Human Resource Policies Influence The Performance Of...
1. Human Resource Policies Influence The Performance Of...
Research Proposal
How Human Resource Policies Influence the Performance of Medium Sized Manufacturing Firms
Name:
Instructor:
Institution:
Course:
Date:
How Human Resource Policies Influence the Performance of Medium Sized Manufacturing Firms
1.Introduction Globalization has created a paradigm shift in the ways by which firms conduct their business. The convergence of world economies has
minimized–and in some cases eliminated–both legislative and geographical barriers to international production and sale of goods and services. The
flip–side of this process is the increased competition for world markets created especially by the threat of multinational firms to local firms (Garry &
Litan, 1998). Local firms must find ways to compete and survive the threat of take–over and crowding out of the market by multinational producers
who enjoy favorable economies of scale. This is effectively achieved by ways of in themselves creating this very economy of scale; expanding business
operations helps them lower the marginal cost of production allowing them to therefore provide a favorable pricing policy within the market. In
achieving the aforementioned, firms must build up capacity. The attention of managers–and researchers alike–has been commonly directed towards
assets in the sense of physical (fixed and current) and monetary assets (optimal capital structure) of the firm in achieving this objective. Perhaps as an
oversight or of limited interest is the aspect of human
... Get more on HelpWriting.net ...
2. Human Resource Policies And Human Resources
Human resources policies are at the heart of every business but when companies deviate from those policies or create a culture of their own polices
that can be a recipe for disaster. Having strong human resource policies can distinguish companies from the rest and set them out to be the best but in
the case of the following companies human resource policies we either neglected or altered and it cost the company more in the end. The nature of
business is to make money and the policies set forth by human resources are the ethical guidelines that enable companies to accomplish that with
respect to the financial world that they are involved. I will look into the policies and see whether they were a sound from the beginning or whether
the policies were doomed from the start. I will see whether the policies had any ethical merits and how this was overlooked it there was a good
foundation. I will look into some problems with human resource policies then I will go over companies polices that caused a near bankruptcy and a
company policy that caused a complete failure.
The Risky Business of Human Resource Policies The foundation of any business starts with its policies and if that foundation is not build with strong
ethical policies then the business will likely fail. The human resource department of a company has to maintain polices on how employees should
conduct themselves and some policies encourage growth and strength within the company and sometime we forget the
... Get more on HelpWriting.net ...
3. Examine Why Multinational Corporations Seek to Transfer...
The HRM policy of a firm is looked as a most important strength which needs to be taken care of all the time to have a competitive advantage within
the industry they operating in. Multinational corporations (MNCs) seek to transfer their home–country human resource management (HRM) practices
to their overseas subsidiary as to them it is just another approach towards globalisation. It can be an element of success for MNCs if they manage to
transfer these HRM practices across their subsidiaries in an effective manner. An effective transition of these policies depends on the organisational,
cultural, social and relational factors (Bartlett & Ghoshal 1998; Evans, Pucik & Barsoux 2002; Poedenphant 2002). The transition of these
policies... Show more content on Helpwriting.net ...
The whole procedure of international strategy is from adopting the policies implemented from the parent company to the enhancement of the
competencies developed at the subsidiary, which will complement the organization on the whole.
International experience is also one of the factors that push a MNC to implement the home–country HRM policies across their subsidiaries. It depends
on how long a MNC has been active in their international operations that impact the nature of their decision while implementing HR policies across
their subsidiaries. Having a lack of international experience, a MNC will make their subsidiaries adopt their home–country policies (The effect of
corporate–level organisational factors on the transfer of human resource management practices: European and US MNCs and their Greek subsidiaries,
Barbara Myloni,July 2006). A MNC with more international experience is less likely to adapt their home–country policies as the more a firm gains
international experience, the less dominant their home–country HR policies become.
Looking from the dependency theory's point of view, the need for control also pushes a MNC to implement their home–based policies. The stronger the
need is, the more the necessity of integrating these policies will grow, and hence there is a probability that the HR practice will resemble the
home–country practices. The more dependent a subsidiary is to their parent, the more the firm will try
... Get more on HelpWriting.net ...
4. To What Extent Are Human Resource Managers in a...
1. 'To what extent are human resource managers in a multinational company restricted by cultural and institutional factors in implementing policies and
practices across their subsidiaries? Discuss your answer giving examples.'
In the face of globalization, organisations struggle to develop the human resource management strategy (HRMS) between global integration and local
differentiation. This is regarded as a critical concern for multinational enterprises (MNEs) since they suffer from cultural and institutional differences to
integrate HRM practices and shape HRM activities to operate abroad. Regarding that, each cultural and institutional factors are developed over its
history with unique insight into managing the organisation, the ... Show more content on Helpwriting.net ...
Conversely, long–term employment arrangement and long–term capital remain in the essence of CMEs.
The institutional considerations lead to different types of organisational behavior and investment patterns that shape different HRM policies and
practices. Firms in LMEs emphasise short–term competition that likely treat employees as disposable resources. Employees' performances are
appraised individually with a financial incentive system so managers are empowered to control HRM with considerable autonomy. Investments in
employee training and development are classified as 'overhead.' `In contrast, HRM polices in CMEs regard employees as valuable assets for sustaining
a competitive advantage thus tend to make a greater effort in investments in product innovation and employee development encouraging employment
stability. In the system, the higher degrees of job security and work force commitment are derived, since its employment regulation and laws are
protected from strong trade union and government. Moreover, different business systems across nations also significantly impact HRM issues. The
issues including working hours, scheme of performance appraisal and job contract are highly influenced by local institutional arrangement. The MNCs
in Japan prioritize work organisation, which contains quality oriented and flexible practice, and their HR practices are
... Get more on HelpWriting.net ...
5. Human Resource Management Policies and Practices That Can...
HUMAN RESOURCE MANAGEMENT POLICIES AND PRACTICES THAT CAN SUPPORT BUSINESS STRATEGIES AND CONTRIBUTE TO
IMPROVED PERFORMANCE OF THE ORGANIZATION PREPARED BY: ROLAND GBENGA STUDENT NUMBER: 0075DSDS1011
MASTER OF BUSINESS ADMINITRATION CARDIFF METROPOLITAN UNIVERSITY MARKETING MANAGEMENT DR. GEORGE KOSHY
6TH DECEMBER, 2011 Table of Contents Table of Figures4 1.0.INTRODUCTION4 2.0.LITERATURE REVIEW6 2.1.Recruitment and Selection
(Toyota)6 2.2.Training and Professional Development (Singapore Airlines)15 2.3.Performance Management (Quantum)18 2.4.Employee Benefits and
Compensation ExxonMobil19 2.4.1.Salary & Compensation:20 2.4.2.Additional Benefits21 3.0.RECOMMENDATION AND... Show more
content on Helpwriting.net ...
