...HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders.com/downloads/hrm-531-week-2-labor-laws-unions/ HRM 531 Week 2 Labor Laws and Unions HRM 531 Week 2 Labor Laws and Unions http://hwguiders...
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...Labor Laws and Unions Fidel Castro HRM 531 June 20, 2011 Che Guevarra Labor Laws and Unions American Airlines Background American Airlines (AA) history goes back to 1926 when a young aviator named Charles A. Lindberg started air routes to transport mail between St. Louis to Chicago. Lindberg seek the help of other aviators and expanded to other types of types of services such as transport of foods. Later on under the name of American Airways, Lindberg acquired and organized other small airlines. The small airlines were mostly independent carries and they all were branded under American Airways. Throughout the decades AA participated in the development of our current mail systems and play important parts in the American conflicts such as World War II, where AA turned their fleet to the military, Air Transport Command, to include their air crews. AA has been always been reinventing itself offering new services, keeping itself with aviation technology and by introducing new customer services. It innovated with services like magnetronic reservoir to keep track of available seats. AA was the first to offer nonstop transcontinental service and later on the first to offer coast-to-coast jet service. They also introduced a Family Plan to give discount air fares to traveling families. AA attention to customer service introduces the first flight attendant college and the AADVANTAGE travel awards program. AA was the first airline to use electronic ticketing and it was one...
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...MANAGEMENT AND EFFECTS IN HRM Cynthia Williams-Whitehurst BUS303 – Human Resource Management (BFM1547A)) Instructor: Farrell Martin December 21, 2015 Human Resource Management strategically aligns the recruiting, developing and placement of employees to sustaining the organizations objective for its constituents. The priority of HRM is to effectively and efficiently motivate every employee to fulfill the goals of its company to be nationally and globally competitive in a desired industry. By designing work goals that are attainable and challenging employers reassure their competitive edge in an industrial environment (CHAPTER 9: PERFORMANCE MANAGEMENT AND APPRAISAL, n.d.). Humans Resource Management, manages the people who manage the organizations capitals’. Regulatory and Labor laws mandate and dictate Human Resource Management (HRM) to select, train and promote candidates through Equal Employment Opportunities and or Affirmative Action. Human Resource Management teams use multiple methods to derive and administer compensation, safety and health benefits to its employees all in an effort to attract and retain the most talented individuals. In today’s economy employees in the United States are protected by Federal Legislation under Equal Employment Opportunity (EEO) and Affirmative Action (AA). Recruitment discrimination is protected by the Civil Rights Act of 1964. Title VII of the Civil Rights Act administers the standards upheld by the equal employment opportunity...
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...Resource Management Strategic Importance of HRM HRM and Organizational Effectiveness Objectives of the HRM Function Helping the Organization Reach Its Goals Efficiently Employing the Skills and Abilities of the Workforce Providing Well-Trained and Well-Motivated Employees Increasing Employees' Job Satisfaction and Self-Actualization Achieving Quality of Work Life Communicating HRM Policies to All Employees Maintaining Ethical Policies and Socially Responsible Behavior Managing Change Managing Increased Urgency and Faster Cycle Time Who Performs HRM Activities Outsourcing The Interaction of Operating and HR Managers HRM's Place in Management HR Department Operations HRM Strategy Clarifying Meaningful HRM Objectives HRM Policy HRM Procedures Organization of an HR Department Plan of the Book Summary Key Terms Questions for Review and Discussion Notes The Human Resource Manager and Managing Multiple Responsibilities Careers in HRM A Strategic Management Approach to Human Resource Management A Model to Organize HRM How to Take a Diagnosic Approach to HRM External Environmental Influences Government Law and Regulations The Union Economic Conditions p. iv p. 1 p. 2 p. 5 p. 7 p. 9 p. 10 p. 11 p. 11 p. 12 p. 12 p. 12 p. 12 p. 13 p. 13 p. 13 p. 14 p. 14 p. 15 p. 16 p. 16 p. 16 p. 17 p. 19 p. 19 p. 19 p. 21 p. 22 p. 22 p. 23 p. 23 p. 25 p. 28 p. 30 p. 33 p. 34 p. 35 p. 35 p. 36 p. 36 Competitiveness Composition and Diversity of the Labor Force Geographic Location of the Organization...
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...Reflective Paper on Human Resource Management The Human Resources (HR) Department is an important aspect of any organization. The HR Department is not effective or productive without capable management. Human Resources Management (HRM) is responsible for numerous activities such as the HR development of the organization, complying with EEO (Equal Employment Opportunity) guidelines, handling planning, recruiting and selection of employees, providing those employees with compensation and benefits, managing employee and labor relations, and dealing with the health and safety issues within the organization as well as its employees. Effective HRM focuses on being action-oriented, people oriented, and future oriented (Ivancevich, 2010). Many areas which HRM deals with are mandatory and regulated by the federal government with very little room for negotiations. EEO criteria’s, offering compensation and benefits, honoring employee and labor relations and even some health and safety concerns are all such functions which every organization must deliver in accordance to jurisdictions of higher governing bodies. EEO has implications for almost every activity in HRM. No other regulatory area affects HRM as does EEO. EEO programs are implemented by employers to prevent employment discrimination in the workplace or to take remedial action to offset employment discrimination (Ivancevich, 2010). Currently all organizations must produce in print that they are not discriminating against...
