...I.T.S - INSTITUTE OF MANAGEMENT GREATER NOIDA Announces National Seminar on Ethical Imperatives for Contemporary Business Organisations 20th & 21st January, 2012 Venue of the Seminar Seminar Hall, I.T.S- Institute of Management 46, Knowledge Park III, Greater Noida-201308 Ph: 0120-2331000/1062/1069, 9212180556 E Mail ID: imseminar@its.edu.in Website: www.itsim.edu.in About I.T.S-The Education group I.T.S is a fast growing education group in Northern India. Established in 1995 with its first campus at Ghaziabad, the Group has more than 700 faculty members and 9000 students in 8 Institutions located at 4 campuses. With the prime objective of providing quality education and building on its reputation, the l.T.S Group has evolved as a brand amongst the premier educational institutions in the field of Management, Information Technology, Engineering, Dental, Biotechnology, Pharmacy, Paramedical Sciences and related vocational courses. The vision of I.T.S - The Education Group is "Creating a Thinking Professional Order", and the group makes incessant endeavors to create learning processes in response to the changing managerial paradigms. About ITS-Institute of Management I.T.S - Institute of Management aims to provide excellence in management education and intends to become first choice for management aspirants. The Institute is strategically located at Knowledge Park III, Greater Noida in National Capital Region (NCR). Greater Noida was strategically conceptualized to...
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...MGT/431 HUMAN RESOURCE MANAGEMENT Prepare a 700- to 1,050-word paper describing the changing role of HR management in response to trends in globalization, technology, diversity, e-business, and ethics. Use at least five references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper Format your report according to APA standards GLOBALIZATION The globalization of Human Resource is characterized and challenged by increasing levels of decentralization. Most international and domestic organizations address this challenge by maintaining one primary Human Resource department with independent regional departments. The primary HR department (particularly in international organizations) faces the challenge of consistency across all locations and offices. The top three challenges include: 1. Variations in social, political, and economic circumstances. 2. Different locations/offices have their own way of doing things and are resistant to change. 3. The perceived value of the HR function varies across locations/offices TECHNOLOGY The increasing complexity of the Human Resource role has prompted managers to find modern solutions to new challenges. Software vendors have stepped up to the plate with software that will streamline information, saving countless hours HR workers previously spent compiling information. New software programs allow employees to have access to personal information...
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...Society for Human Resources Management Society for Human Resources Management Human resources disciplines Paper #1 May 26, 2015 Human resources Management (HRM) is the process of developing, training, compensating people, developing strategies and policies related to them. It is a multidisciplinary organizational function that draws theories and ideas from various fields such as management, psychology, sociology and economics. It can be simply defined as the convergence of human beings, resources and management, where human beings have the actual and potential resources (knowledge, skills and capabilities) that can be harnessed through effective management techniques to achieve short- and long-term organizational goals as well as personal needs. The Society for Human Resource Management (SHRM), the world’s largest HR membership organization devoted to human resource management, and the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management lists several disciplines that can be practiced by HR Managers. Let’s have a deeper look at Organizational and employee development and ethics and corporate Social responsibility. Organizational and Employee Development deals with organizational performance and the means by which it develops its human resources. Resources address improving organizational effectiveness and training employees to meet current and future job demands. It...
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...Professional Values and Ethics GEN/200 June 28, 2011 Professional Values and Ethics It is important to understand why professional values and ethics are vital to a successful career. To fully appreciate what professional values and ethics are, we must describe the meaning of each. Values pertaining to a professional environment are defined as “A professional’s obligation to comply with rules of one’s conduct, ethics, etiquette, professional values and attitudes.” (Ethics and Professional Responsibility, 2004). Ethics is concerned with “What is right and wrong, good and bad, and harmful and beneficial regarding decisions and actions in organizational transactions.” (Business Ethics, the Changing Environment, and Stakeholder Management, 2006). Maintaining positive ethics and values in a personal, economic, and social environment will promote a successful career. Personal values continuously change, are developed over time, and help with making appropriate decisions in a professional career. For example, an automobile salesperson is often expected to falsify costumer’s incomes to increase loan approvals to sell the customer a vehicle that is beyond his or her means. The type of salesperson who goes along with, this shows a lack of personal values and often makes one time sales to customers. It is the salesperson with values that will make repeat sales and garner the greatest number of referrals. “Fostering a customer-oriented selling approach amongst salespeople...
