...I believe, with today’s youth being as computer literate as they are, that the website www.eeoc.gov/youth would be easy for a teen employee to navigate and understand. The website covers everything that a future teen employee should know. I think it provides an excellent description of employees’ rights and where to go for help in the case of harassment in the workplace. The website also provides past cases which give a good example of what is considered harassment in the workplace. Additionally, I believe that the “Challenge Yourself” exercise could be a good tool to help a teenager who needs the additional benefit of a question which reiterates that they have a good understanding of the material. I also think that website gives an added bonus of where an employee can go to find out what hours they are legally allowed to work, as well as other websites they can go to find out more information that can be useful to them as employees. There are a few places that the website is lacking. One is reiterating to the teenager that they should be communicating with their parents or another adult who they feel comfortable with. These teenagers, that may have faced harassment, need to know who they can go to for help in these matters. Although the page states to go to their parents, I do not feel that it puts enough emphasis on it. Another place that I feel that this website can be improved is by making it more fun and more entertaining. This subject matter is unattractive to adults so...
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...Challenges of Human Resource Managers In a time of increasing globalization, economic rationalization, competitiveness, deregulation, technological revolution and changing workforce there is an increasing need for human resource management to be able to capitalize and gain on the challenges that this changing environment will bring. For a company to be able to successfully stay ahead of its competition, human resource management has to be seen as a significant contributor within the company. Human resource management will face many challenges and will operate in a constant environment of change. Two of the most important challenges to the role of human resource management in the future is the capacity to develop and utilize a new set of competencies to fulfill the changing roles and the ability to move to a strategic human resource. In this assignment I will outline how each of these areas have developed to become two of the most important changes for Human Resource Managers and why I believe they are critical to the success of an organization. Strategic Human Resource Management The literature on the changing role of human resource management stresses the requirement to move from an administrative support function, or the more traditional human resource operational management model, to a strategic and facilitative role. To sustain the transformation of the human resource functions to a Strategic Human Resource Management model; it will require human resource professionals...
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...Brenda McCain the human resource manager of the Westpark store, assumed several important roles during the beginning of her employment with Harrison Brothers Corporation. The most important task that she undertook is actually developing a human resource unit separate from operations and sales. This is an important task because the delineation of tasks enables the managers to focus on their areas. Due to the establishment of the human resource unit, had to slowly influence corresponding changes in the existing human resource-related practices. The change in the organisation was also recognized by , the sales manager. First change is the development of working relationships with the operations and sales divisions to determine the human resource needs and issues they currently face as basis for staffing decisions. Pat Hartlake, the operations manager recognized the importance of the establishment of a separate and experienced human resource unit and developing good relations with the HR staff to achieve efficiency in addressing human resource problems. Second change is the performance of human resource functions. One activity is staffing or obtaining qualified employees through advertisements and interviewing applicants and looking at application papers to determine work stability. has a background in sales so she is confident in her ability to select qualified employees. Another activity is investing in employee motivation. Previously, the store has a high turnover...
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...Operations and Responsibilities of a Human Resource Manager Name Institution Organizations are distinct environments that have specialized arms; The Human Resource Departments, whose main role can be summarized in two words; Organizational Fitness. This can further mean fitness to; compete, hire, retain, prepare, recognize and transition at all levels of the organization. To achieve this, the Human Resource Managers can use Total Onboarding Plan (TOP) as an orientation tool. This is the most comprehensive strategy that maximizes on wining the new employees’ confidence into the organization. According to Lawson (2006), the orientation programme is the employees’ first exposure to the organization and should be an enjoyable and memorable experience, and the highest of all; a priority. The Human Resource Managers working through Total Onboarding Program (TOP), which has four main focal points also known as The 4As: Acquire, Accommodate, Assimilate and Accelerate, can make a long-term success. The strength focused target selection or behavioral approach is the most effective method of selecting new team members. Upon completion of selection, the successful candidates go through the interviewing process accompanied by formal post interview debriefs, additional information gathering and post-interview follow ups. It is natural that every employee will need conviction and assurance of fairness and a better working environment. Therefore, they should be treated as just...
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...So You Want to Become a Human Resource Manager Outline Thesis: This report will offer insights into the challenging field of a Human Resource Manager. I. Introduction A. Definition B. Background C. Statistics of Job Openings D. Thesis and Purpose E. Source and Scope of Research II. Career Analysis A. Nature of the Work 1. Occupational Specialists 2. Duties and Responsibilities 3. Working Conditions a. Hours b. Environment B. Employment Requirements 1. Education a. Bachelor’s degree b. Master’s degree c. Professional certifications 2. Personal Skills a. People skills b. Organizational skills c. Communication skills C. Employment Outlook a. National b. Colorado D. Salary and Benefits 1. Salary a. National b. Colorado 2. Benefits a. Health b. Paid Leaves/Vacations c. Stock options E. Advantages and Challenges III. Conclusion A. Summary of Findings B. Interpretation of Findings C. Recommendations So You Want to be a Human Resource Manager INTRODUCTION With the extremely high competition in the business world, corporations are looking to recruit the best and the brightest in employees. To keep these employees happy and to reduce huge turnovers, companies have relied on human resource managers to make an environment in which these valued employees can be productive and profitable. Human resource managers make sure that upper management...
