Compensation at W.L. Gore Templete in Apa Format

Reflecting on each of the PGEs presented, discuss any changes, additions, and/or next steps that would

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.

Your task is to write a 3-4 page paper (double spaced, 12 pt, times new roman, 1 inch margins) that answers this prompt. When discussing ways for improvement, you should identify the reform proposals that were discussed in class and cite evidence from those articles. You are also required to provide at least 2 outside sources of information that have not been used in class. (Remember to research like Ms. Swenson showed you in class). All sources should be cited using MLA format. Use EASY BIB

Research paper outline CAREER RESEARCH OUTLINE Use this outline template with the following main topics. I.                Thesis/Introduction A. What is this paper about? 1.

the event that the purpose of your paper is to develop a new questinnaire, you may wish to

• Include your opinion on whether the changes are sufficient. Should more changes be made, and if so, what changes?

Topic and Questions: What is the author 's topic and what questions does she attempt to answer? That is describe, who, what, when, and where. The author should explain her topic and questions in the first few pages of her article (Limit 200 words).

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD

Martell and Carroll (1995) stated that there are two types of human resources: strategic and operative. They went on to describe four characteristics of human resource initiatives: (1) They are long-term oriented; (2) They are connected with the corporate strategies; (3) They are connected with the organizational performance; and (4) The line managers are involved in the details of decisions regarding human resource management. Too often, both operations managers and human resource mangers forget that they are working toward the same goal. Often, human resources will adopt policies and procedures that are hard for line managers to implement, and line managers expect human resources to have an inherent understanding of the processes taking place on the plant floor. The relationship between the best human resource practices and organizational performance must always

Your Research Question- Give your research question (may be a working question). Give background for your question.

The human resource frame is known to operate from drastically different paradigms. Bolman and Deal (2013, p. 113) state that opposing paradigms are identified when an individual asks which statement is true; 1.) “Our most important asset is our people”, or 2.) “Organizations exploit people --chew them up and spit them out” (Bolman & Deal, 2013, p. 113).

Q2. Without a consistent philosophy, policies, and approaches to reduction in force (or any other disruptions in the future) what would the likely reactions from employees be?

Bohlander and S. Snell. (2011). Managing Human Resources, 6th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 175.