Human Resource Manager Essays (Examples)

Despite the impressive strides the women’s movement has made towards equality in recent decades, women still struggle to achieve parity with their male colleagues in terms of pay and promotion at the managerial level. According to the Society for Human Resource Managers, although women and men may have roughly equal status during the early phases of their careers, this begins to change as the years go on, and both genders do not struggle equally to make progress on the career ladder. Women are less likely to be promoted to managerial roles then men, and their pay suffers accordingly (Miller, 2016). The influence of gender-based inherent bias cannot be discounted, as men may be more apt to promote individuals who seem more like themselves, even unconsciously. After or outside of work events at bars or golf courses can be uncomfortable and unintentionally exclude women, particularly women with pressing family responsibilities at…

References
Miller, S. (2016). Gender gap pegged to lack of promotions. Society for Human Resource Managers. Retrieved from:  https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/gender-pay-gap-pegged-to-promotions.aspx 
Parker, K. (2016). Women more than men adjust their careers for family life. Pew Research Center. Retrieved from:  https://www.pewresearch.org/fact-tank/2015/10/01/wome n- more-than-men-adjust-their-careers-for-family-life/

Human esources Manager Career Analysis

H Manager Career Analysis

The field of human resources continues to grow to ensure personnel who understand the complexities employment law and the realm of employment benefits. In fact, the Occupational Outlook "Handbook" maintains that "Much faster than average growth is expected during the projection period" for human resources, trainers, and labor relations managers and specialists ("Handbook," 2011). Human resources managers come from a wide variety of educational backgrounds, which is an artifact of the different levels of responsibility within the field and the diversity of duties associated with different specialties. In any case, acquiring certification in the area of specialty -- and graduation from college with either a BA or a Masters degree -- provides the greatest opportunities for a good position in the field and for future advancement. The Chronicle Guidance Publications, Inc. offers occupational briefs for all major types of work. The…

References

ASTD Certification Institute's Certified Professional in Learning and Performance Certification (CPLP), American Association for Training and Development (AATD). Retrieved  http://www.astd.org/ 

Certification, CareerOneStop, America's Career Infonet Retrievedhttp://www.careerinfonet.org / certifications_new/cert_search_keyword_results.asp?

by=keyword&from=keyword_search&nodeid=17&keyword=human+resources&searchType=cert_name&soccode=&Indusrtry_By_keyword=&dropdown=yes

Chronicle Occupation Briefs, Individual Titles Beginning with G -- H. Chronicle Guidance Publications, Inc. Retrieved http://www.chronicleguidance.com/catalog.asp?prodid=

Human Resources

Managers from three different HR departments (from three separate companies) were interviewed concerning the management, job duties and focus of their respective HR departments. A summary of each of their responses is included below.

All three companies look to hire experienced HR personnel and then require them to attend training courses. In addition to outside courses, both the second and the third companies required their HR personnel to attend conferences and in-house sessions as well.

The first company's ROI is determined by calculating the average length of employment and the company turnover rate. The average cost per hire is not calculated by the first or the second company and although the third company does not specifically calculate the average cost per hire they do have a focus on retention due to the cost of hiring new employees.

Each company presented different answers in regards to trends effecting their…

Human esource Management

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

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

References

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

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

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

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

Human esource Issues in Health Field

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

References

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

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

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

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

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

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

References

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

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

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

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

Human esource 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…

References

Mayo, A. (2004). Creating a learning and development strategy the HR business partner's guide to developing people. London, Chartered Institute of Personnel, and Development

Wilson, J.P. (2005). Human resource development: learning & training for individuals & organizations. London: Kogan Page

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…

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…

Bibliography

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.

The independent variable was the identity of the subjects as either line managers or human resource managers; the dependent variables were the respective statement clusters expressed in response to the same questions about chronic disease and employee retention.

6. Is an attempt made to test the hypothesis (es)?

Yes. To the extent the hypothesis was that different types of managers would express different views, that hypothesis was tested by the concept mapping methodology.

7. What is your assessment of how well the author(s) relate the findings to the original question or hypothesis?

The authors seem to have related the findings very directly to the implied hypothesis. The results presented the similarities and differences in the perspectives of the two subject groups.

8. Is the research design specifically stated; what design did they used?

Yes. The authors employed a concept mapping methodology to identify clusters of ideas that could be expressed…

Somehow, while the appraisals are meant to rate employees and indicate their chance for a raise or promotion, they seem to be misused and misunderstood in this company.

The objections of the supervisors should be to rate the employee honestly, to candidly evaluate their work and performance, and let them know where they stand in the company. Taking personal feelings, situations, company politics, and fear of lawsuits into consideration only muddies the process and turns it into something to dread, rather than something to learn and grow from. An employee should be able to look forward to an appraisal without fear or distress; they should be able to look forward to receiving a sincere review of their performance, with suggestions for improvements as a guide for the coming year. It does not seem like that happens in many companies.

Human esource Management's ole Health Care Industry

HUMAN ESOUCE Management

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

Human resource management's role health care industry

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

The human resource…

References

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

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

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

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

Personnel Management & Human Resource Management

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

Image-Hospitality Industry

Organizational ehavior

Trends in Hospitality Management

Human Resourcing strategies in Hospitality Industry

Personnel Management & Human Resource Management

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

Bibliography

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

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

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

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

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…

References

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.

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 &…

Bibliography

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

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:…

Bibliography

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.

A www.fpm.com/articles/measur.htm.

