...Labor Laws and Unions HRM/531 September 13, 2011 Professor Michael Weinsenberg, MBA. Labor Laws and Unions At a general level, the purpose of a union is to improve financial and other conditions of employment. Unions have flourished over the years in accomplishing these goals. More recently, they have experienced many challenges leading to membership losses. Currently unions are trying to reverse decline by placing workers in various industries such as casinos, museums, services. Several of positions include white-collar workers, physicians, nuclear engineers’ psychologists, and immigration judges (Cascio, p., 537, 2010). In 1943, TWU organized employees of the former Philadelphia Transit company. Local 234 won their first major victory for TWU outside of New York City. The local union was formed during the time of racial strife and the TWU stood by its record and strong dedication to racial equality to represent African American trolley operators. However, TWU local 234 represents more than 5,000 workers at the Southeastern Pennsylvania Transportation (SEPTA). Upper Darby Municipal and Eden’s Paratranist employees are included. Local 234 established a name for themselves by getting the job done at contact time. Therefore, the members show pride for the indispensable service they provide to their communities (www.twu234.org). One union that has proven its presence in the City of Philadelphia as well as nationwide branch is the Transport Worker Union...
Words: 1557 - Pages: 7
...Human Resource Department Role in HealthCare Alysha M. Rivera HCS/341 August 20, 2012 Teletha Leonard Let’s start by explaining what the human resource department/management role is any organization. The human resource department employees, handles organizational developments, motivates employees, trains existing and new hires, performance management, communication, benefits, wellness and safety. When it comes to the human resource department in the healthcare industry they handle some of the same things. The differences is that the human resource when it comes to healthcare is more complex in health care the HR department role is physician and nurse recruitment, personnel management, training and performance monitoring, counseling, state and federal regulation education, workplace safety and sanitation, claim handling and labor mediation. Human resource management role in the healthcare industry is to improve quality and satisfaction of the patients in their organization those are their primary goal. Also when working for a human resource department in the healthcare industry HR has to deal with many different departments and helping each reach their goals. In recruiting and selecting an individual for a position in the healthcare industry the human resource management team must select carefully. HR has to make sure to hire the most qualified individual for the position because to hire a person that is under qualified can lead to a big liability issue for the...
Words: 760 - Pages: 4
...“I am one or two days away from death; they will shoot me dead, thus if you give birth to a son please name him after me.” ----An Eritrean victim of human trafficking from The Sinai Desert INTRODUCTION This paper examines the issue of human trafficking as it relates to human security in the Horn of Africa. Trafficking takes place by criminal means through the threat or use of force, coercion, abduction, fraud, deception, abuse of positions of power or abuse of positions of vulnerability. Further, it relates to all stages of the trafficking process: recruitment, transportation, transfer, harboring or receipt of person. An agreed definition of human trafficking exists under Article 3 of the “Palermo Protocol” on trafficking in persons which went into effect on 25 December 2003. This internationally agreed definition focuses on exploitation of human beings – be it for sexual exploitation, other forms of forced labor, slavery, servitude, or for the removal of human organs. Trafficking is not just a transnational crime across international borders; the definition applies to internal domestic trafficking of human beings. In the Horn of Africa (HOA), both cross border and internal trafficking of women and children is prevalent. For example, in Ethiopia, children are being trafficked into armed conflict where it is reported that over 20,000 of them have been victims. Almost all of the countries in the region have been identified as sources, transit points or destination...
Words: 7776 - Pages: 32
...Abstract Human Resource Management is defined as the process of hiring and developing employees so that they become more valuable to the organization (Mondy, Noe, & Gowan, 2005). This is a central and strategic organizational activity but at the same time of increasing complexity and importance. It includes recruiting the right people for the job, orienting and training, planning personnel needs, managing wages and salaries, providing benefits and incentives, conducting job analyses, evaluating performance, communicating with all employees at all levels, and resolving disputes. Acquiring an overall view of Human Resource Management with respect to integrating new knowledge includes explanation and examples. I will review, present, and explain in this essay that in all companies, proper management of human resources is vital to being a successful business; human resources must be a critical department within the functional area of an organization. The basic purposes of this essay is to emphasis and culminate the principles of Human Resources Management by describing the application of the knowledge learned in the field of human resource management, with emphasis on six areas: EEO and Affirmative Action, Human Resources Planning, Recruitment, and Selection, Human Resources Development, Compensation and Benefits, Safety and Health, and Employee and Labor Relations. However, for this knowledge to be relevant...
