...Mandatory Background Checks Negligent Hiring Practices It is not uncommon for most businesses to enforce mandatory background checks upon hiring but how does that affect the individual who has been incarcerated or fired from a previous job? In this summary and critical analysis we will examine Lessing Gold and Chad Terhune differing opinions regarding the negligent hiring practices and lawsuits that stem from background checks. Lessing Gold holds the stance that mandatory background checks should be enforced with every employment, whereas Chad Terhune believes they should not due to inaccuracy of information. Very nice succinct summary in introduction of divergent points. Lessing Gold’s (year) entire argument was based on the idea that past criminal behavior should be accessible to the public due to safety concerns and without the information it puts potential customers and other employees at risk. Gold believes that every organization should require background check on employees whether the company position requires it or not. He gives an account of a customer that was kidnapped at gunpoint by an employee who had, in the past, been convicted of kidnapping. He argues that had the company implemented mandatory background checks and reviewed this information, it could have prevented this criminal from repeating past behaviors (Use book title here as how would one know what Bethel custom text was used. Bethel, 2011, p.376-377). Terhune (year) argues just the opposite. His...
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...worked for was written about the previous pediatrics practice I was employed by. While some might think that there are few ways to market a medical practice, a few things came to mind when I really started to think about the different types of products and services the practice provided. Product and Pricing Strategies During my early months at the practice, not much thought was put into why people came into our office. I know word of mouth goes a long way, so I figured parents talk to one another, and suggest pediatricians as well as advice on parenting, etc. One of the biggest things that come to mind about this practice is that they offer a lower cash price to parents that do not have insurance and have to pay for their children(s) visit. Our office provides a discounted (15%) rate for these parents. I know a lot of parents fall upon hard times when a new baby is in the family and the occasional lapse in insurance coverage can be disastrous to the pocketbook. Another thing that is worth mentioning is that we offered shot-free allergy testing in the office. This could be done before or after another appointment, making it easier for parents to combine appointments. With most parents working outside of the home, it was crucial for the owners of the practice to think about this, easing parents minds’ because they might have had to take the day off of work for an appointment. Another great addition to the practice was adding in walk-in hours for parents that had to...
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...Development Plan for the Holiday Inn Human Resources Management Training and Development Plan for the Holiday Inn There are a variety of employees who may come to work for Holiday Inn which are experienced and others whom are non-experienced. Some individuals require more training than others but everyone is required to go through training. Training and development is a key concept for Holiday Inn because this depends on how much knowledge and skills an employee will develop for their assigned role. We are sure that the time we are putting in for training will become an enormous benefit for Holiday Inn’s future and reputation. Our training and development plan includes hiring 50 employees whom will assume the roles in front desk operations, housekeeping, and general administrative duties. Since there is a large number of Spanish speaking individuals in Miami, training will be offered in English and Spanish. Training and development will begin on an online basis where employees may access training modules at anytime. Training will also include hands-on training pertaining to each individual’s job role. As we plan our strategic approach for training and development, the following four phases will be implemented; (1) needs assessment based on the firm’s competitive objectives, (2) program design, (3) implementation, and (4) evaluation. Phase 1: Needs Assessment The needs assessment phase will determine the...
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...Thinking Outside The Box We live in the age of new technologies, in an age of rapid progress and every successful employer seeks to meet all the requirements of the present time namely control and improve the quality of services, to reduce execution time and be the best in the business, despite not less intelligent competitors. 1. What external factors were affecting UPS’s HR practices? How did UPS respond to these trends? Workers of the UPS has a responsible attitude towards the quality of their services. They daily take care about these services, and also prepare highly qualified specialists. One of the problems that they are facing is that a large number of people (baby-boomers) are close to retirement age. UPS has taken steps to be sure that they will have driver which will be ready for meeting the demand. The company staff is hiring and training some 25.000 drivers over the next five year to replace retiring Baby Boomers. Based upon the premise that younger drivers learn best by technology and hands on training, UPS has created several simulations and a videogames designed to aid in driver training. 2. Why is efficiency and safety so important to UPS? What role do the company’s industrial engineers play in how employees do their work? The answer lies in the amount of people and companies with which UPS operates. UPS sends more than 15m parcels in more than 200 countries every day. Because of competition (i.e. the U.S. Postal Service, DHL, and Federal...
