Human Resource Planning Essays (Examples)

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Human Resources Planning

Words: 3223 Length: 11 Pages Document Type: Essay Paper #: 80601533

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…… [Read More]

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.
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HR Management Human Resources Planning

Words: 397 Length: 1 Pages Document Type: Essay Paper #: 67532195

Then the human resources department needs to analyze the availability of external human resources. It needs to look at employment trends to determine how many workers are going to be available and what types of workers are going to be available. By doing these two steps, the firm will have a sense of the gap between what they expect to need and what they expect to have; and then will also have a sense of what is expected to be available in the external marketplace.

The third step is to formulate a strategy. This will encompass a wide range of tasks. The number and types of workers needed must be identified. A time frame will need to be set with respect to when these workers will be needed. Then, the firm will need to structure its wages and benefits packages in line with what they expect will be needed to…… [Read More]

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Human Resource in Aviation Industry

Words: 1821 Length: 6 Pages Document Type: Essay Paper #: 79098128

Human esource in Aviation Industry

Human resources are a set of individuals who make the workforce of an economy. Human capital is a term related to human resources, but to a narrow scope, the term relates to knowledge and skills of a worker. Human resource represents people, Labor, Manpower or talent. Companies view employees as assets, whose actions and skills add value to the organizations. Firms need to practice effective human resource planning processes. For easy management of human resources in an organization, consideration on the demographics of employees, availability of workers, levels of skills of employees and on availability of funds to compensate workers is critical for easy management (Harzing & Pinnington, 2010).

According to Harzing and Pinnington (2010), one major concern about human resource in an organization is for the fact that employees are at time abused and in some cases traded. elating employees to commodities of production…… [Read More]

References

Kanki, B.G., Helmreich, R.L., & Anca, J.M. (2010). Crew Resource Management.

Burlington: Elsevier.

Harzing, a.W., & Pinnington, a. (Eds.). (2010). International human resource management.

New York: Sage.
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Human Resource and Change

Words: 1073 Length: 3 Pages Document Type: Essay Paper #: 83474597

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.…… [Read More]

References:

Henning, B. (1999) Reforming the IRS: The Effectiveness of the Internal Revenue Service Restructuring and Reform Act of 1998. Marquette Law Review, 82(405), 405 -- 427.

Thompson, J.R. (2006) The Federal Civil Service: The Demise of an Institution. Public Administration Review, 66(4), 496 -- 503.
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Human Resource Management Equal Employment

Words: 2578 Length: 8 Pages Document Type: Essay Paper #: 84657250

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…… [Read More]

References

Compensation and Benefits. (n.d.). Retrieved August 18, 2010, from Auxillium West Web site:

http://www.auxillium.com/pay.shtml

Employee Health and Safety. (2009). Retrieved August 19, 2010, from Small Business Notes

Web site: http://www.smallbusinessnotes.com/operating/hr/safety.html
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Human Resource Management the First

Words: 2206 Length: 8 Pages Document Type: Essay Paper #: 12232163



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…… [Read More]

References:

Heathfield, S.M., What is human resource development (HRD)? About, http://humanresources.about.com/od/glossaryh/f/hr_development.htm last accessed on July 02, 2010

McNamara, C., Employee benefits and compensation, Management Help, http://managementhelp.org/pay_ben/pay_ben.htm last accessed on July 02, 2010

2007, Health and safety, HRM Guide,  http://www.hrmguide.co.uk/employee_relations/health-and-safety.htm  last accessed on July 02, 2010

Equal employment opportunities, Liverpool City Council,  http://govinfo.library.unt.edu/npr/library/reports/hrm10.html  last accessed on June 30, 2010
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Human Resource Management Is a Practice of

Words: 2438 Length: 8 Pages Document Type: Essay Paper #: 60336011

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…… [Read More]

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.
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Human Resource Management Discussion Human Resource Management

Words: 1086 Length: 4 Pages Document Type: Essay Paper #: 33085623

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…… [Read More]

References

Collings, D.G. & Wood, G. (Eds.). (2009). Human Resources Management: A Critical Approach. New York, NY: Routledge

Price, A. (2011). Human Resource Management (4th ed.). Hampshire: Cengage Learning.

Sims, R.R. (Ed.). (2007). Human Resource Management: Contemporary Issues, Challenges, and Opportunities. Charlotte, NC: IAP.

