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Human Resources Management
If what is learned in an important college or university course is not put to use in some pragmatic way -- or understood in the larger social context -- then that learning may be viewed as meaningless time spent. No doubt there is a percentage of students that are simply going through the process of education, working for a degree that will open doors and lead, hopefully, to the good life. But for many others, learning -- in this case about human resources, management, employee / employer dynamics, and ethical considerations therein -- means being stimulated to grasp the links to the world that are discovered through serious attention to course work.
The salient questions to be answered in this paper are, which aspects of HRM work best together to perform the function of achieving organizational goals -- and are any more important than the others? The…
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Ceasar, Stephen. (2012). Chicano studies classes vanish. Los Angeles Times. Retrieved January 12, 2012, from http://www.latimes.com .
Human esources Technology
The Human esource Management within organizations has gained escalation strategic prominence accompanied by the significant of its existing configuration of HM and respective business strategies is well acknowledged (Colomo-Palacio et al., 2012). In fact, the efficient Human esource Management is essential in order to be capable to meet the prevailing market demands with well-qualified workers at all times. Technology and Human esource Management possess a wide range of persuades upon each other, and the prevailing Human esource professionals ought to be able to adopt technologies that permit the reengineering of the Human esource purpose, be arranged to sustain a proper organizational (Fan, 2009). This is accompanied by the work design revolutionizes caused through technology, and thus aiding in supporting a suitable administrative climate for innovative and information-based organizations. These technological developments are being propelled primarily through strong demands from human resource professionals (Bayat, 2011). This will subsequently…
References
Bayat, R.F. (2011). Impact on the Productivity of Human Resources Management, Performance
Evaluation. Australian Journal Of Basic & Applied Sciences, 5(12), 1629-1635.
Colomo-Palacio, R., Casado-Lumbreras, C., Soto-Acosta, P., Misra, S., & Garcia-Penalvo, F.
(2012). Analyzing Human Resource Management Practices Within the GSD Context.
Human esources
A Four Section View of Human esource Management
The Traditional vs. The New
The traditional view is personnel management which is a group within the organization that helps employees by seeing to their welfare and by seeking to help them perform on the job. Personnel management is involved in recruitment of individuals to fill staffing holes and to make sure that those employees have all the tools they need to be successful in their position within the company (Bach & Sisson, 2000, 3).
The new view that most organizations have is that they should focus more in human resources than personnel management. Human resources traditionally is a part of the organization that is more concerned with assisting behind the scenes than being involved directly with employees (Mathis & Jackson, 2007, 6). They give the employee the information that they need and no other. Of course, human resources has…
References
Arthur, D. (1998). Recruiting, selecting & orienting new employees. New York: AMACOM Books.
Bach, S., & Sisson, K. (2000). Personnel management: A comprehensive guide to theory and practice. Hoboken, NJ: Wiley-Blackwell.
Bizmanualz. (2008). Human resources procedures for employee management. St. Louis, MO: Bizmanualz.
Bowen, R.B. (2000). Recognizing and rewarding employees. New York: McGraw-Hill Professional.
This creates the largest challenge for a global company like WalMart which has to ensure that it keeps up with changes that are happening in different states and countries. For example the rules for employees in Massachusetts are different from those in New York. This creates challenges for the organization in trying to keep up with compliance to legal standards.
Cultural change around the world is also creating challenges for compliance to legal standards since global organizations have to keep up with cultures, some of which may just be short-lived. There is also uncertainty of the global market which makes the organizations to suffer damage from changing consumer perceptions that may or may not be related to changes in their culture Delmar & Shane, 2003.
Trying to balance their reputation with these changing cultures is tricky and some organizations have had issues in gauging the importance of their reputation vs.…
References
Brush, T.H., Bromiley, P., & Hendrickx, M. (1999). The Relative Influence of Industry and Corporation on Business Segment Performance: An Alternative Estimate. Strategic Management Journal, 20(6), 519-547. doi: 10.2307/3094110
Delmar, F., & Shane, S. (2003). Does Business Planning Facilitate the Development of New Ventures? Strategic Management Journal, 24(12), 1165-1185. doi: 10.2307/20060610
Groot, M.D., & Vrielink, M.O. (1998). Legal Theory and Sociological Facts. Law and Philosophy, 17(3), 251-270. doi: 10.2307/3504881
Shenkar, O. (2004). One More Time: International Business in a Global Economy. Journal of International Business Studies, 35(2), 161-171. doi: 10.2307/3875249
Human Resources Management: Health Services Management
Performance management is a critical aspect of any health care system. And this is true in the area of management of the organizations' human resources performance management as well. The objective of this work is to critically examine the importance of human resources performance management health care system. This work will endeavor to apply critical analysis and make comments and suggestions on improvement of the unit of a department in the health care setting.
Performance-ased Management System Establishment
The importance of establishing a performance-based management system cannot be overemphasized according to the work of Will Artley and Suzanne Stroh (2001) who state "All high-performance organizations, whether public or private, are, and must be, interested in developing and deploying effective performance measurement and performance management systems, since it is only through such systems that they can remain high-performance organizations." (p.i)
II. Intergovernmental enchmarking Study
It…
Bibliography
Bach, Stephen Dr. (2000) HR and New Approaches to Public Sector Management: Improving HRM Capacity. Workshop on Global Health Workforce Strategy Annecy, France, 9-12 December 2000. Retrieved from: http://www.who.int/hrh/en/Improving_hrm_capacity.pdf
Buchan, James (2004) What Difference does 'Good' HRM Make? Human Resources for Health 2004. Retrieved from: http://www.human-resources-health.com/content/2/1/6#B10
Establishing an Integrated Performance Measurement System (2001) The Performance-Based Management Handbook. Volume 2. 2001, September. Retrieved from: http://www.orau.gov/pbm/pbmhandbook/volume%202.pdf
Hornby P, Forte P: Guidelines for Introducing Human Resource Indicators to Monitor Health Service Performance. Keele: Centre for Health Planning and Management, Keele University; 2002.
Human esources Planning
Budgeting
* Components/elements included in an H Budget * Consider all H facets such as Selection and placement, training & development, compensation and benefits, employee relations and employee engagement, health, safety and risk management * Cost reduction strategies.
Both the cost and the range of functions taken on by a Human esources Department are directly dependent on the size of the company. Smaller companies tend to make fewer distinctions between programs that the Human esources Department oversees while larger companies make clearer distinctions between different functions. However they are packaged, however, and whatever the title of the individual who carries out the assignments, Human esources Departments in general oversee the types of functions that are described in the section below. As Human esources Departments become increasingly comprehensive in the services that they provide as a supporter of the needs of both employees and managers and as the…
References
Bureau of Labor Statistics. (2011). U.S. Department of Labor. Retrieved from http://www.bls.gov/ooh/Business-and-Financial/Human-resources-specialists.htm .
Conaty, W. & Charan, R. (2011).The talent masters: Why smart leaders put people before numbers. New York: Crown Publishing Group.
How to find recruiters in your midst. (2012). Retrieved from http://guides.wsj.com/careers/how-to-work-with-executive-recruiters/how-to-find-recruiters-in-your-niche/
Human resources reports and essays. (2006). Retrieved from http://www.towers.fr/essays/hrm.html
As to her argument that the entry qualifications are a "good first degree," it might be pointed out that what is constituted as a good first degree in these two departments differs. The question is whether her degree is more closely related to engineering or it, or neither. These differences would be considered a "material factor." A good first degree is not the only material factor that will determine the success of the case. Both jobs have other factors involved as well. For instance, skills, training, and valid experience also count for these positions. There is enough material factors to say that Pamela does nor have a case in the job evaluation claim. The mere fact that a majority of the engineering technicians are men and the it technicians are women is not a valid case, because both departments have both sexes. The argument could be made that insufficient candidates…
References
Childs, M. (2004). 'Putting a value on evaluation'. Personnel Today. 19 December 1003. [online] Available: http://www.personneltoday.com/articles/2004/10/19/26125/putting-a-value-on-evaluation.html [accessed 19 January 2011].
