Another landmark case involved global giant British Petroleum (BP) in the largest fine in OSHA history. The case involved the explosion at a BP refinery in Texas that killed 15 people and injured 170 others. An OSHA press release notes, "This citation and penalty - nearly double the next largest fine in OSHA history - sends a strong message to all employers about the need to protect workers and to make health and safety a core value,' Solicitor of Labor Howard M. Radzely stated" (Groover, 2005). The implications for human resource implementation are again clear. Without the proper training, the individuals in the plant did not operate some of the processing equipment effectively, and pressure built up in the unit that exploded. Part of the settlement required BP to "hire an expert to assess and report on communication within and between management, supervisors, and authorized employee representatives and non-management employees and the impact of the communication on implementation of safety practices and procedures" (Groover, 2005). Human resources should have anticipated the need for this individual beforehand, and implemented the hiring to ensure the health and safety of its workers. This means human resource departments in all companies are directly responsible for the training and safety of the company's employees, and they have to be aware of that. They also have to recognize hazardous situations exist, and that they need to address the training and implementation of training to ensure safety throughout the operation. The implementation of training procedures begins with good communication and assessment, and every human resources department has to be aware of that.
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Human Resources Planning Budgeting * Components/elements included in an HR Budget * Consider all HR facets such as Selection and placement, training & development, compensation and benefits, employee relations and employee engagement, health, safety and risk management * Cost reduction strategies. Both the cost and the range of functions taken on by a Human Resources Department are directly dependent on the size of the company. Smaller companies tend to make fewer distinctions between
8. Family assistance programs provide assistance for employees and families in need. These have the benefit of strengthening employee commitment and loyalty to the workplace by boosting employee morale. The work-to-family program, for example, helps employee scope with caring for children or aging parents by providing assistance as part of insurance benefits. There is also a family assistance program to address partner violence, which has a severe effect on employee productivity
Human Resources Managers from three different HR departments (from three separate companies) were interviewed concerning the management, job duties and focus of their respective HR departments. A summary of each of their responses is included below. All three companies look to hire experienced HR personnel and then require them to attend training courses. In addition to outside courses, both the second and the third companies required their HR personnel to attend conferences
If a 68-year-old employee receives an above average review on her work performance and doesn't receive a raise, and then finds that an employee who is 32 years of age receives an adequate performance review and gets a raise and a promotion the older employee has a strong case for age discrimination. A violation of the employment act has occurred because it is reasonably expected that the above average rating
Human Resource Management class focus area. Here questions: 1. Your company plans build a manufacturing plant undecided locate . New manufacturing plant The opening of a new manufacturing plant in a different location is pegged to a series of uncertainties and risks. In order to minimize these risks, it is necessary for the economic agent to consider a wide array of elements in making the final decision of the location. At
Green" Human Resource Practices And Environmental Performance A number of enterprises have historically adopted the approach of compliance within their environmental initiatives, and by consequence, rules and legislations guiding their environmental approaches. However, over the last many years, new consumer needs, consumer boycotts, global environmental standards, dynamic preferences, and other environmental factors have influenced core values and the fundamental business strategies of corporations (Daily, Bishop and Steiner, 2007). Organizations are
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