...e-Recruiting Jerry Matthews Devry University Fall Quarter 2013 Dr. Julian Hernandez Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs. In this age of doing everything online, recruiting is no different. HR has had to adapt just as any other industry. One of the great things about online recruiting is that many of the services are free. HR professionals can utilize what is already at their fingertips like sites such as LinkedIn, Indeed, and Simply Hired. Some career websites however, require that the job posters adhere to strict criteria in order to post on the site. The career website Careerealism.com has the motto “every job is temporary” and that we all should have access to good career coaching (Influential, 2014). Anyone that wants to create a listing must meet the site’s demands for contributing tools, information, and resources to ensure readers get cutting-edge advice to help them with all aspects of career development (Influential, 2014). The website is very well known for providing regularly career tips, newsletters, live webinars and video tutorials all available around-the-clock (Influential, 2014). HR uses recruiting sites to evaluate skills, attract candidates and communicate benefits among other things (Gueutal & Stone, 2005). Utilizing these sites to recruit high-quality applicants is most definitely possible and also suggested if costs are a major...
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...Ready Aim Fire: At-Will Employment Name BUS 311 Date Instructor The at-will employment doctrine “employment at-will means that employers are able to terminate ones employment at any time, for any cause - with or without notice. (Rogers, S. 2012) was put into place to protect both the employee and the employer. By making the employment at-will both the employer and employee can void the contract at any time without repercussions. The "Employment At Will" Doctrine was created in the US in the late 1800's. This Doctrine was favored by employers since it gave them extreme freedom to run their business as they saw fit and protected them by the courts at the same time. As with most things that have too much freedom, abuses occurred that eventually gave rise to employee’s up-rising by joining unions. Due to this and the Civil Rights laws implemented in the 1960's, companies started documenting their policies regarding how, why, and when an employee could be terminated. The courts then held companies accountable for following their employee manuals which in recent times have made companies scrutinize their manuals very closely and frequently” (Butsch, R., & Kleiner, B. H. 1997) Many people assume that with the at-will doctrine being put into place would stop employers from taking advantage and still fire people at any time, whenever they felt like it leaving that employee floundering with unexpected loss of income. That assumption is only half right; the At-will doctrine...
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...Ready Aim Fire: At-Will Employment Jennifer Shanley Bus 311 The at-will employment doctrine “employment at-will means that employers are able to terminate ones employment at any time, for any cause - with or without notice. (Rogers, S. 2012) was put into place to protect both the employee and the employer. By making the employment at-will both the employer and employee can void the contract at any time without repercussions. The "Employment At Will" Doctrine was created in the US in the late 1800's. This Doctrine was favored by employers since it gave them extreme freedom to run their business as they saw fit and protected them by the courts at the same time. As with most things that have too much freedom, abuses occurred that eventually gave rise to employee’s up-rising by joining unions. Due to this and the Civil Rights laws implemented in the 1960's, companies started documenting their policies regarding how, why, and when an employee could be terminated. The courts then held companies accountable for following their employee manuals which in recent times have made companies scrutinize their manuals very closely and frequently” (Butsch, R., & Kleiner, B. H. 1997) Many people assume that with the at-will doctrine being put into place would stop employers from taking advantage and still fire people at any time, whenever they felt like it leaving that employee floundering with unexpected loss of income. That assumption is only half right; the At-will...
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...Becoming Global – Contracts & Offers Professor: Tonya Floyd LAWS 310 Devry University Table of Contents Introduction…………………………………………………………………………….. 3 Definition of Contracts…………………...........................……………………………… 3 The Greenleaf Manufacturing Proposal Analysis …………………………………………. 3 The Sunrise Ltd Proposal Analysis......................…………………………………………. 4 The Groupo Embraco Proposal Analysis.......................…………………………………. 4 Pros & Cons ...……………………………...........................................................………. 5 Domestic Sourcing……………………...........................................................………. 5 Foreign Sourcing…….......………………...........................................................………. 6 Contract Liability... …………………………………………………………..………... 7 Conclusion………………………………………………………………….…………... 8 Introduction Gloria’s business is going global and many decisions need to be made in order for her to fulfill her clientele’s needs. She needs to make decisions that make sense for her and her business. We will start by providing the definition of contracts and offers in our textbook, so we can have a clear idea of what we are about to discuss next. We will explore and analyze 3 different scenarios or proposals to suggest Gloria which one makes more sense for her business and her clients. Having the opportunity to expand her business and take it to the next level is definitively...
