An Analysis of Human Resources In The Modern Corporation
Upcoming SlideShare
Loading in...5
×
 

Like this? Share it with your network

Share

An Analysis of Human Resources In The Modern Corporation

on

  • 456 views

Undergraduate group project at Oklahoma State University. This was in a Management course

Undergraduate group project at Oklahoma State University. This was in a Management course

Statistics

Views

Total Views
456
Views on SlideShare
456
Embed Views
0

Actions

Likes
0
Downloads
2
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

An Analysis of Human Resources In The Modern Corporation Presentation Transcript

  • 1. Team 8 Jeff Nielsen Sean O’BrienUjiro Okiomah Jack Norray
  • 2.  Serve as a link between employees and organization. An employee will deal with HRM throughout their time with the organization. All of us need to understand HRM and its functions before we enter the labor force.
  • 3.  How can Human Resources remain a vital part in a modern organization. How can Human Resources ensure fairness in hiring practices. What should a Human Resource Director include in a presentation to the heads of functional areas its serves.
  • 4. How can Human Resources remain a vital part in a Modern Organization.
  • 5.  Describes the function and conditions of jobs. HR must decide which jobs need to be created, eliminated, or redesigned in a changing environment. HR is designing jobs around work groups.
  • 6. Employees are needing flexible work schedules to take care of children and aging family members. Job sharing Flextime Telecommuting
  • 7.  Hiring another firm to  The company does the do work that is work itself but moves important and must be operation overseas. done efficiently. HR must decide what  Usually to take tasks can be advantage of cheap outsourced while still labor or resources. keeping the organization competitive.
  • 8.  HR is using more technology in the recruiting process. Organizations are using both internal and external recruiting. HR is encouraging referrals from current employees.
  • 9.  U.S. labor force is expected to decrease for the next 15 years. HR must anticipate a decline of skilled labor in the U.S. labor market. China and India are producing highly skilled labor to compete with the U.S. labor market.
  • 10.  HR is making employees take over most of their responsibilities of assessment. Many HR are offering antidiscrimination training. An organization may not be liable for their employees if they discriminate.
  • 11.  Since it is very costly to recruit, hire, and train employees HR is investing heavily in retention. Most turnover problems are under HR control. HR must anticipate potential layoffs and downsizing and find ways to avoid them.
  • 12.  Unions represent employees when dealing with HR over issues relating to work. Unions can impend upon control and flexibility, but they can improve cooperation and make the organization more competitive. Union membership has declined in the private sector but risen in the public sector.
  • 13.  Develop a public image of the company so that employees have pride in the firm Provide flextime working conditions Reward employees for participating
  • 14.  Structure jobs so that employees have more control Challenge the employees Provide first-class facilities Offer employee discounts
  • 15.  Social Security Compensation for time off Paid Holidays
  • 16.  Paid Vacations Sick Leave Health and Life Insurance
  • 17. How can Human Resources ensure fairness in hiring practices
  • 18.  Follow EEO laws and regulations as they pertain to protected groups Focus on the person/job match and person/organization Focus on consistency with all measurements of interviewing, ratings, and tests. Convince management to hire an external consulting firm
  • 19. The Equal Employment Opportunity Commission has Federal laws prohibiting job discrimination that include: Title VII of the Civil Rights Act of 1964 The Equal Pay Act of 1963 The Age Discrimination in Employment Act of 1967 The Americans with Disabilities Act (ADA)
  • 20.  When race, religion, sex, or national origin are not factors in determining an applicant pool, that firm would depict fairness in business that is rarely seen. Abercrombie & Fitch Company.
  • 21.  Unless the job is a Bona fide Occupational Qualification (BFOQ). EEOC laws prohibit companies from illegally discriminating in any aspect of employment. Advertisements cannot include information such as race, ethnicity, gender, marital status, religion or age. TIC Holdings Incorporated.
  • 22.  A visit of at least once a year to audit the Human Resources division The external consulting firm should specializes in Human Resource Support and Staffing strategies May be costly to the company in the short- term, but extremely beneficial in the long-term
  • 23. What should a Human Resource Directorinclude in a presentation to the heads of functional areas its serves
  • 24.  Finance and Accounting Human Resources Production Operations Administration Support Research and Development Customer Service Marketing/Sales
  • 25. Finance and Accounting
  • 26. Human Resources
  • 27. Production Operations
  • 28. Administration Support
  • 29. Customer Service
  • 30. Marketing/Sales
  • 31. Conclusion
  • 32.  How can Human Resources remain a vital part in a Modern Organization. How can Human Resources ensure fairness in hiring practices. What should a Human Resources Director include in a presentation to the heads of functional areas its serves.