Human Resources Essays (Examples)

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Human Resource

Words: 648 Length: 2 Pages Document Type: Essay Paper #: 47233968

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…… [Read More]

References

Mello, J. (2015). Strategic human resource management. 4th edition. Mason: Cengage Learning.

Stredwick, J. (2014). An Introduction to Human Resource Management. London: Routledge.
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Human Resource

Words: 648 Length: 2 Pages Document Type: Essay Paper #: 72640520

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…… [Read More]

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
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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 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 in International Business Impact

Words: 2633 Length: 8 Pages Document Type: Essay Paper #: 89665796

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…… [Read More]

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.
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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 Management

Words: 1459 Length: 4 Pages Document Type: Essay Paper #: 83929234

Human esource Management: Ethics and Employment (Pinnington, Macklin & Campbell, 2007) covers those ethical issues that often come up in regards to employer-employee relationships, such as the rights and duties owed between employer and employee. The book is broken down into three parts. The first part is Situating Human esource Management. The contributors in this part talk about the potential for conflict in the end relationships between employees and employers. One side of the argument says that focus should be on good moral treatment of employees and, on the other side, the achievement of demanding political and economic goals is top priority. In the second part, Analyzing Human esource Management, the contributors consider how the implementation of HM in organizations may augment the moral awareness, behaviors, and outcomes of employers and employees. In the third part, Progressing Human esource Management, the authors focus more on the opportunities for promoting collective…… [Read More]

References

Guide to Quality Control for Small- and Medium-Sized Practices. (2009). Retrieved from http://www.ifac.org/sites/default/files/publications/files/guide-to-quality-control-

fo.pdf

Lawler, E. (2003). Talent: Making People Your Competitive Advantage. Retrieved from  http://www.edwardlawler.com/talent.html 

Memon, M.A., Mangi, R.A. & Rohra, C.L. (2009). Human Capital a Source of Competitive
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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 & 8226 Evaluate Selection Practices

Words: 716 Length: 2 Pages Document Type: Essay Paper #: 64290636

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

Human esources Management

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

References:

Armstrong, M., Baron, A., 2002, Strategic HRM: the key to improved business performance, CIPD Publishing

2003, Recruitment and retention key to Wal-Mart's future, Retail Merchandiser, http://www.allbusiness.com/retail-trade/4301304-1.html last accessed on December 15, 2010

2005, Google's approach to employee selection, The Rain Maker Group, http://www.therainmakergroupinc.com/add.asp?ID=85 last accessed on December 15, 2010

2010, The role of front line managers in HR, CIPD, http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm last accessed on December 15, 2010
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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 Management

Words: 1319 Length: 4 Pages Document Type: Essay Paper #: 17932406

Human Resource Management

"America's possibilities are limitless, for we possess all the qualities that this world without boundaries demands: youth and drive; diversity and openness; an endless capacity for risk and a gift for reinvention. My fellow Americans, we are made for this moment, and we will seize it -- so long as we seize it together…"

(President Barack Obama, Inaugural Address, 1/21/2013).

The job of a human relations manager in the 21st century goes well beyond hiring and training staff. An important part of an HR manager's duties includes working towards the creation of a diversified employee workforce. This paper echoes part of what President Obama asserted: to achieve success the U.S. will depend on "diversity and openness." The diversity of America's workplace in part depends on the role of women, and this paper delves into that issue and references the available literature. In fact an article in USA…… [Read More]

Works Cited

Gaynor, Tia Sheree. Diversity Management.

Obama, Barack. (2013). Made For This Moment / Inaugural Speech. The White House.

Retrieved January 22, 2013, from http://www.whitehouse.gov.

Petrecca, Laura. (2011). Number of female "Fortune" 500 CEOS at record high. USA Today.
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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 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 Although There Have Been

Words: 2655 Length: 8 Pages Document Type: Essay Paper #: 82366272

Human esource Management

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

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

References

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

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

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

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

Words: 2063 Length: 7 Pages Document Type: Essay Paper #: 69262778

Human esource Management

Using the example of Google, evaluate whether the following H practices/policies is strategic or not. Does this H practice help the organization to achieve its goals and objectives?

In this paper, we are going to be looking at the impact of different policies and procedures on Google. This will be accomplished by studying the strategies that they are using to attract and retain employees. Once this takes place, is when we can show how these ideas have helped the firm to transform the company.

Over the last several years, the issue of employee compensation has been increasingly brought to the forefront. This is because globalization is having a dramatic impact upon firm, as they need specialized employees to deal with a host of challenges. Those firms that are able to dominate the industry are able to attract the best talent. This helps to give them a competitive…… [Read More]

References

100 Companies to Work For, 2012. CNN. Available from: [10 May 2012].

Benefits, 2012, Google. Available from:
Google, 2012, Yahoo Finance. Available from: [10 May 2012].

Google Get High Marks, 2011, Marketing Pilgrim. Available from: [10 May 2012].
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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]