Human esource Management

The Function of Human esource Management

Human resource professionals assist in the development of an organization by providing insight into the resources available and what resources are necessary for continued organizational success. The main task of human resource management is to "maximize the productivity of an organization by optimizing the effectiveness of its employees" (Human esource Management, 2012). Additionally, human resource management is tasked with creating a connection between upper levels of management and an organization's workforce. Human resource management is able to accomplish these tasks through four basic functions, which include hiring and recruitment, compensation and benefits, training and development, and performance management.

As part of its hiring and recruitment duties, human resource management is charged with manpower planning. Manpower planning requires human resource managers to make an assessment of present and future staffing needs. To do this, human resource managers must evaluate the workplace and…

References

Burley, K. (2012). The four basic skills of human resource management. The Houston Chronicle.

Accessed 3 November 2012, from  http://smallbusiness.chron.com/four-basic-skills-human-resource-management-22686.html 

Human resource management. (2011). Accel-Team. Accessed 3 November 2012,

from

In that regard, Human Resources managers have discovered that online networks can help establish unity among employees working much too remotely from other employees to establish any kind of rapport or shared corporate culture through traditional means. Another advantage of this use of online social networks has been their ability to facilitate greater connections among and between groups of employees from different places of origin, backgrounds, and age.

There are also risks associated with the use of existing social networks such as MySpace and FaceBook that HR managers have also had to consider. Specifically, they do present the possible risk of leaking of proprietary information; they can result in damaging statements by firm employees with legal liability on the part of the company; and they can expose valued employees to being "poached" by external recruiters known as "head hunters." Consequently, some companies have embraced the concept of incorporating online social…

2009. HighBeam Research. (January 4, 2011).  http://www.highbeam.com/doc/1G1-207095084.html .

Another use for online social networking in recruiting has been the establishment of professional discussion groups and forums, such as those intended to promote meaningful discussions among members of given fields of employment, such as HR professionals, for example. There does seem to be a potential in this application of online social networks, but some of those efforts have not yielded the productive results hoped for when they were first created. Some of those involved in establishing those kinds of professional networks have discovered that many more people sign up initially than actually participate once their memberships are active. Typically, email updates from those networks are ignored or deleted as spam and some of those who sign up rarely visit or contribute to them thereafter.

Consequently, some organizers of these networks have begun shifting away from the forum-type of networks in favor of using Twitter for similar purposes. So far, they have experienced limited success and they have discovered that there is a definite art to the productive use of Twitter for this purpose as well. For one example, effective use of Twitter requires a commitment to very regular updates. For another example, it has become obvious that certain types of social networks (such as FaceBook) are best for maintaining contact with undergraduates whereas Twitter is preferable for maintaining contact with fellow HR professionals already working in the field who may have less time for FaceBook and MySpace-types of social networks because of their work commitments.

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…

References

Gibson, S. (2004). Social Learning (Cognitive) Theory and Implications for Human Resource Development. Advances in Developing Human Resources. 6 (2): 193-210.

Manta Company Intelligence.(2008)Cardington Yutaka Technologies, Inc. (CYT). Retrieved May 28, 2008 at  http://www.manta.com/comsite5/bin/manta_tt_page.pl?page=uecp_help_sidebar&mf=coms2/dnbcompany_cc305sq 

Zimmerman, M. (2007). Intrinsic vs. Extrinsic value. Stanford Encyclopedia of Philosophy. Retrieved May 28, 2008 at  http://plato.stanford.edu/entries/value-intrinsic-extrinsic

Experts in the field caution both job seekers and employing organisations that online social and professional networks should be incorporated as adjunctive measures on both ends and not relied upon exclusively or instead of certain aspects of traditional recruitment, hiring, and job searching. Finally, the other obvious implication of the growing use of social networking sites (in particular) for this purpose is that one must become more careful than many have been in the past in terms of what information one posts in the vast public Internet forum to which prospective employers now share ready access.

"Professional sites net members in recession." Recruiter. 2009. HighBeam Research.

(January 4, 2011). http://www.highbeam.com/doc/1G1-207095054.html

According to representatives of the most popular professional online network, LinkedIn, the firm has experienced a dramatic increase in use and popularity among job seekers since the onset of the current economic recession. Specifically, in the UK, LinkedIn has experienced…

Tatham, Helen. "Executive Recruitment: Virtual Hiring Ventures - Give Me the Job or...; Guns? Nudity? This is not executive interviewing as we know it. But in virtual reality, the boundaries are very different "New Zealand Management Journal. 2009. HighBeam Research. (January 4, 2011).  http://www.highbeam.com/doc/1P2-19946099.html .

In light of the tremendous growth in the popularity of social and professional online networking, some professional hiring managers and staffing firms have begun including social online networks (such as MySpace and FaceBook) along with their existing recruitment efforts on online networks dedicated largely to professionals (such as LinkedIn). While there are advantages to expanding the population available to recruiters, there are also potential negative considerations of using social media, including the risk of exposure to individuals of questionable character (since social networks are not vetted in any meaningful way, especially with regard to veracity in employment history). On one hand, recruiters appreciate the immediate access to wide range of potential talent; they also consider social networking sites to expand the range of internal referrals, which are traditionally considered more reliable and cost-effective than external referrals.

Many employers who once prohibited the use of social networking sites at work now actually encourage it, particularly in connection with employees' using their social networks to identify and approach prospective job candidates. This is mainly attributable to the realisation that the same dynamics and algorithms that make social networking so effective also allow recruiters and employers to increase their pool of potential applicants exponentially. At the same time, employers have also had to consider some of the potential unwanted consequences of encouraging the use of social networking sites by their employees. Chief among those concerns is their increasing vulnerability to professional online staffing headhunters who also use those media to identify potential candidates based on their online profiles.