Werner, J.M. & DeSimone, R.L. (2011). Human Resource Development (6th ed.). Mason, OH: Cengage Learning.
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Human Resource Management

Words: 870 Length: 3 Pages Document Type: Essay Paper #: 32945251

Human esource Management

Workers, Jobs & Job Analysis

Case: OWE and Flexible Work and Success at Best Buy

Explain how a OWE-type program would fit in organizations where you have worked. Explain why it would work or would not work.

Current employee U.S. Army OWE-type program would not work in the Army because of the following:

*Deployments require you be at work 24/7 because there is no place to go in Afghanistan or Iraq.

* When I am not deployed, the Army has a training calendar and the time you have is use to prepare for future deployments

* The Army likes micromanagers, control you 24/7 even you are off you are not off.

*The Army does try to give you time off because many locations have "Family time" and at least one three or four day weekend a month.

Chapter #5: Human esource Planning and etention

Case: ACCENTUE --…… [Read More]

Resources

Case: 21st Century On boarding

Question #2: The case introduces three companies of very different sizes. What differences do you see in their approaches? What similarities?

*The approaches of the companies particularly in that the Sun Microsystems orientation program consists of majorly paper work. This is with some employees waiting up to 2 weeks to access e-mail for appointments. El Paso Corporation employs a differing on boarding procedure with new recruit's orientation happening on the first week. This is with the accessibility e-mail having links to everything involved with the daily operations of the company. Zimmerman Advertising orientation enables its recruits in the understanding of the company hence accessibility of the hiring website. This is available to applicants to assist in knowing the company's clients philosophy and the leadership (Kleynhans, 2006).

*The companies are similar since they both apply the use of the internet and the modern on boarding systems to enable their employees understand everything about the companies. This aids their integration into the daily operations.
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Human Resource Management How Human

Words: 1225 Length: 4 Pages Document Type: Essay Paper #: 69771107

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 one…… [Read More]

References

Barney, J.B. & Wright, P.M. (1998). On becoming strategic: The role of human resources in gaining competitive advantage. Human Resource Management, 37, 31 -- 46.

Herrbach, O., Mignonac, K., Vandenberghe, C., & Negrini, a.. (2009). Perceived HRM practices, organizational commitment, and voluntary early retirement among late-career managers. Human Resource Management, 48(6), 895.

Liker, J., & Hoseus, M.. (2010). Human Resource development in Toyota culture. International Journal of Human Resources Development and Management, 10(1), 34.

Morris, S., Wright, P., Trevor, J., Stiles, P., Stahl, G., Snell, S., Paauwe, J., & Farndale, E.. (2009). Global challenges to replicating HR: The role of people, processes, and systems. Human Resource Management, 48(6), 973.
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Human Resources Outline What Is

Words: 3252 Length: 10 Pages Document Type: Essay Paper #: 47463851

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…… [Read More]

References

"An Assessment Framework for the Community College." 2004. Viewed 18 March 2010,

"Building Successful Organizations Workforce Planning in HHS." 2001. Viewed 17 March 2010,

"Guidelines for Determining Personnel Staff Needs." n.d. Viewed 18 March 2010,

"HR Planning." n.d. Viewed 18 March 2010,
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Human Resources the Role of

Words: 2677 Length: 8 Pages Document Type: Essay Paper #: 41857428

HR will need to have better guidelines in place for individuals in this new atmosphere (Kahnweiler 25-26).

However, there are and will always be two main components that the HR department of any organization will cover. The first is comprised of management, leadership and employee motivation and the other is the traditional realm of HR practices which include performance appraisal, training, recruitment and selection, as well as compensation management (salry and bonuses). In this regard payroll is usually located within the HR department in some respect and there is a certain amount of crossover between HR and the Finance area of any company in this regard. (Lajara, Lillo, and Sempere 38)

However, fundamentally HR is concerned with the human element and the return on investment (ROI) regarding that element has become a primary concern of the business world. Measurement of that return is not as clear-cut as it is in…… [Read More]

Works Cited

Boudreau, John W., and Peter M. Ramstad. "Talentship and HR Measurement and Analysis: From ROI to Strategic Organizational Change." Human Resource Planning 29.1 (2006): 25-34

Boudreau, John W. "Talentship and the New Paradigm for Human Resource Management: From Professional Practices to Strategic Talent Decision Science." Human Resource Planning 28.2 (2005): 17-26

Cabrera, Angel, and Elizabeth F. Cabrera. "Strategic Human Resource Evaluation." Human Resource Planning 26.1 (2003): 41-52

Colbert, Barry a., and Elizabeth C. Kurucz. "Three Conceptions of Triple Bottom Line Business Sustainability and the Role for HRM." Human Resource Planning 30.1 (2007): 21-29
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Human Resources Management Practices in the Global

Words: 3848 Length: 15 Pages Document Type: Essay Paper #: 15355759

Human Resources Management Practices in the Global Environment & Human Resources Information Systems (HRIS)

The objective of this study is the examine Human Resources Information Systems (HRIS) as it relates to Human Resources Management practices in the Global Environment. Toward this end, this work in writing will examine the literature in this area of study.