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...Business Volume 10, Number 1 (June 2004) Transformation of Korean HRM based on Confucian Values Jong-Tae Choi* College of Business Administration Seoul National University Abstract This study aims to find out the role of the Confucian family value in the process of the transformation of Korean HRM and IR in a hypercompetition period. I analyzed the characteristics and the transformation of Korean companies’ HRM as well as the core value system of Confucian familism. I suggest that a successful transformation of HRM in Korean companies requires an interplay between two factors. First is the genetic factor based on traditional Confucian culture of Korea (i.e., the DNA of Korean HRM), of which its advantages must be respected and preserved. Second factor is an adaptation ability, which modifies its own core competency and routine through an interaction with the environment. Korean HRM stands at a turning point now. The Korean economy is facing a hyper-competition in the global market. To survive, Korean companies have to improve their competitiveness. Also they must solve the problem of seniority-based HRM of Confucian values that hinders their competitiveness. To confront an inevitable transformation of the management system, Korean companies tried to solve the problem by bringing in a rapid growth process of North American HRM practices. But, unanticipated side effect has occurred in this process. As American HRM was uniformly adopted, traditional teamwork, organizational loyalty...
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...History of Human Resource Management The history of Human Resources Management (HRM) principles can be traced back to the primitive time. Knowledge of hunting, gathering, safety, and health was recorded passed down from one generation to another. Between 1000 and 2000 B.C. more advanced HRM functions began to develop. In 1115 B.C., an early version of employee screening tests was being used by the Chinese. Ancient Greek and Babylonian civilizations, ages before medieval times, established the apprentice system, another example of early HRM (HRM, n.d., para.4). Over the years, HRM has been known by different names, “from personnel to industrial relations to employee relations to human resources” (HRM, n.d., para.5). Human resource by far is the best title given for managing your most valuable resource, humans. During the industrial revolution the need for an organized form of HRM emerged as the manufacturing process evolved from the cotton gin to the factory assembly lines. Companies in the United States developed new recruitment methods of attracting and retaining their best workers, as result of the economic shift from agricultural based to industrial based. As a result of the industrial revolution HRM were needed to help immigrants adapt to their new jobs and the American way of life (HRM, n.d., para.6). Immigration increased considerably between the 1880s and 1940s, resulting in a stable flow of low skill and low cost employees. Due to the language...
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...created a vital need for effective Human Resource Management (HRM). Human Resource Management is a function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals (Ivancevich, 2010). As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. The journey to understanding and applying human resource functions covers Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. By exploring each area, we can understand how these functions can be applied to personal career goals and set the stage for a successful future. One important function of Human Resource Management is the understanding and developing policies for Equal Employment Opportunity (EEO). Equal Employment Opportunity has implications for almost every activity in HRM: hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining (Ivancevich, 2010, p. 65). With that in mind, it is vital for all levels of leadership and management in an organization to be involved in EEO policies and programs. Developing policies and programs for each area ensures the organization is complying with the law. More importantly, developing EEO policies and programs prevents...
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...Technology, Yola ABSTRACT This paper introduces the development of Human Resource Management (HRM) from a historical perspective and explains the debate between HRM and personnel management. Thus, the paper identifies the historical developments and their impacts on HRM, outlines the development and functions of HRM, explains the differences between HRM and Personnel Management, evaluates ‘hard’ and ‘soft’ approaches to HRM, illustrates how diversity is an issue in Human Relations (HR) practice and finally considers HRM as an international issue. It concludes with a discussion about ‘hard’ and ‘soft’ models of HRM and its implications for the human resource manager. INTRODUCTION The term "human resource management" has been commonly used for about the last ten to fifteen years. Prior to that, the field was generally known as "personnel administration." The name change is not merely cosmetics. Personnel administration, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned the technical aspects of hiring, evaluating, training, and compensating employees and was very much of "staff" function in most organizations. The field did not normally focus on the relationship of disparate employment practices on overall organizational performance or on the systematic relationships among such practices. The field also lacked a unifying paradigm. HRM developed in response to the substantial increase in competitive pressures American business...