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...ABC, Inc. Case Study Charles Ramsey Comm/215 Sept. 29, 2014 Margaret Mehl ABC, Inc. Case Study ------------------------------------------------- Introduction Hiring 15 new employees in early April as part of his first recruitment effort, Carl Robins is the new campus recruiter for ABC, Inc. Hired to work for Monica Carrolls, Operations Supervisor, these new potential employees require training on company policy, being oriented to the organization, and screened for drugs. Carl himself is behind on their training, has not completed all the required processing, in addition to the fact that some of the employees haven’t even completed applications, nor have submitted transcripts. Orientation needs to be arranged somewhere other than the original location, due to double booking conflicts. The training material also needs to be reviewed and confirmed for the employees prior to the seminar. Mr. Robins is quickly falling behind, so he needs to formulate a plan of action, and implement it concisely. ------------------------------------------------- Background Having successful hired 15 new people in early April, Carl had plenty of time to prior to June 15th in which to organize everything, but procrastinated until it became a scramble to handle everything at once. While he is in fact fairly new to his own job, having only been with ABC for six months now, he should still be able to handle this workload, and produce the desired results. This inexperience can explain some of...
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...Training the Workforce Chapter 6 1. What is the point of a firm providing training and how does the firm measure it’s ‘return on training investment’ ? The point of a firm providing training is to focus the employee on the current job, based off job analysis to fix the current skill deficit in order to increase overall productivity. Training teaches an employee how to do the job, the purpose of the job, and how this relates to the organization’s goals and strategies. Ongoing training is necessary to keep up with changes that occur in the work environment and keeps the employee learning on the job. Training internally is essential because this enables the employees to focus more on certain elements to help the organization meet their goals while achieving individual success as well. This relates to how training also can be seen as an effective motivator for some, because satisfied employees are more productive and less likely to increase the organization’s turnover rate. Internal training can be an investment at first, but will be cheaper in the long run because these programs can be reused and adapted when the environment changes without much further investment. The firm measures the return on training investment in a couple ways. From an international survey of more than 5,000 organizations, it was found that the greater the investment in employee training, the more profitable the firm. From this finding, it is concluded that training is a good investment that can have...
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...Week-5) Analysis of Training Technique Week-5) Analysis of Training Techniques: 1. On-the-job training: Under this method, an employee is placed in a new job and is told how it is to be performed. It is primarily concerned with developing an employee’s skills and habits consistent with the existing practices of an organization, and introducing him to his immediate problems. 2. Vestibule training (training-centre training): Under this method, the trainee is to concentrate on learning the new skill rather than on performing an actual job. It is a very efficient technique of training semi-skilled personnel’s; like clerks, machine operators, testers, typists etc. Training can be in the form of lectures, conferences, case studies, role-playing, and discussion. 3. Demonstrations and examples: In the demonstration techniques, the trainer describes and displays. When the trainer teaches an employee how to do something by actually performing activities himself and by going through a step -by- explanations of why and what is he doing. Demonstrations are often used in combination with lectures, pictures, text materials, and discussions. Simulation: is also one of the techniques which duplicate the actual conditions encountered on a job. Trainees‘ interest and employees‘ motivation are high in simulation exercises because here, the actions of a trainee closely duplicate the real job conditions. This technique is very expensive. Apprenticeship: Apprenticeship training is the...
