...Fraternal Order of Police xxxxx HRM-531 February 20, 2013 Instructor: xxxx Fraternal Order of Police Unions provide the guidance to ensure organizations comply with employment laws. Managers who fail to treat workers with respect, or companies that view workers only as costs to be cut rather than as assets to be developed, invite collective action by employees to remedy these conditions (Cascio, 2010, p. 508). Today, organizations face numerous challenges with globalization, skill set shortages, and technological advances. These challenges pose enough issues without additional union intervention. This paper will discuss the effects that the union has on the Fraternal Order of Police (FOP). Unionization Process Labor unions are typically groups of workers and employees who bond together to change working conditions, get fair pay, and suitable working hours. Leaders are identified and an organizing committee representing all major departments. Also the racial, ethnic and gender diversity in the workforce is established. The end result of the union is a binding contract. This document is signed by the employers and the union leaders which convey everything from salary, hours, bonuses or disputes. The union acts on behalf of the employees “collectively” to influence and bargain with management or business. This collective bargaining is governed by federal and state statutory laws. Once the process is in place, collective bargaining begins with...
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...Performance management framework for Landslides Limousines HRM/531- Management Due: 10/19/2015 Instructor: Performance management framework for Landslides Limousines In a world of competitions, mergers and acquisitions, one constant fact remains; the quality of workforce as a major determining factor in a company’s success. Indeed, global competition has forced many companies to review their employee retention policies and strategies. In fact, talent acquisition and development have led to many business expansion while newly created companies are looking for the best model of talent retention. Our proposal to support Bradley Stonefield new business of Limousines services will be centered on diverse aspects of employee performance management. Mr. Bradley, many companies fail to align their business strategy with their workforce strategy but our recommendation will avoid this pitfall. Let us revisit the key business strategies of Stonefield Limousines Company. First, your exclusive use of a fleet of Hybrid and electric cars is a testament to your desire to have less impact on the environment and save the earth for future generations. Second, the use of technology as a way to secure rides helps Stonefield Limousines stay competitive in a market dominated by powerful ridesharing applications like Uber and Lyft. Third, the use of metrics to grade every single ride is a strategy at the heart of your customer service approach because the more data your business...
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...InterClean Merger Memo HRM 531 COMPANY MEMORANDUM To: Sales Supervisory Team From: Jane Doe, Sales Manager Date: ------------------------------------------------- Re: InterClean Merger ------------------------------------------------- Some uncertainty has been raised by the approaching merger between InterClean and EnviroTech among present employees. Employee morale and trust in management has diminished because of circulating rumours. Management’s demand to carry positive information to the employees about this merger will open endless opportunities to the personnel and provide the firm a competitive advantage. The administration team is key in helping our employees fully comprehend the brand new focus of the organization, and much more importantly, they will need to consider that their jobs are protected. In the transformation stage supervisors will need to keep employees stay well informed of the changes that may take place throughout the merger. The responsibility will lie with direction to describe the skills and evaluation procedure to minimize the anxiety about any possible job loss. The assessment procedure will concentrate on both InterClean and EnviroTech regions of staffing, retention, improvement, adjustment, and managing to guarantee a smooth transition and to calm employee worries. Many employees from midlevel management will need to reduce stress levels, worries and questions on how precisely this transition will probably affect them and the way...
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...Compensation and Benefits Strategies Recommendations Dave Tauala, David Cosme, Luana Pa'ahana, Rolly Alvarado, Sharon Losalio HRM/531 May 28, 2014 Arlis Liu Compensation and Benefits Strategies Recommendations A competitive and affordable total rewards system will not be effective if potential employees do not know what benefits are available. Communication of the package is just as important as the package itself. Employees tend to perceive the value of competitive benefits as excessive costs versus value (Cascio, 2013). The intent in the design of compensation programs is to incorporate salary and benefits into a package that will achieve Landslide Limousines' organizational goals. The team from Atwood and Allen Consulting put together recommendations for a total rewards package for 25 employees with projected revenue of $50,000 for the first year and a 5% revenue growth over the next two years. Limousine Market Landslide Limousines is a new business entering the marketplace. According to Austin Ground Transportation (n.d.), there are more than 70 limousine services. Landslide Limousines will need to market their service comparable to other limousine businesses. Austin is a tourist destination known for its diverse shops, bars, and restaurants. With today's unpredictable economy, limousine services are feeling the pinch as shuttle buses are gaining more business (Breslow, 2014). Entering the market as a new company, the ability to pay employees will be constrained...