Globalization, in the work of Husain (2010), is reported as symbolizing "the structural making of the world characterized by the free flow of technology and human resources across national boundaries presenting an ever-changing and competitive business environment." (p.1) Husain defines globalization as "the ongoing economic, technological, social, and political integration of the world that begin after the Second World War." (2010, p.1) Husain argues that a large base of evidence indicates that "changes taking place in the global business environment are often not accompanied by complimentary changes in human resources management practices whereby the failure…… [Read More]

Bibliography

1. Mayfield, M.; Mayfield, J. And Lunce, S. (2003) Human Resource Information Systems: A Review and Model Development. Entrepreneur. 2003. Retrieved from: http://www.entrepreneur.com/tradejournals/article/110733614.html

Mayfield, Mayfield and Lunce (2003) present a HRIS model with the primary goal of providing a comprehensive framework that supports HRIS research.

2. Foss, N.J. And Mahoney, J.T. reports that knowledge governance "is characterized as a distinctive research subject, the understanding of which cuts across diverse fields in management." These authors state that knowledge governance "represents an intersection of knowledge management, strategic management and theories of the firm."

3. Kourik, J.L. And Maher, P.E. (2008) Does Practice Reflect Theory? An Exploratory Study of a Successful Knowledge Management System. International journal of Human and Social Sciences. Vol. 3, Issue 4. Retrieved from: http://www.waset.org/journals/ijhss/v3/v3-4-35.pdf -Kourik and Maher (2008) investigate the link between theory and practice and state that a Knowledge Management System (KMS) that is successfully implemented is one that had as its design the capacity to manage curricular knowledge in a distributed university environment. Findings stated "indicate substantial correspondence between the successful KMS and the theory-based framework providing provisional confirmation for the framework while suggesting factors that contributed to the system's success." (Kourik and Maher, 2008, p. 1)
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Human Resources - Critically Appraise the Historical

Words: 5631 Length: 15 Pages Document Type: Essay Paper #: 30209505

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.…… [Read More]

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.
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Human Resources Staffing What Is

Words: 3090 Length: 10 Pages Document Type: Essay Paper #: 37681028

As the company grew, she hired managers and put them in positions to handle operations, accounting and sales. Although these managers had those titles, it looked to me like they had little communication from the top.

When I joined, the company was having problems fulfilling orders. The purchasing people worked primarily with East Asian suppliers with a long supply chain. They had a lot of problems lining up shipments and getting our retailers what they needed. They seemed to get little help from the top.

Our warehouse was also a mess. We had three different kinds of software, and our Warehouse Manager seemed unable or unwilling to make them talk to one another. When I worked in the warehouse, no one gave me any training: I was hired in the afternoon, and started the next morning. The supervisor asked me to tag along with another employee, who took me to…… [Read More]

Bibliography

Gutteridge, T.L. (1993). A new look at organizational career development. Human Resource Planning, 71-79.

HBS. (2007). Executive Education. Retrieved December 4, 2007, from Harvard Business School: http://www.exed.hbs.edu/programs/finder.html?level=Executive+Leader&topic=Owner-Managed&type=&month=

Keough, M. a. (1992). The CEO as Organization Designer. McKinsey Quarterly, 3-10.

Sims, R. (1990). An Experiential Learning Approach to Employee Training Systems. Westport: Quorum.
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Human Resource Management Was Previously More of

Words: 653 Length: 2 Pages Document Type: Essay Paper #: 88773671

Human Resource Management was previously more of an industry dependent way of filling open positions within an organization. Modern Strategic HR Management, though, is not simply using computers to recruit and assist in hiring or firing, but the planning and implementation of information management, organizational management, and marketing to support the entire business operation. In effect, it is taking the idea of staffing, retention and training and deconstructing the HR portion to individual managers and employees. The organization thus looks to HR for expertise in planning and adapting both strategic and tactical planning (alker, 2004).