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...I had to make was whether to leave the Active Duty Army after seven years of service, or not. The first step in process was to identify what the issue or problem was. In this case, the issue was if I was going to stay in the Army, or let my contract expire and get out. After establishing the decision that was to be made, the next step in the process was to weigh the pros and cons of leaving, and the same for staying. The pros and cons list for leaving the military were derived from asking myself what will be the direct result on myself and my family, upon separating from the Army. Once that list was complete, I came up with a list of pros and cons for staying in the Army, based on what the direct result it would have on myself and my family. After completion of the pros and cons of both decisions, I sat down with my wife and we brainstormed ideas on what I could do to help minimize the cons in either situation. Then, we came up with an list of what was most important to least important for us and our future. This list enabled us to look at the pros of either decision, and determine which decision addressed the most important needs in our life and future plans. Now that both decision choices were broken down by pros and cons, it was easier to come up with a final choice on what to do. In the end, there were two factors that were at the top of the list the my wife and I had compiled. The first factor was our marriage. The second factor was my personal professional...
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...and had to call off for two consecutive days. The workers were informed when they returned to work; they were required to return to work with a doctor’s note certifying they were in fact sick. When Kelly returned to work she gave her boss the note. Later that evening the accountant visits Kelly desk to have her sign her leave slip. The leave slip was not completed properly by the accountant; Kelly quickly noticed she was being charged vacation days instead of sick. Kelly bought this error to her supervisor Mr. Higashi’s attention and he stated it was not an error because they are doing things the Japanese way since they are in Japan. Kelly became furious because she knew what her contract stated and that she was entitled to both vacation and sick leave days. She produced a copy of the contract to her boss and he hurried to a meeting. Kelly sat at her desk and contemplated her next move. She talked to the other foreign workers and said she was going to call the company who hired them. I will give suggestions for Kelly to properly negotiate her reasons for being granted the use of her sick leave instead of being charged vacation leave. I relate my suggestions to framing and to effective communications in the workplace. I will outline the importance of communication when you negotiate effectively. Outline the negotiation phases and provide an example of actions to take in each phase and explain why these actions would facilitate a successful negotiation. In negotiation...
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...Introduction This topic will explore if Affirmative action is still necessary in the 21st century. Affirmative Action is the encouragement of increased representation of women and minority group members, in employment. It has been commonly referred to as a positive discrimination policy or program designed to counter discrimination against minority groups and women in areas such as employment and education (dictionary.com). “Pro” position There are several reasons to justify Affirmative Action. It was developed to assist society’s less-advantaged members by promoting affirmative action policies is to remedy the effects of past discrimination. Along with the use of the Affirmative Action policy there is the recognition that wrongs have been committed in the past and acknowledgment that there is a moral obligation to set things right (pros and cons). African Americans are not the only, or even the main beneficiaries of affirmative action. There are a wide range of groups that have benefited from Affirmative Action. Some of the groups include women, Native Americans, Arab Americans, Latino/as, Asian Americans, and African Americans. According to the United States Department of Labor, it found that white women are the primary beneficiaries of affirmative action (aapf.org). “Con” position The opposing view point states that it is reverse discrimination. Those opposed of affirmative action do not contest the moral obligation to remediate past harm. Their objection lies with the...
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...reflect intrinsic type of rewards. Extrinsic rewards are tangible and take both monetary and nonmonetary forms. * Role of the HR unit in compensation * Internal equity * External equity * Meet/lag/lead strategies * FLSA * Exempt / nonexempt * 5 categories of exempt employees * Overtime * Training & travel time * Independent contractors * How to classify * Tax implications for employers / employees * Market pricing and pros/cons * Pay grades * Red/green circle employees * Pay adjustments (e.g. seniority) Chapter 12 – Incentives * Variable pay philosophy * How variable pay motivates employees * 3 categories of variable pay * Types of individual incentives * Gainsharing and how different from profit sharing * 3 types of commission pay plans and which is the most common * Examples of performance incentives * Why incentives should be tied to organizational goals * Pros/cons of bonuses vs. merit pay Chapter 13 – Benefits * why employers offer benefits * flexible benefits * adverse selection * employee choice in benefits selection * personal statement of benefits * legally required benefits and discretionary benefits * workers’ compensation / unemployment / severance * recent trends in healthcare insurance * HMO / PPO / POS * Health savings...
