Questions for Discussion and Reflective Thinking 1. One significant implication of economic globalization for employees of U.S. companies would be job opportunity. Economic globalization increases the marketplace, therefore increasing demand for product, while increasing demand for employees. The second implication would include salary; with higher demand for product brings higher revenue, in which case would leave room for higher salaries. The third implication for employees of U.S. companies would be job variety. As a higher demand is being made, more businesses are being built, allowing the people of the United States more of a variety in their job hunting. 2. For employers, when it comes to technological developments, the implication is lower wages, saving the company money. A lot of technology has been, and continues to be developed which takes the place of an actual person; therefore saving the company money. The implication for employees is a decrease in jobs. 3. I agree that a company can take the diversity within its employees and merge that into one culture. If America was a company, then it would be a company already successfully doing so. The point is to take advantage of the diversity within the corporation. 4. I believe that having a strong vision, mission, and values reflects onto the employees of a company. If a company stresses the importance of customer service, all employees will feel the need to have strong customer service skills. If a company shows no interest in its vision, mission, or values, then they cannot expect an employee to do any different. 5. One issue to be faced with after being acquired by Wal-Mart would be the merging of employees on two different levels; production and values. Both companies are already established in their ways, and so are their employees. Change could be detrimental. Another issue would be keeping or not keeping all employees, and deciding who is going to keep their current roles. The third and most important implication would be customers. Customers need to be comfortable with the acquisition, or profit can be lost.
As time goes on nothing is staying the same, everything we know now may be different in 10 years,
Part 1: Human Resources Manager Composition
At Slippy Cup we strive for excellence, unity, and diversity. The Human Resource department is responsible for assisting the organization and acting as a guidance point for our employees. We uphold the company’s code of conducts and well as keeping the organization up to date on any new policy or structural changes. As an HR professional we are role models for having the highest standards of ethical conduct within our organization and we uphold all employees…
The stock answer to the question of what the future of the human resources profession will be like is as vague as it is unlovely: "Being more strategic".
Broadly interpreted, this figurative description means less of a concentration on traditional "administrative" fiefdoms - areas such as succession planning, reward, recruitment, employee relations, and so on - and more emphasis on how the management and development of people can be used to build competitive advantage.
According to Dave Ulrich…
operating this industry. The most importance department at any company or industry is the Human Resource department, yet this department could relate to any other department and have very strong influence to personal staff behavior and the way staff working. With secondary research and personal experience at hotel, the report will have look deeply about how Human Resource works at the Sheraton on the Park, and how the Human strategy applied to a whole organization. The application is taken at Food and Beverage…
Johnson & Johnson and the Tylenol Poisonings
April 1, 2013
Although Johnson & Johnson took a massive short-term loss of its actions, their actions was in fact the best course of action for the company at the present and if it wanted to remain a respectful company in the future. A company should never in a case such as this take the approach to find a cheaper option to resolve the problem, in this particular case a mass scare not only in the Midwest but across the United…
To: Senior Management
From: Carolyn Grift, Director of Human Resources
Date: September 29, 2012
Re: Recommendation for Unreliable Employee
It has been brought to attention that the performance of one of our employees has had unsatisfactory performance and has been consistently late in the past few weeks due to her unreliable child-care situation. As requested, I have presented you with two options for what you can do in order…
Human Resource Management becoming a strategic partner to the company is important, because the HRM department helps meet the goals of the organization, and streamline the process of business. HR is a form of management for the company that assists the organization with planning, organizing, leading, and controlling the strategic direction of the company. HRM partnership with an organization further includes assisting with the growth of the company, employment practices, and compliance…
Human ResourcesA New Way6/26/2013Valerie Rivera |
Human resources have been responsible for making the business world go around for many years. The responsibilities of this department have been multiplied as time goes by. With the expansion of businesses all over the world, there has been a demand for growth in the Human Resources departments as well. The daily functions of these departments have grown as well. In business, there is no separation between the business growing and the Human Resources…
Jeffrey Moore HRDV 2301
Summer II 2013
A major HRM function, human resource development, refers to performance appraisal and training activities. The basic goal of appraisal is to provide feedback to employees concerning their performance. This feedback allows them to evaluate the appropriateness of their behavior in the eyes of their coworkers and managers, correct weaknesses, and improve their contribution. HRM professionals must devise uniform appraisal…
viewed as one between the individual and the organization.
A harder approach - people as human resources
A different view of HRM is associated with the Michigan Business School (Fombrun, Tichy and Devanna, 1984). There are many similarities with the Harvard 'map' but the Michigan model has a harder, less humanistic edge, holding that employees are resources in the same way as any other business resource. People have to be managed in a similar manner to equipment and raw materials. They must be…
MGMT 4125-01-HUMAN RESOURCE MANAGEMENT |
Social Responsibility within the NBA
Instructor: Carolyn Brown |
By: Montilia Tripp
Ever since I was a kid, I have taken a liking to the National Basketball Association better known as the NBA. Like millions of other kids around the world, the NBA caught my attention because of its larger than life athletes. Some of whom are the best athletes on the planet. I wanted to be just like those athletes, and the athletes that I have…