LITERATURE REVIEW 3.1. Recruitment and Selection (Toyota) [ (recruitment.toyotauk.com, 2011) ] Hiring the best people is paramount to the
success of any organization more so is the ability to retain a high quality workforce; if there is a vacant position in an organization there should not
be panic because it provides the organization with the opportunity to examine the position, set the description and determine the qualifications. [
(hr.uoregon.edu, 2010) ] Recruitment is the preceding step in the selection method in an organization. It is seen as an activity directed to earn
suitable workforces whose qualifications and skills match roles of the pertinent posts in the Organization. While it is defined also as "the process of
identifying that the organization needs to employ someone up to the point at which application forms for the past have arrived at the organization" [
(businesscasestudies.co.uk, 2010) ]. The success of a business is subjected to the skills and competencies of its workforce [ (Gilmore &
Williams, 2009) ], it does not stop once it commences, and it gives the organization the opportunity to pick from a pool of qualified candidates. Among
the
... Get more on HelpWriting.net ...
6. Human Resources Policies And Procedures
Assignment 2: Human Resources Policies and Procedures Ways that the Joint Commission has influenced the basic functions of HRM Every patient
is supposed to access safe and quality healthcare services at all times. As such, it gets important to develop proper communication channels and a
good understanding of the patients for purposes of offering high quality healthcare services. The fact that hospitals serve people from all over with
varied cultures tends to call for effective planning by the management to get the right strategies that will improve communication between the
hospitals and the patients. This happens to be very important as failing to do this might result to high levels of ethnic disparities being experienced
in the hospitals. As such, the services of the joint commission are highly needed in helping the healthcare facilities to achieve these objectives.
According to the joint commission, all leaders from different hospitals are supposed to offer a framework that will help in planning, directing,
coordinating, and any other activity that will help the organization to offer the best care possible. The role of the leaders is also to treat the patients
effectively and efficiently by responding to any of the issues that is raised by the patients for purposes of offering effective care. As such, the joint
commission has played a key role in keeping records of how to deal with cultural differences in the healthcare facilities that will lead to efficiency in the
... Get more on HelpWriting.net ...
7. Requirement of Various Strategies and Policies for...
ABSTRACT:
In the current global market, an organization has to consider various strategies and human resource policies in order to effectively manage its vital
resources i.e. human resources. A human resource manager has to consider the international trends in managing the human resources in the
organization in order to be successful in the international market. The success of the organization in the international market depends on the strategic
and personnel considerations of the manager. The organization and the human resource manager has to consider the various differences in the policies,
practices and cultures that arise by operating in various countries. This is a common problem that a human resource manager faces in a multinational ...
Show more content on Helpwriting.net ...
The research conducted by many authors has proved that the multinational companies are facing a problem with the lack of international managers.
Nohria, N. (1994), the managers with international experience are required for the multinational organizations in order to design and implement
strategies in the international market in order to effectively manage the human resources. In the research conducted by Napier N (1996), it was stated
that the implementation of strategies in an international organization is dependent on the human resource management practices in the organization.
These strategies have an effect on the international human resource management factors, issues and practices and thus can have a positive or negative
effect on the accomplishment of the goals and objectives of the organization.
There are many models proposed by researchers on the international human resource management. Some of the main models are:
MATCHING MODEL: This model proposed by Fomburn et al. (1998), emphasizes on the utilization of the human resources in an effective manner in
order to accomplish the goals and objectives of the multinational organization. This model also focuses on building a relationship between the strategies
and human resource practices in an organization.
HARVARD MODEL: This model is proposed by Beer et al. (2002)
... Get more on HelpWriting.net ...
8. Human Resource Practices And Policies
In terms of my role within the Merseyside Sudanese Community as a general secretary, I have gained relevant experience in dealing with various
individuals from different backgrounds. I was appointed to setup and organize a charitable organization to focus working with a professional team from
the LVCS. I gained vital firsthand experience in the functions of organizational memberships, in which, I contributed in the writing the constitutions
and organizational objectives, involving policies, and aspects of human resources. I wanted to furthermore develop my proficiency and understanding
of human resources a management to enable and encourage myself to explore and carry on with the new career in this field once I complete my
studies. I am... Show more content on Helpwriting.net ...
For example, the community hold an annual meeting to review agenda and performance of each assigned committee. This annual review give arise
to the need of recruit the right people among each committee. Hence the involvement is on voluntarily basis, there is a need to ensure the
programmes will meet the organisation objectives. This remains challenging point for many years on whether people who comes forward as
volunteer will deliver good performance. Therefore, I would aim to predict the key individual behaviours as to what extent his future performance
will be. The issue of selecting volunteer and task responsibilities remain critical as to what extent the person specification match the task content. By
setting selection criteria while the role is voluntary ,it gives members the sense of political practices and bias, whereas making the criteria flexible the
potential candidates are less likely to suit the task. Hence, selection and recruitment is critical and it needs very careful consideration, I feel strongly
that having knowledge and skills will allow me to consolidate ideas. The Sudanese community as small voluntary organisation, I found there is a
minimal correlation with regards reward objectives. As members join the organisation on voluntarily basis, they expect that there are no wages or work
benefits. However, the sourcing of funds which mainly comes from the government as well as small denotation from individuals need to be put in
structure pay
... Get more on HelpWriting.net ...
9. The Human Resource Development Policy Of Kenya
Definition of induction
According to the Human Resource Development policy of Kenya (2015), induction is defined as a process of receiving and orientating/ familiarizing a
new employee to an organization's work procedures and environment (HRD, 2015). In teaching industry, Ajowi et al., (2011) defined induction as a
fundamental process of settling newly appointed teachers into a new work environment. It is intended to effectively introduce newly appointed
teachers to the work procedures, rules and regulations, as well as assist them to adapt quickly to teaching.
The Chartered Institute of Personnel and Development in the UK defines induction as, "the process where employees adjust or acclimatize to their jobs
and working environment. As part of this, 'orientation' is used for a specific course or training event that new starters attend, and 'socialization' can
describe the way in which new employees build up working relationships and find roles for themselves within their new teams. Some people use the
term 'onboarding' to cover the whole process from an individual's contact with the organization before they formally join, through to understanding the
business' ways of working and getting up to speed in their new job." (Chris, 2015). According to the CIDP, every organization, large or small, should
have a well–considered induction programme. It should provide all the information that new employees' need, without overwhelming or diverting them
from the essential process of
... Get more on HelpWriting.net ...
10. Human Resource Information System And Human Resources Essay
1.Human Resource Information System is also known as Human Resource Management System, which is the integration of information technology
and human resources through Human Resource software. The system enables Human Resource activities or processes electronically occur.
Human Resource Information System is a technological solution to help corporates to solve human resource activities through software. Activities
include human resources, accounting, management and payroll. The software also helps in budgeting costs of human resources more effectively and
efficiently. The system also helps in managing and controlling human resource activities with only reasonable resources.
HRIS also increases the efficiency in making HR decisions in higher quality, as well as the productivity of both managers and employees.
2.Staff Induction Policy is a set of documents guiding induction program, aims to provide an introduction to new employees so to let them know about
their role, their position and job responsibilities in the business.
In general speaking, the policy usually includes policy statement having a brief background information.
Then, most of the policies specify the group of people and the areas that it is targeting, and also the vision of the policy.
