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…...
mlaReferences
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
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 Today (Petrecca, 2011)…...
mlaWorks 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.
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…...
mlaReferences
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
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, where employees get a chance…...
mlaReferences
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.
Human esource Management
Workers, Jobs & Job Analysis
Case: OWE and Flexible Work and Success at Best Buy
Explain how a OWE-type program would fit in organizations where you have worked. Explain why it would work or would not work.
Current employee U.S. Army OWE-type program would not work in the Army because of the following:
*Deployments require you be at work 24/7 because there is no place to go in Afghanistan or Iraq.
* When I am not deployed, the Army has a training calendar and the time you have is use to prepare for future deployments
* The Army likes micromanagers, control you 24/7 even you are off you are not off.
*The Army does try to give you time off because many locations have "Family time" and at least one three or four day weekend a month.
Chapter #5: Human esource Planning and etention
Case: ACCENTUE -- etaining for itself
Question #2: Identify how some Accenture-type efforts have…...
mlaResources
Case: 21st Century On boarding
Question #2: The case introduces three companies of very different sizes. What differences do you see in their approaches? What similarities?
*The approaches of the companies particularly in that the Sun Microsystems orientation program consists of majorly paper work. This is with some employees waiting up to 2 weeks to access e-mail for appointments. El Paso Corporation employs a differing on boarding procedure with new recruit's orientation happening on the first week. This is with the accessibility e-mail having links to everything involved with the daily operations of the company. Zimmerman Advertising orientation enables its recruits in the understanding of the company hence accessibility of the hiring website. This is available to applicants to assist in knowing the company's clients philosophy and the leadership (Kleynhans, 2006).
*The companies are similar since they both apply the use of the internet and the modern on boarding systems to enable their employees understand everything about the companies. This aids their integration into the daily operations.
Human Resource Management
Description of the overall operations and role of the HR department
The HR manager interviewed gave the following points as having the most priority in his department and the functions performed (Campbell Clark, S (2001))
Recruitment and selection
How to follow best practice in drawing up the relevant documentation from advertising a vacancy and formulating a job description through to interviewing and making a sound
Decision in appointing the correct candidate.
Engagement procedure
Providing contracts of employment, written particulars and a staff handbook to meet all legal requirements and give employees all the information they need.
Record keeping
The collection of information in manual or computerized form to enable the company to plan and monitor.
Performance management range of activities to develop and reward good performance and manage poor performance and disciplinary issues.
Dealing with absence
Monitoring and controlling short- and long-term absence to ensure good attendance.
Reward
Looking at salary and benefits packages to reward and motivate staff.
Dismissal and other…...
mlaWorks Cited
Campbell Clark, S (2001), Work Cultures and Work / Family Balance, Journal of Vocational Behavior, vol 58, p.348-365.
Campbell, I and Charlesworth, S (2003), 'Family friendly benefits in Australia: Are they Adequate?'in M. Baird and J. Burgess (eds) Employee Entitlements in Australia, Employment Studies Centre Monograph No.3/2003, University of Newcastle.
Currie, G and Proctor, S (2001), 'Exploring the relationship between HR and middle managers', Human Resource Management Journal, vol.11, no.1, pp53-69.
Dex, S and Scheibl, F (2001), Flexible and family friendly working arrangements in UK-Based SMEs:Business Cases, British Journal of Industrial Relations, vol.39, no.3, pp411-431.
The rationale and the implementation of Performance Management are simple in theory, but complex in execution. Heathfield (2010) suggests:
Define the purpose of the job, job duties, and responsibilities.
Define performance goals with measurable outcomes.
Define the priority of each job responsibility and goal.
Define performance standards for key components of the job.
Hold interim discussions and provide feedback about employee performance, preferably daily, summarized and discussed, at least, quarterly. (Provide positive and constructive feedback.)
Maintain a record of performance through critical incident reports. (Jot notes about contributions or problems throughout the quarter, in an employee file.)
Provide the opportunity for broader feedback. Use a 360-degree performance feedback system that incorporates feedback from the employee's peers, customers, and people who may report to him.
Develop and administer a coaching and improvement plan if the employee is not meeting expectations.
The advantages to using the aforementioned system appear obvious. The employee has ownership of the process and the outcome.…...
mlaWorks Cited
Cokins, G. (2009). Performance management - integrating strategy execution, methodologies, risk, and analytics. Boston: John Wiley and Sons.
Heathfield, S.M. (2010). Performance management process checklist step-by-step to a performance management system. About.com.
Retrieved May 12, 2010 from www.humanresources.about.com/od/performancemanagement/a/perfmgmt.htm
Jensen, E. (2008). Enriching the brain: how to maximize every learner's potential.
Human esource Management: Four Questions
How easy was it to find the a specific occupation you were looking for, and how comprehensive was the information provided about that occupation?