Some of the more traditional HR tasks include developing and posting position announcements, developing tests to ensure competency in those jobs, working with managers through the interview process or pre-screening, and determining compensation information. For these functions to work well, HR must be responsible for the lifecycle of the employee. The tasks above may be…… [Read More]

Works Cited:

Lussier, R., & Hendon, J. (2013). Human Resource management: Functions, Applications, Skill Development. Thousand Oaks, CA: Sage.

Martin, V. (2006). Managing Projects in Human Resources, Training and Development. Philadelphia, PA: Kogan Publications.

Snell, S., et al. (2011). Managing Human Resources. Mason, OH: Cenage.

Walker, J. (2004). "What's a Strategic HR Leader to Do?" Human Resource Planning. 27(4): 61-9.
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Human Resource Management -- Employee Performance Human

Words: 2186 Length: 8 Pages Document Type: Essay Paper #: 56567523

Human esource Management -- Employee Performance

Human resource management (HM) has developed into a crucial component of the contemporary business organization and the professional business environment (Fyock, 2001; George & Jones, 2008; obbins & Judge, 2009). Today, formal approaches, practices, and procedures dominate employee recruiting, hiring, training, supervision, appraisal, and advancement and only the smallest organizations still perform those functions in the informal ad-hoc manner that used to be common throughout workplace environments. Especially in difficult economic periods and perpetually within industries with characteristically narrow profit margins or intense competition among organizations, HM functions can represent substantial cost savings and added value where they are administrated efficiently, or they can be the source of significant unnecessary costs and undermine competitive advantage (Fyock, 2001; George & Jones, 2008; obbins & Judge, 2009).

Within modern HM component functions, employee performance appraisal has emerged as a crucial area, largely because it is often…… [Read More]

References

Buckingham, M. And Vosburgh, R.M. "The 21st century human resources function: It's the talent, stupid!" Human Resource Planning. Human Resource Planning

Society

NY. (2001). Retrieved April 06, 2011 from HighBeam Research:

http://www.highbeam.com/doc/1P3-114734970.html
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Human Resources as Critical Investments

Words: 2881 Length: 10 Pages Document Type: Essay Paper #: 56788812

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:…… [Read More]

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.
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Human Resource Management HRM Is

Words: 5653 Length: 15 Pages Document Type: Essay Paper #: 10565782

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…… [Read More]

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.
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Human Resource Management Is a

Words: 1405 Length: 5 Pages Document Type: Essay Paper #: 21247406

The current trend in trade agreements has demanded a reevaluation of such change that is likely to remain an aspect of IHM for its entirety. "International law clearly delineates that companies have human rights responsibilities, although some of the specific responsibilities are ambiguous." (Aaronson, 2003, p. 63) Significant lawsuits against U.S., UK and Canadian Multinational organizations has made it clear that if business and government are not willing to police themselves, on issues of universal human rights, such as labor policy and political and social intimidation through the workplace then the international communities will do so independently through amendments and amalgamations to trade agreements.

Scullion reiterates the importance of the issue of International HM in the second edition of Human esource Management: A critical Text, edited by John Story. In this section Scullion elaborates on the ideas that were introduced in the first edition by the same author and editor.…… [Read More]

References

Aaronson, S.A. (2003, Spring). Courting International Business: What Are the Human Rights Obligations of Global Capitalism?. The International Economy, 17, 63.

Briscoe, D.R., & Schuler, R.S. (2004). International Human Resource Management: Policies & Practices for the Global Enterprise. New York: Routledge.

Caligiuri, P., & Santo, V.D. (2001). Global Competence: What Is it, and Can it Be Developed through Global Assignments?. Human Resource Planning, 24(3), 27.

Scullion, H. (2000) "International Human Resource Management" in Human Resource Management: A Critical Text Second Edition. J. Story editor. Stamford CN: Cengage Learning Business Press. 288-313.
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Human Resources Outsourcing in the

Words: 4211 Length: 15 Pages Document Type: Essay Paper #: 19052653



There is a profound and emotional stigma linked with outsourcing. For firms it gives hope and assurance for survival but for those relocated the topic is met with strong anger. Throughout the years of prosperity outsourcing was used to increase operating return-on-investment (ROI) and fill supply gaps that could not be provided domestically. Now that circumstances are different outsourcing is looked at as a means for continued existence. However outsourcing off shoring, near-shoring, on-shoring or retro sourcing persists to carry the social disgrace surrounding lost jobs, extensive relocation of operations, and even a sense of betrayal to the native country. There are also those that look at outsourcing as risky business. In spite of present unparalleled economic circumstances outsourcing is still looked at as far too risky an alternative to think about (Durant, 2009).