Human esource Information System

The introduction of information technology has changed how business is conducted and management of various departments within the organizations. The human resource department has undergone through computerization with some organization adjusting to the latest application in the market. Therefore, human resource information system (HIS) can be defined as a system used to acquire, store, manipulate, analyze, retrieve and distribute information regarding an organization's human resource. This information is usually done in a database or more often in serious of inter-related databases (Susan Heathfield, 2009). The information contained in human resource information system normally serves as a guide to recruiters, trainers, careers planner and other human resource specialists (CP Team, 2011).

However, the system allows companies to cut down costs and provides more productive information to employees in faster and very convenient manner. This therefore is more important during hard economic times; because a company needs to…

Reference

John W. Boudreau (2008). Cost-Benefit" Analysis Applied to Personnel, Cornell University

Human Resource Management Decisions

Mohan Thite, Michael Kavanagh. Richard D. Johnson (2009).Evolution of Human Resource

Management and Human Resource Information Systems

Questions facing HR are anticipated to alter radically in the next years. Therefore, HR experts must play extraordinary functions in dealing with these alterations and must expand precise competencies to sustain these functions. orkplace elasticity is anticipated to be on the increase as the future workplace becomes more virtual. The virtual workplace is distinguished by imaginative and flexible work measures. As additional workers begin to work off there will be an augment in importance on presentation and consequences as opposed to the amount of time exerted. Additionally, off-site workers can anticipate attending smaller amount of meetings. Particular work will become much more mutual and administration will use almost all its time supervising cross-functional work groups who benefit from a lot of independence. Essentially, there will be an association, a trend towards a decentralized representation of HR. HR experts will have to provide workers in their virtual work places and find…

Works Cited

"Challenges faced by Human Resource Managers in the Era of Globalization." 2009, viewed 30

November 2010,

Chan, Alvin. 2009. "The Challenges of Human Resource Management," viewed 29 November

2010,

Things run relatively smoothly overall, but they could be vastly improved if there were more communication channels and if more people in the company felt like HR personnel were more approachable and easier to talk to.

The Creation of Strategic Plans

So many things go into the creation of a strategic plan, that it is often very difficult to know where to even begin to make one, but this is one of the most important and helpful areas for anyone who is in HR, especially in a large company where planning is needed. The difficulty of it, though, is one reason why so many businesses do not have their own strategic plan. Some think they do not need one, especially if the business they are running is relatively small. Others find that the task is too daunting, and because they cannot see a good starting point, they assume the task…

Bibliography

Bartlett, C.A., & Ghoshal, S. (1995). Changing the Role of Top Management. Harvard Business Review: 132.

Bechtell, M. (1995). The management compass: Steering the corporation using Hoshin planning. New York, American Management Association.

Campbell, A., Goold, M., & Alexander, M. (1995). Corporate strategy: The quest for parenting advantage. Harvard Business Review, pp. 120-132.

Chuvala, B. (2002). Keeping up with change: human resource managers facing new challenges. Westchester County Business Journal.

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

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

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

Bibliography

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

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

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

Employee selection helps an organization to employ competent workers. Job descriptions within an organization help to define the physical and mental requirements of a job position, the qualities and attitudes desired for an open position, and also help to define the undesired characteristics of an employee ("Human esource Management," 2011). Interviews conducted will further help to determine a candidate's aptitude, achievements, and general intelligence. Human resources play an important role in employee motivation. Though financial rewards and a job's conditions of service are determined by external factors, human resource management must utilize behavioral sciences to determine what motivates people and help them to attain a sense of achievement through rewards that may be psychological or physiological. Employee evaluation within an organization will also help to determine to what extent an employee is motivated to perform required tasks. Evaluation helps to improve an organization's performance through employee improvement, helps to identify…

Reference:

"Human Resource Management" (2011). Accel-Team. Accessed 18 May 2011. Retrieved from

"Human Resource Management (HRM)." (2011). Management Study Guide. Accessed 18 May

2011. Retrieved from

"The Role of HR in Strategic Planning." (Fall 2008). The Frelix Group. Accessed 18 May 2011.

Human esource Management

The Importance of Staff

The paper will critically examine the statement: "Staff are the most important resource in any organization and its cost should be regarded as an investment rather than an expensive item of expenditure"(Torkildsen, G. 1992). The paper will deal with the relevant information regarding the statement and its discussion. The entire paper will be based on critical examination of the assertion with specific reference to literature theory and best practice in sports management. Initially, the paper will describe the definition and importance of human resource manager so that the discussion can be further carried on and elaborated. In the end, a conclusion will be also included in the paper, which will be based on the relative evidences and findings of the entire paper.