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...Why HR professionals needs to understand ethics Human resources professionals are given a great deal of moral, ethical and legal responsibilities. In recruiting, training, reviewing, terminating and working with employees, there are a great deal of ethical ramifications. These positive or negative consequences can have a huge impact on company’s reputation or financial sustainability if not handled properly. In a maze of complicated relationships, business associations, and personnel issues, many in the workplace look to a human resources team for guidance. That is why HR manager are encouraged to stick to ethical codes of conduct to guide their behaviors. Understanding the importance of ethics is crucial for HR manager, whether in a local startup or a multinational powerhouse. Ethics is a set of standards for judging right from wrong. At its most basic level, it means acting fairly and honestly in individual as well as group decision making. On a business level, it can refer, for example, to fair and honest competition, acting without deception or misrepresentation, and working within the boundaries of the law. In the wake of corporate scandals over the past several years, most organizations have written or updated their Codes of Conduct and Ethics Rules. The first thing a HR manager should do is to read and understand those documents. That means understanding the actual words used in the documents along with the spirit and intent behind the words. If HR manager act consistently...
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...HR Roles and Responsibilities Human resources (HR) are one of the most important departments of an organization. The human resources department usually deals with hiring, terminations, training, federal regulations, employee benefits, and anything employee related. The main part f their job is focused on the employees. The functions of an HR Professional are to make sure that all employees are treated fairly and equitably and that the needs of the business are balanced against the needs of the employees (Adamson, 2009). The roles and responsibilities of the HR department are crucial to the company’s success. This department must be resilient and adaptable because the business world is constantly changing in regard to globalization, technology, diversity, e-business, and ethics. Globalization Globalization is occurring more frequently these days than in the past and has a major impact on human resources management (HRM). When a business goes global, they need to consider these important factors: employment laws, culture, terminology, and corporate social responsibility ("How globalization effects," 2011). The HR managers are recruiting and selecting from around the world, not just nationally. Other challenges that HR managers must face are managing a diverse workforce, managing pressures for more labor rights in third world countries, managing outsourcing of employees, more part-time temporary work, managing productivity and quality, downsizing the workforce, and coping...
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...Human Resource Management IP 1 Traci Cutway MGMT315 1304A 02 Abstract The author of this paper discusses the changes that have been made to the Human Resource Management (HR) arena over the last decade. The paper also covers the strategic relationship between the HR department and the senior people in a company. There is also mention of the different disciplines in Human Resources and the writer talks about the differences between HR generalists and specialists. The final object of discussion within this paper is a bit of advice for students that are headed into the field to make sure a career in HR is the right one for them. Human Resource Management Human Resource Management has been around since the beginning of time. There has always been one person saying that a certain clansman or tribesman does a specific task better than anyone and assigns the jobs accordingly. This is a simplistic view of what the Human Resources department deals with. There have been several changes throughout all these years especially within the last decade. The last ten (10) years in Human Resources Management Over the last ten (10) years there has been a lot to change in Human Resources (HR) starting with the name. The department used to be known as the Personnel office but over the years there have been more tasks added to what a Human Resources person needs to do. Since September 11, 2001, there have been more rules and laws that deal with national security. The employment laws are...
