Similarities And Differences Between South Africa And Kenya

South Africa and the United States are very similar in many way; however, they have their differences. South Africa compared to many other nations is underdeveloped but it is one of the most developed countries in Africa. South Africa is a prorupted state, and its enclave is Lesotho. South Africa touches two oceans like the United States, the Atlantic and the Indian ocean, while the US touches the Atlantic and the Pacific. The US has many similarities and differences with South Africa such as population, culture, agriculture and many more.

* Using the first e-Activity, choose two (2) employment laws, and examine the impact of each law on human resources management (HRM). Support your response with specific examples of each selected law’s impact on HRM.

Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed

Building on the themes discussed in the paper from this week, discuss the following issue from your own personal perspective. Draw on your own experience and knowledge. Put yourself in the shoes of both an employer and employee.

There are different levels of National Minimum Wage, depending on the age of the worker. The rates from 1 October 2007 are as follows:

The purpose of this paper is to determine whether or not workers have adequate support and protections in the modern workplace and to figure out if the rules that were created by the government, along with how Human Resource Managers and the Unions work towards protecting employee’s rights. This paper will explain each role for both agencies and it will allow us to see if they both agencies adequately support the purpose and all the rules and regulations that have been created by the Department of Labor. Also in this paper, we are going to be addressing the issues of whether or not that workers in the modern workplace of America are well protected and well supported.

Workforce and labor consist of availability of workers in all areas and regions of the world. The obtainable number of workers is the prime interest of the HR professionals. We must remember that the nations workforce is affect by economics, birthrates, education and the flexibility of the labor force. Since the baby boom generation mostly find themselves continuing to work pass the age of 65 and the labor force is growing only by 2% within the ages of 25 through 54 that HR professionals find that they’re having to invent more solutions to meet the demand of generational workers. This brings to mind that HR professionals must understand and be able to enforce immigration laws and to over see worker documentation. Per our text there is also

The ‘objective’ of labour law, in our common understanding of the subject, is grounded in securing ‘justice’ for employees (or workers) in their formal working lives. The assumption that there is an imbalance of power in regards to the relationship between employers and their employee has been established over a significant period of time. With companies acquiring large amounts of funds and expanding themselves on a global scale, those who hold managerial positions are becoming more and more inclined to use their new found ‘power’ in a way which houses the potential to exploit the employees who are seen to have less of an influence (in comparison with large profit maximising enterprises). It is for this reason that regulation of the employment relationship between these two parties ought to be properly regulated, as a means to ensure that companies do not take advantage of their employees, a position which has been emphasised by law scholar Sir Otto Kahn-Freund, who has articulated that “the main object of labour law has always been, and I venture to say will always be, to be a countervailing

Schuler, R. S., & Jackson, S. E. (2007). Strategic human resource management. Malden, MA: Blackwell.

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

Schuler (1997) summarises Strategic Human Resource Management as expressing how people are to be treated and valued in the workforce as well human resource management's responsibility for articulating the processes which encourage behaviour which is consistent with the organisation's business. In this context strategic human resource management also includes the development of guidelines for the implementation of people-related programs and, the more complex area of co-ordinating and facilitating change.

Abstract: Human Resource Management is fast gaining popularity and its importance is becoming unavoidable, this is due to the fact that Human Resource Management plays a huge role in the growth of any company irrespective of its size. Unfortunately it is yet to achieve global standards or strategy of operation; this can be attributed to the various differences between environmental factors, employment attitudes, cultural

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

Aim: This research will help us understand the role played by Strategic Human Resources Management in Organizational success, what role a HR manager plays in improving organizational efficiency and how it differs from traditional Human Resources Management.

Within this essay an in depth analysis will be conducted on the difference between Human Resource Management and Strategic Human Resource Management using contemporary perspectives. Human Resource Management (HRM) is the process of managing human resources in a systematic way. It is a practice devised to maximise the performance of employees and is concerned with the application of management principles to manage organisational personnel while paying attention to the policies and systems of the entity (Delaney & Huselid, 1996). Strategic Human Resource Management (SHRM) is a function of management which entails development of policies, programmes and practices related to human resources, which are aligned with business strategy so as to achieve the strategic objectives of the organisation (Patrick M. Wright, 1992). Its primary purpose is to improve the performance of the business and maintain a culture that encourages innovation and works continuously to gain competitive advantage. In this essay the Resource-Based View, High Performance Management and High Commitment Management perspectives of Strategic Human Resource Management and Traditional and Collaborative