...Implications for Human Resource Development Paper BSHS/425 DISCRIMINATION AT THE WORKPLACE I for one have never been discriminated against at my place of employment. Although I have never been personally discriminated against, I have however witnessed a co-worker of mine being discriminated against by another colleague. The girl that was doing the discriminating was young and naïve, she thought she could do or say whatever she wanted without any kind of repercussions. She didn’t care about anyone’s feelings, even if they were her elder or her superior. The way she portrayed herself was that she felt as if she was better than everyone else and was untouchable. During the altercation she had walked up to another one of my colleagues and asked them a question and when they answered her she obviously didn’t like the answer because she used some very derogatory language as well as comment on their race in a not so very nice way. After numerous objections about her behavior and then the report that was made about her discriminating against a co-worker, she was put on probation and had to attend several different sessions on discrimination in the workplace, diversity education, etc. Normally I would say that she should have been terminated, but in this case she really did make an effort to change the way she treated people after attending the sessions and being on probation. She genuinely apologized and turned things around completely. There is a lot more discrimination in the...
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... |School of Business | | |HRM/300 Fundamentals of HumanResourceManagement | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. MU12BSM05 7/11/2012-8/8/2012 Course Description This course explores the critical role of human achieving resources in business results. The course will help students to have a solid understanding of the fundamentals of human resource management and its strategic relevance in business today. This course will provide students with a critical perspective on the development of human capital in the context of a unified system of attracting, retaining and developing talent that creates and supports the vision and values of the organization. Students will develop an understanding of the critical business implications for human resource professionals today. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may...
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...INTRODUCTION This paper presents the research findings on the practice of Human Resource Development (HRD) in Australia. HRD can be defined as a set of systematic and planned activities design by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. The paper also highlights the challenges in the development of the HRD in the country such as the alignment of training and development practice with the business strategy, the unfocused and not strategic training, and lower level of resource allocator in this field. The implication of HRD by the means of globalization also has been stated in this paper. The later section of this paper identifies the strategies that are capable of overcoming the stated challenges. Such strategies are engaging to national vocational education and training (VET) system, and developed specific roles that can help the HRD practitioners to develop HRD field. Involvement of HR professional’s association members will also be crucial. The Australian government also participates to develop strategies by introducing the Training Guarantee Administration Act 1990, principally to raise Australia’s international competiveness. Australian organizations also involve by improving generic skills needed by the workers to perform well in the workplaces of the future. 1.0 HUMAN RESOURCE DEVELOPMENT IN AUSTRALIA In recent years, the rise of Human Resource Development (HRD) in Australia...
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...1. Introduction This seminar paper deals with the Learning and Development Strategy of Dashen bank vis-à-vis the best practices and best fits recommended by scholars in the field. Our assessment covers the literature review analysis on the best practices and best fits as provided by the tool kits. We have also reviewed the Dashen bank’s business as well as Human Resources Management Strategies, HR Training Policies and Procedures and the Bank’s Profiles. The paper presents the literature review in the first part and analysis of the Bank’s strategy in general and learning and development strategy in particular based on the tool kit as advised by the instructor in the second part. The final part presents conclusions and recommendations. 2. Objective The purpose of this term paper is to evaluate the human resources learning and development strategy at Dashen Bank SC against the contemporary theories and recommendations and best practices prescribed by scholars and practitioners. The evaluation mainly applied the strategic human resource management tool kits as recommended by the course instructor. 3. Limitations Since the paper deals with the strategic issues of the Bank which is a confidential document to the Organization we were constrained freely examine and discuss the paper as we wish. 4. Literature Review STRATEGIC HUMAN RESOURCE DEVELOPMENT (SHRD) involves introducing, eliminating, modifying, directing, and guiding processes in such a way that all individuals...
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...Assignment 1: Literature critique An exploration of the impact of strategic international human resource management on firm performance: The case of Foreign MNCs in China By Chanzi Bao, Robert and UK Farhad Analoui, Robert Gordon University. 2011 Overview of the article’s content The paper reports the intensive competition arising from globalisation requiring MNCs to seek low cost, innovation, speed and adaptability and the need to manage their human resources globally and strategically in order to become a source of competitive advantage. The authors state that there is a need to manage human resources strategically so that they become source of sustained competitive advantage (Wright and McMahan, 1992; Boxall and Purcell, 2008). And that this has led to the evolution of strategic international human resource management (SIHRM), which not only acknowledge the need of balancing global integration and local responsiveness (Evans et al., 2002), but to seek strategic fit between HR policies and business strategy in order to achieve superior business performance. The researcher’s paper focus upon China with reference to foreign MNCs’ operations and the challenges faced from the dual pressure of balancing globalisation and localisation. Arguing that by combining the concept of SHRM with IHRM it identified a new research area of SIHRM which addressed the HRM issues and activities resulting from, and impacting on, the strategic activities and international concerns of MNC’s, that...
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...HUMAN RESOURCES Conference Paper Abstracts A CHANGE RECIPIENT PERSPECTIVE ON TRAINING AND COMPETENCE DEVELOPMENT DURING ORGANIZATIONAL CHANGE Olsen, Trude Hogvold; Harstad U. College; trude.olsen@hih.no Stensaker, Inger G.; NHH Norw.Schl of Economics and Business Adm.; inger.stensaker@nhh.no As organizations change and adapt to pressures in the external and internal environment, managers and employees are required to learn new competencies and skills. Ideally, new skill requirements should be identified and developed early in the change process in order to ensure that managers and employees are ready to face their new tasks and roles when the changes are implemented. However, despite good intentions at the top management level, employees and middle managers often report uncertainty and a lack of the necessary skills required to implement change. In this paper, we report from a qualitative study of two planned organizational change initiatives in the public sector. The changes involved new work tasks and managerial roles for a group of middle managers. Although the skill requirements appeared to be clear and formal training was initiated, a number of uncertain and ambiguous issues emerged among the change recipients. We examine the types of uncertainty and ambiguity that emerged and how change recipients attempted to handle these challenges. Our findings suggest that although necessary and important, formal training procedures are not adequate for resolving competence-related...
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...www.ccsenet.org/cis Computer and Information Science Vol. 4, No. 2; March 2011 The Impact of Human Resource Information System on Strategic Decisions in Iran Hassan Rangriz (Ph.D) Assistant Professor, Department of Management, School of Economic Sciences No. 66, Roudsar Ave, Hafez Ave, P. O. Box: 15875-1111, Tehran, Iran Tel: 98-912-226-2026 E-mail: hassanrangriz@yahoo.com Javad Mehrabi (Ph.D) Assistant Professor, Faculty of Management & Accounting, Islamic Azad University Qazvin Branch, No. 1, Daneshgah Ave, P. O. Box: 34185- 1416, Qazvin, Iran Tel: 98-281-3675-787 E-mail: mehrabijavad@yahoo.com Alireza Azadegan (M.A.) Researcher, Tehran, Iran Tel: 98-912-8158675 E-mail: Azadegan1981@yahoo.com Abstract Purpose – The purpose of this paper is to examine the impact of Human resource information system (HRIS) on strategic decisions. Design/methodology/approach – The papers develops a research model based on current literature and then test this model in Mellat and Parsian banks selected from 19 banks with 18000 branches, public and private sectors in Iran. Statistics society consists of 172 persons include assistant of general managers in both personnel affairs and welfare and domestic payments department in Mellat bank, and also professionals, managers and deputy of personnel affair and department of organisation and methods in Parsian bank. The sample size provided based on "Cohan- Morgan- Korjsay" is 108...
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...Introduction This paper entails the critical analysis on the Global Mining (GM) case study whereby the human resource (HR) related issues are identified through GM’s problems and a provision of 3 HR strategies targeting at 3 key HR issues. This paper also address the possible implementation challenges that GM may face so as to mitigate them. However, detailed implementation approaches of these strategies are beyond the scope of this paper. HR Strategies There are growing evidence of positive impact HR strategies have on organisational effectiveness and performance (Boselie, Dietz and Boon 2005; Combs et al. 2006; Guest et al. 2003; Huang 2000). Lee, Lee and Wu (2010) quoted Mondy et al. (2002) on the boundary of HR strategies to include five key functions: staffing, human resource development, compensation and benefits, safety and health, and employee and labour relations. Based on Lee, Lee and Wu (2010)’s own study, which extended Mondy et al. (2002)’s HR strategies to include teamwork, HR planning, performance appraisal and employment security, they concluded that HR strategies do attribute to a company’s performances. The espousals of HR strategies are critical in motivating employees’ commitment towards corporate’s strategic objectives (Buller and McEvoy 2012). GM’s HR Director, Susan Maffat, commented on unclear HR strategy offers an indication of GM’s poor or ineffective/inefficient HR strategies. The following problems currently faced by GM are the manifestation of...
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...History of HRM The way we work currently is very much ingrained to our industrialized past and nevertheless we are still often exhausting our 19th century methods in the 21st century organizations. As we read on throughout this paper we will be analyzing and outlining the workforce shifts in types of the jobs during the past hundred years and also what implications have these shifts created for today’s human resource managers. One hundred years ago, as the 19th century drew to a close by; Americans in every main city were undergoing the manufacturing uprising, which radically changed their way of work. Small, home based companies shut their doors, and fathers and sons went out to work in the plants. Self-governing artists who presented tailored things and amenities to their resident populations traded in their line of work to work in factories, where work was separated into modest responsibilities accomplished by teams of both man and machines. With the industrial revolution, the community closeness and tailored business associations that categorized work were substituted by segregation, bulk assembly, and measured system of government. Back in 1981, Dolly Parton sang about ‘working nine to five’. Now, we are in an age where a labor force can work together across time zones with people they may never encounter in person. We can be functioning with someone in another country at 10pm and then another person in another country at 6am. So nine to five just doesn’t live true...
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...Head: TOURISM IN DEVELOPING COUNTRIES Ethical implications of tourism in developing countries Emily McIntyre 3378148 September 26, 2006 TREN 3P12 Sonya Graci Introduction: Tourism is instituted in ad hoc fashion, with little regard to appropriate socio-ecological planning. This paper outlines the ethical implications of tourism in terms of the social and political, environmental and economical issues in developing countries. All resolutions for these implications, follow the Global Code of Ethics for Tourism (GCET) which is a set of principles whose purpose is to guide stakeholders in tourism development: central and local governments, local communities, the tourism industry and its professionals, as well as visitors both international and local (UNWTO, n.d.). Background on the industry: In general, tourism occurs in developing countries, because businesses have adopted a development-oriented perspective. The emphasis is on development (use) in order to reach optimal economic gain by extractive use of resources rather than protection and preservation (Fennell, 2002). There has been a trend in humans, to take on the role of being bad rules, by trying to exploit and dominate for short-term personal gain at any expense (Peterson, 1996). It is a harsh reality that there are a significant lack of resources for effective management of visitors and the environment (Fennell, 2002). Therefore, resource management is a critical issue that needs to...
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...Journal of International Business and Cultural Studies Human resource accounting and international developments: implications for measurement of human capital Maria L. Bullen Clayton State University Kel-Ann Eyler Wesleyan College Abstract Human Resource Accounting (HRA) involves accounting for expenditures related to human resources as assets as opposed to traditional accounting which treats these costs as expenses that reduce profit. Interest and contributions to growth in HRA have been evident in a number of countries. The strong growth of international financial reporting standards (IFRS) is an indication that the environment for international financial accounting is one that potentially encourages the consideration of alternative measurement and reporting standards and lends support to the possibility that future financial reports may include nontraditional measurements such as the value of human resources using HRA methods. Keywords: Human Resource Accounting, Human Capital, Intellectual Capital, International Accounting, International Financial Reporting, International Financial Reporting Standards Human Resource Accounting, Page 1 Journal of International Business and Cultural Studies Introduction Human Resource Accounting (HRA) involves accounting for the company’s management and employees as human capital that provides future benefits. In the HRA approach, expenditures related to human resources are reported as assets on the balance sheet as opposed to the...