Information was relatively easy to find by using the site map. By going top "My Next Move" one is presented with a menu of choices including knowledge, skills, abilities, education, and job outlook as well as the opportunity to explore more. Selecting the occupation of human resource manager the following information was provided in each category: 1) Knowledge -- business, arts and humanities, safety and government, math and science. (Each sub-heading also contained a brief descriptor, i.e. Math and science: psychology). 2) Skills -- Basic skills, people and technology, social. 3) Abilities -- verbal, ideas and logic, attention. 4) Education -- bachelor's degree or master's degree. Under this heading there were links to "Find Training" and "Find Certifications." 5) Job Outlook -- Average…...
mlaReferences
"O*NET Resource Center." (ND). O*NET. Retrieved November 28, 2012, from http://www.onetcenter.org/overview.htm
Human Resource Management
Julie Clow's The Work Revolution: Freedom and Excellence for All, begins with an analysis of the traditional methods and ideologies for work within a corporate setting. The author spends the first two chapters of this manuscript recounting the staid, limited roles of managers and workers, emphasizing the conventionality and conformity to which both typically adhere. In many ways, this part of the book is the most insightful, since the author carefully deconstructs why these approaches are no longer applicable for working in the 21st century. However, she contextualizes this information in contrast to what she declares is the Work Revolution Manifesto: a setting in which individual employees are actuated by passion, excellence, success, trust and team victories. By alluding to the manifesto initially, she is then able to elucidate all of the reasons that the conventional methods of working and the environments that sustain them fail to achieve…...
Human esource Management
There is a great need for managers to develop a highly strategic approach to human resource management. This encompasses supporting the general mission of the organization, the organizational culture that we embrace and advocate for personnel and consumers, and also for supporting individual needs as a manager.
Strategic human resources management (SHM) is delineated as the practice of articulating H strategies and execution procedures that are aligned and underline the organization's business approach. SHM necessitates the development of a wide-ranging set of managerial undertakings and responsibilities linked to growing and sustaining a competent workforce. This labor force, in sequence, adds to organizational efficacy, as delineated by the organization's strategic aims and objectives (Fottler and Fried, 2016). The main purpose of an organization outlines its basic intention for existence. The purpose of a hospital may be to provide high-quality medical care to the inhabitants in a particular service region. The…...
mlaReferences
Fottler, M. D., Fried, B. (2016). Strategic Human Resources Management. Association of University Programs in Health Administration.
Fottler, M. D. (2016). Strategic Human Resources Management. EBSCOHost.
Heine, I., Beaujean, P., Schmitt, R. (2016). Improving Production Ramp-Up Through Human Resource Methods. American Society for Quality, Inc.
Heine, I., Beaujean, P., & Schmitt, R. (2016). Conceptual Framework for Analyzing the Fit between Organizational Strategy and Culture. Procedia CIRP, 51, 79-84.
Human Resource ManagementThe field of Human Resources Management (HRM) offers a wide variety of career paths. HR managers may work in a variety of industries, including healthcare, manufacturing, retail, and education; overseeing the recruitment, training, and development of employees. They may also be responsible for benefits administration and employee relations. HR specialists may focus on specific areas such as recruitment or benefits, or they may provide support to employees and managers on a variety of topics. Other career options in HR include talent management, organizational development, and HR information systems. In addition to working in HR departments, HRM professionals can also work in other departments, such as finance, marketing, and operations. Ultimately, each organization is unique, and the HRM strategies that are developed and implemented should be tailored to the specific needs of the organization. With the increasing importance of HR in the modern workplace, there are many opportunities for…...
mlaReferences
Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
Çali?kan, E. N. (2010). The impact of strategic human resource management on organizational performance. Journal of Naval Sciences and Engineering, 6(2), 100-116.
El-Ghalayini, Y. (2017). Human resource management practices and organizational performance in public sector organization. Journal of Business Studies Quarterly, 8(3), 65.
HRM as Strategic PartnerAbstractHuman resources management (HRM) has traditionally been viewed as a support function within organizations. However, HRM is increasingly being recognized as a strategic partner that can contribute to organizational success. There are several reasons why HRM is important as a strategic partner. First, HRM can help to develop and implement strategies that align with the organization's business goals. Second, HRM is responsible for attracting, developing, and retaining talent. This is critical because a company's ability to compete depends on having the right people in the right roles. Third, HRM can help to create a positive work environment and culture. This is important because employees who are happy and engaged are more productive. Finally, HRM can help to improve communication and collaboration between different departments within an organization. When HRM is functioning effectively, it can have a positive impact on the overall performance of the organization.IntroductionHRM as strategic…...
mlaReferences
Al-Khaled, A. A. S., & Fenn, C. J. (2020). The impact of strategic human resource management practices on organizational performance. BERJAYA Journal of Services & Management, 14, 53-60.
Marciano, V. M. (1995, August). The origins and development of human resource management. In Academy of Management proceedings (Vol. 1995, No. 1, pp. 223-227). Briarcliff Manor, NY 10510: Academy of Management.
Nor, A. I. (2018). How to keep top talented employees on board: A review of literature. Global Journal of Human Resource Management, 6(2), 52-59.