Directgov. (2011). Fair Reasons for Dismissal. [online] Available: http://www.direct.gov.uk/en/Employment/RedundancyAndLeavingYourJob/Dismissal/DG_175834 [accessed 19 January 2011].
InBrief, (2011). The Equal Pay Act 1970. [online] Available: http://www.inbrief.co.uk/employees/equal-pay.htm [accessed 19 January 2011].
Halson Solicitors (2011). Sickness Absences. [online] Available: http://www.rightsatwork.co.uk/employment-law/sickness-absences.html [accessed 19 January 2011].
These programs help the employee to use their greatest talents and assets for the improvement of the organization.
The fifth area of the total reward strategy involves culture. Culture refers to the attitudes and behaviors that collectively influence how an individual behaves. Cultural change is difficult because it means of changing attitudes and fundamental beliefs of a society or organization. Culture is an element that can influence the total rewards model. The work environment is another factor of that can influence the effectiveness of the total rewards program. These factors influence the effectiveness of the total rewards model and benefit programs by influencing employee perceptions.
These five areas of the total rewards program are consistent across many companies. These five elements have become common terms in the provision of compensation and benefits packages. They are often unchanged in their order. Total rewards programs often list specific company benefits in these…
References
Carlson. L. (2005). Employee loyalty goes beyond pay, benefits. Employee Benefit News. July 1, 2005.
Constellation Energy. (2011). Total Rewards. Retrieved February 16, 2011 from http://www.constellation.com/portal/site/constellation/menuitem.37364b5370ec64875fb60610025166a0/
Danish, R. & Usman, a. (2010). Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical Study from Pakistan. International Journal of Business and Management. 5 (2): 159-167.
Fay, C. & Thompson, M. (2001). Contextual Determinants of Reward Systems' Success: An Exploratory Study. Human Resource Management. 40 (3): 213-226.
Chart such as:-
Years of Experience
Points
1-2
1.0
3-5
1.5
6-9
2.0
10-13
2.5
14-17
3.0
18+
4.0
Disciplinary Process
Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. The process features increasingly formal efforts to provide feedback to the employee so he or she can correct the problem. The goal of progressive discipline is to improve employee performance. The process of progressive discipline is not intended as a punishment for an employee, but to assist the employee to overcome performance problems and satisfy job expectations. Progressive discipline is most successful when it assists an individual to become an effectively performing member of the organization. Failing that, progressive discipline enables the organization to fairly, and with substantial…
References
Lauby, S. (2009, June 7). The foundation of organizational strategic planning.
Daily News, pp.F5,F7.
Sims, D. (2002). Creative New Employee Orientation Programs.
New York: McGraw-hill
Human esources
The field of human resources management has suffered impressive changes throughout the past recent decades and more and more organizational leaders come to develop and implement complex HM strategies. But regardless of the efforts made, the field of human resource management is still changing and developing, and each economic agent has to find ways to best use it to its advantage.
Economic agents devise and implement complex strategies to motivate and retain the best staff members due to their intellectual capital and their ability to create value. The development of these strategies is based on two equally important components -- the theoretical stances and the practical observations. From a theoretical standpoint, human resource practices can be influenced at various levels. For instance, the research community might provide documented findings on the link between organizational culture and employee performances. Such a link would be manifested by the fact that…
References:
Kearns, P., 2010, HR strategy -- creating business strategy with human capital, 2nd edition, Butterworth-Heinemann
Pasmore, W.A., Woodman, R.W., Shani, A.B., 2011, Research in organizational change and development, Emerald Group Publishing
Sullivan, J., Strategic human resources actions
Employment also buys employees into programs like Social Security, unemployment compensation, and workers compensation insurance. It is not uncommon to hear the compensation one receives called a 'pay package,' but at any name the bottom line idea is to attract good employees.
For the Eastman Kodak company, there is a definite trend toward the strategic rather than the traditional roles for human resources, and therefore for the employees within the company itself. Eastman Kodak used to do everything on American soil, but they are now outsourcing many more of their development, design, and manufacturing areas to offshore companies. There global human resource management strategy has therefore been expanded and is more interested now in making sure that the jobs that can be sent overseas for less money are moved away from the United States. This helps the company's bottom line, but it is not necessarily a good strategy when it…
Human Resources Consulting
Industry History
The human resources consulting industry was not founded so much as it has emerged as a distinct industry from management consulting and as an outgrowth from organizations' own human resource companies. In the past thirty years, the industry has grown rapidly for a few different reasons. Many within the industry are former practitioners who for one reason or another began to work independently. Some were laid off from jobs, and moved into consulting, while others simply sought the independence. The trend towards outsourcing created more opportunities for HR consultants as well, because companies were eliminating parts of their in-house HR teams and replacing them. This created a rapidly growing market for consulting services. The consultants themselves were able to sell their expertise to business, including smaller and medium sized business, as people able to bring different perspectives and solutions to the workplace. This created a…
Works Cited:
IBIS World. (2012). HR consulting in the U.S.: Market research report. IBISWorld. Retrieved June 30, 2012 from http://www.ibisworld.com/industry/default.aspx?indid=1423
Human esources
It is very important for an human resources director in the modern age of human resources and internet technology to understand that while paper-based resumes and applications as well as face-to-face-only contacts are not dead and gone as a common practice, the advent and advancement of the Internet as a job seeking and hiring mechanism cannot be denied and the phenomenon is never going to go away. It will simply expand and evolve as time goes on and taking this challenge head on would and should include the proper understanding, implementation and administration of a solid HIS system such as PeopleSoft. The author of this report will offer thoughts on three major topics. Those topics, in the order in which they will be covered, will be e-recruiting, self-service technology and e-learning/training (Coronas & Oliva, 2005)(Gueutal & Stone, 2005).
E-ecruiting
Part and parcel of all the three major topics…
References
Coronas, T., & Oliva, M. (2005). E-Human resources management managing knowledge people. Hershey, PA: Idea Group Pub..
Gueutal, H.G., & Stone, D.L. (2005). The brave new world of eHR: human resources management in the digital age. San Francisco: Jossey-Bass.
So when these less trained and educated employees see any customer coming towards them. They try to avoid, move here and there or goes out of the reach of the customer. The Malls do come under the category of Retail business. In which there are different brands, shops and products of different companies are present under one roof. Every customer who visits is different in terms of education, product knowledge, from educated or uneducated background. Here is the importance of human resource management plays its part; where the human resource department has to train the employees to cater every customer. So the employees can respond to every query that is being asked by the customer with wisdom and technique.
It is the sole discretion of the organizational heads to deliver the trainings to the employees of the organization. The coaching, training sessions should be on regular intervals. Informational handouts should…
Bibliography:
Bienstock, C.C., DeMoranville, C.W., Rachel K. Smith, R.K. (2003). Organizational citizenship behavior and service quality. Journal of Services Marketing, 17 (4), pp.357 -- 378.
Mahdavi, I. (2001). American Business Education and Transfer of Culture. Journal of American Association of Behavioral and Social Sciences, Fall 2001.
Morf, D.A., Schumacher, M.G., and Vitell, S.J. (1999). A Survey of Ethics Officers in Large Organizations. Journal of Business Ethics, 20, 265-271.
Human Resources
(Before the Interview)
Aaron, the VP of Human Resources runs into Recruitment Manager Jamie and Calvin, Marketing Director in the hallway.
Aaron: Jamie, are you interviewing for the new Assistant Director of Marketing Position?
Jamie: Yes, we've got someone in there right now.
Aaron: I know you sent me an email about it, but I didn't have time to look it over. What were the specs for the new position?
Calvin: I wanted someone to handle some of the day-to-day service interactions. An experienced marketing professional who can handle a lot of different areas. Supervising the regional sales managers, helping develop the nationwide strategy, gathering and processing customer data, acting as a liaison with the PR and advertising firms.
Jamie: We're really looking for someone with a track record of getting the best out of people -- someone who can help us increase our reach in social and…
Also, minimizing the amount of damaging data kept online, like performance reviews or medical information, might be another way to reduce employee fears and risks of security impingement. If it is necessary to keep this data online, additional security protections regarding this data may be advisable.