A specific section of objectives of the induction is also very popular.
Background: Effective induction program is essential for employee to know more about the company and contribute. The program helps staffs to pick
up their
... Get more on HelpWriting.net ...
11. Essay on Work Environment and Legal Issues
Introduction
The growing issues with Internet usage in the workplace has become a major concern for employers. Employers are discovering that employees are
spending hours of wasted time surfing the Internet and sending inappropriate emails. Employers classify this type of behavior as, "Internet abuse," and
breaking company's policies. While employees see this type of behavior harmless, employers see this as potential risks to their organization. Previous
researched study show employees spend hours surfing the Internet and sending non–work related emails to co–workers, family, and friends. With
millions of employees having access to their employer's Internet, companies are seeing an increase in Internet usage causing potential legal ... Show
more content on Helpwriting.net ...
Employers believe employees are taking advantage of the Internet while at work to access inappropriate websites such as shopping, gambling,
pornographic material, and illegal downloading. Therefore, employers are searching for ways to reduce Internet exploring and increase work
production, and remain within the state and federal guidelines (Young, 2011). To combat these issues, monitoring technologies are put in place to make
employees more productive during company's work hours. Monitoring technologies are classified as the use of computerized system that automatically
collect, store, analyze, and report information about how an employee is performing his/her job (Wen, Schwieger & Gershuny, 2007). This helps
companies to track their employee's Internet movements, obtain detailed information (Wen, Schwieger & Gershuny, 2007), and protect the privacy of
their company. In return, employers hope this will limit or eliminate employees from extensive use of the Internet.
In The Los Angeles Times (2013) an article titled, "Tracking workers' every move can boost productivity," stated how employers are using surveillance
software to monitor employees every movement. Employees are criticizing the monitoring software since it has caused harsher work environment.
Employees feel with the monitoring system, employers see them as human machines a way to drive costs down and increase production (Semuels,
2013). Employees are finding that monitoring technology have cost jobs
... Get more on HelpWriting.net ...
12. Kudler Accounting System Paper
Kudler Accounting System Paper
David Story
BSA 310
06/18/2012
Ivon Young
Kudler Accounting System Paper
Kudler Fine Foods is a gourmet specialty grocery store, and has three locations in three upscale San Diego, Ca. Kathy Kudler is a gourmet cook and
saw the need to open a shop for consumers to shop for ingredients for her dishes. With years of the corporate America, Kathy Kudler turned her
passion into a very lucrative business. As a result, Kudler Fine Foods was founded in 1998. Kudler FineFoods has 127 employees', and Kathy is the
company president. The structure of the company is divided by the corporate and retail employee's, however they still have to report to Kathy. The
Director of Finance and Accounting, ... Show more content on Helpwriting.net ...
The store managers also act as accountants to make sure that the established budgets and guidelines of operations are met per procedure. Managers are
also responsible in creating employee schedules, and assigning duties. There are several different types of system software used at Kudler for managing
their accounting and HR functions. Kudler is using an external company to handle their finacial data. Earnest Young Consulting was contracted to
install an retail management system for Kudler. After the install was done for each store Kudler kept Earnest Young Consulting for maintainence on
the system. The system can track all aspects of the Kudler Fine Foods expenses, receivables, HR functions, payroll, benefits, and employee
information. While the company uses some advanced technology for some of the areas, they still need more coverage. In the retail division, the
managers are storing personal employee and company information in the store computer. The store managers then have to send the information to HR
for entry in the main database. This cost to administrate this could be less if Kudler would allow the store managers access to the database, which
would eliminate lost information and possible stolen data. Computer in each store would eliminate a paper trail in the store, and each store would not
have to store paper files. The internet site that Kudler has gives good information about the service and product they have, but is need of updating to
... Get more on HelpWriting.net ...
13. Case Study: Starbucks Human Resource Management Policies?
Case study – Conclusion This case study is based on Starbucks Human Resource Management Policies and the growth challenge where this basically
the case has divided majorly in evoking the human resource challenges and aspects in Starbucks and how they dealt with the situations occurred in
the external environments and adaptations in their internal environment . When it comes to the introduction of Starbucks , The Starbucks was
initially opened in 1971; the store was in the pike place market in Seattle and sold coffee beans. Where three coffee lovers were huge lovers to their
day today coffee was the initials to this world renowned business , Starbucks grew slowly , what they differentiated from the ordinary coffee's is they
looked beyond it... Show more content on Helpwriting.net ...
This includes pay, health benefits, sick leave, bonus, retirement plan etc. the wages paid among Starbucks employees were the highest in the industry.
When it comes to employee retention it is significant that how Starbucks has fought against the huge turnover which occurred in 2000's in the retail
sectors were close to 200 present. When it comes to the third point in the question section where deducting the benefits and cutting down the benefits
might affect the employees perspective , when it comes to the 2000's in the US sector the employee turnover was 200 precent in the retail industry but
Starbucks were maintaining lower rate in turnover in that period because Starbucks was maintaining a good relationship with the employee's so what
we belive that cutting down employees benefits wont help a company to retain the employee's therefore in order to produce the effectiveness in the
organization every organization should provide the
... Get more on HelpWriting.net ...
14. Swot Analysis Of Toyota 's Strategic Management
HToyota is a company with excellent strategic management and has since the last two decades rise to a level of dominance in the auto–motive
industry. Toyota is headquartered in Tokyo, Japan and is the largest producers of automobile in Japan as well as the second largest in the world.
Toyota has aimed in produce similar quality products as its competitors but at a lower cost which has been the basis of its strategy. Theories of
strategies are continuously utilized by Toyota, which has lead the company to be the cost and strategy leader it is today. Strategy can be defined as,
long term direction and scope of an organization in order to gain a competitive advantage. As such is ca be said that Toyota is operating with strategy
at the core of the business which has helped the business to realize a competitive advantage in the industry. There are many theories of strategy utilized
in the operation of Toyota such as Resource based theory, behavioural role theory as well as humancapital theory.
Resource based theory is a great basis of competitive advantage in a firm, this is the resources that are rare and non–substitutable. It also highlights the
importance of a company's resources and capabilities. Possession of these strategic resources as led companies such as Toyota to dominate its market
and increase profitability. When a resource helps a firm to capitalize on opportunities and deflect threats, then it is said to be valuable. Toyota culture
fits this well, employees
... Get more on HelpWriting.net ...
15. Outsourcing HR: Assignment Instructions
Generate some reasons why there may be another side to this story is like to answer to the question " Why it 's difficult to outsource HR?"
HR is local. It 's what 's happening on the ground, in the culture and among the troops.
Step 1
Conduct an inventory of the tasks and functions of your human resource department. Identify those functions that you can readily outsource. Evaluate
the relative costs and impact on your HR department and the amount of control you require your HR managers to exert over these functions.
Step 2
Single out any function that can be completed with limited or no supervision. Understand, if you hire an independent contractor to perform these
functions for your company, you will be able to dictate only the ... Show more content on Helpwriting.net ...