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...Cons Higher wage rates – When you use temporary workers, expect to pay between 15-20% more for their hourly salary. This is because you are not only paying the employee a fair wage, but the staffing agency includes their fees in this rate. While this may seem high, remember that the temp worker may only be on staff for a few days to a few months, and you will be able to hire the temp when this contract expires, reducing this hourly rate. Contract buyout fees – If you decide you have found a perfect fit with a temp and you want to keep him or her on staff permanently, you are generally entering what’s called a “contract buyout” phase. During this time, you can either wait out the time period of the contract or snag the employee now buy paying the difference in their salary for the remaining contract time period, Inability to build teams – Unfortunately, many times permanent employees view temps as just that – a barrage of warm bodies who have no real value to the overall team. Temps may not be treated with much respect by others, and they may even be perceived as a potential threat by long term workers who have grown to be less motivated. Possible lack of commitment – An issue with few temps is that they may not seem as committed to the business objectives as permanent employees. This is really on a case-by-case basis and how the temp is treated on the job, if there are opportunities offered for long term work, and if they have good overall work ethics. Reliance on agency screening...
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...Smyth vs. Pillsbury 1996 The Smyth v. Pillsbury 1996 case is one concerning cyber law. The plaintiff, Smyth, stated he was wrongfully terminated by The Pillsbury Company due to public policy and the right to privacy. Smyth utilized the company’s email system and sent emails to his supervisor from home. These emails contained “inappropriate and unprofessional” comments concerning the defendant. (Michael A. Smyth v. The Pillsbury Company, 1996). The courts found that the termination was not violating any privacy laws. The courts applied the case of Borse v. Piece Goods Shop, Inc. 1992 to the Smyth case. In the Borse case, the courts found that someone who intentionally intrudes on another either physically or by some other manner, which concerns their private affairs, to be held liable if this intrusion is considered highly offensive to any reasonable person. (Sarah Borse vs. Piece Goods Shop, Inc., 1992). The email communication between Smyth and his supervisor was done voluntarily by Smyth, he had done so on his own free will. The second assumption by the courts is that there is no assurance that emails sent over the company system would not be interrupted by others. The third notion is the email system is used companywide so the expectation of these staying private is lost. (Samson, 2013). The courts stated that the interested of the company preventing illegal activity, inappropriate and unprofessional comments over the email system outweighs the privacy interest of any...
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...them to encourage workers to work more efficiently. This results in higher productivity, increased output, and ultimately higher profits. Motivation theories People work very hard when they are working for themselves. When they work for other people, less so. Managers have been looking into what makes employees contribute their fullest to the company and these studies have resulted three main theories of motivation. F.W. Taylor Theory: ‣Money is the main motivator. ‣If employees are paid more, they will be motivated to work more. ‣Work is broken down into simple processes, and more money is paid which will increase the level of productivity an employee will achieve. ‣The extra pay is less than the increased productivity. Cons: ‣ Workers are seen rather like machines, and this theory does not take into account non-financial motivators. ‣ Even if you pay more, there is no guarantee of a productivity rise. ‣ It is difficult to measure an employees output. Maslow Theory: Maslow created what is known as the hierarchy of needs. In this diagram, there are 5 different types of motivation: ‣Level 1 - Physiological needs: basic requirements for survival. ‣Level 2 -Security needs: the need to by physically safe. ‣Level 3 Social needs: the need to belong and have good relationships with co-workers. ‣Level 4 Esteem needs: the need for self-respect and to be respected by others. ‣Level 5 Self-actualization needs: the need to reach your full...