Another important issue, however, that is not addressed in the article is the need to educate employees about how to keep their information safe. Employees must take active steps to keep their information confidential, such as not revealing their passwords and usernames carelessly to others, in addition to keeping it staff informed of any likely violations of computer security. All employees live in an unsafe environment, and whenever anyone uses a credit card he or she is at some risk. Every individual employee, as well as every manger must be constantly vigilant about their data. They must be aware that there are many determined…
Conciliation
The Investigation/Conciliation Official employed by the Commission will try to get the two parties involved, i.e. The employee discriminated against and the discriminator, to agree to certain conclusions that are deemed best by the Commission. This can be done by arranging a Conciliation Conference and use that as a platform for open, behind closed doors and candid talk between the two parties, each bringing a third independent entity. Of course, either one or both the parties have no compulsion to either confirm or invalidate the initial protest (ichard, 1998).
eport
If the conference reaps no result and neither party can come up with a unitary agreement, or the commission feels like such a meeting will be unnecessary as there is enough evidence of discrimination by the party reported then they can directly forward the complaint to the Federal Attorney-General, whereof the complaint will be addressed in the Parliament where…
References
Corby, S and White, G. Employee Relations in the Public Services: Themes and Issues. Routledge. London. 1999.
Cully, M. Dix, G. O'Reilly, A. Woodland, S. Britain at Work: As Depicted by 1998 Workplace Employee Relations Survey. Routledge. London. 1999.
Noon, M and Ogbonna, E. Equality, Diversity and Disadvantage in Employment. Palgrave. Basingstoke, England. 2001.
Richard S.B. Challenging the Myths of Fair Employment Practices. Quorum Books. Westport, CT. 1998.
The manager should have experience, ideally on the job, with a diverse workforce, and participated in, or directed a diversity-training program. The manager should have experience facilitating workplace conflict and formal training in mediation.
The manager should be optimistic in temperament, although not blind to the fact that problems must be dealt with on a timely basis.
Ideally, the manager should be an extrovert, and enjoy working with people, and making the workplace a hospitable environment in ways that are great and small.
The manager should have been required to communicate to persons on a daily basis, both formally and informally. These types of communication might include everything from organizational newsletters, emails, or speaking in front of groups of people.
The manager should be able to act as a mentor to employees, and have some experience working closely and supervising the training of small as well as large groups of…
I would suggest, for example, first presenting the main causes of accidents within the working environment (as a percentage, in the industry in general and in the company itself), presenting the main safety norms that the brainstorming team has come up with and presenting how the workers need to apply these norms. The initial drafted ideas will thus be polished into a working document.
The third phase of the action plan designed to implement the second objective of the three refers to communicating the conceived safety norms to the workers. The last two phases (the third and fourth) are perhaps the most difficult of all. In this cases, we are referring to identifying and using the proper means of communication in order to ensure that the safety norms message reaches the audience (the workers) and, especially, that they properly react on the information received, with the expected results.
In terms…
Essay. 1) the strike was legal, assuming that the union members voted for it. The case does not state whether or not this was the case.
2) the ten strike replacements will make that the agreement that ended the strike allowed for them to retain their positions. In particular, the company agreed to this, so the company cannot fire them. Their terminations do not appear to be legal. Their grievances, however, are not permitted, because the union never agreed to the stipulation that replacement workers would be admitted to the union. However, the union accepted their dues, which de facto shows that they were members of the union. Thus, the grievances will be permitted. This is the case that Ironsteel will make -- that these workers must argue their cases individually, not collectively.
The union will argue on behalf of the 12 highest-paid strikers. Those workers would be subject to…
Human esources
What would you do to ensure that you were well versed in the legal regulation of business and U.S. labor laws?
In order for a country to realize its investment potential, a stable macroeconomic environment is essential. To reduce poverty and accelerate growth appropriate policies in institutions, good governance and property rights all contribute towards a positive investment climate (Mattioli, 2006). Lately, improved worker rights have turned out to contribute higher productivity growth, and therefore faster economic growth, better distribution of income amongst people as well as between workers and firms. In addition, the outcome is a more stable and strong local demand
Employers must offer the employees with a workplace that is free from discrimination and harassment, where all the employment decisions are made of basis of merit. Working environment should be such that all employees have the opportunity to perform to their maximum potential. An ideal…
References
Mattioli, M. (2006). Laws of Labor: Core Labor Standard and Global Trade. Harvard International Review, 26 (2).
Noe, R. And Noe, R. (2012).Human resource management. New York: McGraw-Hill Irwin.
Stone, F. (1999). Coaching, counseling & mentoring. New York: AMACOM.
Case Study #1 – Religious Freedom at Work
Fred Rotelli’s situation is an example of the challenges relating to protection of religious freedom at a school or employment setting. In this scenario, Fred Rotelli was fired on the basis that he used religious expression for arrogance and insubordination. Despite the various attempts by the school district and the principal to warn him, Rotelli continued to express his religious beliefs in the school. The eventual solution to Rotelli’s situation was an out-of-court settlement in which he voluntary resigned as a music director but continued his work as a social studies teacher. In addition, the school board cleared him of all personnel record of indiscipline while he promised not to sue the district for violating his religious liberties. However, the case provides many discussion points relating to religious freedom at a school or an employment setting as discussed below.
Fairness of the…
References
Decker, D. (2018). How to Prove Harassment in the Workplace. Retrieved February 4, 2019, from https://careertrend.com/how-6494331-prove-harassment-workplace.html
Donovan, M.D. (2004). Religion, Neutrality, and the Public School Curriculum: Equal Treatment or Separation? The Catholic Lawyer, 43(1), 187-224.
Gausepohl, S. (2017, April 21). Workplace Harassment: How to Recognize and Report It. Business News Daily. Retrieved February 4, 2019, from https://www.businessnewsdaily.com/9426-workplace-harassment.html
Gerdeman, D. (2018, September 27). Religion in the Workplace: What Managers Need to Know. Retrieved Harvard Business School website: https://hbswk.hbs.edu/item/religion-in-the-workplace-what-managers-need-to-know
Kearney, R.C. & Coggburn, J.D. (2016). Public human resource management: problems and prospects (6th ed.). Thousand Oaks, CA: SAGE.
Ryman, H.M. & Alcorn, J.M. (n.d.). Religious Holidays. Retrieved from Middle Tennessee State University website: https://mtsu.edu/first-amendment/article/917/religious-holidays
In this essay, we provide an overview of the topic of human resources. This includes an overview of what human resources is, human resource responsibilities, human resources management, human resources training, and common human resources issues. In addition to thoroughly examining the topic of human resources, the essay provides a great example of an academic essay. It does so by providing all of the elements of a traditional academic essay, including: introduction, hook, thesis statement, a body with evidence and analysis of that evidence, a conclusion, and a reference section. The essay also includes properly cited sources in an academic format. You can use the essay as a template for an academic essay, as well as a primer on human resources.
Related Topics
Employment Laws- There are a variety of different laws that impact employment in the United States. From laws about hiring and recruitment regulations to laws governing hours,…
Works Cited
American Psychological Organization. “Industrial and Organizational Psychology.” American Psychological Association. 2019. https://www.apa.org/ed/graduate/specialize/industrial. Accessed 16 May 2019.
Heathfield, Susan. “What is Human Resource Management?” The Balance Careers. 6 May 2019. https://www.thebalancecareers.com/what-is-human-resource-management-1918143. Accessed 16 May 2019.
Human Resources Edu. “How to Become a Human Resources Specialist.” HumanResourcesEdu.com. 2019. https://www.humanresourcesedu.org/hr-specialist/. Accessed 16 May 2019.
Attracting and Retaining Employees
Wonder: Pose a question that you would like to explore about the theme or topic.
The wonder process of this assignment is predicated on the following question. As an Atlantic based broker engaged in national expansion and significant internal changes, this company is struggling with employee retention and attracting new employees. Thus, the premier question is how exactly is the organization expected to keep the team motivated, reduce the mass exodus including the loss of eight employees in the last six months, and find good people to join the organization? The most important aspect of this question is that there are a number of facets in it that are implicit to providing a succinct answer comprehensive enough to positively affect this organization. Specifically, attracting new employees calls for different measures needed than those for retaining employees, although there is a fair amount of correlation between these…
Bibliography
Clawson, J. G. (2012). Level Three Leadership. (S. Yagan, Ed.) Upper Saddle River, New Jersey, United States of America: Prentice Hall. Chapter 23 - Human Resources Management Systems
Crutcher, Gordon, et al. F520 Leading in the Insurance World. The Insurance Institute of Canada, 2012
Cunningham, Sharon. “Attracting and Retaining Employees in a Competitive World.” (2002).