Words: 1922 - Pages: 8
...Human Resource Management Roles Sheilah Schmidt HCS/341 March 24, 2014 Gregory Kennedy Human Resource Management Roles According to the Bureau of Labor Statistics (2014), “human resource managers plan, direct, and coordinate the administrative functions of an organization” (p. 1). Managers also oversee recruiting, hiring, and interviewing new staff, and plan strategically. Human resource health care manager have specific roles. A human resource management’s roles in the health care industry include, staffing and placement, legal research on health care, management of employees, and decision-making (Russell, 2014). Human resource functions include employee relations, employment, records, benefits, compensation, human resource strategic planning, organizational design, performance management, human resource development, organizational development, and employee health program (Wolf, 1989). Staffing and Placement Employment involves services of people through recruitment, selection, placement, and orientation for the operation of the organization. According to Gómez-Mejía (2010), “recruitment is the process of generating a pool of qualified candidates for a particular job.” “Selection is the process of making a “hire” or “no hire” decision regarding each applicant for a job” (p. 161). There are challenges in the hiring process. If poor hiring decisions have been made, additional training may never be reached; inaccurate information may be given to customers, and employee...
Words: 708 - Pages: 3
...of St. Louis Missouri announced its plans to relocate its manufacturing and assembly operations by constructing a new plant in Ridgecrest, Mississippi. The firm, a major producer of pickup campers and camper trailers, had experienced five (5) consecutive years of declining profits because of spiraling production costs. The costs of labor and raw materials had increased alarmingly, utility costs had gone up sharply, and taxes and transportation expenses had steadily climbed upward. In spite of increased sales, the company suffered its first net loss since operations begun in 1982. When management initially considered relocation, it closely scrutinized several geographic areas. Of primary importance to the relocation decision were the availability of adequate transportation facilities, state and municipal tax structures, an adequate labor supply, positive community attitudes, reasonable site costs, and financial inducements. Although several communities offered essentially the same inducements, the management of Southern Recreational Vehicle Company was favorably impressed by the efforts of the Mississippi Power and Light Company to attract “clean, labor-intensive” industry and the enthusiasm exhibited by state and local officials, who actively sought to bolster the state’s economy by enticing manufacturing firms to relocate within its boundaries. II. Definition of the Problem • The spiraling production costs o Rapid growth of labor and raw materials costs. o Utility...
Words: 695 - Pages: 3
...Human Resources Generalist Job Description & Specifications Human Resource Generalist will plan, organize, direct, and evaluate the operations of human resources and personnel departments in a team structured, non-unionized organization. Develop and implement policies, programs and procedures regarding human resource planning, recruitment, training and development, pay and benefit (including bonus and incentive) administration. Represent management and participate actively on various joint committees to maintain ongoing relations between the owner, managers and employees in a flexible, family-oriented work place. Responsibilities: • Plan, organize, direct, control and evaluate the operations of human resources or personnel departments • Plan human resource requirements in conjunction with other departmental managers and owner • Administer employee development including health and safety programs • Strategic partner in organizational effectiveness. Assist in workforce planning; identify the quantity and category of employees required to meet goals • Advise managers on interpretation and administration of personnel policies and programs • Co-ordinate internal and external training and recruitment activities, including job analysis and job designs • Develop and implement labour relations policies and procedures • Organize and conduct employee information meetings on employment benefits and compensation • Review the classification...
