...attain business strategy. HRM strives to maximize human capital so workers achieve organizational goals. HR helps build high-performance work practices. HR practices should lead to sustainable competitive advantage. 2 Components of Staffing Contribute to Retention 1. 2. 3. 4. 5. 6. 7. Awareness of legal aspects Strategic human resource planning Recruitment Selection Orientation, training, and development Performance evaluation Compensation 3 Legal Aspects of Staffing 1. 2. 3. 4. 5. Federal, state, and local laws cover all aspects of staffing. Key federal laws: Title VII of Civil Rights Act of 1964 Equal Pay Act of 1963 Age Discrimination in Employment Act of 1967 American with Disabilities Act of 1990 Civil Rights Act of 1991 4 Strategic Human Resource Planning Strategic human resource planning includes planning related to: Future needs Future turnover Recruitment, selection, and layoffs Training and development 5 Recruitment The process of attracting job candidates with the right characteristics and skills to fill job openings. Job Specification A statement of the personal characteristics needed to perform the job. Job Analysis Obtaining information about a job by describing its tasks and responsibilities and gathering basic facts about the job. 6 Recruiting Sources Present employees Referrals by present and ex-employees External sources other...
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...Code of Ethics OMM640: Business Ethics and Social Responsibility Instructor: Erika O'Quinn 5/26/2014 Code of Ethics Perry's Outreach Ministries is a Christian non-profit organization that relies on government funding, and donations from members of the community. Perry's Outreach Ministries provides,counseling, non-perishable food items,clothing housing vouchers and childcare to the battered and abused women and children throughout the community. The overall mission of POM is to minister Gods word through Bible study, professionalism,participants rights to privacy, reliability,honesty and counseling services. The primary mission of the human service profession is to assist in the betterment of human life and necessaties of all people who may be viewed as vulnerable,oppressed, and living in poverty and unsafe environments. When dealing with the community it I crucial that a code of ethics is set into place where not only the employees but the volunteers follow and take seriously. A code of ethics for POM employee's and representatives: Employee's should obtain eduction about and seek to understand the nature of social diversity and oppression with respect to race, ethnicity, national origin, color sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical disability. Employee's and volunteers should treat colleagues and program participants with respect and refrain...
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...|be more tightly linked with vendors of HR specialty services.| ____ 11. All of the following statements about business process reengineering are true EXCEPT a.|BPR may have negative impacts on the organization’s employees.| b.|BPR applies to manufacturing industries rather than to the service sector, which uses the “enterprise management improvement” method instead.| c.|an organization that implements BPR can expect to experience radical redesign of its business processes, rather than incremental improvements.| d.|the purpose of BPR is to achieve dramatic changes in cost, quality, speed and service.| ____ 12. Typically, the largest controllable expense in the organization involves a.|executive salaries and bonuses.| b.|technology software and hardware.| c.|the employees.| d.|raw material input.| ____ 16. In order to ward off a complaint of discrimination, every requirement for employment must be a.|benchmarked against industry best practices.| b.|approved by the EEOC.| c.|consistent with past practice in the company.| d.|directly job related for the position.| ____ 25. A large nursery and garden center specializes in a wide variety of trees, landscaping plants and vegetables for a well-to-do clientele focused on high-quality, unusual plants. The CEO wants to encourage the garden center employees to be highly client-centered, familiar with the nursery’s inventory, and extremely knowledgeable about plants. The type of job analysis that would...
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...W. Newstrom suggest that underlying the various perspectives on leadership exists a commonly agreed upon idea: “[leadership] is a sociological phenomenon involving the intentional exercise of influence by one person over one or more other individuals, in an effort to guide activities toward the attainment of some mutual goal, a goal that requires interdependent action among members of the group” (Pierce & Newstrom, 2008). The mission of the typical organization is to achieve it’s goals and objectives through it’s leadership of people, processes and systems. How then, does the leadership of an organization effect it’s overall success? Through my research, it can be demonstrated that an organization whose leadership is based on trust, honesty, integrity, relationships, and respect of persons will be a successful organization. Great leaders start with great characteristics. The article, Leadership: Do Traits Matter?, by S.A. Kirkpatrick and E.A. Locke, presents research by Ralph Stogdill on the leader trait view. The research supports the “Great Man Theory”...