Advanced human resources technology utilized by outsourcing providers help streamline important HR functions, such as payroll, benefit
administration and compliance management. Outsourcing helps employers and managers spend less time doing paperwork and more time dedicated to
improving the efficiency and effectiveness of the workforce.
Employee Development
Outsourcing HR functions help businesses manage employee performance and development. Providers implement performance management plans to
ensure employees comply with company policies and procedures and successfully meet business goals. Outsourcing firms periodically monitor
employee performance and report findings to management. This reduces the workload of managers by minimizing the amount of administrative
responsibilities they must focus on.
References: http://smallbusiness.chron.com/advantages–outsourcing–hr–functions–21169.html
Disadvantages to outsourcing HR functions
Poor Performance
Many companies outsource to limit costs; however, decreased costs often result in decreased quality of performance by the outsourced provider. The
human resources department is responsible for the day–to–day operation of the company and any poor performance from the outsourced provider
causes an overall negative impact on the company as a whole.
16. Distance
Outsourcing human resources functions to an offsite location often leads to a sense of distance between the employees and
... Get more on HelpWriting.net ...
17. Human Resources Policies And Practices
In today's interconnected environment, the possibility to work in isolation is infinitesimally small. Its internal, micro affects any organization, either
positively or negatively, and macro environment and so does its Human Resources policies and practices. The internal environment is shaped by the
employees, the office technology etc.; the microenvironment relies on forces like the competitors, suppliers and distributors. The Political, Economic,
and Socio–cultural, Technological, Environmental and Legal forces, on the other hand, determine the macro environment. Being an integral part of any
Organization, it is very important for the HR practitioners to keep track of the macro environment as because of its broader aspect and a much... Show
more content on Helpwriting.net ...
On the other hand, there has always been a class of people who have time and skills but not enough money. In terms of simple economics, the on
demand economy has provided a space where the demand and supply of these players meet and has led to the creation of a market where these
forces can interact. This gives consumers greater choices, while letting people work whenever they want and the whole society gains because its idle
resources are put to use. Startups, which act as middlemen, have raised lots of venture capital and today we see chauffeurs, cleaners, electricians,
baby sitters, carpenters, grocery, medicines and what not provided at our doorstep. This on demand industry not only works in the Business to
Consumer (B2C) markets but has grown profoundly in the Business to Business (B2B) markets as well where companies can hire freelance lawyers,
consultants, scientists and experts from different fields to meet their specific business needs. The on demand workforce is becoming so ubiquitous and
popular that in near future they will have the capacity to transform the entire service economy challenging the nature of firms and structure of careers
thus having a massive effect on the entire workforce. The working model of the on demand industry might seem simplistic in first glance but the
intricacies of this are more nuanced at deeper levels. The industry is growing at a fast pace where more than 50 million American workers are
... Get more on HelpWriting.net ...
18. Human Resource Management
Human Resource Management
Importance of Human Resource Planning and Compensation and benefits to employees and their roles in aiding an organization achieve its business
strategy.
Define Human Resource Management, Human Resource Planning, Compensation and benefits and their connection leading to employee's satisfaction
and meeting the organization's business strategies.
Topic Outline
I.Introduction
II.Human Resources as a source of competitive advantage
III.Human Resource Planning
IV.Compensation and benefits
V.Introducing Human Resource Planning and Compensations and benefits processes in an organization
VI.Relationship between Human Resource Planning and Compensation and benefits
VII.Conclusion
I.Introduction
A.Definition of the concept of Human Resource Management
B.Introduction of Human Resource Planning and Compensation and benefits processes of Human Resource Management
II.Human Resources as a source of competitive advantage
A.Ways in which human resources are a source of competitive advantage
B.Enhancing human resources for competitive purposes
III.Human Resource Planning
A.Definition of Human Resource Planning
B.Advantages of Human Resource Planning to the employees and the organization's business strategy
C.Challenges of Human Resource Planning
IV.Compensation and benefits
19. A.Definition of Compensation and benefits
B.Advantages of Compensation and benefits to the employees and the organization's business strategy
... Get more on HelpWriting.net ...
20. Liability Rule Under The Title Vii
The significance of this case revolves around the "supervisor(s)" liability rule under the Title VII. The rule under the Title VII act clearly states that
employer's liability for workplace harassment depends upon the status or job title and duties of the harasser. Summarizing that if the harasser is a
co–worker the employer will only be held accountable if negligence in diffusing the intense and awkward work conditions was found on their part.
However, if the harasser is a supervisor, (has the power to change employee work status i.e. hire, fire, etc.), and the harassment results in tangible
actions towards the employee such as changes in duties, benefits, etc... the employer is totally liable. On the other hand, the employer is not liable if
corrective measures and procedure were provided on the companies end, or if the plaintiff ignored or disregarded corrective measures provided by
the employer. Specifically in this case Maetta Vance, an African American women and catering assistant for Ball State University, after several
complaints and attempts filed a lawsuit again Ball State Universality as a result of a racial and hostile work environment afflicted upon her by her
Caucasian co–worker Saundra Davis. This case was argued on November 26, 2012 and received a decision on June 24, 20013, which stated that
BSU was not vicariously liable for the actions of Davis, due to the fact that Davis was not considered a supervisor or person of authority, to which she
could have taken
... Get more on HelpWriting.net ...
21. The Human Resource Management Policies
Human Resource Management Policies
Each school district has human resource policies in place to help ensure a safe and smooth running workplace. The policies serve to provide for the
needs of the diverse workforce. It is important as an educational leader to know your school's policies and how they are differentiated to meet the needs
of each subgroup in the workforce and thereby increase student achievement. "Your organization's systems for engaging, developing, and assessing the
engagement of your work force, with the aim of enabling and encouraging all members of your workforce to contribute effectively and to the best of
their ability. These systems are intended to foster student achievement and high performance, to address your core competencies, and to contribute to
the accomplishment of your action plans and to organizational sustainability" (Baldrige National Quality Program, 2007, p. 49)
Human Resource Management Policies
The following information about human resource management policies that are being used to improve the workforce efficiency in this small rural
school was gleaned from an interview with Andrea Williams, principal of Theresa Bunker Elementary School. The majority of the policies we
discussed come from the district human resources department, or the negotiated master contract that is negotiated by our local teacher union. Many of
these policies are the same for all employees in the workforce no matter the group, such as certified or classified.
... Get more on HelpWriting.net ...
22. Finding Dignity And Meaning Of Human Resources
Kathy Szelag
4/21/2017
LAS 345
Finding Dignity and Meaning in Human Resources Work is a necessity, part of the meaning of life on this earth, a path to growth, human development
and personal fulfillment. After finishing my educational journey at Dominican University I hope to pursue a career in Human Resources. This type of
work maintains and enhances the organization 's human resources by planning, implementing, and evaluating employee relations and human
resources policies, programs, and practices. This career path will enable me to achieve dignity and meaning in my life. Dignity exists when people
are listened to and taken seriously regardless of their position without fear of reprisal. I will be in a position of influence, I'll have ... Show more content
on Helpwriting.net ...