Words: 476 - Pages: 2
...LIR 858 Alsadeg 1 Hussain Alsadeg Labor Relations Practice in Business and Employee Involvement The Industrial Relations approach to managing the employee/employer relationship has been losing the battle against the Personnel Management school practices. Most integral to the recent personnel management approaches is Employee Involvement. “Fifty-two percent of employees in the Workplace Representation and Participation Survey reported that some form of employee participation program operates in their workplace and 31 percent indicate that they participate in an employee involvement program” (Commission on the Future of Worker-Management Relations). Employee Involvement and empowerment practices are thought to weaken labor unions; as the approach to rewards and empowerment is distributed to individuals instead of being collectively bargained. While employee involvement has demonstrated to bring enhanced productivity and effectiveness, there is concern that employee involvement programs violate Section 8(a)(2) of the NLRA; this section of the law states: “Sec. 8. [§ 158.] (a) [Unfair labor practices by employer] It shall be an unfair labor practice for an employer--(2) to dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it: Provided, That subject to rules and regulations made and published by the Board pursuant to section 6 [section 156 of this title], an employer shall not be...
Words: 3155 - Pages: 13
...Introduction Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources. Consequently, HRM encompasses efforts to promote personal development, employee satisfaction, and compliance with employment-related laws. To achieve equilibrium between employer and employee goals and needs, HRM departments focus on these three general functions or activities: planning, implementation, and evaluation. The planning function refers to the development of human resource policies and regulations. Human resource managers attempt to determine future HRM activities and plan for the implementation of HRM procedures to help companies realize their goals. Implementation of HRM plans involves four primary activities: acquisition, development, compensation, and maintenance. Acquisition entails the hiring of workers most likely to help a company attain its goals. The development function encompasses the training of workers to perform their tasks in accordance with company strategy. This activity also involves company efforts to control and change employee behavior via reviews, appraisals, incentives, and discipline...
Words: 5409 - Pages: 22
...Human Resources Generalist Job Description & Specifications Human Resource Generalist will plan, organize, direct, and evaluate the operations of human resources and personnel departments in a team structured, non-unionized organization. Develop and implement policies, programs and procedures regarding human resource planning, recruitment, training and development, pay and benefit administration. Represent management and participate actively on various joint committees to maintain ongoing relations between the owner, managers and employees in a flexible, family-oriented work place. Responsibilities: • Plan, organize, direct, control and evaluate the operations of human resources or personnel departments • Plan human resource requirements in conjunction with other departmental managers and owner • Administer employee development including health and safety programs • Strategic partner in organizational effectiveness. Assist in workforce planning; identify the quantity and category of employees required to meet goals • Advise managers on interpretation and administration of personnel policies and programs • Co-ordinate internal and external training and recruitment activities, including job analysis and job designs • Develop and implement labour relations policies and procedures • Organize and conduct employee information meetings on employment benefits and compensation • Review the classification and rating of positions within...
Words: 472 - Pages: 2
...the emergence of the practice of the division of labor and the emphasis on specialization, factories and company-owned industries had to employ hundreds and thousands of workers whom the owner or the manager does not know personally. The relationship between the entrepreneur (capital) and the workers (labor) is remote and impersonal, so lacking the “human touch”. Sociologist are intensely interested in the study of the interactive and interrelation between the employer and the employee and between an employee as he relates with other employees. Since, the worker is not a mere ”machine” but a human being, he has to satisfy his social needs. Workers do not confine their lives only to their place of work. They have families. And as communities were formed, large industries eventually surfaced. Status, roles and social mobility, as well as social organizations and social interrelationships, are important aspects of community life. This community situation, both inside and outside the factory, has given rise to an important development in sociology which many refer to as Industrial Sociology (Espiritu, 1979). This is also known as the organization of work. It is associated with organizational problems such as workers’ morale, productivity, absenteeism, and turn-over rates. However, its main concern is not how management can solve organizational problems. As discipline, industrial sociology has neither the pro-management nor pro-labor bias. The work, therefore, of the sociologist in...
