Human Resources Management: A Case Study Of Human Resource Management

Harassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on how to prevent and identify harassment and discrimination as well as what steps to take in order to report such behavior.

Before we dive into this topic of human resources, let’s define it. Human Resource can be defined as “the division of the company that is focused on activities relating to employees. These activities normally include recruiting and hiring new employees, orientation and training current employees, employee benefits, and retention.” Throughout this paper I will discuss the Equal Opportunity within a work place, the Pregnancy Discrimination Act, Privacy Polices within a work place, and Sexual Harassment within a workplace.

a. There are many information systems that our HR personnel services use to provide assistance to Soldiers and their Families. Some common systems used by HR personnel are the following: Regional Level Application Software (RLAS) which is used to update, review, or change a Soldier’s personnel and financial readiness for the unit. Reserve Components Manpower System (RCMS) used to track, modify and report a unit or Soldier’s overall readiness. This system is mainly used by the command leadership team. Defense Enrollment Eligibility Reporting System (DEERS) used to update, change and certify a Soldier’s benefits and entitlements eligibility to include Family members.

Large companies tend to have hundreds of employees and with many employees there is diversity among the people employed by these large businesses and some firms are adopting policies to create diversity in management to combat these obstacles of discriminatoin that many can face at work. The cultural image of harassers and their targets have not evolved in the last few decades, but the legal and organizational responses have kept up with the changing times. To most, a typical harasser is the sleazy male boss and the target is a powerless female assistant or secretary, but this article by Heather McLaughlin, Christopher Uggen and Amy Blackstone published in the American Sociological Review titled “Sexual Harassment, Workplace Authority and the Paradox of Power”, reveals a much more diverse

This has highlighted a crucial issue for international companies to be aware of the cross-cultural implications in the conception, design and implementation of the various market entry strategies for the Chinese markets, especially when considering the Human Resources Management strategies since Corporate Strategy will in turn determine the Human Resource (HR) strategy to be deployed.

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

HUMINT as a collection discipline differs from its more technical counterparts in many ways as the previous chapters have proven, and while the changing nature of targets has highlighted the need for case officers from more diverse ethnic backgrounds and language skills it was focused on the clandestine HUMINT collection as a process and as such did not delve into the modern requirements of a case officer conducting clandestine HUMINT collection. Therefore, this chapter will analyze three factors that are paramount to developing highly skilled clandestine HUMINT case officers that can operate successfully in the modern security environment, these three factors

Question.no.1 The case introduces three companies of every different size with three different onboarding approaches. What differences do you see in their approaches? What similarities?

Unfortunately discrimination of employees, weather direct or indirect is a common occurrence in today 's business environment. Hence laws are set up to protect employees from discriminations based on: national origin, religion, age, sex, race, sexual orientation, harassment, marital status, family status, disability, employer retaliation and enforcement.

Combating sexual harassment requires understanding of what it is, and then creating a safe working environment for all (Buchanan, 2014). As mentioned, the most effective tool against sexual harassment is prevention and awareness, which can easily be created by human resources department in any organization (Malhotra, 2016). A promising approach to the persistent problem of workplace sexual harassment is encouraging pro-social behaviours by bystanders (Charlesworth, 2016). The second preventative method to reduce workplace sexual harassment is education and training (Buchanan, 2014), which incorporates the shaping of a zero-tolerance organisational culture (Bell, 2002).

What issues did the learning processes outlined in your answers to questions (1) and (2) raise for you? What barriers or critical incidents did you face/experience? And how did you cope with them?

Human resource management plays vital role within a workplace, as they are responsible for managing all the things, which can affect negatively or positively. With the help of proper HRM, it becomes easy for the management to interact with the employees. In this paper, a case study of Alex who is a cook in the kitchen of a school and has drinking habit is used for evaluating the responsibilities of the HR towards this problem. The liabilities and obligations of employer towards Alex are discussed in the paper by considering proper health and safety legislation. Secondly, the ways in which the School Business Manager would deal with the issue of Alex is also elaborated in the paper along with some proper HRM strategies.

Although the practice of discrimination is unlawful by the Civil Rights Act of 1964 and it is forbidden to discriminate on the basis of color, religion, sex and race, still it is being practiced in the US on the very large scale.Highest numbers of discrimination in workplaces were recorded in US in recent age, according to the results of US Equal Employment Opportunity Commission (Triana, Maria). This commission explores about the issues of discrimination and settles the matters by negotiating with parties and giving compensation to the employees, who are being discriminated. The compensation is may be in the form of promotions, cash payments or by providing the better employment opportunities.

Fast and accurate digital tools, wider clouds, speedier analytical tools, mobility technology, big data, social media, robotics, and artificial intelligence are not the technologies involved in space research or automobile engineering but these are dynamic tools of HRM that are going to shape organizations in 2018 and beyond. Enhanced employees engagement and productivity is the ultimate goal of every successful organisation but employers who are equipped with cutting-edge HR technologies have an edge over traditional companies in achieving these objectives. That’s why cloud-based HR has become an essential aspect of every smart organisation in the digital era. The year 2018 will be a great

Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor?