...Ethical Issues in Management Whilst society is essentially based upon performance and profit, it is not unusual to find that ethical issues abound in the process of the performance review. Social, moral, and economic pressures can also influence the ethical issues which are bound up in the performance review. To further complicate matters, there are often legal aspects that have to be considered, along with the ethical issues, that are influenced by the social, moral, and economic pressures, that are all bound up in the process of the performance review. It is hardly surprising that most managers and supervisors dread this part of their job. The following will describe a workplace example of the performance review process, including two ethical issues faced by the managers, the social, moral, and economic pressures that could influence the ethical issues, and some legal aspects faced during this process. Performance Review Process The Company, a successful retail corporation, has a policy of annual reviews for in store hourly employees on their anniversary dates. The reviews are on preprinted forms with number scores ranging from 1-poor to 4-excellent in twenty-five different categories. Annual raises are based on performance and the Company does not have an annual cost of living raise. Most in store hourly employees, in position for more than four years, will reach a raise cap for the position and then only receive a $0.05 an hour raise unless they have an excellent score...
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...NewCorp legal issues NewCorp does not have an in-house legal counsel and utilizes Team B staff members to serve as associate legal counsel. Primary responsibilities include advising and recommending courses of action to management covering a range of legal encounter scenarios. Team B members analyze each scenario and provide management with associated legal principles, potential liability concerns, and courses of action. During the past week the Team has received three scenarios and management wants a substantive collaborative effort within one week. Scenario One Pat has been working for three months when his boss discharged him with 30 days of severance pay, because of unsatisfied work performance. NewCorp Personnel Manual was provided to Pat upon his acceptance of employment. NewCorp personnel manual provides an outlined process for dealing with unsatisfactory job performance and provides a corrective action plan. Pat never was approached by his boss on any job performance issues (University of Phoenix, 2011). “Any divergent words or nonexistence of other legal clauses may demonstrate that the employer was obligated to have adequate cause prior to an employee's layoff or dismissal” (Employee Issues, 2009). The law has put limitations on employment at will as it is fallen into unpopularity because employees rely on the conjecture that they have an indispensable job safety provided to them through promises, measures, and policies that side with what is written in...
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...the Legal Aspects of Performance Management Ben France The importance of understanding the legal issues involved in performance management and the performance appraisal process have grown in the past few years as a result of the globalization of the world’s economy, and as a result of companies and organizations trying to become more productive at a lower cost. Most cases over the last few years have focused on the performance management process, and its ability to withstand legal scrutiny. Organization’s performance management systems are viewed as a test by the court system, and as they are used to make staffing decisions, merit decisions, and separation decisions, the systems themselves must be designed to minimize the chances of discrimination. In the present paper, the elements of the performance management system are examined as a foundation to help recognize the aspects of the process that are subject to litigations, and to help reduce problems that could result in legal disputes. In the Manager’s Guide to HR (Muller, 2009), the legal issues involved in the performance management process can be minimized by the proper planning, design, understanding, and actions involved in a well-designed process. “Proper preparation and structuring of a performance evaluation can transform it from a confrontation into a worthwhile collaboration between you, the employer, and the employee.” (Muller, 2009) The starting point of a legally sound performance management system...
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...that Contracts Management is up to date and monitored closely. The Contracts Monitor will be responsible for the complete maintenance and monitoring Contracts, created by the Contracted Legal Team. All issues related to Contracts will be reported to the Board and addressed by the Contracts Monitor. Any further non-compliance will be reported to the Contracted Legal team for further review. The Contracts Monitor, will need to work closely with the Contracted Legal team to monitor and create the following: • Authoring and negotiation • Baseline management • Commitment management • Communication management • Contract visibility and awareness • Document management • Issue and change management • Service level agreement compliance • Transaction compliance (Wikipedia.org, 2010) Authoring and Negotiation: The Contracts Monitor and the Contracted Legal Team will formulate, author and negotiate the Contracts for all elements of the pilot program. The legal documents will vary with each contract created. Contracts will include agreements with the Corporations, Contractors and Students. Baseline: The Contracts Monitor will monitor the baseline management of the service level agreements, including but not limited to: Accounting temp contracts, IT contracts, Human Resource Contracts, and Facility Contracts. The baseline will determine milestones in the contract, and the baseline requirements for each Contract entered into. Commitment Management: The Contracts...