Work makes up a very large part of how we spend our adult lives our self–image can be strongly influenced by the work that we do and how we are
treated in the workplace. My career is deals with lots of areas as previously mentioned but the main issue is dealing with employee relations and
making sure they are respected. My main responsibility will be promoting and emphasizing respect, fair working conditions, and protect against
abuse. Dignity at work refers mainly to how people are treated and treat one another in the workplace. It refers to the need to protect against abuse
or disadvantage and raises issues such as fair wages and just conditions of work, the right to belong to a trade union, the development of fair
bargaining processes and protections from unfair dismissal. An HR professional can have a profound impact on people because their daily duties
make employee welfare and happiness a matter of responsibility. As I'm performing these daily duties I can only imagine that I will feel a sense of
dignity at work. I will have the benefit of having satisfying and rewarding work. Dignity also implies that we are able to grow in our jobs. Through
research, I found that HR is steadily growing and the great thing about it is that I'll have staying power. In an article, "10 Rewarding Reasons to Work
in HR" Will Erstad explains, "HR appears to be to be well situated for
... Get more on HelpWriting.net ...
23. Discrimination, Discrimination And The Right Of A Person
Discrimination as used in the context of human rights in employment, " a distinction, exclusion, or preference based on one of the prohibited grounds
that has the effect of nullifying or impairing the right of a person to full and equal recognition and exercise of his or her human rights and
freedoms."(1). Unfortunately discrimination of employees, weather direct or indirect is a common occurrence in today 's business environment. Hence
laws are set up to protect employees from discriminations based on: national origin, religion, age, sex, race, sexual orientation, harassment, marital
status, family status, disability, employer retaliation and enforcement. Based on the newspaper article, the initial motion filed in the federal court by
Saks stated, that the discrimination lawsuit filed by their ex–employee was to be dismissed, "because transsexuals are not protected under Title VII,"
(2) which is a section of the 1964 Civil Rights Act that bans employment discrimination based on race, religion or gender. The ex–employee, Leyth O.
Jamal, 23, was terminated in July 2012 after she filed a complaint to the Equal Employment Opportunity Commission, stating that even though her
manager was well aware of her transgender identity, he asked her to behave in a more masculine way and even instructed her to use the men 's
restroom. She also complained about a male colleague who repeatedly question if she was a prostitute as well as made threats of violence. Almost
three years
... Get more on HelpWriting.net ...
24. Riordan Manufacturing Human Resources Analysis
Riordan Manufacturing Human Resources Analysis
David Chavez
BSA/375
October 14, 2010
John R. Rogers
"Riordan Manufacturing, Inc. an industry leader in plastic injection molding and state–of–the–art design capabilities was established in 1991 by Dr.
Riordan Plastics, and has earned international acclaim for its innovative plastic designs" (Apollo Group, Inc., 2006). Riordan Manufacturing is a
company owned by Riordan Industries, a Fortune 1000 industry with yearly revenues in surplus of $1 billion. "Riordan Manufacturing currently
employs 550 people, and has manufacturing plants in Albany, Georgia, Pontiac, Michigan, and Hangzhou, China" (Apollo Group, Inc., 2006) and
Corporate Headquarters in San Jose, California. Riordan ... Show more content on Helpwriting.net ...
This system would also allow a centralized corporate human resources representative to input, track, and manage eligible employees, and take the
burden off individual managers in each location. Riordan Manufacturing will need to organize a strategic plan for introducing a new human resources
system. Preliminary research has identified the following essential requirements for this projects scope. Riordan will need research, plan, design, and
develop a customized human resources system with employee management or select a third–party vendor that has experience with this type of project
based on the needs of the human resources department. Project objectives will need to be organized in a manner that will help maintain an efficient
project flow as well as serving as a timeline to measure the overall success of the project. Riordan Manufacturing will need to determine the goals for
the project and determine which system features will best meet the needs of their company. Discussions with stakeholders will try to accomplish the
understanding of existing processes and systems, learn the likes and dislikes about the processes and/or systems, and identify potential areas for
improvement. Riordan Manufacturing will have to design a cost effective solution that will satisfy their human resource system needs. This objective
will be completed by compiling and reviewing the information attained during the background and research phases of the project. The
... Get more on HelpWriting.net ...
25. Evaluation Of The Department At My Job
Our Radiology department has currently developed goals for our department which is implementing a transfer policy, providing flu immunization and
creating a healthy challenge to keep our employees healthier. The transfer policy was created by our Risk Manager and Human Resources Department
because in the past couple of months our Radiology Department has had five accidents when transferring patients for exams, this caused injuries to our
employee's which ultimately lead to three employees to be put on worker's compensation . The immunization program is to provide free vaccination to
employees to reduce turnover during flu season, and help our employees fight off the infection before it hits, while the healthy challenge is to promote
self–confidence, bring teamwork in the organization and keep employees physically and mentally healthy.
Goal #1:
SMARTSMART Department Goal #1
Specific Radiology Department at my job will be creating a transfer policy to help train employees on how to properly transfer patients to bed and
wheelchair. Policy will be implemented in three months which is December,16 2016 the policy will help reduce employee and patient accidents when
transferring individuals for exams in the Radiology Department.
MeasurableThis goal will be measured by the Risk Manager and Human Resources department, they will evaluate and investigate each incident in the
Radiology Department by interviewing patient and employees, then every month try to figure out why
... Get more on HelpWriting.net ...
26. Human Resource Functions Of The Human Resources Department
Do you remember when you first decided to start a small business. The vision was clear and the excitement drove us from imagination to plan to
reality. But, before we knew it, we went from happily wading in the waters of our areas of expertise into the deep and sometimes turbulent waves of
the unknown; Human Resources. Human Resource functions include: Payroll, Employment Tax, Recruitment, Hiring, Employee Relations,
Termination, Regulatory Compliance and Training to name a few. Each of these functions demanded specific skill sets and experience. They also
began to expend valuable time and resources.
The reality is that when reviewing a successful business plan there are two major areas to consider; Revenue streams and cost centers. ... Show more
content on Helpwriting.net ...
It is definitely money well spent. Be wary of firms that will provide you with free audits since you usually get what you pay for. The audit results
should tell you exactly where you stand and specifically provide a HR roadmap to get and keep you on track. Next, ask the most important question:
Do YOU have the expertise, time and interest to actually focus on those areas and do them well? Finally, consider the risks and rewards of alternative
Human Resource solutions.
After twenty five years of providing human resource solutions to hundreds of companies from small start ups to fortune 100 companies, my advice to
many of those firms, especially small and start up businesses is to maximize their resources by at least partially outsourcing Human Resources. By
outsourcing HR, companies get to focus on what they do best and avoid the hassles and dangers of managing potentially high risk areas.
Remember, as an entrepreneur you want to maximize productivity, increase revenue and control costs. Outsourcing Human Resources and other
administrative tasks allow management and staff to focus on core business functions. Most importantly, companies receive high end HR services for
less than the cost of an administrative staff position.
MINIMIZING RISK
A critical component of any small business plan is minimizing risk. When reviewing potential Risk Management issues consider this; Regulatory
Non–compliance and Discriminatory practices make up the majority
... Get more on HelpWriting.net ...
