How does Scitor view its human resources management process?
What effect does Scitor’s approach to human resources management have on attracting employees?
What types of training and appraisal does Scitor provide its employees?
How does Scitor use its compensation and benefits package to retain employees?
Exhibit 7 – 1 ● The Human Resources Management Process
Exhibit 7 –2 ● Human Resource Management Resources Sources : Information taken from Administaff Inc.’s company profile on the Yahoo! Finance Web site at http://finance.yahoo.com/q/pr?s=ASF, accessed July 16 , 2007; Vurv Technology’s company profile on the Yahoo! Finance Web site at http://biz.yahoo.com/ic/127/127188 . html , accessed July 16, 2007; and CCH Incorporated’s Web site at http://www.cch.com , accessed July 16, 2007. A leading provider of research, compliance, and management tools for human resources professionals. Its services cover a wide range of topics, including human resources management and law relating to performance management, employment policy and safety, workers’ compensation, and employee benefits. CCH’s resources for HR professionals include the Human Resources Management Library , the HRAnswersNow Web site, and the HR How-To Book Series. CCH Incorporated (http://hr.cch.com) Develops software for executive recruiters, temp agencies, and other types of staffing and human resources organizations. Its Web-based software helps companies analyze their workforces and attract, hire, and retain employees more efficiently. Vurv offers its software in versions that target the needs of corporate human resources departments and staffing agencies, and it offers applications for monitoring skills and competency levels throughout an organization. The company also offers consulting, global deployment, and technology integration services. Vurv Technology ( http://www.vurv.com) The nation’s leading professional employer organization (PEO), serving as a full-service human resources department for small and medium-sized businesses throughout the United States. Its personnel management system offers various services, including benefits and payroll administration, health and workers’ compensation insurance programs, personnel records management, employer liability management, employee recruiting and selection, employee performance management, and employee training and development services. The company’s services also include drafting and reviewing personnel policies and employee handbooks; designing job descriptions; performing perspective employee screening and background investigations; designing performance appraisal processes and forms; professional development and issues-oriented training; employee counseling; substance abuse awareness training; drug testing; outplacement services; and compensation guidance. Among the company’s products are online applications such as HRTools.com, PersonnelPolicy.com, JobDescription.com, and PerformanceReview.com. Administaff, Inc. ( http://www.administaff.com )
The process of staffing the organization to meet its objectives.
The process of determining what the position entails and the qualifications need to fill the position.
Identifies the tasks and responsibilities of a position.
Identify the qualifications needed by the person who is to fill a position.
Exhibit 7 –5 ● Job Description DEPARTMENT: Plant Engineering JOB TITLE: Lead Sheet Metal Specialist JOB DESCRIPTION: Responsible for the detailed direction, instruction, and leading of sheet metal department personnel in the construction and repair of a wide variety of sheet metal equipment. Receives verbal or written instructions from foreperson as to sequence and type of jobs or special methods to be used. Allocates work to members of the group. Directs the layout, fabrication, assembly, and removal of sheet metal units according to drawings or sketches and generally accepted trade procedures. Obtains materials or supplies needed for specific jobs according to standard procedures. Trains new employees, as directed, regarding metal-working procedures and safe working practices. Checks all work performed by the group. Usually makes necessary contacts for the group with supervision or engineering personnel. May report irregularities to higher supervision but has no authority to hire, fire, or discipline other employees.
Requires employers to pursue workplace safety by meeting OSHA safety standards, maintaining records of injuries and deaths due to workplace accidents, and submitting to on-site inspections.
The human resources department commonly has responsibility for ensuring the health and safety of employees.
Join the Discussion Ethics & Social Responsibility
In your opinion, are companies that hire sweatshop workers helping these workers or exploiting them?
Should a global company compensate all employees at the same rates, or should compensation be based on the cost of doing business and the cost of living in a given country?
Is it possible for a company to apply the same health and safety standards that it follows in the United States to its operations in other countries and still compete globally with companies that don’t apply such standards?
Is it ethical and socially responsible to contract work with sweatshops?
What, if anything, should be done about sweatshops?