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...HRM 531 Week 4 Knowledge Check Correct answer in Capital Letter 1. The level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis. a. individual b. environmental c. operations D. organization Organization analysis determines the overall needs of the company so that training can be designed to focus on strategic goals. 2. _____ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels. a. Individual b. Operations C. Demographic d. Organization A demographic analysis can assist in designing training and selecting appropriate training methods. 3. The level of training needs analysis that attempts to identify the content of the training is _____ analysis. A. operations b. individual c. environmental d. organizational The operations analysis tries to break down the job and determine the specifics tasks that the employee needs to learn. 4. ____ refers to the material that is rich in association for the trainees and is therefore easily understood by them. A. Meaningfulness b. Pygmalion effect c. Orientation d. Training paradox To structure training for meaningfulness, provide an overview of the material at the start of training. Use real-life examples and build from simple skills to more complex as you go. 5. Which theory...
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...|[pic] |Course Syllabus | | |School of Business | | |HRM/531 | | |Human Capital Management | Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. 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...
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...HRM 531 Week 1 Quiz Correct answer in a capital letter 1. According to _____, an employee may not be fired because he or she refuses to commit an illegal act, such as perjury or price fixing. A. public policy exception b. social learning theory c. retaliatory discharge d. lifestyle discriminate Public policy exception protects the employee from being terminated for not committing illegal acts under the direction of management or other employees. State courts developed this policy as one of three that protect employees from being terminated and claiming employment at will for not doing what management has directed an employee to do when it relates to illegal activity. 2. A worker being fired for actions ranging from filing a workers’ compensation claim to reporting safety violations to government agencies is called a. unfair dismissal b. red-hot-stove discipline C. retaliatory discharge d. just cause Retaliatory discharge is when an employee can seek damages against an employer for being terminated for outrageous acts. For example, an employee can seek damages for being terminated for filing a workers’ compensation claim when the employer is at fault. This can include safety hazards that the employer refuses to correct for various reasons. Employers can try to retaliate against an employee when the employer is being exposed for unlawful practices or other related occurrences. 3. A bona fide occupational qualification...
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...Week Six Team A Reflection Elvareen Mukhim, Keri Steward, Mallory Herring, Rebecca Blackburn, Rickie Clark, Shawnta Shorts, and Kalyn Shenefelt HRM/531-Human Capital Management December 10, 2012 Instructor; Ginny McMinn Week six Team A Reflection This week brought discussion about diversity in the work place, and how managers get educated about diversity and how to handle a diverse work place. There are many cultures, skill sets, and different personalities in a work place and it is important to be respectful and not discriminate. The work force continues to grow and become more and more diverse so managers must adapt and educate their staff on how to manager such a diverse work place. There can be miscommunication and conflict and that should always be mediated and handled appropriately. Some team members had a harder time than others but overall everyone under stood what a managers have to do so they can ensure the managers are educated in cultural, religious, sex, and disability rights. Further, the have to practice diversity in order for it to work. Strengths This objective was comfortable for each team member to embrace diversity and truly appreciate it. Diversity affects each aspect of Human Resources Management. It’s not about being politically correct or a quota for hiring minorities. It’s a characteristic of modern organizational life and presents exciting opportunities for HR and other organizational leaders to respect and affirm employees...
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...Labor Laws and Unions Matthew Carr University of Phoenix HRM/531 The organization in which I am familiar that is unionized is Millennium Inorganic Chemicals, a Cristal Company located in Ashtabula, Ohio. The company is a chemical manufacturing company and the second largest producer of titanium dioxide products in the world. The company is an international company with the plant one Ashtabula manufacturing facility being unionized. The legal issues and obstacles that this organization could encounter would be violation of EPA guidelines and procedures. In this particular organization the company could encounter Environmental problems that could elevate into fines or legal issues if not properly maintained. The company could also encounter safety and workman’s compensation claims for injuries and accidents that may occur on the facility. The company, being responsible for their employees, are responsible for the upkeep of the company and its equipment, without maintaining the facility and its equipment the company could face legal issues due to accidents or violation of employment laws and worker’s rights. The company could face legal action if preventing or interfering with a union. The federal laws that would be broken because of these potential legal issues would be the environmental issues regarding the EPA; this would also closely constitute and go along with state guidelines of the state EPA. When it comes to local laws, the company could be fined or charged with...
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...Employment Law Compliance Plan HRM 531 Week 2 Memo To: Bradley Stonefield, Owner, Landslide Limousine Service Austin, Texas From: Angela Shoemaker, Consultant, Atwood and Allen Consulting Date: Subject: Employment Law Compliance Plan Dear Mr. Stonefield, This is a follow-up from the conversation we had earlier in the week about the start-up business for your Limousine service in Austin, Texas and the hiring of 25 employees during the first year of operation. I have formulated as per your request the following plan that will pertain to employment law compliance. These laws that affect the workplace so it is important to have familiarity with each. As an employer you should see assistance by a lawyer who deals with these laws. This will help you in making the correct decisions on employment matters. These lawyers can also review the employment laws and tailor them to your specific needs and your employee interactions. I have identified the top four laws that will aid in the successful compliance with employment law. I have also added a brief description, how to use each, and non-compliance penalties of each to better serve you in understanding the laws. 1. The National Labor Relations Act (NLRA) of 1935 2. The Americans with Disabilities Act (ADA) of 1990 3. Family and Medical Leave Act (FMLA) of 1993 4. Age Discrimination in Employment Act (ADEA) of 1967 The National Labor Relations Act (NLRA) of 1935 As an employer with no unionized employees you...
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...Team B Reflection Throughout an organization, human capital management can be affected in many ways. In the society we live in today, business diversity can be defined as a workforce or an organization being composed of many different cultures and types of people. Diversity in an organization may consist of various benefits and numerous advantages for a company (Casio 2010). On the other hand depending on what type of business the organization is, a diversified workforce could make the company more difficult to manage. Diversity management is practiced among most private and government institutions in the United States. Most of the workforce in the United States consists of ethnic minorities and women. Diversity management encourages a work environment in which no one group has an advantage or experiences a disadvantage. Companies realize that their workforces should mirror their customers. The similarities between workers and customers create better interactions and business for the company. When companies use teams it encourages a diverse base of employees. Team membership creates a training agenda that requires members from diverse backgrounds to work productively together. In conclusion, managing diversity means encouraging a heterogeneous workforce (Cascio, 2010). Many organizations today demonstrate diversity when management requires the workplace to have a wide range of ethnicity. However, human capital management is the strategic and approach to...
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...Kudler Fine Foods Job Descriptions Kudler Fine Foods is a local upscale specialty food store located in the San Diego metropolitan area. The company has three locations and looking to expand. Each store has approximately 16,000 square feet of retail space located in fashionable shopping centers. The stores are stocked with the very finest domestic and imported foodstuffs and divided into the following departments: Fresh bakery, cheese’s and deli department Fresh produce department Fresh meat and seafood department Grocery department with condiments and packaged foods In order to fulfill the owner’s dream of expansion and growth Kudler Fine Foods is in the process of developing an organized structure of buyer, catering manager, store director, and the various department managers at the stores. The following are the job descriptions developed to hire and develop these key positions at Kudler Fine Foods. A buyer for all stores would facilitate the need for the owner to stop ordering for the stores. A buyer will purchase grocery merchandise or commodities for resale. The buyer inspects and grades or appraises agricultural commodities, durable goods and other merchandise offered for sale to determine value and yield. The buyer selects and orders merchandise from showings by manufacturing representatives, growers, or other sellers, or purchases an open market for cash. Buyers will baseselection on nature of clientele, or demand for specific...
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...The purpose of risk management is to identify problems before they happen, analyze, create a plan of action, implement risk reduction and retention plans, and operational risks through risk avoidance. Risk management process includes ongoing decision making, protect financial, human, and tangible assets of the nursing home facility. Risk management addresses issues that may causes problem within the organization by collaborating with stakeholder that builds strong leadership among all stakeholders. In nursing home facilities risk management focuses more on frequency and severity of accidental loses to the organization. This is done through risk control and financing measures. Nursing home administrators report any issues that come as a result of negligence that could lead to lawsuits to the corporate risk manager. Many nursing homes have implemented procedures to report instances of abuse to local authorities and state agencies to prosecute individuals involved and protect residents from more abuse (Carroll, 2009). Risk management is the responsibility of every staff member from the top administrator to all health care workers and staff member who are involved in patient care. Key Concepts Optimizing Value- The best way to optimize responsibility and authority, and to control financial and quality risks, is to place such responsibility and authority within the same entity (Granata, 2010). It is important to consider all of the components of a system and how they interact then...
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...Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. 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 be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. The discussion question points are now combined with the participation points for each week. You, as the instructor, may create a separate line item for discussion question points if you choose. Please note that some assignment points may have changed. Course Materials Cascio, W. F. (2010). Managing human resources: Productivity, quality of work life, profits (8th ed.) New York...
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...MEMORANDUM TO: Pat Jones FROM: Daphine Carter DATE: October 14, 2013 SUBJECT: Downsizing the Human Resources Department CC: John Koenig I have reviewed all the material and based on experience, personnel records and the function of each individual; in their role, I am able to make a recommendation of the individuals we should terminate. The termination of these employees will not hurt the efficiency of the organization and we will have the remaining staff members incorporate the duties in their daily activities. The following employees are: Diane: She has worked with the organization for ten years. Her role is a record specialist and her duties in this role is to handle the health issues and workers compensation matters for the company. Greg: He has been with the organization for five years. His role is general in the HR department. He currently has no training in completing real HR duties and therefore cannot assist in the tech hiring process for the company. Horatio: He has been with the organization for six months. He currently works in the HR department but is only marginally skilled as he is just learning health and insurance. The individuals above consist of two males and one female. The principles of employment law that are relevant in the case of these individuals is Title VII of the Civil Rights Act of 1964. This Act prohibits employment discrimination based on race, color, religion, sex or national origin. The individuals terminated...
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