27. The Importance Of Workplace Conflict
Conflict is a natural part of human existence. It occurs in just about any environment and the workplace is no exception. Conflicts arise when there
is a difference of opinion between two or more persons (Cohen, 2014). Workplace conflicts can be difficult to resolve, however, unresolved conflicts
can result in poor interpersonal relationships, compromise employee loyalty, and even jeopardize quality and safety (Bowers & Ferron, 2014). While
unresolved conflicts may have deleterious effects on the work environment, healthy conflict resolution can lead to creativity and growth (Bowers &
Ferron, 2014). One of the main sources of conflict between employees, supervisors, and the human resource (HR) department is poor communication.
Nurses can experience conflict with other nurses due perceptions of favoritism, poor team work, and unfair work assignments as can employees in
any field of work. According to Cohen (2014), a common misconception among nurse managers is that nurses can resolve conflicts on their own with
little or no guidance. However, Cohen argues that most nurses have little or no formal training in conflict resolution and that they often cope with
conflict in the workplace much like they do in their personal lives (2014). As a result, less than ideal conflict resolution approaches such as avoidance
behaviors and unprofessional body language or verbal responses are used which serve only to further exacerbate problems (Cohen, 2014). Leaders
have a responsibility to
... Get more on HelpWriting.net ...
28. Reduction in Force Policy: A Human Resource Management...
To maintain the excellent services and infrastructure enjoyed by the City of Urbanopolis, it is vital to ensure that the budget meets the demands of
these services and infrastructure. Since most of the budget is tied up within labor payments, this should be the first focus of restructuring in terms of
budget. It is therefore important to find a way to better balance the budget so that vital equipment and infrastructure requirements can be met. The
request for new computer equipment, for example, has been denied, and the department is obliged to work with second–hand and/or outdated
equipment. This, in turn, affects the way in which the department is able to function, which is not effective or acceptable in the long run. Several
positions have been identified for elimination in the new financial year. However, my policy for restructuring human resources budgets is to match the
skills and enthusiasm for each job description with the potential elimination of the position. Hence, my policy will be to change the description and
statuses of some positions to maintain employees who have shown themselves to be worthy of their positions while either negotiating with or
eliminating the positions of those employees who have not. My reduction in force policy, in other words, will not only be to eliminate redundant
management and supervision positions. Instead, it will be to closely evaluate all positions, eliminating those where employees have not shown either a
willingness or
... Get more on HelpWriting.net ...
29. Human Resources And The Human Resource Department
Introduction
Human Resources are concerned with the management of people within an organization, not only to minimize internal issues but to also ensure a
highly functional workforce. The department is responsible for recruiting suitable candidates, identifying and meeting the training needs of existing
staff, ensuring employees welfare and safety, and raising awareness of current workplace legislation (BBC, 2014).
In addition to the above responsibilities, the Human Resources Department also covers five key roles. Firstly, the executive role requires the human
resource professionals to be specialized in the areas which encompass people management. Secondly is the audit role where the department follows up
with other corporate areas to ... Show more content on Helpwriting.net ...
In some firms, due to their size, a human resource department may not even exist leading to significant issues both from a business and employee
development standpoint. The following paper will explore and discuss human resource issues within the United Kingdom along with what has been
done to rectify the problems.
Human Resource Challenges
One of the most significant human resource issues in the United Kingdom is the all together absence of a dedicated human resource department within
a business. Approximately 94% of businesses in the United Kingdom employ fewer than 10 people, therefore they are not large enough to support or
justify an HR function (Lee, 2004). This means that human resource activities are being looked after by others within the business that do not
specialize in managing people or legislation. This lack of knowledge can negatively impact a business, both by not paying attention to employees needs
as well as not abiding by government legislation.
A second issue affecting businesses is a lack of internal training for continual development of employees. The Federation of Small Businesses in the
United Kingdom found that training planning was a major problem in organizations. Only 19% of firms were satisfied with their training plans, a
significantly low number. The survey also found that 44% of small businesses had no training at all. Time constraints and cost were the factors most
inhibiting to the
31. Human Resource Practices And Policies Designed By Neil Howe
Millennials are likely the most studied generation to date. According to U.S. Census Bureau statistics, there are plenty of them to study. Data exists on
numerous subjects related to this generation, though much of it is contradictory. In fact, Millennials are full of contradictions, which, of course, may
explain the youth of any generation. Most consistent is that this generation is technically savvy, almost as if it has a digital sixth sense. A wired,
connected world is all that Millennials have ever known.
The Challenge
The nearly 80 million Millennials who are about to enter or who are already in the workforce will fundamentally change how business is conducted in
the future. Human resource practices and policies designed to ... Show more content on Helpwriting.net ...
And they will be looking to Millennials to fill those gaps.
Not far off on the horizon; yes, you guessed it–Generation Z. Born: 1995–2012; will come of age: 2013–2020. Current population: 23 million and
growing rapidly. While we don't know much about Gen Z yet, we know a lot about the environment they are growing up in. This highly diverse
environment will make the grade schools of the next generation the most diverse ever. Higher levels of technology will make significant inroads in
academics allowing for customized instruction, data mining of student histories to enable pinpoint diagnostics and remediation or accelerated
achievement opportunities Gen Z kids will grow up with a highly sophisticated media and computer environment and will be more Internet savvy and
expert than their Gen Y forerunners.
By all accounts, Millennials are unlike preceding generations. They view the world differently and have redefined the meaning of success, both
personally and professionally. In some cases, this has led to misunderstanding among the different generations co–existing in today's workplace.
Increasingly, however, business leaders are realizing this generation's unique competencies and perspective, and employers are looking for ways to
harness their strengths.
The generations preceding the Millennials are sort of like cowboys; a rugged,
... Get more on HelpWriting.net ...
32. The Westpark Store Case Analysis
The Westpark Store Case
1. How does McCain view her role as human resource manager?
McCain current role is to develop an organizational structure of human resource functions within Westbrook. McCain views her role as human resource
manager more as a supervisor of the human resource department, hiring and disciplinary specialist. She self–identified her strengths as the selection,
hiring and training functions, but she admittedly falls short with employee evaluation, development retention and turnover.
It appears that she wishes to centralize HR functions and operations within the human resource department. She created systems to increase the
consistency in the evaluation and disciplinary processed within the organization. She has ... Show more content on Helpwriting.net ...
Employees begin employment with the company earning minimum wage. Opportunities for a wage increase do not set in until an evaluation is
conducted. Additionally, an individual incentive plan is offered to employees, which is commission based on individual sales. McCain shares the
frustration with loss of employees as a result of competitors offering higher wages.
3. What is the structure and staffing of the human resources department?
The human resource department has four employees. The hierarchy includes, McCain who supervises two HR assistants, a trainer and a payroll clerk.
Given the new structure, McCain has created an autocratic leadership structure within her department and in cases of disciplinary action within the
organization. The human resource manager remains hands–on with the daily operations and with several HR functions. She screens, hires, manages
disciplinary actions and terminates employees. 5. Given the organization's size and strategic goals, evaluate the development of the human resource
function at Harrison Brothers. What problems do you see? How could its major human resource functions be improved?