Words: 3328 - Pages: 14
...overview of four areas of management theory: Scientific Management, Human relations Theory, Bureaucracy, and administrative science. Along with some background on where each theory came from. Scientific Management Frederick Taylor, with his theories of Scientific Management, helped mold our modern management styles. In the early 1900s, Frederick Taylor pushed for change from the personal management to a new idea of scientific management. Under personal management, a person in charge was chosen simply because they were smart and knew more and possible had more experience than the other guys. Taylor claimed that a group of ordinary men (cause at the time women were not allowed to be management), following a scientific method would outperform the personal management style. Taylor consistently sought to push the scope of current management and replace it with observations leading to the best practice. Following this philosophy he also introduced the efficient training of workers in the best process rather than allowing them to direct themselves through their daily tasks. He believed that a relationship between workers and management could develop and create the best possible working environment. Under these ideas Taylor further believed that the workload would be shared between the workers and management because management could handle the science and instruction and the workers could handle the labor, having each side of the team doing what they were best suited for...
Words: 1649 - Pages: 7
...explained that the organization is considering establishing a greater presents here that could take different forms, based on what is good for the company and good for the people. Kava was a country with lots of serious potential risk associated with it such as: disease, terrorism, which meant possible risk of money laudering, threat of natural disasters, volcanic eruptions, earthquakes. Over fifty percent of the people in Kava were under fifteen years of age. The organization would have to face lack of available employees due to age requirements. Also, there was a broad ethnic mix of indigenous South Pacific tribes, Asian, African, French, and Spanish. Communication would be tough. The positive side of Kava is that the labor is inexpensive quality labor and the country was full of natural resources. The government of Kava has asked the company to consider there island as a place to establish their business to help rebuild their...
Words: 1132 - Pages: 5
...chapter 2 Understanding Management’s Context: Constraints and Challenges Let’s Get Real: Meet the Manager Dana Robbins-Murray Account Director Caliber Group Tucson, AZ You’ll be hearing more from this real manager throughout the chapter. MY JOB: I am an account director for Caliber Group, a full-service marketing/PR firm. My main responsibility is to work with our clients to determine what type of marketing or public relations they need to create better brand awareness and increase sales for their business. BEST PART OF MY JOB: Working with a large, diverse group of businesses that each have their own unique competitive environment, products or services to sell, and management style. WORST PART OF MY JOB: Budgets. In business, as in life, there are always budget limitations that we have to work within and still accomplish our goals. BEST MANAGEMENT ADVICE EVER RECEIVED: From my first boss—handle each piece of paper once. In the age of electronic correspondence you can relate this to e-mails as well. Basically the idea is to try to handle everything the first time around, so as not to waste time and energy. It’s a hard mantra to practice but it’s worthwhile if you can do it, at least most of the time. LEARNING OUTCOMES * Contrast the actions of managers according to the omnipotent and symbolic views. page 44 * Describe the constraints and challenges facing managers in today’s external environment. page 46 * Discuss the characteristics...
Words: 1833 - Pages: 8
...RLAT Task 4 Labor Unions Historically, labor unions were created to protect the American worker from business management. Throughout the years, many laws have been enacted to protect the American worker and businesses. With the decline in our labor force and shrinking wages and benefits, do they continue to be relevant today? The story of American labor is dramatically relevant to today’s society. There are very little issues that is or has not been influenced by the labor’s organized efforts or lack of them. (Cahn, 1972) Labor organization in the mid-nineteenthy century was not new to America, and it was inevitable due to the working people being confronted by common problems causing them to unite their protection efforts. There was mutual aid or societies for masters, journeymen, and apprentices. They were usually founded to provide insurance against accidents and sickness. In 1801, an early labor organization announced the purpose of said insurance, and they were called the Society of Mechanics. Society or association was used in place of the word union representing a local organization of journeymen within a single trade. In the 1830’s the term trade union came in use, then later national and international which meant representing members in more than one country. Terms such as trade assemblies and central labor unions came in the 1860’s. The first permanent labor organization was founded when journeymen shoemakers of Philadelphia joined forces...
Words: 2917 - Pages: 12