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...at her work. In a meeting SAM walked off because of her poor health. The medical certificate has been filed with Human resource department when meeting was going to be held with me. Decision has been decided by supervisor, my Human Resources department and me to dismiss Sam on the basis of serious misconduct from Security Company by sending a registered mail to Sam’s personal mail address. SAM took an action by filling a case of unfair dismissal with Australia Industrial Relation Commission. SAM has won case of hearing because there was no evidence related to fair dismissal process of SAM. It was being analysed that due to poor management and loopholes in the Human Resources system. SAM won case and penalty was being paid to her. Company did not have any formal record about SAM‘s case, this can be high in running a company. After go through this issue, the company has realized that the first priority in this case would be creating a new disciplinary process which include ALRC Legislations, internal policies and procedures has to be enforced as soon as possible CONTENTS Introduction 1 1. Reasons why...
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...Human Resource Management Functions, Applications, Skill Development Robert N. Lussier Springfield College John R. Hendon University of Arkansas at Little Rock USAGE Los Angeles | London | New Delhi Singapore | Washington DC Detailed Contents About the Authors Preface xxiv xxv PART I. 21ST-CENTURY HUMAN RESOURCE MANAGEMENT STRATEGIC PLANNING AND LEGAL ISSUES 1 Chapter 1 The New Human Resource Management Process 2 SHRM 3 Why Study Human Resource Management? 4 HRM Past and Present 6 Past View of HRM 6 Present View of HRM 6 21st-century HRIi 8 HRM Challenges 8 The HRM Strategic View 9/ Technology and Knowledge 10 Labor Demographics 11 Productivity and Competitiveness Through HRM HRM Skills 12 Technical Skills 12 Human Relations Skills 13 Conceptual and Design Skills Business Skills 14 12 13 Line Managers' HRM Responsibilities 15 Line Versus Staff Management 15 Major HR Responsibilities of Line Management 15 HR Managers' Resonsibiiities: Disciplines Within HRW? 16 The Legal Environment: EEO and Diversity Management 17 Staffing 17 Training and Development 20 Employee Relations 20 Labor and Industrial Relations 20 Compensation and Benefits 20 Safety and Security 21 Ethics and Sustainability 21 HRM Careers 23 The Society for Human Resource Management Other HR Organizations 24 Professional liabiliy 24 23 The Practitioner's Model for HRM The Model 24 Sections of the Model 25 24 Trends...
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...Approach Management Simon Shackelford III HRM552 October 30, 2012 Simon Shackelford III Introduction This document will reveal various approaches management within law enforcement has taken in order to resolve common concerns within the workforce. These examples incorporate Employee Assistance Program, Organizational Reward System, Wrongful Discharge, and Performance Improvement Plan. Within the examples, the information will be made known is the quandary, the steps taken in the approach, and how the approach will be most successful. Employee Assistance Program Approach The issue is the employee needs support with his/her medical invoices after having cancer treatment and being hospitalized for two months. The approach to this problem will be through the Employee Assistance Program (EAP). An Employee Assistance Plan is an employee benefit that covers all or part of the cost for employees to receive counseling, referrals, and advice in dealing with stressful issues in their lives. These may include substance abuse, bereavement, marital problems, weight issues, or general wellness issues (Reh, 2012). This approach will assist law enforcement employees and their relatives with life challenges before the concerns affect their home life as well as their work performance. In order for the employees to receive assistance, he or she will need to inform the organization that assistance is needed. Once upper management and...