THE DEFINITION AND SCOPE OF HUMAN ESOUCE Management:

The Human esources Management (HM) function includes a variety of activities, and key…

References

As retrieved from HUMAN RESOURCES Management

 http://www.bizoffice.com/library/files/human.txtOn  May 5th, 2004

As retrieved from HUMAN RESOURCES MANAGER

 http://www.google.com.pk/search?q=cache:1FqOgdiAXFIJ:www.ci.woodland.ca.us/hr/docs/jobdesc/HRMgr.pdf+human+resource+manager , definition&hl=enOn May 5th, 2004

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

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

References

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

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

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

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

This being the case, the Court ruled that the employer had to make reasonable accommodations in the training of the deaf employees. When the training involves both visual and audio information, it is not enough to simply state that the deaf workers can just watch the video as this does not allow them to receive the entire benefit of the training. Further, the use of an interpreter or closed caption subtitles is not an unreasonable request. ecause of this, the employees were found to have a valid claim of discrimination under the Americans with Disabilities Act. This decision was surprising because adds specific requirements to the accommodations an employer has to provide that did not exists previously, thus showing that even if the manager knew the law, they would have still found themselves facing a legal action for discrimination.

One area that I disagreed with was a case involving a…

Bibliography

Bennett-Alexander, Dawn D., and Laura P. Hartman. (2005): Employment Law for Business. New York: The McGraw-Hill Companies.

Moran, John Jude. (2004): Employment Law: New Challenges in the Business Environment. New York: Prentice Hall.

In the cost projection, the manager must include the estimates for the compensation policy, the benefits, allowances and both host and home tax (Yen 2006, p. 3). According to Furness (2006), the business case is built from internal information and this is done by looking at both the success and failures. He further warns that the failure of an assignment is very expensive to the company.

The aims of the international assignment must be taken into account. These may include development of a new business, market strengthening and skills advancement into the industry. In all the cases, an individual of high calibre is assigned the duty. The human resource manager must ensure that the right person is assigned the duty. It is important to that it is the responsibility of both the assignee and the organization to ensure that the return on investment is realized (Ernst & Young, 2006).

For…

References

Gibson, I. & Traber, Y. 2010, Maintaining Expatriate Assignment Costs in the Economic

Revival, Americas Webinar

Hafitah, a, Tahir, M. & Maimunah, I. 2007, Cross-Cultural Challenges and Adjustments of Expatriates: A Case Study in Malaysia: Alternative Turkish Journals of International relations

Krell, E. 2005, Evaluating Returns on Expatriates, Measuring the return on the cost of expatriate assignments, HR Magazine,

Those employees with the strongest enthusiasm for FedEx culture are often those who have been with the company the longest. If FedEx is able to offer a compelling package to Kinko's workers, sufficient to improve retention rates, they may also build a group of leaders in the workplace, those who can help indoctrinate new workers into the FedEx culture.

Solutions and Implementation

To bring the cultures of FedEx and Kinko's closer together, FedEx should do two main things. The first is that they should afford Kinko's workers the same level of wages and benefits. This will help to attract and retain workers who are more in line with the FedEx culture. It will also help to ease the transition towards a greater level of professionalism for the existing workers. There needs to be opportunities for Kinko's employees to move into other areas of the company. In the retail environment, a…

References no author (2007) a Ream of Culture Clashes at FedEx Kinko's. AdPulp.com. Retrieved May 19, 2008 at  http://www.adpulp.com/archives/2007/05/a_ream_of_cultu.php 

Hirschman, Carolyn. (2001). Exit Strategies: Older Workers Want to Retire Gradually. HR Magazine. Retrieved May 19, 2008 at  http://www.allbusiness.com/human-resources/workforce-management-hiring/833239-1.html .

Human esources Scenario

The author of this report is asked to respond and answer to a human resources scenario. First off, the author is to propose two strategies that a human resources manager could use to determine if an employee has the specific skill set required to fill a position. Next, the author will select a functional area that will be pursued as part of a wider career strategy. The functional areas to choose from are employment, employee relations, training/development, compensation, benefits and labor relations. The author will specify two skills that are current possessed and two others that will need to be developed as part of being in the chosen career area. The author will provide support for that latter answer. While human resources is a fairly broad field with a lot of directions that one can go career-wise, there are some core skills that any accomplished or prospective…

References

Healthcare.gov. (2015). Get 2016 health coverage starting November 1, 2015. Health Insurance Marketplace. HealthCare.gov. Retrieved 8 October 2015, from  http://healthcare.gov 

IRS. (2015). Internal Revenue Service. Irs.gov. Retrieved 8 October 2015, from  http://irs.gov 

Reed, S., & Bogardus, A. (2015). PHR/SPHR Professional in Human Resources Certification deluxe study guide.

Human Resource Function of a Retail Store

Describe the human resource manager's role from the Human Resource Manager's viewpoint.

Human Resource Management

Human resource management has been operational for more than a century now, both in terms of discipline and practice for managing people in any firm. It has developed on a broader level and has many offshoots. This field has been the fulcrum of trial and error, theory and experimenting with different concepts by managers and academics (Farnham & Pimlott 1979; Storey 1989; Armstrong 1995). The core forces working in case of human resource management are still environmental as the quest continues for hiring competitive and working with productive workforce (Itika, 2011).

The human resource manager is tasked with shaping policies and methods that works best for the organization whilst keeping in mind the betterment of employees. When employees are cared for then organization prospers. As per the HR…

Bibliography

Abrahamsson, M., & Rehme, J. (2010). The Role of Logistics in Retailers' Corporate Strategy -- a Driver for Growth and Customer Value. An International Journal, 14-22. Retrieved from: http://www.supplychain-forum.com/documents/articles/SCFIJvol11-4-2010-Abrahamsson-Rehme.pdf

ARMSTRONG, M. (1995), A Handbook of Personnel Management Practice. London: Kogan page.