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...the years provide value and help sustain our gains in customer satisfaction. The engagement of our employees is one of the strongest examples of how BPI’s business strategy is inextricably linked with sustainability. People are the greatest asset in an organization. At BPI, this statement happens to be more than just a truism. We believe that the business of banking is more than just financial intermediation – rather, it is the simple translation of customer understanding into creative financial solutions, a process that starts and ends with our workforce. Attracting, training, and retaining the best and the brightest employees is not only a business concern for BPI but a key to our sustainable success. To this end, the Bank focuses on creating a work environment which induces a wide variety of people to work enthusiastically. Fostering equal opportunities We continue to ensure that men and women have equal opportunities to work and advance their careers in BPI. Rewarding performance Throughout their employment with BPI, our employees undergo regular performance evaluations based on their individual accomplishments vis-a-vis their responsibilities, as well as that of the business unit or the Bank. This evaluation takes into consideration the Bank’s earnings performance, capital strength, business volume, customer satisfaction, and corporate governance, among other things. Compensating our people A critical component of BPI’s vision is to be a rewarding...
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...Introduction This document covers the ethical leadership traits and self-evaluation of ethical leadership based on ethical leadership inventory. A1. Ethical leadership traits In following section, I have covered some of the ethical leadership traits of Mr. Kenneth Chennault, Chairman and CEO of American Express. Kenneth began his career in American Express as a consultant and promoted to the top position in corporate ladder as CEO and Chairman, with his constant ethical leadership practices. According to interview published by Collis, C (2014), Kenneth articulated below key career incidences which really shaped his career as ethical leader and helped him promoted to the top position in American Express. Integrity and Trust: Integrity is the fundamental and key principle of ethical leadership. As per Kenneth, integrity means consistency of words and action and to build the trust in people leader needs to exhibit consistency of word and action. Kenneth was able to build the trust in 150 year old, bureaucratic organization by consistently delivering on what he promised and able to motivate people for bigger vision in the interest of the company. Vison: After assuming CEO position, Kenneth articulated clear and galvanizing vision for American Express. In 1980, he turned around the merchandize business process by supplying and distributing it through mails. He expressed and convinced his vision for more flexible and sustainable delivery process to key departments in American...
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... ABSTRACT This paper discusses the role of ethics in public administration practice, and considers the probability of adding an ethical dimension to the public service motivation (PSM) construct. Several scholars have linked PSM with ethical behavior in government. Together theory and research have shown that public servants, when compared to ordinary citizens, are more concerned about ethical considerations at both the individual (personal honesty and integrity) and collective (social justice and fairness) levels in the United States. It may thus be possible for ethics to play a fundamental role in scholarly efforts to define and measure PSM. This paper considers the probability of adding an ethical dimension to public administration construct and helps to clarify the role of ethics in PSM discourse and research (Meguid). PSM has strong ethical connotations and numerous scholars have already connected the concept with ethical behavior in government. Research has shown that public servants, when compared to ordinary citizens, are more concerned about ethical considerations at both the individual (personal honesty and integrity) and collective (social justice and fairness) levels in the United States. There are also historical precedents suggesting that ethics is an influential part of PSM. It may thus be possible for ethics to play a more prominent role...
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...workers, M&As) ! globalisation (off shoring, uniformisation of labour standards, CSR & NGO, safety & security) ! technology (knowledge management, eLearning, protection of intangible assets) C. Strategic Human Resource Management Analysing work & designing jobs A. Job Analysis ! systematic gathering and organization of information concerning jobs : tasks / duties / responsibility You do this job analysis with : questionnaires, interviews, direct observation, and logs or diaries. The uses of job analysis : legal, recruiting, selection, performance, compensation, training, career dvpt. B. Job description ! document that identifies and defines a job in terms of its tasks, duties, responsibilities, working conditions, specifications. - Identification information : non-discrimination / up-dated / agreed - Job summary - Job duties and responsibilities - Job specifications and qualifications C. Types of employment Standard contract / Flexible contract Florent Malbranche © ! EDHEC BUSINESS SCHOOL 2010/1011 Human resource management! page 2 / 8 Training & Employee Development Training = process of providing employees with specific skills or knowledge in order to help them to improve their job efficiency and their performance. Development = providing employees with the abilities the organisation will need in the future and preparing them for future tasks and responsibilities. The training process Assessment phase !...