The straightforward finances of outsourcing are founded on rate for service. hile purchasing decisions are occasionally…… [Read More]

Works Cited

Durant, Jerry. "The New Economics of Global Outsourcing." The International Institute for Outsource Management. January 2009. Retrieved from http://www.outsourcing.com/pdf_files/04.10.2009/the%20NEW%20Economics%20of%20Outsourcing.pdf

Hunter, Ian, and Jane Saunders. "The Future of HR and the Need for Change: New Operating Models to Deliver Increased Value." Thorogood, 2004.

King, Rachael. "The New Economics of Outsourcing." Bloomberg Businessweek. 7 April 2008. Retrieved from http://www.businessweek.com/technology/content/apr2008/tc2008043_531737.htm

Lawler, Edward, John Boudreau, and Susan Albers Mohrman. "Achieving Strategic Excellence: An Assessment of Human Resource Organizations." Stanford University Press, 2006.
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Human Resource Strategy Recommendations of Company Chosen

Words: 3683 Length: 13 Pages Document Type: Essay Paper #: 8254989

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…… [Read More]

References

Anderson, C.H. (1984). Job design: Employee satisfaction and performance in retail stores.

Journal of Small Business Management, 22, 9.

Benevides, A.D. & David, A.A. (2010). Local government wellness programs: A viable option to decrease healthcare costs and improve productivity. Public Personnel Management,

39(4), 291-293..
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Human Resource Management HRM in Today's Culture

Words: 1891 Length: 7 Pages Document Type: Essay Paper #: 65945430

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…… [Read More]

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
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Human Resource Management Techniques Through

Words: 2428 Length: 9 Pages Document Type: Essay Paper #: 30461294



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…… [Read More]

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
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Human Resource Management Challenges and Roles

Words: 3547 Length: 12 Pages Document Type: Essay Paper #: 73626207

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…… [Read More]

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.
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Human Resource Executives Understanding the Dynamics of

Words: 631 Length: 2 Pages Document Type: Essay Paper #: 65759117

Human esource Executives:

Understanding the dynamics of change has become increasingly significant to organizations due to the trend of human resource professionals to step into the role of change leaders. In addition to being considered as either fast or slow, change is usually earnestly approved or stubbornly opposed in many organizations. Currently, the three distinct dynamics of change that researchers have focused on are resistance, readiness and developing and sustaining momentum. The failed attempts at organizational change have always been attributed to the human factors in resistance to change. These factors basically incorporate a series of behaviors from passive resistance to active or even aggressive resistance. While resistance to change is commonly associated with individual resistance, it's believed that this resistance rarely occurs.

With this kind of belief, the barriers to organizational change are always attributed to the structure of the organization, performance appraisal or compensation system that are not…… [Read More]

References:

Jansen, K.J. (n.d.). The Emerging Dynamics of Change: Resistance, Readiness, and Momentum.

Human Resource Planning, 53-55. Pennsylvania State University.

Martin, G. & Beaumont, P. (2001, December). Transforming Multinational Enterprises: Towards

a Process Model of Strategic Human Resource Management Change. International Journal of Human Resource Management, 12(8), 1234-1250. Retrieved from Routledge.
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Human Resource Information System Analysis Within an Organization

Words: 1434 Length: 3 Pages Document Type: Essay Paper #: 25604619

HIS, Tech and Law

Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HIS

Human esource Information System (HIS) is an incorporated system that consists of hardware, software and a database to make available information for H decision making. It also encompasses personnel, policies, procedures, forms as well as data collected. Owing to the advancement in technology, managers are obliged to be up to par or think ahead so that they are considered obsolete because of the changes in the business world. With regard to updating or replacing Human esource Information System (HIS), it is imperative for the organization to gather pertinent information regarding new technology. The organization has to gradually screen the incessantly changing environment and come up with ways of coping with them. The long-standing preparation of HIS needs work in…… [Read More]

References

Chakraborty, A. R., & Mansor, N. N. A. (2013). Adoption of human resource information system: A theoretical analysis. Procedia-Social and Behavioral Sciences, 75, 473-478.

Kampfner, R. R. (2010, August). Computer-based Information Systems as a means of Automating the Use of Knowledge about Information Processing in Complex Systems. In Proceedings of the 54th Annual Meeting of the ISSS-2010, Waterloo, Canada (Vol. 54, No. 1).