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...Consensual Relationship Agreement: Pros and Cons Esosa Dickey Organizational Behavior/520 April 13, 2012 Dr. Lila Jordan Consensual Relationship Agreements: Pros and Cons Avoiding the mixture of business and pleasure has been an age-old mantra in which many have sworn by. Yet, in today’s workplace, there are many who have made the decision to pursue and maintain interoffice relationships. This is likely attributed to the record number of working women currently in the workforce, high divorce rates, longer working hours and increased dedication to the job. Across nearly every industry and organization, corporate will has attempted to minimize the inevitable wave of affection and affairs by means of frowning upon its existence, legislating, transferring, firing and revising handbooks and company policies (Sills, 2008). Why? Possibly to avoid major disruption in the workplace related to social, professional and financial conflicts. As a result, several companies have developed consensual relationship agreements (CRAs). Hellreigel & Slocum (2011) define CRAs as written contracts in which involved parties acknowledge their relationship as voluntary and consensual, agree to abide by workplace policies, and agree to avoid behaviors that could potentially offend or influence each other or fellow employees. The benefits and ramifications of implementing such an agreement have been highly debated by both employees...
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...………………………………………………………….6-8 The People for Affirmative Action ……………………………………………………………8-9 The People against Affirmative Action ……………………………………………………...10 The Benefits of Affirmative Action ………………………………………………………….10-12 The Cons of Affirmative Action ……………………………………………………………..12-14 Conclusion (My Opinion) ……………………………………………………………………14-15 References ……………………………………………………………………………………16 Abstract Affirmative action has been the topic of some debate because people wonder if it has outlived its usefulness. It is a very controversial topic. This paper will address this issue, is affirmative action still needed in today’s world? This paper will tell what affirmative action is, the history, the legal history of it, the people for it, the people against it, the benefits of affirmative action, the cons of affirmative action, and finally how I feel about affirmative action What is Affirmative Action? Affirmative action is only applied to those who have 15 or more employees, or a government contract of fifty or more employees or a contract over $50,000. The following summary describes affirmative action: Born of the civil rights movement three decades ago, affirmative action calls for minorities and women to be given special consideration in employment, education and contracting decisions. Institutions with affirmative action policies generally set goals and timetables for increased diversity – and use recruitment, set-asides and preference as ways of achieving those...
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...Consensual Relationship Agreements BUS 520 April 3, 2012 Abstract This report will examine the issue of consensual relationship agreements (CRA), also known as love contracts, within the workplace. It will define what a CRA is, and argue for the use of CRAs in the workplace and argue against the use of CRAs in the workplace. It will also address the ethical principles involved in the use of CRAs and offer another option to CRAs that would address workplace romances. Consensual Relationship Agreements or CRAs are known to some people as love contracts. Lawyers may define it as a liability of intimacy, and a U.S Military member will be familiar with the term PDA or Public Display of Affection. Regardless of which sector a person is employed, they may be subject to a company's policy on dating or consensually becoming involved in romantic relationships with other employees in their workplace. We can best define CRA's as a document, presented by human resources, and signed voluntarily by both employees, acknowledging a "consensual" relationship. This contract is to specifically state in writing, that a romantic relationship will not interfere with job performance, and reiterates the principles of the company's harassment policy. The agreement will require arbitration rather than a harassment grievance if for any reason the relationship ends, which protects the employer of any liability of any claim being presented at a later date...
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...performance review from her former paramour. In 2008, more than 13,867 sexual harassment claims were filed with the Equal Employment Opportunity Commission (EEOC) [->4] Maintain an antinepotism policy promulgated antinepotism policies, which prohibit spouses or relatives from working at the same company or more typically prevent employees from supervising or directing coworkers related to them by blood or marriage. Consensual Relationship Agreements Case Study Question 1 Argue for the use of Consensual Relationship Agreements (CRAs) in your current (or future) workplace. Answer Stephanie Losee and Helaine Olen, authors of "Office Mate: The ..[->5] so Dating and romance in the workplace is an interesting topic that will cause quite a discussion among many professionals and their coworkers. In the book titled Office Mate: The Employee Handbook for Finding and Managing Romance on the Job, 38% of employees ages twenty- five to twenty-nine have had an office romance (Losee & Olen, 2007, p. 55). Now, many individuals view office romances as an unavoidable trend as a result of people working together that share the same common interests (Losee & Olen, 2007). However, many people wonder what can be done to decrease the problematic situations that can arise when office romances occur in the workplace. A Consensual Relationship Agreement is a written contract that helps to address the issues created by office romances (Hellriegel & Slocum, 2011). This agreement acknowledges that...
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