Berris, Michael, Jackson, Vanessa. “The Art of Retaining Employees.” (2008).
The Insurance Institute of Canada. “Slim Pickings How to Deal with the Diminishing Supply of Top Talent.” Top Broker. (2012).
Clawson, J. G. Level Three Leadership. 8-3.
Cunningham, Sharon. “Attracting and Retaining Employees in a Competitive World.” Berris, Michael, Jackson, Vanessa. “The Art of Retaining Employees.” 8-27.
Berris, Michael, Jackson, Vanessa. “The Art of Retaining Employees.” 8-28.
How HR Aspects Work Together
Introduction
As the primary function of human resource management (HRM) is to increase the effectiveness and contribution of employees in the attainment of organizational aims and objectives, the various aspects of HRM must be integrated to ensure that the proper motivation and support is given to workers (Gerhart & Fang, 2015). Indeed, the view towards providing motivation—whether intrinsically or extrinsically—while creating a supportive workplace environment and culture are the two main concepts that I learned the most from in this course. In this reflective paper, I will explain how the various aspects of HRM work together to perform the primary function of HRM. I will also discuss whether any aspects are more important than others along with how I believe the HRM role can be optimized for shaping organizational and employee behavior. Finally, the paper will identify specific current and/or future applications and relevance to…
References
Chandrasekar, K. (2011). Workplace environment and its impact on organisational performance in public sector organisations. International Journal of Enterprise Computing and Business Systems, 1(1), 1-19.
Eisenberg, J., & Mattarelli, E. (2017). Building bridges in global virtual teams: the role of multicultural brokers in overcoming the negative effects of identity threats on knowledge sharing across subgroups. Journal of International Management, 23(4), 399-411.
Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annual Review of Organizational Psychology and Organizational Behavior, 2, 489-521
Hennessey, B., Moran, S., Altringer, B., & Amabile, T. M. (2015). Extrinsic and intrinsic motivation. Wiley Encyclopedia of Management, 1-4.
Iqbal, M. Z., Akbar, S., & Budhwar, P. (2015). Effectiveness of performance appraisal: An integrated framework. International Journal of Management Reviews, 17(4), 510-533.
Mahmood, M. (2015). Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries. Asia Pacific Journal of Human Resources, 53(3), 331-350.
Mayo, E. (1949). Hawthorne and the western electric company. Public Administration: Concepts and Cases, 149-158.
Compensation Philosophy
Introduction
Compensation philosophy refers to the approach that a company takes to determining compensation. Total compensation is a mix of pay and benefits, and the structure that the pay takes as well. The compensation philosophy should be aligned with the company’s overall strategy. For example, Wal-Mart pays at low rates in order to help it compete on a low cost basis – a lower cost of doing business is conducive to that approach. Costco takes a different approach, believing that paying above market for its employees will deliver higher workplace engagement, and a more experienced, efficient workforce. The gains in efficiency and engagement will offset the higher cost per worker, is the general thinking there. So the compensation philosophy can be different between two firms in the same industry, but the philosophy has to be aligned with the rest of the business, including the key business objectives.
Different…
References
Bowman, Jeremy. “Why Wal-Mart will never pay employees as much as Costco” Motley Fool [Web]. 2016. Retrieved December 5, 2017 from https://www.fool.com/investing/2016/1
SHMR.org “Planning and design: Compensation philosophy: What are the advantages or disadvantages of lead, match or lag compensation strategy. SHRM.org 2015. Retrieved December 5, 2017 from https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/cms_024253.aspx
Sturman, Michael & McCabe, David. “Choosing whether to lead, lag or match the market” Scholarly Commons 2006. Web. Retrieved December 5, 2017 from http://scholarship.sha.cornell.edu/cgi/viewcontent.cgi?article=1338&context=articles
Introduction
Capital One wants to become the employer of choice for talented young knowledge workers. This report will outline some of the elements that go into attracting and retaining that sort of worker. The young knowledge worker is characterized as under the age of 35, either highly educated (master’s degree or above) or highly skilled (i.e. programming), depending on their field of expertise. As a financial institution Capital One needs talent in both finance (MBA, M.Sc), programming and development, as well as in fields like marketing (i.e. creative talent). These workers have their choice of companies with which to work. They demand great spaces, living in the best cities, and the opportunity to do challenging work with other highly talented, motivated people.
Physical Space
The best workers call their own shots with respect to where the live and work. While quality of life means different things to different people, the…
References
Beauchamp, P. (2015). Telecommuting: The pros, cons and risks of working from home. InGuard. Retrieved December 27, 2017 from http://www.inguard.com/blog/telecommuting-pros-cons-risks-working-from-home
Greenbaum, K. (2017). The five top talent challenges of today’s c-level executives. Forbes. Retrieved December 27, 2017 from https://www.forbes.com/sites/forbeshumanresourcescouncil/2017/07/03/the-five-top-talent-challenges-of-todays-c-level-executives/#650e7ab15f18
HRM Guide (2017). Compensation strategy. Simple HR Guide. Retrieved December 27, 2017 from http://www.simplehrguide.com/compensation-strategy.html
Klick (2017). 94% of CEOs: Wellness programs = talent acquisition. Klick. Retrieved December 27, 2017 from https://www.klick.com/health/news/blog/insights/94-of-ceos-wellness-programs-talent-acquisition/
SCMP (2015) Quality of life is key to attracting global talent. South China Morning Post. Retrieved December 27, 2017 from http://www.scmp.com/comment/insight-opinion/article/1784331/quality-life-key-attracting-global-tt
1.) Describe the criteria necessary for firms to achieve sustained competitive advantage through people.
To achieve sustained competitive advantage through people, organizations have to invest in human resources (Mahmood, 2015). HR will be responsible for hiring the right people for the right job, creating an exceptional workplace culture that talent wants to be part of, developing an environment in which workers have cognitive incentives to further develop their skills and thus enable the organization to differentiate itself from what competitors are doing and so on. Effective and efficient use of human capital is at the heart of every organization’s success.
2.) Discuss the different forms of employee teams.
There are a variety of different teams in the workplace: department teams, problem-solving teams, virtual teams, cross-functional teams, and self-managed teams. Department teams typically contain individuals who specialize in a certain function—for example, back-end web development in IT. A team will consist…
References
Capsim. (2015). What different types of teams are in the workplace? Retrieved from https://www.capsim.com/blog/what-different-types-of-teams-are-in-the-workplace/
Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annual Review of Organizational Psychology and Organizational Behavior, 2, 489-521
Mahmood, M. (2015). Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries. Asia Pacific Journal of Human Resources, 53(3), 331-350.
National Conference of State Legislatures. (2018). The At-Will Presumption And Exceptions To The Rule. Retrieved from http://www.ncsl.org/research/labor-and-employment/at-will-employment-overview.aspx
Human Resource Frame
Overview of the Organization
The Walt Disney Company is one of the largest media and entertainment companies in the world. Its products and services meet the needs of billions of consumers around the world, through storytelling and the creation of fantasy and entertainment. In order to produce these outcomes, the Disney Company needs to engage around 200,000 employees (Forbes, 2018). The Walt Disney Company is ranked as one of the best companies to work for. The essential strategy of Disney is that they company requires its employees to create amazing experiences for guests and consumers. In order to do this, the employees themselves must be inspired, and committed to delivering those types of experiences. The human resources frame can be utilized to explain how Disney is able to inspire 200,000 employees to deliver amazing experiences.