Kavanagh, M.J., Thite, M., & Johnson, R.D. (2012). Human resource information systems: basics, applications, and future directions (2nd Ed.). United States of America: Thousand Oaks: SAGE

Opdenakker, R. (2006, September). Advantages and disadvantages of four interview techniques in qualitative research. In Forum Qualitative Sozialforschung/Forum: Qualitative Social Research (Vol. 7, No. 4).
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Human Resource Management HRM Human Resource Management

Words: 1668 Length: 5 Pages Document Type: Essay Paper #: 25518591

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…… [Read More]

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.
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Human Resource Management & Workplace

Words: 1960 Length: 6 Pages Document Type: Essay Paper #: 19443582



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…… [Read More]

Works Cited

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

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

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

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

Words: 1627 Length: 5 Pages Document Type: Essay Paper #: 8292223

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…… [Read More]

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.
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Human Resource Information Systems Wal-Mart

Words: 1523 Length: 5 Pages Document Type: Essay Paper #: 82880281



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…… [Read More]

References

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

10.1080/00207540600635235

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

Resources in ERP Capability Building and Business Process Outcomes. Journal Of
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Human Resource a Common Challenge

Words: 716 Length: 2 Pages Document Type: Essay Paper #: 3127165

e. The Civil ights Act of 1964 and the Americans with Disabilities Act). We are focused on finding individuals who can excel at the position regardless of their race, creed, sexual orientation, nationality or disability. This improves the quality of talent inside the workplace and it creates a culture that is based upon openness as well as understanding.

Moreover, we encourage everyone to communicate about their changing needs. This helps us to create solutions that will make your work and personal life less stressful. When this happens, our employees are able to concentrate more effectively on stakeholders and they are willing to help customers. These two factors are what make the firm a success.

To achieve these larger objectives, we encourage everyone to use technology a part of their lives. This takes place from the very beginning by providing training and having employees / managers communicate regularly through these solutions.…… [Read More]

References

Post Crisis. (2011). Alix Partners. Retrieved from:  http://www.alixpartners.com/en/MediaCenter/PressReleaseArchive/tabid/821/articleType/ArticleView/articleId/141/Post-Crisis-Auto-Industry-Faces-New-Set-of-Challenges-and-Decisions-According-to-AlixPartners-Study.aspx 

Weismann, J. (2012). 53% of Recent College Grads. The Atlantic. Retrieved from:  http://www.theatlantic.com/business/archive/2012/04/53-of-recent-college-grads-are-jobless-or-underemployed-how/256237/
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Human Resources Managers From Three Different HR

Words: 580 Length: 2 Pages Document Type: Essay Paper #: 96542971

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…… [Read More]

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Human Resource Management Practice Certain Combinations of

Words: 1784 Length: 5 Pages Document Type: Essay Paper #: 9998288

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…… [Read More]

References

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

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

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

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

Words: 956 Length: 3 Pages Document Type: Essay Paper #: 11869509

Human esource Standards and Staffing

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

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

References

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

International Foundation

Krista Sheehan (2009) Ethical Standards of Nursing Education

Andragogy Nursing Education
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Human Resources International Human Resource Management International

Words: 3525 Length: 12 Pages Document Type: Essay Paper #: 60424343

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…… [Read More]

References

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

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

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

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

Words: 1498 Length: 4 Pages Document Type: Essay Paper #: 4399391

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…… [Read More]

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
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Human Resource Management -- Questions Why Is

Words: 653 Length: 2 Pages Document Type: Essay Paper #: 13013249

Human Resource Management -- Questions

Why is the HR department playing a more significant role in organizational strategic planning processes today than it did 20 years ago? Today, HR is part of the growth and problem solving areas of the organization. In the past, it focused only on basic personnel functions. Companies realized that HR could do much more than it was involved in, so they expanded the duties of the department. Much of that took place as the need for and use of technology grew and companies became more global in nature.