The Human Resource department is not meeting the needs of Harrison Brothers in this dynamic product development phase and organization growth.
She is consumed with not only managing her department, but also the tasks of the sales managers and their departments. This has led to
... Get more on HelpWriting.net ...
34. Turner And Townsend Thinc Case Study
4.0HUMAN RESOURCE FRAME
The human resource frame captures the relationship between Turner & Townsend Thinc and employees. Turner & Townsend Thinc mission is "to
create a place to work on the attraction, development and retention of diverse, capable, motivated and effective people" (2020 Business Plan, 2015,
Turner & Townsend). After the acquisition, a committee is formed whose primary function is to support the segments and services by learning and
development. An integration led by managing director responsible for communicating any changes.
4.1ANALYSIS
After the acquisition announcement employees of Turner & Townsend Thinc had adopted a "them" versus "us" syndrome. A survey conducted 2015
which found 55% have disagreed to receive any recognition or praise for the job being well done. 51% had expressed fear of job loss. (Refer Table 2
Turner & Townsend Thinc Employment Survey Result 2015, points 4 & 15). Turner & Townsend Thinc silos and other structural boundaries, including
narrowly defined jobs were preventing integration. Due to the acquisition, there is a duplication of various roles resulting ... Show more content on
Helpwriting.net ...
There are instances when a director's goal or interest takes precedence, especially when given a position of power. However, with a proper
understanding of beliefs and agendas agreed upon the hierarchy of authority final decisions are made. Since directors stay concerned regarding the
profit and resource utilisation, it is quite often that sharing of resource within different departments becomes challenging. 80% of the staff in Turner &
Townsend are promoted within business appointing "cronies" to positions of authority, regardless of their qualifications. After the acquisition, Thinc
director's survival appears to be equated with the ability to play politics. Therefore, this causes director's to be affected and emphasize to others that
they are merger
... Get more on HelpWriting.net ...
35. Kudler Fine Foods: Overview of Management
Kudler Fine Foods is an up scaled epicurean gourmet food shop that was founded in 1998 by Kathy Kudler. Kathy Kudler has opened three stores her
first store opened in La Jolla in1998, her second store opened in Del mar in 2000, and the third store in Encinitas in 2003. Kudler Fine Foods uses the
internet and intranet to keep up important records for their employees and customers. Allowing their management to follow through as needed on its
employees and keep accurate data. The intranet allows the management team accessibility to forward information the company 's main internet source.
The primary functions of the management process consist of planning and strategizing, organizing, leading and controlling. The planning process helps
... Show more content on Helpwriting.net ...
This person must be proficient in the point of sales system that is being used. The purchasing assistant compiles information and prepares orders which
are directed by the purchasing manager. This person must have strong administrative and math skills. The purchasing manager and assistant along with
the inventory clerk is a controlling function with management.
Kudler Fine Food provides its customers with information pertaining to their company via their internet site. The hours of operation and locations are
posted. A short summary of how the company was established and became a reality is available on their home page. Listed on the web site is also a
selection of the very best foods and wines available.
The management team of Kudler fine Foods uses the intranet to keep demographic data on each of its customers. They can access their names,
addresses and important data for special mailings. The inventory is managed and the availability of ingredients can be determined. The items from a
store can be obtained from what has been purchased. An order table can be used to record pertinent information. The order line can be seen to show
the description, quantity and price. The store table is used to retain data for each store. The supplies table contains data information from tax table is
used to provide accurate taxes. The tender table is used to provide a record of payment for an order.
The management team is able to keep personal
... Get more on HelpWriting.net ...
36. Human Resource And Human Resources
Human resources departments, has fueled the need for exceptional talent, Human resources is a departments, in some companies it has become a
global workforce. Human resource offered Challenges, however, on the positive side, people can be hired for all kind of opportunities" human
resources can consist of a group of people or one person.
Human resources is over hiring, firing, training, and managing, also supplying a good benefit package, many companies has a human resource
department which deal with many major issues, they set policies and goals for the employees. Human resource departments are also concerned with
governmental laws, bargaining agreements, and company practices, following discrimatory rules, J. Higging is a human resource of one, it is still a
company be reckoned with.
J. Higging security is a contract security service, which is a leader in the security service industry with a competitive edge, it is a one human resource
ran company, but it is a very strategically maintained. J. Higgings has rival some of the larger companies, it strength lies in its ability to acquire large
contracts; it has a busy business enviromentment. J. Higging contracts security officers out for many businesses, Number of employees working at J.
Higgings are 300.00 hundred employees. J.Higgings has advancement in technology and training, the company offers integrated security that enhances
traditional services and methods.
J. Higgins is committed to providing security
... Get more on HelpWriting.net ...
37. Working At & T Corporate Office
Working at the AT&T corporate office located in Englewood, Colorado made it pretty easy to ask our Human Resource representative if she could
spend a few minutes answering questions for my school project. She is a great reflection on how the employees are to work with at AT&T. I
learned that you have to be willing to go lateral sometimes to be able to climb the career ladder. Also learned that being union you are in a very
structured environment. That made me curious of what the future is for the union and also HR. We are moving towards where a lot of employees
will work from home so we have to be on top of our game with technology. Before we go into the interview let me give you a little background on
AT&T.
At AT&T, we're bringing it all... Show more content on Helpwriting.net ...
We're setting the standard for delivering video when, where and how customers want it. With our acquisition of DIRECTV, combined with our AT&T
U–verse TV service, we're now the world's largest pay TV provider. We have nationwide reach in the United States, plus 11 Latin American countries.(
www.att.com/)
At AT&T in 2014 in 3rd quarter there were approximately 243,620 employees.( www.att.com/)Human Resources plays an important role on keeping
the ball rolling and making sure policy and laws are properly in place. Under the Human Resource umbrella there are several different areas of focus
such as:
Talent acquisition– Helps to find new employees and post job openings
Benefits– works with employees and are benefit partners
Labor Relations– Works closely with the Union
Human Resources Services
Human Resources Operations
Human Resources Technical Services
Human Resources Policy
Training
Attendance
EEO– Equal Employment Opportunity
Diversity & Inclusion
Ethics & Compliance
Payroll
Performance Management
38. Talent Management.
On December 11, 2015 I had the opportunity to sit down ask a few questions to Rebeca Sanchez our Human Resource partner for the Rocky
Mountain Region that covers, Colorado, Utah, Idaho, Wyoming, and Montana. I was able to interview her because I work with her occasionally with
yearly reviews and issues that might arise. Rebecca is very easy to talk to and always has the "I can help
... Get more on HelpWriting.net ...
39. Case Study
Case Study: New Hire Mismanagement COMM/215 Case Study: New Hire Mismanagement Introduction When accepting the position of a Campus
Recruiter for ABC, Inc., there were specific tasks and expectations that go along with the job title. The specific tasks were explained however, due to
the improper planning and poor execution, the individual failed to deliver what was outlined in the job title. This paper will explain the failures due to
improper planning, lack of experience and poor time management skills. Furthermore, areas that will be outlined from this case study will include
various detailed causes as well as; different solutions to strengthen the recruiting department and prevent any further weaknesses. Background In...