Human Resources Frame
Bolman and Deal describe the four frames by which…
Infosys
The recent initiatives of HR definitely contributed to the discontent among the employees. The first was variable pay. This concept was viewed poorly by the majority of employees as a ploy to lower compensation costs. While variable pay worked for the senior executives of the company, the reality is that senior executives a) are often competitive in nature and are thus motivated by the challenge to excel and b) make lots of money so aren't worried on that level if they miss their targets. Employees lower in the organizational hierarchy may not have the financial security yet – especially ones fresh out of college – to whether pay uncertainty. Further, they have fewer skills that would make them feel confident about outperforming. On top of that, the majority of people are not especially competitive in this regard and may not even have the opportunity to excel much less the…
In an interview with Gil Podrak, my former manager at the Bench company, we discussed current trends in training and what training might look like in the future. We also talked about what Podrak feels works and what does not work, and what he suggests for how to improve training in the future. Much of what Podrak said echoes current research in human resources and organizational behavior. For example, current and future trends in training seem to be less educational and more focused on specific and individualized needs. Whereas coursework seemed to be almost synonymous with training in the past, and still is to a degree in many organizations, training is now recognized as being a lot more than the “too long, too boring, ‘too PowerPoint’” training courses that yield few good results (Futurethink, 2009, p. 1). Podrak said something similar, noting that our organization had been spending too much…
References
Futurethink (2009). The future of learning and development. Retrieved online: https://cdns3.trainingindustry.com/media/2462010/futurethink-future%20of%20learning%20and%20development.pdf
Gill, S. & Grewbow, D. (2017). The future of learning is not training. Association for Talent Development. Retrieved online: https://www.td.org/Publications/Blogs/Management-Blog/2017/02/The-Future-of-Learning-Is-Not-Training
Wentworth, D. & Lombardi, M. (2014). 5 trends for the future of learning and development. Training. 28 Aug, 2014. Retrieved online: https://trainingmag.com/5-trends-future-learning-and-development
After reading the Home Depot case it unambiguously appears the original decision to place HR managers in each store did not make sense. Conversely, it seems the suggested reorganization does make sense, partly because it is responsible for removing those HR managers from Home Depot stores. There are several reasons why the original decision to put these HR managers in stores did not make sense. There was the dual reporting on the part of the HR manager and the store manager, which helped to non-plus those attempting to glean an accurate understanding of the store itself. Allocating these human resources might have helped Home Depot expand its presence, but it did little for its stock options and overall customer service—areas in which the organization must focus on to perpetuate its organization. Additionally, Home Depot’s company culture required a certain, blue-collar approach, which was not always met by the in-store HR…
Works Cited
Mello, Jeffrey. Strategic Human Resource Management. New York: South-Western College Pub. 2014. Print.
Organizational Analysis and SWOTHuman resource is one of the most important departments within any organization that relies heavily on human capital and its subsequent development. Human resources allow organizations to attract, train, and retain top talent from an often-limited employee base. This department through the aid of executive management also can help set wage levels, salaries, and other elements within an employees overall benefits package. In addition, human resources also have the major responsibility of keeping those employees working for the firm, motivated and engages. This is done through continual education courses and other training opportunities designed to keep employee skills relevant in a dynamic marketplace. Due to the overall importance of the human resources department to the prosperity of the overall organization, it is important to conduct periodic evaluations. These evaluations allow executives to properly course correct in the event that new improvements need to be made to the…
References
1. Dessler, Gary. Human Resource Management. 14th ed. Upper Saddle River, NJ: Prentice Hall, 2014.
2. Mathis, Robert L., and John H. Jackson. Human Resource Management. 14th ed. Stamford, CT: Cengage Learning, 2014.
3. Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 8th ed. New York: McGraw-Hill/Irwin, 2013.
4. Naresh Khatri, Pawan S. Budhwar. (2002) A study of strategic HR issues in an Asian context. Personnel Review 31:2, pages 166-188.
HR Scenario Case Reviews
Instructions:
It is the morning of December 23rd. One of your company’s supervisors, Ricky Ricardo, has come to see you in Human Resources. He is trying to sort out a few things before he leaves for the Christmas weekend. With some turnover and other workers taking off time for travel during the holidays, his program is understaffed and he is dealing with a host of issues with his remaining employees: Gianna, Fred, Ethel, and Lucy.
Question 1:
When an employee, Rafael, walked into a staff meeting a few minutes late the other day, Gianna commented, “It’s about time. You Cubans always run late… on Cuban time! We should have known better than to wait on you to start.” Rafael was confused; after all, he wasn’t Cuban But he really didn’t like the tone of his voice and how rude Gianna came across. As he was leaving…
References
ADA overview. (2018). NOLO. Retrieved from https://www.nolo.com/legal-encyclopedia/free-books/employee-rights-book/chapter7-8.html.
EEOC law. (2018). U.S. Equal Employment Opportunity Commission. Retrieved from https://www1. eeoc.gov/employers/upload/eeoc_self_print_poster.pdf.
Fair Labor Standards Act. (2018). U.S. Office of Financial Management. Retrieved from https://ofm.wa.gov/state-human-resources/compensation-job-classes/compensation-administration/fair-labor-standards-act-flsa.
(FMLA overview. (2018). U.S. Department of Labor. Retrieved from https://www.dol.gov/ whd/fmla/.
Introduction
Compassion and caring are cornerstones of nursing. The cultivation and application of compassionate care approaches are critical for nurse satisfaction, too. Compassion satisfaction refers to the positive feelings and thoughts that arise from helping others. However, nurses can and do experience what is known as compassion fatigue, a type of emotional burnout. Sacco, Ciurzynski, Harvey & Ingersoll (2015) investigate the prevalence and explore the causes of both compassion satisfaction and compassion fatigue in “Compassion Satisfaction and Compassion Fatigue Among Critical Care Nurses.”
The term compassion fatigue was coined in the 1990s (Sacco, Ciurzynski, Harvey & Ingersoll, 2015). Nurses working with trauma patients may be especially at risk for compassion fatigue because of the unique nature of the patient population and the corresponding stressors in the work environment. Compassion fatigue is frequently framed as a type of burnout, or “a cumulative state of frustration with a person’s work environment that…
References
Conrad, D. & Kellar-Guenther, Y. (2006). Compassion fatigue, burnout, and compassion satisfaction among Colorado child protection workers. Child Abuse & Neglect 30(10): 1071-1080.
Hooper, C., Craig, J., Janvrin, D.R., et al (2010). Compassion Satisfaction, Burnout, and Compassion Fatigue Among Emergency Nurses Compared With Nurses in Other Selected Inpatient Specialties. Journal of Emergency Nursing 36(5): 420-427.
Sacco, T.L., Ciurzynski, S.M., Harvey, M.E. & Ingersoll, G.L. (2015). Compassion satisfaction and compassion fatigue among critical care nurses. Critical Care Nurse 35(4): 32-42.
RL Wolfe Case: Self-Directed Teams
The self-directed team model was an innovative concept for many participants, and not surprisingly, there was a difficult transition period. On-the-job training was provided but there was confusion about roles in some areas and tension between line operators and technicians, despite the fact that both positions had similar dual capabilities. Some workers had to be let go entirely because of their refusal to participate. As noted by Mello (2014), although an employee may be a good fit for the organization in terms of his or her skills, it is also important that the employee be a good fit for the organization’s culture (p.202). Employees were initially hired with an expectation that workplace rules and governances would be traditional and regimented and when RL Wolfe decided to make a cultural as well as a procedural change, perhaps inevitably there was a great deal of resistance.
Areas…
New HR Strategy Makes Lloyd a Best CompanyQ1. Skills for HRBefore Black became the HR director of Lloyds of London, the long-lived companys HR was essentially a personnel department. Black believed that HR should serve the functions of the company and maximize employee talent and satisfaction. She also believed that succeeding in HR required a comprehensive knowledge of the functioning of the company as a whole, which was one reason the company rotated new employees through a variety of different departments, to better understand the companys strategy, culture, and inner workings. Skills in HR require interpersonal knowledge, flexibility, and the ability to see the forest as well as the trees.Q2. Outcomes of new strategyThe strategy fostered a better work-life balance, enhancing employee retention and loyalty. There was a structured incentive to encourage excellence, but not at the expense of employee mental health, and employees had more positive feelings about the…
References
Cherry, K. (2019). Individualistic cultures and behaviours. Very Well Mind. Retrieved from: https://www.verywellmind.com/what-are-individualistic-cultures-2795273
Shirakawa, T. (2019). Japan an underdeveloped country for women. The Japan Times. Retrieved
from: https://www.japantimes.co.jp/opinion/2019/01/11/commentary/japan- commentary/japan-underdeveloped-country-women/#.Xm2FkHJ7mUk
Business Management Competencies
1
The role I would like to hold five years from now is Human Resources Operations Manager. In this role, I would oversee every function of the Human Resources department, and be the main source of support for HR staff and employees of the organization. As the HR Operations Manager, I would also be tasked with overseeing the budget process, developing and implementing company policies, and maintaining HR systems throughout the organization.