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...International human resource management (IHRM) is concerned with identifying and understanding how multinational organisations (MNC’s) manage their geographically dispersed workforce in order to sustain their competitive advantage. Literature shows that globalisation has brought about new challenges and increased complexity for human resource (HR) directors in managing organisational systems in areas of recruitment and selection and training and development (Kayworth and Leidner, 2000; Selmer, 2001; O’Leary, Cummings, 2002). Geographical dispersion has created trends correlated with several challenges IHR managers face when dealing with the global environment. These include issues associated with the Internet, time zones and employee isolation. Being in contact with different geographic locations leads IHR managers to do business with employees of different nationalities and cultures. The challenge for IHR managers is to avoid culture clashes and adequately prepare unit members, specifically expatriates, on adapting in a foreign environment (Tung, 1987; Selmer, 2001; Chauh, Hoffman, Jones and Williams, 2007). This essay will discuss these challenges in relation to IHR directors designing recruitment and selection processes and training and development programs. The essay will also describe briefly the challenges IHRM come across as a result of pressure to rationalise and differentiate their operations, and explain how these challenges prove IHRM to be more complicated than the...
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...The Strategic Role of Human Resource Management The strategic role of Human Resource Management How Human Resource function has changed from past to today? Human Resource function in the past The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains — you wouldn’t want every manager putting his own spin on a sexual harassment policy, as an example — much of the HR role is transforming itself. Human Resource Function now The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer- centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate...
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...The Working Agreement Kathi Chambliss Course/322 August 1,2011 Connie Giles The working agreement has four parts, the assessment, goal setting, contacting, and evaluation. Not only will this paper explain each of these parts it will also apply them to a hypothetical situation known as Freydia. Even though Freydia is a 27, year that has been hooked on crack cocaine for 4 years, her children have been taken from her by Child Protective Services and placed in her mother’s custody, she is in a drug program and wants to get her children back. The purpose of the assessment is to answer some basic questions. Why was Freydia referred and why is she presented for help. In this case Freydia needs help with her drug addiction. This will also answer the “who” part of the question. Next one has to decide what information needs to be gathered from Freydia. How should this information be gathered and what methods would be used to gather the information. Where should the assessment take place, and when will the contract and the plan begin? The family is also assessed to determine how the unit as a whole functions. In the case of Freydia, knowing the family structures will be important because her two children will be placed in her mother’s care. There are many principles regarding a good assessment. First one should consider the relationship between the client and the clinician starts at the first meeting however things change as the relationship continues. Next the clinician...
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...economy in the world, human resources can be paid further more attention to the tourism industry that before. Good human resources management can help the organisation to be successful. Line managers are the important aspect of HR department that can accomplish the organisation’s objective. There are three major level of management structure in the organisation, respectively top level (i.e. president and CEO), middle level (i.e. marketing vice president, finance vice president, and human resources vice president), and bottom level (i.e. different line managers of training & development). There is a possible evolving HR organisation example, which will be indicated the following article. Business policy and code of ethics are very important to the organisations that can help the firms to be more competitive. Human resources department is responsible for formulation of policy, approved by senior management, and the daily implementation of this policy and the monitoring of its effectiveness, and employment and career development of all individual employees in the organisation. Line managers should monitor and correct the situations of training staffs and normal working of staffs. The Role of Line Managers and (HR) Human Resources • Roles Line manager should authorise to direct the work of subordinates and has the responsibility to accomplish the organisation’s objectives (Stone, 2005). As the traditional work of HR managers decreases, line managers are stepping up and performing...
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...of hrm manager Human resources managers have three aspects of responsibility to the organizations that employ them. Unlike other departmental managers whose responsibilities focus on running their departments and respective teams of employees, HR managers are responsible for the HR department functions, supervising the HR staff and ensuring that the organization's entire workforce is cohesive, engaged and productive. Compliance Ever-expanding legal considerations, legislation and federal and state laws make compliance an important aspect of running an HR department and determining the extent to which certain laws apply to each workplace. One of the challenges that HR managers face includes staying abreast of the changes and ensuring that the department's strategy coincides with its legal obligations. For example, the Affordable Care Act contains health care reforms that have a serious impact on the way some employers will provide coverage for their employees. The act requires many employers to calculate and report the dollar value of health benefits for employees on their W-2s, according to Ted Lewkowicz, a lawyer who specializes in employee benefits and tax law. In an August 2012 column for HR Specialist, Lewkowicz reminds HR professionals that they're responsible for ensuring that their companies adapt to the changes that the ACA brings. Compliance-related issues require collaboration among HR leadership, compensation and benefits specialists and HRIS, or human resource...