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...Anasa Sreekanth | 14453 IMBA-General | HRM Anasa Sreekanth | 14453 IMBA-General | HRM NEW MANAGEMENT TRAINEE SCHEME VARIYAS PVT LTD NEW MANAGEMENT TRAINEE SCHEME VARIYAS PVT LTD Goals of Management Trainee Scheme * Knowledge- Managers need knowledge of the financial, industrial and social environments in which their company operates. Knowledge of the products and services provided by their company are other essentials. They should distinguish between the acquisition of information about the company and its environments, and the capability to understand and use the information in relevant ways. * Planning Ability- Planning requires managers to define production or service goals, assess the company's internal and external situations, and structure work to accomplish the plan. The training objectives you prepare should enable you to determine how well management trainees developed their capabilities in and understanding of each of these areas, and how effectively they accomplished the required tasks. * People Relationships- Managers need to improve their skills of relating to people help and ability to direct their employees. Managers' abilities to represent the company with the public, government agencies, investors and vendors. * Leadership Capacity - Effective managers exhibit more directive traits, while others are more collegial. Leadership objective is to enable employees to perform at high levels, drills for providing reluctant employees with the motivation to...
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...Final year project | Effective MTO Program in Banking Sector of Karachi | Submitted by: | | Zuhair Ahmed - 4292 | 12/17/2012 | | LETTER OF APPROVAL Project Title | Effective MTO Program in Banking Sector of Karachi | Submitted by: | Zuhair Ahmed (BB-03-08-4292) | Project Supervisor: | Sir Aijaz Ali | Academic Year: | 2012 | The board of Advanced Studies at PAF-KIET has approved this project as requirement for achievement the degree in Bachelor of Business Administration. Approval committee: ___________________ __________________ Sir Aijaz Ali Sir Adnan Anwar (Supervisor) (Director Academic) Letter Of Transmittal December 17, 2012. Sir Aijaz Ali, Project Supervisor, PAF-KIET Dear Madam, I am submitting the final project report on “Effective MTO Program in Banking Sector of Karachi”. The report includes hypothesis and a concise literature survey. The theoretical framework was based on literature review and other studies. One hypothesis was developed and tested and some other results were discovered. I am thankful for your guidance and supervision without which this project could have not been completed. Yours Sincerely, Zuhair Ahmed BB-03-08-4292 LETTER OF AUTHORIZATION December 17, 2012 Zuhair Ahmed, BB-03-08-4292, PAF-KIET Dear Fellow, Please refer to your initial proposal for undertaking the study on “Effective MTO Program in Banking Sector of Karachi”. In...
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...PROJECT REPORT - TRAINING AND DEVELOPMENT OF EMPLOYEES Objectives of the Project Report Training and Development of Employees Finding is the main objective of this project report and some of the sub-objective in this report. They are : * To know the effectiveness of the training programme conducted by the company. * To know whether employees are aware about their responsibilities and authorities or not. * To improve Organizational Climate and increase the morale of employees. * To know whether training programme is conducted successfully or not. * To know about the work culture of the organization. Training and Development of Employees : Training and Development of Employees : After employees have been selected for various positions in an organization, training them for the specific tasks to which they have been assigned assumes great importance. It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for performing a particular job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during the training that helps him improve performance. Training enables an employee to do his present job more efficiently and prepare himself for a higher-level job. The essential features of training may be stated thus: * Increases knowledge...
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...Marketing task As I stated on the phone, nominal marketing will be a peripheral aspect of the position. While I do not expect a formal marketing proposal, I am looking for someone that can think outside the box and help me to grow the practice through various marketing tools, as well as manage the day to day scheduling and office duties more typical of an administrative assistance. I recognize that I am asking the person that assumes this position to wear multiple hats, mostly because I have been wearing those multiple hats myself for the past 9 years of my independent practice. I have included some basic information about my practice, applications of my services, as well as typical fees for service. Think outside the box and be creative in developing a few potential marketing strategies that you think might work well for my practice. Please recognize that I am critiquing you more on work product (accuracy of information and thoughtfulness of proposals, along with your creativity) in addition to your writing and organizational skills on this exercise. I look forward to seeing what you develop and to meeting you during our interview time next week. My practice is typically composed of 10-12 sessions per week. Sessions are a mixture of individual, couples, and family sessions. I am looking to develop a greater basis for psychological evaluations and potential forensic involvement in custody evaluations for divorcing families. I have developed evaluations that focus on...