2
I have 20+ years of service in the United States armed forces. I’ve led diverse teams and managed millions of dollars overseeing budgets for our division. I’ve gained a great deal of competence as a leader. Two competencies I would like to add, however, in order to obtain my desired position are: 1) social intelligence, and 2) emotional intelligence. In the armed forces, there is a chain of command that is respected at all…
Introduction
Employment law in Human Resources (HR) is one of the most important areas of concern for businesses, as firms can be held liable for a number of infringements and may put themselves open to suit if they fail to abide by employment laws, which cover everything from compensation to discrimination. It is HR’s responsibility to know what the laws are and how to protect the firm from potential violations of the law. This paper will discuss the ways that HR can predict conditions that increase business risk with regards to employment law. It will provide suggestions on how to reduce this risk, what the early warning signs may be, and when and how the risk should be reported to governing bodies.
Ways to Predict Conditions that Make Business Risk for HR Employment Law More Likely
Businesses may be more prone to HR employment law risk if they are not…
References
BBC News. (2015). Sony pays up to $8m over employees' hacked data. Retrieved from https://www.bbc.com/news/business-34589710
Digital McKinsey Insights. (2017). Navigating risk in the digital world. McKinsey Practice Publications.
Experian. (2013). Data breach response guide.
Girling, P. (2013). Operational risk management. Hoboken, New Jersey: Wiley.
Kaplan, R. & Mikes, An. (2016). Risk management—the revealing hand. Harvard Business School, Working Paper 16-102.
Using Extrinsic Motivation to Decrease Turnover Rates
HR problems at Amazon exist and it has become public knowledge due to two publications, one from the New York Times, and another from The Morning Call. This business report will address the problems, provide a brief summary, and then analyze them using HR concepts and theories. Finally, recommendations will be given and implications of these recommendations will be discussed.
Summary
Amazon has unfairly treated workers going through cancer treatment by giving them low performance ratings or edging them out of the organization altogether (Kantor & Streitfeld, 2015). Other workers have complained of brutal working conditions: heat, exhaustion, being worked to the point of collapse, heat stress from temperatures rising over 100 degrees, and a feeling among some that the conditions are slave-like (Soper, 2015). Not all workers view the conditions as unbearable—some view it as just another factory job and are happy…
References
Kantor, J. & Streitfeld, D. (2015). Inside Amazon: Wrestling Big Ideas in a Bruising Workplace. Retrieved from https://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in-a-bruising-workplace.html?smprod=nytcore-iphone&smid=nytcore-iphone-share&_r=0
Noe, R. (2013). Human resource management. McGraw-Hill.
Soper, S. (2015). Inside Amazon’s warehouse. Retrieved from https://www.mcall.com/news/watchdog/mc-allentown-amazon-complaints-20110917-story.html
Research problem
Human resource makes up the most vital resource in an organization. This resource is often negatively affected by a high employee turnover. A high employee turnover presents a number of challenges to an organization related to the need to train employee often and lack of high-level expertise (Cascio, 2018; Sandhya & Kumar, 2014). These challenges result to reduced productivity due to lack of experienced personnel, and the reduced profitability due to high training costs. Reduced employee retention bears the potential of decreasing competitive advantage of an organization and ultimately organizational shutdown (Sandhya & Kumar, 2014).
Research objectives
The aim of the research is to determine human resource strategies used is Quantech to deliver on quality improvement and realize project goals. Specifically, the objectives of the research are:
· To determine how lack employee turnover affects project quality and delivery in particular, project completion date
· To identify problems…
References
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Hiller, H. H., & DiLuzio, L. (2004). The interviewee and the research interview: Analysing a neglected dimension in research. Canadian Review of Sociology/Revue canadienne de sociologie, 41(1), 1-26.
Kothari, C. R. (2004). Research methodology: Methods and techniques. New Age International.
Sandhya, K., & Kumar, D. P. (2014). Employee retention-A strategic tool for organisational growth and sustaining competitiveness. Journal of Strategic Human Resource Management, 3(3).
Part 1
According to Berman, Knight, and Case (2008), “businesses perform better when the financial intelligence quotient is higher.” To begin with, thanks to financial intelligence, executives can be able to make strategic decisions that would further enhance the competitiveness of a business thus effectively enabling the entity to remain relevant in the long-term. Next, financial intelligence leads to the creation of an environment of transparency, effectively helping avert practices that could hamper the long-term success of a business or put it at loggerheads with the law. Thus financial intelligence helps stamp out a toxic environment of lack of transparency which as the authors point out can only last under a short period of time, like was the case with Sunbeam and Enron. Lastly, financial intelligence leads to the betterment of the relationship between business entities and key stakeholders such as stockholders (i.e. via enhanced ROI), suppliers (i.e. via better…
References
Berman, K., Knight, J. & Case, J. (2008). Financial Intelligence for HR Professionals: What you really need to Know about the Numbers. Boston, Massachusetts: Harvard Business Press.
Part 1
How can we develop internal talent?
The United States Airforce is facing major challenges in hiring and retaining a high-quality force. The 21st century presents new challenges which will require an even more advanced force technically and professionally to counter the emerging issues. However, there is the uncertainty in the budgetary allocations to the military due to sequestration since 2013. Consequently, the prestige of the US Air Force service, as well as other military jobs, has dwindled making the civic jobs less attractive.
The demographic pool is also limited due to competition from the private industry which is offering better perks. Currently, the military is composed of 69% civilians while 39% are expatriates. The percentage of expatriates is expected to grow as the civilians desire to work in civil service declines. The levels of illiteracy are also at an alarming high as reported by the business council of…
Alaska Airlines
There are a number of potential contributing factors to customer service disasters. Organizational culture is a significant defense against such disasters – where behaviors that create such disasters are unthinkable from a cultural perspective and would be policed by other employees. So the lack of a culture that serves to prevent such disasters can definitely be a factor. Training is a factor as well. Looking at the United issues, there appears to be a lack of training on even the basics of customer service (in both the Dao and the dog in the overhead bin incidents, multiple staff members would have had knowledge and been able to prevent the incident, but chose not to and training might be a reason why).
A third potential contributing factor is the performance measures the company uses. If an employee is faced with a situation where there is a trade-off between customer…
Explain how unions, human resources management personnel, and government interventions (such as laws and regulations) serve to address worker rights and worker safety.
Labor unions, human resources management personnel, and government interventions serve to address worker rights and worker safety in a variety of different ways. The confluence of all of these entities helps to create an environment for workers which is conducive to health and, ideally, to long term propagation of the ability of the laborer to continue to work. However, each of the aforementioned mechanisms is able to facilitate these ends from multiple perspectives. In most ways, labor unions were the initial catalyst for the rights which workers gained and which are today enforced by human resources management personnel and government interventions.
Labor unions are directly responsible for some of the most foundational rights for laborers throughout Occidental society, and in the United States, in particular. After the…
References
Bensinger, G. (2015). Amazon faces lawsuit over whether delivery workers are employees. www.wsj.com Retrieved from https://www.wsj.com/articles/amazon-faces-lawsuit-over-whether-delivery-workers-are-employees-1445989623
Block, Walter. (2011). Labor relations, unions and collective bargaining: a political economic analysis. www.walterblock.com http://www.walterblock.com/wp-content/uploads/publications/labor_relations_unions.pdf
Bradberry, B. (2016). Why the 8-hour workday doesn\\\\'t work. https://www.forbes.com/ Retrieved from https://www.forbes.com/sites/travisbradberry/2016/06/07/why-the-8-hour-workday-doesnt-work/#2510591136cc
Korff, J., Biemann, T., Voelpel, S. C. (2017). Human resource management systems and work attitudes: The mediating role of future time perspective. Journal of Organizational Behavior, 38(1) 45-67.