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...used. The approaches the company employs in propelling the information and the nature of effects that it produces in the company. Different forms of communication exist and each serves specific functions. These include but are not limited to those listed in the table below: Type of information | Example | Description | Purpose | Source | Verbal | Speech at a company gathering, communication between employees | Passage of a message using verbal means to a group within the company | The purpose of this form of communication is to ensure that a message is communicated in form of a speech. These may occur during a gathering or an avenue through which the passage of a message occurs using verbal means | Top management | Written | Business weekly reports, letters to the management, and letters from external bodies such as an auditor’s reports or letter | Based on the departments and their job roles within the company | The written reports provide support to communicating the weekly progress of the operations of the company | Department heads | On-screen | Price announcements and new product communication, internal announcements on meetings | Use of screens within the organization to provided for passage of information for internal use. These may also provide information to customers on new products and changes in prices. | The purpose of this form of communication is to pass a message on a short...
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...aRunning head: Employment Conflict Management Techniques Employment Conflict Management Techniques Roxanne Martz University of Phoenix Instructor Kenneth Hadzinski November 1, 2010 Employment Conflict Management FastServe Inc, a 25 million dollar company of branded sports apparel, recently opened two online marketing venues geared toward sports enthusiastic youth. With 350 employees, FastServe directed 10% of its workforce to the online distribution project. Using today’s technology, three D ‘Drape-n-see’ mannequins, attracted the attention of the intended audience, but the graphics were difficult to download and sales made didn’t cover the operating expenses of the new project. Management weighed all options and without an increase in revenue, decided to pull the plug on the project. In doing so, a reduction in the workforce was imminent. This would mean layoffs for three out of five employees. Of the five, two will be absorbed into the company. The metrics for the layoffs are based on new job definitions, skill sets, accountability, past performance, and productivity. Potential Conflict Identifications As a senior manager in human resources (HR) reporting to the vice president of HR, and given one-week to decide which employees to let go. For the company’s protection, a meeting with legal counsel before any employment discharge decisions can be made is a policy of FastServe Inc. Out of this meeting, three employees, Sarah Boyd, Jenny Mills and Brian...
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...Employee Handbook In this Employee Handbook, you will find our policies and procedures that are put in place to benefit both the employer and employee. The employee rules apply to all our employees and must be followed to maintain employment with the company. It will also cover the consequences and procedure that are in place to deal with any violations of the handbook. As with all things, we reserve the right to make changes as we see fit with proper notification to all employees. We may revise, add, or delete as necessary. If you need more information regarding anything in the handbook, please contact your Human Resource Manager. Privacy Rights Addressed Privacy will be honored on both the employer and the employee. All confidential material, such as your personnel file or payroll, will be kept private and only the necessary employees will have access. Any information that is released will be done on a need to know basis only. As an employee, it is your responsibility to maintain the privacy of our clients and any information you may receive throughout the workweek. You will also have information about our daily operations. These also are not to be shared with anyone. Depending on your position with our company, you may receive confidential information regarding other employees that is not to be shared with others. It is of highest importance that privacy is maintained during all aspects of work. Privacy Rights & Privacy Protection ...
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...water with low cost in comparison to its competitors. By providing high quality, the management wants to gain customer satisfaction and maintain a long term relationship with them. In order to achieve the objective of the company, Mapua also want to increase the performance level of the employees by motivating them and providing advanced technologies. Strategies and Tactics to achieve the Objectives ➢ The management should understand the need of market, by conducting a market analysis. Management should conduct a survey to understand the taste, quality and price preferred by the customers (Wexelbaum, n.d.). ➢ In order to promote its product the management should use attractive promotion strategies and communication technique. ➢ Every consumer should have the knowledge about the product of company. So the management should communicate about product in the market with the help of latest information technologies. The management should use internet, newspaper, television to advertise this product. ➢ Timing is also one of the important factors to implement various strategies and tactics. The management should evaluate the market needs and strategies of competitors on time. The management should communicate all the information within the company and in the market on time (Kazmi, 2008, pg. 256). ➢ In order to attract more and more customers and distributes its product the management can make a contract with other soft drink companies such as coca cola, PepsiCo, etc...