Charania, B. (2013). EMERGING ROLE OF HR IN TODAY'S RETAIL WORLD. Images Retail. Retrieved from:  http://www.beyondtalent.co.in/pdf/96-99-Human-Resource-Barkat-Charania-Nov-13.pdf 

Camps, J., & Luna-Arocas, R. (2009). High involvement work practices and firm performance. International Journal of Human Resource Management, 20(5), 1056?1077

Human esource Function in Business

Activity 1

Strategic Human esource Management guides organizations in constructing a base for strategic company advantage, by developing an efficient organizational design, culture and structure, systems thinking, workforce value proposition, and suitable communication strategy, as well as preparing the company for an evolving landscape, including M&As (Mergers & Acquisitions) and downturns. this discipline includes Corporate social responsibility and sustainability, particularly in connection with company values and the expression of these values in decisions made by the company (Strategic-HM, n.d.).

The term "strategic management" refers to a collection of managerial actions and decisions that guide an organization's performance in the long run. Another way to define the term is: 'maintenance of an organizational vision, updated continuously by external and internal environmental data' (Bratton, & Gold, 2012).

oles in strategic human resource management

Personnel policy must be associated with general as well as specific objectives. Company management…

References

Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan

HR STRATEGIES AND PLANNING. (n.d.). Retrieved February 25, 2016, from https://www.ahri.com.au/assist/hr-strategies-and-planning

Human resource management: Course overview (n.d)

Kurt. S. (n.d.). Strategy and organisation of Human Resources. Retrieved February 25, 2016,

human resource management function has evolved in recent years from the traditional "personnel department" to become a strategic partner in achieving organizational success in companies of all sizes and types. Part of this evolution has been the introduction of innovative methods and questionnaires that can help human resource managers design jobs for efficiency and evaluate employee performance. To gain some fresh insights in this area, this paper provides a review of the relevant literature to describe three elements of job analysis and its significance for the organization and employee development, the importance of the position analysis questionnaire and how it can be used by human resource managers for work redesign of a customer service job to make it more efficient and to improve quality, two strategies for using the Fleishman Job Analysis System in the selection of qualified applicants and a discussion concerning the challenges facing the job of customer…

References

Anderson, C.H. (2002). Job design: Employee satisfaction and performance in retail stores.

Journal of Small Business Management, 22, 9-13.

Baehr, M.E. (1992). Predicting success in higher-level positions: A guide to the system for testing and evaluation of potential. New York: Quorum Books.

Clifford, J.P. (2009, Summer). Job analysis: Why do it, and how should it be done? Public

When it comes to stability and growth, challenges encountered by small and medium enterprises include but they are not limited to hiring of skilled manpower, etc. (Cooper and Burke 2011, 17). In my opinion, all these are challenges can be handled effectively by a human resource management department.

Yet another critical or important role that human resource management plays has got to do with employee training and development. In the opinion of Bohlander and Snell (2007, 143), training needs can easily be identified by observing the "discrepancies between the knowledge, skills, and abilities...demonstrated by the jobholder and the requirement contained in the description and specification for the job." Most small business owners regard employee training and development as a preserve of larger businesses. Worse still, some small businesses choose to allocate this important role to other unskilled individuals within the business. Employee training and development is critical to the success…

Human esource ecruitment

Human esources Planning

ecruitment

Organization's strength is based on the quality of its employees an aspect that places high relevance to the human resource departments and the practices used (Ume, 2008). MSCG concerns in consultancy targets to, direct clients towards adopting the best practices in their recruitment process. This will guarantee recruitment of ideal candidates, professionalism in H practices, employee and talent retention and productivity in optimal deployment of the workforce (Loosemore, 2003).

Staffing Methods

One of the main activities of human resource management is staffing. Staffing is important because it provides a supply of individuals needed to fill the jobs within an organization necessary to achieve business objectives. Once H professionals have done job analysis a job description can be prepared. This job description is used when recruiting individuals. Online, ground recruiting, talent search from fresh graduates, employee pouching, use of profession agents and temporary placements…

References

Belcourt, M. (2006). Outsourcing the benefits and the risks. Human resource management Review, 16(2), 269-279.

Fey, C.F., Morgulis-Yakushev, S., Hyeon Jeong, P., & Bjorkman, I. (2009). Opening the Black Box of the Relationship between HRM Practices and Firm Performance: A Comparison of MNE Subsidiaries in the U.S.A., Finland, and Russia. Journal of International Business Studies, 40(4), 690-712.

Harrison, E.E. (1986). The Managerial Decision-Making Process Boston, U.S.A.: Houghton Mifflin.

Kolodinsky, R.W., Madden, T.M., Zisk, D.S., & Henkel, E.T. (2010). Attitudes about Corporate Social Responsibility: Business Student Predictors. Journal of Business Ethics, 91(2), 167-181.

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…

References

Duggan, T. (nd). Develop & Training Human Resources in Organizations. Chron, Viewed 5 Dec 2013. Retrieved from  http://smallbusiness.chron.com/developing-training-human - resources-organizations-697.html

Hunt, M. (2012). Use Compensation to Inspire Innovation. SHRM, 26 Dec 2012. Retrieved from  http://www.shrm.org/hrdisciplines/compensation/Articles/Pages/UseCompensationtoInsp  ireInnovation.aspx

Kinsley, M. (2012). A Harvard Man's Critique of Affirmative Action. Bloomberg, 31 Oct 2012. Retrieved from  http://www.bloomberg.com/news/2012-10-31/a-harvard-man-s-critique - of-affirmative-action.html

Ryan, L. (2013). Getting HR Back into the People Business. Bloomberg Businessweek, 13 June 2013. Retrieved from  http://www.businessweek.com/articles/2013-06-13/getting-hr - back-into-the-people-business

Once a month we have a company wide birthday celebration. It is where each department goes to the break room in that area and has cake and ice cream to celebrate all of the department birthdays that month. The company provides the cake and ice cream and the birthday employees are given a company sponsored gift certificate for a dinner for two at a local restaurant.

