Questions On Human Resource Issues Essay

1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

Max Cherney presents an example of a Washington State program called LEAD (Law Enforcement Assisted Diversion) which does not have drug addicts stop cold-turkey, much like HAT in Switzerland. They actually supply them with the drug that the participant needs help with and progressively lowers their dosage from a high dosage to low. They do this until the body does not need the substance to function properly anymore. The participants were, “34 to 58 percent less likely to commit further crimes compared with people who are prosecuted and imprisoned.” Our answer to a drug problem should not be to scold the people who want or need help.

- Free in store wi-fi, expecting to roll this out over the majority of the stores in the coming year. 70% of smartphone owners use them while in store shopping so free wi-fi is a low cost way, creating a reason for customers to come into store, stay longer, and buy more.

While costs need to be cut, CGMS is also concerned with preserving human capital. This is reiterated by Flynn (2009), warning employers to be mindful of prematurely cutting staff, as it can be challenging and expensive finding qualified employees when the economy rebounds.

The Compensation and Benefits packages offered at DHS are designed to help make the company a competitive one. Salaries are paid on a bi-monthly basis on the 15th and last day of each month. Employees are given the option to add healthcare benefits, sign up for 401k or

I recently had the opportunity to interview Jennifer , Human Resource Manager with HCA Physician Services. Jennifer has been with HCA for two years but has been in Human Resources for seven years of which three years in HR management positions. Although she did not have previous experience in the healthcare industry she is highly recommended by her current and former employers. In addition to being a graduate from David Lipscomb with a bachelor's degree in Business Administration, she is also a member of SHRM. A former employee of Uline and Hewitt Associates Jennifer has held positions as benefits coordinator, HR specialist, and most recently as Human Resource Manager. Some of her most important functions are investigating discrimination

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

Generally, motivation is defined as “the intention of achieving a goal, leading to goal-directed behavior which is reflected at the end of a project” (Whittington and Evans, 2005). Motivation therefore is a perceived drive that can be enforced into an employee and can either make the employee achieve or not to achieve the organizational goals and attain personal goals as the end results (Young, 2009).

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

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

Motivation is a process of arousing and sustaining goal-directed behavior induced by the expectation of satisfying individual needs. It is the major determinants of our behaviors. By understand the motives, you can influence staff’s behaviors. Especially with the shift towards a more socially and culturally responsive workforce, ability to motivate your staff is becoming one of the most important assets of an organization.

It may seem obvious that businesses, no matter the size, do not operate in a vacuum. This can mean that when it comes to suppliers, customers, employees, or even general perception of the company to the public a business is subject to laws that dictate what it can and cannot do in the course of doing business. Although many people are aware that some laws exist in regards to Civil Rights, Age Discrimination, and Equal Pay they may not know the specifics of the law or the consequences of non-compliance. Just like a company needs experts like accountants to manage the money or Quality Assurance departments to ensure a product is produced; this lack of specific knowledge is why it is important for companies to have Human Resource personnel. Human Resources is comprised of experts that can design policies, practices, and even help shape the corporate culture to promise compliance with employment law.

Critically evaluate the contributions Human Resource Management can make to the achievement of an organization’s strategic aims and objectives. Illustrate you answer with examples.

Human Resources Management RECRUITMENT AND SELECTION 1. Introduction Task 1 1. A report distinguishing between traditional personnel management and the new approach to human resource management, outlining their historical development. 2. The Human Resource department in TD Travel Group.

According to Jahn in 2007, humans remain an organization’s most valuable and greatest asset. Therefore, the capabilities and potentials they possess are the main driving forces of an organization. Systems and processes are consistently changing especially in the work/business environment.