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...representation to assist Span Systems in meeting the agreed-upon deadlines. Recent schedule slips and concern over the quality of deliverables are an issue. Span Systems is on the verge of losing the contract, as today, Leon Ther, the C-S negotiator requested an immediate transfer of all unfinished code, and asserted the rescission of the contract (University of Phoenix, 2002). The situation is very critical, and the company needs to formulate a plan to convince C-S to reverse their position. As the result of a full review of the contract, several risks and opportunities for the company are identified below: Several major legal issues exist (University of Phoenix, 2002), brought on by C-S’s declaration that they require the immediate transfer of all unfinished code, their decision to rescind the contract, and the possibility that they have hired another IT firm to complete the project. This event raises several issues including intellectual property rights, changes to the end-user system and functional requirements, quality of deliverables, and timeline requirements. Assessment of the risks has identified several legal principles that either work against, or in favor of Span Systems, and are important to note for risk management as well as for defense going forward. The first legal principle is the minor breach of contract under substantial performance of contract. C-S claims that Span Systems deliverables in...
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...knowledge and highly qualified skills to carry out good management of the human resources within an organization. However, nowadays the management of human resources is affected by a lot of different factors which may consist of both the internal and external ones. The following report concerns on the issue of management training for magistrates’ clerks. First of all, it will give a brief introduction to the background of the organization. Secondly, the following report will outline the key issues that the management development needs to handle with. After the key issues and problems of the organization are identified, the people who will be attending will be analyzed in the following report. The relevant human resources strategies and methodologies will be illustrated to support the argument in the report. What’s more, a six month program will be designed and highlighted in the following report. In the end, a brief conclusion of the discussed points will be made. Introduction The following report focuses on the issue of human resource management in the Magistrates Courts Service. As a department for offering services, it shall have high effectiveness and efficiency so as to meet the demands of the public and ensure the productivity and performance of the organization. While the human resources play a significant role in the overall performance and productivity of an organization. However, human resources management is a complicated and...
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...helps your Human Resource team understand the things that your employees desire and require to make them as efficient and satisfied in their careers with your business. We do this by helping your team build processes and implementing the right benefit programs that govern the company/employee relationships. This is where teaming up with the right HR consulting firm can really count and make a difference. Some of the services that we offer are: • Recruiting/Staffing • Development of new employee orientation programs • Employee relations programs • Compliance of internal policies and procedures including analysis of current policies and procedures • Salary administration • Performance management programs • Oversight and development of the exit of employees including analysis of exit interviews • Legal regulations and policies related to employment • Assistance...
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...Noe A Munoz Mgmt 364 Columbia College Professor Douglas 28 April 2015 Tanglewood Case 6 (Interview) 1.) Although having a resume and validating all of the potential applicants KSAO’s are an important step in the hiring and candidate selection process, I feel that the most important part of the hiring process would have to be the actual job interview. According to Bianca Audra she claims that standardized interview procedures yield in hiring a better quality of candidates than performing unstructured interviews. I think that by increasing the number of test or the number of forms that candidates have to take or fill out for the position of store managers will not suffice nor yield better results. The method that Tanglewood currently uses to hire managers is similar to the method that is used to hire store associates. I feel that a change is required when it comes to the selection plan if Tanglewood expects to hire the best employees out there. The department manager position requires that the potential employees take on a greater responsibility, and perform their work more intelligently. So in order to accomplish that, and hire employees that will perform those types of duties, Tanglewood must tailor our selection methods to match the specific KSAO’s that are required for the position. The more closely we measure the applicants KSAO’s to match to what is required for the position at hand the better results we would produce. We cannot accomplish that if we continue...
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