Public Sector Human Resources Management Memorandum

An evaluation of actions taken in the case to address the problem: Reasons why Maricopa County should terminate Jorgensen, 1.The workload imposed upon the Automotive Repair division had increased dramatically in the past year and would continue to do so in the future; 2. A temporary or on-call person could not fill the position of Auto­ motive Mechanic II because of the high cost of training and lost productivity. Also, temporary employees can only work up to 90 days and qualified mechanics who are willing to work on a temporary basis are extremely hard to find;3.The staff level "in the division was insufficient to keep up with the work load demand created due to Jorgenson 's absence;4. There were no vacant positions within the department for which Kenneth Jorgenson was qualified (Employment Relations ADA Concerns are Heavy Lifting an Essential Job Function?)

Is Human Resources important? Should it be done away with altogether? Dr. Dave Ulrich gives his take on the topic in his article, “A New Mandate for Human Resources,” in the Harvard Business Review. This topic is up for debate because of the widespread variance in differing opinions on the matter. HR is the department of a business or organization that deals with the hiring, administration, and training of personnel. In this paper, I plan to summarize and critique Ulrich’s “A New Mandate for Human Resources” for young business majors or those interested in reading this article.

I am going to explain in this paper the profession of Human Resources, the vital

Employment laws are very important for all types of businesses to follow. The employment laws dictate and guide employers on how to proceed in situations with employees, and how everyone is to be treated. There are many rules and laws that pertain to both the state and federal government in terms employment. Both state and federal employment law make sure that the rights of the employees remain protected. This paper will explore, compare and contrast several discrimination laws from the perspective of the federal government and that of the state of Texas. Following are the Federal and Texas laws that this paper will detail:

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

I handled numerous complaints and concerns issues raised by job seekers and workers who believed they had received poor services or discriminatory treatment in a US Department of Labor funded program, or workplace. I reviewed the circumstances of the complaint and interacted with Agency service providers and other Agency staff, such as Civil Rights Center and Wage and Hour Division staff to successfully resolve customer complaints. I provided employers, public officials, service providers, and job seekers with guidance, information and resources.

During my interview with Amy Bean, Human Resource Manager for the Washington State Department of Corrections – Correctional Industries, I discovered the biggest challenge the agency faces is the compression between Union and non-union positions. Recently, the Union for the Correctional Officers was able to negotiate a 10% wage increase over the next three years. Where the compression comes into play is now the supervisors of these positions are facing making less or just a bit more than their subordinates. Thus, HR is having to work with the State Government to allow an increase for these non-union positions in order to keep those position compensated at a level people are willing to expect the additional responsibilities.

The incumbent assists agency experts with grants and programs funded by the Employment and Training Administration (ETA) and providing authoritative advice and consultation to ETA officials and internal/external customers. The incumbent identifies procedural problems in program operations, using quantitative or qualitative methods and conducts studies on operating programs. Analyzes program and financial compliance findings and makes recommendations to management in reports. Analyzes legislation and regulations for impact on workforce programs and researches current or new management practices for application to programs or operations. Recommends new approaches and alternatives to address current or anticipated problems

Labor and employment laws define US workers' rights and protect s employees from employers' retaliation for exercising our rights under the laws or reporting violations to the proper authorities. As Bennett and Hartman explain, these laws "…seek to make the power relationship between employer and employee one that is fair and equitable" (Employment Law for Business, pg. 88). Employers have to adhere to these basic laws to stay out of court. In this paper I will describe how the federal and state systems of government differ in their application of employment. I will also provide an example of an employment protection that is

References: Nigro, L. G., & Kellough, J. E. (2014). The New Public Personnel Administration (7th ed.). New York: Wadsworth/Cengage

Public Employment Relations Boards (PERBs) are federal government or state appointed agencies that are responsible for resolving collective bargaining disputes, determining the bargaining units, monitoring representing elections, selecting a bargaining agent and solving the employment and labor related disputes of employees working in the public sector. Bargaining is the process through which employers and employees negotiate the terms of work and set them down in a formal contract that lays out all of the rules and regulations. Each side nominates a representative, so both labor and management are able to convey their terms and conditions and reach a mutually satisfactory agreement. Public Employment Relations Boards (PERBs) also ensure that the employees of public sector departments are not at the receiving end of any unfair labor practices. This paper will examine three Public Employment Relations Boards, the ones for California, Delaware and the District of Columbia.

Working for respectable companies based in America and Great Britain can carry wonderful benefits. The Human Resource Department must give attractive packages to appeal to skilled workers when expanding outside of the US. Bridging the gap when salaries are not as attractive can be achieved by providing other befits like healthcare, covering the cost of additional educational expenses for employees, tuition cost for children. Benefits become expensive when working with scores of people nationally and internationally. Human Resource Management plans for these types of expenses based on location and country the organization will be expanding to, overhead cost must not exceed what the organization can afford. As the organization began recruiting members of the team, it is vital to have the correct personnel be hired. Hiring the wrong people for the job can be very costly. Starting with the leadership team who will be expected to train and ahead of time to be prepared to work with others in a new setting. With conflicts breaking out around world knowing who the company is working with cannot be taking lightly. Knowing who the stakeholders are and who the company adversaries are can save money and lives. Decisive leadership in an international context is essential to high productions and partnerships globally.

Public Human Resources Management operations include four fundamental functions that reflect the activities needed to manage HR. those functions are symbolized by the acronym PADS (planning, acquisition, development, and sanction) which is used in public, private, and non-profit organizations. Among with those fundamental functions, HR management is strongly influenced by the four traditional values linked to the four traditional public systems (political responsiveness/representation-patronage/spoils system, efficiency-civil service, employee rights-civil service merit, and social equity-affirmative action). Though those functions, values, and systems, HR management reflects the interactions between political influence and public agencies as well as public organization’s level of responsiveness to the citizens needs through effective and efficient delivery of goods and services.

Executives believe that their emphasis on HR activities has contributed significantly to the Bank of Montreal’s achieving period profits for seven years in a row. In summary, it is evident that the transition of HR management at GE Fanuc and at Bank of Montreal has enhanced organizational competitiveness and success.1

| The video will show and elaborate on Cafe. Co History and the current standing.-History -Current Standing in the market