In addition to the birthday day each month we have a potluck each month. Many companies have annual potlucks or holiday parties only, but we believe more frequent affairs help to maintain the bond of friendship among the workers, thereby insuring a higher retention rate. Emplyees who are happy with co-workers and have friends on the job are less apt to seek other employment.

Each month, the first Friday of the month, each department has a department wide potluck. We allow a 90 minute…

References

Ferris, Gerald, Galang, Carmen (1993) Diversity in the workplace: the human resources management challenges. Human Resource Planning

Harris, Joanne L. (2004) Creativity, communication help employee retention.(News)(human resource management tips) Hotel & Motel Management.

Leinfuss, Emily (1993) Employees empowered by direct access HRMS. (human resource management system) (includes directory of human resource management systems)

Software Magazine

Human Resource Function a Retail Store Traditional stores experiencing a significant shift retail shopping. Customers specialization convenience making purchases.

The human resource function of a retail store

The human resource manager's function has changed considerably over the years. Once, HR was called the 'personnel department,' and its primary role was issuing paychecks and managing employee issues such as pensions, bonuses, and vacation time from a purely administrative perspective. Today, HR has many additional, important tasks, including deciding what employees to hire that embody the company's values; the nurturing of top talent, and dealing with interpersonal conflicts between employees. "The role of the HR manager, director, or executive must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. ithin this environment, the HR professional, who is considered necessary by managers and executives, is a strategic partner, an employee…

Works Cited

Grayson, Kathryn. (2008). Best Buy employee site a model for big firms. Minnesota-St. Paul

Business Journal. Retrieved: http://www.bizjournals.com/twincities/stories/2008/05/05/story1.html?page=4 

Heathfield, Susan. (2012). The new roles of the human resources professional. Retrieved:

 http://humanresources.about.com/od/hrbasicsfaq/a/hr_role.htm

ole of Human esources in Organization

ealization of Importance of Human esource

Vision for using Human esources for Organizational Success

ole of H Manager in Workplace Environment Creation and Motivation

Importance of Merritt-based Promotions

ealization of Importance of Human esource

Companies and organizations can gain market leverage and achieve competitive advantages through effective management of its human resource. Thus, it plays a critical role in an organization or a company. Given the cut-throat competition in the global and the local markets as well as the declining importance of the impact of outside forces on stability, organizational effectiveness and development become critically dependent on management of human resources (Mondy, Noe & Gowan, 2005).

Most of the companies in the modern business require to function and develop in a relatively constant volatile environment and market condition. It is important that companies improve continuously for the purpose of creation of a sustainable competitive…

References

Ang, S. (2006). Personality Correlates of the Four-Factor Model of Cultural Intelligence. Group & Organization Management, 31(1), 100-123.  http://dx.doi.org/10.1177/1059601105275267 

Armstrong, M., & Armstrong, M. (2009). Armstrong's handbook of human resource management practice. London: Kogan Page.

Camps, J., & Luna-Arocas, R. (2009). High involvement work practices and firm performance. The International Journal Of Human Resource Management, 20(5), 1056-1077.  http://dx.doi.org/10.1080/09585190902850273 

Edwards, M. (2009). HR, perceived organisational support and organisational identification: an analysis after organisational formation. Human Resource Management Journal, 19(1), 91-115.  http://dx.doi.org/10.1111/j.1748-8583.2008.00083.x

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…

References

Conaty, B. & Charan, R. (2011). The talent masters: Why smart leaders put people before numbers. NY: Crown Publishing Group.

DeGraff, J.E. (2010). The changing environment of professional HR associations." Cornell HR Review.

Handy, C. (2006). Understanding organizations (4th ed.). London: Penguin Books.

Holton II, E.F., & Trott, Jr., J.W., (1996). Trends toward a closer integration of vocational education and human resources development. Journal of Vocational and Technical Education, 12(2): 7.

Human Resources roles of Managers and Supervisors and the impact of the roles upon the management team?

Human resources managers traditionally handle a management team's specific personnel decisions. These decisions often include the hiring of new staff, the position assignment of existing staff members and the adjustments to the pay schedule and other forms of compensation for both existing and new organizational members. Human resource management decisions are subject varying levels oversight by human resource supervisors. For instance, a human resources professional at a smaller firm may be simultaneously involved in financial resource allocation, compensation, benefits, compliance with laws affecting employees and the workplace, and safety and health issues. A human resource professional at a larger firm will likely be assigned to oversee one of those areas. Thus, a human resource supervisor at a large organization may be responsible for coordinating the various efforts of many different managers within the…

Works Cited

Magdaradog, Victor. (21 April 2003) "Strategic business partners." Computer World. Retrieved 19 Apr 2005 at  http://www.itnetcentral.com/computerworld/article.asp?id=11340& ; leveli=0& info=Computerworld

Princeton Review. "A Day in the Life of a Human Resources Manager." Careers in Brief. The Princeton Review Website. 2005. Retrieved 19 Apr 2005 at  http://www.princetonreview.com/cte/profiles/dayInLife.asp?careerID=78 

Society for Human Resource Management. (SHRM) "Human Resources as a Profession." (2005) SHRM Website. Retrieved 19 Apr 2005 at  http://shrmstore.shrm.org/shrm/product.asp?dept_id=18& ; pf_id=48.46519

Employee Retention Issues in Non-profit Organizations
Non-profit organizations face many of the same employee retention concerns as profit-driven enterprises. With profitability no longer a factor in measuring the success or effectiveness of the organization, the non-profit does use different employee management strategies and techniques. Human resources management strategies used in nonprofit firms often do mirror those used in their for-profit counterparts. For example, motivation, employee engagement, training and professional development are all major issues for human resources managers no matter what their sector. The literature on human resources management in non-profit organizations is extensive in general, but few studies have applied qualitative methods to assess the actual HRM practices used in nonprofits. Similarly, few studies have used qualitative methods to determine HRM and employee perceptions of employee training and development programs. Existing studies on employee retention, development, and training in non-profit organizations focus mainly on mission statements, and less on…

Human esource Management (business work) Must answer 6 topics questions close outline (Siemens Ohio H. Doc.

Human esource Management at Siemens, Ohio

The practice of human resource management is becoming more and more important within the climate of modern day business agents. And this trend is generally associated with the realization that people are not just the individuals operating the machines, but they are valuable resources, possessing essential intellectual capital. As the business climate turns more and more to services in the detriment of industry and agriculture, the economic agents become forced to invest more in the management of their staffs.

Human resources management is a complex set of techniques and mechanisms by which the economic agents manage the relationship between the firm and its staff members. This relationship is vast and includes not only the collaboration between the parties, but even the periods before and after the employment contract…

References:

Anderson, J.A., 2008, Driving change through diversity and globalization: transformative leadership in the academy, Stylus Publishing LLC

Beardwell, J., Claydon, T., 2007, Human resource management: a contemporary approach, 5th edition, Pearson Education

Clarke, J., White, A., A guide to employment practice in the community and voluntary sector, Combat Poverty Agency

Fisher, R., Ury, W., Patton, B., 1991, Getting to yes: negotiating agreement without giving in, 2nd edition, Houghton Mifflin Hardcourt

Public Human esources Management

Challenges facing human resource management

Human esource Management is the element of the organization that deals with the human aspect of the organization. The business world today, is very competitive. Every organization must align its resources to the organizational goals and objectives. According to Gill (2009), the employees of an organization are part of its assets just as capital and technology. Proper utilization of human resource can account for the success of an organization. This study will examine the challenges that the human resources management is facing in its commitment towards contributing to organizations' prosperity. It will further, explore how human resource management can overcome the challenges to remain relevant.

The role of human resource management

Human esource Management performs an imperative role in the organization. Its role involves giving job descriptions, assigning of salaries, establishing policies that govern the personnel and capacity building of the…

References

Ullah, M. (2010). A systematic approach of conducting employee selection interview.

International Journal of Business & Management, 5(6), 106-112

Arthur, J.B. (2011). 'Effects of Human Resource Systems on Manufacturing Performance and Turnover', Academy of Management Journal, 37(3), 670-687.

Jing, W. Huang, T. (2005). Relationship between Strategic Human Resources Management and Firm Performance, International Journal of Manpower, 26 (5),434-449.

Deja Food

In general, the handbook is good. It contains most of the relevant categories and for the most part offers a reasonable amount of specificity and clarity on critical issues. There are some things that need to be fixed, as noted below. The objective of such a document is first to provide insight to new employees as to what they can expect in terms of rights, benefits, terms of employment and other aspects that pertain to the job. In addition, the document does an excellent job of explaining what the nature of the restaurants are, and the overall service philosophies that guide the company. The second objective of a document such as this is to provide a reference for employees and managers alike when the issues covered in this handbook inevitably arise. The signed handbook is evidence that the human resource manager has covered the book and its contents…

Pursuant to this, the document is not complete without a comprehensive social media policy, outlining what sorts of posts are appropriate with respect to the Restaurant. Guidelines should be set, and explicit, along with remedies for violations of those guidelines. In 2015, a comprehensive social media is a must. A special section should be added for those who have access to the company's social media accounts, as there are special responsibilities that go along with that access.

Lastly, the question must be asked as to whether or not there is some sort of employee advocate. This is obviously not a unionized workplace, but are there any committees or any senior employee representatives to whom an employee can turn when there is an issue, particularly an issue that might preclude turning to the immediate supervisor. Such information, if relevant, would be an important addition to this document. Also, is this document available in Spanish? While Hispanics only make up a small portion of the population of Madison, it is not inconceivable that at some point in the future the need for a Spanish-language version of the guide could arise, if for no other reason than to provide clarity on critical issues for employees whose English may be sub-fluent.

All told, the document is reasonably good. There are a couple of notable omissions, most particularly a section on policies with respect to social media. There are also a couple of areas where greater specificity is warranted. Clarity is an important guiding principle for a document such as this. With the amendments noted above, the document should be considered to be clearly articulated, and easy for people to follow.

company I work in to improve its overall production levels and to be able to satisfy requirements associated with its new contract, it would have to experience a significant reorganizing process. While people who are going to be hired are important and while it is essential for the company to make sure it employs the best individuals available, the firm also needs to concentrate on providing current employees with the support they need to do their jobs more efficiently.