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...The case study given is about a fresh graduate, Mr. Rakesh Sharma joined Modern Industries Ltd. (MIL) in Bangalore as a trainee against a projected vacancy in the Paints Application Department for one-year training. Mr. Sharma has been performed very well. The Department Manager and the Training Manager were satisfied with his performance in the first two quarters. However, when stepping in to the third quarter, Mr. Sharma raised an issue about curtailing his training period. The request has not be entertained and Mr. Sharma's behavior started to change and became unacceptable. Counseling session and warning letter have been issued to him and the situation did not turn good. One of the primary objectives of the Training Department is to recruit who have good potential and train them to be effective persons in different department. The Training Manager clearly known that Mr. Sharma is a potential trainee but he failed to train him in different department and caused Mr. Sharma only have one choice of department to stay which is the Paint Application Department. The Training Manager have to struggle on his rational decision whether to terminate or not to terminate Mr. Sharma. There are five issues discussed in this report. These five issues are the main causes to the problem that the Training Manage has to decide whether he should terminate Mr. Sharma or not. The five issues are communication, employees behavior, compensation and benefit, company policy, training and development...
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...The Regional Human Resource Generalist/ Trainer for Whole Foods Market would be a position that I would like to possess. The position will be a support to the Company’s Regional Team Members apart of the Human Resources related functions as well as the training and development . This position will support the Regional Team Member Services Team in Human Resource related functions and Team Member training and development activities in the South Region. This includes Payroll and Benefits Specialist Training, resolving payroll and benefits issues, facilitating regional open enrollment, troubleshooting employment issues, investigations, and assisting with HR recordkeeping audits. Greater than 50% travel. Once obtaining this position of the Regional Human Resource Generalist, I would make a few goals that would help me better serve in the position. The position consists of many responsibilities so setting goals to meet the responsibility would be a tactic I would first take so that I am not feeling overwhelmed and spread myself to thin. Breaking down the responsibilities Human Resource Trainer Human Resources Trainer Job Description Develops and runs training programs for employees of industrial, commercial, service, or government establishment. Confers with management to gain knowledge of work situations requiring training for employees to better understand changes in policies, procedures, regulations, and technologies. Develops teaching outline and determines instructional...
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...An organization needs to have training programmes to achieve certain objectives that the company needs to progress in the direction to reach the company’s goals that it has set. The training has to be systematic so that it will be effective. The purpose of a systematic approach to training and development is to access if the training and development has met the training objectives. The other purpose is also to determine if the organization managed to get their return on investment in the training and development. Training and development is linked very closely to the performance in an organization and it is through this process that the company will be able to meet the current or future manpower needs. In an event that there is a gap in the performance of the employees and the organization goals, that is where training will be needed. The organizational needs that will cause the management to conduct training include skill shortages due to ageing population, employees performing poorly, company decide to produce new products, apply new technology, or design new jobs because these changes tend to require new skills. At times the company maybe prompted by outside forces, such as customer requests or legal requirements. The first phase is the training needs assessment phase. In this phase, the training objectives are established. This beginning phase is very important, as it is in this phase that we access what is the direction or mission of the training programmes. In this...
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...Part 3: Business Quality – 5 Practice Principles By: Gautam Borah Abstract: “Business Quality – The Fundamentals”, is the first treatise in the series of Business Quality. The first part contended a new Postulate on Quality which addresses the need of an organization and customer in the current global scenario of business. The title “Business Quality - The Delivery Model” is the second treatise on the subject of Business Quality. This is the third part titled “Business Quality – 5 Practice Principles”. This part delineates the principles on which the Business Quality is predicated. The treatise proposes 5 principles which can help an organization to create the DNA of Business Quality. Introduction The first treatise in this series of Business Quality discussed the notion of Quality in the context of current global business environment and a new postulate has been reprised. The second treatise delineated a Delivery Model for the postulate. This article is the Part 3 of the same series which illustrates the Practice Absolutes of Business Quality. The intrinsic notion of the practice principles The principles presented in this article are at practice levels. Unlike strategic principles, the practice principles aim at execution and will assist the organizations to build a culture of business Quality. Besides, practiced with a suitable monitoring and measurement system, these principles will act as the operational building blocks to sustain the Business Quality initiative...
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