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...Cheating, Copying, and Use of Tutor-Source Websites Copying is one of the most commonly committed acts that violate academic integrity. Copying includes looking off of someone else’s paper (or using someone’s paper or answers from another course, classroom, or previous session). It also is committed when a purchased (or free) paper is found online that is specific to the assignments provided in the course. Websites like Student of Fortune, ScribD, Ask.com, and so forth (many others) sometimes end up with DeVry assignments posted on them by students who have hired online tutor sources to write their work for them. Faculty members are aware of these sites and, just like students, can Google sources to find out if a paper has been bought from these sites. Avoid these sites like the plague—seriously. It just isn’t worth the extra hour or two it might buy you if you end up with a 0 for the paper or course or lose your degree over buying a paper (or getting it for free.) Typically, the #1 red flag to a professor that one of these sites has been used is when multiple students miss the same question in the exact same manner. Yes, the answers on those sites will typically cost money, but the answers are not guaranteed to be right. And further, the free papers on those sites almost always have wrong answers. Do not use these sites! Avoid them! If you use them, citing them is not enough to overcome the copying stigma and violation of the policy. As one instructor of the course...
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...ISLAMABAD (Department of Business Administration) WARNING 1. PLAGIARISM OR HIRING OF GHOST WRITER(S) FOR SOLVING THE ASSIGNMENT(S) WILL DEBAR THE STUDENT FROM AWARD OF DEGREE/CERTIFICATE, IF FOUND AT ANY STAGE. 2. SUBMITTING ASSIGNMENTS BORROWED OR STOLEN FROM OTHER(S) AS ONE’S OWN WILL BE PENALIZED AS DEFINED IN “AIOU PLAGIARISM POLICY”. ASSIGNMENT No. 1 (Units: 1–4) Course: Human Resource Management (8502) Semester: Autumn 2012 Level: MBA (2½ / 3 ½ Years) Total Marks: 100 Pass Marks: 50 Q. 1 (a) Quote discriminatory personnel management practices in recruitment, selection, promotion, transfer, layoffs, and benefits. (10) (b) Define and discuss diversity management. (10) Q. 2 Illustrate and explain each of the seven steps in the HR Scorecard approach to create human resource management systems. (20) Q. 3 (a) Discuss the nature of job analysis, including what it is and how it’s used.(10) b) Explain the main techniques used in employment planning and forecasting. (10) Q. 4 (a) Explain and illustrate the problems to avoid in appraising performance. (10) b) List and discuss the pros and cons of six...
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...is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected aims. The most important thing why companies should have Human Resources Management? Is because Technology, Trends and Challenges in Human Resources and Human Resource Ethics. Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, moderations to an existing one, or the discovery of a new application for an existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring both increased proficiency and productivity. Mikes state that” As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are continually being embraced in this field where the mission is always to do more with less”(Mikes par.12). In order to make the most of their highly protracted time, workers in HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time that's already scarce. Database...
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...Research Quarterly Published by the Society for Human Resource Management Business Ethics: The Role of Culture and Values for an Ethical Workplace FOURTH QUARTER–2009 Whether in domestic or global companies, ultimately, the commitment to business ethics and the foundation is built through organizational culture, with ethical values reflected in the workplace. Business Ethics: The Role of Culture and Values for an Ethical Workplace Abstract An ethical workplace is established through an organization’s culture, values and leadership. To promote ethical behavior, human resource professionals, people managers and senior management need to be knowledgeable about business ethics—from leadership, codes of conduct and related legislation to compliance training, ethical decisionmaking, and cultural and generational differences around ethics. Transparency, fairness and communication are key for establishing and maintaining an ethical workplace. Introduction In the business world today, issues of trust, respect, fairness, equity and transparency are gaining more attention. Business ethics includes organizational values, guidelines and codes, legal compliance, risk management, and individual and group behavior within the workplace. Effective leadership, with open dialogue and thoughtful deliberation, develops the foundation of an ethical workplace, is woven into the fabric of the organizational culture and is mirrored in ethical decision-making. Toward this end, all organizational...
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...|[pic] |Syllabus | | |School of Business | | |MGT/431 Version 6 | | |Human Resource Management | | |Puerto Rico Campus | Copyright © 2009, 2008, 2006, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on the strategic role of human resource management, personnel planning and job analysis, personnel selection, performance appraisal, compensation, training, and development from the vantage point of the manager. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies...
