HR Questions Essay example

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

Working conditions that came along with the new job opportunities included long hours, low wages, and unregulated hazardous working conditions. Some people worked 12 hour days; 6 to 7 days a week, in such horrible environments. At this time there was no sick pay, vacation pay, no unemployment insurance, and worst of all injuries went without compensation. These were all issues that would be addressed in the future by the labor movement.

The career that I have chosen to pursue is Human Resources Management. When I started out on the path of “what I want to be when I grow up” I started in a completely different line of work. I wanted to be a Nurse when I graduated high school. I enrolled in college and I worked at a children’s hospital. After a while I started getting burned out by working long hours and on the weekend and I started to wonder if this was the right career that I wanted to continue with. I was offered a position at a staffing company that tailored to physicians and nurses and I

We met for lunch with Marisela Williams, the Director of HR for Freedman Seating. The company produces bus seats and frame structures for buses, motor coaches, vans and specialty vehicles. It’s a family owned company that’s being around for over 150 years and employees approximately 650 workers. She has been with the company 3 years and prior to that she worked for an organization that had 350 stores across the United States with approximately 540 total employees. Below are the series of questions that we asked her along with her responses.

| In reference to the employee’s claim, I appreciate the vote of confidence instilled in me by allowing me to do the research on the case. It gave me the opportunity to familiarize myself with the situation, refresh on the laws, understand our current policies and in addition, it gave me the opportunity to think about strategies to mitigate this type of risk in the future. Below are my findings.

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For the middle class and poor throughout the mid-nineteenth century cultural conditions consisted of everyone in the family working in the mines and factories to contribute to the families financial well-being. The horrible conditions in the workplace was equally terrifying to those who had to work in them. Without any other options for income, people were left with no choice but to conform to the cultural conditions of the labor force. Patience Kershaw describes this type of common labor for all: “My father has been dead about a year; my mother is living and has 10 children, five lads and five lasses; the oldest is about thirty, the youngest four; three lasses go to the mill; all the lads are colliers, two getters and three hurries; one lives at home and does nothing; mother does nought but look after home.” Everyone being a part of the working class was very common during the time period. Throughout the Industrial Revolution the culture, as a whole, conforms to working in the mines and factories to provide for their families, with no discrimination

The intent of this assignment is to develop a user-friendly tool that may be applied in the workplace to document Compensation processes and to guide a practitioner in completing the critical steps of each process. The purpose of this assignment is to assist in describing each component of a compensation management system, to develop a practitioner's guide for several of the key compensation management tasks covered in HR511 Total Rewards.

Armstrong, M. 2003, A Handbook of Human Resources Management Practice, 9th Edition, London, Kogan Page

The industrial revolution of the mid 19th century brought about a rapid advancement in the production of goods, urbanized the population and concentrated vast amounts of wealth and power into the hands of a few. Coupled with the liberal idea of private property, this gave rise into a new invisible system that resolved to meet the base needs of human life and replace mans daily routine with something other then the struggle to survive. In other words, instead of working the physical land

New advancements in machinery during this time allowed for larger production, but in turn made it acceptable for employers to cut wages and extend hours of workers. “New industrial technology greatly increased manufacturing output, but it also changed the status of industrial workers” (Keene, 485). The low wages issued to workers eventually caused families to have to send their children to work to even be able to pay the minimum cost of living fairly. This resulted in a sharp rise in child labor that not only stripped them of their education, but also put them in dangerous areas with various, hazardous conditions (Keene, 486). Provided that employers thought of themselves as superiors, they began to enforce strict rules such as precise shift times and with little to no breaks in between and if broken they were to be fired. “Rising worker frustration and anger [towards these policies and unfair treatment] led to more strikes and violence” (Keene, 487). The social elements during the time 1865-1900 continued a pattern of broad hostility between the two groups from past conflicts, and continued into further time

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

Netcare participates in employer surveys, internal surveys gets feedback from patients with patient feedback forms. These results help identify employment issues and are also used to reward and recognise individuals. Managers are even required to wear their name badges, thus enforcing them to lead by example.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in