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...CASE DEVELOPMENT Weaknesses in traditional performance evaluation methods - An Ethical Challenge GROUP 8 11BM60041- Partha Pratim 11BM60048- Sumitpal Singh 11BM60058- Shilpa Taneja 11BM60110- Rana Vishal Singh Weaknesses in traditional performance evaluation methods - An Ethical Challenge Abstract/Situation Description The standard performance appraisal does not adequately address employer concerns in maintaining ethical and legal compliance. Globalization and increasingly stringent antidiscrimination legislation necessitates the need for an effective performance appraisal system. “(Some) 90 percent of performance appraisal processes are inadequate.” – Salary.com survey As demonstrated in the important California Supreme Court case of Guz vs. Bechtel National Inc., a laid off employee with lengthy service may offer in evidence a poor performance evaluation record against an employer in an attempt to prove age bias. Although Guz was unsuccessful with the age bias claim, the court opined that plaintiffs with long service may prevail if there is sufficient evidence that the employer’s proffered reasons for layoffs are pretextual. The implied warning by the court to employers is that pretextual use of performance evaluations may paradoxically become evidence against them to prove illegal retaliation or discriminatory intent. In another case, Robert Shaner was a computer programmer in Synthes. In August of 1992, he was diagnosed with multiple sclerosis (MS). However, he...
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...activities that managers engage in to attract and retain employees * to ensure that they perform at a high level and contribute to the accomplishment of organizational goals HRM activities * Recruitment and selection * Training and development * Performance appraisal and feedback * Pay and benefits * Labor relations Strategic Human Resource Management * the process by which managers design the components of a HRM system to be consistent with each other “Six Sigma” quality improvement plans * ensure that an organization’s products and services are as free of errors or defects Components of a Human Resource Management System * Recruitment and Selection * Labor relations * Training and development * Pay and benefits * Performance appraisal and feedback Recruitment and Selection - used to attract and hire new employees who have the abilities, skills, and experiences Training and Development - ensures that organizational members develop the skills and abilities that will enable them to perform their jobs effectively Performance Appraisal and Feedback - provides managers with the information they need to make good human resources decisions - feedback from performance appraisal serves a developmental purpose for members of an organization Pay and Benefits - rewarding high performing organizational members with raises, bonuses and recognition * Increased pay provides additional incentive. * Benefits, such as health...
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...Question 1 Analyse how BASF, by adopting a strategic approach to human resource management, seeks to proactively provide a competitive advantage, through the company’s HRM practices. Strategic management is defined as “a pattern of planned human resource deployments and activities intended to enable an organisation to achieve its goals” (Noe et al, 2012) Every organisation is concerned with competing effectively in the global market and they have to decide how they would stand out as being number one. (Noe et al, 2012) notes that “…business organizations exist in an environment of competition. There are several ways of gaining competitive advantage and company’s need to play to their strengths because not all businesses have the same strengths. Many markets are segmented and what is important to one set of customers may be less important to another set. Companies need to decide which part of the market they are targeting. As seen in the case study BASF targets the chemical industry and strives to be the best of its kind. According to (Noe et al, 2012) four levels of integration seems to exist between the HRM function and the strategic management function: administrative linkage, one-way linkage, two-way linkage and integrative linkage. Strategic planning Strategic planning Strategic planning Strategic planning Strategic planning Strategic planning Strategic planninging Strategic planninging HRM function HRM function HRM function HRM function HRM function HRM...
