAT goals. A SMAT goal, according to Moskowitz (2008), instructor at University of California San Diego Extension who teaches training and development in the business and management program, also founder of Training Q. And A Consulting, in the book, A practical guide to training and development: Assess, design, deliver, and evaluate, proves to be:

Specific,

Measurable,

Attainable,

ole-elated, and Time-Bound.

In regard to being specific in the proposed training for CES, the instructional designers plan to train all employees currently packaging items and handling packages. elating to the training being measurable, the trainers will need…

Human Resources
Domestic and International Human Resources

Adler (1990) emphasizes the importance of the international experience in the business world. The developing technologies between the time of Adler's presentation and 2004 has made this all the more prominent. When distinguishing between domestic and international human resources then, it is important to note that the one seldom goes before the other, while the domestic human resources paradigm has developed over a far longer time than international human resources. Adler (1990) explains that there has been an evolution in the business world from domestic human resources to international or global human resources. This has to be taken into account when business is conducted both on the local and international level.

When a company is domestically orientated, the product or service remains focused on the domestic market. Thus, research and development, as well as marketing occur on the domestic level. With a centralized organization structure there…

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 organization. This means that…

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 is…

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.

eferences

Ho, C. (2007). Measuring system performance of an EP-based supply chain. International Journal of Production esearch, 45(6), 1255-1277. doi:

10.1080/00207540600635235

Karimi, J., Somers, T.M., & Bhattacherjee, A. (2007). The ole of Information Systems

esources in EP Capability Building and Business…

Human esources & Change: The Internal evenue Service
Human esources

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.

Human esources &…

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 the…

Human esource Management • evaluate selection practices procedures organisations comparing ' practice' • compare structured process recruitment organisations evaluate methods media •
Human esources Management

Selection processes and practices are vast theoretical concepts, which can be implemented using a wide series of theoretical models. While the availability of scholarly resources cannot be denied, the practical implementation of selection processes and practices within firms is often undisclosed to the public. It is subjected to internal regulations and not communicated to the public. At the Prairie View A&M University for instance (a member of the Texas A&M university system), selection is simply stated to be conducted "by an ad hoc committee made up of faculty within the department of Agriculture, Nutrition and Human Ecology" (Website of Prairie View A&M University). As a comparison to the best practices, a statement can be made in the meaning that the selection process would have to be carefully…

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 and ever-changing…

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 coherent…

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…

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 takes place,…

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 want job security and would…

Human resource managers must help their companies become more sensitive to the issues of sexism, religion, sexual orientation, marital and family status, age, and other life experiences.
The economic position of most companies has shifted drastically in the past decade. One of the strongest forces influencing the way we do business is the phenomenon of globalization, a process in which companies in countries around the world are increasingly linked. A difficult challenge for humane resource managers is developing a system that works in their home countries as well as abroad, where circumstances of life and expectations of employees are often vastly different. The human resources manager must understand thoroughly not only the culture of employment at home but also the intricate rules and culture in all of the other places in which they have employees.

The technological world moves fast, and human resources managers must keep up. The simple fact that…

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 to the Form

hy are…

Human esources Contribution to Competitive Advantage
The human resources department has many opportunities to provide an organization with a competitive advantage. Firms recognizing that human resources can perform beyond simply administering benefits and filing employment documents, but can also play an integral role in shaping corporate culture into a highly productive machine, will experience significant bottom line gains. From quality recruitment, increased employee retention, and diversity, to heightened customer satisfaction and effective job training programs, the human resources department serves as the pulse of leading corporations.

Quality ecruitment

Since the United States has shifted away from manufacturing and is now primarily service-driven, the collective brainpower of an organization is one of the most crucial assets. The human resources department is responsible for recruiting talented individuals who can offer the most value to the organization. Attracting educated, experienced staff members can provide an organization with the knowledge base needed to achieve the type of…

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 (2012). Summary of the…

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 areas of selection…

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 that were…

The company therefore needs to do what it can to help employees through the restructuring process. Furthermore, organizational restructuring includes identifying shortcomings in HR, and fill these with appropriate recruits from either outside or within the company. Finding appropriate candidates within the company itself may help existing employees to manage their change-related stress better.
Downsizing on the middle management level means that fewer supervisors are available, and that more employees are assigned to a single middle manager. The work load is heavier, and the supervisor may find it difficult to monitor employees as carefully as the case was in the past.

If organizational training and development strategies are properly targeted towards identified shortcomings in the knowledge of employees, this can mean a much more effective HR base for the company. Concomitantly, it can also mean greater profitability for the company. It is however important to conduct thorough research to ensure that…

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 to feel job satisfaction there are several requirement; they need…

Human esources
ecruitment strategy and plan

This document is about laying down a strategy of recruiting employees in sincere college. Employees move, quit or transfer thus creating a need to open job application for interested candidates. It helps to determine what the job entails, tasks and skills of the employees. It covers an outline of the recruitment plan, job description, methods of recruitment, interview procedures and hiring. The strategy aims at attracting qualified applicants ready to take the job.

ecruitment plan

ecruitment goal

The goal is to attract higher standard candidate with skills promoting the name of the Sincere College. This can be achieved where the faculty of the Davis School of Business should suggest names of people who "know people" in the field who should be called upon to nominate individuals. The other way is posting advertisement in newspapers, journals read by people in this discipline and posting advertisement in social media.

Development and training…

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 department works with all employees…