Introduction
One of the harsh realities in organizational management is the need for changes from time to time that are intended to improve performance but which invariably involve requiring employees to modify their day-to-day activities in ways that may be highly disruptive to routine. Given the inevitability of organizational change, it is therefore vitally important for human resource managers to facilitate the process to minimize disruptions and enhance the buy-in rate from stakeholders. Fortunately, there are some proven methods that human resource managers can use to help ease the adverse impacts that are caused by organizational changes, and these issues form the focus of the research that follows below. In this regard, this paper provides a review of the relevant literature concerning the implementation of change initiatives in change management, followed by a summary of the research and important findings concerning these issues in the paper’s conclusion.
Review and Discussion…
References
Baer, LL and Hill, DA (2015, April-June). ‘Change Agent Leadership.’ Planning for Higher Education, Vol. 43, No. 3, pp. 1-4.
‘Key concept overview week 7’ (2016). University of Liverpool Management School.
Lesaux, NK and Sky, MH (2014, October). ‘Learning to Be a Change Agent.’ The Learning Professional, Vol. 35, No. 5, pp. 40-45.
Liopis, G (2016, March 2). ‘Every Leader Must be a Change Agent or Face Extinction.’ Forbes. Online available: https://www.forbes.com/sites/glennllopis/2014/03/24/every-leader-must-be-a-change-agent-or-face-extinction/#5feca82c4e0f.
Long, CS, Khairuzzaman, W and Amin, SM (2013). ‘The role of change agent as mediator in the relationship between HR competencies and organizational performance.’ The International Journal of Human Resource Management, Vol. 24, No. 10, pp. 2019–2033.
Naude, M, Dickie, C and Butler, B (2012, Winter). ‘Global Economic Crisis: Employee Responses and Practical Implications for Organizations.’ Organization Development Journal, Vol. 30, No. 4, pp. 8-24.
Shin, S (2013, Winter). ‘Understanding Organizational Change into Entrepreneurship: A Theoretical Frameworks and Integration.’ Management Review: An International Journal. Vol. 8, No. 2, pp. 29-32.
Srimannarayana, M (2013, October). ‘Human Resource Competencies as Perceived by Executives.’ Indian Journal of Industrial Relations, Vol. 49, No. 2, pp. 298-301.
Job Description: Chief Automotive Interior Designer
A position for a true visionary, the Chief Automotive Interior Designer leads the company’s UX department in creating optimized user-centric solutions for the next generation of automobiles—focusing on self-driving cars. Working for a company that has pioneered the self-driving car concept, the Chief Automotive Interior Designer thinks of CAD designs as an extension of her own brain. With UX always at the forefront of the imagination, the Chief Automotive Interior Designer collaborates with other members of the UX team in automotive engineering.
The Chief Automotive Interior Designer understands the revolutionary concept of the self-driving car, particularly in the fact that it liberates space within the vehicle and radically transforms the user experience. Qualified candidates can do 3D and CAD in their sleep, and most importantly, can communicate, collaborate, and lead a team to transform your visions into fruition. Given the multifaceted nature of self-driving…
References
Dusterhoff, C., Cunningham, J.B. & MacGregor, J.N. (2013). The effects of performance rating, leader-member exchange, perceived utility, and organizational justice on performance appraisal satisfaction. Journal of Business Ethics 119(2): 265-273.
Gupta, N. & Shaw, J.D. (2014). Employee compensation: the neglected area of HRM research. Human Resource Management Review 24(1): 1-4.
Levinson, H. (1976). Appraisal of what performance? Harvard Business Review. July 1976 https://hbr.org/1976/07/appraisal-of-what-performance
Elements of a Hostile Work Environment Claim
According to the EEOC (2019), harassment is defined as “a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964,” which prohibits discrimination on the basis of, among other things, race. Hispanic is considered a “race” in US law, per Village of Freeport v Barrella (Cuthbertson, 2016).
Further, it is “unwelcome conduct that is based on race…” John is facing harassment as defined by the EEOC. Petty slights are not covered under this definition, but slurs and epithets are. The elements of a claim are the evidence that such an epithet or slur was uttered, and it helps to demonstrate that this a pattern of behavior that has resulted in an ongoing hostile environment. Furthermore, the claim should also demonstrate that the company did not respond to the allegations of harassment. If the company knows about harassment, it…
References
Cuthbertson, Law (2016) Second circuit holds Hispanic is a race under Title VII. Cuthbertson Law. Retrieved March 6, 2019 from http://www.cuthbertsonlaw.com/second_circuit_holds_hispanic_is_a_race_under_title_vii_and_1981
Dolman Law (2018) How does the EEOC identify a hostile work environment? Dolman Law Group. Retrieved March 6, 2019 from https://www.dolmanlaw.com/eeoc-identify-hostile-work-environment/
EEOC (2019) Harassment. US Equal Employment Opportunity Commission. Retrieved March 6, 2019 from https://www.eeoc.gov/laws/types/harassment.cfm
Kenton, W. (2018) Prima facie. Investopedia. Retrieved March 6, 2019 from https://www.investopedia.com/terms/p/prima-facie.asp
Background of the problem/gap
Apart from profitability, there are a wide range of other factors that determine how successful an enterprise is likely to be in the long-term. These include, but they are not limited to, the motivation levels of employees, employee commitment to organizational goals, and employee training and skills. It should also be noted that how an organization identifies and resolves the various workplace concerns and conflicts that emerge from time to time is key to its long-term success. Towards this end, the relevance of the evaluation and assessment of human behavior in the organizational setting, i.e. industrial and organizational psychology, cannot be overstated. This is more so the case given that an assessment of this nature is critical in developing an understanding of the relevant dynamics at the organizational, group, and individual levels so as to not only properly diagnose problems and implement solutions, but also put…
References
Brooks, I. (2018). Organizational Behavior: Individuals, Groups, and Organizations (5th ed.). London: Pearson UK
Daft, R.L. & Marcic, D. (2010). Understanding Management (7th ed.). Mason, OH: Cengage Learning.
Johnson, C.M. & Beehr, T.A. (Eds.). (2013). Integrating Organizational Behavior Management with Industrial and Organizational Psychology. New York, NY: Taylor & Francis
Pinder, C.C. (2014). Work Motivation in Organizational Behavior (2nd ed.). New York, NY: Psychology Press.
Zareen, M., Razzaq, K. & Mujtaba, B.G. (2013). Job Design and Employee Performance: The Moderating Role of Employee Psychological Perception. European Journal of Business and Management, 5(5), 46-55.
Merger Considerations for Core HR FunctionsThe staffing requirements that result from mergers typically involve multiple organizational changes that present a number of challenges which are fundamentally different from standard staffing decisions (Scott, 2012). Although these challenges apply to virtually all types of organizations, they are especially daunting in health care organizations that are characterized by a multidisciplinary group of employees with different priorities for the post-merger organization. The purpose of this presentation is to provide a review of the relevant literature to identify areas of critical important for collaboration between the human resources (HR) service and departmental managers when making staffing decisions for a post-merger outcome. In addition, the presentation also recommends a process and elements for creating effective job descriptions and an explanation concerning two prominent considerations for developing fair and competitive compensation and benefit plans. Finally, the rationale in support of a recommendation for an appropriate employee performance…
References
Douglas, K. S., & Kerfoot, K. M. (2012). Using the Right Information to Make Staffing Decisions. Nursing Economic$, 30(6), 313.
Harrow, A., Marks, L. A., Schneider, D., Lyubechansky, A., Aaronson, E., Kysh, L., & Harrington, M. (2019). Hospital library closures and consolidations: a case series. Journal of the Medical Library Association, 107(2), 129–136.
McLellan, H., Bateman, H., & Bailey, P. (2009). The place of 360-degree appraisal within a team approach to professional development. Journal of Interprofessional Care, 19(2), 137–148.