Why is it correct to conclude that all managers are involved in developing and implementing HRM activities and programs? Every manager in the company has input into how the company is run and how the employees do their jobs. Because of that, they must understand, enforce, and agree upon rules and regulations made by that company. By…… [Read More]

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Human Resources Case Questions Which

Words: 803 Length: 2 Pages Document Type: Essay Paper #: 92104812

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…… [Read More]

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Human Resources Manager Career Analysis HR Manager

Words: 1426 Length: 5 Pages Document Type: Essay Paper #: 92124371

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…… [Read More]

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=
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Human Resource Management in the

Words: 693 Length: 2 Pages Document Type: Essay Paper #: 91747498

In the hierarchical configuration it also augmented the working hours but decreased the pay in poor working conditions, increased the social distance between employee and employers and increased bureaucratization of all factors, resulting in an increase in monotony. Because of these factors personnel management began to get a lot of attention. The function of HM has become even more important since 1980. There has been an absolute transfer from post war socialism towards individuality along with changes in the arrangement of the financial system. A number of people believed that HM had developed in order to resolve union problems as there was a new command to look out for employees within a company as it performed its special functions (Evolution of Human esource Management, 2009).

The beginning of New Public Management within the public services area of a lot of countries has led to changes in epistemology along with new…… [Read More]

References

Bissessar, Ann Marie. (2001). Differential Approaches to Human Resource Management

Reform: in the public services of Jamaica and Trinidad and Tobago. Retrieved September 30, 2010, from Entrepreneur Web site:

http://www.entrepreneur.com/tradejournals/article/82535727.html

Evolution of Human Resource Management. (2009). Retrieved September 30, 2010, from Articles Base Web site: http://www.articlesbase.com/training-articles/evolution-of-human-resource-management-1294285.html
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Human Resource Is a General

Words: 904 Length: 3 Pages Document Type: Essay Paper #: 66601793

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…… [Read More]

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.
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Human Resource Management

Words: 1674 Length: 4 Pages Document Type: Essay Paper #: 39492936

Human esource Management

Job analysis

Job Design and considerations

Job design is the arrangement of work in organizations. The arrangement assist employees as well as the organization meet objectives. An effective job design satisfies employees in organizations since it prevents dissatisfaction arising from repetitive work. It also assists organizations by preventing employees from alienation.

Additionally, job designs improve on the productivity of an organization. Job designs, however, need to consider the following aspects in order to meet organizations goals: job enrichment, job enlargement, job rotation, as well as job simplification. Job enrichment is a way in which organizations motivate their employees by giving them diverse varieties in their job as well as additional responsibilities.

Job enlargement refers to increasing the scope of employees work by extending their responsibilities, and job duties at the same level of employment. Job rotation, on the other hand, is a management technique for training employees,…… [Read More]

References

Gatewood, R.D., Feild, H.S., & Barrick, M.R. (2010). Human resource selection. Cengage Learning.

Oldham, G.R., & Hackman, J.R. (2010). Not what it was and not what it will be: The future of job design research. Journal of organizational behavior, 31(2-3), 463-479.

Lussier, R.N., & Hendon, J.R. (2012). Human Resource Management: Functions,

Applications, Skill Development. SAGE Publications.
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Human Resource Management Increasing Employee

Words: 2002 Length: 8 Pages Document Type: Essay Paper #: 82745383

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…… [Read More]

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.
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Human Resource Outsourcing Trends Advantages

Words: 3765 Length: 13 Pages Document Type: Essay Paper #: 16016372

This virtually means that the international community could soon observe mutations in the type and nature of the outsourced processes.

In general terms, companies are looking to outsource growing numbers of more complex operations as they are not willing to assume the risks and make the necessary investments. In this order of ideas, they outsource the operations to firms which have already made the investments and assumed the risks. "Organizations are reluctant to invest in and maintain cutting-edge technology and technical specialists internally, when they know that similar assets exist externally, and were developed with others' investment and risk" (Greaver).

While the companies recognized and capitalized on the benefits of outsourcing, the communities identified the limitations of the processes. The most common dissatisfaction was linked to the fact that outsourcing took jobs away from national workers and gave them to foreigners. In 2003, over 300,000 jobs within the United States…… [Read More]

References:

2009, International Association of Outsourcing Professionals Predicts Top 10 Outsourcing Trends to Watch for in 2010, International Association of Outsourcing Professionals, http://www.outsourcingprofessional.org/content/23/196/1967 / last accessed on March 15, 2010

2009, the benefits of outsourcing, Outsource2India, http://www.outsource2india.com/why_outsource/articles/benefit_outsourcing.asp last accessed on March 15, 2010

Benaud, C.L., Bordeianu, S., 1998, Outsourcing library operations in academic libraries: an overview of issues and outcomes, Libraries Unlimited, ISBN 1563085097

Bucki, J., 2010, Top 6 outsourcing disadvantages, About.com, http://operationstech.about.com/od/outsourcing/tp/OutSrcDisadv.htm last accessed on March 15, 2010
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Human Resource Management Motivation Motivational Plan Two

Words: 1654 Length: 5 Pages Document Type: Essay Paper #: 98398497

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…… [Read More]

References

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

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

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

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

Words: 2246 Length: 6 Pages Document Type: Essay Paper #: 44545786

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…… [Read More]

References

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

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

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

Storey, J. (2007). Human resource management: A critical text. London: Thomson.
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Human Resources Management - Maintaining a Competitive

Words: 15260 Length: 55 Pages Document Type: Essay Paper #: 65440606

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

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

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

They include:

Attract, retain and motivate employees;

Ensure legal and regulatory compliance;

Manage the human side of technological change.