Show more content on Helpwriting.net ...
Many of the issues could have been avoided simply by doing research or asking for help. Developing a sufficient protocol or schedule is key
however, it is imperative that the proper research on wait times for drug screens, background checks and pre–employment physicals is done so
scheduling will go smoothly. It is critical to ensure that you have the proper tools and information to complete the required tasks. Just like any
position or task assigned, organization is critical. Carl was moving forward without knowing exactly how the pieces of the puzzle were to be put
together. The recruiter did not utilize the appropriate tools such as, database, spreadsheets or check lists to ensure proper completion of the hiring
process. Moreover, the recruiter did not set completion goals for each step to aid in this completion. Therefore, Carl did not see that there were
numerous critical issues in the hiring process, which will not only affect the new hires, but will also cause delays for Monica Carroll and the operations
department. Alternatives There are several alternatives that may strengthen the human recourses (HR) department in the future however, will not fix
the current issue at hand. Implementing a new hire protocol that clearly defines each step of the
... Get more on HelpWriting.net ...
40. Human Resource Information System Is A Software Solution...
1) Human Resource Information System is a software solution for businesses to help automate and manage their HUMAN RESOURCE, payroll,
management and accounting activities. A HUMAN RESOURCE INFORMATION SYSTEM generally should provide the capability to more
effectively plan, control and manage HUMAN RESOURCE costs; achieve improved efficiency and quality in HUMAN RESOURCE decision
making; and improve employee and managerial productivity and effectiveness. A HUMAN RESOURCE INFORMATION SYSTEM offers
HUMAN RESOURCE, payroll, benefits, training, recruiting and compliance solutions Most are flexibly designed with integrated databases, a
comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give
back hours of the HUMAN RESOURCE administrator's day previously spent attending to routine employee requests. A HUMAN RESOURCE
INFORMATION SYSTEM also facilitates communication processes and saves paper by providing an easily–accessible, centralized location for
company policies, announcements, and links to external URL's. Employee activities such as time–off requests and W–4 form changes can be
automated, resulting in faster approvals and less paperwork. An affordable Human Resource Information System (HUMAN RESOURCE
INFORMATION SYSTEM), for example Sage HUMAN RESOURCE MS's e–capabilities, allows companies to manage their workforce human
Resource though two powerful main components: HUMAN RESOURCE &
... Get more on HelpWriting.net ...
41. New Manager of Human Resource
Q1. Discuss the relationship between corporate human resources structure andoperations at the plant level. What impact, if any, did that relationship
have on thesituation described by Newcombe? Answer: After investigation of Mount Ridge Engineering¶s corporate human resource structure and
plant operation procedures, in my opinion currently the relationships between humanresource policies and actual plant operations are very weak.
Although we can say that thehuman resource department has established a fairly complete set of procedures and policies,the actual implementation of
the policies at plant level operations do not seem to be thoroughenough, no employee implement those rules. Especially, the staffing function is very
weak.There is... Show more content on Helpwriting.net ...
Sheneeds to investigate if there were any friction between Braxton and Johnson. After allinvestigations, if she finds that Braxton is to be blamed for all
the mess, then necessarydisciplinary actions should be taken against Braxton according to company¶s policy.Here are some alternative solutions to
Newcombe to handle this situation:1. C orrecting the leave reason for Johnson as per his request and don¶t let the issue to gooutside the
organization.2. Try to retain Johnson by incrementing reasonable amount in salary (fulfilling hismajor motivation factor). Because he deserves higher
salary as per his extraordinary performance ( several times he had handled equipment operator¶s problem that no oneelse could handle).3.
Re–designing the termination form and process procedure : The HR department should be involved in the sign loop, employees should maintain the
reason of leave and norevise of the termination form is allowed. For the process procedure, all terminationforms should be feedback to HR department,
and the employees should have theinterview with HR department as well.4. Maintain a HR officer in each plant. If it is expensive, at least corporate
office cantrain a person in each plant to look after the HR function and report to the corporateHR Department.5. Auditing each department to know if it
implement company policy or not.6. Setting up a
... Get more on HelpWriting.net ...
42. The Law Side Of A Human Resource Department Essay
Now, to wrap up these two acts/laws that were important to the basis of the law–side of a Human Resource Department which were both established
before 1991. To provide a "food for thought" here are a few things to consider, which is that our current president, Barack Obama, not only encourages
but also stands by; equal pay, which is an act that was established in 1963, yet women in similar jobs as men still only earn seventy–cents to every
dollar earned by a man. President Obama is encouraging companies to take an "equal pay pledge" and has created tools that will lead to more
transparency in companies' compensation practices. According to an article written in The Huffington Post "He has used the bully pulpit his office
brings – including several State of the Union addresses – to educate the country about the harm caused by gender– and race–based discrimination,
bringing these issues out of the shadows and into the national debate" (Ness, 2016). It is clear President Obama has done a lot to help women in the
workplace; not only women but employees everywhere who are very thankful. Having said that, it is up to the employer's and it's Human Recourse
Department to continue to uphold and implement these acts in the workplace even after President Obama is no longer in office. Intro to Ethics & Fair
Treatment Continuing with the law side of the Human Resource Department, let's discuss ethics and fair treatment in the workplace. There are several
ways for organizations to use
... Get more on HelpWriting.net ...
43. Multiple Choice Questions on Hiring and Managing Employees
Chapter 17
Hiring and Managing Employees
MULTIPLE CHOICE QUESTIONS
50.Which of these is the process of staffing a company and ensuring that employees are as productive as possible? a.Staffing policy b.Human resource
management c.Recruitment d.Human resource planning
51.International human resource management differs from human resource management in a domestic setting in which of these ways? a.Managing
compensation b.Accommodating expatriates c.Providing training and development d.All of the above
52.Citizens of one country who are living and working in another are called ________. a.locals b.expatriates c.host country nationals d.immigrants ...
Show more content on Helpwriting.net ...
sends managers from home who will look out for the company's interests
66.The major drawback of polycentric staffing is the potential to ________. a.lose control of host–country operations b.incur great expense c.create
barriers for the host–country office d.lose control of home–country operations
67.The best–qualified individuals, regardless of nationality, manage operations outside the home country in which kind of staffing? a.Regiocentric
b.Geocentric c.Ethnocentric d.Polycentric
68.Which of these is an advantage of geocentric staffing? a.Re–creates local operations in the image of home–country operations b.Eliminates the high
cost of relocating expatriate managers and families c.Helps a company develop global managers who can adjust easily to any business environment
d.Sends managers from home who will look out for the company's interests
69.A geocentric staffing policy is generally reserved for ________. a.top–level management b.mid–level management c.lower–level management d.all
levels of management
44. 70.The major disadvantage of a geocentric staffing policy is its ________. a.potential for losing control of the host–country operations b.expense
c.potential for creating barriers for the host–country office d.potential for losing control of the home–country operations
71.The process of
... Get more on HelpWriting.net ...