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...ROLE OF HUMAN RESOURCE (HR) FOR CORPORATE SOCIAL RESPONSIBILITY (CSR). Ms. Suhas Diwate Suhas_diwate7@rediffmail.com Name of Author/Co-Author: Suhas B. Diwate Institutional Affiliations: Asst. Professor (HRM- Department of Management Studies), Bapurao Deshmukh College of Engineering, Sewagram Correspondence Address: Suhas B. Diwate C/o B.M. Diwate, Gajanan Nagar. Near Z.P. Colony. Wardha-442001 ( Maharashtra) Contact Details: • E-mail ID- suhas_diwate7@rediffmail.com • Mob: +91 8087293033 • Fax No: NA Title of paper: “ Role of HR for CSR” ABSTRACT: Concept of CSR A Business Unit is in society, within which it operates. This speaks of a number of stakeholders to which the organization has a responsibility. The social responsibility of business encompasses the economic, legal, ethical and discretionary expectations of that society have of organizations at a given point in time. The Concept of CSR originated in the 1950s in USA. CSR became a matter of utmost importance of diverse groups demanding change in business. It is a voluntary assumption of responsibilities that go beyond the economic and legal responsibilities of corporations. Corporate Social Responsibility (CSR) covers all aspects of an organization’s operation, inter-alia the relations with stakeholders including the employees as one of them. Business cannot exist in isolation. They need the infrastructure...
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...Introduction This paper is a based on a case study of Nike. The paper will be discussing legal and ethical analysis and how the impact the operational/ ethical issues of the organization, the paper shall also be discussing the contribution factors and how the company’s corporate culture may have helped to minimize the unethical behavior or actually contributed to/caused the unethical behavior. The paper is also going to provide ethical decision factors, which are going to address or going to be considered in resolving the legal/ethical issues identified within this case. And finally the paper is going to provide an action plan for each of the legal/ethical issues along with recommendations that company can take to help prevent these issues in the future. Nike is one of the famous franchises in the world that sells sportswear for all ages. But is mostly famous for their athlete shoes and apparel and Nike is also one of the major manufacturers of sport equipment as well. The slogan for Nike is “Just Do It”. Nike was founded in January 1962 in Oregon, United States by Philip Knight and Bill Bowerman. Nike has somewhere around 700 or more retail outlets spread all over the world, and has approximately 45 offices only outside the United States. And it employs 30,000 people all over the world. Nike had a revenue excess of $16 billion in 2007. Nike’s factories are mostly located in Asian countries like Pakistan, India, Malaysia, China, Indonesia, Philippines, Taiwan, Vietnam...
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...Social Responsibility paper 2.2) -HR's involvement in ethics programs is important to success, but HR should not expect to accomplish the task alone. Fairness issues are important to employees and the involvement of HR staff and departments in ethics and compliance programs could be important to the real and perceived fairness of those programs. HR offices can play a key role in developing ethics programs with a proper balance of values and compliance orientations, and in integrating ethics programs into important organizational activities. -Some organizational challenges or policies that might challenge and HR professional are competitive position (cost, quality, and distinctive capability), decentralization, downsizing, organization restructuring, technology, outsourcing, and even organizational culture. -Managers may face ethically challenging tasks such as firing someone, delivering negative feedback, and denying bonuses-tasks in which a manager must cause pain or discomfort to another person in the name of a greater good. Social Responsibility paper begins on next page………… Coca-Cola Company is a well-known respected company throughout the world. John Pemberton, a pharmacist in Atlanta, invented the drink that many have come to call “something special”. Driven by his curiosity, Pemberton, together with Jacob’s Pharmacy created Coca-Cola, in 1886, which in the first year alone sold 9 glasses a day. However, Pemberton was merely the inventor of Coca-Cola. It wasn’t...
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