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...Edwards, Margarita Castaneda, Jesse Ellison, and Jonathan Deschine University of Phoenix Business Law 531 James Rambeau July 1, 2015 IRAC Brief Case Analysis Currently, teachers of California are considered government workers and have to pay union dues, according to the law, as a condition of employment. “This arrangement was established under the 1977 Supreme Court case, Abood v. Detroit Board of Education” (Kovacs, 2015, para. 2). The purpose of the lawsuit is to bring back the right to choose and eliminate paying union dues by force that can benefit organizations teachers do not support. The teachers are being represented by Center for Individual Rights and are challenging laws in relation to agency fees under freedom of speech and association grounds. Issue: Was the right to choose and eliminate paying union dues reestablished? Rule: “Typically, California teacher union dues cost upwards of a $1000 per year. Although California law allows teachers to opt-out of the thirty percent or so of their dues devoted to overt political lobbying, they may not opt out of the sixty to seventy percent of their dues the union determines in devoted to collective bargaining. Requiring teachers to pay these “agency fees” assumes that collective bargaining is non political” (Kovacs, 2015, para. 4). Analysis:” “agency fees” laws, which require government workers to pay union dues as a condition of employment in order to negotiate political choices that are often controversial”...
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...Tokyo Preface XXII Acknowledgments xxv Strategic Human Resource Management: An Overview 3 Chapter Objectives 2 HRM in Action: Not HR Branding, Employer Branding 3 Human Resource Management 4 Human Resource Management Functions 5 Staffing 5 • Trends if Innovations: Measuring Quality of Hire in Today's Environment 6 Human Resource Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate...
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...sense helping other do their work. In business, the functional area are management, law, human resources, leadership, accounting, finance, economics, research, operations manager, marketing and strategic planning. (University of Phoenix,2013).Although a manager role is important in all those aspect in the functions of a business, We will take a closer look at the human resources manager and the project manager as they tend in a business. During the 1980s, personnel departments were responsible for handing out applications, providing employees with insurance enrollment forms and processing payroll. The role of the personnel department was mainly administrative. Over the next two decades, the role of personnel administration became more involved with overall business goals. Companies began to recruit human resources leaders who were capable of managing the department from a more strategic position. Personnel administration, therefore, evolved into a business now referred to as human resources management. (Ruth Mayhew, 2014) Human resources manager (HRM) plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees. (BLS, 2014).the HRM can be a significant source of competitive advantage. The HRM job is not always easy because they have to find and retain high quality employees...
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...Resource Theories and Current Market Place Trends 34 Human Resource Theories 34 Current Market Place Trends 38 Strategies to Be Implemented For the Next Ten Years 40 Recommendations 41 Conclusion 42 References 43 Consultant Report 1 Introduction The term ‘trade union’ is referred as an association which includes variety of members consisting of both workers and union leaders among others, integrated to defend and endorse the universal interests. Trade union acts as a weapon for the labourers or workers to fight for their own rights against the management of an organization. The prime objectives of a labor union may include bargaining about wages and provisions of working circumstances, legalizing the relations in between workers and owner, taking necessary actions for implementation of the policies of communal bargaining, elevating new demands on behalf of the employees and finally settling down the criticisms among others. Trade unions were primarily initiated in Europe rather it became popular in many other countries during industrial revolution. Moreover, a trade union may be of varied forms such as house union, company union, general union, industrial union and craft union among others (BIS, n.d.)....
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...Growth 3 Introduction 4 What Responsibilities and Roles Do HR Departments Perform? 5 Strategic Role of the HRM Function 7 Demonstrating the Strategic Value of HR: HR Analytics and Evidence-Based HR 10 The HRM Profession: Positions, Education, and Competencies 11 Competitive Challenges Influencing Human Resource Management 14 Key Terms 61 Discussion Questions 61 Self-Assessment Exercise 62 Exercising Strategy 62 Managing People Skill Shortages Make It Difficult to Fill Positions and Customer Orders 63 Twitter Focus 64 Notes 64 Parti The Human Resource Environment 69 2 Strategic Human Resource Management 70 The Sustainability Challenge 14 Enter the World of Business: HP's New Strategy 71 Evidence-Based HR 24 Introduction 72 Competing through Sustainability Volunteerism and Going Green Are Reaping Dividends for Employees, Communities, and the Environment 30 What Is a Business Model? 72 GM's Attempt to Survive 73 What Is Strategic Management? 74 Components of the Strategic Management Process 75 Linkage between HRM and the Strategic Management Process 75 The Global Challenge 44 Competing through Globalization Apple Polishes Its Image through Auditing Overseas Suppliers 47 The Technology Challenge 48 Competing through Technology Connectiveness Enhances HR Practices 51 Meeting Competitive Challenges through HRM Practices 56 Organization of This Book 59 A Look Back 60 Summary 60...
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...Brief History of Human Resources and HR Management Human Resources is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are crucial for the modern organization. We cannot believe that the successful business could exist without the Recruitment and Staffing, Compensation and Benefits, Training and Development or the Leadership Development. However, in the past the companies did not use any of the HR value added processes. The story of Human Resources started as evidence of all employees. It dealt with issues and requests. Nothing more was expected to be delivered. The HR Management history is fascinating. The wars usually change the path of Human Resources in organizations and society. The history of Human Resourcesstarts to be interesting with the evolution of the large factories. It was in the 18th century. The rapid development of new industrial approach to work changed the world dramatically. The quick and cheap production became a priority for many industries. The factories hired thousands of workers, who worked up to 16 hours a day. Soon, many entrepreneurs discovered that satisfied employees are more...
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