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India

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Submitted By santabanta11
Words 330
Pages 2
Lomesh Patel
01/20/2013
MGMT – 410
Case Study: Social Media Policies 1) In Washington, a construction company called Rain City Contractors fired five employees for posting a video on YouTube in regards to dangerous work conditions. A video was posted in 2008 showing three employees voicing their concerns with the public of what it is like to work for this company. About two weeks later they were fired along with two people they thought were involved as well. Their work place conditions were horrible. They were never trained with the hazardous chemicals they worked with but they were forced to wear badges that stated they were certified to work with them.
The NLRB determined the video was protected because the employees voiced concerns about safety, (Protected Concerted Activity). A complaint was issued for the case to appear in court. On the second day of trail, the company settled with the employees. 2) In order to play this role the HR function needs to be transformed. The standard HR department filters resumes, handles grievances, conducts training, purchases salary surveys and maybe has a diversity program. While this is a start, it is not strategic. This process becomes automated and bureaucratic and, as the world changes around it, obsolete. A strategic HR department is looking at the age make up at various levels of the firm, is looking to understand the generation differences and address them. A strategic HR function is working to make the firm a great place to work. They are identifying what are the qualities of people we need in various positions do we have those people? Are they in the right job? Can we move them to the right spot? With a lot of the corporate upheaval as of late there job have been cut or restructured without much thought. To sum it up the HR function, to really be strategic, must be transformed to be about the people, instead of process or the bottom line.

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