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

Meet…… [Read More]

References

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

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

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

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

Words: 2751 Length: 10 Pages Document Type: Essay Paper #: 95937911

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…… [Read More]

References

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

from Web site:

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

GRAM_EVAL.pdf
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Human Resources Sourcing Initiatives Must

Words: 580 Length: 2 Pages Document Type: Essay Paper #: 46409167

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

Sourcing strategy #4: Advertising in the print media

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

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

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Human Resources in Today's Business

Words: 1551 Length: 5 Pages Document Type: Essay Paper #: 46337283

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

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

esources

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

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

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

UC egents. 2007). Guide to Managing Human esources. University…… [Read More]

Resources, training, and labor relations managers and specialists. Occupational Outlook Handbook. 2008-09 ed. Retrieved August 19, 2009 at http://www.bls.gov/oco/ocos021.htm#nature.
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Human Resources Management - Review

Words: 3670 Length: 12 Pages Document Type: Essay Paper #: 87250331

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…… [Read More]

References

Text-books:

Armstrong, M., "A Handbook of Human Resource Management," Kogan Page, 2000, 7th Edition, London

Jackson, S.E., Schuler, R.S., "Managing Human Resources: A partnership perspective," South-Western College, 2000, Cincinnati, OH

Milkovich, G.T., and Boudreau, J.W., "Human Resource Management," Times Mirror Higher Education Group, USA, 1997, p. 2-10
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Human Resource Management

Words: 1761 Length: 6 Pages Document Type: Essay Paper #: 88603311

Human Resource Management

Description of the overall operations and role of the HR department

The HR manager interviewed gave the following points as having the most priority in his department and the functions performed (Campbell Clark, S (2001))

Recruitment and selection

How to follow best practice in drawing up the relevant documentation from advertising a vacancy and formulating a job description through to interviewing and making a sound

Decision in appointing the correct candidate.

Engagement procedure

Providing contracts of employment, written particulars and a staff handbook to meet all legal requirements and give employees all the information they need.

Record keeping

The collection of information in manual or computerized form to enable the company to plan and monitor.

Performance management range of activities to develop and reward good performance and manage poor performance and disciplinary issues.

Dealing with absence

Monitoring and controlling short- and long-term absence to ensure good attendance.…… [Read More]

Works Cited

Campbell Clark, S (2001), Work Cultures and Work / Family Balance, Journal of Vocational Behavior, vol 58, p.348-365.

Campbell, I and Charlesworth, S (2003), 'Family friendly benefits in Australia: Are they Adequate?'in M. Baird and J. Burgess (eds) Employee Entitlements in Australia, Employment Studies Centre Monograph No.3/2003, University of Newcastle.

Currie, G and Proctor, S (2001), 'Exploring the relationship between HR and middle managers', Human Resource Management Journal, vol.11, no.1, pp53-69.

Dex, S and Scheibl, F (2001), Flexible and family friendly working arrangements in UK-Based SMEs:Business Cases, British Journal of Industrial Relations, vol.39, no.3, pp411-431.
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Human Resources Problems Posed by

Words: 723 Length: 3 Pages Document Type: Essay Paper #: 84487873



egarding Manpower Planning, ichard had cut staff levels to the point where the departments themselves were being compromised. However, it should be noted that this was being done by ichard due to his own unsavory goals and plans, but at any rate, ichard's actions make an important point. When manpower levels are cut to unsafe levels, for whatever the reason, disaster is likely to follow.

Employee Motivation was crushed by ichard both by his policies and his actions. When he cut staff levels as was mentioned before, those who remained in the staff were displeased at being forced into assuming more work volume, suspicious of ichard's motivations in slashing the staff levels, and left to fear for their own positions. Beyond this, once it was apparent that there were ulterior motives for ichard to be doing what he was doing, the staff members became more and more disillusioned with the…… [Read More]