One of the first concepts that a human resources manager would likely consider in a situation similar to the one that my company is in would be a short-term staffing process. Considering that this is the company's first time working in a project of this magnitude, it is certainly important to consider the risks involved. Although there is a possibility for the company to develop long-term relations with diverse agencies throughout…

Abstract
A company’s most valuable asset is its people. Human resources refer to the people who comprise the organization. The practice of human resource management includes employee recruitment, hiring practices, employee development and retention, discipline, motivation, and to a degree, organizational culture and socialization. Human resource management also involves job or role definitions and clarifying hierarchies and relationships within an organizational structure. Ethical codes and codes of behavior may also be covered under the rubric of human resources management. Human resources departments often operate independently but in conjunction with other departments to create a cohesive strategy for management and organizational structure. Training for human resources management can vary, and often little more than a Bachelor’s degree is required in terms of formal education. Human resources managers need interpersonal skills more than anything, but also benefit from strategic planning and general leadership skills. Job outlook and growth for the field looks…

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…

Bibliography

Adler, Nancy J. (1990). "Globalization and Human Resource Management: Strategic International Human Resource Development" Faculty of Management Mcgill University, April 20.  http://www.cic.sfu.ca/forum/adler.html 

Baumann, M.A. (2003). "Training, rewards help convince workers to stay." Hotel & Motel Management, December 8. Internet Database: Findarticles.com

Bentley, Ross. (2002). "Barriers to flexible working." Computer Weekly, May 30. Internet Database: Findarticles.com.

Berta, Dina (2003). "Human resources: offering more to obtain, retain the best workers: Emphasis on leadership development, team building and diversity" Nation's Restaurant News, August 18. Internet Database: Findarticles.com

Human esources Management in Hotel Hospitality

Hotel Industry Human esources Management

Human esource Management in the Hotel Hospitality Industry

Authors Frank Go and Mary Monachello (1996) note, "effective management of human resources is required in all functions of hospitality in order to cultivate teamwork and sustain a competitive edge" (Go and Monachello, 1996, p.8). Because good management rests on both knowledge of human resource management and skill to implement effective human resource strategies, it is essential that those in the hotel hospitality industry fully understand and implement strategies for good management in order for their hotel to succeed to its highest capability. The purpose of such management is based on the need for high performance level and dedication of hotel employees. Despite the various resources and supplies that a company may require, human resources is actually the most important resource because without a labor force, no business can be done…

References

Addicott, R., McGivern, G. And Ferlie, E. (2006). Networks, organizational learning and knowledge management. Public Money and Management. 26(2), pp. 87-94. Retrieved from: LexisNexis Database.

Anthony, R. And Young. (1999). Management control systems. Chicago, IL: McGraw-

Hill.

Boxwell, R. (1994) Benchmarking for competitive advantage. New York, NY: McGraw-

Human esource Management

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

Action training for supervisors

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

References

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

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

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

These are what will be used to gauge whether or not the candidate qualifies for the position in terms of their education background. Therefore, there is no need for a paper and pen integrity test since a successful candidate has already passed the integrity test if they have the required education qualifications.

Question 4

I would use a structured behavior interview that is designed specifically for this particular job. This is due to the fact that the H manager position requires someone who is straight forward in terms of their behavior. Any candidate who does not present themselves well and fails the structured behavior interview does not qualify for the position since they are not up to the challenge that the job entails. Therefore the structured behavior interview is quite essential for anyone who is interviewing for the job position (Heneman, Judge, & Kammeyer-Muller, 2012).

Question 5

I will use…

References

Heneman, H.G, Judge, T.A, & Kammeyer-Muller, J.D. (2012). FYI text book is Staffing Organizations (7th ed) .

Spoden, C.M.(2012). EEOC Guidance to Avoid Negligent Hiring.Retrieved july 25,2013 from  http://www.stites.com/news/763/eeoc-guidance-to-avoid-negligent-hiring

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…

References

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.

Human esources and Functional Illiteracy

Public Administration Human esources esearch Study Design

Public Sector Human esource Policy and Functional Illiteracy

Public Sector Human esource Policy and Functional Illiteracy

Anderson and icks (1993) examined the role of illiteracy in determining worker status within the public sector, in part because it had not been done before. They were interested in understanding how worker stratification was determined, after scholars had raised the possibility of a worker caste system within government agencies. This issue is still relevant today, given the increasingly diverse workforce both ethnically and linguistically. This report will analyze the research methods used by Anderson and icks (1993) and summarize their findings

Methods

The sample studied by Anderson and icks (1993) were human resource professionals currently engaged in managing employees in the public sector. A 41-item questionnaire was used to determine the 'functional literacy' that these managers were noticing on the job,…

References

Anderson, Claire J. And Ricks, Betty Roper. (1993). Illiteracy -- The neglected enemy in public service. Public Personnel Management, 22(1), 137-152.

History Channel. (2013). Great migration. History.com. Retrieved 13 Feb. 2013 from  http://www.history.com/topics/great-migration .

Operational representatives are often involved in connection with establishing the specific types of objective task performance and knowledge tests that Human Resources will use to identify the best qualified candidates from the field.

Ideally, by the time that Human Resources first publishes a job opening, the choice of where and how to publicize that open position, how to describe the position, and what initial criteria will be used to evaluate prospective candidates already reflects an ongoing joint effort between Human Resources and the department with that particular positional opening. Likewise, when Human Resources representatives conduct the initial interview, they are emphasizing the concerns and preferences communicated by those departments; and when they administer knowledge and skills tests to differentiate between candidates and to identify the best qualified, the tests and other instruments they employ for that purpose also reflect substantial input from the departments where the successful candidate will eventually…