Investigation of TurnoverPart AAs an HR Director, it is important to evaluate whether the experienced turnover is a problem. To do this, one must consider the number of workers that have left in comparison to the industry average, as well as organizational factors such as sources of dissatisfaction and safety considerations. To gather data for a more accurate assessment, metrics from both internal and external sources can be collected and analyzed. The Human Resource Information System (HRIS) could provide data regarding the loss of key leaders, time elapsed between departure and hiring replacement staff, trends in terms of job satisfaction amongst existing staff, whether job openings get filled quickly or not etc. It is also relevant to review external sources such as workforce surveys or labor statistical reports in order to gain further insight into patterns or problems occurring in the industry at large. When all these variables are considered…...
mlaReferences
DiPietro, R. B., Moreo, A., & Cain, L. (2020). Well-being, affective commitment and jobsatisfaction: influences on turnover intentions in casual dining employees. Journal of Hospitality Marketing & Management, 29(2), 139-163.
Kraev, V. M., & Tikhonov, A. I. (2019). Risk management in human resource management. TEM Journal, 8(4), 1185.
Memon, M. A., Salleh, R., Mirza, M. Z., Cheah, J. H., Ting, H., Ahmad, M. S., & Tariq, A. (2020). Satisfaction matters: the relationships between HRM practices, work engagement and turnover intention. International Journal of Manpower.
Human esource Management at the Ford Motor Company
The Ford Motor Company is one of the largest economic entities at the global level, with sales and operations across the entire globe. The organization is reputable as the first company to make automobiles accessible to the people through the usage of the production and assembly line. In more recent times, Ford is recognized as one of the largest employers in the United States and a global leader of the automotive industry.
During 2008, the company was hit by the internationalized economic crisis, which raised new financial concerns, but also exacerbated the problems already existent within the firm. For decades, Ford had invested in large size and luxurious vehicles as an emblem of American consumerism. Throughout the past recent years however, the preferences of consumers have changed to reflect the shifting international price of oil and environmental concerns. More and more smaller size and…...
mlaReferences:
Cascio, J.W., Bodreau, J.W. (2010). Investing in people: financial impact of human resource initiatives. 2nd edition. FT Press.
Price, A. (2011). Human resource management. 4th edition. Cengage Learning.
Randhawa, G. (2007). Human resource management. Atlantic Publishers & Dist.
(2012). A timeline of Ford Motor Company. NPR. accessed on December 12, 2012http://www.npr.org/templates/story/story.php?storyId=5168769
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 competitive…...
mlaReferences
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.
Strategic human resource management refers to a specific approach that must human resource (HR) practitioners take to handling a company’s employees (human resources). Strategic human resource management is a philosophy of management, not a defined approach, so it is possible for different HR professionals to take varied approaches and still fit under the umbrella of strategic human resource management. In fact, it is not only possible, but probably necessary, given that HR needs do differ according to the type of profession, the working environment, the size of an organization, and the demographics of the workforce. Generally, strategic....
1. An analysis of Nestle's diversification strategy and its impact on the company's growth and profitability.
2. Exploring the role of acquisitions and mergers in Nestle's corporate strategy and its effect on competition in the market.
3. Investigating Nestle's focus on sustainability and social responsibility in its corporate strategy and the benefits it brings to the company.
4. Evaluating Nestle's international expansion strategy and its success in entering new markets and adapting to local cultures.
5. Analyzing Nestle's product portfolio management strategy and its impact on maintaining a competitive edge in the industry.
6. Examining Nestle's pricing and branding strategies and how they contribute to....
1. "Efficiency and Effectiveness in Public Administration: Balancing the Balance"
2. "The Role of Technology in Modern Public Administration"
3. "Ethical Dilemmas and Challenges in Public Administration"
4. "Accountability and Transparency in Public Administration"
5. "Public-Private Partnerships in Public Administration: A Win-Win Solution"
6. "Ensuring Equity and Social Justice in Public Administration"
7. "The Role of Leadership in Transforming Public Administration"
8. "Environmental Sustainability and Public Administration: A Call to Action"
9. "Managing Crisis and Disaster Response in Public Administration"
10. "The Future of Public Administration: Trends and Innovations"
11. "Governance and Public Administration: Navigating the Complex Relationship"
12. "Budgeting and Financial Management in Public Administration"
13. "The Impact of Globalization on....
Most Effective Performance Appraisal Tools for Assessing Employee Productivity in a Thesis
1. Balanced Scorecard
The Balanced Scorecard is a comprehensive performance management tool that measures employee performance across four perspectives: financial, customer, internal process, and learning and growth. It aligns individual goals with organizational objectives, providing a holistic view of employee contributions. By linking performance to strategic goals, the Balanced Scorecard effectively assesses productivity and drives desired outcomes.
2. Key Performance Indicators (KPIs)
KPIs are specific, measurable, achievable, relevant, and time-bound metrics that track employee progress towards critical goals. They define clear expectations and provide objective data for performance evaluation. By monitoring KPIs,....
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