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...How to Recruit Applicants for Key Roles at a New Office Rhonda L. Grossley MGMT315 – 1402B – 04 Professor Barbara Chappell 05/31/2014 Abstract This paper will talk about the legal statues of selecting and hiring of employees. I will also discuss the type of position that is filled in the new office. I will talk about the experiences, education level, and qualifications for the position. It will also discuss the interviews and the abilities of testing, and the weaknesses and strengths. It will talk about the integrity testing and drug testing. Introduction: The company is thinking about its company into nearby states. As the Chief Human Resource Officer as one of the initial tasks that of the employee’s tactician and to planned to employ new staff members. The office will need a least 60 employees and a part of the positions will be occupied on inside with individuals that are eager to be relocate. On the other hand, still a large portion of the total employees to be employed will stay. Mostly, the hiring would be for the operations and the marketing division separately from human resource and finances. The inside post will set up a large number of senior level posts, the lower level or other positions will require new employees. Therefore, round 60 extra employees that has to employ for the new office containing, operations manager, sales representative, operations analysts, sales manager, and etc. Employing is to go into detail in course of action and requires development...
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...Organizational Structure & Culture Organizational Structure What is Organizational Structure? Defines how job tasks are formally – Divided – Grouped – Coordinated Six key elements – – – – – – Work specialization Departmentalization Chain of command Span of control Centralization & decentralization Formalization Controls, coordinates & motivates employees Work Specialization Degree to which tasks in organization are subdivided into separate jobs Efficiency gains – Payment related to skill-level required skill– Increase in performance in specific task – Encouraging creation of special inventions Efficiency losses Boredom Fatigues Stress Poor quality High absenteeism & turnover Productivity – – – – – specialization Departmentalization The basis by which jobs are grouped together Possible ways – By functions performed E.g., engineering, accounting, personnel…. – By type of product E.g., fuel, waxes, chemicals – On basis of geography E.g., western, southern, midwestern, eastern… – On basis of process E.g., Casting, press, tubing, finishing, inspect, pack, ship…. – By type of customer E.g., Service retail, wholesale, government customers Large companies might combine the forms! The Chain of Command & Span of Control Chain of command – Line of authority from top of the organization to lowest part – Specifies who reports to whom – Each managerial position is given its place & degree of authority – Unity of command principle preserves unbroken line of command Span...
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...structure links with various other companies, such as the bottling associates. The company sells its concentrates and syrups to the bottling partners, which are legally permitted to manufacture, distribute and market branded products. The trade scheme that consists of the coke company along with the bottling associates is known as the Coca Cola system. The company collaborates with its bottlers globally to make certain that the concentrates and syrups are made into finished beverages that are manufactured and sold to customers globally. Code of ethical conduct of the Coca Cola Company The Coca Cola Company believes in integrity and honesty. These values constitute the basis of the continuance of the company’s sustainable success and its outstanding reputation. The company’s code of ethics which helps in enhancing the high moral standards that relate to honesty and integrity have been revised. The code guides the company, directors and workers...
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...Organizational Structure & Culture Organizational Structure What is Organizational Structure? Defines how job tasks are formally – Divided – Grouped – Coordinated Six key elements – – – – – – Work specialization Departmentalization Chain of command Span of control Centralization & decentralization Formalization Controls, coordinates & motivates employees Work Specialization Degree to which tasks in organization are subdivided into separate jobs Efficiency gains – Payment related to skill-level required skill– Increase in performance in specific task – Encouraging creation of special inventions Efficiency losses – – – – – Boredom Fatigues Stress Poor quality High absenteeism & turnover Productivity specialization Departmentalization The basis by which jobs are grouped together Possible ways – By functions performed E.g., engineering, accounting, personnel…. – By type of product E.g., fuel, waxes, chemicals – On basis of geography E.g., western, southern, midwestern, eastern… – On basis of process E.g., Casting, press, tubing, finishing, inspect, pack, ship…. – By type of customer E.g., Service retail, wholesale, government customers Large companies might combine the forms! The Chain of Command & Span of Control Chain of command – Line of authority from top of the organization to lowest part – Specifies who reports to whom – Each managerial position is given its place & degree of authority – Unity of command principle...
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