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...1. Human resource management consists of numerous activities. What areas were illustrated by Sam’s schedule on this particular day? Sam would like to plan his activities ahead in an organized manner but what he ends up doing is reacting to the multiple issues that arise throughout the day as a result of one unfortunate unplanned incident after the next. Although that is obviously not the best way to perform while feeling you are doing your job effectively it is probably the way that most people operate each day at work. There were many tasks Sam was pulled into handling throughout his day. Upon arriving at work Sam was approached by Al about a new worker not showing up for work on the dock. At this point Sam was responsible for finding someone to fill in. Once Sam arrived at the HR office he had to work out a payroll situation. At Sam's desk he was approached with the mail. Opening the mail was disrupted by a phone call regarding a complaint the plant manager had about his administrative assistant, he is looking for a replacement. He returned to his initial task of finding a fill in for the dock. Before he completed that task his attention was diverted to termination reports. Sam answered the phone before he had a chance to consider the termination reports which resulted in Glenna Johnson reminding him of the importance of another task he needed to address regarding unsolved grievances. She was annoyed when he mentioned he did not have time. Again, before considering...
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...the worst choice for HR managers during the recruitment process. However, is this really the truth? As many myths about hiring disabilities are known to be false, HR managers should re-consider about adding people with disabilities to their work force. Many companies that have hired disabled workers have been successful with high performance. However, should HR managers decide to hire disabled workers, some implications will arise. So, “What are the implications of hiring disabled workers to human resource manager?” Literature Review Background Information As the aging process is an inevitable process, workers of the companies, especially the senior workers are facing an immediate retirement. For this reason, HR managers have to seek the potential workers from the pools of candidates in the labour market. One of these pools is disabled people. According to United Nations, disability simply means “any restriction or lack (resulting from any impairment) of ability to perform an activity in the manner or within the range considered normal for a human being” (Steadward, et al., 2003). This includes people who are blind or partially sighted; people with learning or intellectual disabilities; people who are deaf or hearing impaired; people with a physical disability; people with long term illnesses; people with mental health or psychological difficulties and; people with an acquired brain injury (Living Heritage Trust, n.d.). If human resource managers decide to hire these people...
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...| Human Service Manager Exercise Reinforce, Refer, and Release | University of Phoenix | | BSHS 322Brian LannJocelyn Besse | 8/30/2010 | | Scenario #1 Family Support Services Center Staff Member: Tom Martin 1. Demographics a. Age: 32 b. Gender: Male c. Marital Status: Divorced d. Race/ethnicity: Caucasian e. Years with Agency: 4 2. Staff Member History and Current Assessment f. Employed as an individual counselor for adult clients. g. Considered an adequate but not outstanding counselor. h. Two previous client complaints that could not be substantiated. i. A review of Tom’s previous case files shows four female clients who terminated counseling with no explanation. j. Female client of Tom has informed supervisor that he had made inappropriate sexual comments, bought her presents, had one out-of-office ‘date’, and implied that he could help get custody of her children back from protective service with a favorable treatment report. k. Tom initially denied these accusations when they were presented to him but does admit that he is attracted to client. Recommendation: ___Refer__________________ Strategies: In order to effectively resolve this situation and incorporate evasive action of future issues, each party needs to communicate openly and effectively. The clinician should be non-judgmental in their tone and body...
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...Is culture really all that International Human Resource Manager is about? * Introduction * Diversity Management * IHRM & Culture issue * Conclusion * References Introduction People have always been the driving force of business and management. This force is a challenge and if not addressed with the right skills, it will develop into disturbing elements that are very dangerous for the management of the company. The challenges of global talent selection and mobility of labor, established by a career concept that transcends national borders and organizational groups and the emergence of virtual collaboration on international projects requires companies to develop new skills in their employees to be effective in the complexity of today's contexts. The workforces are people, and as we are human, we are all different from various points of view. This paper aims to answer the question: “Is culture really all that International Human Resource Manager is about?” I’ve analyzed the differences between HRM and IHRM based on the concept of diversity, characteristics that influence both topics but in a different way. After this, the next stop is to define IHRM and the concept of culture to reach the conclusion that managing cultural differences in an international team is the major challenge to IHRM. Due to the movement of employees between foreign subsidiaries and headquarters and between foreign locales, HRM professionals are likely to...
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...Human Service Manager Exercise Paper Managing people is almost as old as the history of mankind, since it appeared simultaneously with the appearance of the first forms of human organizations, tribes, communities, clans. As economic development and the emergence of large organizations, personnel management has become a special control function that requires specialized knowledge and skills, the organizations have established special units composed of people with the knowledge and skills – human resources departments. With the development of scientific and technological progress and increasing complexity of organizations in the second half of the twentieth century, the functions of these departments have expanded – administration of benefits and maintenance of relations with trade unions, supplemented by recruitment, training and staff development, the establishment of compensation systems, career development, communication, and significantly increased their importance for organization. Specific responsibility for the overall management of human resources in large organizations is usually entrusted to workers from trained personnel department, usually consisting of staff services. In order for such specialists to be actively promoting the purposes of cooperation and success, they need not only knowledge and expertise in their particular field, but information that satisfies the needs of lower-level managers. However, if lower level managers do not understand the specifics of...
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