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...Benchmark - Research Critique Part 2 View Rubric Due Date: Apr 19, 2015 23:59:59 Max Points: 150 Details: Prepare a critical analysis of a quantitative study focusing on protection of human participants, data collection, data management and analysis, problem statement, and interpretation of findings. The quantitative research article can be from your previous literature review or a new peer-reviewed article. Each study analysis will be 1,000-1,250 words and submitted in one document. As with the assignments in Topics 1-3, this should connect to your identified practice problem of interest. Refer to the resource entitled “Research Critique Part 2.” Questions under each heading should be addressed as a narrative, in the structure of a formal paper. You are also required to include an Introduction and Conclusion. Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. You are required to submit this assignment to Turnitin. Submit the assignment along with an electronic version of the article used for the analysis. If an electronic version is not available, submit a clean unmarked copy of the article. NRS433V.v10R.ResearchCritiquePart2Guidelines_student.docx ------------------------------------------------- ...
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...Sustainability is of increasing significance for businesses, communities, and national economies around the globe. Sustainability addresses economic, environmental, and social issues, but it also incorporates cultural dimensions. In the face of globalisation, societies seek to preserve their cultural values and community identity, while still participating in the global economy. In New Zealand the importance of sustainability issues has been recognised by central and local government policies, environmental and economic development agencies, and business leaders. Two of the active business groups focusing on these issues are the New Zealand Business Council for Sustainable Development (NZBCSD) and the Sustainable Business Network (SBN). Waikato Management School is working in partnership with both of these key business groups on sustainability projects and events. The aim of these initiatives is to develop and share insights on sustainable economic development and sustainable enterprise success. The Waikato Management School is distinctive in its commitment ‘to inspire the world with fresh understandings of sustainable success’. These fresh understandings will be achieved through our high quality research that can influence policy makers, excellent teaching, through the knowledge and values our graduates take into the workforce, through our continued consulting with business and the outstanding experiences offered to everyone who connects with the School. We see education...
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...Reference journal for getting an Idea on how to write the term paper. Journal of Industrial Engineering and Management is a semestral, open access scientific journal that publishes theoretical and empirical peer-reviewed articles, which contribute to advance the understanding of phenomena related with all aspects of industrial engineering and industrial management. JIEM includes contributions, but not limited to, in the following fields: (1) Production, Logistics, Quality, and Operational Research; (2) Information Systems, Technology and Communication; (3) Industrial Economics and Regional Development; (4) Management, Organizational Behaviour and Human Resources; (5) Finance, Accounting and Marketing; and (6) Education, Training and Professional Skills. Term Paper can focus on Mapping new frontiers in emerging and developing technology areas in research, industry and governance.. Some Abstracts which emphasis on the Technology and Marketing. These are abstracts of articles which are already published. These are for your reference and you can start working in the same way concentrating on Technology and Marketing. * Trial-and-Error Marketing: The Role of the Customer in Tech Start-ups by Fabian Eggers, Deborah Brown McCabe Abstract: This paper explores the role of a customer- or product-centric focus in young technology firms decision-making and whether the behaviors of these firms differ from textbook marketing. rnData from depth interviews with founders of growth-stage...
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...Running head: Decisions in Paradise Part II 10 October 2007 Decisions in Paradise Part III As has been previously described in the first two parts of the Decisions in Paradise, various solutions and techniques have been developed for the company’s greater presence in the island of Kava. Developing the company and the people of the island without sacrificing the company’s goals and objectives is the main target towards success. This paper will focus on the implementation of the solutions mentioned in the previous paper. This will emphasize on the factors that affect the implementation process within the organization, resources and actions required for decision implementation, and ethical implications from stakeholders previously mentioned. Looking at the important factors that affect the implementation process within the company itself would be necessary. The main issue to be handled would be the implementation of the issues that has been analyzed and discussed. To be able to have an assistant towards the implementation, having a position on Office of Strategic Manager (OSM) with the purpose of coordinating decisions implementation the same way as the CFO coordinates with the budgeting process. The presence of the OSM in the company will provide a local manager to handle the implementation process of the decisions and coordinated the local company’s objectives more effectively while freeing the corporate office out of trouble. Other issues to handle...
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