RESPONSE TO PEERHRM: Response to PeerThere are various courses of action that could be embraced in an attempt to further promote the performance of human resources. According to Kavanagh and Johnson (2017), in the present day and age, technology has provided crucial avenues for the optimization of the capabilities of human resources. One of the tools and systems that immediately come to mind in this case is electronic health records. According to the authors EHRs could be instrumental in efforts to further enhance staff efficiency. Indeed, to be more specific, studies have shown electronic health records (EHRs) to generate a positive return on investment and improve organizational efficiency (Kavanagh and Johnson, 2017, p. 314).My colleague maintains that he has been able to further enhance his knowledge and capabilities on a wide range of issues in this particular course. This is more so the case in relation to the relevance of…
References
Kavanagh, M.J. & Johnson, R.D. (2017). Human Resource Information Systems: Basics, Applications, and Future Directions. SAGE Publications.
In seeking to evaluate a train-the-trainer program for cultural competence, Assemi, Mutha, and Hudmon (2007) are of the opinion that the pharmacy faculty members’ cultural competency training enhanced the confidence of participants. According to the authors, “in the academic year following the training, participants taught more than 2900 students.” As the authors further point out, this is a rather interesting finding because vast majority of the participants in the workshop did not have prior teaching training on cultural competence. Several factors, which include calling on the workshop participants to not only develop, but also engage in discussions on curricular plans, could be attributed to this. This is an assertion that is in agreement with the points raised by Hoge, Craft, Calcote, McFaul, and Paris (2016) to the effect that a lot be allocated to practice – with trainers in their case having to practice, in front of their peers, the…
Analysis of research: personality, integrity and cognitive abilities
Should personality inventories, integrity assessments, and cognitive ability assessments be used in the employee selection process? Why or why not?
These personnel hiring strategies must not be utilized. Based on research of applicants' responses to numerous hiring systems utilized by companies, personality assessments establish an increased unfavorable response compared to other kinds of screening. Numerous candidates consider the questions intrusive, damaging, or ridiculous. They look at personality assessments "as being irrelevant to the position, challenging, penetrating personal privacy and missing any real value and justice. Consequently, companies raise the risk that some really good applicants for work will pull away from consideration,"' and also that people who usually do not pull away might harbor bitterness out of concern that this test outcomes will probably be utilized against them. One particular component that appears to impact the degree to which the candidate holds…
References
Stabile, S. J. (2001). The use of personality tests as a hiring tool: Is the benefit worth the cost. U. Pa. J. Lab. & Emp. L., 4, 279.
Pulakos, E. D. (2005). Selection assessment methods: A guide to implementing formal assessments to build a high-quality workforce. SHRM Foundations.
Society for industrial and organizational psychology. (n.d.). Types of Employment Tests. Retrieved April 14, 2018, from http://www.siop.org/workplace/employment testing/testtypes.aspx
A: Preparation for Interaction
We all encounter various conflicts in our day-to-day lives – be it with friends, relatives, workmates, or even schoolmates. Currently, I’m in such conflict with a schoolmate (let us call him XJ) for an amount of money I lent to him four months ago. I lent XJ the said amount to enable him purchase a home theatre system he was getting at a huge discount. At the time, I did not have sufficient cash with me. So, I explained to XJ that I had invested in a particular company’s stock and was considering selling the same as the price of that specific stock had largely stagnated for a long time. XJ requested that I advance him a total of $400, which he would refund within a period of three months. Further, we agreed that the amount would incur an interest charge of 7% per month so…
References
West, R. & Turner, L.H. (2008). Understanding Interpersonal Communication: Making Choices in Changing Times (2nd ed.). Boston, MA: Cengage Learning.
Human esource
The H component plays a crucial role in an organization. The component is generally involved in the planning and management of human resources, arguably the most valuable asset an organization has (Stredwick, 2014). It provides services such as employee recruitment and selection, training and development, performance management, as well as remuneration and benefit management. The H is also involved in workforce planning, job design, diversity management, and labor relations. These services are crucial for the achievement of organizational goals and objectives.
A particularly important service relates to employee recruitment and retention. To achieve its strategic goals and objectives, an organization must attract and retain the right pool of individuals (Mello, 2015). It must have individuals with the necessary skills, knowledge, and experience. This is crucial for creating competitive advantage in an increasingly competitive and dynamic environment. The H component serves a vital role in identifying and filling the…
References
Mello, J. (2015). Strategic human resource management. 4th edition. Mason: Cengage Learning.
Stredwick, J. (2014). An Introduction to Human Resource Management. London: Routledge.
Human esources
Impact that Technological Advancements have on Compensation and Benefits Processing
Advancement in technology has been of significant benefit for compensation and benefits processing. In particular, benefits administration has been drastically transformed, owing to the internet. More so, the kinds of benefits desired have also gone through some changes in recent years. In the present, administration of benefits is now more of a self-service undertaking on the organization's website or Intranet. In turn, personnel are now able to go online and finish their contact information, chosen desired options and make changes as required. The technology has considerable consequences for freeing up H employees, and to a lesser magnitude, the organization's managers for more important activities. Technology makes it possible to have greater flexibility in the compensation and benefits plans and places more of the responsibility of selection in the hands of employees. In addition, technology has provided employees more…
References
Ensher, E. A., Nielson, T. R., & Grant-Vallone, E. (2003). Tales from the hiring line: effects of the internet and technology on HR processes. Organizational dynamics, 31(3), 224-244.
HR Council. (2017). Compensation and Benefits. Retrieved from: http://hrcouncil.ca/hr-toolkit/compensation-overview.cfm
HR Magazine. (2009). Self-Insured vs. Fully Insured. Society for Human Resource Management. Retrieved from: https://www.shrm.org/hr-today/news/hr-magazine/pages/0909wellsc.aspx
Paychex. (2014). Employee Benefits: What Basic Benefits Must a Company provide Employees? Retrieved from: https://www.paychex.com/articles/employee-benefits/employee-benefits-a-company-must-provide
Human esource
Technological advancements have increasingly revolutionized H practice, especially in the area of employee orientation and training. Today, mobile devices such as smartphones and tablets can be used to quicken and enliven the process of orientating and training new employees (Lawson, 2015). Mobile devices now come with powerful features that enable easier and more convenient delivery of information to new employees. The information may relate to aspects such as contacts and images of key employees, organizational values and policies, as well as individual roles and responsibilities. Instead of organizing training and orientation sessions or workshops at the organization's board room, this information can be sent to one's email for access during their convenient time and place. Today's mobile devices have applications that support virtually all types of documents, from Microsoft Word and Excel to Portable Document Format (PDF). The appropriateness of incorporating mobile devices in employee orientation and training…
References
Lawson, K. (2015). New employee orientation training. U.S.: Association for Talent Development.
QuickMobile (2015). 4 ways a mobile app will seriously improve your next training event. Retrieved 18 October 2016 from: https://www.quickmobile.com/event-app-best- practices/4-ways-a-mobile-app-will-make-your-next-training-event-better
Rabinowitz, P. (n.d.). promoting family-friendly policies in business and government. Retrieved 18 October 2016 from: http://ctb.ku.edu/en/table-of - contents/implement/changing-policies/business-government-family-friendly/main
Simplyhealth (2016). Why changing workplace demographic are driving flexible benefits. Retrieved 18 October 2016 from: http://reba.global/content/why-flexible-benefits-are - the-healthy-answer-for-a-changing-workplace-demographic
Human esource Management
HM (Human esource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations
Action training for supervisors
Disciplinary training is a case for supervisors with multiple employees, which requires laws; this will prevent employees from taking advantage of their positions or employers causing difficulties in the workplace. The law requires that the employer complies with labor laws, which include approval of agreement, between the employer, supervisor and employee while working together. They are required to identify various laws like how to handle employers, their complaints at the work place while providing safety at work. The law requires that…
References
Inc, B. a. (2010). 5 Tips for Holding HR Policies That Hold. New York: Bussines and Legal Reports In.
Lastroner, R.A. (2001). The Nonprofit Managers Resource Director. New York: John Willis and Sons.
Shannon, K. (2011). The Complete Guide to Successfill Planning Event. Atlanta: Atlantic Publishing Company.
Human 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 .